Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: South African organisations within both the private and public sectors of the economy
are investing heavily into their talented employees, in an attempt to derive a
sustainable competitive advantage. This competitive advantage is threatened when
employees engage in turnover behaviours. This study is directed at understanding
those factors that contribute to employees’ intention to quit following employees’
perceptions of training and development initiatives.
Empirical support has been found that certain line management talent management
competencies would result in the retention of talented employees. This study
investigated an existing talent management competency structural model, with a
specific focus on two talent management competencies related to employee
development, namely: Talent Management Mindset and Develops Others.
Furthermore, this study investigated the inclusion of additional latent variables
(Organisational Trust, Perceived Organisational Support, and Felt Obligation) that
may potentially explain additional variance in various organisational outcome
variables (i.e. Job Satisfaction, Affective Commitment, Normative Commitment, and
Intention to Quit). Through understanding how line managers’ competence on talent
management competencies influence employees’ perceptions of organisational
development initiatives and how these employee perceptions are causally related to
Intention to Quit, organisations will be in the prime position to effectively address the
issue of employee turnover, through structured talent management retention
programmes.
The results of the current study showed that the original structural model displayed
good fit. Based on the modification index values calculated for the G and B matrices,
a number of modifications were made to the structural model. Following the
modifications to the original model, the fit of the model improved, and support was
derived for numerous causal relationships proposed in the model, whist others were
not supported. / AFRIKAANSE OPSOMMING: Suid - Afrikaanse organisasies in beide die privaat – en openbare sektor maak
beduidende beleggings in hul talentvolle werknemers in ‘n poging om ‘n volhoubare
mededingende voordeel te bewerkstellig. Hierdie mededingende voordeel word egter
bedreig wanneer werknemers die organisasie verlaat. Die studie het ten doel gehad
om die faktore te verstaan wat bydra tot werknemers se diensverlatingsvoorneme
gegee hul persepsie van opleiding en ontwikkelings - inisiatiewe.
Die empiriese bevindinge toon dat sekere lynbestuur - talentbestuurbevoegdhede lei
tot die behoud van talent. Die studie het ‘n bestaande talentbestuur bevoegdheids
model ondersoek, met ‘n spesifieke fokus op twee talentbestuur bevoegdhede wat
verband hou met werknemer ontwikkeling, naamlik: Talentbestuur – ingesteldheiden
Ontwikkeling van Ander. Die studie het voorts ook die insluiting van addisionale
latent veranderlikes (Organisatoriese Vertroue, Waargenome Organisatoriese
Ondersteuning, en Verpligting Ervaar) ondersoek wat moontlik addisionele variansie
in verskeie organisatoriese uitkoms veranderlikes kan verklaar (i.e.
Werkstevredenheid, Affektiewe Verbintenis, Normatiewe Verbintenis, en
Diensverlatingsvoornemes). Deur te verstaan hoe lynbestuurders se bevoegdheid op
talentbestuur bevoegdhede werknemers se persepsies van organisatoriese
ontwikkelings-inisiatiewe beïnvloed en hoe hierdie persepsie oorsaaklik verband hou
met Diensverlatingsvoorneme, sal organisasies in ‘n gunstige posisie wees om
diensverlating op ‘n effektiewe wyse aan te spreek deur middel van gestruktureerde
talentbestuur behoud programme.
Die resultate van die huidige studie toon dat die oorspronklike strukturele model goeie
pasgehalte behaal het. Na aanleiding van die modifikasie–indekswaardes wat bereken
is vir die G en B matryse , is ‘n aantal veranderinge aan die strukturele model gemaak.
Nadat die veranderinge aan die oorspronklike model aangebring is, het die pasgehalte
van die model verbeter en steun is verkry vir verskeie oorsaaklike verwantskappe wat
voor gehou is in die model, terwyl ander nie steun verkry het nie.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/86685 |
| Date | 04 1900 |
| Creators | Herselman, Trevor Dwayne |
| Contributors | Theron, C. C., Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Rights | Stellenbosch University |
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