Factors Affecting The Retention Of Knowledge Workers

Abstract

One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service.Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed.
 
 <b>Opsomming</b><br>Een van die eienskappe van kenniswerkers is hulle hoë vlak van mobiliteit. Die koste van arbeidsomset van hierdie sleutelbronne is hoog in beide finansiële en nie-finansiële terme. Daar bestaan dus ’n behoefte om die faktore wat onderliggend is aan die retensiekognisies van kenniswerkers te verstaan. Data is ingesamel van 306 kenniswerkers in voltydse diens wat ’n wye reeks demografiese groeperings verteenwoordig. Die resultate dui daarop dat werktevredenheid en organisasieverbondenheid nie die kenniswerkers se verwagte lengte van diens voorspel nie. Faktorontleding het sewe onderliggende dimensies van retensiekognisies blootgelê. ’n Bondelontleding het nege duidelike bondels van kenniswerkers ten opsigte van hulle retensiekognisies onderskei. Hoë vlakke van individualisme, behoefte aan uitdaging en fokus op persoonlike ontwikkeling is aangedui. Die implikasies van hierdie bevindinge word bespreek. </br&gt

Intention to quit amongst Generation Y academics in higher education

“…To aggravate the problem of retaining young employees, job mobility is increasing and organisations are finding it more difficult to retain skilled employees. Knowledgeable employees display high levels of mobility, as the psychological contract has shifted from a previous emphasis on job security and loyalty to the current emphasis on employability and loyalty to one's own career and experience (Sutherland, 2005). Bakos (2007) reports that South African organisations face a scenario in which the demand for highly skilled employees is far greater than the supply.…”

The components of career capital for knowledge workers in the global economy

“…Forrier et al (2009) developed a model mapping how individual and structural factors may concurrently influence an individual's mobility opportunities and work-role transitions and it illustrates that if career capital is specific to an industry it limits a knowledge worker's movement capital across industries. There are indications that knowledge workers should be segmented rather than seen as a homogenous grouping (Sutherland & Jordaan, 2004). The Centre for International Labour Market Studies (2011) found that the overriding challenge facing industries are the differing labour markets.…”

Job Retention Factors, Perceived Career Mobility and Organisational Commitment in the South African Financial Sector

“…& Rebitzer, 2006;Khatri, Fern, & Budhwar, 2001;Vallabh & Donald, 2001). Intra-organisational career mobility has commonly been studied by focusing on the need for advancement opportunities in the understanding of career mobility (Brown, 1998) and retention (Sutherland & Jordaan, 2004).…”