Faculty of Commerce, Law and Management (ETDs)

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    Factors influencing employee retention in the South African manufacturing industry
    (University of the Witwatersrand, Johannesburg, 2022) Masangwana, Asanda; Venter, Robert
    This research project was to look at the relationship between employee development, remuneration, workplace environment and employee retention. In South Africa, many younger workers are willing to change jobs and move on with their careers, and this could be exacerbated by the changing workplace environment. Therefore, it is important to investigate the relationship between employee development, remuneration, workplace environment and employee retention. The key research goals of this study were to see whether there was a link between employee development and retention, to see if there was a link between workplace environment and retention, and to see if there was a link between remuneration and employee retention. The quantitative research method was applied to achieve the research objectives of this study. The quantitative data used in this study was collected by means of an online survey and there were 187 research respondents who are employees in the manufacturing industry in South Africa. The data collected was analysed using SPSS Statistics 28. The study's findings indicate a favourable association between employee development and employee retention in South Africa's manufacturing industry. This result is statistically significant at a 5% level (p-value < 0.001). Further, in South Africa's manufacturing industry, there is also a positive correlation between the workplace environment and employee retention. This result is also statistically significant at a 5% level (p-value < 0.001). In addition, there is a positive relationship between remuneration and employee retention in the manufacturing sector in South Africa. However, this outcome lacks statistical significance at a 5% level (p-value = 0.372). The study recommends promotion of openness in terms information access and reward system for all employees, provision of career development opportunities, performance-based promotions, competitive bonuses and other incentives, and reward of outstanding performance of all employees.
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    The impact of manager-employee coaching relationship and self-leadership on performance behaviours of corporate graduate interns in a South African telecommunications company
    (University of the Witwatersrand, Johannesburg, 2023) Molekwa, Solomon Molefi; Msimango-Galawe, Jabulile
    The objective of the study was to evaluate the impact of the manager-employee coaching relationship and self-leadership practice on the performance of corporate graduate interns. The study employed a post-positivist paradigm and a quantitative approach. Through an online Qualtrics questionnaire, data was gathered from a sample size of 200 corporate graduate interns. Data analysis method that was adopted was regression analysis to test hypotheses. The results demonstrated a significant positive impact between self-leadership skills practice and performance behaviours of corporate graduate interns. The hypothesis that the perceived quality of a manager-employee coaching relationship impacts positively on the performance behaviours of corporate graduate interns was not supported. The key message from this study is that the self-leadership coaching is critical for the development and growth of corporate graduate interns. Leadership that practices coaching is vital for supporting employees to develop and practice self- leadership skills, which impact positively on their development of desired job- related performance behaviours