Thesis (MPA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: A high employee turnover rate, where talented employees leave the institution to join other legislatures and government departments, has been experienced by the Language Services Section (LSS) of Parliament SA which is part of the Legislative and Oversight Division (LOD). This thesis evaluates why talented employees leave the LSS and explores possible retention strategies to retain talented employees. This was firstly done by reviewing literature on the concept of employee turnover. Secondly, the study evaluated possible factors that impact on employee turnover. Thirdly, the legislative environment of employee turnover within the South African context was discussed. Furthermore, the causes of employee turnover in the LSS of Parliament SA were assessed. Lastly, recommendations were made on how to retain employees in the LSS of Parliament South Africa. The research design used to conduct the study is a qualitative case study. Unstructured interviews, a survey questionnaire and documentation were used for this study. Deductions were made by comparing the theory from the literature review with the practice in LSS in order to gain a better understanding of why talented employees leave the institution and what retention strategies can be implemented to retain them. This study presents various reasons why employees are leaving the institution. These reasons include non-competitive salaries, ineffective recruitment and selection processes, inadequate training, a lack of career pathing and the fact that many language practitioners (LPs) reside in provinces other than the Western Cape. Many of these reasons were identified previously through an LOD Retention Strategy Project but strategies to address problems were not implemented due to the lack of a people-centred approach to talent management. Recommendations were made that retention strategies should be implemented and that more emphasis should be placed on human resources and the development of people in order to reach the core objectives of parliament through happy and well-developed employees. / AFRIKAANSE OPSOMMING: ’n Hoë omsetkoers van werknemers waar talentvolle werknemers die instelling verlaat om by ander wetgewers en staatsdepartemente aan te sluit, is deur die Afdeling Taaldienste van die Parlement van Suid-Afrika, wat deel vorm van die Wetgewing en Oorsig Afdeling, ervaar. Hierdie tesis evalueer die redes waarom talentvolle werknemers die Afdeling Taaldienste verlaat en verken moontlike retensiestrategieë om talentvolle werknemers te behou. Eerstens is literatuur oor die konsep van werknemersomset hersien. Tweedens het die studie moontlike faktore wat werknemersomset beïnvloed, evalueer. Derdens is die wetgewende omgewing van werknemersomset binne die Suid-Afrikaanse konteks, bespreek. Verder was die oorsake van werknemersomset binne die Afdeling Taaldienste van Suid-Afrika, geassesseer. Laastens is aanbevelings gemaak oor hoe om werknemers in die Afdeling Taaldienste van die Parlement van Suid-Afrika te behou. Die navorsingsontwerp wat vir die uitvoer van die ondersoek gebruik is, is ’n kwalitatiewe gevallestudie. Ongestruktureerde onderhoude, ’n opnamevraelys en dokumentasie is vir die studie gebruik. Afleidings is gemaak deur die teorie van die literatuuroorsig met die praktyk in die Afdeling Taaldienste van die Parlement van Suid-Afrika te vergelyk om ’n beter begrip te kry van waarom talentvolle werknemers die instelling verlaat en watter retensiestrategieë in werking gestel kan word om hulle te behou. Die studie verskaf verskeie redes waarom werknemers die instelling verlaat. Hierdie redes sluit in nie-mededingende salarisse, ondoeltreffende werwings- en seleksiesprosesse, onvoldoende opleiding, ’n gebrek aan loopbaanbeplanning en die feit dat talle taalpraktisyns in ander provinsies as die Wes-Kaap woon. Baie van hierdie redes is voorheen deur ’n Wetgewing en Oorsig Afdeling Retensiestrategieprojek geïdentifiseer, maar strategieë om die probleme aan te spreek is nie geïmplementeer nie as gevolg van die gebrek aan ’n mens-gesentreerde benadering tot talentbestuur. Aanbevelings is gemaak dat die retensiestrategieë geïmplementeer word en ’n groter klem op menslike hulpbronne en die ontwikkeling van mense geplaas word sodat die kerndoelwitte van die Parlement deur gelukkige en goedontwikkelde mense behaal kan word.

Thesis (MPA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The scarce skills phenomenon has become a cause for concern and priority for both public and private sectors as discussed in various research studies. Both these sectors have a quest to retain these scarce skills by making use of their limited resources. In the light of the above context, this study focuses on the analysis of the retention of scarce skills within the City of Cape Town Municipality, with the primary objective of ascertaining the effectiveness of its retention strategy on retaining civil engineers. For purposes of this research, a case study design was used to answer the study question. The sample consisted of 30 percent of the present and past civil engineers, from junior to senior levels. This sample also included employees from the human resource department of the municipality. Content analysis was used to analyse data which was gathered through focus groups, exit and personal interviews. The literature investigation explored reasons why employees were leaving their organisations. The study further traced various thoughts and debates related to challenges and strategies associated with scarce skills retention. From the literature review it became evident that although the retention approaches and strategies vary from one organisation to another, they share common traits. However there is no one cap fits all. Results indicate that the majority of respondents expressed satisfaction about all pre-determined themes of the study. These themes were based on aspects related to remuneration and benefits, job satisfaction and working conditions, climate and culture, leadership and career development. Areas of dissatisfaction were raised under common themes which emerged during the study. These themes included, amongst others, outsourcing of major projects, bureaucracy, political environment and human resource policies and procedures. Based on the findings of the study, the research concludes with recommendations applicable to the municipality and also provides those relevant for further study. Due to the technical composition of the sample, the results of the study cannot be inferred to all occupational groups within the organisation. / AFRIKAANSE OPSOMMING: Die skaarsheid van vaardighede het „n kommerwekkende verskynsel geword vir private en publieke sektore. Dit is die taak van albei sektore om skaars vaardighede te behou, deur gebruik te maak van hul beperkte bronne. In die lig van bostaande stellings, fokus hierdie studie op die analise van skaars vaardighede binne die Kaapstadse Munisipaliteit, met die primêre doel om die effektiwiteit van sy behoudstrategie vir die behoud van siviele ingenieurs te bepaal. „n Gevallestudie-ontwerp was gebruik vir hierdie ondersoek, om die studievraagstuk te beantwoord. Die ondersoekgroep het bestaan uit „n samestelling van 30 persent van huidige en voormalige siviele ingenieurs, vanaf junior tot senior vlakke. Die ondersoekgroep het ook werkers binne die departement van personeelbestuur in die munisipaliteit ingesluit. Inhoudsanalise was gebruik om data te analiseer wat deur fokusgroepe, uitgang en persoonlike onderhoude ingesamel is. Die literêre ondersoek het die redes waarom werkers hul organisasies verlaat, verken. Die studie weerspieël verder denke wat verband hou met die uitdagings en strategieë wat met die behoud van skaars vaardighede geassosieer word. Die literêre ondersoek het bewys dat behoudstrategieë onderling eienskappe deel, alhoewel die strategieë van een organisasie van diè van „n ander in geheel verskil. Daar is egter geen jas wat by almal pas nie. Resultate toon dat die meerderheid van respondente tevredenheid toon met alle voorafbepaalde studietemas. Hierdie temas is gebaseer op aspekte wat verband hou met besoldiging en voordele, werktevredenheid en werksomstandighede, klimaat en kultuur, leierskap en beroepsontwikkeling. Areas van ontevredenheid is geïdentifiseer onder algemene temas wat tydens die studie opgekom het. Hierdie temas sluit in, onder andere, eksterne bronontginning vir groot projekte, burokrasie, politieke konteks, asook beleid en prosedures van menslike hulpbronne. Ter afsluiting: voorstelle word gemaak wat gebaseer is op die resultate van die ondersoek, wat van toepassing is op die munisipaliteit en voorsien dit wat relevant is vir verdere studie. Die resultate van die ondersoek kan nie op alle werksgroepe binne die organisasie van toepassing wees nie, weens die tegniese samestalling van die ondersoekgroep.

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / AFRIKAANSE OPSOMMING:‘n Kwalitatiewe evaluasie van die faktore wat werknemer verbintenis in die uitvoering van ‘n werksbestuur besigheidsproses beinvloed, word aangebied. Die nodigheid van werknemer verbintenis en besigheidsprosesse in organisasies word beskryf. ‘n Vergelyk tussen die beginsels van werknemer verbintenis en die werksbestuur proses word gedoen. Deur middel van statistiese evaluasie tegnieke (frekwensie evaluasie) dra hierdie navorsing by tot die bestaande kennis in hierdie domein deur die identifisering van faktore wat bydra tot die onttrekking van werknemers van die werksbestuur proses en gevolglik die organisasie verlaat. Resultate bevestig dat die werksbestuur proses die verbintenis van werknemers tot die werksbestuur proses fasiliteer, veral vir werknemers wat onlangs die arbeidsmark betree. Persoonlike groei en loopbaan ontwikkeling word egter nie ten volle ondersteun in die uitvoering van die werksbestuur proses nie. Aanbevelings word gemaak ter ondersteuning van die implementering van ‘n volhoubare werksbestuur proses. / ENGLISH ABSTRACT: Presents a qualitative evaluation of the factors that influence employee engagement from the perspective of implementing and sustaining a work management business process. Describes the intent of employee engagement and business processes in organizations. Compare the principles of employee engagement and the work management business process. By applying statistical evaluation methods (frequency analyses) this research adds to the existing body of knowledge in this field by identifying factors that lead to disengagement of employees in the execution of work management business processes and subsequent loss of skills. Analysis indicates that the business process facilitates engagement of employees in work management at the start of their careers, however career development and personal growth for experienced employees are lacking in the execution of work management. Concludes with recommendation for sustaining employee engagement in work management.

The research investigates the retention of employees in the institutions of higher learning and the focus is placed on the Central University of Technology: Free State (CUT). The research is undertaken because the employees at the Central University of Technology: Free State, are resigning from their positions and join rival institutions and other organisations. This creates a problem on part of students, fellow employees and management. There is therefore, a need to find reasons behind these mass resignations of employees and also to look at the retention strategies that can be employed to keep employees at the Central University of Technology: Free State. In order to address the above purpose of the research, various retention strategies to keep talented employees are discussed, and factors that lead to employees leaving the institutions are also placed under the spotlight. The discussion shows that talent management has a direct relationship with employee needs and motivation. Qualitative and quantitative methods of research are used to analyse the retention strategies employed at the Central University of Technology: Free State. The findings of the research reveal that factors such as working environment, satisfying work-life, personal career development, emotional exhaustion as well as rewards versus performance exacerbate mass exodus of talented employees at the institution. It is also disclosed that there are retention strategies in place but are not effectively implemented. The findings revealed that managers and supervisors play crucial roles in the interpretation and implementation of strategies. Working conditions should be improved so that employees stay with the institution and perform to the best of their ability. Training should be made compulsory for every employee as it provides necessary skills. Best performance and rewards should match performance in order to keep employees at the institution. / Public Administration and Management / M. Admin. (Public Administration)

Abstract in English, Venda and Zulu / Workplace wellness, organisational commitment and retention play a phenomenal role in organisations. Insurance companies form part of the organisations affected by retention of employees. Employees need to be physically, spiritually, socially, emotionally, intellectually, occupationally and environmentally well to perform, commit and remain in the organisation for longer. The objective of the study was to (i) establish a relationship between workplace wellness, organisational commitment and retention among employees of an insurance organisation in Johannesburg, (ii) to establish whether a relationship exists between the variables and the demographics age, gender, race groups, marital status and education levels. A deductive quantitative research method with systematic sampling was utilized to gather and evaluate the data in a sample of 726 randomly selected participants. A 22.59% response rate was obtained. The findings indicate significant relationships between the respondents', workplace wellness, organisational commitment and retention, also between workplace wellness, retention and education level. This is an indication that workplace wellness and organisational commitment has an influence on retaining employees and that employees with a level of education attest to that. No significant relations found between variables workplace wellness, organisational commitment, retention and the biographical variables age, gender, marital status, employment levels. No significant relations were found between organisational commitment and education level. The findings of this research contribute to the existing body of knowledge by providing human resource managers and practitioners with insights on specific commitment and retention strategies that will make employees commit and remain longer in the organisation. An important understanding gained on retention strategies will assist human resource managers to design relevant interventions to have committed employees and retain them. / Impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kudlala indima enkulu ezinhlanganweni. Izinkampani zomshwalense ziyingxenye yezinhlangano ezithintekayo ekugcinweni kwabasebenzi. Abasebenzi kumele babe sesimweni esihle ngokomzimba, ngokomphefumulo, ngokwemizwa, ngokwengqondo, ngokomsebenzi kanye nangokwesimo semvelo abaphila kusona ukuze bakwazi ukwenza umsebenzi wabo kahle futhi bahlale isikhathi eside enhlanganweni. Injongo yalolu cwaningo kwabe (i) kuwukubheka nokuthola ubudlelwano phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi ezinhlanganweni zomshwalense eGoli, (ii) ukuthola ukuthi bukhona yini ubudlelwano phakathi kwezimo ezintathu ezishiwo ngenhla (impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi) kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, uhlanga/ibala lomuntu, isimo somshado kanye namazinga emfundo. Kwasetshenziswa i-deductive quantitative research method ehambisana ne-systematic sampling ukuqoqa nokuhlola idatha kubabambiqhaza bocwangino abangama-726 ababeqokwe ngaphandle kokulandela indlela ethile ehlelekile. Kwatholakala izinga lokuphendula (response rate) elingama-22.59%. Imiphumela yocwaningo ibonisa ukuba khona kobudlelwano obukhulu phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi; futhi bukhona ubudlelwano phakathi kwempilonhle emsebenzini nokugcinwa kwabasebenzi kanye nezinga lemfundo. Lokhu kuyinkomba yokuthi impilonhle emsebenzini kanye nokuzibophezela kwabasebenzi enhlanganweni kunawo umthelela ekugcinweni kwabasebenzi futhi abasebenzi abanezinga elithile lemfundo bawubufakazi balokho. Abukho ubudlelwano obuphawulekayo obatholakala phakathi kwezimo ezinjengempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, isimo somshado kanye namazinga okuqashwa. Futhi abukho ubudlelwano obuphawulekayo obatholakala phakathi kokuzibophezela kwabasebenzi enhlanganweni kanye nezinga lemfundo. Imiphumela yalolu cwaningo ifaka isandla olwazini olukhona njengamanje ngokuhlinzeka abaphathi kanye nabasebenzi beminyango yezindaba zabasebenzi ngolwazi oluzobalekelela ukuthi bakwazi ukuqonda kahle amaqhingasu athile aphathelene nokuzibophezela kwabasebenzi kanye nokugcinwa kwabo emsebenzini okuyinto ezokwenza ukuthi abasebenzi bazibophezele futhi bahlale isikhathi eside enhlanganweni. Ukuqonda amaqhingasu okugcinwa kwabasebenzi kuzolekelela abaphathi beminyango yezindaba zabasebenzi ukuthi bakwazi ukwenza izinhlelo zokungenelela ezifanelekile ukuze babe nabasebenzi abazibophezele futhi babagcine emsebenzini. / Mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza zwi shela mulenzhe nga huhulu kha tshiimiswa. Khamphani dza ndindakhombo dzi vhumba tshipiḓa tsha zwiimiswa zwo khwameaho zwa u dzudza vhatholwa mushumoni. Vhatholwa vha tea u vha vhe na mutakalo muvhilini, muyani, matshilisano, mielekanyo, vhuṱali, mushumo na vhupo havhuḓi u kona u shuma, u ḓikumedzela, na u dzula kha tshiimiswa lwa tshifhinga tshilapfu. Ndivho ya ngudo ho vha u (i) thoma vhushaka vhukati ha mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza vhukati ha vhatholwa vha tshiimiswa tsha ndindakhombo ngei Johannesburg, (ii) u vhona arali hu na vhushaka vhukati ha zwishanduwaho na vhukale ha tshandukisatshivhumbeo, mbeu, zwigwada zwa mirafho, nyimele ya mbingano na vhuimo ha pfunzo. Kuitele kwa ṱhoḓisiso dzo no itwaho nga vhaṅwe kwa khwaḽithethivi na vhukhethatsumbonanguludzwa kwo shumiswa u kuvhanganya na u ela data kha tsumbonanguludzwa dza 726 dza vhadzheneli vho nangwaho nga nḓila ye zwa itea ngayo. Ho waniwa phimo ya u fhindula ya 22.59%. Mawanwa a sumbedzisa vhushaka ha ndeme vhukati ha vhafhinduli vha mutakalo mushumoni, u dzudza na u ḓikumedzela ha tshiimiswa; na vhukati ha mutakalo mushumoni, u dzudza na vhuimo ha pfunzo. Heyi ndi tsumbo ya uri mutakalo mushumoni na u ḓikumedzela ha tshiimiswa zwi na ṱhuṱhuwedzo kha u dzudza vhatholwa na uri vhatholwa na vha re na vhuimo ha pfunzo vho zwi khwaṱhisedza. A huna vhushaka ha ndeme he ha wanala vhukati ha zwishanduwaho zwa mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza, vhukale ha zwishanduwaho zwa nganeavhutshilo, mbeu, nyimele ya mbingano na vhuimo ha mushumo. Mawanwa a ṱhoḓisiso iyi o shela mulenzhe kha ndivho ya tshiimiswa i re hone nga u ṋetshedza ndivho vhalanguli vha zwiko zwa vhashumi na vhashumeli nga ha u ḓikumedzela ho tiwaho na zwiṱirathedzhi zwa u dzudza zwine zwa ḓo ita uri vhatholwa vha ḓikumedzele nga vhone vhaṋe kha, na u dzula tshifhinga tshilapfu kha tshiimiswa. U pfesesa zwi tshi elana na zwiṱirathedzhi zwa u dzudza zwi ḓo thusa vhalanguli vha zwiko zwa vhashumi u dzudzanya u dzhenelela ho teaho u vha na vhatholwa vho ḓikumedzelaho na u vha dzudza. / Business Management / M. Com. (Business Management)

Thesis (MTech (Public Administration)--Cape Peninsula University of Technology, 2018. / Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In response to globalisation and competition, today’s organisations are changing at an accelerating and radical pace. A review of the literature revealed that the demanding and often repetitive nature of work increases employees’ turnover intention. This is generally attributed to a lack of employee engagement. This trend is especially evident within the South African financial services industry. Without a functional workforce, no organisation can survive. Therefore organisations within this sector need to establish a balance between the provision of meaningful work, and profitability. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in turnover intention and employee engagement among employees employed by audit firms operating in the South African financial services industry. In addition, this research study investigated whether employees employed by these audit firms engage in job crafting to modify their work environment (i.e. job resources, personal resources and job demands, as illustrated in the Job Demands-Resources model) (Demerouti, Bakker, Nachreiner & Schaufeli, 2001) to cultivate meaningful work that decreases turnover intentions while increasing employee engagement. In this research study, an ex post facto correlational design was used to test the formulated hypotheses. Quantitative data was collected from 391 employees employed by audit firms operating in the South African financial services industry. Data was collected specifically for the purpose of this research study. Participation was voluntary. A self-administered web-based survey was distributed electronically to the participants. The data collected was strictly confidential and anonymous. The survey comprised seven sections. The first two sections measured the participants’ biographical and employment information. Subsequent sections measured specific latent variables using valid and reliable measuring instruments. These instruments include the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker & Salanova, 2006), the Turnover Intention Scale (Moore, 2000), the Psychological Meaningfulness Scale (May, Gilson & Harter, 2004), the Job Crafting Scale (Tims, Bakker & Derks, 2012), and the six-item Proactive Personality Scale (Claes, Beheydt & Lemmens, 2005). Data was subjected to a range of statistical analyses. The findings shed light on the seriousness of turnover intention and the lack of employee engagement among employees employed by audit firms operating in the South African financial services industry. It provides South African industrial psychologists with much needed insight into the presenting problem. With reference to the highlighted managerial implications of the research findings and the recommended interventions, industrial psychologists can ensure the retention and engagement of employees. / AFRIKAANSE OPSOMMING: Globalisering en mededinging veroorsaak dat hedendaagse organisasies al hoe vinniger en ook ingrypend verander. ’n Oorsig van die literatuur het getoon dat werknemers se voorneme om van werkplek te verander al hoe meer toeneem weens die veeleisende en dikwels herhalende aard van die werk wat hulle doen. Hierdie voorneme is veral in die Suid-Afrikaanse finansiële diensbedryf sigbaar en kan toegeskryf word aan ’n gebrek aan werknemerbegeestering. Geen organisasie kan egter sonder ’n funksionele werksmag oorleef nie. Gevolglik moet organisasies in hierdie bedryf sorg dat hulle ’n balans tussen betekenisvolle werk en winsgewendheid skep. Die hoofdoel van hierdie studie was om ’n strukturele model te ontwikkel en empiries te toets wat lig werp op die voorkoms van verskille in die voorneme om van werkplek te verander en werknemerbegeestering onder werknemers in diens van ouditeursfirmas in die Suid-Afrikaanse finansiële diensbedryf. Daarbenewens het hierdie studie ook ondersoek of werknemers in hierdie ouditeursfirmas betrokke is by werksfatsoenering om hulle werkomgewing aan te pas (m.a.w. werkshulpbronne, persoonlike hulpbronne en taakeise, soos in die Job Demands-Resources model aangedui) (Demerouti, Bakker, Nachreiner & Schaufeli, 2001) om betekenisvolle werk te skep wat hulle voorneme om van werk te verander, kan verminder en terselfdertyd werknemerbegeestering kan aanvul. ‘n Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses te toets. Kwantitatiewe data is by 391 werknemers in diens van ouditeursfirmas in die Suid-Afrikaanse finansiële diensbedryf ingesamel. Die data is spesifiek vir hierdie studie ingesamel. Deelname was vrywillig. ’n Selftoegepaste webgebaseerde opname is elektronies onder die deelnemers versprei. Die dataversameling was streng vertroulik en anoniem. Die opname het uit sewe afdelings bestaan. Die eerste twee afdelings het die biografiese en werksinligtiging van die deelnemers ingesamel. Die daaropvolgende afdelings het spesifieke latente veranderlikes met behulp van geldige en betroubare instrumente gemeet. Hierdie instrumente was die Utrecht Work Engagement Scale, UWES-9 (Schaufeli, Bakker & Salanova, 2006), die Turnover Intention Scale (Moore, 2000), die Psychological Meaningfulness Scale (May, Gilson & Harter, 2004), die Job Crafting Scale (Tims, Bakker & Derks, 2012), en die ses-item Proactive Personality Scale (Claes, Beheydt & Lemmens, 2005). Die data is aan ’n reeks statistiese analises onderwerp. Die bevindinge werp lig op die erns van voorneme om van werkplek te verander en die gebrek aan werkenemerbetrokkenheid onder werknemers in diens van ouditeursfirmas in die Suid-Afrikaanse finansiële diensbedryf. Dit bied aan Suid-Afrikaanse bedryfsielkundiges belangrike insae in die tersaaklike probleem. Bedryfsielkundiges kan, met verwysing na die aangeduide bestuursimplikasies van die bevindinge en aanbevelings van hierdie studie, die behoud en begeestering van werknemers verseker.

Research that focuses on the relationship between job satisfaction and employee retention is of interest to researchers in different disciplines and the intensification of these interests has rendered the two concepts heterogeneous. Research of this nature is necessary in the discipline Public administration, and in particular public human resource management as niche area of specialisation. Job satisfaction, as an independent variable is complex, in that it is an outcome of interdependent and sometimes contradicting personal and institutional factors, attributes, characteristics or correlates. The ability of public institutions to retain employees in key positions is dependent on the effectiveness of managers in implementing employee retention practices. Legislation in the South African public service entrusts managers with the authority and resources to institute employee retention practices. Using a quantitative research method in which a specially designed research questionnaire was used to gather data from a selected sample of respondents in the SAPS, this study creates awareness about employees’ degree of satisfaction with SAPS’ key institutional factors. The findings reveal, despite the SAPS having instituted practices that are key to retaining employees, key institutional factors that the respondents are satisfied and dissatisfied with. In addition to proposing the development and implementation of the employee retention policy and strategy, this study highlights significant roles that managers should perform to retain employees in the SAPS and in the South African public sector in general. / Public Administration / D.P.A.

The South African public service is experiencing a high staff turnover and difficulties to retain staff. These will result in the loss of talented and knowledgeable employees and consequently a loss of institutional memory, and will create a knowledge gap. The purpose of the study was to explore whether talent management and knowledge management are integrated and whether they support staff retention in the South African public service. The qualitative data were collected through document analysis and semi-structured individual interviews with seven senior managers and six middle managers who were selected purposefully. Three main themes and ten sub-themes were identified and discussed. The findings indicated that talent management and knowledge management were applied in an ad hoc manner and that there were no approved policies. However, it was found that performance management formed the basis for talent management and that the current talent management approach failed to retain talented employees. / Business Management / M. Com. (Business Management)

Women form a critical component of the workforce of South Africa. Therefore the issue of retaining women should be a strategic priority for organisations. This study focused on identifying general retention factors for women in a higher education institution. The research also examined the retention of women from two distinct leadership perspectives: how different leadership styles of managers and the presence of leadership opportunities for women could affect their retention. A cross-sectional quantitative research approach was followed. A non-probability simple random sample was drawn from permanent female staff at a higher education institution. Through the process of exploratory factor analysis, six retention factors were identified, namely unique needs, growth, recognition, work conditions, relationships and support. Correlation and regression analyses were conducted. The results indicated that various leadership constructs predicted the retention of women. Recommendations for retention strategies aimed specifically at women are suggested on the basis of these findings. / Business Management / M. Com.