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The relationship between organisational commitment, career adaptability and retention factors within the retail sector in the Western CapeJabaar, Rugshana 06 1900 (has links)
The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status,
tenure and job level) influence an employees’ decision to stay with or to leave the organisation.
A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of
Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure
and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector / Human Resource Management / M. Com. (Human Resource Management)
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'n Perspektief op die beroepsbevrediging van grondvlak maatskaplike werkersHendriks, Elma 06 1900 (has links)
Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die
beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die
werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase
van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir
Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor
beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig
'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige
vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit
bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies.
Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte
van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding,
doelwitbestuur en spanwerk.
Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou
van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die
werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan
word. / This study was undertaken to establish which determinants play a role in the job
satisfaction of direct service social workers and what quality of worklife programmes can
be utilised to address the problem. During the empirical phase of the study, a
questionnaire was circulated to social workers of the Association for the Physically
Disabled, Western Cape, in which suppositions regarding job satisfaction and quality
of worklife was tested. Responses confirmed the need for fair remuneration packages,
promotion opportunities, job security, a high labor turnover and a lack of participation
in the management of welfare organisations. The role of the supervisor figures strongly.
Quality of worklife programmes such as participatory management, sensitivity training,
management by objectives and teamwork are needed.
Suggestions are made to administrators and supervisors concerning the development
of job satisfaction and the utilisation of quality of worklife programmes to control labour
turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)
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'n Perspektief op die beroepsbevrediging van grondvlak maatskaplike werkersHendriks, Elma 06 1900 (has links)
Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die
beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die
werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase
van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir
Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor
beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig
'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige
vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit
bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies.
Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte
van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding,
doelwitbestuur en spanwerk.
Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou
van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die
werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan
word. / This study was undertaken to establish which determinants play a role in the job
satisfaction of direct service social workers and what quality of worklife programmes can
be utilised to address the problem. During the empirical phase of the study, a
questionnaire was circulated to social workers of the Association for the Physically
Disabled, Western Cape, in which suppositions regarding job satisfaction and quality
of worklife was tested. Responses confirmed the need for fair remuneration packages,
promotion opportunities, job security, a high labor turnover and a lack of participation
in the management of welfare organisations. The role of the supervisor figures strongly.
Quality of worklife programmes such as participatory management, sensitivity training,
management by objectives and teamwork are needed.
Suggestions are made to administrators and supervisors concerning the development
of job satisfaction and the utilisation of quality of worklife programmes to control labour
turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)
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