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Constructing a psychological career profile for staff retention

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dc.contributor.advisor Coetzee, M.
dc.contributor.author Ferreira, Nadia
dc.date.accessioned 2012-10-16T09:11:29Z
dc.date.available 2012-10-16T09:11:29Z
dc.date.issued 2012-06
dc.identifier.citation Ferreira, Nadia (2012) Constructing a psychological career profile for staff retention, University of South Africa, Pretoria, <http://hdl.handle.net/10500/6722> en
dc.identifier.uri http://hdl.handle.net/10500/6722
dc.description.abstract The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. en
dc.format.extent 1 online resource (xxiii, 458 leaves): col. ill.
dc.language.iso en en
dc.subject Psychological career meta-competencies en
dc.subject Retention-related dispositions en
dc.subject Career development en
dc.subject Psychological contract en
dc.subject Employability en
dc.subject Organisational commitment en
dc.subject.ddc 658.314019
dc.subject.lcsh Employee retention -- Personnel management
dc.subject.lcsh Career development -- Psychological aspects
dc.subject.lcsh Organizational commitment
dc.title Constructing a psychological career profile for staff retention en
dc.type Thesis en
dc.description.department Industrial and Organisational Psychology en
dc.description.degree D.Com.(Industrial and Organisational Psychology)


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