Abstract
One of most critical issues facing organizations today is how to retain employees they want to keep. The study examines the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their organizational commitment foci (measured by the Organization-Related Commitment Scale). A quantitative survey is conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organizational psychology. The findings provide valuable indicators for the design of career development practices aimed at retaining valuable staff
Highlights
Retention of valuable staff is critical for South African Business
An understanding of the variables relating to the internal career such as people’s psychological career resources and organizational commitment foci may influence their turnover intentions and be essential for organizations to consider in the retention of their staff
The overall findings add to the career and retention literature through identification of psychological career resources that has an impact on organizational commitment foci for retention purposes
Summary
Retention of valuable staff is critical for South African Business. Globalization has helped the organizations to look for talented employees and to retain their talented employees (Mahal, 2012). The aim of this research was to determine the relationship between individuals’ psychological career resources and their organizational commitment foci. An understanding of the variables relating to the internal career such as people’s psychological career resources and organizational commitment foci may influence their turnover intentions and be essential for organizations to consider in the retention of their staff. Some research has been done on the relationship between psychological career resources and organizational commitment (Ferreira, 2010; 2012), there is little theoretical and empirical information on how employees’ psychological career resources influence organizational commitment foci in the South African context. The current study potentially adds to the retention and career literature by fostering an understanding, of how people’s psychological career resources and organizational commitment foci influence the retention of employees in the South African organizational context
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