The engagement and retention of non-profit employees in Belgium and South Africa

Michelle Renard,Robin J Snelgar

doi:10.4102/sajhrm.v14i1.795

Abstract

Orientation: A lack of qualitative research exists that investigates work engagement and retention within Belgium and South Africa, particularly within the non-profit sector.Research purpose: The study aimed to gather in-depth qualitative data pertaining to the factors that promote work engagement and retention amongst non-profit employees working within these two countries.Motivation for the study: Because of scarce funding and resources, non-profit organisations are pressured to retain their talented employees, with high levels of turnover being a standard for low-paid, human-service positions. However, when individuals are engaged in their work, they display lower turnover intentions, suggesting the importance of work engagement in relation to retention.Research design, approach and method: Non-probability purposive and convenience sampling was used to organise in-depth interviews with 25 paid non-profit employees working on either a full-time or a part-time basis within Belgium and South Africa. Thematic analysis was used to analyse the qualitative data produced.Main findings: Participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.Practical/managerial implications: Non-profit organisations should develop positive work environments for their employees to sustain their levels of work engagement, as well as place significance on intrinsic rewards in order to retain employees.Contribution: This study provides insights into the means by which non-profit employees across two nations demonstrate their enthusiasm, pride and involvement in the work that they perform. It moreover sheds light on the factors contributing to such employees intending to leave or stay within the employment of their organisations.

Highlights

According to Schaufeli and Bakker (2003), the emergence of positive organisational psychology has resulted in positive aspects of well-being becoming popular in research studies
This suggests that employees who work for organisations that are socially responsible, as in the case of non-profit organisations (NPOs), will exhibit high levels of work engagement
Participant B(SA) finds herself absorbed when she is learning on the job and conducting research for her work, whilst Participant M(SA) stated that because her NPO does not have sufficient funding to employ more staff, she runs with many projects at one time, which increases her level of excitement and involvement

Summary

Introduction

According to Schaufeli and Bakker (2003), the emergence of positive organisational psychology has resulted in positive aspects of well-being becoming popular in research studies. Employees have a desire to be engaged in work that helps them feel that they are positively contributing to something larger than themselves (HayGroup, n.d.). Along this line, Lin (2009) found that employees who worked in organisations that were perceived to demonstrate corporate citizenship behaviours exhibited high levels of work engagement. This suggests that employees who work for organisations that are socially responsible, as in the case of non-profit organisations (NPOs), will exhibit high levels of work engagement. One can be led to believe that NPO employees would by nature be engaged in their work, especially in choosing to work in their organisations because they perceive that they are contributing to society or making a difference in the lives of others

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