Faculty of Commerce, Law and Management (ETDs)
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Item Factors influencing employee retention in the South African manufacturing industry(University of the Witwatersrand, Johannesburg, 2022) Masangwana, Asanda; Venter, RobertThis 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.Item An investigation into the causes of high turnover of Salespeople at Nissan Dealerships in South Africa(University of the Witwatersrand, Johannesburg, 2021) Mtshali, Sandile; Koech, RoselyneSeveral studies have been conducted to identify factors that contribute to the job satisfaction of employees. One of the reasons for the interest in job satisfaction is that it has been found by many researchers such as Jayaraman and Mohideen (2017) and Sunder et al. (2017) to have a strong negative correlation with employee turnover. For organisations to remain competitive, it is critical that employee turnover is maintained at optimal levels. This study set out to establish the drivers of job satisfaction amongst motor vehicle Salespeople in the South African motor industry sector, an area not currently covered by any of the job satisfaction studies. The aim was to establish how each of the work-related factors affected the job satisfaction of Salespeople as well as recommend Employee Value Propositions that will advance job satisfaction, thus assist in maintaining optimal turnover. The study was a cross-sectional study of Salespeople stationed at various Nissan dealerships around South Africa. A survey instrument consisting of self-administered questions adapted from past studies was randomly distributed to current Salespeople, of which 55% (N=204) responded by taking part in the online survey. We performed statistical analysis using Pearson Correlations and Regression analysis techniques. Using Herzberg’s two-factor theory, we grouped the work factors into motivators and hygiene factors. From the analysis, we identified four factors that contribute significantly to the job satisfaction of motor vehicle Salespeople at Nissan. Ranked in order of their impact, Recognition had the strongest effect on Job Satisfaction (β=.274), followed by Remuneration (β=.228), then Supervision (β=.193), and lastly the Work Environment (β=.144). If these factors were not addressed, job satisfaction would be low, leading to an increase in turnover. The results demonstrate that indeed the motivator and hygiene factors do influence job satisfaction of Salespeople and helped identify those factors that can be used to create a new Employee Value Proposition that would focus on improving job satisfactionItem The Impact of Big Data in Customer Retention in Telecommunications within South Africa(University of the Witwatersrand, Johannesburg, 2023) Pereira, Clint; Chalomba, NakuzeThe research methodology used a survey-based approach with a sample size of 123 individuals who are familiar with Big Data approaches. The survey employed a 7-point Likert scale to measure the impact of service quality, customer knowledge, advanced analytical techniques, and customer relationships on customer satisfaction and retention. Additionally, secondary research was conducted using data statistics to support the survey findings. The study found that personalized options and advanced analytics through Big Data approaches significantly impact customer retention and satisfaction. Service quality elements, such as dependability, tangibility, and assurance, positively correlated with customer satisfaction. However, improved customer service and relationships were not significantly correlated with customer retention. The research identified challenges in data management, security, and leadership skills, recommending organizations to address these issues through proper consent management, data security measures, and providing relevant training for executives. In summary, the study emphasizes the positive influence of Big Data techniques on customer retention and satisfaction in the South African telecommunication industry, providing valuable insights and implications for decision-makers