Manager relations, psychological need satisfaction and intention to leave in the agricultural sector

Abstract

Orientation: If South African organisations are to retain talented and skilled staff, they need to consider the psychological needs of employees and their predictors.Research purpose: The aim of this study was to investigate the relationship between manager relations, the satisfaction of the psychological needs of employees and their intentions to leave.Motivation for the study: The effective retention of skilled employees is necessary in organisations in South Africa. However, studies on the psychological processes (and specifically the satisfaction of psychological needs), through which manager relations could promote the retention of staff, are necessary.Research design, approach and method: The authors used a cross-sectional survey design. They drew convenience samples of managers in agricultural organisations (N = 507) in South Africa. They administered the Manager Relations Scale, the Work-related Basic Need Satisfaction Scale and the Turnover Intention Scale.Main findings: The results confirmed a model in which manager relations affected the satisfaction of psychological needs and intentions to leave. Autonomy satisfaction mediated the relationship between manager relations and the intentions of employees to leave.Practical/managerial implications: Managers should participate in training on applying self determination theory to support the autonomy and the relatedness satisfaction of employees.Contribution/value add: This study contributes to the literature by exploring the processes through which manager relations influence the intentions of employees to leave

Volitional Trust, Autonomy Satisfaction, and Engagement at Work

“…Rothmann (2017) concludes that the psychometric properties of the adapted measure are acceptable. A study by Rothmann et al (2013) confirmed the internal consistencies of the subscale: physical ¼ alpha ¼ 0.80, emotional ¼ alpha ¼ 0.82, and cognitive ¼ alpha ¼ 0.78.…”

“…An example of an item is as follows: ''I feel free to do my job the way I think it could best be done.'' A study within the South African workplace context has confirmed acceptable internal consistency, alpha ¼ 0.81 (Rothmann, Diedericks, & Swart, 2013).…”

The psychological well-being manifesting among master’s students in Industrial and Organisational Psychology

“…This relates to Guse's (2010) suggestion to teach positive psychology in psychology master's courses. The above resulted in the stimulation of the students' level of engagement and intention to stay in the programme (Rothmann, Diedericks & Swart, 2013). The identity and nature of the task was experienced as a conflict.…”

Psychological Factors to Retain Teachers in Education in Namibia

“…Some factors that impact on turnover intention include: lack of satisfaction in terms of autonomy (not being included in decision making or allowed to direct work related activities), lack of good relations between supervisors and employees and low levels of perceived competence (not believing that you have the necessary abilities to execute your work duties) (Kim & Stoner 2008;Rothmann, Diedericks & Swart 2013). Factors that also impact on turnover intention include: job satisfaction, specifically related to the working environment, satisfaction with pay, relations with colleagues, advancement opportunities and satisfaction with opportunities to utilise your skills and finding meaning in your work (Choudhury & Gupta 2011;Nouri & Parker 2013).…”