Sa Journal of Human Resource Management 

About: Sa Journal of Human Resource Management is an academic journal. The journal publishes majorly in the area(s): Human resource management & Human resources. It has an ISSN identifier of 2071-078X. Over the lifetime, 695 publications have been published receiving 11193 citations.

The effect of retention factors on organisational commitment : an investigation of high technology employees

Abstract: The objective of the present study was to investigate specific retention factors that induced the organisational commitment of high technology employees. A sample of 94 professional technicians from a South African owned telecommunications company based in the Gauteng province participated. The Organisational Commitment Scale and a retention factor measurement scale were administered. The most relevant explanatory factors were compensation, job characteristics, supervisor support, and work/life policies, which appeared to have a statistically significant influence on the development of organisational commitment in high technology employees. The implications of the findings are discussed.

The validation of the turnover intention scale

Abstract: Orientation: Turnover intention as a construct has attracted increased research attention in the recent past, but there are seemingly not many valid and reliable scales around to measure turnover intention. Research purpose: This study focused on the validation of a shortened, six-item version of the turnover intention scale (TIS-6). Motivation for the study: The research question of whether the TIS-6 is a reliable and a valid scale for measuring turnover intention and for predicting actual turnover was addressed in this study. Research design, approach and method: The study was based on a census-based sample ( n = 2429) of employees in an information, communication and technology (ICT) sector company ( N = 23 134) where the TIS-6 was used as one of the criterion variables. The leavers (those who left the company) in this sample were compared with the stayers (those who remained in the employ of the company) in this sample in respect of different variables used in the study. Main findings: It was established that the TIS-6 could measure turnover intentions reliably (α= 0.80). The TIS-6 could significantly distinguish between leavers and stayers (actual turnover), thereby confirming its criterion-predictive validity. The scale also established statistically significant differences between leavers and stayers in respect of a number of the remaining theoretical variables used in the study, thereby also confirming its differential validity. These comparisons were conducted for both the 4-month and the 4-year period after the survey was conducted. Practical/managerial implications: Turnover intention is related to a number of variables in the study which necessitates a reappraisal and a reconceptualisation of existing turnover intention models. Contribution/value-add: The TIS-6 can be used as a reliable and valid scale to assess turnover intentions and can therefore be used in research to validly and reliably assess turnover intentions or to predict actual turnover.

Factors Affecting The Retention Of Knowledge Workers

Abstract: One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service. Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed. OPSOMMING Een van die eienskappe van kenniswerkers is hulle hoe vlak van mobiliteit. Die koste van arbeidsomset van hierdie sleutelbronne is hoog in beide finansiele en nie-finansiele terme. Daar bestaan dus ’n behoefte om die faktore wat onderliggend is aan die retensiekognisies van kenniswerkers te verstaan. Data is ingesamel van 306 kenniswerkers in voltydse diens wat ’n wye reeks demografiese groeperings verteenwoordig. Die resultate dui daarop dat werktevredenheid en organisasieverbondenheid nie die kenniswerkers se verwagte lengte van diens voorspel nie. Faktorontleding het sewe onderliggende dimensies van retensiekognisies blootgele. ’n Bondelontleding het nege duidelike bondels van kenniswerkers ten opsigte van hulle retensiekognisies onderskei. Hoe vlakke van individualisme, behoefte aan uitdaging en fokus op persoonlike ontwikkeling is aangedui. Die implikasies van hierdie bevindinge word bespreek.

Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study

Abstract: Orientation: The world economy is becoming increasingly knowledge driven, and intellectual capital is now considered as a human resource that affords organisations a competitive advantage. A high turnover rate in higher education and the importance of retaining staff are concerns that have resulted in increased interest in psychological variables, such as job embeddedness and work engagement that may influence employee retention. Research purpose: The objective of this study was to explore the relationship between job embeddedness, work engagement and turnover intention of staff in a higher education institution. Motivation for the study: Research on how employees’ job embeddedness and work engagement influence their turnover intention is important in the light of organisational concerns about retaining knowledgeable staff in the current higher education environment. Research design, approach and method: A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 153) of academic and non-academic staff in a South African higher education institution. Main findings: Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisational links and dedication significantly and negatively predict turnover intention. Practical/managerial implications: When designing retention strategies, management and human resource practitioners need to recognise how job embeddedness and work engagement influence the turnover intention of higher education staff. Contribution: These findings contribute valuable new knowledge that can be applied in the retention of staff in the higher education environment.

The nature, extent and effect of skills shortages on skills migration in South Africa

Abstract: Orientation: South Africa is currently experiencing a serious shortage of skilled workers. It has a negative effect on South Africa’s economic prospects and on global participation in South Africa (SA). This skills shortage severely affects socioeconomic growth and development in SA. Research purpose: This study focuses on the causes and effects of the skills shortages in South Africa. Motivation for the study: The researchers undertook this study to highlight the role that skilled foreign workers can play in supplementing the shortage of skilled workers in South Africa. The shortage is partly because of the failure of the national education and training system to supply the economy with much-needed skills. Research design, approach and method: The researchers undertook a literature study to identify the nature, extent and effect of skills shortages in South Africa. They consulted a wide range of primary and secondary resources in order to acquire an in-depth understanding of the problem. The article explains the research approach and method comprehensively. It also outlines the research method the researchers used. Main findings: This study shows that several factors cause serious skills shortages in SA. Practical/managerial implications: The researchers mention only two significant implications. Firstly, this article provides a logical description of the nature, extent and effect of skills shortages on the economy. Secondly, it indicates clearly the implications of skills shortages for immigration policy. Contribution/value-add: This study confirms the findings of similar studies the Centre for Development and Enterprise (CDE) conducted. Opening the doors to highly skilled immigrants can broaden the skills pool.