ARE THE REASONS FOR EMPLOYEE TURNOVER INTENTIONS IN THE LANGUAGE SERVICES SECTION OF PARLIAMENT OF THE REPUBLIC OF SOUTH AFRICA JUSTIFIABLE?
ARE THE REASONS FOR EMPLOYEE TURNOVER INTENTIONS IN THE LANGUAGE SERVICES SECTION OF PARLIAMENT OF THE REPUBLIC OF SOUTH AFRICA JUSTIFIABLE?

Summary/Abstract: Organisations are struggling to retain employees regardless of the sector in which they operate. Individual employees have their own reasons to leave organisations. However, it is important that an organisation examines reasons why employees are leaving. The study investigated whether there was a relationship between reasons for turnover intentions and turnover intentions and whether these reasons for turnover intentions are justifiable in Parliament of the Republic of South Africa. This study employed the quantitative approach using a survey in the form of a questionnaire. The questionnaire was administered to the entire population N=70 within the Language Service Section, which comprised of language practitioners. All questionnaires were completed and returned without errors. There were six hypotheses, which produced the following results: being overworked (r=.22, n=70, p=.001); low salary compared to other sectors (r=.22, n=70, p=.000); few or no opportunities for growth (r=.21, n=70, p=.001); lack of recognition (r=.20, n=70, p=.011), respectively. The results indicated that there is a strong relationship between being overworked; low salary compared to other sectors; few or no opportunities for growth; lack of recognition and turnover intentions. However, no relationships was established between inconsistent management style; poor company culture and turnover intentions, which produced, (r=.06, n=70, p=.215); (r=.07, n=70, p=.384), respectively. The results contributed to the available literature on human resource management and turnover intentions.

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