Factors influencing intention to leave of younger employees in an academic institution
Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Thapelo D. Chaacha [verfasserIn] Elrie Botha [verfasserIn] |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2021 |
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| Schlagwörter: |
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| Übergeordnetes Werk: |
In: SA Journal of Human Resource Management - AOSIS, 2008, 19(2021), 0, Seite e1-e12 |
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| Übergeordnetes Werk: |
volume:19 ; year:2021 ; number:0 ; pages:e1-e12 |
| Links: |
Link aufrufen |
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| DOI / URN: |
10.4102/sajhrm.v19i0.1519 |
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| Katalog-ID: |
DOAJ038306506 |
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| 520 | |a Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer. Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution. Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees. Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed. Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution. Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution. Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed. | ||
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10.4102/sajhrm.v19i0.1519 doi (DE-627)DOAJ038306506 (DE-599)DOAJd40db492565241efb9355a9da82b8070 DE-627 ger DE-627 rakwb eng HF5549-5549.5 Thapelo D. Chaacha verfasserin aut Factors influencing intention to leave of younger employees in an academic institution 2021 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer. Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution. Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees. Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed. Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution. Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution. Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed. academics human resource management younger employees intention to stay intention to leave Personnel management. Employment management Elrie Botha verfasserin aut In SA Journal of Human Resource Management AOSIS, 2008 19(2021), 0, Seite e1-e12 (DE-627)565518771 (DE-600)2424416-8 2071078X nnns volume:19 year:2021 number:0 pages:e1-e12 https://doi.org/10.4102/sajhrm.v19i0.1519 kostenfrei https://doaj.org/article/d40db492565241efb9355a9da82b8070 kostenfrei https://sajhrm.co.za/index.php/sajhrm/article/view/1519 kostenfrei https://doaj.org/toc/1683-7584 Journal toc kostenfrei https://doaj.org/toc/2071-078X Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_170 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2129 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 19 2021 0 e1-e12 |
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Factors influencing intention to leave of younger employees in an academic institution |
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Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer. Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution. Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees. Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed. Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution. Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution. Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed. |
| abstractGer |
Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer. Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution. Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees. Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed. Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution. Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution. Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed. |
| abstract_unstemmed |
Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer. Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution. Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees. Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed. Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution. Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution. Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed. |
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Factors influencing intention to leave of younger employees in an academic institution |
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https://doi.org/10.4102/sajhrm.v19i0.1519 https://doaj.org/article/d40db492565241efb9355a9da82b8070 https://sajhrm.co.za/index.php/sajhrm/article/view/1519 https://doaj.org/toc/1683-7584 https://doaj.org/toc/2071-078X |
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10.4102/sajhrm.v19i0.1519 |
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2024-07-03T17:13:00.879Z |
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