Dissatisfaction in the workplace and its correlation to high staff turnover
- Authors: Mhlanga, Judith
- Date: 2019
- Subjects: Labor turnover , Nonprofit organizations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/437464 , uj:37986
- Description: Abstract: The primary aim of this study is to explore the extent to which the casual factors identified in the study contribute to high staff turnover within a non-profit organisation based in Johannesburg, South Africa. The secondary objectives of this study are to: (i) understand how the working conditions and the management impact on the level of satisfaction of the employees; (ii) establish the reason for absenteeism in the organisation; (iii) identify what contributes to employee satisfaction, with a link to staff turnover; and (iv) find out the significance of employee engagement and interaction in the work environment. Data was collected through semi-structured interviews and participant observations. To analyse the data, the study made use of content analysis. A non-probability sampling technique was used for the study through convenience sampling. Within the organisation, a sample of ten people per department were identified from each of five departments, namely The Finance Department, Bursary Management Programme Department, Marketing and Communication Department and the Development and Human Resource Department which sample size of fifty people in total. These fifty participants were chosen because they represent a natural spread of the organisation which consist one hundred fourteen people, as the organisation is small and consists of a limited number of staff. .. , M.Tech. (Operations Management)
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- Authors: Mhlanga, Judith
- Date: 2019
- Subjects: Labor turnover , Nonprofit organizations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/437464 , uj:37986
- Description: Abstract: The primary aim of this study is to explore the extent to which the casual factors identified in the study contribute to high staff turnover within a non-profit organisation based in Johannesburg, South Africa. The secondary objectives of this study are to: (i) understand how the working conditions and the management impact on the level of satisfaction of the employees; (ii) establish the reason for absenteeism in the organisation; (iii) identify what contributes to employee satisfaction, with a link to staff turnover; and (iv) find out the significance of employee engagement and interaction in the work environment. Data was collected through semi-structured interviews and participant observations. To analyse the data, the study made use of content analysis. A non-probability sampling technique was used for the study through convenience sampling. Within the organisation, a sample of ten people per department were identified from each of five departments, namely The Finance Department, Bursary Management Programme Department, Marketing and Communication Department and the Development and Human Resource Department which sample size of fifty people in total. These fifty participants were chosen because they represent a natural spread of the organisation which consist one hundred fourteen people, as the organisation is small and consists of a limited number of staff. .. , M.Tech. (Operations Management)
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CEO turnover of technology listed companies and share price performance
- Authors: Snowball, Matthew McKenzie
- Date: 2018
- Subjects: Stocks - Prices , Chief executive officers , Labor turnover
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296065 , uj:32251
- Description: M.Com. (Finance) , Abstract: Extensive research has been conducted on the impact of top management or CEO turnover on various aspects of business. These studies have used various methodologies, however, they have yielded findings which are inconsistent or even contradictory. One of the reasons for this is the sheer number of factors that, jointly combined, determine the impact of the turnover on the company. This study provides a different angle on this topic by examining the way in which stock prices react to CEO turnover announcements. This study identified the key factors when determining the direction and magnitude of the stock price reactions to CEO turnover, if there was indeed a reaction. The factors that were looked at were the type of departure (forced or voluntary), the type of replacement (internal or external), prior firm performance, succession planning, whether the outgoing CEO was part of the founding team and the length of time after listing before the turnover event. The sample consisted of listed companies in the technology sector on the NASDAQ in 2005, 2006 and 2007. This time period included 26 listings and 19 CEO turnover events. An event study methodology was used to analyse these events. The findings of this research were mixed, indicating that in most cases, the share price reaction to CEO turnovers was not statistically significant. The findings indicate that in forced CEO turnovers where the replacement was an external candidate, the share price reaction was statistically significant. The findings suggests that further research is needed on the subject of forced CEO turnovers. It was also found that on their own, the factors studied were not significant, however, further research is required into the way in which these factors combine to impact share price reaction to CEO turnover announcements.
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- Authors: Snowball, Matthew McKenzie
- Date: 2018
- Subjects: Stocks - Prices , Chief executive officers , Labor turnover
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296065 , uj:32251
- Description: M.Com. (Finance) , Abstract: Extensive research has been conducted on the impact of top management or CEO turnover on various aspects of business. These studies have used various methodologies, however, they have yielded findings which are inconsistent or even contradictory. One of the reasons for this is the sheer number of factors that, jointly combined, determine the impact of the turnover on the company. This study provides a different angle on this topic by examining the way in which stock prices react to CEO turnover announcements. This study identified the key factors when determining the direction and magnitude of the stock price reactions to CEO turnover, if there was indeed a reaction. The factors that were looked at were the type of departure (forced or voluntary), the type of replacement (internal or external), prior firm performance, succession planning, whether the outgoing CEO was part of the founding team and the length of time after listing before the turnover event. The sample consisted of listed companies in the technology sector on the NASDAQ in 2005, 2006 and 2007. This time period included 26 listings and 19 CEO turnover events. An event study methodology was used to analyse these events. The findings of this research were mixed, indicating that in most cases, the share price reaction to CEO turnovers was not statistically significant. The findings indicate that in forced CEO turnovers where the replacement was an external candidate, the share price reaction was statistically significant. The findings suggests that further research is needed on the subject of forced CEO turnovers. It was also found that on their own, the factors studied were not significant, however, further research is required into the way in which these factors combine to impact share price reaction to CEO turnover announcements.
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Factors affecting the retention of knowledge workers : a case study in a utility engineering department
- Authors: Nkuta, M.F.
- Date: 2018
- Subjects: Employee retention , Labor turnover , Knowledge workers
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393606 , uj:32572
- Description: Abstract: Talented knowledge workers play a crucial role in the ever-changing world and in today’s knowledge economy. Knowledge workers should form part of every organisation’s retention plans to stay competitive. However, retaining knowledge workers remains a challenge today due to their mobility and a constant search for greener pastures. Organisations should welcome this challenge as these workers hold a strategic value and can be considered a key differentiator. Knowledge workers are known for their high mobility and when they leave an organisation, they leave a knowledge deficit. Thus, keeping talented knowledge workers ensures that the knowledge in their minds is not lost to the organisation. To understand the retention cognition of knowledge workers, a literature review was conducted to identify factors which affect the retention of knowledge workers and to develop retention measures to keep them. The retention measures ensure that the knowledge remains in the organisation. Archival records, questionnaires and interviews were used to collect data from an engineering department of the Production Unit ABC in relation to factors affecting the retention or turnover decisions of knowledge workers. The knowledge workers were referred to engineering practitioners; those who performed engineering work or provided technical support. From the results it was clear that the following factors, e.g., compensation, organisational culture, leadership and work environment affect the retention of knowledge workers. Compensation and benefits, work environment, training and career development opportunities as well as family support were found to be prominent retention measures. The conclusion that can be drawn is that several factors affect the retention of knowledge workers, their decision to leave or stay within their place of employment and although there are ways to retain the best talent, knowledge workers can simply leave if they so wish. , M.Ing. (Engineering Management)
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- Authors: Nkuta, M.F.
- Date: 2018
- Subjects: Employee retention , Labor turnover , Knowledge workers
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393606 , uj:32572
- Description: Abstract: Talented knowledge workers play a crucial role in the ever-changing world and in today’s knowledge economy. Knowledge workers should form part of every organisation’s retention plans to stay competitive. However, retaining knowledge workers remains a challenge today due to their mobility and a constant search for greener pastures. Organisations should welcome this challenge as these workers hold a strategic value and can be considered a key differentiator. Knowledge workers are known for their high mobility and when they leave an organisation, they leave a knowledge deficit. Thus, keeping talented knowledge workers ensures that the knowledge in their minds is not lost to the organisation. To understand the retention cognition of knowledge workers, a literature review was conducted to identify factors which affect the retention of knowledge workers and to develop retention measures to keep them. The retention measures ensure that the knowledge remains in the organisation. Archival records, questionnaires and interviews were used to collect data from an engineering department of the Production Unit ABC in relation to factors affecting the retention or turnover decisions of knowledge workers. The knowledge workers were referred to engineering practitioners; those who performed engineering work or provided technical support. From the results it was clear that the following factors, e.g., compensation, organisational culture, leadership and work environment affect the retention of knowledge workers. Compensation and benefits, work environment, training and career development opportunities as well as family support were found to be prominent retention measures. The conclusion that can be drawn is that several factors affect the retention of knowledge workers, their decision to leave or stay within their place of employment and although there are ways to retain the best talent, knowledge workers can simply leave if they so wish. , M.Ing. (Engineering Management)
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Predicting voluntary turnover in employees using demographic characteristics: A South African case study
- Schlechter, Anton F., Syce, Chantal, Bussin, Mark
- 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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- 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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Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies
- Bussin, Mark, Toerien, Wernardt C.
- Authors: Bussin, Mark , Toerien, Wernardt C.
- Date: 2015
- Subjects: Employee retention , Labor turnover , Job satisfaction , Pay-for-knowledge systems - South Africa , Compensation management - South Africa
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226817 , uj:22942 , Citation: Bussin, M. & Toerien, W.C. 2015. Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies. Acta Commercii, 15(1):1-13. DOI: http://dx.doi.org/10.4102/ac.v15i1.290. , ISSN: 2413-1903 (Print) , ISSN: 1684-1999 (Online)
- Description: Abstract: The world of work is evolving and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of rewards they prefer. The nature of these preferences in the South African, industry-specific context is poorly understood. The purpose of this study was to deepen understanding of the reward preferences of Information technology (IT) knowledge workers in South Africa, specifically as these relate to the attraction, retention and motivation of knowledge workers. Design: The research design included a quantitative, empirical and descriptive study of reward preferences, measured with a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups and non-parametric analysis of variance. Findings: This study found that there are specific reward preferences in knowledge workers in the IT sector in South Africa and that these preferences apply differently when related to the attraction, retention and motivation of employees. It identified the most important reward components in the competition for knowledge workers and also demonstrated that demographic characteristics play a statistically significant role in determining reward preferences. Practical implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and jobhopping. Importantly, the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios: attraction, retention and motivation.
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- Authors: Bussin, Mark , Toerien, Wernardt C.
- Date: 2015
- Subjects: Employee retention , Labor turnover , Job satisfaction , Pay-for-knowledge systems - South Africa , Compensation management - South Africa
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226817 , uj:22942 , Citation: Bussin, M. & Toerien, W.C. 2015. Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies. Acta Commercii, 15(1):1-13. DOI: http://dx.doi.org/10.4102/ac.v15i1.290. , ISSN: 2413-1903 (Print) , ISSN: 1684-1999 (Online)
- Description: Abstract: The world of work is evolving and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of rewards they prefer. The nature of these preferences in the South African, industry-specific context is poorly understood. The purpose of this study was to deepen understanding of the reward preferences of Information technology (IT) knowledge workers in South Africa, specifically as these relate to the attraction, retention and motivation of knowledge workers. Design: The research design included a quantitative, empirical and descriptive study of reward preferences, measured with a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups and non-parametric analysis of variance. Findings: This study found that there are specific reward preferences in knowledge workers in the IT sector in South Africa and that these preferences apply differently when related to the attraction, retention and motivation of employees. It identified the most important reward components in the competition for knowledge workers and also demonstrated that demographic characteristics play a statistically significant role in determining reward preferences. Practical implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and jobhopping. Importantly, the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios: attraction, retention and motivation.
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An investigative study on the impact of staff turnover on the level of service provided to customers
- Authors: Smit, Ludolf Ivan
- Date: 2014-02-05
- Subjects: Labor turnover , Customer service
- Type: Thesis
- Identifier: uj:3628 , http://hdl.handle.net/10210/9006
- Description: M.B.A. , This study focuses on the impact of staff turnover on the level of service provided to customers. Understanding your customers' service requirements and .meeting or exceeding these needs and requirements and requests are key success areas for any business. There is, however, various factors that can have an impact on a business's understanding ofwhat the customer requires, and it is here that the customer relationship plays an important role. These relationships are built by people - staff. Staffturnover can be seen as the number ofstaff members that moved into, and out of, a position over a given time period, and can influence a business and customer relationships in different ways. A secondary study was embarked upon to determine what staff turnover and customer service entails. This focussed on defining the concepts, causes and possible effects thereof. A primary study was undertaken in the Bulk Cryogenic Gasses industry to determine if there is a link between the two variables. A questionnaire was sent out to various respondents to gather primary data to record customers perceptions of the impact regarding stafftumover on the level ofservice provided to them. Based on the responses received from the questionnaires, the majority ofcustomers were not impacted by staff turnover. The minority of customers who stated that they were impacted by stafftumover experienced a positive change. It is clear from this study that staff turnover does not impact negatively on the level of service provided to customers
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An investigative study on the impact of staff turnover on the level of service provided to customers
- Authors: Smit, Ludolf Ivan
- Date: 2014-02-05
- Subjects: Labor turnover , Customer service
- Type: Thesis
- Identifier: uj:3628 , http://hdl.handle.net/10210/9006
- Description: M.B.A. , This study focuses on the impact of staff turnover on the level of service provided to customers. Understanding your customers' service requirements and .meeting or exceeding these needs and requirements and requests are key success areas for any business. There is, however, various factors that can have an impact on a business's understanding ofwhat the customer requires, and it is here that the customer relationship plays an important role. These relationships are built by people - staff. Staffturnover can be seen as the number ofstaff members that moved into, and out of, a position over a given time period, and can influence a business and customer relationships in different ways. A secondary study was embarked upon to determine what staff turnover and customer service entails. This focussed on defining the concepts, causes and possible effects thereof. A primary study was undertaken in the Bulk Cryogenic Gasses industry to determine if there is a link between the two variables. A questionnaire was sent out to various respondents to gather primary data to record customers perceptions of the impact regarding stafftumover on the level ofservice provided to them. Based on the responses received from the questionnaires, the majority ofcustomers were not impacted by staff turnover. The minority of customers who stated that they were impacted by stafftumover experienced a positive change. It is clear from this study that staff turnover does not impact negatively on the level of service provided to customers
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The extent and impact of mobility in the South African public service amongst senior managers and professionals
- Authors: Hitzeroth, Marlon L.
- Date: 2014-02-05
- Subjects: Employee retention , Labor turnover , Public Service - South Africa
- Type: Thesis
- Identifier: uj:8061 , http://hdl.handle.net/10210/8992
- Description: M.B.A. , This paper investigates the causes and impact of mobility among senior managers and professionals within the South African public sector and is intended to contribute to debate on the theoretical and operational merits of understanding turnover by offering a best practise retention model as an approach to analysing and managing turnover. This investigation takes place within the context of a relatively young democracy that presents unique opportunities and challenges for a public sector guided by the strategic objective of optimum service delivery. This strategic imperative requires the recruitment and retention of skills at senior levels in order to ensure the efficacy of government and is exacerbated by limited resources in relation to what is on offer within the private sector. As such, this investigation into the causes and effects of mobility among senior managers and professionals also aims to establish the extent of mobility on these levels as well as offer strategies that will assist in the retention of these categories. The investigation explores the conceptual framework and theoretical contribution of current debate on retention, as well as offering thoughts on logistical and operational issues.
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- Authors: Hitzeroth, Marlon L.
- Date: 2014-02-05
- Subjects: Employee retention , Labor turnover , Public Service - South Africa
- Type: Thesis
- Identifier: uj:8061 , http://hdl.handle.net/10210/8992
- Description: M.B.A. , This paper investigates the causes and impact of mobility among senior managers and professionals within the South African public sector and is intended to contribute to debate on the theoretical and operational merits of understanding turnover by offering a best practise retention model as an approach to analysing and managing turnover. This investigation takes place within the context of a relatively young democracy that presents unique opportunities and challenges for a public sector guided by the strategic objective of optimum service delivery. This strategic imperative requires the recruitment and retention of skills at senior levels in order to ensure the efficacy of government and is exacerbated by limited resources in relation to what is on offer within the private sector. As such, this investigation into the causes and effects of mobility among senior managers and professionals also aims to establish the extent of mobility on these levels as well as offer strategies that will assist in the retention of these categories. The investigation explores the conceptual framework and theoretical contribution of current debate on retention, as well as offering thoughts on logistical and operational issues.
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Re-establishing the psychological contract as a precursor to employee retention
- Dhanpat, N., Parumasur, S. B.
- Authors: Dhanpat, N. , Parumasur, S. B.
- Date: 2014
- Subjects: Employee retention , Job satisfaction , Labor turnover , Psychological contract
- Type: Article
- Identifier: uj:5538 , http://hdl.handle.net/10210/14073
- Description: The violation and breach of a psychological contract and trust often results in a decline in employees’ willingness to contribute and intentions to stay in an organization. Hence, this paper aims to understand the psychological contract and trust and their role in employee retention. It focuses on employee and organizational expectations and the importance employees attach to these and assesses issues of trust, job satisfaction and intentions to leave. Data was collected using an established questionnaire whose psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analyzed using descriptive and inferential statistics. The findings reflect that mutual trust and, meeting expectations and having their expectations met by the organization are important to employees. Based on the results of the issues of the psychological contract and trust, recommendations are tabulated, which when implemented, have the potential for enhancing employee retention and reducing intentions to leave the organization.
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- Authors: Dhanpat, N. , Parumasur, S. B.
- Date: 2014
- Subjects: Employee retention , Job satisfaction , Labor turnover , Psychological contract
- Type: Article
- Identifier: uj:5538 , http://hdl.handle.net/10210/14073
- Description: The violation and breach of a psychological contract and trust often results in a decline in employees’ willingness to contribute and intentions to stay in an organization. Hence, this paper aims to understand the psychological contract and trust and their role in employee retention. It focuses on employee and organizational expectations and the importance employees attach to these and assesses issues of trust, job satisfaction and intentions to leave. Data was collected using an established questionnaire whose psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analyzed using descriptive and inferential statistics. The findings reflect that mutual trust and, meeting expectations and having their expectations met by the organization are important to employees. Based on the results of the issues of the psychological contract and trust, recommendations are tabulated, which when implemented, have the potential for enhancing employee retention and reducing intentions to leave the organization.
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Reasons for staff turnover amongst consultants in the recruitment industry
- Authors: Moss, Tamryn Denise
- Date: 2013-07-18
- Subjects: Labor turnover , Employment agencies - Employees
- Type: Thesis
- Identifier: uj:7624 , http://hdl.handle.net/10210/8494
- Description: M.Comm. (Business Management) , An exploration into the level of high staff turnover in the recruitment industry and the possible reasons for the turnover. A quantitative study using a survey with carefully considered reasons for why consultants would leave the recruitment industry. Making use of Binary Logistic Regression modelling and Boosted Regression Tree analysis (BRT), the main reasons for why consultants leave the recruitment industry were identified with applicable outcomes and recommendations for future study.
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- Authors: Moss, Tamryn Denise
- Date: 2013-07-18
- Subjects: Labor turnover , Employment agencies - Employees
- Type: Thesis
- Identifier: uj:7624 , http://hdl.handle.net/10210/8494
- Description: M.Comm. (Business Management) , An exploration into the level of high staff turnover in the recruitment industry and the possible reasons for the turnover. A quantitative study using a survey with carefully considered reasons for why consultants would leave the recruitment industry. Making use of Binary Logistic Regression modelling and Boosted Regression Tree analysis (BRT), the main reasons for why consultants leave the recruitment industry were identified with applicable outcomes and recommendations for future study.
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Challenges facing auditing firms in retaining chartered accountants (CAs)
- Phungwayo, Albertina Duduzile
- Authors: Phungwayo, Albertina Duduzile
- Date: 2012-10-30
- Subjects: Chartered accountants , Accounting standards , Accounting firms - Personnel management , Human capital , Labor turnover
- Type: Mini-Dissertation
- Identifier: uj:10472 , http://hdl.handle.net/10210/7944
- Description: M.Phil. , Orientation: This study is an exploration of the factors that lead to staff turnover amongst chartered accountants (CAs) in auditing firms. Research purpose: Its aim was to investigate the factors that might have led to CAs‟ leaving these firms. Motivation of study: There is an increased concern in the South African auditing industry as more CAs are leaving their employ for the greener pastures of commerce and industry. An understanding of the factors leading to high CA turnover will aid employers in developing retention strategies. Research design: The auditing division of BDO was selected for the study. A randomly selected sample consisted of 11 auditing managers and was selected from a population of 26 auditing managers. Tables 3, 4 and 5 in Chapter 4 depict the profile of the participants. Method: A qualitative research method was adopted with the aim of identifying turnover causes. This approach allowed the researcher to understand the meaning that underlies the turnover of CAs, and to interpret the meaning and intentions of this. Interviews with open ended questions were used to collect data. Responses were subsequently grouped into themes and categories, comparisons made, and interpretations of these were then formed. Main findings: The results of the study indicated the importance of incentives, career advancement, the term of employment contracts, as well as interesting, stimulating and diverse projects. These were found to lead to a decision to leave auditing firms, and for this reason required urgent attention. The study noted that personal factors had stronger impact on a decision to leave than job-inherent factors. This might signal that CAs prefer to control their own careers. None of the employer factors were found to be push factors. Practical/managerial implications: It is suggested that management of auditing firms should investigate matters that staff members consider to be important, or even investigate what other auditing firms are doing to retain staff. A limitation of the study is that its results are not generalisable to a larger population. v Contribution and value add: The main contribution of the study was to investigate the initiatives that were important enough to CAs to convince them to remain with their employers rather than leave them. Key words: Human Resources, Employees, Skills shortages, Staff turnover, Employer Value Propositions, Qualitative research, CAs.
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- Authors: Phungwayo, Albertina Duduzile
- Date: 2012-10-30
- Subjects: Chartered accountants , Accounting standards , Accounting firms - Personnel management , Human capital , Labor turnover
- Type: Mini-Dissertation
- Identifier: uj:10472 , http://hdl.handle.net/10210/7944
- Description: M.Phil. , Orientation: This study is an exploration of the factors that lead to staff turnover amongst chartered accountants (CAs) in auditing firms. Research purpose: Its aim was to investigate the factors that might have led to CAs‟ leaving these firms. Motivation of study: There is an increased concern in the South African auditing industry as more CAs are leaving their employ for the greener pastures of commerce and industry. An understanding of the factors leading to high CA turnover will aid employers in developing retention strategies. Research design: The auditing division of BDO was selected for the study. A randomly selected sample consisted of 11 auditing managers and was selected from a population of 26 auditing managers. Tables 3, 4 and 5 in Chapter 4 depict the profile of the participants. Method: A qualitative research method was adopted with the aim of identifying turnover causes. This approach allowed the researcher to understand the meaning that underlies the turnover of CAs, and to interpret the meaning and intentions of this. Interviews with open ended questions were used to collect data. Responses were subsequently grouped into themes and categories, comparisons made, and interpretations of these were then formed. Main findings: The results of the study indicated the importance of incentives, career advancement, the term of employment contracts, as well as interesting, stimulating and diverse projects. These were found to lead to a decision to leave auditing firms, and for this reason required urgent attention. The study noted that personal factors had stronger impact on a decision to leave than job-inherent factors. This might signal that CAs prefer to control their own careers. None of the employer factors were found to be push factors. Practical/managerial implications: It is suggested that management of auditing firms should investigate matters that staff members consider to be important, or even investigate what other auditing firms are doing to retain staff. A limitation of the study is that its results are not generalisable to a larger population. v Contribution and value add: The main contribution of the study was to investigate the initiatives that were important enough to CAs to convince them to remain with their employers rather than leave them. Key words: Human Resources, Employees, Skills shortages, Staff turnover, Employer Value Propositions, Qualitative research, CAs.
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The impact of staff turnover on client service in the employee benefit industry
- Authors: Vanrenen-Goldman, Evette
- Date: 2012-08-15
- Subjects: Labor turnover , Customer services
- Type: Thesis
- Identifier: uj:9370 , http://hdl.handle.net/10210/5808
- Description: M.Comm. , In today's business environment client service can lead to the success or failure of any business. The client is "king" and should be treated as such. In the employee benefits industry a relationship is created between the employee of the company and that person's clients. This study will investigate if there is a link between the services rendered to client and staff turnover in the employee benefits in this try in South Africa. The question this study aimed to answer is what happens if that person decides to leave the organisation or company. Does this have any impact on clients and the level of service the clients receive from the company or organisation.
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- Authors: Vanrenen-Goldman, Evette
- Date: 2012-08-15
- Subjects: Labor turnover , Customer services
- Type: Thesis
- Identifier: uj:9370 , http://hdl.handle.net/10210/5808
- Description: M.Comm. , In today's business environment client service can lead to the success or failure of any business. The client is "king" and should be treated as such. In the employee benefits industry a relationship is created between the employee of the company and that person's clients. This study will investigate if there is a link between the services rendered to client and staff turnover in the employee benefits in this try in South Africa. The question this study aimed to answer is what happens if that person decides to leave the organisation or company. Does this have any impact on clients and the level of service the clients receive from the company or organisation.
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The retention of South African female chartered accountants in public practice
- Authors: Ribeiro, Stella Procopiou
- Date: 2012-07-03
- Subjects: Women accountants , Chartered accountants , Labor turnover , Employee retention
- Type: Mini-Dissertation
- Identifier: uj:8777 , http://hdl.handle.net/10210/5136
- Description: M.Comm. , Orientation: Over 50% of graduates entering the Chartered Accountant (CA) profession from universities each year are women. Retention of these women in public practice, however, remains low at a mere 29%. Research purpose: This study investigates whether relationships exist between the job demands, job resources, job involvement, and turnover intentions of South African female CAs and trainee CAs in public practice audit, tax, and advisory firms in an attempt to understand what impacts their retention in public practice. Motivation for the study: International and national research suggests that there is a low retention of female CAs in public practice, as is evidenced by a low number of females CAs in management and partnership positions. An estimated shortage of 22000 skilled financial professionals, including female CAs, is expected in public practice over the next few years. This study aims to explore the turnover intentions of female CAs and trainee CAs through the relationships with their unique job demands, job resources, and job involvement, in an attempt to understand what impacts their retention in public practice. Research design: A web-based questionnaire was used in a survey that was conducted with South African female CAs and trainee CAs across the country. A total of 851 responses were received, and were analysed by means of Structural Equation Modelling (SEM) to interpret the hypothesised model linkages. Main findings: This study indicates that growth opportunities and communication and participation in decision-making are related to job involvement. Job involvement is negatively related to turnover intentions, and the relationship between growth opportunities, communication and participation in decision-making, and turnover intentions are mediated by job involvement. Practical/Managerial implications: The identified job resources that impact the turnover intentions of South African female CAs and trainee CAs in public practice should be investigated and afforded the necessary attention by the management of public practice firms in order to aid the development and retention of women in theCA profession.Contribution and value add: This study adds to the empirical support for the Job Demands-Job Resources (JD-R) model. It also contributes to the CA profession by identifying those job demands and job resources that have an impact on the retention of women in public practice. Key words: female Chartered Accountants, retention, public practice, South African, job demands, job resources, job involvement, turnover intentions, CA(SA)
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- Authors: Ribeiro, Stella Procopiou
- Date: 2012-07-03
- Subjects: Women accountants , Chartered accountants , Labor turnover , Employee retention
- Type: Mini-Dissertation
- Identifier: uj:8777 , http://hdl.handle.net/10210/5136
- Description: M.Comm. , Orientation: Over 50% of graduates entering the Chartered Accountant (CA) profession from universities each year are women. Retention of these women in public practice, however, remains low at a mere 29%. Research purpose: This study investigates whether relationships exist between the job demands, job resources, job involvement, and turnover intentions of South African female CAs and trainee CAs in public practice audit, tax, and advisory firms in an attempt to understand what impacts their retention in public practice. Motivation for the study: International and national research suggests that there is a low retention of female CAs in public practice, as is evidenced by a low number of females CAs in management and partnership positions. An estimated shortage of 22000 skilled financial professionals, including female CAs, is expected in public practice over the next few years. This study aims to explore the turnover intentions of female CAs and trainee CAs through the relationships with their unique job demands, job resources, and job involvement, in an attempt to understand what impacts their retention in public practice. Research design: A web-based questionnaire was used in a survey that was conducted with South African female CAs and trainee CAs across the country. A total of 851 responses were received, and were analysed by means of Structural Equation Modelling (SEM) to interpret the hypothesised model linkages. Main findings: This study indicates that growth opportunities and communication and participation in decision-making are related to job involvement. Job involvement is negatively related to turnover intentions, and the relationship between growth opportunities, communication and participation in decision-making, and turnover intentions are mediated by job involvement. Practical/Managerial implications: The identified job resources that impact the turnover intentions of South African female CAs and trainee CAs in public practice should be investigated and afforded the necessary attention by the management of public practice firms in order to aid the development and retention of women in theCA profession.Contribution and value add: This study adds to the empirical support for the Job Demands-Job Resources (JD-R) model. It also contributes to the CA profession by identifying those job demands and job resources that have an impact on the retention of women in public practice. Key words: female Chartered Accountants, retention, public practice, South African, job demands, job resources, job involvement, turnover intentions, CA(SA)
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'n Ondersoek na die verband tussen loopbaanvolwassenheid en personeelomset binne 'n lugvaartmaatskappy
- Authors: Jansen van Vuuren, Chanel
- Date: 2012-02-06
- Subjects: Career development , Adulthood , Emotional maturity , Labor turnover , Airlines employees
- Type: Thesis
- Identifier: uj:2030 , http://hdl.handle.net/10210/4381
- Description: M.A. , This study aims to investigate career maturity and career developmental tasks of cabin crew and ground personnel in an airline. This study set out to measure the level of career maturity as well as the mastery of different career developmental tasks. Fifty-one subjects partook in the study of which 30 persons are ground staff and 21 cabin crew. By taking career maturity and the mastery of certain career developmental tasks into consideration, the researcher can make certain assumptions about the turnover of personnel. The measuring instruments that will be used in this study include the Career Mastery Inventory (Crites, 1990), the Self-Directed Search (Holland, 1985) and the Career Development Questionnaire (Langley, 1989). Research questions that will be part of this study includes: • what level of career maturity was achieved in each of the occupations; • what developmental tasks were achieved, like organizational ability, position performance, work habits and attitudes, advancement, career choice and plans and co-worker relationships; and • what coping mechanisms like adjustive, integrative and non-adjustive coping skills were used in the solving of problems within the organization. These factors will be taken into consideration to research the possible effect on personnel turnover.
- Full Text:
- Authors: Jansen van Vuuren, Chanel
- Date: 2012-02-06
- Subjects: Career development , Adulthood , Emotional maturity , Labor turnover , Airlines employees
- Type: Thesis
- Identifier: uj:2030 , http://hdl.handle.net/10210/4381
- Description: M.A. , This study aims to investigate career maturity and career developmental tasks of cabin crew and ground personnel in an airline. This study set out to measure the level of career maturity as well as the mastery of different career developmental tasks. Fifty-one subjects partook in the study of which 30 persons are ground staff and 21 cabin crew. By taking career maturity and the mastery of certain career developmental tasks into consideration, the researcher can make certain assumptions about the turnover of personnel. The measuring instruments that will be used in this study include the Career Mastery Inventory (Crites, 1990), the Self-Directed Search (Holland, 1985) and the Career Development Questionnaire (Langley, 1989). Research questions that will be part of this study includes: • what level of career maturity was achieved in each of the occupations; • what developmental tasks were achieved, like organizational ability, position performance, work habits and attitudes, advancement, career choice and plans and co-worker relationships; and • what coping mechanisms like adjustive, integrative and non-adjustive coping skills were used in the solving of problems within the organization. These factors will be taken into consideration to research the possible effect on personnel turnover.
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