**2. Literature review**

#### **2.1 Theoretical models**

After reviewing and analysing scholarly articles and theoretical frameworks, 5 key theoretical concepts were identified that relate to the problem of retaining employees, namely the job characteristic model [4] and job satisfaction [4], career anchors [5], organisational commitment [6] and intention to quit [7]. Further, it can be inferred from the theories and other studies that the job characteristics model, job satisfaction and career anchors can be seen as predictor variables that can be used as proxies of retention. Organisational commitment and intention to quit are often used as the proxies of retention [2].

Job characteristics could be one of the main factors that influence retention [4]. The model predicts that if employees have jobs higher in task variety, task significance and task identity, it gives meaning to work [4]. Autonomy, which is responsible for work outcomes, and feedback can create a greater experience of meaning and knowledge of results [4]. The combination of these job characteristics can then result in high intrinsic motivation, high job performance and job satisfaction and low absenteeism and turnover, thus retaining employees in the organisation [8]. It can be denoted that by identifying these individual characteristics we can ensure we understand what motivates employees in a work place. One would also want to create a work environment which is conducive to employees.

A career anchor is one's self-concept, and consists of one's talents and abilities, including skills and competencies, basic values, perceptions of motives and needs as they pertain to an individual's career and functions [5]. Once the self-concept has been formed, it functions as a stabilising force, an anchor. The career anchor as defined here is the element in a person's self-concept that he/she would not relinquish, even if he/she was faced with difficult career choices [5, 9]. Eight possible career anchor constructs were identified [5]. Most people's self-concepts revolved around these given categories, reflecting basic values, motives and needs: autonomy/independence, security/stability, technical-functional competence, general managerial competence, entrepreneurial creativity, service or dedication to a cause, pure challenge and lifestyle [5].

Organisational commitment means that an employee takes pride in the organisation for which they work, identifies with the mission and objectives of the organisation, and works to achieve the goals [6]. An employee who is committed intends to remain in the long term and is loyal to that organisation, defending the company whenever the occasion arises. Any employer wants a committed individual, they would want an employee who treats the business as their own, and hence creating an environment which enhances organisational commitment will ensure that business is a success [10].

The intention to quit can be defined as an employee's plan to quit their present job and look for another job in the near future. Previous research has demonstrated that the intention to quit is one of the strongest predictors and an immediate precursor of employee turnover [7].
