The study was a qualitative research study and was based within the interpretive research paradigm. Participants were selected by means of convenience sampling which was guided by the availability and willingness of participants to participate in the research study. An interview guideline and semi-structured interview questions were compiled to guide the interview process and to ensure consistency during data gathering process. A total of 11 participants were interviewed on an online Zoom platform to ensure compliance with Covid-19 regulations in curbing the spread of coronavirus. Data were collected by way of recording and note-taking and analysed using thematic analysis. Themes and sub-themes were developed and described in detail. Findings reveal that the prestige of the organisation, career growth and working closer to home attract external employees to join the organisation. Employee engagement, teamwork and job security were found to influence the intentions to stay in the public entity. The study further revealed that a toxic work environment, poor remuneration, lack of work-life balance and lack of career growth triggers people to leave the public entity. Support from colleagues, passion for the work that one does and being afforded an opportunity to grow within the public entity were found to be the reasons why the participants still remain in the public entity. It was further revealed that some of the participants view the work environment of the public entity to be good as compared to other organisations.
Tse e bile dinyakisiso tsa boleng tseo di theilwego ka go seemo sa dinyakisiso sa tlhathollo. Bakgathatema ba kgethilwe ka mokgwa wa go dira sampole ka banyakisiswa ba kgauswi, tseo di hlahlilwego ke go hwetsagala le go nyaka ga bakgathatema go tsea karolo. Tlhahlo ya dipoledisano le dipotsiso tsa dinyakisiso tsa go nyaka ge baarabi ba efa mabaka di ile tsa ngwalwa go hlahla tshepediso ya dipoledisano tsa dipotsiso le go netefatsa gore go ba le go swana ka nakong ya kgoboketso ya tshedimoso. Palomoka ya bakgathatema ba 11 ba ile ba botsiswa dipotsiso sefaleng sa inthaneteng sa Zoom go netefatsa gore go obamelwa melawana ya Covid-19. Tshedimoso e kgobokeditswe ka mokgwa wa go gatisa mantsu le go ngwala dinoutse le go e sekaseka ka go somisa tshekatseko ya merero. Merero le mererwana ya ka fasana e ile ya hlangwa le go hlaloswa ka botlalo. Dikutollo di laetsa gore maemo a khamphani, go gola ka mosomong le go soma kgauswi le gae go goketsa basomi bao ba tswago ka ntle go tla go soma ka khamphaning. Go rerisana le basomi, go soma ka sehlopha le go sireletsega mosomong di hweditswe gore ke tsona tse di huetsago maikemisetso a go tswela pele go soma ka sehlongweng sa setshaba. Dinyakisiso di tswetse pele go utolla gore seemo sa mosomong seo se sa kgahlisego, meputso ya fase, tlhokego ya tekatekano ya mosomo le bophelo le tlhokego ya go gola ka mosomong di hlohleletsa batho go tswa ka sehlongweng sa setshaba. Thekgo go tswa go basomimmogo, lerato la mosomo wo motho a o dirago le go fiwa sebaka sa go gola ka sehlongweng sa setshaba di hweditswe gore ke tsona mabaka ao a dirilego gore bakgathatema ba tswele pele go soma ka sehlongweng sa setshaba. Go utollotswe go tswela pele gore ba bangwe ba bakgathatema ba bona seemo sa ka mosomong sa sehlongwa sa setshaba bjalo ka se sekaone ge se bapetswa le sa ka dikhamphaning tse dingwe.
Hierdie studie is ’n kwalitatiewe navorsingstudie wat op die vertolkende navorsingsparadigma gegrond is. Die deelnemers is met behulp van geriefsteekproefneming gekies wat gelei is deur die beskikbaarheid en bereidwilligheid van die deelnemers om deel te neem. ’n Onderhoudsriglyn en semigestruktureerde onderhoudsvrae is saamgestel om die onderhoudsproses te lei en om konsekwentheid tydens die data-insamelingsproses te verseker. Onderhoude is met altesaam 11 deelnemers op ’n aanlyn Zoom-platform gehou om die nakoming van Covid-19-regulasies te verseker. Die data is deur middel van opnames en die neem van notas ingesamel en met behulp van tematiese analise ontleed. Temas en subtemas is ontwikkel en in detail beskryf. Die bevindinge het aangetoon dat die aansien van die organisasie, loopbaangroei en om nader aan die huis te werk eksterne werknemers gelok het om hulle by die organisasie aan te sluit. Daar is ook bevind dat werknemerbetrokkenheid, spanwerk en werksekerheid die voorneme om by die openbare entiteit aan te bly, beïnvloed het. Die studie het ook aan die lig gebring dat ’n toksiese werksomgewing, swak vergoeding, ’n gebrek aan werk-lewe-balans en ’n gebrek aan loopbaangroei mense kan aanspoor om die openbare entiteit te verlaat. Redes waarom die deelnemers by die werkplek aangebly het, was die ondersteuning van kollegas, ’n passie vir die werk wat jy doen en die geleentheid om by die openbare entiteit te groei. Dit het ook aan die lig gekom dat sommige deelnemers die werksomgewing van die openbare entiteit as gunstig in vergelyking met ander organisasies, beskou.
