The impact of open management on employee turnover in small information technology firms in South Africa

The purpose of this research is to ascertain whether open management (OM) significantly reduces employee turnover in small South African Information Technology (IT) firms. Human Resource Management literature widely predicts that OM increases employee performance, commitment and retention. By 2010 t...

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Main Author: Swanepoel, Vorster
Other Authors: Dr C Scheeper
Published: 2013
Subjects:
Online Access:http://hdl.handle.net/2263/23291
Swanepoel, V 2009, Simulation of a building heating, ventilating and air-conditioning system, MBA dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23291 >
http://upetd.up.ac.za/thesis/available/etd-03172010-123501/
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spelling ndltd-netd.ac.za-oai-union.ndltd.org-up-oai-repository.up.ac.za-2263-232912017-07-20T04:10:16Z The impact of open management on employee turnover in small information technology firms in South Africa Swanepoel, Vorster Dr C Scheeper upetd@up.ac.za UCTD Labour turnover The purpose of this research is to ascertain whether open management (OM) significantly reduces employee turnover in small South African Information Technology (IT) firms. Human Resource Management literature widely predicts that OM increases employee performance, commitment and retention. By 2010 there will be more than one-hundred-thousand unfilled IT jobs due to the skills shortage. The high labour demand and short supply introduces a counter force to the OM predictions, namely market-pull. This research tests the relative strengths of market-pull and loyalty created by OM practices by means of five hypothesis tests. The tests include OM awareness, historic turnover comparisons and turnover intention comparisons. Interviews were held with the owners of twelve small IT firms. Fifty-three employee surveys were collected. Most firm owners were not formally aware of OM. Historic turnover and future turnover intentions were lower in open managed firms, thus affirming current literature. The practical implications are that small South African IT firm owners should endeavour to understand OM and also adopt it, first to remain competitive and second to retain key employees. A possible model to predict turnover candidates based on open or closed rating is also proposed. Dissertation (MBA)--University of Pretoria, 2010. Gordon Institute of Business Science (GIBS) unrestricted 2013-09-06T14:51:52Z 2010-06-08 2013-09-06T14:51:52Z 2009-04-01 2010-06-08 2010-03-17 Dissertation http://hdl.handle.net/2263/23291 Swanepoel, V 2009, Simulation of a building heating, ventilating and air-conditioning system, MBA dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23291 > G10/101/ag http://upetd.up.ac.za/thesis/available/etd-03172010-123501/ © 2008, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria
collection NDLTD
sources NDLTD
topic UCTD
Labour turnover
spellingShingle UCTD
Labour turnover
Swanepoel, Vorster
The impact of open management on employee turnover in small information technology firms in South Africa
description The purpose of this research is to ascertain whether open management (OM) significantly reduces employee turnover in small South African Information Technology (IT) firms. Human Resource Management literature widely predicts that OM increases employee performance, commitment and retention. By 2010 there will be more than one-hundred-thousand unfilled IT jobs due to the skills shortage. The high labour demand and short supply introduces a counter force to the OM predictions, namely market-pull. This research tests the relative strengths of market-pull and loyalty created by OM practices by means of five hypothesis tests. The tests include OM awareness, historic turnover comparisons and turnover intention comparisons. Interviews were held with the owners of twelve small IT firms. Fifty-three employee surveys were collected. Most firm owners were not formally aware of OM. Historic turnover and future turnover intentions were lower in open managed firms, thus affirming current literature. The practical implications are that small South African IT firm owners should endeavour to understand OM and also adopt it, first to remain competitive and second to retain key employees. A possible model to predict turnover candidates based on open or closed rating is also proposed. === Dissertation (MBA)--University of Pretoria, 2010. === Gordon Institute of Business Science (GIBS) === unrestricted
author2 Dr C Scheeper
author_facet Dr C Scheeper
Swanepoel, Vorster
author Swanepoel, Vorster
author_sort Swanepoel, Vorster
title The impact of open management on employee turnover in small information technology firms in South Africa
title_short The impact of open management on employee turnover in small information technology firms in South Africa
title_full The impact of open management on employee turnover in small information technology firms in South Africa
title_fullStr The impact of open management on employee turnover in small information technology firms in South Africa
title_full_unstemmed The impact of open management on employee turnover in small information technology firms in South Africa
title_sort impact of open management on employee turnover in small information technology firms in south africa
publishDate 2013
url http://hdl.handle.net/2263/23291
Swanepoel, V 2009, Simulation of a building heating, ventilating and air-conditioning system, MBA dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://hdl.handle.net/2263/23291 >
http://upetd.up.ac.za/thesis/available/etd-03172010-123501/
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