The purpose of this study was to examine the relationship between perceived availability of opportunities for promotion, training, career progression, existing management style and voluntary staff turnover intention among the nurses working in Mengo Hospital. A quantitative, descriptive correlational design was used. Data collection was done using structured questionnaires. Full time staff nurses (N= 235) were surveyed. The findings revealed that all the four variables were significantly and negatively correlated to the intention to leave and predicted 16.8 percent of the variance in intention to leave scores. Management style was the strongest predictor of intent to leave (14.5%). Nurses perceiving their managers as participatory had lower intention to leave. To retain qualified personnel, hospital administrators should focus on participative management style and career development programs that address the needs of the staff and the hospital / Public Health / M.A. (Public Health)

Små och medelstora företag står inför utmaningar med att behålla personal, där job embeddedness theory kan fungera som ett verktyg för små och medelstora företag i deras arbete med att behålla personal. Syftet med studien är att beskriva vad som får personal att vilja stanna respektive lämna i små och medelstora företag utifrån aspekterna 1) relation 2) passform och 3) uppoffringar. Studien grundar sig i en kvalitativ forskningsstrategi, där semistrukturerade intervjuer baserade på teorin job embeddedness lägger grunden för insamlingen av empiri. Studien genomfördes på ett företag inom byggbranschen där nio respondenter, både män och kvinnor, intervjuades. Intervjuerna transkriberades och genomgick en tematisk analys som bidrog till ett antal underkategorier kopplat till job embeddedness theory. Den data som samlats in visar att anställda lyfter job embeddedness theory och dess tre aspekter relation, passform och uppoffringar som betydelsefullt i deras val att stanna. Samtliga respondenter förklarar att goda relationer till kollegor och chef bidrar till deras vilja att stanna kvar inom företaget. Det framgår även att företagets och individens värderingar bör stämma överens, samt att det bör existera en samhörighet för att trivas inom företaget. Anser individen att detta uppfylls tenderar beslutet att lämna företaget att bli omfattande, då personen står inför en uppoffring som för den enskilde individen ses som betydelsefull. Studien visar att kontexten i små och medelstora företag, i kombination med teorins tre aspekter och dess underkategorier bidrar till individens vilja att stanna respektive lämna företaget, baserat på den individuella uppfattningen av vad som får individen att trivas. / Small and medium-sized enterprises face challenges with retaining employees, job embeddedness theory could work as a tool for small and medium-sized enterprises in their work when it comes to retaining employees. The purpose of this study is to describe what makes employees stay or leave a small and medium-sized enterprise from the aspects 1) fit 2) links and 3) sacrifice. The study is founded in a qualitative research strategy where semi structured interviews based on job embeddedness theory which lays a foundation for the collection of empirical data. The study was performed at a business within the construction industry where nine respondents, of which both men and women, were interviewed. The interviews were transcribed and went through a thematic analysis that contributed to a number of sub-categories linked to job embeddedness theory. The collected data shows that employees highlight job embeddedness theory and its three aspects fit, links and sacrifice as meaningful in their choice to stay. All of the respondents explain that good relationships with their colleagues and manager contributed to their will to stay within the business. It also appears that the business and the individuals values should coincide, and that solidarity should exist in order to thrive within the business. If the individual perceive that these conditions are fulfilled they tend to see the decision of leaving the business as comprehensive, since the individual is facing a sacrifice that they perceive as meaningful. The study shows that the context of small and medium-sized enterprises, in combination with the three aspects of the theory and their subcategories contribute to the individuals will to stay or leave the business, based on the individual perception of what makes them thrive.

Schools worldwide are experiencing challenges in terms of ensuring quality education and good retention of its teaching staff. The highly stressful nature of the teaching profession as well as the high demands placed on teachers with the constant changes in curriculum, not enough resources and insufficient support from supervisors, cause secondary school teachers to show high turnover intention rates and high attrition rates which are extremely costly and detrimental to the success of the school. The well-being of the teacher is mostly overlooked within a highly stressful environment where the focus is on results. Demands on schools and teachers are becoming increasingly complex. Teacher issues are discussed on policy agendas as a result of concerns raised by teachers themselves about the future of their profession and whether they are sufficiently rewarded and supported in their work. The morale and motivation of teachers are important for future teacher retention. Teachers are now expected to have much broader roles, taking into account the development of the learner, the handling of teaching processes in the classroom, the focus of the entire school as a “community-in-action” and the relations with the larger community and the world of teaching in general. Thus expectations are higher and demands are more – but the well-being of the teacher does not seem to be a priority within the larger school environment and global teaching picture. Efforts to improve the psychological well-being and optimal functioning of secondary school teachers will affect individual and organizational outcomes. A teacher who functions well is more likely to stay in the profession and will be more motivated than one who is not engaged and demotivated. Investments in the well-being of teachers will lay the basis for positive school outcomes such better retention, better performance and job satisfaction. The aim of this study was to investigate the psychological well-being of a sample of secondary school teachers in North West Province and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the well-being of secondary school teachers and its outcomes. A stratified sample (N = 513) was taken of secondary school teachers in North West Province in South Africa. The measuring instruments used were the Supervisor Behaviour Scale, Work-Related Basic Need Satisfaction Scale, Balanced Measure of Psychological Needs, Work Engagement Scale, Turnover Intention Scale, Work-Life Questionnaire, Revised Job Diagnostic Survey, Co-Worker Relations Scale, Work and Meaning Inventory, Personal Resources Scale, Self-Rated Performance Scale, and Positive Practices Questionnaire. The results of study 1 showed that supervisor support (for autonomy, competence, and relatedness) was positively related to employees’ psychological need satisfaction and engagement and negatively related to intention to leave. Supervisor support affected engagement positively and intention to leave negatively via employees’ autonomy satisfaction. The findings suggest that supervisor support and psychological need satisfaction play a significant role in the engagement and retention of employees. The results of study 2 showed that a calling orientation, job design, and co-worker relations explained a large percentage of the variance in experiences of meaningful work. A low calling orientation and poor co-worker relations predicted a moderate percentage of the variance in burnout. A calling orientation, a well-designed job, good co-worker relations, and meaningful work predicted work engagement. Job design was moderately associated with self-ratings of performance. The absence of a calling orientation predicted teachers’ intentions to leave the organisation. The results of study 3 showed that teachers with the highest levels of psychological functioning derived the most meaning from their work. These teachers are renewed by the work they are doing. Positive organizational practices predicted positive outcomes such as meaning, engagement and self-determined behaviour. Psychologically-well and healthy teachers are more likely to focus on the meaningfulness of the work they are doing. It seems that the most important positive practices in the pathway to better psychological well-being at work are those of meaningful work and inspiration.

Schools worldwide are experiencing challenges in terms of ensuring quality education and good retention of its teaching staff. The highly stressful nature of the teaching profession as well as the high demands placed on teachers with the constant changes in curriculum, not enough resources and insufficient support from supervisors, cause secondary school teachers to show high turnover intention rates and high attrition rates which are extremely costly and detrimental to the success of the school. The well-being of the teacher is mostly overlooked within a highly stressful environment where the focus is on results. Demands on schools and teachers are becoming increasingly complex. Teacher issues are discussed on policy agendas as a result of concerns raised by teachers themselves about the future of their profession and whether they are sufficiently rewarded and supported in their work. The morale and motivation of teachers are important for future teacher retention. Teachers are now expected to have much broader roles, taking into account the development of the learner, the handling of teaching processes in the classroom, the focus of the entire school as a “community-in-action” and the relations with the larger community and the world of teaching in general. Thus expectations are higher and demands are more – but the well-being of the teacher does not seem to be a priority within the larger school environment and global teaching picture. Efforts to improve the psychological well-being and optimal functioning of secondary school teachers will affect individual and organizational outcomes. A teacher who functions well is more likely to stay in the profession and will be more motivated than one who is not engaged and demotivated. Investments in the well-being of teachers will lay the basis for positive school outcomes such better retention, better performance and job satisfaction. The aim of this study was to investigate the psychological well-being of a sample of secondary school teachers in North West Province and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the well-being of secondary school teachers and its outcomes. A stratified sample (N = 513) was taken of secondary school teachers in North West Province in South Africa. The measuring instruments used were the Supervisor Behaviour Scale, Work-Related Basic Need Satisfaction Scale, Balanced Measure of Psychological Needs, Work Engagement Scale, Turnover Intention Scale, Work-Life Questionnaire, Revised Job Diagnostic Survey, Co-Worker Relations Scale, Work and Meaning Inventory, Personal Resources Scale, Self-Rated Performance Scale, and Positive Practices Questionnaire. The results of study 1 showed that supervisor support (for autonomy, competence, and relatedness) was positively related to employees’ psychological need satisfaction and engagement and negatively related to intention to leave. Supervisor support affected engagement positively and intention to leave negatively via employees’ autonomy satisfaction. The findings suggest that supervisor support and psychological need satisfaction play a significant role in the engagement and retention of employees. The results of study 2 showed that a calling orientation, job design, and co-worker relations explained a large percentage of the variance in experiences of meaningful work. A low calling orientation and poor co-worker relations predicted a moderate percentage of the variance in burnout. A calling orientation, a well-designed job, good co-worker relations, and meaningful work predicted work engagement. Job design was moderately associated with self-ratings of performance. The absence of a calling orientation predicted teachers’ intentions to leave the organisation. The results of study 3 showed that teachers with the highest levels of psychological functioning derived the most meaning from their work. These teachers are renewed by the work they are doing. Positive organizational practices predicted positive outcomes such as meaning, engagement and self-determined behaviour. Psychologically-well and healthy teachers are more likely to focus on the meaningfulness of the work they are doing. It seems that the most important positive practices in the pathway to better psychological well-being at work are those of meaningful work and inspiration.

Teamarbete (eng. teamwork) är förenat med positiva organisatoriska och individuella effekter, vilket kan förklara varför organisationer i allt större utsträckning vill genomföra teambuildingsinsater för att förbättra teameffektivitet och teamprestation. Det övergripande syftet med examensarbetet var att undersöka vilka effekter en specifik teambuildingsinsats kunde medföra för team i termer av reflexivitet, reella teambeteenden, teammedlemsskattad teameffektivitet samt ledarskattad teamprestation. Författarna ämnade också undersöka vilken effekt insatsen kunde få för enskilda teammedlemmar i termer av förändrad arbetstillfredsställelse och intention att sluta sitt arbete. Den teambuildingsinsats som genomfördes i föreliggande examensarbete syftade till att kartlägga och förbättra beteendeprocesser. Nio team från olika verksamhetsområden med totalt 57 teammedlemmar fick ta del av teambuildingsinsatsen. Två enkäter delades ut innan insatsen, en teamledarenkät och en teammedlemsenkät, samt en enkät från ett digitalt verktyg för teambuildingsinsatsen, för att undersöka effekterna av intresse. En eftermätning gjordes fyra till sex veckor efter teambuildingsinsatsen. Pearsons korrelationskoefficient, t-test, Wilcoxons teckenrangstest samt hierarkiska multipla regressionsanalyser användes för bearbetning av data. Resultatet visade på en signifikant ökning av skattning av reella teambeteenden samt ökning av teameffektivitet. Dessutom visade resultatet att förekomsten av reella teambeteenden kan predicera teams effektivitet över tid. Detta resultat legitimerar att organisationer i allt större utsträckning vill genomföra teambuildingsinsater som bygger på samma grund som den aktuella teambuildingsinsatsen. / Teamwork is associated with positive organizational and individual effects, explaining the increase in organizations’ implementation of team building interventions, in order to improve team effectiveness and team performance. The overall aim of the study was to investigate the effects of a specific team building intervention on teams in terms of team reflexivity, real team behavior, team rated team effectiveness, and leader rated team performance. The authors also aimed to investigate the impact of the team building intervention on individual team members regarding job satisfaction and intention to leave. The purpose of the team building intervention utilized for data collection was to map and improve behavioral processes. Nine teams from different industries with a total of 57 team members participated in the team building intervention. Prior to the intervention two surveys were distributed, one for team leaders and one for team members, as well as a survey from a digital team building tool, for evaluation of potential effects of the intervention. An additional measurement was made four to six weeks after the team building intervention. Pearson correlation coefficient analysis, t-test, Wilcoxon signed ranks test, and hierarchical multiple regression analyses were used to analyze data. The result showed a significant increase in estimation of real team behavior and increase in team effectiveness. In addition, the result demonstrated that presence of real team behaviors may predict team effectiveness over time. This result justifies organizations’ increase in implementation of team building interventions similar to the intervention investigated in the present study.

The research focused on constructing a psychological wellbeing profile for employee wellness and talent retention practices by investigating employees’ psychological wellbeing-related attributes (constituting self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing), and whether these significantly mediate the relation between their experiences of bullying and their intention to leave the organisation when controlling for bullying, age, gender, race, tenure and job level. A quantitative survey was conducted on a convenience sample of employed adults (N = 373) of different age, gender, race, tenure and job level groups from various South African organisations. The canonical statistical procedures indicated work engagement (vigour, dedication and absorption) and hardiness (commitment-alienation) as the strongest psychological wellbeing-related dispositional attributes in the workplace bullying and turnover intention relationship. The mediation modelling results showed that workplace bullying significantly predicted turnover intention, which in turn, significantly predicted either high/low levels of work engagement (vigour and dedication) in one’s work. Self-esteem, emotional intelligence or hardiness did not seem likely to influence the relationship between workplace bullying and turnover intention. The multiple regression analysis indicated that participants’ biographical variables (age, gender, race and job level) significantly predicted workplace bullying, self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing, and turnover intention. The tests for significant mean differences indicated that participants from various biographical groups (age, gender, race, tenure and job level) statistically significantly differed regarding workplace bullying (independent variable), the psychological wellbeing-related variables, namely self-esteem, emotional intelligence, hardiness, employee engagement, psychosocial flourishing (mediating variables) and turnover intention (dependent variable). On a theoretical level, the study deepened understanding of the cognitive, affective and conative behavioural dimensions of the hypothesised psychological wellbeing profile. On an empirical level, the main findings were reported and interpreted in terms of an empirically derived psychological wellbeing profile based on the work engagement of the participants. On a practical level, the findings provided valuable guidelines for the development of talent retention and wellness interventions, which might add to the body of knowledge relating to psychological wellbeing-related dispositional attributes that influenced workplace bullying and talent retention / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Studiens syfte var att undersöka den psykosociala arbetsmiljöns betydelse när anställda bestämmer sig för att säga upp sina arbeten i en industriell organisation. Samt att undersöka om anställningstid inom organisationen och ålder hade betydelse för avsikt att lämna. En kvantitativ forskningsstrategi användes för studien, där en webbaserad enkätundersökning genomfördes hos en organisation inom den industriella sektorn. Ett representativt urval genererade 138 svar, vilket resulterade i en svarsfrekvens på 57%. Mätinstrument för studien bestod av verktyget Intention to Leave Scale (Kelloway, Gottlieb & Barham, 1999) samt delar av Copenhagen Psychological Questionnaire(Kristensen, Hannerz, Høgh & Borg, 2005). För denna studie uppnåddes en Cronbach’salfa reliabilitetskoefficient för Intention to Leave Scale på α = .86 samt α = .89 för dimensionen samarbete och ledning, α = .82 för dimensionen arbetstillfredsställelse samtα = .90 för dimensionen värderingar på arbetsplatsen från Copenhagen Psychological Questionnaire. Pearson’s korrelationsanalys samt envägs-ANOVA användes för att analysera insamlad data. Analysresultaten påvisade signifikanta samband mellan avsikt att lämna och psykosocial arbetsmiljö. Det visades inga signifikanta skillnader avseende avsikt att lämna sett till anställningstid och ålder. Utifrån presenterade resultat drogs slutsatsen att det i linje med tidigare studier även fanns samband inom den industriella sektorn. För framtida forskning ansågs det finnas behov av kausalitetsstudier av ämnet. / The purpose of this study was to investigate the importance of the psychosocial work environment when employees decide to terminate their employment within an industrial organization. The purpose was also to investigate whether or not tenure and age was of importance for intentions to leave. A quantitative design was used for the study, where a web-based survey was conducted at an organization within the industrial sector. A representative selection generated 138 responses, resulting in a response rate of 57%. The instruments used were the Intention to Leave Scale (Kelloway, Gottlieb & Barham, 1999) and parts of the Copenhagen Psychological Questionnaire (Kristensen, Hannerz, Høgh & Borg, 2005). For this study, Cronbach's alpha reliability coefficient for the Intention to Leave Scale was α = .86 and for the Copenhagen Psychological Questionnairedimensions; α = .89 for Interpersonal relations and leadership, α = .82 for Job satisfaction, and α = .90 for Values at the workplace. Pearson's correlation analysis and One-Way ANOVA were used to analyze collected data. The results show significant relationships between intention to leave and psychosocial work environment. There were no significant differences regarding the intention to leave based on age or tenure. The findings of the study were in line with previous research, therefore it was concluded that a correlation existed within the industrial sector as well. For future research, it was implied that a need for causality studies of the subject was apparent.

Introduction: The shortage of nurses is a global problem of a multifactorial nature, to which demographic change in the world's population contributes greatly. In the future, a growing imbalance in the supply and demand of nursing staff can be expected, and according to WHO estimates (2015), the deficit of nurses and midwives will reach 7.6 million in 2030. The lack of nurses is largely due to their turnover, which is influenced by a number of interrelated factors and has a negative impact on the quality and safety of health care, the economy, health systems and the nurses themselves. The first step in solving this issue is to examine the causes of institutional and professional turnover of nurses and then create stabilization measures. Aim: Identify, characterize and analyse the factors that influenced the decision to change the current job position of general nurses with more than two years of experience. Methodology: Qualitative research was carried out through individual semi-structured interviews, phenomenological approach and method of purposeful selection was methodologically chosen. The research survey was attended by 14 general nurses from Prague hospitals aged 30 to 52 years. Data collection was terminated by reaching theoretical saturation. Data analysis was performed using open coding...

Bakgrund. Individer i dagens samhälle behöver finna en balans mellan sina olika roller inom arbetslivet och privatlivet. Denna balans konkurrerar om individens tid och resurser, vilket kan vara krävande för en individ att lyckas balansera mellan. Forskningen visar att en individs balans mellan sina olika roller tenderar att samverka med individens motivation på arbetsplatsen. Syftet med studien är därmed att undersöka sambandet mellan work-life balance och medarbetarnas upplevda motivation i arbetet. Material och metod. Studien består av en kvantitativ metod, där ett bekvämlighetsurval har använts. En enkät användes för datainsamlingen, där 296 respondenter deltog. De instrument som har använts för att undersöka sambandet är WEIMS-instrumentet och WLB-scale. För att kontrollera att sambandet mellan våra huvudvariabler kvarstod mot kontrollvariablerna, har en multipel regressionsanalys använts. I denna analys genomfördes bootstrapping med 5000 iterationer. Resultat. Studien fann ett positivt samband mellan work-life balance och motivation (r = .14, p < .001), när sambandet kontrollerades för våra signifikanta kontrollvariabler: stress, hälsotillstånd och sömn. Slutsats. Work-life balance och medarbetarnas upplevda motivation är två faktorer som samspelar med varandra. Vidare har work-life balance och motivation också visat sig samverka med individens vilja till att lämna arbetsplatsen. / Background. Individuals in today's society need to find a balance between their various roles in the workplace and personal life. This balance competes for an individual's time and resources, which can be demanding for them to successfully juggle. Research shows that an individual's balance between their various roles tends to interact with their motivation at work. The purpose of this study is thus to examine the relationship between work-life balance and employees' perceived motivation in the workplace. Materials and Methods. The study employs a quantitative method, using convenience sampling. A questionnaire was used for data collection, with 296 respondents participating. The instruments used to investigate the relationship are the WEIMS instrument and the WLB-scale. To control for the persistence of the relationship between our main variables against the control variables, a multiple regression analysis was employed. In this analysis, bootstrapping was performed with 5000 iterations. Results. The study found a positive correlation between work-life balance and motivation (r = .14, p < .001) when the relationship was controlled for our significant control variables: stress, health condition, and sleep. Conclusion. Work-life balance and employees' perceived motivation are two factors that interact with each other. Furthermore, work-life balance and motivation have also been found to interact with an individual's intention to leave the workplace

M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The face of South African (SA) universities’ academic environment has changed over the past decade, primarily propelled by transformation issues, new policies and practices, which also required academics to have certain skills and attributes. Recruiting and retaining key academics in the public higher education (HE) are not once-off events; they are ongoing processes that involve analysing the needs, culture and practices of the organisation and identifying individuals whose skills and personalities better meet those organisational needs. Given the rapid restructuring and transformation of SA public HE, recruiting and retaining of essential talent has been a huge challenge experienced by higher education institutions (HEIs). Research relating to how HEIs could better attract and retain key talent has, however, been scarce; as such, this study aims to fill the existing gap in the literature. Against this background, this study aimed at exploring the influence of person-environment fit (PEF), person-organisation fit (POF) and person-job fit (PJF) on career satisfaction (CS) and the influence of CS on intention to leave (ITL) among university academics. Embedded within a positivist paradigm, the study followed a quantitative research approach. A structured questionnaire was used to measure study constructs. In addition to the soliciting information on the demographic variables, respondents were requested to complete five different measuring scales, namely the general environment fit scale (GEFS), organisational culture profile (OCP), the knowledge, skills and ability profile (KSAP), the career satisfaction scale (CSS) and the intention to leave scale (ITLS). A total of 550 questionnaires were distributed to the identified sample of university academics and from that distribution only 202 questionnaires were used for data analysis. Descriptive statistics techniques as well as correlation and regression analysis were used to evaluate academics’ perceptions and relationships between study constructs. Findings revealed the existence of strong positive associations between the three fit constructs and CS and a negative association between CS and ITL. The findings also propose that the HEI could use fit dimensions to increase the level of academics’ CS and reduce their proclivity to leave the HEI. Academics’ CS can be enhanced by the implementation of a career advancement policy that will ensure that academics are provided with fair and equal training and development opportunities and are promoted based on their individual performances. To constantly reduce the propensity to leave the institution, the HEI could continuously satisfy career goals of academics through the provision of career progression opportunities.