Orientador: Maria José da Silva Fernandes / Resumo: O levantamento de dados dessa pesquisa demonstra que a rede paulista de ensino, de modo geral, possui dificuldades em manter seus docentes efetivos nas escolas, visto que em média, a cada dia, oito professores concursados, que lecionam nos anos finais do Ensino Básico e do Ensino Médio, desistem do cargo. Tais dados corroboram com um diagnóstico alarmante sobre o processo de desistência docente na década de 1990 na mesma rede, elaborado por Flavinês Rebolo Lapo. Considerando que há um déficit de professores na rede, o estudo sobre a persistência desse fenômeno da exoneração é relevante para a melhor compreensão sobre as condições de trabalho dos docentes visto que a não permanência dos professores nas escolas tem sido constatada por diversos autores, a exemplo de Manuel Esteve e Dalila Andrade Oliveira, como um problema para o bom desempenho de programas e políticas educacionais. Este estudo tem como principal objetivo compreender as causas que levam os docentes concursados das séries finais do Ensino Básico e do Ensino Médio, a exonerarem o cargo na rede estadual de ensino regular de São Paulo, com enfoque na análise de aspectos das condições do trabalho que podem estar relacionados com a exoneração. A pesquisa considerou, além do contexto histórico, conceitos relacionados à condição de trabalho, exoneração e o percurso desses sujeitos. Trata-se de pesquisa empírica que avaliou os índices da Secretaria da Educação do Estado de São Paulo sobre a flutuação do contingente de se... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: Recent research has shown the difficulties faced by the official São Paulo state system of education in keeping its effective teachers at schools. There are about eight teachers, from elementary to high school, that resign from their positions every day. These data corroborate an alarming diagnosis about the process of teachers' dropout in the same network during the 1990s. Considering that there is a deficit of teachers in the official educational system of São Paulo, the persistence of this resignation phenomenon this is a relevant research to the for better understanding about teachers' working conditions. Also, the teachers' lack of job permanence has been verified as a problem for the good performance of educational programs and policies. The main objective of this study is to understand the causes that lead high school professors teachers to resign their positions in the São Paulo state's system of education and to analyze aspects of the work conditions in that system that can be related with teachers' resignations. This research considered, in addition to the historical context, concepts related to work conditions, resignations and teacher absenteeism. Information analysis was obtained through interviews that gave voice to four high school teachers who resigned their positions. This empirical research considered the contingent of employees and resignations data availble at the São Paulo state Education Department. The main hypothesis about the resignations from the pos... (Complete abstract click electronic access below) / Mestre

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Talent retention is currently an international challenge across industries, and especially for academic staff at higher education institutions (HEIs) in South Africa. It may be argued that HEIs are more dependent on the intellectual and creative abilities and commitment of their academic staff than most other organisations. For an HEI to maintain a long-term trajectory of excellence in terms of both research outputs and teaching, a strong focus on retaining a younger generation of skilled academics is needed. Unfortunately, in many fields HEIs have to compete with industry to retain these employees. At the same time, the academic profession has increasingly fallen behind the private sector in terms of remuneration, amongst others, resulting in a shortage of young academics in South African HEIs. An investigation into the intention to quit amongst Generation Y academics at HEIs therefore is justifiable. A mixed-method research design, including both qualitative (focus groups and blog) and quantitative phases (a self-administered questionnaire), was applied. Academics (n = 189) at six HEIs in South Africa were sampled. The Pearson product-moment correlation coefficients indicate that employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition have a significant negative impact on intention to quit. Based on the multiple regression and partial least square (PLS) path modelling results, it was found that only employee engagement and job satisfaction have a significant negative impact on intention to quit. Therefore, the latter variables have the most significant impact on intention to quit amongst the sampled population. However, the PLS path modelling results suggest that, by including employee engagement, transformational leadership, job satisfaction, and remuneration, reward and recognition in the prediction of intention to quit, 45% of the variance will be explained. Relationships between the independent variables were also found: between employee engagement and job satisfaction; between transformational leadership and employee engagement; between transformational leadership and job satisfaction; and between remuneration, reward and recognition and job satisfaction. This study contributes to the body of knowledge on intention to quit among academics, and specifically the sought-after Generation Y academics. The findings serve as input for the development of efficacious retention strategies and mechanisms to retain Generation Y academics at HEIs in South Africa. / AFRIKAANSE OPSOMMING: Talentretensie is tans 'n internasionale uitdaging in verskeie industrieë en veral vir akademiese personeel in hoëronderwysinstansies (HOI's) in Suid-Afrika. Dit kan aangevoer word dat HOI's meer afhanklik is van die intellektuele en kreatiewe vermoëns en toewyding van hulle akademiese personeel as diemeeste ander organisasies. Vir 'n HOI om 'n langtermyn-bestaan van uitnemendheid in terme van navorsingsuitsette en onderrig te handhaaf, is 'n sterk fokus op die behoud van 'n jonger generasie van vaardige akademici nodig. Ongelukkig moet HOI's met die bedryf kompeteer om hierdie werknemers te behou. Terselfdertyd het die akademiese professie toenemend agter geraak met onder andere vergoeding, wat ‘n tekort aan jong akademici in Suid-Afrikaanse HOI's tot gevolg het. 'n Ondersoek na die intensie om te bedank onder Generasie Y akademici by HOI’s is gevolglik regverdigbaar. 'n Gemengde-metodenavorsingsontwerp wat beide kwalitatiewe (fokusgroepe en blog) en kwantitatiewe fases ('n self-geadministreerde vraelys) ingesluit het, is gebruik. Die steekproef het akademici (n = 189) verteenwoordig van ses HOI's in Suid-Afrika. Die Pearson produkmomentkorrelasies dui daarop dat werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning 'n beduidende negatiewe impak het op die intensie om te bedank. Die resultate van die meervoudige regressie en PLS modellering dui daarop dat slegs werknemertoewyding en werkstevredenheid 'n beduidende negatiewe impak op die intensie om te bedank het. Hierdie twee veranderlikes het die betekenisvolste impak gehad op die intensie om te bedank onder respondente in hierdie studie. Dit is belangrik om daarop te let dat die resultate van die PLS modellering daarop dui dat 45% van die variansie in die voorspelling van intensie om te bedank verduidelik word deur werknemertoewyding, transformasionele leierskap, werkstevredenheid, en vergoeding, beloning en erkenning. Statistiese verhoudings tussen die onderskeie onafhanklike veranderlikes is bevestig, naamlik tussen werknemertoewyding en werkstevredenheid; tussen transformasionele leierskap en werknemertoewyding; tussen transformasionele leierskap en werkstevredenheid; en tussen vergoeding, beloning en erkenning en werkstevredenheid. Hierdie studie dra by tot die uitbou van kennis oor die intensie om te bedank onder akademici, en spesifiek die gesogte Generasie Y akademici. Die bevindings dien as insette vir die ontwikkeling van doeltreffende retensiestrategieë vir die behoud van generasie Y akademici by HOI's in Suid-Afrika.