Abstract
Introduction: Voluntary turnover can have a negative impact on the overall performance of an organisation, as organisations rely on employees who are committed to their work to achieve the organisational objectives. Studies have shown that voluntary turnover contributes to an increase of direct and indirect costs, therefore, it is vital to understand the predictors of voluntary turnover to ensure that organisations put measures in place to retain employees and to remain sustainable.
Research purpose: The main objective of this research study was to establish the relationship between management talent mindset, job autonomy, career advancement and voluntary turnover in a South African manufacturing organisation.
Motivation of Study: Research on the predictors of voluntary turnover in the South African manufacturing industry is yet to be explored to reach its full potential.
Research Design, Approach and Method: This study adopted a quantitative research design. Data were collected from employees in a manufacturing organisation (N = 123) by means of a questionnaire using pre-existing measurement tools.
Findings: The findings suggest that there is a significant positive relationship between management talent mindset, career advancement and job autonomy. However, the study found that there is a significant negative relationship between management talent mindset and voluntary turnover, and between career advancement, job autonomy and voluntary turnover. Furthermore, it was found that career development and job autonomy do not moderate the relationship between management talent mindset and voluntary turnover.
Management Implications: Organisations are encouraged to adopt a culture of talent mindset, as this will instil a culture in which talented employees are recognised and measures are put in place to retain them.
Value-Add: This study will contribute to the existing research conducted on voluntary turnover and the predictors of it towards a manufacturing industry.
Conclusion: This research highlighted the importance of organisations’ adopting talent management practices and strategies to retain top talent in the organisation, so that they may remain competitive and sustainable in the market.
Keywords: career advancement, job autonomy, management talent mindset, manufacturing, voluntary turnover.