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Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies

Predicting voluntary turnover in employees using demographic characteristics: A South African case study

  • Authors: Schlechter, Anton F. , Syce, Chantal , Bussin, Mark
  • Date: 2016
  • Subjects: Employee retention - South Africa , Labor turnover , Job satisfaction
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226707 , uj:22928 , Citation: Schlechter, A.F., Syce, C. & Bussin, M. 2016. Predicting voluntary turnover in employees using demographic characteristics: A South African case study. Acta Commercii 16(1):1-10. DOI: http://dx.doi.org/10.4102/ac.v16i1.274. , ISSN: 1684-1999 (Online) , ISSN: 2413-1903 (Print)
  • Description: Abstract: Employee turnover presents arguably the biggest threat to business sustainability and is a dynamic challenge faced by businesses globally. In South Africa, organisations compete to attract and retain skilled employees in an environment characterised by a burgeoning skills deficit. Turnover risk management is becoming an important strategy to ensure organisational stability and promote the effective retention of employees. The purpose of this research was to contribute to the practice of turnover risk management by proposing an approach and constructing a model to predict employee turnover based on demographic characteristics readily available in a human resource information system. Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test. Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks. Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.
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Bank employees’ engagement in corporate social responsibility initiatives at a South African retail bank

Cross-departmental collaboration in strategic sourcing as a catalyst for supplier development : the case of Eskom

Export experience and key success factors in crossborder trade : evidence from Southern Africa

  • Authors: Dhliwayo, Shepherd
  • Date: 2017
  • Language: English
  • Type: Articles
  • Identifier: http://hdl.handle.net/10210/241418 , uj:24854 , Citation: Dhliwayo, S., 2017, ‘Export experience and key success factors in cross-border trade: Evidence from Southern Africa’, Acta Commercii 17(1), a383. https://doi. org/10.4102/ac.v17i1.383 , ISSN: 1684-1999 (Online)
  • Description: Abstract: Orientation: Cross-border trade (CBT) is an important economic activity that contributes to the development of many economies of the developing world. Research purpose: The two primary aims of the study were to find out the major factors needed to succeed in cross-border trading and whether the importance of these factors significantly decreased with export experience. Motivation for the study: The economic contribution of cross-border trade (CBT) is often understated. As a result, it does not get the attention it deserves. Research design, approach and method: Data were collected in Gauteng from 146 crossborder traders from 10 Southern African Development Community (SADC) countries. A crosssectional research design was used. Main findings: The major key success factors were found to be skills/knowledge in; markets and supplies; financial management; and border issues. The importance of these factors was found to not significantly change with levels of export experience. Practical/managerial implications: Stakeholders should know that small firms of differing export experience require the same interventions to succeed. Interventions should empower traders to better access markets and supplies, improve their financial management skills and ease border constraints. Contribution/value-add: Few studies on cross border trading have been carried out in the Southern African Development Community region. The key success factors and the constraints in this type of trade had not been adequately explored. The economic contribution of CBT, which usually goes unnoticed, was highlighted. Interventions to appropriately address the challenges faced, such as trading legitimacy and border harassment, were suggested.
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The impact of corporate governance on firm competitiveness and performance of small and medium enterprises in South Africa: A case of small and medium enterprises in Vanderbijlpark

Daily news and daily bread : precarious employment in the newspaper distribution sector in Durban, South Africa

Employees’ work engagement in a railway organisation: A perspective of ethical work climate and leadership behaviour

Infusing African management philosophy into project management

Investigating retention and workplace implementation of board game learning in employee development

Perceptions of human resource professionals of challenges to and strategies for retaining managers

Technology readiness and mobile self-service technology adoption in the airline industry : an emerging market perspective

Intrapreneurial orientation in small and medium-sized enterprises : an exploration at the employee level

The rivalry between online and direct selling – Is there a winner?

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