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Modification and elaboration of the original Smuts (2011) explanatory intention to quit structural model and empirical testing of the modified and elaborated Reitz model

dc.contributor.advisorTheron, Callie C.en_ZA
dc.contributor.authorReitz, Islarien_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2019-08-04T10:19:22Z
dc.date.accessioned2019-12-11T06:58:45Z
dc.date.available2019-08-04T10:19:22Z
dc.date.available2019-12-11T06:58:45Z
dc.date.issued2019-12
dc.identifier.urihttp://hdl.handle.net/10019.1/107316
dc.descriptionThesis (MCom)--Stellenbosch University, 2019.en_ZA
dc.description.abstractENGLISH SUMMARY : Today’s business environment has become very competitive and the retention of skilled, high-performing employees has therefore also become a major concern to managers worldwide. It has become crucial to recruit talented, smart and capable people and also to keep these top talent employees out of the hands of other companies. Organisations invest large amounts of money time and energy each year to recruit, select and develop talented employees. Organisations also need to invest resources to retain these talented employees. At the same time, however, they also find themselves reluctant to spend too much money on talented employees, because of the possibility of losing their best employees to competitors. Voluntary turnover of employees occurs when an employee voluntarily leaves his/her job and has to be replaced by someone else (Samuel & Chipunza, 2009). Retention, represents an integrated set of interventions developed by organisations aimed at retaining talented employees and rooted in the reasons for the intention to quit under their (high-performing) employees. Thus, the primary goal of interventions aimed at retaining talented employees is to try and minimise the outflow of high-performing employees. The loss of its high-performing employees holds serious have negative consequences for organisations’ productivity and service delivery. The strength of the intention to quit varies across employees. The differences in the strength of the turnover intention across employees is not the outcome of a chance phenomenon, but rather the result of specific latent variables that define the employee and his/her working environment. It is consequently important to validly understand the identity of these determining variables. Smuts (2011) argued that the psychological mechanism that regulates the performance level that line managers achieve on the talent management competencies affect the strength of their subordinates’ turnover intention, is more intricate than is acknowledged by the Oehley (2007) structural model. Oehley (2007) has developed the first integrated structural model aimed at describing the psychological mechanism that regulates employees’ intention to quit. Smuts (2011) has formally acknowledged the importance of cumulative research by proposing extensions to the Oehley (2007) intention to quit model, but, however, failed to test her full model. The strength of employees’ intention to quit is complexly determined. A need therefore exists to re-attempt to fit the comprehensive Smuts (2011) model that she originally proposed. Therefore, the primary aim of the current study is to expand (and to modify if necessary) the original Smuts (2010) explanatory intention to quit structural model and to empirically test the modified and expanded model. The present study further elaborated and integrated the work done by Oehley (2007), Smuts (2011) and Bezuidenhout (2013). The overarching substantive research hypothesis was dissected into fifteen more detailed, path-specific substantive research hypotheses. The Reitz measurement model showed good fit (RMSEA=.02). The comprehensive LISREL Reitz intention to quit model showed reasonable fit according to the goodness of fit statistics (RMSEA=.063, p>.05). Support was found for one of the fifteen path-specific substantive hypotheses and partial support was obtained for nine of the fifteen path-specific substantive hypotheses. Practical managerial implications are discussed. Recommendations for future research are made.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING : Vandag se besigheidsomgewing het baie mededingend geword en die behoud van geskoolde, hoog-presterende werknemers het dus ook wêreldwyd 'n groot bekommernis vir bestuurders geword. Dit het noodsaaklik geraak om talentvolle, slim en bevoegde mense te werf en ook om hierdie top talentvolle werknemers uit die hande van ander maatskappye te hou. Organisasies spandeer jaarliks groot hoeveelhede finansiële en ander hulpbronne in 'n poging om talentvolle werknemers te lok, te ontwikkel en te behou, maar terselfdertyd vind hulle hulself ook huiwerig om té groot hoeveelhede geld aan talentvolle werknemers te spandeer, weens die moontlikheid om hulle beste werknemers te verloor aan mededingers. Vrywillige omset van werknemers vind plaas wanneer 'n werknemer vrywillig sy/haar werk verlaat en deur iemand anders vervang moet word (Samuel & Chipunza, 2009). Behoud, verteenwoordig 'n geïntegreerde stel intervensies wat deur organisasies ontwikkel is, wat daarop gemik is om talentvolle werknemers te behou en wat gewortel is in die redes vir die voorneme onder hul (hoog-presterende) werknemers om hul werk te verlaat. Die primêre doel van behoud is dus om die verlies van hul bevoegde werknemers te voorkom, aangesien dit die produktiwiteit en dienslewering van die organisasie negatief kan beïnvloed. Die sterkte van die voorneme om werk te verlaat wissel tussen werknemers. Die verskille in die sterkte van die omsetvoorneme oor werknemers is nie die gevolg van 'n ewekansige gebeurtenis nie, maar eerder die gevolg van sommige bepalende veranderlikes wat die werknemer en sy/haar werksomgewing karakteriseer. Dit is dus belangrik om die identiteit van hierdie bepalende veranderlikes geldig te verstaan. Smuts (2011) het geargumenteer dat die sielkundige meganisme waardeur die vlak van bevoegdheid wat lynbestuurders op die talentbestuursbevoegdhede bereik, die sterkte van hul volgelinge se voorneme om op te hou werk affekteer, meer ingewikkeld is as wat die Oehley (2007) struktuele model erken. Oehley (2007) het 'n waardevolle verklarende model van werknemeromset-voorneme voorgestel. Smuts (2011) het die belangrikheid van kumulatiewe navorsing formeel erken deur uitbreidings aan die Oehley (2007) model aan te bring, maar het nie daarin geslaag om haar volle model te toets nie. Die sterkte van werknemers se voorneme om op te hou werk is kompleks gedetermineer. Daar bestaan dus 'n behoefte om die omvattende Smuts (2011) model wat sy oorspronklik voorgestel het, weer te evalueer en te probeer pas. Daarom is die primêre doel van hierdie navorsingsinisiatief om die oorspronklike Smuts (2010) se verklarende werknemeromset-struktuele model aan te pas en uit te brei en om dan die uitgebreide model empiries te evalueer. Die huidige studie het ook verder uitgebrei en geïntegreer op die werk wat deur Oehley (2007), Smuts (2011) en Bezuidenhout (2013) gedoen is. Die huidige studie beoog dus om die verklarende Oehley - Smuts - Bezuidenhout - Reitz talentbestuursvaardigheidsmodel te toets. Die oorkoepelende substantiewe navorsingshipotese is in vyftien meer gedetailleerde, baanspesifieke substantiewe navorsingshipoteses dissekteer. Die Reitz metings model het goeie pasgehalte getoon (RMSEA=.02). Die omvattende LISREL Reitz werknemeromset-voorneme model het volgens die pasgehalte statistieke redelike pasgehalte getoon (RMSEA=.063, p>.05). Steun is gevind vir een van die vyftien baanspesifieke substantiewe navorsingshipoteses en gedeeltelike steun is gevind vir nege van die vyftien baanspesifieke substantiewe navorsingshipoteses. Praktiese bestuurs-implikasies word bespreek. Aanbevelings vir verdere navorsing word gemaak.af_ZA
dc.format.extentxix, 239 pages ; illustrations, includes annexures
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.subjectIntention to quit -- Mathematical modelsen_ZA
dc.subjectLabor turnover -- Mathematical models -- Evaluationen_ZA
dc.subjectUCTD
dc.titleModification and elaboration of the original Smuts (2011) explanatory intention to quit structural model and empirical testing of the modified and elaborated Reitz modelen_ZA
dc.typeThesisen_ZA
dc.description.versionMasters
dc.rights.holderStellenbosch University


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