The objective of this study was: (1) to determine the relationship between job embeddedness (measured by the Job Embeddedness Scale), work engagement (measured by the Utrecht Work Engagement Scale), and turnover intention (measured by the Turnover Intention Scale); and (2) to determine whether employees from different groups, namely age, race, gender, marital status and tenure differ significantly in their levels of job embeddedness, work engagement and turnover intention. A quantitative survey was conducted on a non-probability purposive sample (N = 153) of staff in a higher education institution. Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisation links and dedication negatively predicted the participants’ turnover intention. Significant differences between age, race, gender, marital status and tenure were also found. The findings contribute valuable knowledge to the field of Career Psychology and can be applied in the retention of employees in the higher education institution. The study concludes with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The objective of this study was to explore the relationship between perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A secondary objective was to determine whether various age, gender, tenure, marital status and race groups differed significantly regarding their perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A perceived career mobility scale and career mobility preference scale, the Minnesota Satisfaction Questionnaire (short form) and the Organisational Commitment Scale, were applied to a non-probability convenience sample consisting of 82 South African accountants, auditors and financial staff members. Significant relationships were observed between the variables. Significant differences were found between age and race groups‟ perceived career mobility, gender and tenure groups‟ career mobility preference, and age and tenure groups‟ organisational commitment. The findings contribute valuable new knowledge that may be used to inform retention practices in the financial sector. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

Some chapters have bibliographical references at the end of the chapter / Strategic recruitment and retention efforts improve the capacity of a research unit in delivering outputs such as collaborative research, increased grant funding and peer-reviewed journal articles (Chung, Clifton, Rowe, Finley, & Warnock, 2009). At the same time, knowledge of employees’ experiences can help organisations improve HRM strategies and practices. In this regard, the motivation driving this study was that exploring the recruitment and retention experiences of staff in a university research unit could reveal significant insights that could assist in refining the organisation’s HRM practices, thereby facilitating attraction and retention of valuable talent. This qualitative study was designed from an interpretive paradigm and a constructivist perspective in order to facilitate the exploration and understanding of employees’ subjective experiences. Findings indicate that professional development, organisational appeal and networking opportunities make this research unit an employer of choice. These factors, among others, are both attractors and incentives to remain with the organisation which significantly outweigh factors that discourage attraction and retention. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of this study was to construct a career meta-competency model for sustained employability in the contemporary world of work. This study explored a convenience sample (N = 304) of early career employees’ personality preferences (measured by the Myers-Briggs Type Indicator), self-esteem (measured by the Culture-free Self-esteem Inventories for Adults) and emotional intelligence (measured by the Assessing Emotions Scale), as a composite set of their personality attributes, in relation to their employability attributes (measured by the Employability Attributes Scale). The participants comprised 81% blacks and 64% females employed in the business management field in managerial/supervisory (53%) and staff (28%) level positions. Their ages ranged between 25 and 40 years (early adulthood and establishment phase) (79%). The correlations, canonical correlations and multiple regression results indicated that the participants’ personality attributes were significantly and positively related to their employability attributes. Structural Equation Modelling indicated a moderate fit between the theoretically hypothesised career meta-competency model and the empirically tested structural model. The results indicated job level as a significant moderator of the relationship between the participants’ personality and employability attributes. Middle management level was associated with an inverse relationship between the personality and employability attributes. Staff and middle managers did not significantly differ regarding their mean scores on these variables. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised career meta-competency model. On an empirical level, the study produced an empirically tested career meta-competency model in terms of the various behavioural dimensions. On a practical level, career v counselling and development interventions for guiding employees’ sustained employability in terms of the career meta-competency behavioural dimensions were recommended. / Industrial & Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

The objectives of this study were to determine whether job embeddedness and organisational commitment significantly predict voluntary turnover, and whether people from different gender, race and age groups differ significantly in their job embeddedness, organisational commitment and voluntary turnover. The Job Embeddedness Scale (JES), Organisational Commitment Scale (OCS) and Voluntary Turnover Scale (VTS) were used as measuring instruments. A stratified random sample of 102 full-time employed higher education academics participated in the study. Multiple regression analyses showed that organisation fit and community links and normative commitment significantly and positively predicted the participants’ intentions to stay at the institution. Significant differences were observed between the job embeddedness and intention to stay of the gender and race groups. The findings of the current study add to the knowledge base on the turnover intentions of academic staff, contributing to the field of career psychology. In conclusion, the study makes recommendations for retention practices and future research. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MPA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: A high employee turnover rate, where talented employees leave the institution to join other legislatures and government departments, has been experienced by the Language Services Section (LSS) of Parliament SA which is part of the Legislative and Oversight Division (LOD). This thesis evaluates why talented employees leave the LSS and explores possible retention strategies to retain talented employees. This was firstly done by reviewing literature on the concept of employee turnover. Secondly, the study evaluated possible factors that impact on employee turnover. Thirdly, the legislative environment of employee turnover within the South African context was discussed. Furthermore, the causes of employee turnover in the LSS of Parliament SA were assessed. Lastly, recommendations were made on how to retain employees in the LSS of Parliament South Africa. The research design used to conduct the study is a qualitative case study. Unstructured interviews, a survey questionnaire and documentation were used for this study. Deductions were made by comparing the theory from the literature review with the practice in LSS in order to gain a better understanding of why talented employees leave the institution and what retention strategies can be implemented to retain them. This study presents various reasons why employees are leaving the institution. These reasons include non-competitive salaries, ineffective recruitment and selection processes, inadequate training, a lack of career pathing and the fact that many language practitioners (LPs) reside in provinces other than the Western Cape. Many of these reasons were identified previously through an LOD Retention Strategy Project but strategies to address problems were not implemented due to the lack of a people-centred approach to talent management. Recommendations were made that retention strategies should be implemented and that more emphasis should be placed on human resources and the development of people in order to reach the core objectives of parliament through happy and well-developed employees. / AFRIKAANSE OPSOMMING: ’n Hoë omsetkoers van werknemers waar talentvolle werknemers die instelling verlaat om by ander wetgewers en staatsdepartemente aan te sluit, is deur die Afdeling Taaldienste van die Parlement van Suid-Afrika, wat deel vorm van die Wetgewing en Oorsig Afdeling, ervaar. Hierdie tesis evalueer die redes waarom talentvolle werknemers die Afdeling Taaldienste verlaat en verken moontlike retensiestrategieë om talentvolle werknemers te behou. Eerstens is literatuur oor die konsep van werknemersomset hersien. Tweedens het die studie moontlike faktore wat werknemersomset beïnvloed, evalueer. Derdens is die wetgewende omgewing van werknemersomset binne die Suid-Afrikaanse konteks, bespreek. Verder was die oorsake van werknemersomset binne die Afdeling Taaldienste van Suid-Afrika, geassesseer. Laastens is aanbevelings gemaak oor hoe om werknemers in die Afdeling Taaldienste van die Parlement van Suid-Afrika te behou. Die navorsingsontwerp wat vir die uitvoer van die ondersoek gebruik is, is ’n kwalitatiewe gevallestudie. Ongestruktureerde onderhoude, ’n opnamevraelys en dokumentasie is vir die studie gebruik. Afleidings is gemaak deur die teorie van die literatuuroorsig met die praktyk in die Afdeling Taaldienste van die Parlement van Suid-Afrika te vergelyk om ’n beter begrip te kry van waarom talentvolle werknemers die instelling verlaat en watter retensiestrategieë in werking gestel kan word om hulle te behou. Die studie verskaf verskeie redes waarom werknemers die instelling verlaat. Hierdie redes sluit in nie-mededingende salarisse, ondoeltreffende werwings- en seleksiesprosesse, onvoldoende opleiding, ’n gebrek aan loopbaanbeplanning en die feit dat talle taalpraktisyns in ander provinsies as die Wes-Kaap woon. Baie van hierdie redes is voorheen deur ’n Wetgewing en Oorsig Afdeling Retensiestrategieprojek geïdentifiseer, maar strategieë om die probleme aan te spreek is nie geïmplementeer nie as gevolg van die gebrek aan ’n mens-gesentreerde benadering tot talentbestuur. Aanbevelings is gemaak dat die retensiestrategieë geïmplementeer word en ’n groter klem op menslike hulpbronne en die ontwikkeling van mense geplaas word sodat die kerndoelwitte van die Parlement deur gelukkige en goedontwikkelde mense behaal kan word.

Thesis (MPA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The scarce skills phenomenon has become a cause for concern and priority for both public and private sectors as discussed in various research studies. Both these sectors have a quest to retain these scarce skills by making use of their limited resources. In the light of the above context, this study focuses on the analysis of the retention of scarce skills within the City of Cape Town Municipality, with the primary objective of ascertaining the effectiveness of its retention strategy on retaining civil engineers. For purposes of this research, a case study design was used to answer the study question. The sample consisted of 30 percent of the present and past civil engineers, from junior to senior levels. This sample also included employees from the human resource department of the municipality. Content analysis was used to analyse data which was gathered through focus groups, exit and personal interviews. The literature investigation explored reasons why employees were leaving their organisations. The study further traced various thoughts and debates related to challenges and strategies associated with scarce skills retention. From the literature review it became evident that although the retention approaches and strategies vary from one organisation to another, they share common traits. However there is no one cap fits all. Results indicate that the majority of respondents expressed satisfaction about all pre-determined themes of the study. These themes were based on aspects related to remuneration and benefits, job satisfaction and working conditions, climate and culture, leadership and career development. Areas of dissatisfaction were raised under common themes which emerged during the study. These themes included, amongst others, outsourcing of major projects, bureaucracy, political environment and human resource policies and procedures. Based on the findings of the study, the research concludes with recommendations applicable to the municipality and also provides those relevant for further study. Due to the technical composition of the sample, the results of the study cannot be inferred to all occupational groups within the organisation. / AFRIKAANSE OPSOMMING: Die skaarsheid van vaardighede het „n kommerwekkende verskynsel geword vir private en publieke sektore. Dit is die taak van albei sektore om skaars vaardighede te behou, deur gebruik te maak van hul beperkte bronne. In die lig van bostaande stellings, fokus hierdie studie op die analise van skaars vaardighede binne die Kaapstadse Munisipaliteit, met die primêre doel om die effektiwiteit van sy behoudstrategie vir die behoud van siviele ingenieurs te bepaal. „n Gevallestudie-ontwerp was gebruik vir hierdie ondersoek, om die studievraagstuk te beantwoord. Die ondersoekgroep het bestaan uit „n samestelling van 30 persent van huidige en voormalige siviele ingenieurs, vanaf junior tot senior vlakke. Die ondersoekgroep het ook werkers binne die departement van personeelbestuur in die munisipaliteit ingesluit. Inhoudsanalise was gebruik om data te analiseer wat deur fokusgroepe, uitgang en persoonlike onderhoude ingesamel is. Die literêre ondersoek het die redes waarom werkers hul organisasies verlaat, verken. Die studie weerspieël verder denke wat verband hou met die uitdagings en strategieë wat met die behoud van skaars vaardighede geassosieer word. Die literêre ondersoek het bewys dat behoudstrategieë onderling eienskappe deel, alhoewel die strategieë van een organisasie van diè van „n ander in geheel verskil. Daar is egter geen jas wat by almal pas nie. Resultate toon dat die meerderheid van respondente tevredenheid toon met alle voorafbepaalde studietemas. Hierdie temas is gebaseer op aspekte wat verband hou met besoldiging en voordele, werktevredenheid en werksomstandighede, klimaat en kultuur, leierskap en beroepsontwikkeling. Areas van ontevredenheid is geïdentifiseer onder algemene temas wat tydens die studie opgekom het. Hierdie temas sluit in, onder andere, eksterne bronontginning vir groot projekte, burokrasie, politieke konteks, asook beleid en prosedures van menslike hulpbronne. Ter afsluiting: voorstelle word gemaak wat gebaseer is op die resultate van die ondersoek, wat van toepassing is op die munisipaliteit en voorsien dit wat relevant is vir verdere studie. Die resultate van die ondersoek kan nie op alle werksgroepe binne die organisasie van toepassing wees nie, weens die tegniese samestalling van die ondersoekgroep.

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / AFRIKAANSE OPSOMMING:‘n Kwalitatiewe evaluasie van die faktore wat werknemer verbintenis in die uitvoering van ‘n werksbestuur besigheidsproses beinvloed, word aangebied. Die nodigheid van werknemer verbintenis en besigheidsprosesse in organisasies word beskryf. ‘n Vergelyk tussen die beginsels van werknemer verbintenis en die werksbestuur proses word gedoen. Deur middel van statistiese evaluasie tegnieke (frekwensie evaluasie) dra hierdie navorsing by tot die bestaande kennis in hierdie domein deur die identifisering van faktore wat bydra tot die onttrekking van werknemers van die werksbestuur proses en gevolglik die organisasie verlaat. Resultate bevestig dat die werksbestuur proses die verbintenis van werknemers tot die werksbestuur proses fasiliteer, veral vir werknemers wat onlangs die arbeidsmark betree. Persoonlike groei en loopbaan ontwikkeling word egter nie ten volle ondersteun in die uitvoering van die werksbestuur proses nie. Aanbevelings word gemaak ter ondersteuning van die implementering van ‘n volhoubare werksbestuur proses. / ENGLISH ABSTRACT: Presents a qualitative evaluation of the factors that influence employee engagement from the perspective of implementing and sustaining a work management business process. Describes the intent of employee engagement and business processes in organizations. Compare the principles of employee engagement and the work management business process. By applying statistical evaluation methods (frequency analyses) this research adds to the existing body of knowledge in this field by identifying factors that lead to disengagement of employees in the execution of work management business processes and subsequent loss of skills. Analysis indicates that the business process facilitates engagement of employees in work management at the start of their careers, however career development and personal growth for experienced employees are lacking in the execution of work management. Concludes with recommendation for sustaining employee engagement in work management.

The research investigates the retention of employees in the institutions of higher learning and the focus is placed on the Central University of Technology: Free State (CUT). The research is undertaken because the employees at the Central University of Technology: Free State, are resigning from their positions and join rival institutions and other organisations. This creates a problem on part of students, fellow employees and management. There is therefore, a need to find reasons behind these mass resignations of employees and also to look at the retention strategies that can be employed to keep employees at the Central University of Technology: Free State. In order to address the above purpose of the research, various retention strategies to keep talented employees are discussed, and factors that lead to employees leaving the institutions are also placed under the spotlight. The discussion shows that talent management has a direct relationship with employee needs and motivation. Qualitative and quantitative methods of research are used to analyse the retention strategies employed at the Central University of Technology: Free State. The findings of the research reveal that factors such as working environment, satisfying work-life, personal career development, emotional exhaustion as well as rewards versus performance exacerbate mass exodus of talented employees at the institution. It is also disclosed that there are retention strategies in place but are not effectively implemented. The findings revealed that managers and supervisors play crucial roles in the interpretation and implementation of strategies. Working conditions should be improved so that employees stay with the institution and perform to the best of their ability. Training should be made compulsory for every employee as it provides necessary skills. Best performance and rewards should match performance in order to keep employees at the institution. / Public Administration and Management / M. Admin. (Public Administration)

Abstracts in English, Afrikaans and Sepedi / Approximately half of the people in the world is female and yet women hold just more than one in every five senior management positions. This underrepresentation is a worldwide phenomenon that is also evident in the audit profession where there are few women at audit partner level. The purpose of this study was to explore the experiences of women audit managers – to gain an understanding of the reasons why they resign from audit firms before they are promoted to audit partner level. It was anticipated that this understanding could enable audit firms to develop and implement effective retention strategies to retain women in audit partner positions and to overcome the potential barriers to the equal representation of men and women in senior management positions in audit firms. An exploratory qualitative research approach and an interpretative phenomenological analysis design were used to explore and interpret the lived experiences of the women audit managers to understand the reasons why they resign from audit firms. The study found that unclear progression paths due to uncertain timelines, as well as the black economic empowerment pressures experienced by the audit firms, explained some of the women’s resignations from the audit firms. Unhealthy supervisor relationships, discrimination, no female role models and the “old boys club” as part of the audit firms’ leadership and organisational culture also played a prominent role in the women audit managers’ experiences. Moreover, unsatisfactory compensation together with no work-life balance were found to have influenced the majority of the women’s decisions to resign from the audit firms. Finally, the study also found that some of the participants’ aspirations to become audit partners were not distinct and that other matters were more important to them than their careers. / Alhoewel ongeveer die helfte van die wêreldbevolking vrouens is, is net een uit elke vyf senior bestuurders 'n vrou. Hierdie onderverteenwoordiging is 'n wêreldwye fenomeen, ook in die ouditberoep waar daar net 'n paar vrouens op ouditvennootvlak is. Die doel van hierdie studie was om die ervarings van vroulike ouditbestuurders te verken – om 'n begrip te kry van die redes waarom hulle bedank uit ouditfirmas voordat hulle tot ouditvennootvlak bevorder word. Die verwagting is dat hierdie begrip ouditfirmas in staat kan stel om effektiewe behoudstrategieë te ontwikkel en te implementeer om vrouens in ouditvennootposisies te behou en om die potensiële struikelblokke tot die gelyke verteenwoordiging van mans en vrouens in seniorbestuursposisies in ouditfirmas te bowe te kom. 'n Eksploratiewe, kwalitatiewe navorsingbenadering en 'n interpretatiewe, fenomenologiese ontledingsontwerp is gebruik om die geleefde ervarings van die vroulike ouditbestuurders te verken en te interpreteer om te kan verstaan waarom hulle uit ouditfirmas bedank. Die studie het bevind dat onduidelike progressiebane as gevolg van vae tydlyne, asook die druk van swart ekonomiese bemagtiging wat oudifirmas ervaar, kan verduidelik waarom sommige van die vrouens uit die ouditfirmas bedank. Ongesonde toesighouerverhoudings, diskriminasie, geen vroulike rolmodelle en die stelsel van baantjies vir boeties as deel van die ouditfirmas se leierskap- en organisasiekultuur speel ook 'n prominente rol in die vroulike ouditbestuurders se ervarings. Boonop is bevind dat onbevredigende vergoeding asook geen werk-lewebalans die meerderheid van die vrouens se besluite beïnvloed om uit die ouditfirmas te bedank. Die studie het ten slotte bevind dat dit nie sommige van die deelnemers se kennelike ambisie is om ouditvennote te word nie, en dat ander aangeleenthede van groter belang vir hulle is as hulle loopbane. / Tekanyetšo ya seripa sa batho mo lefaseng ke basadi efela basadi ke fela o tee godimo ga maemo a mahlano a bolaodi bja godimo. Kemedi ye ye nnyane ke setlwaedi sa motlalanaga seo se bonagalago ka go mošomo wa tlhakišo fao go nago le basadi ba bannyane maemong a bolekane bja tlhakišo. Mohola wa phatišišo ye e be e le go nyakolla maitemogelo a basadi ba balaodi ba batlhakiši – go kwešiša mabaka a go re ke ka lebaka la eng ba tlogela mešomo difemeng tša tlhakišo pele ba ka hlatlošetšwa maemong a bolekane bja tlhakišo. Go be go lebeletšwe gore kwešišo ye e ka kgontšha difeme tša tlhakišo go tlhabolla le go phethagatša maanotšhomo a maleba a go dula le bona sebaka mo go maemo a molekane wa tlhakišo le go fediša tšeo e ka bago mapheko go kemedi ya go lekana ga banna le basadi maemong a taolo ya godimo ka go difeme tša tlhakišo. Mokgwa wa diphatišišo tša boleng bja go nyakolla le tlhamo ya kahlaahlo ya ditiragalo tšeo di hlaloswago di be di šomišwa go nyakolla le go hlatholla maitemogelo ao balaodi ba tlhakišo ba basadi go kwešiša mabaka a go re ke ka lebaka la eng ba tlogela mošomo mo difemeng tša tlhakišo. Thuto ye e hweditše gore ditsela tša go se bonale tša kgatelopele ka lebaka la ditatelano tšeo di se nago bohlatse, go tee le matlafatšo ya ikonomi ya bathobaso tšeo di itemogetšwego ke difeme tša tlhakišo, e tlhalositše tše dingwe tša ditlogelo tša mošomo ka basadi go difeme tša tlhakišo. Dikamano tšeo di sa lokago le balebeledi, kgethollo, basadi ba go se tšewe bjalo ka mehlala le “old boys club” bjalo ka karolo ya boetapele bja difeme tša tlhakišo le setšo sa sehlongwa le tšona di ralokile karolo ya bohlokwa go boitemogelo bja balaodi ba basadi ba difeme tša tlhakišo. Go feta fao, tefelo yeo e sa kgotsofatšego go tee le tekanyetšo ya bophelo bja mošomo di hwetšagetše di na le khuetšo go bontši bja diphetho tša basadi tša go tlogela mošomo go tšwa go difeme tša tlhakišo. Mafelelong, phatišišo e hweditše go re ditumo tša batšeakarolo ba bangwe tša go ba balekane ba tlhakišo di be di sa bonale le go re merero ye mengwe e be e le bohlokwa kudu go bona go feta mešomo ya bona. / College of Accounting Sciences / M. Phil. (Accounting Sciences)