dc.contributor.advisor | Barkhuizen, Nicolene | |
dc.contributor.author | Kekgonegile, Kelebogile | |
dc.date.accessioned | 2016-05-17T21:09:54Z | |
dc.date.available | 2016-05-17T21:09:54Z | |
dc.date.issued | 2014 | |
dc.identifier.uri | http://hdl.handle.net/10394/17300 | |
dc.description | M.ComAdmin (Industrial Relations), North-West University, Mafikeng Campus, 2014 | en_US |
dc.description.abstract | Botswana's economy is dominated by the diamond industry .Even though the Mines have been
operating for a long time and others mushrooming almost every year. The county still has a serious
shortage of skilled workers, particularly those needed to work in those Mines. Although the
government of Botswana spends more resources on the Education of its citizens this has failed to
address or curb the problem. Organisations all over are faced with the problem or retention of their
highly skilled employees as there are abundant opportunities available for skilled workers in
Botswana and the world at large. In a power hungry market world it is essential to effectively
manage talent and view it as a precious scarce resource. Turnover of employees is a major problem
facing organisations, proper management of employees is crucial for organisational success. It is
not enough to retain employees without proper management and continuous development. The main
aim of this study is to investigate the impact of Talent Management on the Well-being and Turnover
intentions of employees in the Botswana Mining Indust1y.
Method:
A quantitative research approach was followed with data collected from employees of a particular
mine in Botswana. (N=206). The Talent management measure, Shirom Melated Burnout Measure
and intention to quit scale were administered. Pearson Correlation and Descriptive analysis was
done
Results:
The results showed the following:
• Talent Management practices are poorly applied in the Botswana Mining Industry
• Employees of the Mine perceived that all the Talent Management Practices are important
• There is a significant positive relationship between Talent management and Well-being
• Between Well-being and Intention to quit the results showed a practically significant
relationship between Physical and Intention to Quit (medium effect) and statistically
significant relationship between Cognitive Weariness and Exhaustion and intention to quit
All relationships were positive indicating the higher the levels of burnout the more likely
employees would quit the organisation and vice versa.
Practice Relevance:
In Botswana there seems to be no or limited studies on Talent Management therefore this study will
help the organisations to have more information about the concept. A lacuna of information exists
in the field of Talent Management on the Well-being and Turnover Intentions of Employees in the
Botswana Mining Industry. Therefore, this study will contribute towards literature on
implementation of Talent Management Practices as well as contribute to the Well-being and
Turnover Intentions of Employees. | en_US |
dc.language.iso | en | en_US |
dc.subject | Talent Management | en_US |
dc.subject | Well-being | en_US |
dc.subject | Turnover Intention | en_US |
dc.title | The impact of talent management on burnout and turnover intention of employees in the Botswana Mininng Industry | en |
dc.type | Thesis | en_US |
dc.description.thesistype | Masters | en_US |
dc.contributor.researchID | 11949430 - Barkhuizen, Emmerentia Nicolene (Supervisor) | |