An evaluation of the relationship between innovative culture and employee turnover in organisations in Gauteng
- Authors: Ebrahim, Naseema
- Date: 2015-09-17
- Subjects: Labor turnover - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Organizational behavior , Creative ability in business
- Type: Thesis
- Identifier: uj:14133 , http://hdl.handle.net/10210/14570
- Description: M.Ing. , The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.
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Recruitment and retention of employees at the Gauteng Department of Education Head Office from 2005 to 2009
- Authors: Mosehla, Ramapane Seth
- Date: 2014-04-16
- Subjects: Employees - Recruiting - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Gauteng (South Africa). Dept. of Education
- Type: Thesis
- Identifier: uj:10769 , http://hdl.handle.net/10210/10277
- Description: M.A. (Public Management and Governance) , Adequate human resource (HR) practices and policies are indispensable for effective public service delivery. In the absence of adequate public human resource practices and policies, the core function of the state which is to deliver quality services, will be compromised. Consequently, systematic attention has to be paid to human resource recruitment and retention practices as fundamental success factors in human resource management. Against this backdrop, this study aimed to investigate the recruitment and retention processes of the Head Office of the Gauteng Provincial Education Department during the period of 2005-2009. It was evident from this study that the Head Office of the Gauteng Department of Provincial Education had challenges in recruiting and retaining skilled staff. In addition, very little was known as to the reasons and causes of the high staff turnover at the Head Office: Gauteng Provincial Department of Education. This resulted in unmotivated staff, poor performance, absenteeism and staff turnover. One key finding of this study was that there has to be a motivation or incentive programme put in place to retain skilled staff in order to promote effective and efficient public service delivery. Finally, this study had concluded that the Head Office of Gauteng Provincial Department of Education has to develop a recruitment and retention policy that suits its challenges and it has to incentivise staff appropriately in order to retain them.
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