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The relationship between organisational commitment, career adaptability and retention factors within the retail sector in the Western Cape

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dc.contributor.advisor Ferreira, Nadia
dc.contributor.advisor Potgieter, Ingrid Lorraine
dc.contributor.author Jabaar, Rugshana
dc.date.accessioned 2017-10-12T10:16:01Z
dc.date.available 2017-10-12T10:16:01Z
dc.date.issued 2017-06
dc.identifier.citation Jabaar, Rugshana (2017) The relationship between organisational commitment, career adaptability and retention factors within the retail sector in the Western Cape, University of South Africa, Pretoria, <http://hdl.handle.net/10500/23230>
dc.identifier.uri http://hdl.handle.net/10500/23230
dc.description.abstract The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status, tenure and job level) influence an employees’ decision to stay with or to leave the organisation. A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector en
dc.format.extent 1 online resource (xiv, 283 pages) : color illustrations
dc.language.iso en en
dc.subject Career adaptability en
dc.subject Organisational commitment en
dc.subject Retention factors en
dc.subject Retention practices en
dc.subject Socio-demographic variables en
dc.subject.ddc 658.314096873
dc.subject.lcsh Employee motivation -- South Africa -- Western Cape
dc.subject.lcsh Organizational commitment -- South Africa -- Western Cape
dc.subject.lcsh Career development -- South Africa -- Western Cape
dc.subject.lcsh Quality of work life -- South Africa -- Western Cape
dc.subject.lcsh Adaptability (Psychology) -- South Africa -- Western Cape
dc.subject.lcsh Adjustment (Psychology) -- South Africa -- Western Cape
dc.subject.lcsh Work -- South Africa -- Western Cape -- Psychological aspects
dc.subject.lcsh Job satisfaction -- South Africa -- Western Cape
dc.subject.lcsh Commitment (Psychology) -- South Africa -- Western Cape
dc.subject.lcsh Employee retention -- South Africa -- Western Cape
dc.subject.lcsh Labor turnover -- South Africa -- Western Cape
dc.subject.lcsh Retail trade -- South Africa -- Western Cape -- Management
dc.subject.lcsh Retail trade -- South Africa -- Western Cape -- Employees
dc.subject.lcsh Retail trade -- South Africa -- Western Cape
dc.title The relationship between organisational commitment, career adaptability and retention factors within the retail sector in the Western Cape en
dc.type Dissertation en
dc.description.department Human Resource Management
dc.description.degree M.Com. (Human Resource Management)


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