The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/4789 |
| Date | January 2009 |
| Creators | Van Rooyen, Lariska |
| Publisher | North-West University |
| Source Sets | North-West University |
| Detected Language | English |
| Type | Thesis |
Page generated in 0.0017 seconds