Browsing by Author "Van der Merwe, Bahia"

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    Intention to quit in the financial services industry : antecedents and managerial implications
    (AOSIS, 2020-12) Van der Merwe, Bahia; Malan, Johan; Bruwer, Ronel
    Background: A review of the literature revealed that the demanding and often challenging nature of work increases the turnover intention of employees. This trend is especially evident within the South African financial services industry. Aim: The research goal was to explore and empirically test a theoretical model identifying the most salient causes of turnover intention among sales employees employed by financial organisations operating in the South African financial service industry. Setting: The study was conducted on employees operating within the financial service industry in South Africa. Methods: The current study collected quantitative data from 102 employees of insurance or banking or investment companies, using a web-based compilation of standardised questionnaires. This followed a previous study by the research group that collected quantitative and qualitative data from 122 employees operating in an insurance environment, using a combination of an open-ended questionnaire and standardised instruments. Results: The results of the current study confirmed the significance of the paths between turnover intention and employee engagement, time wasted on non-core activities, perceived career development opportunities, and perceived supervisor support, mediated by perceived employee engagement. Conclusion: A replication of this study using a longitudinal research design is recommended in order to overcome the methodological limitations of the current study. The conceptual model developed in this study identified relationships that could be used as guidelines to effectively manage the retention of personal financial advisors in the financial service industry in South Africa.
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    Salient predictors of intention to quit among sales employees within the south african financial services industry
    (Stellenbosch : Stellenbosch University, 2016-12) Van der Merwe, Bahia; Malan, Dirk; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH ABSTRACT: Today’s organisations are consistently faced with radical change within an extremely volatile environment. A review of the literature revealed that the demanding and often challenging nature of work increases employees’ turnover intention. This trend is especially evident within the South African financial services industry. Employees are the most important and valuable assets of an organisation. Without the support and contribution of employees it is impossible to realise organisational success. It is therefore important for organisations to retain their employees. The primary objective of this research study was to explore and empirically test a theoretical model that identifies the most salient predictors of turnover intention among sales employees employed by financial organisations operating in the South African financial service industry. The study investigated the role of job resources, like opportunities to advance and grow, supervisor support, and pay satisfaction, and job demands, like time spent on futile tasks and emotional labour. The study further investigated whether a personal resource, such as psychological capital, plays a role in employee engagement and ultimately turnover intention. In this research study, an ex post facto correlational design was used to test the formulated hypotheses. Quantitative data was collected from 102 employees employed by financial firms operating in the South African financial services industry. The data was collected specifically for the purpose of this research study. Participation was voluntary. A self-administered web-based questionnaire was distributed electronically to the participants. The data collected was strictly confidential and anonymous. The questionnaire comprised eight sections. In addition, the questionnaire included a cover letter, the consent form and biographic information. Subsequent sections measured specific latent variables using valid and reliable measuring instruments. These instruments include the adapted version of the Survey of Perceived Organisational Support (Judd, 2004); the Pay Satisfaction Questionnaire (Heneman & Schwab, 1985); the Surface acting and Deep acting dimensions of the Emotional Labour Scale (Brotheridge & Lee, 2003); the Psychological Capital Questionnaire (Luthans, Avolio & Avey, 20072007); the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker & Salanova , 2006), the Intention to Quit Scale (Oehley, 2007), the Career Growth and Advancement Opportunity Sub-Scale (Jackson & Rothmann, 2005), and the Bern Illegitimate Tasks Scale (Semmer, Jacobshagen, Meier, Elfering, Beehr, Kälin & Tschan, 2015). The data was subjected to a range of statistical analyses, which included item analysis, intercorrelation analysis, partial least squares analyses, the Sobel test for mediation, and the F-to-remove test for moderation. The findings identified the most salient predictors of turnover intention among sales employees employed by financial firms operating in the South African financial services industry. It provides South African industrial psychologists and/or managers with much needed insight into the presenting problem. The discussion of the managerial implications of the research findings and the recommended interventions will empower industrial psychologists and/or managers to ensure the retention of sales employees.