https://ir.unisa.ac.za/handle/10500/2962 Sat, 27 Jun 2026 01:47:49 GMT 2026-06-27T01:47:49Z https://ir.unisa.ac.za/handle/10500/32653 Multi-Generational Differences: Females’ Perspectives on Factors Influencing Employee Retention Gopal, Denelle Devanisha The aim of this study was to explore the multi-generational differences in the driving and inhibiting factors that influence employee retention from a female perspective. A qualitative research design was used, and 20 semi-structured interviews were conducted. The data were analysed through thematic coding using ATLAS.ti. The findings revealed that emotional and psychological well-being, inclusive leadership and value alignment are central factors that influence retention, particularly for women navigating personal and professional responsibilities. Multi-generational differences emerged in participants’ perceptions of organisational support, leadership styles and career development opportunities. The study highlights the importance of fostering inclusive and empathetic workplace cultures that support life transitions, promote diversity and build trust through transparent communication. Recommendations are provided to guide human resource practitioners and organisational leaders in developing retention strategies that are responsive to generational needs and gender-specific challenges.; Die doel van hierdie studie was om die multigenerasieverskille in die motivering- en stremmingsfaktore wat werknemerbehoud beïnvloed vanuit ʼn vroulike perspektief te ondersoek. ʼn Kwalitatiewe navorsingsontwerp is gebruik, en 20 semi-gestruktureerde onderhoude is gevoer. Die data is ontleed deur tematiese kodering met behulp van ATLAS.ti. Die bevindinge het getoon dat emosionele en sielkundige welstand, inklusiewe leierskap en waardebelyning sentrale faktore is wat behoud beïnvloed, veral vir vroue wat persoonlike en professionele verantwoordelikhede navigeer. Multigenerasieverskille het na vore gekom in deelnemers se persepsies van organisasie-ondersteuning, leierskapstyle en loopbaanontwikkelingsgeleenthede. Die studie beklemtoon die belangrikheid van die bevordering van inklusiewe en empatiese werkplekkulture wat lewensoorgange ondersteun, diversiteit bevorder en vertroue deur deursigtige kommunikasie bou. Aanbevelings word verskaf om menslikehulpbronpraktisyns en organisasieleiers te lei in die ontwikkeling van behoudstrategieë responsief tot generasiebehoeftes en geslagspesifieke uitdagings.; Inhloso yalolu cwaningo ukuhlonza umehluko phakathi kwezizukulwane eziningi mayelana nezinto ezinomthelela ekuqhutshweni nasekuvinjelweni kokugcinwa kwabasebenzi emsebenzini, ngokubona kwabesifazane. Kwasetshenziswa ucwaningo oluhleliwe oluyikhwalithi kanti futhi nemibuzo engama-20 engahleliwe ngokuphelele nayo yasetshenziswa. Idatha yahlaziywa ngokusebenzisa ukuhlukanisa ngemixholo ye-ATLAS.ti. Imiphumela yadalula ukuthi inhlakahle ngokwengqondo nangokwemizwa, ubuholi obubandakanyayo kanye nokuhambisana ngokwamanani kungumgogodla wokugcinwa kwabasebenzi emsebenzini, ikakhulukazi abesifazane abanezibopho zabo siqu kanye nezasemsebenzini. Umehluko phakathi kwezizukulwane eziningi, waqala emva kwemicabango yababambiqhaza yokwesekwa kwenhlangano, izindlela zobuholi kanye namathuba okuthuthukisa umsebenzi. Ucwaningo lugqamisa ukubaluleka kokugqugquzela ukubandakanya kanye namasiko okusebenza anozwelo eseka ukuguqula impilo, agqugquzela ukwehluka kanti futhi akha ukwethembana ngokuxhumana okusobala. Kuhlinzekwe ngezincomo ezizokweluleka abasebenzi ababhekelela izindaba zabasebenzi kanye nabaholi benhlangano ekusunguleni amaqhinga azohlangabezana nezidingo zesizukulwana kanjalo nezingqinamba eziqondene nobulili obuthile. Abstract in English with Afrikaans and Zulu translation Fri, 27 Feb 2026 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32653 2026-02-27T00:00:00Z https://ir.unisa.ac.za/handle/10500/32645 Influence of labour relations on organisational performance of selected public sector institutions in Ghana Parku, Kenneth Eyram This study explores how labour relations, specifically collective bargaining, trade unionism, and dispute resolution, influence organisational performance in Ghana's public sector. Purposive sampling and a case study design were used in this qualitative study to collect data from 37 participants comprising of Ghanaian public sector employees (16), trade union representatives (10), and labour relations officials (11) across 15 public sector institutions. The researcher gathered data through interviews and conducted thematic and content analysis. The findings show differing opinions about how collective bargaining might improve performance in the public sector. While some participants stated that recent pay increases and agreements on health, safety, and employee rights demonstrate how collective bargaining has improved working conditions and employee morale, others pointed to leadership self-interest and limited motivational outcomes as obstacles to increased effectiveness. As a result, the influence of collective bargaining is regarded as moderate. The study also emphasises labour unionism's positive and negative aspects. Despite having secured benefits for their members, unions' impact on overall organisational performance is undermined by challenges including mandatory membership, restricted welfare support, and perceived self-serving activity. The study also reveals that although there are dispute resolution procedures in place, their efficacy is hampered by issues including lack of funding and restricted access to the National Labour Commission, which leads to a rise in strikes and a decline in morale. In conclusion, Ghana's labour relations framework has made some headway in enhancing the performance of the public sector, but there are still many obstacles to overcome. The study recommends addressing psycho-social needs in collective bargaining, improving logistical support, and using digital tools to improve labour relations. These actions could lead to a highly performing public sector in Ghana. Thu, 01 May 2025 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32645 2025-05-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32239 The mediating effect of job satisfaction on the relationship between HRM practices and employee retention within a South African National Government Department Selane, Caroline Masepase Employee retention is crucial for organisational efficiency, but South Africa's government departments face challenges as skilled employees often seek more lucrative private sector opportunities. This study explores the relationship between human resources management practices, job satisfaction (JS) and employee retention, within the context of South African immigration services. It further investigates whether JS statistically mediates the human resources management practices and employee retention relationship and examines demographic influences the research variables. This quantitative study targeted a probability sample of 212 government officials, collecting primary data utilising three validated scales. The study’s findings reveal significant correlations between human resource management practices and employee retention, with JS acting as a mediator. Dissatisfaction is evident in pay, promotion and operating procedures. While most demographic variables yield no significant differences, job levels emerged as an exception. The study provides insights and recommendations for enhancing employee retention in South African government departments, offering guidance for implementing measures across the public service.; Go boloka badiri ke karolo nngwe e e botlhokwa ya tsamaiso bonolo ya setlamo efela mafapha a puso ya Aforika Borwa a lebagane le dikgwetlho ka badiri ba ba nang le bokgoni, bao ba tsamayang go kwa ya ditshonong tse di kgatlhisang tsa kwa maphateng a poraefete. Patlisiso e e batlisisa kamano magareng ga ditiragatso tsa Botsamaisi jwa Badiri, go kgotsofalela tiro (JS) le go boloka badiri, ka fa molebong wa ditirelo tsa bofaladi tsa Aforika Borwa. E batlisisa gape le gore a fa JS, ka mokgwa wa tiriso ya thutadipalo, e tsereganya kamano magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme e tlhatlhobe mokgwa oo palobatho e tlhotlheletsang dipharologanyo tsa patlisiso. Patlisiso e ya khwaletheithifi e ne e labile sampole ya badiredi ba puso ba le 212, mme gape e kokoanya tshedimosetso ka go dirisa dikale tse di tlhomamisitsweng di le tharo. Diphitlhelelo tsa patlisiso di senola dikamano tse di botlhokwa magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme gape le gore JS e dira jaaka motsereganyi. Bosupi jwa go se kgotsofale bo bonagala mo go duelweng, go tlhatlhosiwa mo tirong le mo mekgweng ya go dira. Le fa bontsi jwa dipharologanyo tsa palobatho di sa tlhagise pharologanyo e e kalo, maemo a tiro a tsweletse a tlhaolegile. Patlisiso e neelana ka temogo le dikatlanegiso tsa go tokafatsa go boloka badiri mo mafapheng a puso ya Aforika Borwa, mme gape di neelana ka kaelo ya go tsenyatirisong dikgato mo tirelong tsa setšhaba ka bophara; Go swara bašomi go bohlokwa go bokgoni bja mokgatlo, eupša dikgoro tša mmušo wa Afrika Borwa di lebane le ditlhohlo ka ge bašomi ba bokgoni gantši ba nyaka dibaka tše dikaone lekaleng la praebete. Nyakišišo ye e nyakišiša kamano gare ga mekgwa ya taolo ya methopo ya batho, go kgotsofala mošomong (JS) le go swara bašomi, ka maemo a ditirelo tša bofaladi ka Afrika Borwa. E nyakišiša gape ge e le gore JS ka dipalopalo e rarolla mekgwa ya taolo ya methopo ya batho le kamano ya go swara bašomi le go lekola khuetšo ya temokrafi ya phetogo ya nyakišišo. Nyakišišo ya bontši yeo e lebantšego dišupo tša kgonagalo tša bašomi ba mmušo ba 212, ya kgoboketša data ye kgolo go šomiša dikala tše di kgonthišitšwego tše tharo Dikutollo tša nyakišišo di tšweletša kamano ye kgolo gare ga mekgwa ya taolo ya methopo ya batho le go swara bašomi, le JS e šoma bjalo ka morarolli. Go se kgotsofale go bontšhitšwe tabeng ya mogolo, tlhahlošo le ditshepedišo tša go šoma. Mola diphetogo tše dintši tša temokrafi di sa tšweletše diphapano tše bohlokwa, magato a mošomo a tšwelela bjalo ka ao a sa akaretšwego. Nyakišišo e fa dipono le maele a go kaonafatša go swara bašomi mo dikgorong tša mmušo wa Afrika Borwa, ba aba tlhahlo ya go phethagatša ditekanyetšo go phatlalala le tirelo ya setšhaba. Abstracts and keywords in English, Tswana and Northern Sotho Thu, 01 Feb 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32239 2024-02-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/31914 The mediating effect of job satisfaction on the relationship between HRM practices and employee retention within a South African national government department Selane, Caroline Masepase Employee retention is crucial for organisational efficiency, but South Africa's government departments face challenges as skilled employees often seek more lucrative private sector opportunities. This study explores the relationship between human resources management practices, job satisfaction (JS) and employee retention, within the context of South African immigration services. It further investigates whether JS statistically mediates the human resources management practices and employee retention relationship and examines demographic influences the research variables. This quantitative study targeted a probability sample of 212 government officials, collecting primary data utilising three validated scales. The study’s findings reveal significant correlations between human resource management practices and employee retention, with JS acting as a mediator. Dissatisfaction is evident in pay, promotion and operating procedures. While most demographic variables yield no significant differences, job levels emerged as an exception. The study provides insights and recommendations for enhancing employee retention in South African government departments, offering guidance for implementing measures across the public service.; Go boloka badiri ke karolo nngwe e e botlhokwa ya tsamaiso bonolo ya setlamo efela mafapha a puso ya Aforika Borwa a lebagane le dikgwetlho ka badiri ba ba nang le bokgoni, bao ba tsamayang go kwa ya ditshonong tse di kgatlhisang tsa kwa maphateng a poraefete. Patlisiso e e batlisisa kamano magareng ga ditiragatso tsa Botsamaisi jwa Badiri, go kgotsofalela tiro (JS) le go boloka badiri, ka fa molebong wa ditirelo tsa bofaladi tsa Aforika Borwa. E batlisisa gape le gore a fa JS, ka mokgwa wa tiriso ya thutadipalo, e tsereganya kamano magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme e tlhatlhobe mokgwa oo palobatho e tlhotlheletsang dipharologanyo tsa patlisiso. Patlisiso e ya khwaletheithifi e ne e labile sampole ya badiredi ba puso ba le 212, mme gape e kokoanya tshedimosetso ka go dirisa dikale tse di tlhomamisitsweng di le tharo. Diphitlhelelo tsa patlisiso di senola dikamano tse di botlhokwa magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme gape le gore JS e dira jaaka motsereganyi. Bosupi jwa go se kgotsofale bo bonagala mo go duelweng, go tlhatlhosiwa mo tirong le mo mekgweng ya go dira. Le fa bontsi jwa dipharologanyo tsa palobatho di sa tlhagise pharologanyo e e kalo, maemo a tiro a tsweletse a tlhaolegile. Patlisiso e neelana ka temogo le dikatlanegiso tsa go tokafatsa go boloka badiri mo mafapheng a puso ya Aforika Borwa, mme gape di neelana ka kaelo ya go tsenyatirisong dikgato mo tirelong tsa setšhaba ka bophara; Go swara basomi go bohlokwa go bokgoni bja mokgatlo, eupsa dikgoro tsa mmuso wa Afrika Borwa di lebane le ditlhohlo ka ge basomi ba bokgoni gantsi ba nyaka dibaka tse dikaone lekaleng la praebete. Nyakisiso ye e nyakisisa kamano gare ga mekgwa ya taolo ya methopo ya batho, go kgotsofala mosomong (JS) le go swara basomi, ka maemo a ditirelo tsa bofaladi ka Afrika Borwa. E nyakisisa gape ge e le gore JS ka dipalopalo e rarolla mekgwa ya taolo ya methopo ya batho le kamano ya go swara basomi le go lekola khuetso ya temokrafi ya phetogo ya nyakisiso. Nyakisiso ya bontsi yeo e lebantsego disupo tsa kgonagalo tsa basomi ba mmuso ba 212, ya kgoboketsa data ye kgolo go somisa dikala tse di kgonthisitswego tse tharo Dikutollo tsa nyakisiso di tsweletsa kamano ye kgolo gare ga mekgwa ya taolo ya methopo ya batho le go swara basomi, le JS e soma bjalo ka morarolli. Go se kgotsofale go bontshitswe tabeng ya mogolo, tlhahloso le ditshepediso tsa go soma. Mola diphetogo tse dintsi tsa temokrafi di sa tsweletse diphapano tse bohlokwa, magato a mosomo a tswelela bjalo ka ao a sa akaretswego. Nyakisiso e fa dipono le maele a go kaonafatsa go swara basomi mo dikgorong tsa mmuso wa Afrika Borwa, ba aba tlhahlo ya go phethagatsa ditekanyetso go phatlalala le tirelo ya setshaba Abstract in English, Tswana and Northern Sotho Thu, 01 Feb 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/31914 2024-02-01T00:00:00Z