- Title
- An investigation of the impact of intrinsic motivation and job involvement on employee retention: a case of selected departments within the Eastern Cape Provincial Government
- Creator
- Mgedezi, Sipho
- Subject
- Intrinsic motivation
- Subject
- Motivation (Psychology)
- Subject
- Employee retention -- South Africa -- Eastern Cape
- Subject
- Labor turnover -- South Africa -- Eastern Cape
- Subject
- Employee empowerment -- South Africa -- Eastern Cape
- Subject
- Organizational commitment -- South Africa -- Eastern Cape
- Subject
- Performance -- Management
- Subject
- Employee loyalty -- South Africa -- Eastern Cape
- Subject
- Employee motivation -- South Africa -- Eastern Cape
- Date
- 2012
- Type
- Thesis
- Type
- Masters
- Type
- MCom (Industrial Psychology)
- Identifier
- vital:11554
- Identifier
- http://hdl.handle.net/10353/d1007094
- Identifier
- Intrinsic motivation
- Identifier
- Motivation (Psychology)
- Identifier
- Employee retention -- South Africa -- Eastern Cape
- Identifier
- Labor turnover -- South Africa -- Eastern Cape
- Identifier
- Employee empowerment -- South Africa -- Eastern Cape
- Identifier
- Organizational commitment -- South Africa -- Eastern Cape
- Identifier
- Performance -- Management
- Identifier
- Employee loyalty -- South Africa -- Eastern Cape
- Identifier
- Employee motivation -- South Africa -- Eastern Cape
- Description
- This study investigated the impact of intrinsic motivation and job involvement, with employee retention acting as a mediating variable. As most organisations want to retain their best employees and sustain their organisational performance, this study strives to add to the body of knowledge on motivation, job involvement and employee retention, with specific reference to selected departments within the Eastern Cape Provincial Government in the South African context. Intrinsic motivation and job involvement were used as the independent variables. Employee retention is the dependent variable, which was measured using the cumulative Michigan Organisational Assessment Two-item Questionnaire (Camman, Fichman & Klesh, 1979) and a third assessment item from Landau & Hammer (1986). A quantitative relational design was employed to investigate the degree to which intrinsic motivation and job involvement predict an employee’s intention to quit their job. The data were collected through a self administered questionnaire from a convenience sample of 160 employees within the selected government departments in the study. The empirical results obtained from the data; using the Pearson correlation coefficients, indicated significant relationships between intrinsic motivation, job involvement and employee retention. Evidence was further found that employees’ intrinsic motivation and job involvement influenced the extent of employees’ intention to quit. Furthermore, a multiple regression analysis of the data indicated that intrinsic motivation is the strongest predictor of employee retention, followed by job involvement.
- Format
- 112 leaves; 30 cm
- Format
- Publisher
- University of Fort Hare
- Publisher
- Faculty of Management & Commerce
- Language
- English
- Rights
- University of Fort Hare
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UFH Department of Industrial Psychology
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