The impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues
- Authors: Vasi, Lee-Anne
- Date: 2017
- Subjects: Age and employment -- South Africa , Leadership -- South Africa -- Management Employee retention -- South Africa Organizational commitment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20066 , vital:29101
- Description: If the early nineties were concerned about a “rapidly changing business environment,” business in the twenty first century should be deeply paranoid about the future of business as we know it (Pieterse et al., 2009, p.1). Both global and national political factors has impacted the economy to epidemic negative heights. For companies to survive, its leadership requires a strand of resilience that sustains operations like never before. This can only be reached through the workforce. The question can thus be asked, how does one optimally use the gifting of each employee to impact the sustained operation of the organisation? The aim of this study is to determine the impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues. The target population for the study consisted of 711 (n) employed South African executive MBA professionals within various industry sectors, namely, Management, Finance, Engineering, Information Technology and Accounting sectors, dispersed at various levels within their respective organisations, representing various Provinces, predominantly from the Eastern Cape, Western Cape and Gauteng. 55 percent were male respondents and 45 percent were female respondents. 34% of the respondents’ age group were located in the category Generation-Y (respondents aged 25 – 34 years) and 30% of the respondents’ were located in the category Generation-X (respondents aged 35 – 44 years). The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. The research populations’ current experience depicts strong opportunities for personal development and work satisfaction, with moderate financial fulfilment. There is furthermore a strong relationship between leadership and retention.
- Full Text:
- Date Issued: 2017
- Authors: Vasi, Lee-Anne
- Date: 2017
- Subjects: Age and employment -- South Africa , Leadership -- South Africa -- Management Employee retention -- South Africa Organizational commitment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20066 , vital:29101
- Description: If the early nineties were concerned about a “rapidly changing business environment,” business in the twenty first century should be deeply paranoid about the future of business as we know it (Pieterse et al., 2009, p.1). Both global and national political factors has impacted the economy to epidemic negative heights. For companies to survive, its leadership requires a strand of resilience that sustains operations like never before. This can only be reached through the workforce. The question can thus be asked, how does one optimally use the gifting of each employee to impact the sustained operation of the organisation? The aim of this study is to determine the impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues. The target population for the study consisted of 711 (n) employed South African executive MBA professionals within various industry sectors, namely, Management, Finance, Engineering, Information Technology and Accounting sectors, dispersed at various levels within their respective organisations, representing various Provinces, predominantly from the Eastern Cape, Western Cape and Gauteng. 55 percent were male respondents and 45 percent were female respondents. 34% of the respondents’ age group were located in the category Generation-Y (respondents aged 25 – 34 years) and 30% of the respondents’ were located in the category Generation-X (respondents aged 35 – 44 years). The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. The research populations’ current experience depicts strong opportunities for personal development and work satisfaction, with moderate financial fulfilment. There is furthermore a strong relationship between leadership and retention.
- Full Text:
- Date Issued: 2017
The impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues
- Authors: Vasi, Lee-Anne
- Date: 2017
- Subjects: Age and employment -- South Africa , Leadership -- South Africa -- Management Employee retention -- South Africa Organizational commitment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20077 , vital:29096
- Description: If the early nineties were concerned about a “rapidly changing business environment,” business in the twenty first century should be deeply paranoid about the future of business as we know it (Pieterse et al., 2009, p.1). Both global and national political factors has impacted the economy to epidemic negative heights. For companies to survive, its leadership requires a strand of resilience that sustains operations like never before. This can only be reached through the workforce. The question can thus be asked, how does one optimally use the gifting of each employee to impact the sustained operation of the organisation? The aim of this study is to determine the impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues. The target population for the study consisted of 711 (n) employed South African executive MBA professionals within various industry sectors, namely, Management, Finance, Engineering, Information Technology and Accounting sectors, dispersed at various levels within their respective organisations, representing various Provinces, predominantly from the Eastern Cape, Western Cape and Gauteng. 55 percent were male respondents and 45 percent were female respondents. 34% of the respondents’ age group were located in the category Generation-Y (respondents aged 25 – 34 years) and 30% of the respondents’ were located in the category Generation-X (respondents aged 35 – 44 years). The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. The research populations’ current experience depicts strong opportunities for personal development and work satisfaction, with moderate financial fulfilment. There is furthermore a strong relationship between leadership and retention.
- Full Text:
- Date Issued: 2017
- Authors: Vasi, Lee-Anne
- Date: 2017
- Subjects: Age and employment -- South Africa , Leadership -- South Africa -- Management Employee retention -- South Africa Organizational commitment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/20077 , vital:29096
- Description: If the early nineties were concerned about a “rapidly changing business environment,” business in the twenty first century should be deeply paranoid about the future of business as we know it (Pieterse et al., 2009, p.1). Both global and national political factors has impacted the economy to epidemic negative heights. For companies to survive, its leadership requires a strand of resilience that sustains operations like never before. This can only be reached through the workforce. The question can thus be asked, how does one optimally use the gifting of each employee to impact the sustained operation of the organisation? The aim of this study is to determine the impact of leadership on talent retention: exploring gender and generational cohort’s psychological contract issues. The target population for the study consisted of 711 (n) employed South African executive MBA professionals within various industry sectors, namely, Management, Finance, Engineering, Information Technology and Accounting sectors, dispersed at various levels within their respective organisations, representing various Provinces, predominantly from the Eastern Cape, Western Cape and Gauteng. 55 percent were male respondents and 45 percent were female respondents. 34% of the respondents’ age group were located in the category Generation-Y (respondents aged 25 – 34 years) and 30% of the respondents’ were located in the category Generation-X (respondents aged 35 – 44 years). The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. The research populations’ current experience depicts strong opportunities for personal development and work satisfaction, with moderate financial fulfilment. There is furthermore a strong relationship between leadership and retention.
- Full Text:
- Date Issued: 2017
The effects of age on the worker capacity and mechanisation on the task demands in a South African manufacturing industry
- Bezuidenhout, Samantha Catherine
- Authors: Bezuidenhout, Samantha Catherine
- Date: 2014
- Subjects: Age and employment -- South Africa , Labor -- Social aspects -- South Africa , Brickmaking -- South Africa -- Automation , Brickmaking -- Social aspects -- South Africa , Brick trade -- South Africa , Aging -- Social aspects -- South Africa , Aging -- Research
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:5151 , http://hdl.handle.net/10962/d1013167
- Description: The focus of the study was two-fold, firstly to determine the effect of age on the capacity of manual materials handling workers and secondly to determine the effect of increasing task mechanisation on the workers’ responses to task demands. The first component of this study, namely Part I, 101 male and 12 female ‘unskilled’ manual workers – of various ages – from a brick manufacturing industry were assessed. Anthropometric, health and strength factors were measured to improve the understanding of the South African manual worker capacity and more specifically, the effect of age on this capacity. Data collection was done between 7.30am and 9.30am in a laboratory-type setting on-site. Anthropometric characteristics (including body mass index, waist to hip ratio, waist circumference and body fat percentage) provided information on the state of obesity and the impact of age in the South African context. Linked to this, the health factors (including blood pressure, resting heart rate and a self-reported questionnaire) provide an extra snapshot of the disease profile in South Africa, and could potentially influence other capacity factors. Isometric strength capacities (of eight different areas, namely: back, leg, bicep, shoulder, pinch, pinch and pull) demonstrated whether South African manual workers show the same decline in strength with aging as seen in industrially advanced countries. The second component of the study, Part II, was performed in situ and measured the workers’ responses to task demands of three brick palletising tasks, one manual (n=21) and two with increasing mechanisation (n=12 each). Spinal kinematics, joint forces and working heart rate were assessed on normal work days during a 30-lift duration and body discomfort measures were taken at the start, middle and end of the work-shift. Spinal kinematics were measured dynamically using a lumbar motion monitor, whereas the spinal forces were estimated using the three dimensional static strength prediction program. The worker capacity results showed that waist to hip ratio, waist circumference and body fat percentage increased significantly with aging, whereas body mass index was not affected by age. All body morphology values were within ‘normal’ ranges. Although diastolic blood pressure increased significantly with age, systolic was not affected significantly by age. Both groups, however, showed an increasing prevalence of hypertension with aging. There were no significant changes in resting heart rate with aging, with a range of 66 bt.min⁻¹ to 74.86 bt.min⁻¹, therefore within normal ranges. Of the strength factors, age only affected shoulder and push strength significantly: Showing a decrease in shoulder strength from 49.89 kgF to 39.91 kgF in the men aged 20-29 to the 50-59 respectively and an increase in push strength from men aged 30-39 and 40-49 to those aged 50-59. Part II results revealed highly frequent lift rates and large degrees of sagittal flexion and lateral bending in all three tasks. These postures adopted for long durations are likely to lead to the development of musculoskeletal disorders. Heart rates of workers from the three tasks were significantly different and heart rates for two tasks were above the recommended 110 bt.min⁻¹. Similarly the body discomfort ratings of the three tasks differed, although a common trend was seen in that lower back pain was the most commonly reported area of discomfort in all tasks. South African manual materials handling males did not show the same responses to aging as men from industrially advanced countries, calling for further research into these differences. Due to the high risks of the three tasks assessed, future research and interventions are required to reduce the risk of injury in the assessed tasks.
- Full Text:
- Date Issued: 2014
- Authors: Bezuidenhout, Samantha Catherine
- Date: 2014
- Subjects: Age and employment -- South Africa , Labor -- Social aspects -- South Africa , Brickmaking -- South Africa -- Automation , Brickmaking -- Social aspects -- South Africa , Brick trade -- South Africa , Aging -- Social aspects -- South Africa , Aging -- Research
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:5151 , http://hdl.handle.net/10962/d1013167
- Description: The focus of the study was two-fold, firstly to determine the effect of age on the capacity of manual materials handling workers and secondly to determine the effect of increasing task mechanisation on the workers’ responses to task demands. The first component of this study, namely Part I, 101 male and 12 female ‘unskilled’ manual workers – of various ages – from a brick manufacturing industry were assessed. Anthropometric, health and strength factors were measured to improve the understanding of the South African manual worker capacity and more specifically, the effect of age on this capacity. Data collection was done between 7.30am and 9.30am in a laboratory-type setting on-site. Anthropometric characteristics (including body mass index, waist to hip ratio, waist circumference and body fat percentage) provided information on the state of obesity and the impact of age in the South African context. Linked to this, the health factors (including blood pressure, resting heart rate and a self-reported questionnaire) provide an extra snapshot of the disease profile in South Africa, and could potentially influence other capacity factors. Isometric strength capacities (of eight different areas, namely: back, leg, bicep, shoulder, pinch, pinch and pull) demonstrated whether South African manual workers show the same decline in strength with aging as seen in industrially advanced countries. The second component of the study, Part II, was performed in situ and measured the workers’ responses to task demands of three brick palletising tasks, one manual (n=21) and two with increasing mechanisation (n=12 each). Spinal kinematics, joint forces and working heart rate were assessed on normal work days during a 30-lift duration and body discomfort measures were taken at the start, middle and end of the work-shift. Spinal kinematics were measured dynamically using a lumbar motion monitor, whereas the spinal forces were estimated using the three dimensional static strength prediction program. The worker capacity results showed that waist to hip ratio, waist circumference and body fat percentage increased significantly with aging, whereas body mass index was not affected by age. All body morphology values were within ‘normal’ ranges. Although diastolic blood pressure increased significantly with age, systolic was not affected significantly by age. Both groups, however, showed an increasing prevalence of hypertension with aging. There were no significant changes in resting heart rate with aging, with a range of 66 bt.min⁻¹ to 74.86 bt.min⁻¹, therefore within normal ranges. Of the strength factors, age only affected shoulder and push strength significantly: Showing a decrease in shoulder strength from 49.89 kgF to 39.91 kgF in the men aged 20-29 to the 50-59 respectively and an increase in push strength from men aged 30-39 and 40-49 to those aged 50-59. Part II results revealed highly frequent lift rates and large degrees of sagittal flexion and lateral bending in all three tasks. These postures adopted for long durations are likely to lead to the development of musculoskeletal disorders. Heart rates of workers from the three tasks were significantly different and heart rates for two tasks were above the recommended 110 bt.min⁻¹. Similarly the body discomfort ratings of the three tasks differed, although a common trend was seen in that lower back pain was the most commonly reported area of discomfort in all tasks. South African manual materials handling males did not show the same responses to aging as men from industrially advanced countries, calling for further research into these differences. Due to the high risks of the three tasks assessed, future research and interventions are required to reduce the risk of injury in the assessed tasks.
- Full Text:
- Date Issued: 2014
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