Developing a psychological retention framework for private organisations

Abstract

The current research focused on exploring the relationship dynamics between the retention- related dispositions (organisational commitment, job embeddedness and hardiness) in relation to resilience-related behaviour capacities (resilience and career adaptability) and from the relation dynamics found develop a psychological retention framework for South African private sector. A quantitative survey was performed on a non-probability convenience selected sample of (N = 574) of permanently employed (84.6%), job level (at staff level) (81%), female (62.5%), married (48.6%), Black African (47.1%), individuals between the ages of 36-45 years (39.5%). The canonical correlation analysis indicated organisational commitment, job embeddedness and hardiness as the strongest retention-related dispositions variables in predicting resilience and career adaptability. The correlation data were used to inform the structural equation modelling, which indicated a good fit between organisational commitment, job embeddedness, hardiness, resilience and career adaptability. Hierarchical moderated regression showed that organisational commitment, job embeddedness, hardiness significantly moderated the relationship between resilience and career adaptability. Both Kruskal-Wallis and Mann-Whitney U Tests revealed significant differences in terms of the socio-demographic variables. Kruskal-Wallis test was performed in order to establish whether the levels of organisational commitment, job embeddedness, hardiness, resilience and career adaptability of respondents showed significant differences according to age, race, marital status and job level. The Mann-Whitney U Test was performed in order to establish whether the levels of organisational commitment, job embeddedness, hardiness, resilience and career of respondents showed a significant difference according to gender and employment status. On a theoretical level, the current study deepened the understanding of the individual and the diverse elements of the hypothesised psychological retention framework. On an empirical level, the current study delivered an empirically and holistically tested psychological retention framework in terms of the unique and diverse elements. On a practical level, individual and organisational interventions in terms of the psychological retention framework were recommended.

Ucwaningo lwamanje lugxile ekuhloleni ukuguquguquka kobudlelwano phakathi kwezimo ezihlobene nokugcinwa (ukuzinikela kwenhlangano, ukugxiliswa komsebenzi kanye nokuqina) ngokuhlobene namandla okuziphatha ahlobene nokukhuthazela (ukuqina nokuzivumelanisa nezimo emsebenzini) kanye nokusuka emandleni obudlelwano atholakele ukuthuthukisa uhlaka lokugcinwa kwengqondo yemboni ezimele yaseNingizimu Afrika. Inhlolovo yokuqoqa nokuhlaziya imininingwane yezinombolo yenziwe kusampula elikhethiwe lokungenzeki kube lula (N = 574) labaqashwe unomphela (84.6%), izinga lomsebenzi (ezingeni labasebenzi) (81%), abesifazane (62.5%), abashadile (48.6%), AbaMnyama base- Afrika (47.1%), abantu abaneminyaka ephakathi kuka-36-45 (39.5%). Ukuhlaziywa kwendlela esetshenziselwa ukukhomba nokulinganisa izinhlangano phakathi kwamaqoqo amabili okuguquguqukayo kubonise ukuzibophezela kwenhlangano, ukugxiliswa komsebenzi kanye nokuqina njengokuguquguquka okunamandla okuhlobene nokugcinwa kokubikezela ukuqina nokuzivumelanisa nezimo emsebenzini. Imininingwane yokuhlobana yasetshenziselwa ukwazisa isilinganiso sezibalo zesakhiwo, ebonisa ukuvumelana okuhle phakathi kokuzibophezela kwenhlangano, ukugxiliswa emsebenzini, ukuqina, ikhono lokululuma ngokushesha ebunzimeni nokuvumelana nezimo komsebenzi. Ukuhlehla okulinganiselwe ngokwezinga eliphezulu kubonise ukuthi ukuzibophezela kwenhlangano, ukugxiliswa komsebenzi, ukuqina kwengamela ngokuphawulekayo ubudlelwano phakathi kokuqina nokuzivumelanisa nezimo emsebenzini. Kokubili Ukuhlolwa kwe-Kruskal-Wallis kanye ne- Mann-Whitney U kwembule umehluko obalulekile ngokuya ngokuhlukahluka kwenhlalo yabantu. Ukuhlolwa kwe-Kruskal-Wallis kwenziwa ukuze kutholwe ukuthi ingabe amazinga okuzinikela kwenhlangano, ukugxiliswa komsebenzi, ukuqina, ikhono lokululama ngokushesha ebunzimeni kanye nokuvumelana nezimo emsebenzini kwabaphenduli kubonisa umehluko omkhulu ngokuya ngeminyaka, uhlanga, isimo somshado nezinga lomsebenzi. Ukuhlolwa kwe-Mann-Whitney U kwenziwa ukuze kutholwe ukuthi ingabe amazinga okuzinikela kwenhlangano, ukugxiliswa komsebenzi, ukuqina, ikhono lokululama ngokushesha ebunzimeni, kanye nomsebenzi wabaphenduli kubonisa umehluko omkhulu ngokobulili nesimo sokuqashwa. Ngokwezinga lombono, ucwaningo lwamanje lwajulisa ukuqonda komuntu ngamunye kanye nezinto ezihlukahlukene zohlaka lokugcinwa kwengqondo okucatshangelwayo. Ngokwezinga lokususelwe kokubhekwayo, ucwaningo lwamanje lulethe uhlaka lokugcinwa kwengqondo oluhlolwe ngokususelwe kokubhekwayo nokuphelele ngokwezinto ezihlukile nezihlukahlukene. Ezingeni elingokoqobo, ukungenelela komuntu ngamunye kanye nenhlangano ngokohlaka lokugcinwa kwengqondo kuphakanyisiwe.

Die hedendaagse navorsing het daarop gefokus om die verhoudingsdinamika tussen retensie- verwante ingesteldhede (organisatoriese toewyding, werkverbondenheid en gehardheid) en gedragsvaardighede wat verband hou met veerkragtigheid (veerkragtigheid en loopbaan- aanpasbaarheid) te ondersoek. Die verhoudingsdinamika wat geïdentifiseer is, is aangewend om ’n psigologiese retensieraamwerk vir die Suid-Afrikaanse privaatsektor te ontwikkel. ’n Kwantitatiewe opname is op ’n nie-waarskynlikheid, gerieflikheidsgeselekteerde steekproef van (N = 574) individue uitgevoer: permanent aangestel (84.6%), posvlak (op personeelvlak) (81%), vroulik (62.5%), getroud (48.6%) en Swart Afrikane (47,1%) in die ouderdomsgroep van 36-45 jaar (39,5%). Die kanonieke korrelasie-analise het organisatoriese toewyding, werkverbondenheid en gehardheid as die sterkste retensie-verwante ingesteldheidsveranderlikes in die voorspelling van veerkragtigheid en loopbaan- aanpasbaarheid aangedui. Die korrelasiedata is aangewend om die strukturele vergelykingsmodellering toe te lig, wat ’n sterk verband tussen organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid en loopbaan-aanpasbaarheid getoon het. Hiërargies-gemodereerde regressie het getoon dat organisatoriese toewyding, werkverbondenheid en gehardheid die verband tussen veerkragtigheid en loopbaan- aanpasbaarheid aansienlik gemodereer het. Beide Kruskal-Wallis toetse en Mann-Whitney U- toetse het beduidende verskille ten opsigte van die sosio-demografiese veranderlikes aangedui. Die Kruskal-Wallis toetse is uitgevoer om vas te stel of die vlakke van organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid en loopbaan- aanpasbaarheid van respondente betekenisvolle verskille met betrekking tot ouderdom, ras, huwelikstatus en posvlak getoon het. Die Mann-Whitney U-toetse is uitgevoer om vas te stel of die vlakke van organisatoriese toewyding, werkverbondenheid, gehardheid, veerkragtigheid loopbaan-aanpasbaarheid van respondente ’n beduidende verskil ten opsigte van geslag en indiensnemingstatus getoon het. Op teoretiese vlak het die hedendaagse studie begrip van die individu en diverse elemente van die veronderstelde psigologiese retensieraamwerk verdiep. Op en empiriese vlak het die huidige studie ’n empiries- en holisties-getoetste psigologiese retensieraamwerk in terme van die unieke en diverse elemente gelewer. Op praktiese vlak is individuele en organisatoriese intervensies met betrekking tot die psigologiese retensieraamwerk aanbeveel.