211 |
Perceived challenges to talent management in the South African public service :an exploratory study of the City of Cape Town municipalityKoketso, Lesego Peejay January 2011 (has links)
Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / This study explored perceptions of twenty managers at the City of Cape Town Municipality regarding the challenges facing talent management. A detailed study of the literature was conducted on variables that are relevant in talent management in organisations. These variables included definitions of talent management, pay satisfaction, job satisfaction, organisational commitment, tenure, motivation, employee engagement, turnover and intention to turnover. This study adopted a qualitative research method as it was found from the literature that managers often prefer face-to-face interviews instead of questionnaires. An interview guide was developed for the twenty managers that were internally chosen by the City of Cape Town management.
Data collected from the interviews was subjected to content analysis method with different themes emerging. The results revealed that the City of Cape Town is well on course in implementing talent management with it’s approximately 25 000 employees. The study revealed a plethora of challenges facing talent management at the City of Cape Town. One huge challenge facing this municipality is its size, which makes implementation of a talent management system difficult to implement at the City of Cape Town. The findings support the assumption developed for this study that poor talent management practices in the public sector lead to ever increasing staff turnover rates.
The findings of this study contribute to both theory and practice. Theoretically the study contributes to the literature, as it is the first empirical study to use managers in a local government municipality to explore challenges surrounding talent management. Furthermore, local government managers can use the findings of this research to design strategies and policies to enhance talent management in local government municipalities, and subsequently ensure talent retention.
|
212 |
The effect of retention factors on organisational commitment : an investigation of high technology employeesDockel, Andreas 28 August 2003 (has links)
There is a revolutionary change in the world of work that impacts on the individual, work and society. The future of work suggests flexibility, boundary less communities and change in work, as we know it today. As the world of work changes from a worker intensive industrial society towards an automated information society, the retention of technological advantages e.g., human, intellect and knowledge capital is no longer assured. Employers struggle to retain their valuable high technology employees due to a general shortage of experienced candidates and aggressive recruitment tactics by others in the high technology arena. The purpose of this study is to investigate specific retention factors that induce organisational commitment and can thus increase the retention of high technology employees. High technology industries operate in volatile market and experience accelerating growth and rates of change. High technology employees are educated, have a strong preference for independence and hold a large portion of the organisation's intellectual capital. A core belief in human resources is to retain and develop employees to obtain a competitive advantage. In order to retain these valuable employees it has become necessary for organisations to transform from using an employee controlling to a more employee commitment driven strategy. To gain employees' commitment to the organisation and increase retention, the employer needs to identify which retention factors induce organisational commitment. Compensation, job characteristics, training and development opportunities, supervisor support, career opportunities and work/life policies were identified as the top six retention factors in the content analysis done on high technology literature. Organisational commitment has been defined as a mindset, which ties the individual to the organisation. Different forms and foci of organisational commitment are discussed with the approach developed by Meyer and Allen's three component model (1991). The consequences of organisational commitment benefit the organisation in terms of increased job performance, intention to stay, increase in attendance, loyalty, decrease in turnover, greater creativity, more co-operation (particularly across discipline specialities), more volunteerism and more time devoted to productive work on behalf of the organisation. This study focused on a 100% South African owned telecommunications company based in the Gauteng province. A questionnaire was developed and a population of 94 telecommunications professionals, technicians and associated professionals were selected to investigate the influence of various identified retention factors on organisational commitment. The statistical analysis of the data culminated in a regression analysis that measured the significance and the strength of the relationship between the identified retention factors and organisational commitment. The main conclusions were that compensation, job characteristics, supervisor support and work/life policies were significantly related to organisational commitment. On the other hand, in this study training, development and career opportunities were not related. High technology organisations are not just interested in the retention of employees but also creating a mutually beneficial interdependence with employees. The identified retention factors might serve as a means to demonstrate the organisation's support for, or commitment to, their employees and in turn cultivate a reciprocal attachment by employees. Employees' organisational commitment is related to their belief that the identified retention factors are motivated by the desire to retain good employees and to be fair in the treatment of employees. Future research needs are discussed. / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004. / Human Resource Management / unrestricted
|
213 |
Determinants of turnover intentions of librarians at the city of Johannesburg libraries : implications on provision of library servicesMasenya, Selatswa Johannes 05 January 2021 (has links)
Organisations are confronted with the challenges of managing, controlling and putting in place
retention strategies to mitigate against high turnover intention. This is also the case with public
libraries. The purpose of this study was to investigate the determinants of the turnover intention
of public librarians at the City of Johannesburg Libraries (COJLIS) in the Gauteng province of
South Africa, with a view to developing a retention strategy. Turnover intention can bring
devastation to the organisation and can also lead to negative consequences such as decreased
morale and productivity, shortage of skilled and qualified librarians, direct and indirect costs
to library organisation and loss of knowledge. This quantitative research study utilised the
conceptual framework to investigate demographic, personal and organisational factors
influencing turnover intentions of librarians.
The conceptual framework for the present study incorporated aspects of a theory or theories,
concepts from the literature, personal experiences, knowledge of the context and models The
aspects of theory or theories and concepts from the literature on employee turnover “content”
and “process” models such as Mobley (1977), Jerome (2017), Nair, Mee & Cheik (2016), Perez
(2008), Spector (2005), Spector (1997), Price and Mueller (2000) and Price (2001)were
modified to suit this study for public librarians at COJLIS. Mobley’s (1977) turnover process
model was germane to this study, as it theorises a linear sequence consisting of the following:
“dissatisfaction, thoughts of quitting, evaluation of subjective expected utility of job search and
costs of quitting, search intentions, evaluation of alternatives, comparison of alternatives and
present job, intentions to quit and quitting”.
The constituents of the conceptual framework are demographics factors (age, tenure and job
designation level), personal factors (job satisfaction and organisational commitment) and
organisational factors (payment and fringe benefits, location of workplace, working
environment: flexi working hours, perceived alternative employment opportunity, promotion
and recognition, personal interaction, supervision and leadership, training and opportunity to
utilise skills) as well as turnover intention.
This study employed the census method and adopted the cross-sectional survey design method
to collect data from 174 librarians working in 89 public libraries and three support sections at
COJLIS. Data collection involved the use of a closed-ended questionnaire, as well as analysis documents such as strategic plans and human resource policies. Quantitative data were
analysed using the Statistical Packages for Social Sciences (SPSS) according to the objectives
of the study. The researcher conducted a linear regression test to find the instance of correlation
between personal and organisational variables, and librarians’ intention to leave their
workplace.
The findings revealed that demographic determinants (age, tenure and job designation level)
are significantly related to turnover intention. Tenure was a highly significant predictor of
turnover intention. The major findings to this study were a negative and significant relationship
between payment and fringe benefits, working environment: flexi working hours (work-life
balance) promotion and recognition towards turnover intention. The study concludes that
COLIS may be able to reduce turnover intention through the improvement of factors such as
payment and fringe benefit, working environment: flexi working hours (work-life balance)
promotion and recognition which would lead to increased job satisfaction and organisational
commitment.
It is recommended that in order to mitigate turnover intention and increase retention, the talent
retention policy, strategy and initiatives should be developed which could incorporate the
variables (e.g. payment and fringe benefits, promotion and recognition and training to develop
and utilise new skills) of the suggested conceptual talent retention model for COJLIS. A further
study to validate a newly developed retention model in COJLIS is recommended. / Information Science / M. Inf.
|
214 |
Job embeddedness and organisational commitment as predictors of voluntary turnover at a South African higher education institutionTebele, Cebile 11 1900 (has links)
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 and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
|
215 |
Investigation of the impact of organisational culture on employee commitment during acquisition in an insurance organisationMakgalo, Maropeng Portia 20 November 2020 (has links)
This study is about the investigation of the impact of organisational culture on employee commitment during an acquisition process in an insurance organisation. A sample of 318 employees was selected from a population of +/-600 in a South African insurance organisation. The sample was categorised between employees in non-management as well as those in management positions. Managers were further categorised as junior managers and middle managers. These participants were selected based on the fact that they were not involved in the strategic decision-making processes during the acquisition. Thus they had no input in the decision making regarding the acquisition process. Employees on senior management level and above did not form part of the study because they were involved in the acquisition process's strategic decision-making. The sample was also based on employees who were already employed by the organisation when the acquisition process was finalised. The acquisition process started in 2013 and was finalised in 2017.
The descriptive correlation research method was used for the study. The methodological approach adopted was the quantitative approach analysed based on descriptive statistics followed by inferential statistics using the SPSS 2017 (version 25). Analysis of data was done using Pearson correlation coefficient, regression analysis, independent T-test and ANOVA. The internal consistency of the measuring instruments was determined using the Cronbach's alpha. Questionnaires, namely the Organisational Culture Questionnaire (OCQ) and Organisational Commitment Scale (OCS), were used to measure organisational culture and employee commitment, respectively. The results revealed a high level of internal consistency across the scale and the items of the OCQ (EC & PC) and OCS variables.
The conclusions of the empirical study describe the impact of organisational culture on employee commitment during an acquisition process. The empirical study indicated that the impact of preferred organisational culture on employee commitment is insignificant. However, the impact of existing organisational culture on employee commitment is significant. The findings further indicated that the dominant existing culture is the role culture whilst the dominant preferred culture is the power culture. Affective commitment was found to be dominant in terms of employee commitment.
The limitations of this study are presented together with recommendations for future research. The recommendations for the profession of industrial and organisational psychology highlight pertinent aspects for practicing psychologists and managers in this field. Based on the study's findings, organisations are advised to diagnose their cultures and determine how it affects their employees’ commitment in addition to other recommendations provided. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
|
216 |
The relationship between career adaptability and organisational commitment amongst employees in the investment sector / Ucwaningo lobudlelwano phakathi kokuzinza ezifundweni-msebenzi nasekuzibopheleni kwbasebenzi basezinkampanini zeminotho yemali olubhalwe / Kamano pakeng tsa mokhatlo oa mesebetsi le boitlhophetso ba mokhatlo mahareng a batho sebakeng se batlesitsoengNyathi, Felicity 11 1900 (has links)
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)
|
217 |
An analysis of employee organisational commitment in the Cenacle of Salvation Church : a communication perspectiveNtsonyane, Marie Mary 10 1900 (has links)
This study explores the contribution of communication on organisational commitment
within the Cenacle of Salvation Church. Religious institutions are increasing at a
speedy rate and their employees are also increasing, it is therefore, important to
explore areas of employee wellness such as commitment in these institutes.
Through a mixed method research within the Cenacle of Salvation Church in
Lesotho, the study exploredcommunication as a contributing factor to
organisationalcommitment. Allen and Meyer’s model (1991) of organisational
commitment does not include communication as one of its elements, this is the gap
the study aimed to fill. Interviews and surveys were conducted, and the study found
that communication within the church is very effective, different communication
methods are used in the church to keep employees abreast and this enhances their
commitment. The study also foundthat communication strategies such as feedback
play a major role in influencing organisational commitment.Therefore, it can be said
that communication is a contributing factor to organisational
commitment.Nonetheless,the study recommends that the church keeps up with the
latest technological media and communication channels to further enhance
employee satisfaction with the communication in the church and thereby remain
committed. The study further recommends thatcommunication interventions and
workshops should be expanded internationally sothat the church can learn from
other international churches regarding waysused to keep their employees more
motivated and committed through communication. / Communication Science / M.A. (Communication Science)
|
218 |
What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations / Vad får anställda att förespråka sina arbetsgivare på sociala medier?Ilic, Josefin, Tranell, Matilda January 2018 (has links)
Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a driver for employee advocacy is employer branding, both directly and indirectly through organisational commitment. Therefore, this thesis aims at investigating and analysing the relationship between employer branding and digital employee advocacy as well as the dimensions of employer branding. Ultimately, the purpose of this thesis is to generate insights on which industrial organisations can build strategies for digital employee advocacy programs. This was done by collecting quantitative data through a questionnaire distributed among employees in a Swedish industrial organisation. Based on the data, a PLS-SEM analysis was conducted that both evaluated a newly developed employer branding scale and the relationships between employer branding and digital employee advocacy. The results from the analysis show that employer branding consists of five dimensions: training and development, healthy work atmosphere, ethics and CSR, work life balance as well as compensation and benefits. Furthermore, it can be concluded that employer branding does not lead to digital employee advocacy directly. It can however be shown that the relationships from employer branding to organisational commitment and from organisational commitment to digital employee advocacy are significant and that organisational commitment has a full mediating effect on the direct relationship between employer branding and digital employee advocacy. Thus, organisations need to recognise organisational commitment as a necessity, and employer branding as an instrument, for achieving digital employee advocacy. / I takt med tillväxten av sociala medier så har kommunikationslandskapet förändrats drastiskt och organisationer behöver därför hitta nya innovativa kommunikationsstrategier. En allt mer framstående strategi är digital employee advocacy, vilket innebär att få anställda att frivilligt förespråka sina arbetsgivare på sociala medier. Forskning gällande hur organisationer ska verka för att främja sådant beteende är dock bristfällig i nuläget och en större förståelse för incitament och drivande faktorer är därför nödvändig. En faktor som är identifierad som en potentiell drivkraft för digital employee advocacy är employer branding, både direkt och indirekt genom ett koncept känt som organisational commitment (sv. organisationsengagemang). Baserat på detta är målet för denna rapport att undersöka och analysera relationen mellan employer branding och digital employee advocacy samt de potentiella dimensionerna av employer branding. Vidare är rapportens syfte att generera insikter på vilka industriella organisationer kan bygga strategier för digital employee advocacy program. Detta kunde uppfyllas genom att distribuera en enkät till anställda i en svensk industriorganisation. Baserat på kvantitativ data från denna enkät kunde en PLS-SEM analys genomföras vilken både utvärderade en nyutvecklad skala för employer branding samt relationerna mellan employer branding och digital employee advocacy. Resultaten från denna analys indikerar att employer branding består av fem dimensioner: training and development, healthy work atmosphere, ethics and CSR, work life balance samt compensation and benefits. Vidare så visar resultaten att employer branding i dessa förhållanden inte har en direkt påverkan på digital employee advocacy. Dock visar resultaten att employer branding leder till organisational commitment, som i sin tur leder till digital employee advocacy. Dessutom visar resultaten att det direkta förhållandet mellan employer branding och digital employee advocacy till fullo medieras av organisational commitment. Organisationer som vill uppnå digital employee advocacy bör därför se organisational commitment som en nödvändighet och employer branding som ett hjälpmedel.
|
219 |
The impact of organisational culture on organisational commitmentManetje, Ophillia Maphari 30 November 2005 (has links)
A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts.
The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables.
The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)
|
220 |
The effects of ethical context and behaviour on job retention and performance-related factorsMitonga-Monga, Jeremy 06 1900 (has links)
The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance / Industrial and Organisational Psychology / D. Admin. (Industrial & Organisational Psychology)
|
Page generated in 0.1587 seconds