Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse
practitioners’ intention to quit, and consequently what organisations can do to retain these
practitioners. There is increased pressure on the healthcare sector, more specifically
nursing, due to a severe shortage in this discipline. These shortages are not an isolated
phenomenon, but influence the private as well as public sector worldwide, as well as in
South Africa.
A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some
factors are controllable, others not. By isolating the controllable factors, organisations and
managers can be equipped to put action plans in place to decrease the impact of this
crisis. Processes and action plans to enlarge the nursing pool, and also to retain the
current workforce, can contribute to overcoming this challenge.
There is proof that the implementation of a structured talent management programme can
contribute to overcoming this challenge. Line managers and their competence regarding
the management of personnel play a key role in such a talent management programme.
This study has as its objective to re-evaluate an existing talent management competency
model for line managers, and to propose additional variables that can influence
organisational outcomes like job satisfaction, organisational commitment and turnover
intention. By understanding which line manager competencies influence organisational
outcomes, and the manner in which they influence these outcomes, line managers as well
as organisations can be equipped to formulate processes and programmes that can
contribute to the retention of a scarce skill, and importantly, also minimise the impact of a
worldwide crisis.
The results of the study indicated that the operationalisation of the talent management
competencies failed. The originally proposed model consequently had to be reduced by
deleting all talent management latent variables from the model. Poor model fit was
obtained for the reduced model. Modifications were, however, made to the reduced model
based on modification index suggestions derived from the data. The modified model
showed good fit and support was obtained for all the paths in the modified model. Crossvalidation
of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra
dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik
wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in
die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in
hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die
privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid
wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te
isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie
krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te
vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van
hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan
bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die
lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie
studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer
en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos
werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed.
Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die
wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel
as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie
programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die
impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die
talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes
gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te
verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter
aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei
uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is
aanbeveel.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/17786 |
| Date | 12 1900 |
| Creators | Smuts, Nicolette |
| 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 |
| Format | 186 p. : ill. |
| Rights | Stellenbosch University |
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