Factors that attract and motivate South African employees to work within non-metro business banking sectors

Alsten. Marigadu, M. Hoque, Nisha Singh
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Abstract

Financial institutions throughout South Africa have faced several challenges over the past decade. One bank, in particular has been highly competitive due largely to the effect of increased quasi-financial organisations in the market. This banking division has been a dominant player in the KwaZulu-Natal region and its presence is especially evident in non-metro areas. Therefore, it is imperative that management and the human resources department identify the pertinent motivating factors which could be incorporated in the formulation of their succession plans. These initiatives could result in existing employees either remaining in or accepting key positions in the KwaZulu-Natal non-metro areas. To identify the factors, a cross-sectional quantitative study was conducted among 125 employees using an online survey. It was found that there was a significant association (p<0.05) between the employment status and certain motivational factors i.e. opportunities to gain experience and job development, career growth prospects and potential promotion and work-life balance. The results suggested that the factors investigated are unlikely to motivate employees from metro areas to take up positions in non-metro areas, whereas in the case of employees in non-metro areas, significant associations can be utilised as motivational factors to take up opportunities in non-metro area.
吸引和激励南非员工在非都市商业银行部门工作的因素
在过去的十年里,南非的金融机构面临着一些挑战。尤其是一家银行,由于市场上准金融机构的增加,其竞争力一直很高。该银行部门一直是夸祖鲁-纳塔尔省的主要参与者,其存在在非大都市地区尤为明显。因此,管理层和人力资源部门必须确定相关的激励因素,这些因素可以纳入其继任计划的制定。这些举措可能导致现有雇员留在或接受夸祖鲁-纳塔尔省非都市地区的关键职位。为了确定影响因素,我们通过在线调查对125名员工进行了横断面定量研究。就业状况与经验积累机会与工作发展、职业发展前景与晋升潜力、工作与生活平衡等激励因素显著相关(p<0.05)。结果表明,所调查的因素不太可能激励大都市地区的员工在非大都市地区担任职务,而在非大都市地区的员工的情况下,显著的关联可以作为激励因素来利用非大都市地区的机会。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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