Employee retention strategies: factors for generation Y bursar graduates

dc.contributor.author	Tladi, Bontle
dc.date.accessioned	2016-03-17T08:50:09Z
dc.date.available	2016-03-17T08:50:09Z
dc.date.issued	2016-03-17
dc.description	School of Mechanical, Industrial and Aeronautical Engineering University of the Witwatersrand Johannesburg, South Africa. Date: 31 August 2015	en_ZA
dc.description.abstract	The nature of work is changing, and so are the elements which are necessary to manage these different transformations. The focus of this study was to determine which factors were important to Generation Y engineering bursar graduates from a particular organisation; in particular those within their first 5 years of work. These findings were to be contrasted with those of engineers who had been working for longer than 5 years. A theoretical framework from the literature was developed, and the Case Study research method was applied. The results showed that Job satisfaction had the greatest influence as a retention factor. It was found that there was a difference between factors which influenced an employee to stay or leave. There was no significant difference between the retention factors for the differently tenured groups. Recommendations were given for the organisation’s current retention strategies; as well as suggestions for future work.	en_ZA
dc.identifier.uri	http://hdl.handle.net/10539/20111
dc.language.iso	en	en_ZA
dc.title	Employee retention strategies: factors for generation Y bursar graduates	en_ZA
dc.type	Thesis	en_ZA

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