The relationship between psychological capital,life satisfaction and employee retention
- Authors: Van Greuning, Hester
- Date: 2018
- Subjects: Employee Retention , Work -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/45712 , vital:38957
- Description: South African organisations are faced with the challenge of retaining key and critical employee cohorts. externally focused methods and models of turnover and retention fail to comprehensively explain the lack of highly skilled employees and the inability of organisations to successfully retain these employee groupings. This nonexperimental correlational study investigated the relationship and interaction between the positive psychological constructs of psychological capital and life satisfaction and employee turnover intention of a South African sample of specialist and management level employees (n=150). The survey method was utilised to gather data for the study with a biographical questionnaire, the Psychological Capital Questionnaire-12 (PCQ-12), the Satisfaction with Life Scale (SWLS) and the Turnover Intention Scale-6 (TIS-6). Data analysis was conducted in the form of descriptive and inferential statistics including frequency tables, Cronbach’s Alpha testing, exploratory factory analysis, correlation analysis, t-tests, analysis of variance and structural equation modelling. The results indicated that significant relationships exist between psychological capital, life satisfaction and employee turnover intention. A substantial negative relationship was found between psychological capital and employee turnover intention, as well as a small, yet definite negative relationship between life satisfaction and turnover intention. Even though the results indicated a substantial positive relationship between psychological capital and life satisfaction, the relationship with employee turnover intention was insignificant when the two variables were correlated. This study adds to the current body of knowledge regarding employee retention in South Africa, and allows for a number of future research avenues to be explored.
- Full Text:
- Date Issued: 2018
- Authors: Van Greuning, Hester
- Date: 2018
- Subjects: Employee Retention , Work -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/45712 , vital:38957
- Description: South African organisations are faced with the challenge of retaining key and critical employee cohorts. externally focused methods and models of turnover and retention fail to comprehensively explain the lack of highly skilled employees and the inability of organisations to successfully retain these employee groupings. This nonexperimental correlational study investigated the relationship and interaction between the positive psychological constructs of psychological capital and life satisfaction and employee turnover intention of a South African sample of specialist and management level employees (n=150). The survey method was utilised to gather data for the study with a biographical questionnaire, the Psychological Capital Questionnaire-12 (PCQ-12), the Satisfaction with Life Scale (SWLS) and the Turnover Intention Scale-6 (TIS-6). Data analysis was conducted in the form of descriptive and inferential statistics including frequency tables, Cronbach’s Alpha testing, exploratory factory analysis, correlation analysis, t-tests, analysis of variance and structural equation modelling. The results indicated that significant relationships exist between psychological capital, life satisfaction and employee turnover intention. A substantial negative relationship was found between psychological capital and employee turnover intention, as well as a small, yet definite negative relationship between life satisfaction and turnover intention. Even though the results indicated a substantial positive relationship between psychological capital and life satisfaction, the relationship with employee turnover intention was insignificant when the two variables were correlated. This study adds to the current body of knowledge regarding employee retention in South Africa, and allows for a number of future research avenues to be explored.
- Full Text:
- Date Issued: 2018
Job satisfaction of public sector pharmacists in the Nelson Mandela Metropole
- Authors: Matshotyana, Kidwell
- Date: 2009
- Subjects: Job satisfaction , Employee retention , Pharmacists -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10143 , http://hdl.handle.net/10948/1006 , Job satisfaction , Employee retention , Pharmacists -- South Africa -- Port Elizabeth
- Description: There is a severe shortage of pharmacists in the Nelson Mandela Metropole with a current vacancy rate of over 50 percent on the approved posts for pharmacists (PERSAL 31 December 2007). The metropole has struggled to retain pharmacists in spite of the urban setting. The aim of this research was to measure the level of job satisfaction amongst pharmacists working in the public sector of the Nelson Mandela Metropole. The research objective was to conduct a questionnaire-based survey of pharmacists working in public sector facilities in the Nelson Mandela Metropole in order to assess their levels of job satisfaction, and report the findings with appropriate recommendations to management. For this study, the modified JDI Index survey was used focusing on the subscales; work, pay, promotion, supervision, co-workers and patient interaction. Possible retention strategies were also investigated through the use of open ended questions. The questionnaire was administered to 30 pharmacists in full time employment within the public sector in the Nelson Mandela Metropole. A total of 25 questionnaires were returned giving an 83.3 percent response rate. The pharmacists were generally satisfied with the job, their pharmacy co-workers, patient interaction and supervision but were not satisfied with salary and promotion opportunities in the public sector. Using a score from 1 to 5, with 5 indicating a level of high satisfaction, the mean scores for the six subscales were, job (3.2), income (2.1), patient interaction (3.3), promotion (2.0), co-workers (3.4) and supervision (3.7). Financial packages (23, n=25) and fringe benefits (22, n=25) were indicated as the most effective strategies in attracting and retaining pharmacists into the public service. The majority of respondents (15, n=25) agreed that the favourable working hours, flexibility of work, regular working hours with no weekend duties were the most vii positive aspects about their job. The negative aspects mentioned by the majority of the respondents (15, n=25) included poor remuneration, unrealistic notch increases and salaries that were not market-related and uncompetitive.
- Full Text:
- Date Issued: 2009
- Authors: Matshotyana, Kidwell
- Date: 2009
- Subjects: Job satisfaction , Employee retention , Pharmacists -- South Africa -- Port Elizabeth
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:10143 , http://hdl.handle.net/10948/1006 , Job satisfaction , Employee retention , Pharmacists -- South Africa -- Port Elizabeth
- Description: There is a severe shortage of pharmacists in the Nelson Mandela Metropole with a current vacancy rate of over 50 percent on the approved posts for pharmacists (PERSAL 31 December 2007). The metropole has struggled to retain pharmacists in spite of the urban setting. The aim of this research was to measure the level of job satisfaction amongst pharmacists working in the public sector of the Nelson Mandela Metropole. The research objective was to conduct a questionnaire-based survey of pharmacists working in public sector facilities in the Nelson Mandela Metropole in order to assess their levels of job satisfaction, and report the findings with appropriate recommendations to management. For this study, the modified JDI Index survey was used focusing on the subscales; work, pay, promotion, supervision, co-workers and patient interaction. Possible retention strategies were also investigated through the use of open ended questions. The questionnaire was administered to 30 pharmacists in full time employment within the public sector in the Nelson Mandela Metropole. A total of 25 questionnaires were returned giving an 83.3 percent response rate. The pharmacists were generally satisfied with the job, their pharmacy co-workers, patient interaction and supervision but were not satisfied with salary and promotion opportunities in the public sector. Using a score from 1 to 5, with 5 indicating a level of high satisfaction, the mean scores for the six subscales were, job (3.2), income (2.1), patient interaction (3.3), promotion (2.0), co-workers (3.4) and supervision (3.7). Financial packages (23, n=25) and fringe benefits (22, n=25) were indicated as the most effective strategies in attracting and retaining pharmacists into the public service. The majority of respondents (15, n=25) agreed that the favourable working hours, flexibility of work, regular working hours with no weekend duties were the most vii positive aspects about their job. The negative aspects mentioned by the majority of the respondents (15, n=25) included poor remuneration, unrealistic notch increases and salaries that were not market-related and uncompetitive.
- Full Text:
- Date Issued: 2009
Exploring employee morale at the Port Elizabeth plant of Cadbury (South Africa)
- Authors: Wolfaardt, Michelle
- Date: 2006
- Subjects: Cadbury Ltd , Chocolate industry -- South Africa -- Port Elizabeth , Employee morale , Job satisfaction , Performance standards , Employees -- Rating of , Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3093 , http://hdl.handle.net/10962/d1003129 , Cadbury Ltd , Chocolate industry -- South Africa -- Port Elizabeth , Employee morale , Job satisfaction , Performance standards , Employees -- Rating of , Personnel management
- Description: In the current business climate, performance is increasingly determined by how flexibly and effectively companies can utilize their human resources and this in tum, is influenced by employee morale. Morale refers to a state of psychosomatic health marked by an energetic, decisive resolution to achieve a given goal. When morale is low, employees may do what is required but do not have the energy to 'go the extra mile'. The importance of maintaining high morale is thus evident. The following project involved a study of morale in Cadbury's Port Elizabeth plant. Cadbury management was concerned about low morale following a recent merger with Bromor Foods. They thus wanted to assess: the state of current morale; any factors that may be influencing it; indicators of low morale (so that it may be monitored in the future) and finally, ways of addressing any existing morale issues. In order to achieve these aims, the researcher conducted interviews with various people to explore morale issues from employees' perspectives. She then sought confirmation for these views at the organizational level through the use of a survey. Statistical and thematic analyses showed morale to be low for middle managers and revealed a variety of indicators and influencing factors, as well as suggestions for addressing them. Despite the need to boost the sample size with convenience sampling, and thus, reduced representivity, the research was successful in answering the research aims.
- Full Text:
- Date Issued: 2006
- Authors: Wolfaardt, Michelle
- Date: 2006
- Subjects: Cadbury Ltd , Chocolate industry -- South Africa -- Port Elizabeth , Employee morale , Job satisfaction , Performance standards , Employees -- Rating of , Personnel management
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:3093 , http://hdl.handle.net/10962/d1003129 , Cadbury Ltd , Chocolate industry -- South Africa -- Port Elizabeth , Employee morale , Job satisfaction , Performance standards , Employees -- Rating of , Personnel management
- Description: In the current business climate, performance is increasingly determined by how flexibly and effectively companies can utilize their human resources and this in tum, is influenced by employee morale. Morale refers to a state of psychosomatic health marked by an energetic, decisive resolution to achieve a given goal. When morale is low, employees may do what is required but do not have the energy to 'go the extra mile'. The importance of maintaining high morale is thus evident. The following project involved a study of morale in Cadbury's Port Elizabeth plant. Cadbury management was concerned about low morale following a recent merger with Bromor Foods. They thus wanted to assess: the state of current morale; any factors that may be influencing it; indicators of low morale (so that it may be monitored in the future) and finally, ways of addressing any existing morale issues. In order to achieve these aims, the researcher conducted interviews with various people to explore morale issues from employees' perspectives. She then sought confirmation for these views at the organizational level through the use of a survey. Statistical and thematic analyses showed morale to be low for middle managers and revealed a variety of indicators and influencing factors, as well as suggestions for addressing them. Despite the need to boost the sample size with convenience sampling, and thus, reduced representivity, the research was successful in answering the research aims.
- Full Text:
- Date Issued: 2006
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