Thesis (MPhil (Sociology and Social Anthropology))--University of Stellenbosch, 2006. / Human resources are one of the most valuable assets of any country’s economy. Countries invest millions in the education and development of their citizens to improve knowledge, skills and productivity that will sustain and enhance their economic growth. Previously governments regarded money spent on education and training of its current and potential workforce as a ‘safe’ investment, but the situation has changed drastically in the past 50 years. Today, many highly skilled professionals are leaving their native country to work and live in another.

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / ENGLISH ABSTRACT: The study identifies the problem of job mobility among black managers in corporate South Africa, which is due to various factors explored in this research. The central theme of this research is to highlight the major challenges faced by black managers in the corporate sector to upward mobility. An extensive review of the literature, including legislation, textbooks, journal articles, internet and existing case studies has been conducted. A questionnaire survey of black managers who were members of the Black Management Forum was conducted with a view to gaining insight regarding key issues faced by black managers in corporate South Africa. Black managers surveyed came from different sectors of the economy, operating at different levels of management, from junior to top management. The results from the survey were analysed, and showed that black managers do not get proper organizational support, training and development to enable them to perform their duties and reach their maximum potential. Other issues from the survey findings include racial discrimination, lack of mentorship and support from top management, marginalization, tokenism, lack of career planning. These all present major challenges facing black managers seeking upward mobility in the workplace. Several recommendations are made on how to reduce the negative impact for both organisations and black managers caused by job-hopping resulting from these obstacles faced by black managers in the workplace. These include creating a working environment that is inclusive, where every employee feels recognised and valued for his or her efforts. Furthermore, it is recommended that organizations promote an environment that embraces diversity of cultures, where all employees are treated equally and fairly with due regard to their constitutional rights to equality and dignity. The author also suggests that organizational core values must reject unfair discrimination and promote tolerance of the different cultures and behaviours that exist within the organisation. It is further suggested that for these recommendations to work in practice, transformation must be a primary objective of the organisation. This must be accompanied by a change of mindsets and attitudes, and supported by management. AFRIKAANSE OPSOMMING: Die huidige studie identifiseer die probleem van werk mobiliteit van swart bestuurders in korporatiewe Suid-Afrika. Verskeie faktore wat lei tot die probleem word in die studie ondersoek. Die sentrale tema van die studie is om die hoof uitdagings wat mobilitiet van swart bestuurders in die korporatiewe sektor in die gesig staar te ondersoek. ‘n Omvattende literatuurstudie is onderneem en wetgewing, handboeke, joernaal artikels, die internet en bestaande gevallestudies is geraadpleeg. ‘n Vraelys is gebruik as metode vir die studie. Swart bestuurders wat lede is van die Swart Bestuursforum is gebruik vir die studie, met die doel om hulle insig oor belangrike sake wat swart bestuurders in korporatiewe Suid Afrika in die gesig staar. The swart bestuurders wat gebruik is vir die studie kom van verskeie sektore in die ekonomie. Hulle werk op verskillende vlakke wat strek van junior tot topbestuur. Die resultate van die studie is geanaliseer en het gewys dat swart bestuurders nie ordentlike organistoriese ondersteuning, opleiding en ontwikkeling ontvang om hulle pligte te verrig en hulle volle potensiaal te bereik nie. Ander kwessies geidentifiseer gedurende die studie is rasse diskriminasie, gebrek aan mentorskap en ondersteuning van topbestuur, marginalisme, oëverblindery en gebrek aan loopbaanbeplanning. Verskeie aanbevelings word gemaak oor hoe om die negatiewe impak van die rondbeweeg van swart bestuurders binne organisasies te verminder. Die aanbevelings sluit in die bewerkstelling van ‘n werksomgewing wat inklusief is, en waar elke werknemer voel dat hulle word erken en gewaardeer vir sy ywer. Dit word verder aanbeveel dat organisasies ‘n omgewing wat diversiteit van kulture insluit en bevorder, en waar werknemers regverdig en gelyk gehanteer word, met behoorlike oorweging aan hulle konstitusionele regte tot gelykheid en waardigheid. Die navorser beveel ook aan dat organisasies se kernwaardes moet onder geen omstandighede onbillike diskriminasie duld nie en moet die verdraagsaamheid van verskillende kulture en gedrag wat in die organisasie bestaan bevorder. Dit word verder aangeraai dat vir die aanbevelings om in die praktyk te werk moet transformasie ’n primere objektief wees wat gepaard moet gaan met ‘n verandering in gemoed en houding en ‘n algehele ondersteuning deur bestuur. / AFRIKAANSE OPSOMMING: Die huidige studie identifiseer die probleem van werk mobiliteit van swart bestuurders in korporatiewe Suid-Afrika. Verskeie faktore wat lei tot die probleem word in die studie ondersoek. Die sentrale tema van die studie is om die hoof uitdagings wat mobilitiet van swart bestuurders in die korporatiewe sektor in die gesig staar te ondersoek. ‘n Omvattende literatuurstudie is onderneem en wetgewing, handboeke, joernaal artikels, die internet en bestaande gevallestudies is geraadpleeg. ‘n Vraelys is gebruik as metode vir die studie. Swart bestuurders wat lede is van die Swart Bestuursforum is gebruik vir die studie, met die doel om hulle insig oor belangrike sake wat swart bestuurders in korporatiewe Suid Afrika in die gesig staar. The swart bestuurders wat gebruik is vir die studie kom van verskeie sektore in die ekonomie. Hulle werk op verskillende vlakke wat strek van junior tot topbestuur. Die resultate van die studie is geanaliseer en het gewys dat swart bestuurders nie ordentlike organistoriese ondersteuning, opleiding en ontwikkeling ontvang om hulle pligte te verrig en hulle volle potensiaal te bereik nie. Ander kwessies geidentifiseer gedurende die studie is rasse diskriminasie, gebrek aan mentorskap en ondersteuning van topbestuur, marginalisme, oëverblindery en gebrek aan loopbaanbeplanning. Verskeie aanbevelings word gemaak oor hoe om die negatiewe impak van die rondbeweeg van swart bestuurders binne organisasies te verminder. Die aanbevelings sluit in die bewerkstelling van ‘n werksomgewing wat inklusief is, en waar elke werknemer voel dat hulle word erken en gewaardeer vir sy ywer. Dit word verder aanbeveel dat organisasies ‘n omgewing wat diversiteit van kulture insluit en bevorder, en waar werknemers regverdig en gelyk gehanteer word, met behoorlike oorweging aan hulle konstitusionele regte tot gelykheid en waardigheid. Die navorser beveel ook aan dat organisasies se kernwaardes moet onder geen omstandighede onbillike diskriminasie duld nie en moet die verdraagsaamheid van verskillende kulture en gedrag wat in die organisasie bestaan bevorder. Dit word verder aangeraai dat vir die aanbevelings om in die praktyk te werk moet transformasie ’n primere objektief wees wat gepaard moet gaan met ‘n verandering in gemoed en houding en ‘n algehele ondersteuning deur bestuur.

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)

The general aim of the study was to assess the relationship between the graduateness, employability and satisfaction with retention factors of individuals and whether graduateness moderates the relationship between employability and satisfaction. The study used a quantitative, cross-sectional research design on a purposive, non-probability sample (N = 100) of predominant black (93%), male (49%) and female (51%) trainees between the ages of 17-29 years (early career). Presenting/applying information skills significantly and negatively predicted compensation while ethical/responsible behaviour significantly and positively predicted satisfaction with job characteristics and organisational commitment. Graduateness related positively to self-perceived general employability. General employability did not significantly predict the participants’ satisfaction with retention factors. Graduate skills and attributes did not significantly moderate the relationship between self-perceived employability and satisfaction with retention factors. Males had significantly stronger perceptions of employability compared to females while females had higher levels of work–life balance satisfaction compared to males. Overall, the results suggest that general self-perceived employability is more a function of graduateness than of retention, while graduateness positively relates to retention factors. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The shortage of nurses in any health care setting increases workloads and complicates workflow. In South Africa the shortage is exacerbated by multiple factors, one of which is the emigration of nurses to countries that offer better benefits and working conditions. The purpose of the study was to explore and determine the views of nurse managers regarding staff turnover and retention, and to recommend effective measures to improve the retention of nurses. The inquiry was conducted in a KwaZulu-Natal hospital, a natural setting for the participants. The study utilized a qualitative, explorative, descriptive design. The population of this study comprised of 36 nurse managers. Purposive and convenience sampling techniques were applied to select a sample of 18 nurse managers. Data were collected through focus groups. Data were transcribed and analysed thematically, emerging patterns were noted. The researchers examined these categories closely and compared them for similarities and differences. identifying the most frequent or significant codes in order to develop the prominent categories. These were summarised in a narrative form. Four themes emerged from the findings: the staff turnover challenge; current retention strategies; measures to improve retention and strengthening management. The shortage of nursing staff was critical at this selected hospital, and this situation could be considered to be a microcosm of what is happening in public health care sectors in South Africa. Various measures were put in place to curb the high turnover. However, these measures had a fair to low level of success. Therefore, improved retention strategies are required to reduce the staff turnover. It is evident from the findings that needs to be done to investigate, plan and implement effective measures that are likely to retain nursing staff and recruit more nurses into the profession. / Health Studies / M. A. (Nursing Science)

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)

The general aim of the study was to assess the relationship between the graduateness, employability and satisfaction with retention factors of individuals and whether graduateness moderates the relationship between employability and satisfaction. The study used a quantitative, cross-sectional research design on a purposive, non-probability sample (N = 100) of predominant black (93%), male (49%) and female (51%) trainees between the ages of 17-29 years (early career). Presenting/applying information skills significantly and negatively predicted compensation while ethical/responsible behaviour significantly and positively predicted satisfaction with job characteristics and organisational commitment. Graduateness related positively to self-perceived general employability. General employability did not significantly predict the participants’ satisfaction with retention factors. Graduate skills and attributes did not significantly moderate the relationship between self-perceived employability and satisfaction with retention factors. Males had significantly stronger perceptions of employability compared to females while females had higher levels of work–life balance satisfaction compared to males. Overall, the results suggest that general self-perceived employability is more a function of graduateness than of retention, while graduateness positively relates to retention factors. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)