How changing organisational culture could support the retention of designated groups in the South African public sector : a systematic review

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dc.contributor.advisorLange, Junayen_ZA
dc.contributor.authorLehulere, Kebone Zodwaen_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.en_ZA
dc.date.accessioned2017-11-20T04:57:00Z
dc.date.accessioned2017-12-11T11:02:30Z
dc.date.available2017-11-20T04:57:00Z
dc.date.available2017-12-11T11:02:30Z
dc.date.issued2017-12
dc.descriptionThesis (MPA)--Stellenbosch University, 2017.en_ZA
dc.description.abstractENGLISH SUMMARY : Organisational culture has a strong effect on the retention of employees. It is therefore important for organisations to determine the aspects of this culture that influence employee retention and turnover so that these can be positively managed. The purpose of this study was to examine how organisational culture can influence the retention and turnover of designated groups in the South African public. This was done through the establishment of an empirical base of literature that reports on the influence of organisational culture on the retention of designated groups. A systematic review methodology was chosen to determine suitable studies for selection. A thematic analysis was identified as the appropriate method to analyse the findings of the included studies. The study conducted a systematic review of nine empirical studies conducted between 2005 and 2015. The studies examined relations between organisational culture and employee retention and turnover, both in general and within the designated groups. The selected studies spanned organisations across industries, worldwide. The thematic analysis revealed themes in five organisational cultures relating to employee retention and, in particular, the retention of designated groups. Attitudes towards change, inclusion, recognition and appreciation, as well as growth opportunities and human relations were found to strongly influence the retention and turnover of designated groups in a number of organisations. The manner in which these themes were managed and communicated to organisations determined whether designated groups were retained or lost. The findings of this study may be useful to managers in the South African public service for mitigating employee turnover, especially those categorised under designated groups.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING : Die kultuur van ʼn organisasie het ʼn groot uitwerking op die langtermyn indiensneming van werknemers. Dit is dus belangrik vir organisasies om die aspekte van organisasie kultuur te identifiseer wat langdurige indiensneming en omset beïnvloed, sodat dit positief bestuur kan word. Die doel van hierdie studie is om ondersoek in te stel na hoe die kultuur van ʼn organisasie die retensie en omset van die aangewese groepe in die Suid-Afrikaanse openbare sektor organisasies kan beïnvloed. Dit is gedoen deur 'n empiriese literatuur basis wat ʼn organisasie se kultuur, en die invloed daarvan op die retensie van langtermyn indiensneming van persone uit die aangewese groepe. ʼn Sistematiese oorsig metodologie is gebruik om gepaste studies vir keuring te selekteer. ʼn Tematiese analise is geïdentifiseer as die mees gepaste metode om die bevindings van die ingeslote studies te analiseer. 'n Sistematiese oorsig van nege empiriese studies wat tussen 2005 en 2015 uitgevoer is, is gedoen. Die studies fokus op die verhouding tussen die kultuur van ʼn organisasie, die behoud van werknemers en omset, beide in die algemeen en binne die aangewese groepe. Die studies verteenwoordig verskillende organisasie tipes regoor die wêreld. Die tematiese analise het vyf temas onthul, verbonde aan organisasie kultuur, wat verband hou met die retensie van werknemers, veral uit die aangewese groepe. Die studie het gevind dat houdings teenoor verandering, insluiting, erkenning en waardering, sowel as moontlikhede vir groei en menslike verhoudings, ʼn sterk invloed het op die retensie en omset van die aangewese groepe in verskeie organisasies. Die wyse waarop hierdie temas bestuur en aan organisasies oorgedra is, het bepaal of die aangewese groepe behoue gebly of verlore gegaan het. Die bevindinge van hierdie studie kan nuttig wees vir bestuurders in die Suid-Afrikaanse openbare sektor om werknemersomset te verlaag, veral dié wat onder die aangewese groepe resorteer. Daarbenewens, kan dit ook lei tot 'n verbetering in die werksomgewing en werkstevredenheid.af_ZA
dc.format.extentxi pages ; illustrations, includes annexure
dc.identifier.urihttp://hdl.handle.net/10019.1/102849
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subjectCorporate culture -- South Africaen_ZA
dc.subjectEmployee retention -- South Africaen_ZA
dc.subjectDesignated groups -- South Africaen_ZA
dc.subjectGovernment business enterprises -- South Africaen_ZA
dc.subjectUCTD
dc.titleHow changing organisational culture could support the retention of designated groups in the South African public sector : a systematic reviewen_ZA
dc.typeThesisen_ZA
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