Factors Affecting The Retention Of Knowledge Workers
By M. Sutherland, W. Jordaan. 2004
186 citations recorded by the source corpus.
One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service. Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed. OPSOMMING Een van die eienskappe van kenniswerkers is hulle hoe vlak van mobiliteit. Die koste van arbeidsomset van hierdie sleutelbronne is hoog in beide finansiele en nie-finansiele terme. Daar bestaan dus ’n behoefte om die faktore wat onderliggend is aan die retensiekognisies van kenniswerkers te verstaan. Data is ingesamel van 306 kenniswerkers in voltydse diens wat ’n wye reeks demografiese groeperings verteenwoordig. Die resultate dui daarop dat werktevredenheid en organisasieverbondenheid nie die kenniswerkers se verwagte lengte van diens voorspel nie. Faktorontleding het sewe onderliggende dimensies van retensiekognisies blootgele. ’n Bondelontleding het nege duidelike bondels van kenniswerkers ten opsigte van hulle retensiekognisies onderskei. Hoe vlakke van individualisme, behoefte aan uitdaging en fokus op persoonlike ontwikkeling is aangedui. Die implikasies van hierdie bevindinge word bespreek.
Subfields: Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/b605b4839e3e921bfe2b56a8ecd9cd5d4f586f3e
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Citations in the corpus
- Determinants of Academic Staff Retention in Public Universities in Kenya: Empirical Review (2012, unknown): “Tettey (2006) observes that professional development is the engine that keeps the universities true to their mandate as centers of ideas and innovation.”
- Employee retention and turnover: Using motivational variables as a panacea (2009, background): “Bliss (2007) and Sutherland (2004) contend that organisations lost productivity, social capital and suffer customer defection when a productive employee quits.”