Original Research

Retention of women accountants: The interaction of job demands and job resources

Stella Ribeiro, Anita Bosch, Jurgen Becker
SA Journal of Human Resource Management | Vol 14, No 1 | a759 | DOI: https://doi.org/10.4102/sajhrm.v14i1.759 | © 2016 Stella Ribeiro, Anita Bosch, Jurgen Becker | This work is licensed under CC Attribution 4.0
Submitted: 02 October 2015 | Published: 26 May 2016

About the author(s)

Stella Ribeiro, Department of Accountancy, University of Johannesburg, South Africa
Anita Bosch, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa
Jurgen Becker, Department of Industrial Psychology and People Management, University of Johannesburg, South Africa


Share this article

Bookmark and Share

Abstract

Orientation: Most CEOs in South Africa are chartered accountants (CAs). Retaining women CAs might therefore lead to an increase in women in leadership. The Job Demands-Resources model presents a framework to investigate organisational job-related factors that promote or deter voluntary turnover of women CAs.

Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions.

Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them.

Research design, approach, and method: The study consisted of a sample (n = 851) of women CAs in public practice firms nationally in South Africa. We used structural equation modelling together with moderated regression analysis.

Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work–family conflict and turnover intentions; and growth opportunities, on the relationship between job insecurity and turnover intentions.

Practical/managerial implications: No job resource measured could buffer the impact of job overload on turnover intentions.

Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms (Big Four Accountancy Firms) using the JD-R model. Few studies have investigated the buffering effect of job resources on the relationship between job demands and turnover intentions in general.

Keywords: gender; auditing; voluntary turnover; female; moderate; JD-R model


Keywords

gender; auditing; voluntary turnover; female; moderate; JD-R model

Metrics

Total abstract views: 2599
Total article views: 4241


Crossref Citations

No related citations found.