Employee retention as a strategy for the sustainability of rehabilitation services within the Nelson Mandela Bay Health District
- Authors: Campbell, Teneille Dawn
- Date: 2020
- Subjects: Employee retention--South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47530 , vital:40124
- Description: Health care facilities in the South African public sector have, over time, become notorious for poor service delivery, peppered with issues of poor governance, weak administration capabilities, and ailing working conditions. Often, the consequence hereof is a loss of good talent to both the private sector and health sectors abroad, all the while placing more strain on institutional service delivery capabilities. To achieve the United Nation’s Sustainable Development Goal (SDG) of Universal Health Coverage (UHC) by 2030, the strengthening of health systems is critical. The purpose of this study is therefore to offer supportable solutions to improve and maintain a sustainable rehabilitation service in the Nelson Mandela Metro through successful retention of staff. The aim of this study then is to investigate the influence that Human Resources (HR) processes, working conditions and leadership have had on retention of staff. A review of the available literature was conducted on possible factors that contribute to the problem and the solutions thereof. The study population included all staff that worked in rehabilitation service departments in the public health institutions in the Nelson Mandela Metro, namely; physiotherapy, occupational therapy, speech therapy and audiology. The sample constituted n=51 respondents. Data was collected via a questionnaire as the selected measurement tool. The data was analysed using the statistical data analysis software system, TIBCO Statistica (version 13), and selected methods for quantitative data. The results of the study showed that only HR processes were significantly and positively (r = 0.67, p < 0.05) related to retention. It means that satisfying the HR needs of this population is most likely to retain their employ and improve and maintain rehabilitation service delivery in the selected metro. Descriptive statistics of all the variables were also calculated and reported on. Lastly, the managerial implications of the study findings were reported on.
- Full Text:
- Date Issued: 2020
- Authors: Campbell, Teneille Dawn
- Date: 2020
- Subjects: Employee retention--South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47530 , vital:40124
- Description: Health care facilities in the South African public sector have, over time, become notorious for poor service delivery, peppered with issues of poor governance, weak administration capabilities, and ailing working conditions. Often, the consequence hereof is a loss of good talent to both the private sector and health sectors abroad, all the while placing more strain on institutional service delivery capabilities. To achieve the United Nation’s Sustainable Development Goal (SDG) of Universal Health Coverage (UHC) by 2030, the strengthening of health systems is critical. The purpose of this study is therefore to offer supportable solutions to improve and maintain a sustainable rehabilitation service in the Nelson Mandela Metro through successful retention of staff. The aim of this study then is to investigate the influence that Human Resources (HR) processes, working conditions and leadership have had on retention of staff. A review of the available literature was conducted on possible factors that contribute to the problem and the solutions thereof. The study population included all staff that worked in rehabilitation service departments in the public health institutions in the Nelson Mandela Metro, namely; physiotherapy, occupational therapy, speech therapy and audiology. The sample constituted n=51 respondents. Data was collected via a questionnaire as the selected measurement tool. The data was analysed using the statistical data analysis software system, TIBCO Statistica (version 13), and selected methods for quantitative data. The results of the study showed that only HR processes were significantly and positively (r = 0.67, p < 0.05) related to retention. It means that satisfying the HR needs of this population is most likely to retain their employ and improve and maintain rehabilitation service delivery in the selected metro. Descriptive statistics of all the variables were also calculated and reported on. Lastly, the managerial implications of the study findings were reported on.
- Full Text:
- Date Issued: 2020
Perceived success of staff retention strategies in South African businesses
- Authors: Cannon, Leoline Advardo
- Date: 2020
- Subjects: Employee retention--South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47527 , vital:40129
- Description: To remain competitive, organisations must continuously adapt to their global environment. Hill, Schilling and Jones (2018:81) identifies various key factors with human capital being a key contributor to attaining a competitive advantage. Against this background, the focus of this study was to investigate the organisational factors that impact on the success of employee retention strategies. The drivers in the model adopted for this study included: staff compensation, organisational culture, leadership, career development, staff empowerment and value-based staff recognition. The purpose of the study was to understand the perceived effectiveness of retention strategies in South African businesses. An overview of the literature was provided whereby the importance of retention as a source of competitive advantage was highlighted. The literature identified six strategies that would reduce turnover, and thus have a positive effect on the perceived success of staff retention. The six independent variables, namely organisational culture, staff empowerment, value-based staff recognition, staff compensation, leadership and career development formed the foundation of the theoretical framework.The research paradigm adopted for this research was positivistic and the methodology was quantitative research. The primary data was collected via a survey in a self-administered questionnaire format. Non-probability convenienceand snowball samplingwas used,and the questions were formulated from existing measuring instruments in the literature. A sample size of 237 respondents was surveyed.The statistical data analysis methods included frequency distribution, correlation and multiple linear regression to evaluate the relational aspects of the model to measure the determinants of the success of staff retention.The findings of the study revealed that five variables, namely strategies related to value-based staff recognition, staff compensation, organisational culture, leadership and career development, were significantly related to employee retention. A positive relationship between all the variables and retention was proved in this study.
- Full Text:
- Date Issued: 2020
- Authors: Cannon, Leoline Advardo
- Date: 2020
- Subjects: Employee retention--South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47527 , vital:40129
- Description: To remain competitive, organisations must continuously adapt to their global environment. Hill, Schilling and Jones (2018:81) identifies various key factors with human capital being a key contributor to attaining a competitive advantage. Against this background, the focus of this study was to investigate the organisational factors that impact on the success of employee retention strategies. The drivers in the model adopted for this study included: staff compensation, organisational culture, leadership, career development, staff empowerment and value-based staff recognition. The purpose of the study was to understand the perceived effectiveness of retention strategies in South African businesses. An overview of the literature was provided whereby the importance of retention as a source of competitive advantage was highlighted. The literature identified six strategies that would reduce turnover, and thus have a positive effect on the perceived success of staff retention. The six independent variables, namely organisational culture, staff empowerment, value-based staff recognition, staff compensation, leadership and career development formed the foundation of the theoretical framework.The research paradigm adopted for this research was positivistic and the methodology was quantitative research. The primary data was collected via a survey in a self-administered questionnaire format. Non-probability convenienceand snowball samplingwas used,and the questions were formulated from existing measuring instruments in the literature. A sample size of 237 respondents was surveyed.The statistical data analysis methods included frequency distribution, correlation and multiple linear regression to evaluate the relational aspects of the model to measure the determinants of the success of staff retention.The findings of the study revealed that five variables, namely strategies related to value-based staff recognition, staff compensation, organisational culture, leadership and career development, were significantly related to employee retention. A positive relationship between all the variables and retention was proved in this study.
- Full Text:
- Date Issued: 2020
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