Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents. / AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.

My goal in this research was to identify the reasons for the turnover of police officials in the Amhara National Regional State of Ethiopia in order for the Amhara National Regional State Police Commission to retain a greater number of police personnel in future. A further purpose was to share and introduce a number of important reasons for turnover, namely poor salary, low emphasis by government, risk of work in policing, hardship of policing, lack of extra pay for extra work, unfair decisions and unequal treatment, tentativeness of the rules and regulations, lack of an incentive/reward system, unfair transfer and lack of transfer, lack of promotion, lack of respect for policing on the part of the community, lack of participation in decisions, inadequate equipment, and lack of and unfair educational opportunities. The research describes to what extent the poor salary and low emphasis on policing by the government influence turnover. It clearly portrays the emphasis placed by all respondents on these two factors in particular. Finally, this research explains the responsibility of police management structures to establish and maintain diversified management situations so that relatively safe and agreeable conditions pertain at all levels of the police service and in all areas of the work of an official. Therefore, the researcher hopes that the senior management of the Amhara Police Commission will recognise the seriousness of the problem of turnover and will improve the internal management of the organisation in the interests of all inhabitants of the region. / Police Practice / M. Tech. (Policing)

The purpose of this study is to identify and analyze the basic causes of food service employee turnover in five selected restaurants in the Miami area. The withdrawal behavior in this study is treated in terms of controllable turnover, for the purpose of management, learning more about what action to take to solve this problem which has eaten into the fabric of the hospitality industry. The aim is to find out from the food service employees and management view of work for the purpose of identifying the variables which cause an employee to voluntarily leave a job. The objective is therefore, to analyze and describe the problem of labor turnover in these selected restaurants. Such description must precede efforts to arrive at solutions to the problem if these efforts are ever to be more than haphazard and superficial. Sigmund Freud once stated: "The true beginning of scientific activity consists in describing phenomena and only then in proceeding to group, classify and correlate them."1 The nature of the study is basically descriptive survey. Data is collected by the use of management questionnaire, food service employee questionnaire and finally employees job description index. The survey consisted of a series of well defined questions with open and closed endings dealing with employee with employee turnover. As Robert Ferber and P. J. Verdoom state in their book titled Research Method in Economics of Business: "Structured questionnaires, by supplying question formulations in very specific terms as well as the different possible answers are easier for the sample members to answer and also serve to reduce the danger of interviewer bias."2 The answers to the prepared questionnaire by sample members were then recorded. The results of the questionnaire responses were then compiled for presentation and analysis. 1 Julian Simon, Basic Research Methods in Social Science. Random House, New York, 1969, p.53. 2 Robert J. Ferber and P.J. Verdoon, Research Methods in Economics and Business, The McMillan Company, 1962, p. 20 9 .

South Africa experiences a steady loss of skilled workers, which compromises the provision of healthcare in the country. This study has explored and will outline the main factors that influence the decision of South African healthcare professionals to either remain with or leave their organisations. As migration involves both internal and external movement, the public sector is frequently overburdened as healthcare workers additionally tend to prefer working in the private sector with its offers of better financial incentives and better working conditions. That said, it has become apparent that it is not only financial factors but many other non-financial factors that play a role in employee turnover. From the literature explored for this paper, five main factors were identified and discussed for different groups of healthcare professionals. This study used a qualitative research approach by means of a content analysis, whereby data from secondary sources were reviewed. This study disregarded studies done in other countries and focused only on the South African healthcare sector. Push and pull factors were established and, during this process, HIV/AIDS, crime and human resources were identified as possible push factors that contribute to the movement of South Africa’s healthcare workers. Since the five main retention factors identified for the purpose of this research paper all fall under human resources, the study proposes a retention strategy that involves the revision of the employee value proposition for different healthcare groups, as their demands are not uniform. Financial as well as non-financial factors have been taken into account for the various employee value proposition frameworks. These factors must be dealt with congruently if retention and turnover strategies are to be successful. Factors that push healthcare workers from the public.

Dissertation submitted in fulfilment of the requirements for the degree Master of Technology: Office Management and Technology in the Faculty of Business at the Cape Peninsula University of Technology 2013 / Employees are important to any business and without them businesses could be unsuccessful. This is particularly the case with micro retail businesses where employees are in direct contact with customers and more often than not, generate most of the revenue. Staff turnover on the other hand, may play a significant role and have an impact on business performance especially, in micro retail businesses. The success of micro retail businesses may be in understanding the possible causes of staff turnover and explored in this research. The aim of this research is to ascertain what causes staff turnover within micro retail businesses in Cape Town, South Africa, and how this can be reduced or prevented. To satisfy this goal, the research problem formulated as: It is unknown what interventions are needed for micro retail businesses to retain their staff The researcher conducted extensive literature analysis to understand the theoretical background and the possible factors that cause high staff turnover in micro retail businesses. Thereafter, the researcher uncovers the drivers causing staff turnover in micro retail businesses using a survey study. The research population is micro retail businesses in Cape Town, South Africa. Due to the nature of this research, a purposive sampling method is found to be the most appropriate. Questionnaires are used to collect primary data, whereas literature analysis assists with obtaining secondary data. The researcher found that remuneration, physical and employment working conditions and working hours are the top three most likely causes of staff turnover in micro retail businesses in Cape Town, South Africa. The researcher recommended that businesses should offer relevant and competitive remuneration packages, provide safe and secure working environments and arrange fair shift patterns. These would assist micro retail businesses to prevent or at least reduce high staff turnover.

A rotatividade de pessoal é um dos principais desafios para muitas empresas de desenvolvimento de software. Neste trabalho é apresentado um estudo para identificar as principais causas e efeitos da rotatividade de pessoal entre profissionais de empresas brasileiras de desenvolvimento de software. As estratégias empregadas para minimizar a rotatividade de pessoal e seus efeitos também foram investigadas. A metodologia de levantamento, também conhecida como survey, foi utilizada para obter informações dos profissionais de desenvolvimento de software. A coleta de dados foi realizada por meio da técnica de questionário com questões em escala Likert de cinco pontos e questões de múltipla escolha. O Coeficiente Alfa de Cronbach foi aplicado para verificar a confiabilidade das respostas. A análise dos dados de 67 foi realizada por meio de estatística descritiva e estatística inferencial. Os resultados indicaram que o estilo gerencial inadequado, expectativa pessoal não alcançada na empresa, falta de reconhecimento profissional e falta de comprometimento organizacional influenciam a decisão dos profissionais de sair da empresa. Esses fatores podem contribuir decisivamente nas taxas de rotatividade de pessoal. Os resultados também indicaram outros aspectos, relacionados a recursos humanos, que são importantes para a intenção de rotatividade. A empresa deve se preocupar com fatores que podem motivar a permanência do funcionário, como comunicação, plano de carreira, ambiente de trabalho, promoção por desempenho e treinamento periódico. / Employee turnover is one of the major challenges for many software development companies. This work presents a study to identify the main causes and effects of employee turnover among professionals of Brazilian software development companies. Strategies applied to minimize employee turnover and its effects were also investigated. A survey methodology was used to collect data from software development professionals. Data collection was performed using the technique of questionnaire with closed questions using five-point Likert scale and multiple choice questions. Cronbach’s alpha coefficient was applied to check the reliability of the answers. The analysis of data from 67 respondents was conducted through descriptive statistics and inferential statistics. The results indicate that inappropriate management style, personal expectation not achieved within the company, lack of professional recognition, and lack of organizational involvement influences the decision of professionals to leave the company. These factors can contribute decisively in rates of employee turnover. The results also indicate other aspects, related to the employee, which are important for turnover intention. The company must be concerned with factors that can motivate the employee to stay with the company, such as communication, career plan, work environment, promotion for performance, and periodic training.

A rotatividade de pessoal é um dos principais desafios para muitas empresas de desenvolvimento de software. Neste trabalho é apresentado um estudo para identificar as principais causas e efeitos da rotatividade de pessoal entre profissionais de empresas brasileiras de desenvolvimento de software. As estratégias empregadas para minimizar a rotatividade de pessoal e seus efeitos também foram investigadas. A metodologia de levantamento, também conhecida como survey, foi utilizada para obter informações dos profissionais de desenvolvimento de software. A coleta de dados foi realizada por meio da técnica de questionário com questões em escala Likert de cinco pontos e questões de múltipla escolha. O Coeficiente Alfa de Cronbach foi aplicado para verificar a confiabilidade das respostas. A análise dos dados de 67 foi realizada por meio de estatística descritiva e estatística inferencial. Os resultados indicaram que o estilo gerencial inadequado, expectativa pessoal não alcançada na empresa, falta de reconhecimento profissional e falta de comprometimento organizacional influenciam a decisão dos profissionais de sair da empresa. Esses fatores podem contribuir decisivamente nas taxas de rotatividade de pessoal. Os resultados também indicaram outros aspectos, relacionados a recursos humanos, que são importantes para a intenção de rotatividade. A empresa deve se preocupar com fatores que podem motivar a permanência do funcionário, como comunicação, plano de carreira, ambiente de trabalho, promoção por desempenho e treinamento periódico. / Employee turnover is one of the major challenges for many software development companies. This work presents a study to identify the main causes and effects of employee turnover among professionals of Brazilian software development companies. Strategies applied to minimize employee turnover and its effects were also investigated. A survey methodology was used to collect data from software development professionals. Data collection was performed using the technique of questionnaire with closed questions using five-point Likert scale and multiple choice questions. Cronbach’s alpha coefficient was applied to check the reliability of the answers. The analysis of data from 67 respondents was conducted through descriptive statistics and inferential statistics. The results indicate that inappropriate management style, personal expectation not achieved within the company, lack of professional recognition, and lack of organizational involvement influences the decision of professionals to leave the company. These factors can contribute decisively in rates of employee turnover. The results also indicate other aspects, related to the employee, which are important for turnover intention. The company must be concerned with factors that can motivate the employee to stay with the company, such as communication, career plan, work environment, promotion for performance, and periodic training.

M.Phil. (Labour Relations) / Please refer to full text to view abstract

The purposes of this study were twofold. The first was to construct a modified model of the voluntary turnover process that clarifies the antecedents of turnover intentions and turnover behavior. The second was to investigate empirically the proposed model's validity by assessing the influences of nine variables of job satisfaction, organizational commitment, job search, intention to stay in the organization, and six demographic variables as potential predictors of employee voluntary turnover.

Most organisations depend on their sales consultants to generate revenue. Sales consultants across industries normally work for commission, determined by the amount of business they bring in. A group of security companies are currently spending a considerable amount of money and other resources on the recruitment, selection and development of sales consultants. In the past 18 months, 39 sales consultants left the company after being employed on average for no longer than five months. Keeping the above in mind, it was necessary to establish exactly what caused the high turnover rate among sales consultants. By identifying these factors it would be possible for the organisation to eliminate the causes for high employee turnover and work towards promoting factors which would retain the sales consultants. An overview of different motivation theories was considered. Most of the theories consider motivation from a personal need satisfaction perspective, while Herzberg also considers the motivation through restructuring of the work environment. For this reason, Herzberg’s theory was found to be the more appropriate one for this study . Herzberg’s Motivation Hygiene (MH) Theory and other current literature on employee retention were used as a basis to investigate the high turnover rate of sales consultants at a group of security companies. ii The nominal group technique was used to determine whether certain intrinsic and extrinsic factors are influencing the retention of sales consultants. A study of the relevant literature revealed that employee motivation is at the heart of retention. Literature on employee retention state that retention should be seen as a process, which starts even before an employee joins the organisation. Organisations need to focus on scientific recruitment and selection in order to employ the right person for the position. Retention should then be managed by developing employees and by introducing the intrinsic and extrinsic factors as formulated in the Herzberg MH theory. The outcome of such an employee retention process will result in cost savings over a wide spectrum. The literature on retention is summarised in an employee retention model, which was used to make recommendations to the organisation. The findings indicate that various factors such as company policies on remuneration, and administration, remuneration structure, working conditions and job security are playing a role in the retention of the sales consultant. Based on the results of the empirical study, recommendations are made to the organisation in terms of retaining their sales consultants. This includes a commitment to retention from top management, creating attractive sales positions; improve opportunities for training and development and a revised remuneration structure for sales consultants. The problem areas were identified and should be addressed satisfactorily by following the proposed recommendations. / Prof. W. Backer