Exploring factors affecting talent retention in a selected State Owned Enterprise : North West Province

Abstract

Background and Aim: Literature regarding the causes of staff turnover was integrated in to a comprehensive model that could predict turnover intentions. The proposed study will examine the impact of job satisfaction, organisational practices, recognition , management support, and remuneration on the turnover intent of staff at Eskom Distribution North-West Province. Investigating the causes of voluntary employee turnover will inform a pro-active strategy for Eskom to remedy the problem of staff retention , in order to improve productivity and lower the costs of recruitment and training. The results of this study provide insight into the relationships among job satisfaction, organisational practices, recognition , management support, salary and benefits, and intention to quit. The model could be used to manage employer/employee relations in the workplace. The small deviations found between the model and the empirical data are explained , together with recommendations for application of the model in the workplace. Method: The present study is a quantitative in nature; this model was tested on a sample of 426 Eskom Distribution Division (North-West province) employees. The measurement of the following categories; Remuneration scale, Management support scale, Satisfaction with organisational practices scale, and Intention to quit scale are administered. Exploratory Factor Analysis, Reliability Analyses, Descriptive Analyses and Regression Analysis were applied