Predicting employee voluntary turnover using human resources data

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dc.contributor.advisorSchlechter, Antonen_ZA
dc.contributor.authorSyce, Chantalen_ZA
dc.date.accessioned2015-01-07T13:39:37Z
dc.date.available2015-01-07T13:39:37Z
dc.date.issued2012en_ZA
dc.descriptionIncludes bibliographical references.en_ZA
dc.description.abstractThe current research attempted to answer the following question: Can voluntary employee turnover be predicted? The study made use of regression analyses to examine the relationship between employee turnover and a range of worker demographics. Data covering 2 592 employees in a South African general insurer formed the basis for the analysis. Several demographic variables (available in the HR management information system), were identified and investigated with the aim to develop a voluntary turnover prediction model. Fourteen variables were identified in the human resources information system to be included for analysis. From 14 potential predictors, the procedure selected only five variables, i.e. cost centre, years of service, performance, age and tenure - family size interaction for inclusion in the regression equation.en_ZA
dc.identifier.apacitationSyce, C. (2012). <i>Predicting employee voluntary turnover using human resources data</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/11711en_ZA
dc.identifier.chicagocitationSyce, Chantal. <i>"Predicting employee voluntary turnover using human resources data."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2012. http://hdl.handle.net/11427/11711en_ZA
dc.identifier.citationSyce, C. 2012. Predicting employee voluntary turnover using human resources data. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Syce, Chantal AB - The current research attempted to answer the following question: Can voluntary employee turnover be predicted? The study made use of regression analyses to examine the relationship between employee turnover and a range of worker demographics. Data covering 2 592 employees in a South African general insurer formed the basis for the analysis. Several demographic variables (available in the HR management information system), were identified and investigated with the aim to develop a voluntary turnover prediction model. Fourteen variables were identified in the human resources information system to be included for analysis. From 14 potential predictors, the procedure selected only five variables, i.e. cost centre, years of service, performance, age and tenure - family size interaction for inclusion in the regression equation. DA - 2012 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2012 T1 - Predicting employee voluntary turnover using human resources data TI - Predicting employee voluntary turnover using human resources data UR - http://hdl.handle.net/11427/11711 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/11711
dc.identifier.vancouvercitationSyce C. Predicting employee voluntary turnover using human resources data. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2012 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/11711en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titlePredicting employee voluntary turnover using human resources dataen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMComen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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