Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The aim of the study is firstly to determine what the main causes are for employee turnover
and turnover intention. Secondly, the study is to investigate the consequences for
organisations that are unable to retain or attract talented employees.
The data was collected through exit interviews and through personal interviews from the
organisation. The sample was taken from a diverse group of individuals consisting of
people from all departments in the organisation. In total six departments were considered.
The data was categorised into five areas, namely remuneration and benefits, work-life
balance, organisational culture, job satisfaction and career development. The data will be
presented graphically and then analysed.
The literature review was conducted on the categories as categorised from the exit and
personal interview data. This was done to compare the literature findings to the data
analysis results as established from the exit and personal interview data. The findings
suggested that organisational culture was the biggest contributor to employee turnover or
turnover intention, followed by career development and job satisfaction. While
remuneration and benefits are of some significance, it does not appear to be major
contributors. / AFRIKAANSE OPSOMMING: Die doel van die studie is eerstens om die hoofoorsake van werknemer bedankings, sowel
as die voorneme van werknemers om organisasies te verlaat, te bepaal. Tweedens, om
ondersoek in te stel na die moontlike gevolge vir organisasies wat nie in staat is om
werknemers te behou of nuwe talent te lok nie.
Inligting vir die studie is deur middel van diensverlatings- en persoonlike onderhoude van
die organisasie verkry. 'n Verskeidenheid individue uit ses verskillende departemente het
aan die studie deel-geneem. Die inligting is in vyf katagorieë verdeel, naamlik vergoeding
en voordele, balans tussen werk en persoonlike lewe, organisasiekultuur,
werksbevredeging en loopbaanverbetering. Die data word grafies voorgestel en
geanaliseer.
Die literatuurstudie is saamgestel in dieselfde vyf katagorieë as die waarin inligting verkry
is deur die verskillende onderhoude. Dit is gedoen ten einde die literatuurstudie-bevindings
met die data- analise te vergelyk wat deur middel van diensverlatings- en persoonlike
onderhoude verkry is.
Die studie dui aan dat organisasiekultuur die grootste bydraende faktor is by
werknemerbedankings, sowel as by werknemers wat beoog om die organisasies te
verlaat. Bykomende bevindings dui op loopbaanverbetering en werksbevrediging. Terwyl
vergoeding en voordele 'n faktor is, wys die studie dat dit nie 'n belangrike bydraende
faktor is nie.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/18184 |
| Date | 12 1900 |
| Creators | Ryland, Nizaam |
| Contributors | Marthur-Helm, Babita, Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| 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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