Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

Purpose of this diploma thesis is proposal of fit stimulative tools. First company Moravia IT, a.s. is introduced along with objectives set for next five years period. Then is high fluctuation in the company chosen as the main problem. The aim is to propose stimuli, which decrease fluctuation. There is an analysis done in the next part, which is focused in negative and positive factors, which influence motivation of employees. The most significant motivation theories are described in theoretical part and their results are also mentioned. Final proposal of stimuli is divided into several parts – employees’ needs identification, definition of new stimuli and selection of suitable stimulative tools. There is made provision for time frame of satisfying employee’s needs in “evaluation” chapter. Also changes in corporate strategy according to the new proposals are demonstrated. At the end of the diploma thesis are suggested particular steps for management, which should have been done to decrease high fluctuation and finally achieve the main objectives of the company.

Text in Afrikaans / In hierdie studie is gepoog om insig in die beroepsmobiliteit van maatskaplike werkers te verkry. Om dit te kon bereik, is eerstens 'n uitgebreide literatuurstudie onderneem en is die aard van beroepsmobiliteit, faktore wat 'n invloed op die beroepsmobiliteit van maatskaplike werkers kan he en die gevolge daarvan op maatskaplikewerkdienslewering, die maatskaplike werker en die maatskaplikewerkorganisasie verken en beskryf. Tweedens is 'n empiriese studie onderneem en is inligting oor die navorsingsonderwerp deur middel van posvraelyste as data-insamelingsinstrument by maatskaplike werkers en maatskaplikewerkorganisasies verkry. Die empiriese studie het aangedui dat maatskaplike werkers meestal aan onrealisties hoe roleise in die werksituasie en hul persoonlike lewens blootgestel is en dat die omgewings waarin hul figureer, soos die werksomgewing en persoonlike omgewings, dikwels as onvriendelik beleef word en dat dit 'n stabiele arbeidsmag verhinder. Faktore wat met die werksomstandighede van maatskaplike werkers verband hou, dra by tot die beroepsmobiliteit van maatskaplike werkers, sowel as faktore wat met persoonlike omstandighede verband hou, terwyl oorplasings en bevorderings ook 'n rol in die werksomset van maatskaplike werkers speel. Interaksie en wedersydse beinvloeding tussen die verskillende faktore vind voortdurend plaas. Daar is tot die gevolgtrekking gekom dat die maatskaplike werker, deur beroepsmobiel te wees, poog om 'n passing tussen roldruk en omgewingsdruk te bewerkstellig. Met betrekking tot die gevolge van die werksomset van maatskaplike werkers, is bevind dat maatskaplikewerkdienslewering, die maatskaplike werker en die maatskaplikewerkorganisasie positief en negatief beinvloed word wanneer maatskaplike werkers van werk verwissel of ophou om beroepsarbeid te verrig. Tendense kon deur die ondersoek vasgestel word en dit kan hydra tot die ontwikkeling van 'n teorie oor die beroepsmobiliteit van maatskaplike werkers. Aanbevelings is gemaak ten einde die beroepsmobiliteit van maatskaplike werkers te verminder en/of te voorkom / This study attempts to gain insight into the occupational mobility of social workers. In order to achieve this, an· extensive literature study was undertaken and the nature of occupational mobility, factors that could affect the occupational mobility of social workers and the consequences thereof on the delivery of social work, the social worker and the social work organisation were explored and described. Secondly, an empirical study was undertaken and information on the research topic was obtained from social workers and social work organisations through postal questionnaires as data gathering instruments. The empirical study indicated that social workers are mostly exposed to unrealistically high role demands in the work situation and in their personal lives and that the environments in which they figure, such as the work and personal environments, are often experienced as unfriendly and that these hinder a stable labour force. Factors related to the working conditions as well as to the personal situations of social workers contribute to the occupational mobility of social workers while transfers and promotions also play a part in the work turnover of social workers. Interaction and mutual influencing between the various factors take place constantly. It is concluded that occupational mobility is the result of the social workers' efforts to bring about a harmony between role and environmental pressures. With regard to the work turnover of social workers, it was found that the delivery of social work service, the social worker and the social work organisation are affected positively and negatively when social workers change jobs or cease to perform professional work. The study was able to pinpoint trends and this can contribute to the development of a theory on the occupational mobility of social workers. Recommendations were made to reduce and/or prevent the occupational mobility of social workers / Social Work / D. Phil. (Maatskaplike Werk)

Text in Afrikaans / In hierdie studie is gepoog om insig in die beroepsmobiliteit van maatskaplike werkers te verkry. Om dit te kon bereik, is eerstens 'n uitgebreide literatuurstudie onderneem en is die aard van beroepsmobiliteit, faktore wat 'n invloed op die beroepsmobiliteit van maatskaplike werkers kan he en die gevolge daarvan op maatskaplikewerkdienslewering, die maatskaplike werker en die maatskaplikewerkorganisasie verken en beskryf. Tweedens is 'n empiriese studie onderneem en is inligting oor die navorsingsonderwerp deur middel van posvraelyste as data-insamelingsinstrument by maatskaplike werkers en maatskaplikewerkorganisasies verkry. Die empiriese studie het aangedui dat maatskaplike werkers meestal aan onrealisties hoe roleise in die werksituasie en hul persoonlike lewens blootgestel is en dat die omgewings waarin hul figureer, soos die werksomgewing en persoonlike omgewings, dikwels as onvriendelik beleef word en dat dit 'n stabiele arbeidsmag verhinder. Faktore wat met die werksomstandighede van maatskaplike werkers verband hou, dra by tot die beroepsmobiliteit van maatskaplike werkers, sowel as faktore wat met persoonlike omstandighede verband hou, terwyl oorplasings en bevorderings ook 'n rol in die werksomset van maatskaplike werkers speel. Interaksie en wedersydse beinvloeding tussen die verskillende faktore vind voortdurend plaas. Daar is tot die gevolgtrekking gekom dat die maatskaplike werker, deur beroepsmobiel te wees, poog om 'n passing tussen roldruk en omgewingsdruk te bewerkstellig. Met betrekking tot die gevolge van die werksomset van maatskaplike werkers, is bevind dat maatskaplikewerkdienslewering, die maatskaplike werker en die maatskaplikewerkorganisasie positief en negatief beinvloed word wanneer maatskaplike werkers van werk verwissel of ophou om beroepsarbeid te verrig. Tendense kon deur die ondersoek vasgestel word en dit kan hydra tot die ontwikkeling van 'n teorie oor die beroepsmobiliteit van maatskaplike werkers. Aanbevelings is gemaak ten einde die beroepsmobiliteit van maatskaplike werkers te verminder en/of te voorkom / This study attempts to gain insight into the occupational mobility of social workers. In order to achieve this, an· extensive literature study was undertaken and the nature of occupational mobility, factors that could affect the occupational mobility of social workers and the consequences thereof on the delivery of social work, the social worker and the social work organisation were explored and described. Secondly, an empirical study was undertaken and information on the research topic was obtained from social workers and social work organisations through postal questionnaires as data gathering instruments. The empirical study indicated that social workers are mostly exposed to unrealistically high role demands in the work situation and in their personal lives and that the environments in which they figure, such as the work and personal environments, are often experienced as unfriendly and that these hinder a stable labour force. Factors related to the working conditions as well as to the personal situations of social workers contribute to the occupational mobility of social workers while transfers and promotions also play a part in the work turnover of social workers. Interaction and mutual influencing between the various factors take place constantly. It is concluded that occupational mobility is the result of the social workers' efforts to bring about a harmony between role and environmental pressures. With regard to the work turnover of social workers, it was found that the delivery of social work service, the social worker and the social work organisation are affected positively and negatively when social workers change jobs or cease to perform professional work. The study was able to pinpoint trends and this can contribute to the development of a theory on the occupational mobility of social workers. Recommendations were made to reduce and/or prevent the occupational mobility of social workers / Social Work / D. Phil. (Maatskaplike Werk)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)