Constructing a psychological career profile for staff retention
The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (...
Main Author: | |
---|---|
Other Authors: | |
Format: | Others |
Language: | en |
Published: |
2012
|
Subjects: | |
Online Access: | Ferreira, Nadia (2012) Constructing a psychological career profile for staff retention, University of South Africa, Pretoria, <http://hdl.handle.net/10500/6722> http://hdl.handle.net/10500/6722 |
id |
ndltd-netd.ac.za-oai-union.ndltd.org-unisa-oai-uir.unisa.ac.za-10500-6722 |
---|---|
record_format |
oai_dc |
spelling |
ndltd-netd.ac.za-oai-union.ndltd.org-unisa-oai-uir.unisa.ac.za-10500-67222021-01-09T05:11:44Z Constructing a psychological career profile for staff retention Ferreira, Nadia Coetzee, Melinde Psychological career meta-competencies Retention-related dispositions Career development Psychological contract Employability Organisational commitment 658.314019 Employee retention -- Personnel management Career development -- Psychological aspects Organizational commitment The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. Industrial and Organisational Psychology D.Com.(Industrial and Organisational Psychology) 2012-10-16T09:11:29Z 2012-10-16T09:11:29Z 2012-06 Thesis Ferreira, Nadia (2012) Constructing a psychological career profile for staff retention, University of South Africa, Pretoria, <http://hdl.handle.net/10500/6722> http://hdl.handle.net/10500/6722 en 1 online resource (xxiii, 458 leaves): color illustrations application/pdf |
collection |
NDLTD |
language |
en |
format |
Others
|
sources |
NDLTD |
topic |
Psychological career meta-competencies Retention-related dispositions Career development Psychological contract Employability Organisational commitment 658.314019 Employee retention -- Personnel management Career development -- Psychological aspects Organizational commitment |
spellingShingle |
Psychological career meta-competencies Retention-related dispositions Career development Psychological contract Employability Organisational commitment 658.314019 Employee retention -- Personnel management Career development -- Psychological aspects Organizational commitment Ferreira, Nadia Constructing a psychological career profile for staff retention |
description |
The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. === Industrial and Organisational Psychology === D.Com.(Industrial and Organisational Psychology) |
author2 |
Coetzee, Melinde |
author_facet |
Coetzee, Melinde Ferreira, Nadia |
author |
Ferreira, Nadia |
author_sort |
Ferreira, Nadia |
title |
Constructing a psychological career profile for staff retention |
title_short |
Constructing a psychological career profile for staff retention |
title_full |
Constructing a psychological career profile for staff retention |
title_fullStr |
Constructing a psychological career profile for staff retention |
title_full_unstemmed |
Constructing a psychological career profile for staff retention |
title_sort |
constructing a psychological career profile for staff retention |
publishDate |
2012 |
url |
Ferreira, Nadia (2012) Constructing a psychological career profile for staff retention, University of South Africa, Pretoria, <http://hdl.handle.net/10500/6722> http://hdl.handle.net/10500/6722 |
work_keys_str_mv |
AT ferreiranadia constructingapsychologicalcareerprofileforstaffretention |
_version_ |
1719372410218610688 |