The increased pace of life can create difficulties for individuals to manage their time efficiently and sustainably, this in turn could lead to more stress. As a result of this, work- life balance has become a frequently used term to describe the relation between work and life. Since the increased awareness regarding work-life it has also been important for organizations to apply strategies to provide employees with the tools necessary to withhold a balanced lifestyle to become an attractive employer. Factors that can influence work-life balance that an organization can implement are to give the ability to work remotely and have more flexible conditions. The employee attitudes we set out to find if they have relation with work-life balance were: Organizational commitment, job satisfaction, employee engagement and employee health. These were chosen due to the fact that there had been little research connecting work-life balance influence on these topics. Furthermore, these employee attitudes have been found to create a better organizational performance and overall create better employee well-being. As found in earlier studies, work-life balance has shown to increase employees' life and job satisfaction. Furthermore, it also showed that it had some influence on employees' well-being, meaning reduced stress, risk for burnouts, depression and anxiety due to the fast pace of life and work (Haar, 2013, p. 3319). Furthermore, it also indicates that work- life balance is defined as having a balance between professional and personal interests (Kelliher et al., 2019, p. 98; Hall et al., 2013, p. 548). This research set out to answer the following question: “How does work-life balance influence different employee attitudes?”. To be able to answer our research question we conducted qualitative research and gained a deeper understanding of the reality of the subject. Furthermore, our data was gathered using six semi-structured interviews. Furthermore, this study provides practical implications which might be of use to managers and organizations. First, this study showed that work-life balance does in fact have an influence on different employee attitudes. Secondly, the study also provides insights into which attitudes relate to each other and what factors influence work-life balance. This could be taken into consideration of managers and organizations when planning to implement new policies or strategies to better increase organizational performance and retention rates.

The objectives of the study were (1) to determine the relationship between career adaptability (measured by the Career Adapt-Abilities Scale) and employee engagement (measured by the Utrecht Work Engagement Scale), and (2) to determine whether age, race, gender and tenure groups differ significantly regarding career adaptability and employee engagement. A quantitative survey was conducted on a convenience sample (N = 131) of employees within a business unit of a large insurance company in South Africa. Correlational and inferential statistical analyses revealed significant relationships between career adaptability and employee engagement as well as significant differences between age and race groups on some dimensions of the constructs. These findings contribute valuable insight and knowledge to the field of Organisational Psychology and Career Psychology that can be applied in engagement strategies as well as in career guidance and counselling. The study concluded with recommendations for future research and practice. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This research's objective is to find out and analyze the factors that affect level of trust and commitment in supply chain management in Tops Supermarket, Bangkok.

Summaries in English, Zulu and Southern Sotho / The primary aim of the study was to explore the relationship between career adaptability and organisational commitment of employees who work in the investment sector. The secondary aim was to ascertain whether individuals from various demographics (age groups, gender, ethnicity, qualifications, tenure and business unit) differed significantly regarding their career adaptability and organisational commitment. A cross-sectional quantitative, correlational research approach was followed where a non-probability convenience sample (n=200) of permanent employees in the investment sector was used. The instruments used for the study were the biographical questionnaire, Career Adapt Abilities Scale (CAAS) and Organisational Commitment Questionnaire (OCQ). The research results revealed statistically significant relationships between career adaptability and organisational commitment of employees who work in the investment sector in terms of correlational and inferential statistical analyses. There were statistically significant relationships between the demographic variables with some dimensions of career adaptability and organisational commitment. The test of mean differences revealed that some differences exist in career adaptability and organisational commitment in terms of demographical variables. The study provides recommendations for use by industrial psychology professionals in terms of career adaptability and organisational commitment practices, specifically within the investment sector. / Inhloso engaphezulu yalolucwaningo yabe ingukucubungula ubudlelwano phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwabasebenzi ezinkampanini zasengxenyeni yokukhulisa umnotho wezimali. Inhloso engaphansi yabe ingukungukuqondisisa ukuthi ngabe labasebenzi abakhethiwe bayahlukahlukana na ngokwenhloso engaphezulu uma kucutshungulwa ngokweminyaka yobudala babo, nangokohlanga lwabo, nangokwezinga lemfundo abalizuzile ekuqeqeshweni kwabo, nangokwesikhathi asebasisebenzile egunjini elikhethiwe enkampanini yabo. Ngokwenhloso engaphansi, lolucwaningo lacubungula ngokuqhathanisa okusemaphakathini kwalabasebenzi abangu (n=200) ababekhethwe kalula bebonke, ngesizathu sokuqhashwa kwabo ngokuphelele kulenkampani eyabe ikhethiwe. Amathulusi asetshenziswa ahlaziya ngokwenhloso yangaphansi eqoshelwe ukucubungula izilinganiso zamakhono emfundo-msebenzi (CAAS) kanye nokuzibophela kwabasebenzi ezinkampanini abasebenza kuzo (OCQ). Imiphumela yocubungulo yabubonisa ngokungasoleki ubudlelwano obuqondile nobuchazekayo ngokwamanani ohlaziyo phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwalabasebenzi enkampanini eyayikhethiwe esengxenyeni yokukhulisa umnotho wezimali. Imiphumela yocubungulo yabubonisa futhi ubudlelwano obungasoleki phakathi kweminyaka yobudala yalabasebenzi ababekhethiwe, nobulili babo, nobuhlanga babo, nezinga lezifundo abalifinyelele, nangeminyaka asebayisebenza engxenyeni abasebenza kuyo umakulinganiswa ukuzinza ezifundweni-msebenzi nokuzibophela kwabo lulenkampani ekhethiwe abasebenza kuyo. Ngaleyondlela, ucubungulo lwezilinganiso ezahlukahlukene lwabonisa ukuthi ukhona umahluko phakathi kokuzinza ezifundweni-msebenzi nokuzibophela kwabasebenzi ngokwenhloso engaphansi. Kanjalo, locubungulo lunikeza imibono engasetshenziswa ozosayensi bengqondo mayelana nokuziphatha kwabasebenzi umabefuna ulwazi ngokuzinza ezifundweni-msebenzi nasekuzibopheleni ezinkampanini kwabasebenzi. / Morero oa pele oa boithuto e ne e le ho lekola likamano lipakeng tsa ho ikamahanya le maemo mesebetsing le boitlamo ba mokhatlo hara basebetsi ba lekala la matsete. Morero oa bobeli e ne e le ho netefatsa hore na batho ba lilemo tse fapaneng, bong, morabe, mangolo a thuto, nako ea khoebo le khoebo li fapane haholo mabapi le ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo. Mokhoa o fapaneng oa likarolo tse ngata, oa boithuto o kopaneng o ile oa lateloa moo sampole e sa khonehang ea bonolo (n = 200) ea basebetsi ba ka mehla lefapheng la matsete e sebelisitsoeng. Lisebelisoa tse sebelisitsoeng bakeng sa boithuto e ne e le lenane la lipotso tse mabapi le lipale tsa bophelo, Career Adapt Ability Scale (CAAS) le Organisational Commitment Questionnaire (OCQ). Sephetho sa lipatlisiso se senotse likamano tsa bohlokoa lipalo pakeng tsa ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo hara basebetsi ba lekala la matsete ho latela ditshekatseko tsa liphuputso tse amanang le lipalo-palo. Ho bile le likamano tsa bohlokoa lipalo-palong lipakeng tsa lilemo, bong, morabe, mangolo a thuto, nako ea khoebo le yuniti ea khoebo maemong a mang a ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo. Liteko tsa liphapang tse boleloang li senotse hore liphapang tse ling li teng molemong oa ho ikamahanya le maemo mosebetsing le boitlamo ba mokhatlo ho latela maemo a palo ea batho (lilemo, bong, mangolo a thuto ea morabe, nako ea khoebo le khoebo). Litlhahiso li khothaletsa hore li ka sebelisoa ke litsebi tsa kelello tsa indasteri le tsa mokhatlo le litsebi tsa litsebo tsa batho mabapi le ho ikamahanya le maemo mesebetsing le litloaelo tsa boitlamo ba mokhatlo, haholoholo lekaleng la matsete. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Purpose – Employee turnover entails considerable costs and is a major problem for the construction industry. By creating an extensive framework, this study aims to examine whether perceived work-related factors affect turnover intention in South Korean construction companies. Research design – The paper is based on the results of a questionnaire of 136 employees that was conducted and provided by a Korean construction company. Research hypotheses were tested via correlation analyses. The most influencing work-related factors, as well as differences among job levels, were determined by multiple regression analyses. Findings – Communication, immediate leaders, organizational commitment, and organizational pride substantially affect turnover intentions. All of these factors can be considered as relational factors. The most influencing factors differ among job levels. Discussion/practical implications – Immediate leaders should be aware of their role in retaining employees and enhance communication, organizational commitment and pride. This study shows how the importance of certain variables differs for groups of employees. Theoretical implications/limitations– This study is based on a sample of employees from a Korean construction company. Therefore, the generalizability of the findings has to be tested. Future research should test the proposed framework with other factors or resources. Originality/value – This study shed light on the turnover subject in the South Korean construction industry. It shows that different factors can influence turnover intention among job levels. A framework was created, which is based on 16 work-related factors including organizational factors, HRM practices and job attitudes.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Currently, staff retention is one of the major challenges facing ICT organisations. It is a well-documented fact, that the advantages of staff retention strategies far outweigh the cost of implementation, and serves as a major source of competitive advantage. The ICT industry is typically characterised by a fast moving pace, demanding clients and a volatile external environment. Due to skills shortage and the short time-tomarket requirements of clients within the ICT industry, losing key staff can have a detrimental influence on the ability of an organisation to meet its client’s requirements. This case study endeavors to provide a practical example of an organisation in the ICT space which is experiencing relatively high staff turnover (approximately between 26% to 30% per year). Secondary research evidence is provided in the form of actual staff turnover figures including their stated reason for leaving. Further, an in-depth study is done employing primary research conducted by means of a survey in order to establish the root cause of the high staff turnover rate within the organisation. Finally, integrating and superimposing the best practices identified in the literature review and the primary and secondary research analysis, recommendations are made on how to strategically address the high turnover with staff retention initiatives and thus improve the productivity and competitive advantage of the organisation. / AFRIKAANSE OPSOMMING: Werknemersretensie poog om ‘n besonderse uitdaging te lewer vir maatskappye in die Informasie, Kommunikasie en Tegnologiese (IKT) industrie. Dit is ‘n goedgedokumenteerde feit dat die voordele van die implementering van werknemersretensie-initatiewe oorskry die kostes vir die implementering daarvan wesenlik. Verder dien hierdie inisiatiewe by tot ‘n versterkde kompeterendevoordeel binne die mark. Die IKT industrie word tipies gekarakteriseer deur ‘n baie hoë pas van tegnologiese verandering, ongeduldige kliënte en ‘n volatiele eksterne omgewing. As gevolg van die kundigheidstekort en die kort ontplooiings-periode vereistes van kliënte in die IKT industrie, kan maatskappy fisies nie bekostig om kernwerknemers te verloor nie aangesien dit maatskappye se vermoëns om kliënte te diens wesenlik affekteer. Hierdie gevallestudie poog om ‘n praktiese voorbeeld te verskaf van ‘n maatskappy in die IKT industrie wat tans relatiewe hoë werknemersomset ondervind (tussen 26% en 30% per jaar). Sekondere navorsingsdata word verskaf in die vorm van werklike werknemersomset statistiek. By wyse van die ontleding van primere navorsingsdata (verkry deur ‘n elektronisese opname onder al die werknemers), tesame met die sekondere data word die kernredes geidentifiseer vir die hoë werknemersomset in die maatskappy. Laasstens, deur middel van die integrasie van die beste-praktyke geidentifiseer in die literatuurstudie en die navorsingsresultate word voorstelle en aanbevelings verskaf om die hoë werknemersomset aan te spreek. Die voorstelle is gepeil op ‘n strategiese vlak en poog sodoende om die operasionele effektiwiteit en kompeterendevoordeel van die maatskappy te versterk.

Thesis (MPhil)--Stellenbosch University, 2013. / The key objective of this mixed method research study was to establish the influence of coaching on the work engagement and burnout levels of a corporate leadership group. Previous literature reviews support the importance and impact of work engagement and burnout on business performance, leadership success and continuity. Leaders are under increased pressure to grow business and deal with the diverse business challenges. A highly-engaged leadership team with low levels of burnout thus becomes critical to sustained and successful business. Work engagement and burnout levels in leadership need to be proactively managed and supported in order to remain competitive in business. The literature review of this study furthermore positions coaching, whether group or individual, as impactful leadership and change interventions. To eliminate the possibility of bias and add to the credibility of the study, triangulation was included in the quasi-experimental study. The study included an analysis of both quantitative and qualitative data on the impact of coaching on work engagement and burnout levels. Quantitative data was collected at three intervals over the period of a year, using a work engagement and burnout measurement instrument in the form of a self-administered questionnaire. Qualitative data was collected through in-depth individual interviews with all participants and coaches, which occurred after all interventions and measurements were completed. This study provides quantitative and qualitative supported insights into the influence of coaching on the work engagement and burnout levels of an executive leadership team in a specific service area of a corporate organisation. Insights were obtained about the variance of work engagement and burnout levels at a group level, after voluntary group and individual coaching interventions. These variances were compared to those of the work engagement and burnout levels of the control group, who received no coaching interventions. The study established that coaching has a statistically significant positive impact on the burnout levels of both the experimental and control groups, due to the ‘carry-over’ effect of the measurement and communication process. This positive impact on burnout can therefore not be solely ascribed to the coaching intervention. The study also established that coaching has a positive impact on leadership work engagement, but which is not statistically significant. Improvements to the measurement and coaching processes are required in order for the coaching support programme to become a sustainable and even more effective part of leadership support in the organisation. The study confirmed previous research on the existence of burnout and engagement challenges in leaders. It also confirmed research that positions coaching as an effective leadership support mechanism. The recommendations are that work engagement and burnout be measured continuously in the organisation as part of its business management cycle to ensure awareness, proactive support and management of work engagement and burnout in leaders. Coaching is recommended as an effective mechanism to assist leaders with their engagement and burnout challenges. Due to the study’s limited scope, recommendations for future research, such as comparative studies, extension studies with larger sub-samples, longitudinal studies and on-going practice in the field have been made.

Thesis (MBA)--Stellenbosch University, 2014. / South Africa is regarded as a developing economy which means there is a great potential for growth in the years to come. This has attracted attention of multinationals to set up operations in South Africa so as to benefit from growth opportunities. Setting up operations for multinationals present risks and one of these risks revolves around attracting and retaining talented personnel. Multinational and local organisations rely on local talented managers to oversee operations for them to be competitive. The talent they all seek resides in different races, age groups, gender, culture, sex orientation, and religion which make the pool diverse. To effectively manage talent an organisation need to manage diversity. It therefore follows that managing diversity and managing talent is related. If talent is not managed correctly the impact is felt in the organisations. It was on this relationship that this study was formulated. The study is conducted within a multinational that operates in the energy sector and is one of the leading oil majors in the world. The study was limited to South Africa organisation of a multinational. The organisation chosen for the study is struggling to retain key personnel although having the best programs in place such as graduate programs and diversity and inclusiveness programs. The study’s objective was to investigate who (group) is likely to leave an organisation and also gain an understanding which diversity management element had an influence on personnel’s decision to leave an organisation. The findings of the study highlighted that middle management, namely males with less than 10-2 years of service and aged 49-30 years, are likely to leave the organisation. This group in the survey showed to be mostly dissatisfied. The study also revealed that the diversity element that is resulting in people leaving the organisation was that of, not feeling free to speak their mind in the organisation and also doubt about having equal chances to grow and develop in the organisation. The frustration of not being heard and not able to make changes through new ideas results in them seeking employment outside the organisation. The study further highlighted that the other element that results in people leaving the organisation is around compensation. Personnel having a view that compensation is not enough seek alternative employment to improve their income. The limitation of the study was that it took a snapshot of what is currently happening in a specific organisation. The study did not evaluate programmes already implemented and project the outcome in future. There is an opportunity of a further study looking at and predicting whether the programmes and reforms currently being implemented will yield positive results in future around diversity management.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: Currently, staff retention is one of the major challenges facing ICT organisations. It is a well-documented fact, that the advantages of staff retention strategies far outweigh the cost of implementation, and serves as a major source of competitive advantage. The ICT industry is typically characterised by a fast moving pace, demanding clients and a volatile external environment. Due to skills shortage and the short time-tomarket requirements of clients within the ICT industry, losing key staff can have a detrimental influence on the ability of an organisation to meet its client’s requirements. This case study endeavors to provide a practical example of an organisation in the ICT space which is experiencing relatively high staff turnover (approximately between 26% to 30% per year). Secondary research evidence is provided in the form of actual staff turnover figures including their stated reason for leaving. Further, an in-depth study is done employing primary research conducted by means of a survey in order to establish the root cause of the high staff turnover rate within the organisation. Finally, integrating and superimposing the best practices identified in the literature review and the primary and secondary research analysis, recommendations are made on how to strategically address the high turnover with staff retention initiatives and thus improve the productivity and competitive advantage of the organisation. / AFRIKAANSE OPSOMMING: Werknemersretensie poog om ‘n besonderse uitdaging te lewer vir maatskappye in die Informasie, Kommunikasie en Tegnologiese (IKT) industrie. Dit is ‘n goedgedokumenteerde feit dat die voordele van die implementering van werknemersretensie-initatiewe oorskry die kostes vir die implementering daarvan wesenlik. Verder dien hierdie inisiatiewe by tot ‘n versterkde kompeterendevoordeel binne die mark. Die IKT industrie word tipies gekarakteriseer deur ‘n baie hoë pas van tegnologiese verandering, ongeduldige kliënte en ‘n volatiele eksterne omgewing. As gevolg van die kundigheidstekort en die kort ontplooiings-periode vereistes van kliënte in die IKT industrie, kan maatskappy fisies nie bekostig om kernwerknemers te verloor nie aangesien dit maatskappye se vermoëns om kliënte te diens wesenlik affekteer. Hierdie gevallestudie poog om ‘n praktiese voorbeeld te verskaf van ‘n maatskappy in die IKT industrie wat tans relatiewe hoë werknemersomset ondervind (tussen 26% en 30% per jaar). Sekondere navorsingsdata word verskaf in die vorm van werklike werknemersomset statistiek. By wyse van die ontleding van primere navorsingsdata (verkry deur ‘n elektronisese opname onder al die werknemers), tesame met die sekondere data word die kernredes geidentifiseer vir die hoë werknemersomset in die maatskappy. Laasstens, deur middel van die integrasie van die beste-praktyke geidentifiseer in die literatuurstudie en die navorsingsresultate word voorstelle en aanbevelings verskaf om die hoë werknemersomset aan te spreek. Die voorstelle is gepeil op ‘n strategiese vlak en poog sodoende om die operasionele effektiwiteit en kompeterendevoordeel van die maatskappy te versterk.

This thesis examines the management of change in bureaucracies, with a study focus on the Egyptian civil service sector. The main research aims are to identify what are the main problems of the Egyptian civil service sector, identify the main barriers against the current change programmes undertaken by the Government of Egypt (GOE) and suggest ways to develop civil servants’ commitment towards those changes. Interview data was triangulated with archival documents and non-participant observation and were drawn from a sample of 33 civil servants working in the Egyptian Ministry of State for Administrative Development (MSAD) which is the civil service entity acting as the change agent responsible for managing the government administrative reforms plan in the civil service sector. All study participants were actually working in one of the change projects/programmes and had a minimum of 12 months of service in the civil service. Interviews were digitally-recorded and transcribed in the form of MS-Word documents, and data transcripts were analysed manually using MS-Excel worksheets and main research themes were developed and statistics drawn using those Excel worksheets. The main research findings suggested that the main problems of the Egyptian civil service sector are (1) the absence of a Reward and Punishment system, (2) the absence of a firm system of governance and control and (3) the current negative civil service culture. The research findings suggested that developing civil servants’ commitment towards change may be achieved by employee involvement and participation in the change process and the careful selection of inspirational change agents. The findings also suggested that change agents play an important role in inspiring civil servants to support change and that middle management is another crucial factor in the change move as it should act as liaison between change agents and employees.