Abstract
The purpose of the study was to quantify talent management predictors that adversely affect job satisfaction (JS). The literature review revealed that talent management predictors (i.e. neglecting experience during recruitment and appointment of managers, and supervisors’ lack of confidence in the achievement of goals) adversely affected JS. The research design was cross-sectional, pre-experimental, and a survey. Data were collected at a parastatal business unit with a population size of 800.Using calculating statistics, the appropriate sample size was n=204. The sample was stratified by gender and occupation. Data were collected by means of a validated questionnaire and analyzed by means of frequencies, and logit analysis. Bayesian analyses were used to test the hypotheses. The three hypotheses were supported; showing that employees are more likely to be dissatisfied if their experience was not considered during recruitment, if their experience was neglected when managers were appointed irrespective of their gender, and if supervisors lacked confidence that the organizational strategic goals would be achieved. Recommendations for future research are made. This study has implications for managers in the sense that if they do not factor in experience, i.e. during recruitment and appointment, they might have supervisors who do not have confidence in expressing the strategic goals of the parastatal. This study adds value to the existing body of knowledge by quantifying talent management factors using odds ratios to determine talent management predictors that adversely affect JS.
Highlights
The study was driven by the need to identify and quantify existing and unexplored possible predictors of job satisfaction (JS) to enhance the overall productivity of parastatals
The data revealed that respondents at the parastatal were dissatisfied that their experience was neglected during the recruitment and selection processes
This implied that the parastatal appointed inexperienced people and focused more on achieving targeted transformation, as reported in the parastatal’s 2014 integrated report
Summary
The study was driven by the need to identify and quantify existing and unexplored possible predictors of JS to enhance the overall productivity of parastatals (or state-owned companies). The reason why JS is widely researched is that it has a positive relationship with life satisfaction, organizational commitment, and job performance, which all contribute to organizational success (Buitenbach & De Witte, 2005). Research conducted at a parastatal in Kenya reported that increased JS is valuable to the organization since it contributes positively to employee performance and productivity (Otieno, 2016). It is important to draw attention to other instances or dimensions that may either increase or decrease JS in various organizations, especially parastatal organizations. The staff at a South African parastatal ranked job security and pay as predictors of JS (Carolissen & Smith, 2014). A case in point is a parastatal in Zimbabwe where employees who were not paid for lengthy periods were tempted to engage in corrupt activities to augment their delayed salaries (Maunganidze, Mashavira & Mapira, 2017)
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