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Thesis (MBA)--University of Stellenbosch, 2011. / Metropolitan, like all companies in the insurance sector, would like to limit attrition to ensure that the institutional knowledge is retained. At the time when the employee has already tendered a resignation letter, most companies conduct an exit interview. The researcher feels that at this stage, it is rather late. It is important therefore to understand in advance, the reasons why employees would consider leaving the organisation and put corrective measures in place to prevent that. Retention of key employees is a highly topical subject and an important dilemma that many companies have to deal with. It requires leadership attention and scientific understanding of the causes of attrition. In South Africa, the concept of retention of specifically Black employees has a broader significance in that it contributes to higher BEE scores and opportunities to do business with government for those companies that have such interests. The purpose of this study is to firstly understand the phenomenon of retention as it applies to the Black employees of Metropolitan. Black employees with skills and experience are arguably the most attractive group on the labour market due to the lack of such skills. Because of this, companies are struggling to retain their Black employees. This study explores what Metropolitan should take into account when designing retention measures for Black employees. It asks the Black employees themselves, what they consider as important that would help in retaining them. Furthermore, it will help the company to investigate which characteristics or variables to consider when formulating its retention strategies. The questions that the study endeavours to explore are: What mechanisms should Metropolitan use to retain especially Black employees? If current employees are considering leaving the company, what are the main reasons for wanting to leave or looking for a job elsewhere? What are the characteristics that employees consider most important that would make them want to stay at Metropolitan. The subject matter investigation involved a survey which was sent to Black employees in the company and the results which were analysed. The results shed some understanding on the reasons why employees would consider applying for a job outside of Metropolitan. It gives the company an understanding of how many of its current Black employees are looking for jobs elsewhere. Because of this prior knowledge, the company can intervene and put measures in place to retain those who were already looking to leave the company. The study also details characteristics that Black employees at Metropolitan consider to be important by certain biographical categories like job grade, age, education, gender and experience. The results further build on the existing literature of retention, especially in the South African environment in the era of transformation laws.

Insufficient auditing staff has become a challenge facing internal auditing in the healthcare industry. Auditors' turnover rates range from 13.4% to 46.6% in the United States based on the type of organization. The purpose of this correlational study was to examine the relationship between affective commitment, continuance commitment, normative commitment, and turnover intention among auditors. Self-determination theory of motivation was the theoretical framework for examining the employee turnover problem. A random sample of 92 internal auditors was administered the TCM Employee Commitment Survey and Turnover Intention Scales. The model as a whole was able to significantly predict turnover intentions, F(3, 88) = 15.365, p < .000. The effect size, indicated that the model accounted for approximately 36% of the variance in turnover intentions. Affective commitment (beta = -.519, p = .000) was the only measure of commitment that made a significant contribution to the model. The implications for positive social change included the potential to help business leaders decide on the types of organizational commitment they should catalyze to potentially reduce turnover rates. Healthcare leaders can use the information to reduce the turnover of auditors, increase the quality of audit in healthcare, and improve the quality and reduce the cost of healthcare for society.

Thesis (MPA.) -- University of Limpopo, 2017 / Recruitment and retention of nurses remain one of the challenges globally and locally as the system is unable to attract new staff and failing to retain existing ones. This study was undertaken to investigate the number of nurses leaving the Mpumalanga Department of Health and whether the available recruitment and retention strategy puts the province into the competitive advantage. The qualitative and quantitative methods of data collection were utilised during the investigations. Both the qualitative and quantitative analysis proved that a number of nurses were leaving the public service influenced by factors such as salary, workload, accommodation for nurses, working conditions and lack of resources. The findings further revealed that the recruitment and retention strategy of the Department was poorly implemented and therefore leaving the province at a risk of losing more professional nurses. The main recommendation in this study was that the Department of Health in Mpumalanga needs to ensure that adequate funds are available for the proper implementation of the recruitment and retention strategy. The proper implementation of the strategy will help in addressing the factors that were discussed and agreed to by other studies to be contributing immensely in nurses’ turnover in the province.