Abstracts in English, Afrikaans and Zulu / This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to employee retention. In addition, the study aimed to determine whether demographic factors (age, gender, nationality, marital status and employment status [local or expatriate]), work role fit and flourishing significantly and positively predict organisational commitment, and whether demographic factors (age, gender, nationality, marital status and employment status (local or expatriate) differ with regard to these variables. The study was directed at a random sample of employees at international hotels represented in the Indian Ocean region. The data was collected using the Work Role Fit Scale, the Flourishing-at-Work Scale and the Organisational Commitment Scale. The study revealed significant positive relationships between fit, flourishing and organisational commitment in the hospitality industry. The results found that fit and flourishing positively and significantly predict organisational commitment. Lastly significant differences were found between the fit, flourishing and organisational commitment of employees in the hospitality industry in terms of demographic variables: age, gender, nationality, marital status and employment status (local or expatriate). / Hierdie navorsingstudie het ten doel gehad om 'n talentbehoudraamwerk vir die gasvryheidsbedryf in die Indiese Oseaan-streek voor te stel deur die verhouding tussen gepastheid, florering en organisatoriese toewyding met betrekking tot werknemerbehoud te ondersoek. Verder het die studie gepoog om te bepaal of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]), werkrolgepastheid en florering die organisatoriese toewyding beduidendheid en positief voorspel, en of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]) rakende hierdie veranderlikes verskil. Die studie is gerig op 'n ewekansige steekproefneming van werknemers by internasionale hotelle wat die Indiese Oseaan-streek verteenwoordig. Die data is deur die werkrolgepastheidskaal, die floreer-by-die-werk-skaal en die organisatoriese toewydingskaal versamel. Die studie het beduidende positiewe verhoudings tussen gepastheid, florering en organisatoriese toewyding in die gasvryheidsbedryf aan die lig gebring. Die resultate het bevind dat gepastheid en florering die organisatoriese toewyding positief en beduidend voorspel. Laastens is beduidende verskille gevind tussen die gepastheid, florering en organisatoriese toewyding van werknemers in die gasvryheidsbedryf met betrekking tot demografiese veranderlikes: ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus (plaaslik of uitgestuur). / Lolu cwaningo lwaluhlose ukuphakamisa uhlaka lokugcinwa kwamakhono embonini yezokungenisa izihambi esifundeni sase-Indian Ocean ngokuhlola ubudlelwano phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile maqondana nokugcinwa kwabasebenzi. Ngaphezu kwalokho, lolu cwaningo kuhloswe ngalo ukuthola ukuthi izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa ([okwendawo noma okudingisiwe]), indima yomsebenzi efanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano, nokuthi ngabe izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwasekhaya noma okwamanye amazwe) ziyahluka maqondana nalezi ziguquko. Ucwaningo luqondiswe kusampula engahleliwe yabasebenzi emahhotela aphesheya amelwe esifundweni sase-Indian Ocean. Imiphumela ithole ukuthi okufanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano. Okokugcina umehluko obalulekile utholakale phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile kwabasebenzi embonini yezokungenisa izihambi ngokuya ngokuhlukahluka kwezici zabantu: ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwendawo noma okudingisiwe). / Human Resource Management / M. Com. in Business Management (Human Resource Management)

The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common codes, organizing the data into themes, interpreting the meaning, and reporting the themes. Four themes emerged from the data: employee retention, leadership characteristics, effective retention strategies, and ineffective retention strategies. The implications of this study for positive social change include the potential to decrease voluntary employee turnover in the hospitality industry. Positive results of decreasing voluntary employee turnover may include increased success within the hospitality industry, which might positively influence productivity, raise customer satisfaction, and increase organizational profits.