|dc.description.abstract||Due to globalisation and the resulting work mobility, organisations experience difficulty in retaining virtual talented workers. As retention of these workers is important in order to build and maintain a sustainable workforce, organisations need guidelines on how to retain these talented workers. In this study the focus is on organisations in the Enterprise Resource Planning (ERP) world.
One way of developing guidelines about the retention of these talented workers would be to conduct research regarding the so called Psychological Contract - a subjective, unwritten Contract - between organisations and their virtual talented employees.
Understanding the Psychological Contract is a focal point in retaining these talented workers, as past employment relationships, based on mutual commitment between the employers and the talented workers, are no longer the norm in the marketplace. The general objective of this research is to determine the extent to which the perception and experience of breach and violation of the Psychological Contract impact on the retention of the virtual talented worker. In order to measure certain aspects pertaining to the Psychological Contract of the talented workers in the ERP industry the Psycones Questionnaire was implemented.
The research method consisted of a brief literature review and an empirical study. A survey design was used, involving an availability sample (N = 90) of talented workers in the ERP industry.
The statistical analysis was conducted with the aid of the SPSS program. The statistical method employed in the study consisted of descriptive statistics, Cronbach alpha coefficients and Pearson product-moment correlation coefficients. The t-test was used to determine the significance of differences between talented workers whose work environment is in their home country and those who have worked abroad. It became evident in this study that talented workers in the ERP industry would terminate their employment with the organisation if they experienced a violation of the Psychological Contract.
Results indicated that there are no statistically significant differences between the groups who work abroad or have worked abroad and those who have only been employed in their home country, as both groups comprise workers who possess specialised skills and whose knowledge and services are in high demand. The talented workers who have been exposed to international work experience do, however, believe that they can obtain employment more readily elsewhere than those workers who have only worked in their country of origin. Both groups will therefore leave the organisation, but the group that has worked abroad even more readily if the job features or the work environment do not align with their value system.
Recommendations for future research were also made.||