Faculty of Commerce, Law and Management (ETDs)

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    Factors Contributing to Employee Turnover in the South African Renewable Energy Sector
    (University of the Witwatersrand, Johannesburg, 2024) Ngema, Dumsile Nondumiso; Seiff, Grant
    The primary objective of this study was to identify the key factors drivingemployee turnover. Concurrently, the study aimed to investigate the underlyingorganisational culture disparities across different age groups and gender profiles.Additionally, it explored the impact of leadership on turnover and the relationshipbetween employee compensation and turnover. Considering the complex natureof employee turnover's impact, the development of effective retention strategieshas become a crucial need for organisations in this rapidly growing industry.Implementing these strategies is vital for retaining top talent, safeguardinginstitutional knowledge, mitigating turnover-related costs, and enhancing overallorganisational productivity. To address the study’s objectives, a digitalquantitative research survey was conducted with a sizable sample of 300employees employed in the renewable energy sector. The survey achieved a95.67% response rate, providing a robust dataset for analysis. The collected dataunderwent rigorous statistical examination, which included both inferential anddescriptive statistics. Among the key findings, organisational culture emerged asthe primary driver of employee turnover within South Africa's renewable energysector. This highlights the significance of elements such as inclusivity, employeesupport, respect, work-life balance, and ethical conduct as crucial components ofthe organisational culture. Employee compensation also played a significant rolein influencing employee turnover in this sector, with job satisfaction acting as acritical mediator in explaining the relationship between culture and employeeretention. Interestingly, the study did not identify a similar mediating role betweencompensation and turnover. Additionally, other factors such as leadership andtraining and development did not demonstrate a significant relationship withturnover. The practical implications of these findings are significant for improvinghuman resource practices in the renewable energy sector. These findings alsohighlight the importance of strengthening organisational culture while alsofocusing on job satisfaction and competitive compensation packages.Policymakers and industry associations can draw valuable insights from thefindings of this study to enhance employee retention strategies. This studycontributes meaningfully to the understanding of employee turnover in thevrenewable energy sector, not only within South Africa but with potential relevancein a broader context
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    The impact of teleworking on job satisfaction in the Financial Services Sector: A case of a South African Bank
    (University of the Witwatersrand, Johannesburg, 2023) Ndlovu, Velile; Appiah, Erasmus Kofi
    Even though teleworking has been around for a while, recent developments with COVID- 19, which increased the rate of teleworking or working from home, led to the introduction of many employees to teleworking or working from home (WFH) for the first time. This quantitative research study used emotional support as an independent variable, job competencies as a moderator, as well as trust and equity inside a South African bank to investigate the relationship between job satisfaction with telework. A sample of 150 professionals from a South African bank make up the participants. The variables of interest are job satisfaction, emotional support, trust and equality, and finally job competencies were examined using regression and proportions analyses to determine the degree of shared variance and the strength of the relationships between them. The results of this study show that there is no significant connection between teleworking and the impact it can have on employees of a South African bank's level of job satisfaction. According to the analysis, work competence, emotional support, trust, and equity are all positively correlated with job satisfaction. There isn't much evidence to suggest that work and home borders are advantageous. Additionally, there was no statistically significant correlation between job satisfaction and having a suitable home workspace, technological aid, or training to perform the job
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    Job satisfaction of healthcare professionals in two East London public hospitals in South Africa in the context of Covid-19
    (University of the Witwatersrand, Johannesburg, 2023) Dlodlo, Nkosilathi; Magida, Ayanda
    Introduction: Job satisfaction of healthcare workers is important to provide better patient care and with the prediction by the World Health Organization (WHO) that there would be a shortage of healthcare workers by 2030. The Covid-19 pandemic affected healthcare workers differently and hence the reason for the study. The aim is to explore and understand healthcare workers’ job satisfaction during the Covid 19 pandemic and make recommendations for human resource management to keep healthcare workers satisfied. Methodology: data collection was done from the 10th of October 2022 to the 5th of January 2023, with 203 participants from Cecilia Makiwane Hospital (CMH) and Frere Hospital (FH). Convenience sampling was done through an online survey that compromised of demographic and modified job satisfaction survey questions (JSS). Results: 82% of the participants were dissatisfied with the pay and remuneration; 76% were dissatisfied with supervision from the hospital management, and 83% were dissatisfied with contingent rewards. The healthcare workers were only moderately satisfied with their relationships with co-workers, which had a 41% satisfaction level. Conclusion: there is a need to improve on financial and non-financial components that would then motivate the healthcare workers and inevitably lead to better job satisfaction levels through regular assessment and improved policies that meet the needs of the healthcare workers
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    Employee perceptions of internal marketing and service quality at a South African University
    (2021) Zuma, Buhle N
    Research into service quality suggests that internal marketing is a solution that companies can use to deliver consistent service quality and maintain a competitive edge. However, studies have presented varying findings into the effectiveness of internal marketing in enhancing employee behaviour (Altarifi, 2014) which determine service quality. This study examines four elements of internal marketing–namely leadership, communication, training, rewards and recognition, and their influence on employee satisfaction, organisational commitment which are drivers of service quality. The study provides insight into the perceptions of professional administrative staff, a group of employees, whose job-related attitudes are overlooked by research focusing in higher education (Pitman, 2000). The study involved a sample of 254 staff members at a University in South Africa. Data was collected using a self-administered survey distributed electronically. The hypothesised relationships were tested using Amos-based structural equation modelling. The study found that the correlation between internal marketing and service quality is positive but weak. This means the internal marketing programme at the institution is not highly effective. Negative job satisfaction is recorded and yet the results also show positive organisational commitment. The study concludes that organisations should evaluate the impact of their internal marketing elements regularly to assess their impact in building the desired employee attitudes and work outcomes. The study also contributes to discussions about service quality in higher education and the findings are useful for practitioners who wish to promote service quality