Abstract In recent years, digital transformation processes have been gaining relevance. However, not all companies are achieving the same degree of transformation. The presence of barriers and enablers plays a significant role in this process. Furthermore, the extent of digital transformation also impacts how human resources (HR) policies are deployed and influences the effect they have on employees. This work aims to understand how the digital transformation process is occurring from a qualitative approach. Specifically, this study analyzes the main drivers and barriers of firms' digitalization, as well as its effects on companies, people, and human resource practices. Eight semi-structured interviews were conducted with key informants in three companies to gain an in-depth insight into the research problem. ATLAS.ti was used for data analysis and coding. Results show the presence of barriers and facilitators documented in existing literature. However, our results reveal that the business size and the firm's main activity are important variables that affect the extent of digital transformation. The study also reveals the benefits of digitalization in terms of efficiency and human resource autonomy (flexibility, work-life balance). Likewise, the findings unveil the negative consequences of digitalization with risks such as depersonalization and isolation that undermine talent retention.

Resumen En los últimos años, el proceso de transformación digital ha ido ganando importancia. Sin embargo, no todas las empresas adquieren el mismo nivel de transformación. La presencia de barreras y facilitadores desempeña un papel importante en este proceso. Además, el alcance de la transformación digital también influye en cómo se ejecutan las políticas de recursos humanos (RH) y su impacto en los empleados. Este trabajo pretende comprender cómo se está produciendo el proceso de transformación digital desde un enfoque cualitativo. En concreto, en este estudio se analizan los principales impulsores y barreras de la digitalización en las empresas, así como sus efectos sobre la empresa, las personas y, sobre las prácticas de recursos humanos. Se realizaron ocho entrevistas semiestructuradas a informantes clave de tres empresas para conocer en profundidad el problema de investigación. Se utilizó ATLAS.ti para el análisis y la codificación de los datos. Los resultados muestran la existencia de barreras y facilitadores, tal y como ha identificado la literatura existente, sin embargo, nuestros resultados muestran que el tamaño de la empresa y el sector al que pertenece son variables importantes que afectan al nivel de transformación digital. El estudio también revela los beneficios de la digitalización en términos de eficiencia y sobre la autonomía de los recursos humanos (flexibilidad, conciliación). Asimismo, los resultados muestran también los efectos negativos de la digitalización como los riesgos como la despersonalización y el aislamiento que socavan la retención del talento.

RESUMEN Introducción: En el presente artículo, abordamos los desafíos las micro, pequeñas y medianas empresas desde una óptica integral, basada en el concepto de la triple restricción, que comprende los factores de tiempo, costo y alcance, considerando las diferentes perspectivas plasmadas en la revisión de literatura, que reconoce los costos, voluntades y capacidades de gestión como limitaciones en materia de Seguridad y salud en el trabajo. Objetivo: Analizar las restricciones de las micro, pequeñas y medianas empresas en la gestión de la seguridad y salud en el trabajo desde la triple restricción de proyectos. Método: Se desarrolla desde la perspectiva cuantitativa no experimental, con un análisis descriptivo porcentual a 63 empresas vinculadas al consultorio itinerante en seguridad y salud en el trabajo, con 10 o menos trabajadores. Resultados: Los resultados destacan que adicional a las limitaciones expresadas por la Organización Internacional del Trabajo, las micro, pequeñas y medianas empresas enfrentan limitaciones relacionadas con el compromiso de la dirección y la falta de gestión adecuada del talento humano para promover una cultura de prevención y valorar la seguridad y salud en el trabajo como un aspecto integrado en la operación de la empresa. Conclusión: Más allá del cumplimiento documental se sugiere el intercambio de mejores prácticas entre empresas y el uso de tecnología para optimizar recursos y reducir costos.

ABSTRACT Introduction: In this article, we address the challenges faced by micro, small, and medium-sized enterprises from a comprehensive perspective, based on the concept of the triple constraint, which encompasses the factors of time, cost, and scope. This analysis considers various perspectives outlined in the literature review, recognizing costs, will, and management capabilities as limitations in the field of Occupational Health and Safety. Objective: To analyze the constraints of micro, small, and medium-sized enterprises in Occupational Health and Safety management from the perspective of the triple constraint of projects. Methods: Methodologically, it is developed from the quantitative and non-experimental perspective, with a detailed percentage analysis applied to 63 companies that are attached to an itinerant office regarding safety and health at work; also, it was carried out and put in an application to 10 or less workers. Results: The results highlight that in addition to the mentioned limitations by International Labour Organization, small and medium enterprise face limitations that are related to the commitment shown by the management and the lack of adequate administration by the human talent to promote a caring culture and value Workplace Safety and Health as a comprehensive aspect when talking about the company’s guidance and operation. Conclusions: beyond documentation procedures, it is suggested the exchange of better practice between companies and the use of technology in order to enhance resources and reduce expenses.

RESUMEN Introducción: A lo largo de los años, han surgido diversos estudios alrededor de la gestión del talento humano, sin embargo, existen pocas investigaciones a nivel nacional y regional sobre estas dos variables -la justicia organizacional y el engagement-, especialmente en el contexto de la salud, el cual es un entorno ocupacional de alta demanda psicológica para los colaboradores. Objetivo: Analizar la relación entre justicia organizacional y engagement en el personal administrativo y asistencial del sector salud en Armenia-Quindío. Métodos: Se realizó desde un enfoque cuantitativo, con un diseño no experimental y un alcance descriptivo-correlacional, entre los factores de justicia organizacional y los niveles de engagement, con una población participante de 170 trabajadores pertenecientes al personal administrativo y asistencial del sector salud. Resultados: En los hallazgos las correlaciones más significativas fueron justicia informacional con vigor (0,559), justicia informacional y dedicación (0,485), justicia procedimental y vigor (0,436), y justicia procedimental con dedicación (0,472). Conclusiones: Existe una relación entre justicia organizacional y engagement en el personal administrativo y asistencial del sector salud en Armenia-Quindío, en donde, se destaca la relación positiva entre la justicia procedimental e informacional con los niveles de vigor y dedicación.

ABSTRACT Introduction: Throughout the years, there have been several studies on human talent management, however, there is little research at national and regional level on these two variables -organizational justice and engagement-, especially in the context of health care, which is an occupational environment of high psychological demand for workers. Objectives: To analyze the relationship between Organizational Justice and Engagement in the administrative and assistance personnel of the health sector in Armenia-Quindío. Methods: It was carried out from a quantitative approach, with a non-experimental design and a descriptive-correlational scope between factors and levels, with a participant population of 170 workers belonging to the administrative and assistance personnel of the health sector. Results: In the findings the most significant correlations were informational justice with vigor (0.559), informational justice and dedication (0.485), procedural justice and vigor (0.436), and procedural justice with dedication (0.472). Conclusions: There is a relationship between organizational justice and engagement in the administrative and assistance personnel of the health sector in Armenia-Quindío, where the positive relationship between procedural and informational justice and the levels of vigor and dedication is highlighted.

RESUMEN En el contexto de las asociaciones sociales privadas en Lima Metropolitana, la gestión eficiente del talento humano emerge como un factor crucial que influye directamente en el desempeño laboral. Estas organizaciones, al enfrentar desafíos únicos y contribuir al progreso social, requieren de una comprensión de cómo la gestión del talento afecta a sus objetivos específicos. Este estudio se propuso determinar la correlación entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas de la región. Se llevó a cabo una investigación cuantitativa de naturaleza correlacional mediante un enfoque transversal, empleando una muestra compuesta por 157 trabajadores de tres asociaciones sociales privadas. La recopilación de datos se realizó a través de encuestas, respaldadas por dos herramientas de evaluación específicas, diseñadas ad hoc para las variables en estudio. Los resultados resaltaron la presencia de una correlación positiva moderada (Rho de Spearman = 0,299) (p=0.000) p es menor que 0.05) entre las variables. En conclusión, el estudio demostró la existencia de correlación positiva moderada entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas.

ABSTRACT In the context of private social associations in Metropolitan Lima, the efficient management of human talent emerges as a crucial factor that directly influences job performance. By facing unique challenges and contributing to social progress, these organizations require an understanding of how talent management affects their specific goals. This study aimed to determine the correlation between human talent management and job performance in private social associations in the region. Quantitative research of a correlational nature was carried out through a cross-sectional approach, using a sample of 157 workers from three private social associations. The data was collected through surveys, supported by two specific evaluation tools, designed ad hoc for the variables under study. The results highlighted the presence of a moderate positive correlation ((Spearman's Rho = 0.299) (p=0.000) p is less than 0.05) between the variables. In conclusion, the study demonstrated a moderate positive correlation between human talent management and job performance in private social associations.

Resumen El presente artículo se enfoca en examinar el Sistema Integrado de Administración del Talento Humano en el Sector Público Ecuatoriano, con el propósito de analizar su evolución histórica y su estructura actual. Para llevar a cabo esta investigación, se realizaron actividades específicas. En primer lugar, se llevó a cabo una recopilación de información histórica relacionada con la gestión de recursos humanos en el servicio público ecuatoriano. Esto incluyó la revisión de documentos, registros y fuentes bibliográficas para comprender la evolución de esta gestión a lo largo del tiempo. Además, se realizó el levantamiento de literatura relacionada con la gestión de personal en el servicio público, explorando investigaciones previas y artículos académicos. También se realizó una revisión minuciosa de la legislación vigente relacionada a este sistema permitiendo identificar los marcos legales y regulaciones que rigen la gestión de recursos humanos en el sector público. Finalmente, se llevó a cabo un análisis detallado de los componentes que conforman el sistema, incluyendo la planificación del talento humano, la clasificación de los puestos, el reclutamiento y selección del personal, la capacitación y la formación profesional, la evaluación del desempeño y la salud ocupacional. Este estudio proporciona una comprensión completa del sistema de gestión de talento humano en el sector público ecuatoriano, desde sus antecedentes históricos hasta su estructura y componentes actuales. Estos hallazgos son fundamentales para entender la evolución y el funcionamiento de la gestión de recursos humanos en el contexto gubernamental ecuatoriano, lo que puede servir de base para investigaciones futuras y mejoras en este ámbito.

Abstract This article focuses on examining the Integrated Human Talent Management System in the Ecuadorian Public Sector, with the purpose of analyzing its historical evolution and its current structure. To carry out this research, specific activities were carried out. Firstly, a compilation of historical information related to human resources management in the Ecuadorian public service was carried out. This included the review of documents, records and bibliographic sources to understand the evolution of this management over time. In addition, a literature survey related to personnel management in the public service was carried out, exploring previous research and academic articles. A thorough review of the current legislation related to this system was also carried out, allowing the identification of the legal frameworks and regulations that govern human resources management in the public sector. Finally, a detailed analysis of the components that make up the system was carried out, including human talent planning, job classification, recruitment and selection of personnel, training and professional development, performance evaluation and occupational health. This study provides a complete understanding of the human talent management system in the Ecuadorian public sector, from its historical background to its current structure and components. These findings are fundamental to understand the evolution and functioning of human resources management in the Ecuadorian government context, which can serve as a basis for future research and improvements in this area.

En el contexto de las asociaciones sociales privadas en Lima Metropolitana, la gestión eficiente del talento humano emerge como un factor crucial que influye directamente en el desempeño laboral. Estas organizaciones, al enfrentar desafíos únicos y contribuir al progreso social, requieren de una comprensión de cómo la gestión del talento afecta a sus objetivos específicos. Este estudio se propuso determinar la correlación entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas de la región. Se llevó a cabo una investigación cuantitativa de naturaleza correlacional mediante un enfoque transversal, empleando una muestra compuesta por 157 trabajadores de tres asociaciones sociales privadas. La recopilación de datos se realizó a través de encuestas, respaldadas por dos herramientas de evaluación específicas, diseñadas ad hoc para las variables en estudio. Los resultados resaltaron la presencia de una correlación positiva moderada (Rho de Spearman = 0,299) (p=0.000) p es menor que 0.05) entre las variables. En conclusión, el estudio demostró la existencia de correlación positiva moderada entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas.

In the context of private social associations in Metropolitan Lima, the efficient management of human talent emerges as a crucial factor that directly influences job performance. By facing unique challenges and contributing to social progress, these organizations require an understanding of how talent management affects their specific goals. This study aimed to determine the correlation between human talent management and job performance in private social associations in the region. Quantitative research of a correlational nature was carried out through a cross-sectional approach, using a sample of 157 workers from three private social associations. The data was collected through surveys, supported by two specific evaluation tools, designed ad hoc for the variables under study. The results highlighted the presence of a moderate positive correlation ((Spearman's Rho = 0.299) (p=0.000) p is less than 0.05) between the variables. In conclusion, the study demonstrated a moderate positive correlation between human talent management and job performance in private social associations.

No contexto das associações sociais privadas da Região Metropolitana de Lima, a gestão eficiente do talento humano surge como um fator crucial que influencia diretamente o desempenho no trabalho. Estas organizações, ao enfrentarem desafios únicos e contribuírem para o progresso social, exigem uma compreensão de como a gestão de talentos afeta os seus objetivos específicos. Este estudo teve como objetivo determinar a correlação entre a gestão de talentos humanos e o desempenho profissional em associações sociais privadas da região. Foi realizada uma investigação quantitativa, de natureza correlacional, com abordagem transversal, utilizando uma amostra composta por 157 trabalhadores de três associações sociais privadas. A recolha de dados foi realizada através de inquéritos, apoiados em dois instrumentos de avaliação específicos, desenhados ad hoc para as variáveis ​​em estudo. Os resultados destacaram a presença de correlação positiva moderada (Rho de Spearman = 0,299) (p=0,000) p é menor que 0,05) entre as variáveis. Concluindo, o estudo demonstrou a existência de uma correlação positiva moderada entre a gestão do talento humano e o desempenho profissional nas associações sociais privadas.

RESUMEN El desempeño laboral de los trabajadores repercute en la productividad y rentabilidad de las empresas. Actualmente las pequeñas y medianas empresas del cantón Quevedo, Ecuador, no gestionan correctamente el talento humano que poseen y no presentan manera de modificar este comportamiento. Es por ello que el propósito del presente trabajo es preparar a los estudiantes de la carrera de Administración de empresas a través de la implementación de un Modelo de Gestión de Talento Humano para las pequeñas y medianas empresas del cantón Quevedo. La metodología utilizada es cualitativa. Se entrevistan a 40 gerentes de las Pymes investigadas a través de 15 preguntas. El modelo propuesto consta de seis procesos estratégicos: organización, admisión, reconocimiento, mérito y recompensa, capacitación del personal, retención del personal y documentación de control. Se determina que los estudiantes son claves para la implementación de dicho modelo.

ABSTRACT The work performance of workers has an impact on the productivity and profitability of companies. Currently, small, and medium-sized enterprises in the canton of Quevedo, Ecuador, do not properly manage the human talent they possess and do not present a way to modify this behavior. That is why the purpose of this work is to prepare students of the Business Administration career through the implementation of a Human Talent Management Model for small and medium-sized companies in the Quevedo canton. The methodology used is qualitative. 40 managers of the SMEs investigated were interviewed through 15 questions. The proposed model consists of six strategic processes: organization, admission, recognition, merit and reward, staff training, staff retention, and control documentation. It is determined that students are key to the implementation of this model.

Calls for transformation in the mining sector are legislated. Whilst the composition of boards in terms of gender diversity and equal representation has improved, little is known on how women directors experience boardrooms. This research investigated the experiences of South African women in male-dominated mining boards. It questions why women remain marginalised in boardrooms, even when they are qualified as the men in their respective fields. The experiences of South African women on male-dominated mining boards were investigated by means of a multiple case study using a qualitative research methodology. Interviews were conducted with 16 women and 12 men serving across six JSE-listed South African mining companies. The findings show that irrespective of their qualification and experience, women's, contributions are often ignored, and they are assigned to more social roles. Regardless of race, all women experienced gender stereotyping. Strategies are required to ensure that board cultures embrace female talent, where women can effectively contribute to decision-making and maximize their talent. It is argued that gender and identity should be studied in relation to post-colonial history in African countries. Women have multiple, varying identities, and their experiences require a unique investigation that would enable strategies to overcome barriers, through the implementation of an appropriate diversity management programme.

Abstract Objective The aim of the study was to create two consensus nomograms for predicting Overall Survival (OS) and Cancer-Specific Survival (CSS) in adults with papillary Renal Cell Carcinoma (pRCC). Methods Using the Surveillance, Epidemiology, and End Results databases, a retrospective analysis of 1,074 adults with pRCC from 2004 to 2015 was performed. These patients were then randomly divided into two independent cohorts with a ratio of 7:3 (training cohort: 752; validation cohort: 322). In a retrospective analysis of 752 patients from the training cohort, independent prognostic variables affecting OS and CSS were found. R software was used to create prognostic nomograms based on the findings of Cox regression analysis. The performance of the nomograms was assessed using the Concordance Index (C-index), the Area Under Curve (AUC), a calibration curve, and Decision Curve Analysis (DCA). Data from the 107 postoperative pRCC patients at the Affiliated Hospital of Xuzhou Medical University were used for external validation of the nomogram. Results For OS and CSS, the C-indices and AUCs of the training cohort and the validation cohort indicated that the model had excellent discrimination. The DCA demonstrated that the model was clinically applicable, and the calibration curves in the internal and external validations showed that the model's accuracy was high. Conclusion The authors developed and validated a prognostic nomogram that accurately predicted the 3-, 5-, and 8-year OS and CSS of adults with pRCC. Clinicians can use this knowledge to direct the clinical management and counseling of patients with pRCC. (OS CancerSpecific Cancer Specific (CSS . (pRCC) Surveillance Epidemiology databases 1074 1 074 1,07 200 201 performed 73 7 3 7: 322. 322 322) 75 found Cindex, Cindex C index , (C-index) AUC, AUC (AUC) curve DCA. (DCA) 10 Cindices indices discrimination applicable models s high 3, 3- 5, 5 5- 8year year 8 (pRCC 07 1,0 20 32 (C-index (AUC (DCA 0 1, 2

ORIENTATION: The coronavirus disease 2019 (COVID-19) pandemic forced organisations to rapidly redesign workplace structures to adapt to a changed and disrupted business world and improve stakeholder relationships. The relational bureaucracy theory (RBT) provides a valuable foundation for increasing stakeholder participation. RESEARCH PURPOSE: We investigate how a relational bureaucracy's organisational structure promotes internal stakeholders' involvement in a post-Covid workplace. MOTIVATION FOR THE STUDY: Limited frameworks illustrate how a newly emergent relational bureaucratic structure can enhance stakeholder involvement and engagement in the new world of work. RESEARCH APPROACH/DESIGN AND METHOD: The researchers followed a literature review to derive shared meanings in constructing an RBT framework for promoting stakeholder involvement. MAIN FINDINGS: According to our preliminary research, the organisational type known as the engaged ambassador could be named the relational bureaucratic stakeholder prototype. Seven zones crucial to the business's overall operation are identified in the stakeholder landscape. Additionally, we illustrate the relational bureaucracy design ideas that promote stakeholder participation PRACTICAL/MANAGERIAL IMPLICATIONS: We propose that organisations could benefit from stakeholder engagement through interpersonal coordination mechanisms that create, maintain and improve stakeholder relationships through strategic human resource management (HRM) frameworks and RBT. We further argue that a relational bureaucracy's structure raises stakeholder participation for organisational leadership, coordination and coproduction. CONTRIBUTION/VALUE-ADD: This article integrates some main effects of relational bureaucratic theory to provide a landscape for the needs of internal stakeholders in a disrupted workplace.

ORIENTATION: Talent management has become a significant concept in human resource management because of the potential influence thereof on organisational performance in a competitive business environment. RESEARCH PURPOSE: This study investigated the impact of contextual factors on talent management and organisational performance of small, medium and micro enterprises (SMMEs) in the Gauteng manufacturing sector. MOTIVATION FOR THE STUDY: There is a paucity of research on how organisational context influences the implementation of talent management and related organisational performance. RESEARCH APPROACH/DESIGN AND METHOD: A quantitative cross-sectional research design was adopted. The target population included proprietors, general managers and human resource practitioners employed at manufacturing SMMEs in the Gauteng province. A self-designed survey was utilised to gather data from 395 participants. Statistical analysis included structural equation (direct effect) and mediation modelling (indirect effect). MAIN FINDINGS: Exogenous and endogenous contextual factors and specifically perceived importance of talent management and SMME size, statistically significantly predicted talent management and subsequently organisational performance. Coronavirus disease 2019 (COVID-19) impact, perceived talent management importance, SMME size and enterprise age statistically significantly influenced talent management directly. Similarly, competition perception, COVID-19 and talent management importance impacted organisational performance. PRACTICAL/MANAGERIAL IMPLICATIONS: To promote strategic human resource management and significantly contribute to organisational performance, SMMEs in the manufacturing sector should comprehend the strategic role of talent management, as well as the influence of exogenous and endogenous contextual factors. CONTRIBUTION/VALUE-ADD: This study extends the corpus of knowledge regarding talent management and organisational performance in SMMEs, underscoring exogenous and endogenous contextual factors.

Abstract Background & aims The authors assess the diagnostic accuracy of the Transient Elastography-Controlled Attenuation Parameter (TE-CAP) in children of Southern China. Methods 105 obese or overweight children and adolescents were enrolled in the diagnostic test of TE-CAP assessment of hepatic steatosis using MRI-PDFF. Hepatic steatosis grades S0-S3 were classified. Statistical correlation, agreement and consistency between methods were evaluated. The diagnostic efficiency of TE-CAP was evaluated. The authors used the cutoff value of TE-CAP to detect hepatic steatosis in another 356 children. Results The Area Under Curve (AUC) of TE-CAP for grade ≥ S1, ≥ S2, and ≥ S3 steatosis were 0.975, 0.984, and 0.997, respectively. For detecting ≥ S1 steatosis, TE-CAP had a sensitivity of 96 % and a specificity of 97 %. For detecting ≥ S2 steatosis, TE-CAP had a sensitivity of 97 % and a specificity of 93 %. For detecting ≥ S3 steatosis, TE-CAP had a sensitivity of 1 and a specificity of 94 %. TE-CAP and MRI-PDFF had a linear correlation (r = 0. 0.87, p < 0.001). The hepatic steatosis was identified in 40.2 % (143/356) of children in which the obesity and overweight were 69.8 % (113/162) and 40.0 % (18/45). Conclusion TE-CAP showed excellent diagnostic accuracy in pediatric hepatic steatosis. ElastographyControlled Elastography Controlled TECAP TE CAP (TE-CAP China 10 MRIPDFF. MRIPDFF MRI PDFF. PDFF S0S3 SS S0 S S0-S classified evaluated 35 AUC (AUC 0975 0 975 0.975 0984 984 0.984 0997 997 0.997 respectively 9 r 087 87 0.87 0.001. 0001 0.001 . 001 0.001) 402 40 2 40. 143/356 143356 143 (143/356 698 69 8 69. 113/162 113162 113 162 (113/162 400 18/45. 1845 18/45 18 45 (18/45) S0S 3 097 0.97 098 98 0.98 099 99 0.99 08 0.8 000 0.00 00 4 143/35 14335 14 (143/35 6 113/16 11316 11 16 (113/16 184 18/4 (18/45 09 0.9 0.0 143/3 1433 (143/3 113/1 1131 (113/1 18/ (18/4 143/ (143/ 113/ (113/ (18/ (143 (113 (18 (14 (11 (1 (

ORIENTATION: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent RESEARCH PURPOSE: This study aimed to explore the reasons behind turnover intentions at the government education council MOTIVATION FOR THE STUDY: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils RESEARCH APPROACH/DESIGN AND METHOD: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes MAIN FINDINGS: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work-life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects PRACTICAL/MANAGERIAL IMPLICATIONS: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees CONTRIBUTION/VALUE ADD: This study's findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies

ORIENTATION: This study is a response to the challenges faced by a rail, port and pipeline company in South Africa when managing succession planning, self-leadership and turnover intention RESEARCH PURPOSE: The study aimed to determine if succession planning was the mediating variable between self-leadership and turnover intention in a state-owned enterprise MOTIVATION FOR THE STUDY: The study's findings may assist public entities in prioritising succession planning and self-leadership development initiatives RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a quantitative approach and a cross-sectional survey research design within positivism. Data were gathered using a structured existing questionnaire that was distributed and the response rate was 78.67%. The reliability of the questionnaire was 09.222 which was an indication that the internal consistency was in order. Data were analysed by using correlation and multiple regression analysis MAIN FINDINGS: 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 PRACTICAL/MANAGERIAL IMPLICATIONS: The findings of the study offer government policymakers the opportunity to develop policies that enhance self-leadership, promote succession planning, reduce the intention to leave among employees and incentivise the process CONTRIBUTION/VALUE-ADD: The body of knowledge was expanded in the sense that succession planning was found to be the mediating variable in the relationship between self-leadership and turnover intention

ORIENTATION: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term. RESEARCH PURPOSE: This study aimed to explore the factors affecting the retention of millennial academics in South Africa. MOTIVATION FOR THE STUDY: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice. RESEARCH APPROACH/DESIGN AND METHOD: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data. MAIN FINDINGS: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work-life balance. PRACTICAL/MANAGERIAL IMPLICATIONS: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee-employer relationships, employee support and market-related compensation to retain millennial academics. CONTRIBUTION/VALUE-ADD: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.