Investigating organisational consequences for failing to retain and attract talented employees

Ryland, Nizaam (2008-12)

Thesis (MBA)--Stellenbosch University, 2008.

Thesis

ENGLISH ABSTRACT: The aim of the study is firstly to determine what the main causes are for employee turnover and turnover intention. Secondly, the study is to investigate the consequences for organisations that are unable to retain or attract talented employees. The data was collected through exit interviews and through personal interviews from the organisation. The sample was taken from a diverse group of individuals consisting of people from all departments in the organisation. In total six departments were considered. The data was categorised into five areas, namely remuneration and benefits, work-life balance, organisational culture, job satisfaction and career development. The data will be presented graphically and then analysed. The literature review was conducted on the categories as categorised from the exit and personal interview data. This was done to compare the literature findings to the data analysis results as established from the exit and personal interview data. The findings suggested that organisational culture was the biggest contributor to employee turnover or turnover intention, followed by career development and job satisfaction. While remuneration and benefits are of some significance, it does not appear to be major contributors.

AFRIKAANSE OPSOMMING: Die doel van die studie is eerstens om die hoofoorsake van werknemer bedankings, sowel as die voorneme van werknemers om organisasies te verlaat, te bepaal. Tweedens, om ondersoek in te stel na die moontlike gevolge vir organisasies wat nie in staat is om werknemers te behou of nuwe talent te lok nie. Inligting vir die studie is deur middel van diensverlatings- en persoonlike onderhoude van die organisasie verkry. 'n Verskeidenheid individue uit ses verskillende departemente het aan die studie deel-geneem. Die inligting is in vyf katagorieë verdeel, naamlik vergoeding en voordele, balans tussen werk en persoonlike lewe, organisasiekultuur, werksbevredeging en loopbaanverbetering. Die data word grafies voorgestel en geanaliseer. Die literatuurstudie is saamgestel in dieselfde vyf katagorieë as die waarin inligting verkry is deur die verskillende onderhoude. Dit is gedoen ten einde die literatuurstudie-bevindings met die data- analise te vergelyk wat deur middel van diensverlatings- en persoonlike onderhoude verkry is. Die studie dui aan dat organisasiekultuur die grootste bydraende faktor is by werknemerbedankings, sowel as by werknemers wat beoog om die organisasies te verlaat. Bykomende bevindings dui op loopbaanverbetering en werksbevrediging. Terwyl vergoeding en voordele 'n faktor is, wys die studie dat dit nie 'n belangrike bydraende faktor is nie.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/18184
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