The relationship between succession planning, self leadership and turnover intention at a state-owned enterprise.
Maroga, Reshoketswe Selina
Maroga, Reshoketswe Selina
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Abstract
Managing talent in an era when major companies and public entities are competing to attract and retain a highly-skilled workforce has become a global phenomenon and South Africa cannot be excluded. As part of talent management, public entities are faced with managing succession planning, self-leadership and turnover intention. The aim of the study was thus to determine if succession planning was the mediating variable between self-leadership and turnover intention in a state-owned enterprise. The study adopted positivism as a philosophical pillar and a positivist epistemology which influenced the choice of a cross-sectional survey research design for this study. The study gathered data using a structured, self-administered questionnaire that was distributed to the seven (7) departments in five (5) provinces of a state-owned enterprise as a means of extracting information to achieve the research objectives. The study found that self-leadership was a marginally significant predictor of turnover intention. A large proportion of the sample was drawn from respondents working in Johannesburg whose views might not correspond with those of employees from other areas. Additionally, due to confidentiality measures in state-owned enterprises, the respondents deliberately avoided sensitive issues. As this was a cross-sectional study, the findings cannot be generalised to other contexts. The findings of the study offer government policy makers the opportunity to develop policies that enhance self-leadership, promote succession planning and reduce the intention to leave among employees and to incentivise the process. Employees with essential skills are ageing and the government can incorporate young graduates in teams led by senior members as part of succession planning, developing self leadership and mitigating turnover intention. Therefore, the study recommends that the state-owned enterprise should review salaries and workload policies to reduce turnover intention. The performance appraisal system needs to be enhanced to effectively aid succession planning and self-leadership and mitigate turnover intention. In line with global advocacy for women’s participation in all sectors of life, the state-owned enterprise should consider recruiting more females to address the current gender imbalance. Additionally, the state-owned enterprise should revise the way it implements succession planning and talent management outcomes to address concerns raised in the study. Finally, mentors should play a role in consulting, counselling, encouraging and empowering subordinates for personal development to enhance mentoring outcomes.
Description
Submitted in partial fulfilment of the requirements for the degree, Magister Technologiae: Human Resources Management in the Department of People Management and Development,
Faculty of Management Sciences at the Tshwane University of Technology
Date
2022-04-01
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Tshwane University of Technology
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Keywords
Talent management, Government policy makers, Performance appraisal system, Succession Planning, Turnover intention