Abstract
M.A.
Orientation: Skills shortages, particularly in the engineering field, have resulted in
organisations searching for effective retention programs. With the widespread
change in the composition of workforces, some researchers have suggested that
programs be specifically designed to address the career expectations of different
generational groups as this may enhance retention.
Research purpose: Although much research on generational cohort theory exists,
much of it is contained in popular media as opposed to academic literature. Further,
there is a lack of academic research linking work expectations to specific retention
factors for different generational cohorts of workers, particularly Generation Y. This
research aimed to establish what the career expectations and retention factors of
Generation Y engineers in the organisational entry and early phases of their careers
are.
Motivation for the study: In South Africa, engineering is the profession that
experiences the most difficulties in filling vacancies; a situation which emphasises
the need to retain our engineers. In order to retain these engineers effectively, it has
been suggested that tailor-made retention programs be implemented for different
generations. Some researchers have however expressed that employees that are
currently entering the workplace have distinctly different characteristics to earlier
generations. The primary motivation for the research study was to establish the
career expectations and retention factors of engineering graduates within the
research setting. As a secondary motivation, the research aimed to establish what
differences exist between Generation Y and earlier generations, if any.
Research design: An exploratory study from an interpretive perspective was
designed whereby the responses from 22 participants, obtained during one-onone
in-depth interviews, were thematically analysed to derive an understanding
of the value that participants placed on career expectations prior to entering the
world of work and the retention factors subsequent to entering the world of work.
A focus group with three participants, who were part of the initial interviewing
v
process, was then facilitated to explore the first order themes uncovered in the
initial interviews.
Main findings: Results show that, engineers, believed to part of Generation Y, value
gaining engineering experience, ideally practical experience on actual engineering
sites; learning, mentorship, involvement in engineering design, training and
development, work-life balance, and the ability to manage their own career
development. Although there were some similarities between career expectations
and retention factors of engineering graduates in the organisation entry and early
phase of their careers with reported characteristics of Generation Y, the research
findings are not overwhelming to safely conclude that generational differences
impact the turnover and retention of engineers.
Practical/Managerial implications: Participants expressed the critical importance
of a structured graduate development program that allowed for growth and
development particularly through mentorship and the gaining of engineering
experience. A program that is aligned to an overall graduate policy which depicts
clear lines of management responsibility and levels of engagement for its operation
in order to satisfy and meet graduates’ career expectations could enhance retention.
Further, a program whereby graduates are afforded the opportunity to gain work
experience on projects on site could also enhance retention significantly. Induction
and on-boarding programs that specifically facilitate an understanding of the
business as well as specific engineering practices could also enhance retention.
Ensuring that engineering graduates are allocated work with elements of engineering
design was deemed to be a critical factor for the retention of engineering graduates.
Contribution and value add: Engineering consulting organisations who wish to
retain their engineering graduates for longer periods of time may find this research of
particular interest as it highlights what engineering graduates in the organisational
entry and early career phase of their careers generally expect from the world of work
prior to entering the workforce as well as subsequent retention factors after joining
the world of work. These findings could be of interest to South African engineering
consulting organisations, given the current scarcity of technical human resources, as
vi
it may provide insight, and in so doing, assist them in planning programs to address
the problem of retaining engineers in our country.