CHAPTER 4: FINDINGS
4.5 FURTHER ANALYSES
4.5.4 Demographic differences in the research variables
In order to explore whether the findings on the key research variables (namely, ITL, PTL, CFST and its sub-components) differed due to the demographic factors, a number of analyses were undertaken. As an initial step, the researcher needed to test if the data came from a Normal distribution or not. This was done using the Kolmogorov Smirnov test. In the study, it was found that the raw scores needed non-parametric techniques but the combined variables
needed parametric techniques (See Appendix D). However, for the variables that are shaded it was concluded that these variables come from a Normal distribution and the researcher used parametric techniques such as ANOVA on these variables (See Appendix D). Parametric tests, such as the independent sample t-tests, were conducted to check for differences between the mean scores of the males and females with respect to intention to leave, propensity to leave and the CFST factors that would influence them leaving their organisations since this demographic variable had only two categories. ANOVA was used to test the difference between the mean scores with respect to demographic variable that had more than two categories such as the marital status. A summary of the findings relating to these tests for differences were presented in Table 30. The variables for which statistically significant differences were found were indicated by an „X‟. The complete table of statistics related to these analyses will be found in Appendix D.
Table 30: Sample Demographic Differences
Research Instrument
Age Gender Marital Status
Home Language
Number of Dependents
Highest Level of Education
Year of MBA
Job Title
Length of Service
Number of Employees
Orgn’s Sector
ITL Total PTL Total CFST
Total ×
CFST
Reward ×
CFST Mgt
Style ×
CFST
Career path ×
CFST
T&D ×
CFST Work/life CFST
Countries × ×
CFST
Provinces ×
CFST Job
Satisfaction ×
CFST
MBA ×
Differences were noted in all the items that had p-values less than 0.05. Table 30 depicts that there was a difference between the number of employees and CFST MBA since (f=2.631;
p=.021). A multiple comparisons test was conducted to check for differences (See Appendix C). There was also a difference between the home language and CFST Countries since (f=2.277; p=.019) (See Appendix H). Table 30 depicts that there were differences between the marital status group with respect to the following:
Total CFST (f=7.790; p=.001), CFST Rewards (f=7.892; p=.001),
CFST Management style (f=5.965; p=.004),
CFST Career paths (f=8.546; p=.000), CFST T&D (f=4.020; p=.021),
CFST Job satisfaction (f=6.402; p=.002).
In order to find out exactly where these differences existed, the researcher carried out the least significant differences (LSD) multiple comparisons test and further explored the differences on Total CFST and the CFST Rewards, CFST Management style, CFST Career paths, CFST T&D and CFST Job satisfaction where significant differences existed with marital status. The results will be presented in Table 31 below:
Table 31: Marital Status Influence on 6 CFST Items
Marital status
Total CFST
CFST Rewards
CFST Mgt Style
CFST Career
paths CFST T&D
CFST Jobsat
Married Mean 157.47 29.76 27.16 18.26 22.38 14.31
Minimum 110.00 20.00 15.00 12.00 13.00 8.00
Maximum 222.00 40.00 36.00 24.00 32.00 20.00
Single Mean 150.53 28.17 25.44 17.17 21.50 13.19
Minimum 95.00 15.00 10.00 7.00 10.00 6.00
Maximum 201.00 39.00 34.00 24.00 30.00 20.00
Divorced Mean 65.00 11.00 10.00 6.00 9.00 6.00
Minimum 65.00 11.00 10.00 6.00 9.00 6.00
Maximum 65.00 11.00 10.00 6.00 9.00 6.00
Total Mean 154.21 29.04 26.41 17.77 21.95 13.85
Minimum 65.00 11.00 10.00 6.00 9.00 6.00
Maximum 222.00 40.00 36.00 24.00 32.00 20.00
According to the results depicted in Table 31, the married Total CFST mean score was 157.47 which was low, with the minimum score being 110.00 and maximum score 222.00. This indicates that the Total CFST does not have a strong influence on the married managerial- level employees‟ decision to leave. The single Total CFST mean was 150.53 which was high, with the minimum score being 95.00 and maximum score 201.00. This indicates that the single managerial-level employees‟ are influenced in their decision to leave by the Total CFST. Table 31 depicts that the divorced mean score was 65.00 which was high, with the minimum score being 65.00 and maximum score 65.00. This indicates that divorced managerial-level employees were influenced by the Total CFST in their decision to leave their current organisation.
Table 31 also depicts that the married CFST Rewards mean score was 29.76 which was low, with a minimum score of 20.00 and maximum score being 40.00. The results show that married managerial-level employees would not be influenced in their decision to leave their current organisations by CFST Rewards. The single CFST Rewards mean score was 28.17 which was high, with the minimum score being 15.00 and maximum score 39.00. The results
show that single managerial-level employees would be influenced in their decision to leave their KZN-based organisations by CFST Rewards. The study findings in Table 31 depict that , the divorced CFST Rewards mean score was 11.00 which was high, with the minimum score being 11.00 and the maximum score 11.00. The results show that the divorced managerial- level employees would be influenced in their decision to leave their current organisations by CFST Rewards.
Study findings in Table 31 depicted that the married CFST Management Style mean score was 27.16 which was high, with the minimum score being 15.00 and maximum score 36.00.
The results indicate that married managerial-level employees would be influenced in their decision to leave their current organisations by CFST Management style. The single CFST Management Style mean score was 25.44 which was high, with the minimum score being 10.00 and the maximum 34.00. This indicates that the single managerial-level employees would be influenced in their decision to leave their current organisation by CFST Management Style. The divorced CFST Management Style mean score was 10.00 which was high, with the minimum score 10.00 and the maximum score being 10.00. This indicates that the divorced managerial-level employees would be influenced in their decision to leave by CFST Management style.
Table 31 depicts that the married CFST Career path mean score was 18.26 which was high, with the minimum score being 12.00 and the maximum score being 24.00. The mean score results show that married managerial-level employees would be influenced in their decision to leave their current organisations by CFST Career path. The single CFST Career path mean score was 17.17 which was high, with the minimum score 7.00 and maximum score being 24.00. The results show that single managerial-level employees would be influenced in their decision to leave by CFST Career path. According to the results depicted in Table 31, the divorced CFST Career path mean score was 6.00 which was high, with the minimum score being 6.00 and the maximum score being 6.00. The results show that the divorced managerial-level employees would be influenced in their decision to leave by CFST Career- path strategies.
It is evident in Table 31 that the married CFST T&D mean score was 22.38 which was low, whilst the minimum score was 13.00 and the maximum score being 32.00. The results show that married managerial-level employees are not influenced in their decision to leave their current organisations by CFST T&D. The single CFST T&D mean score was 21.50 which was high, with the minimum score being 10.00 whilst the maximum score was 30.00. This indicates that the single managerial-level employees would be influenced by T&D on their
decision to leave their KZN-based organisations. The divorced CFST T&D mean score was 9.00 which was high, with the minimum score being 9.00, whilst the maximum score was 9.00. The results show that divorced managerial-level employees would be influenced by T&D in their decision to leave their KZN-based organisations.
Table 31 depicts that the married CFST Job satisfaction mean score was 14.31 which was high, with the minimum score being 8.00, whilst the maximum score was 20.00. The results show that the married managerial-level employees would be influenced in their decision to leave by CFST Job Satisfaction. The single CFST Job Satisfaction mean score was 13.19 which was high, as the minimum score was 6.00 and the maximum score was 20.00. This indicates that the single managerial-level employees would be influenced in their decision to leave by CFST Job Satisfaction. The divorced CFST mean score was 6.00 which was high, as the minimum score was 6.00, whilst the maximum score was 6.00. This indicates that the divorced managerial-level employees would be influenced in their decision to leave their KZN-based organisations by CFST Job Satisfaction.