Retaining Skilled Workers in a Conflict Setting

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Retaining Skilled Workers in a Conflict Setting RETAINING SKILLED WORKERS IN A CONFLICT SETTING: A STUDY OF HUMAN RESOURCE MANAGEMENT APPROACHES IN INTERNATIONAL NON-GOVERNMENTAL DEVELOPMENT ORGANIZATIONS IN SOUTH SUDAN A thesis submitted in fulfillment of the requirements for the degree of Doctor of Philosophy By Akim Ajieth Bunny M.P.A., Public Policy and Management, University of Pittsburgh, U.S.A., 2009 B.S., Business Management, Point Park University, Pennsylvania, U.S.A., 2006 School of Management College of Business RMIT University January 2017 Akim Ajieth Bunny, 2017 Royal Melbourne Institute of Technology University ii DECLARATION OF AUTHENTICITY I certify that except where due acknowledgement has been made, the work is that of the author alone; the work has not been submitted previously, in whole or in part, to qualify for any other academic award; the content of the thesis is the result of work which has been carried out since the official commencement date of the approved research program; any editorial work, paid or unpaid, carried out by a third party is acknowledged; and, ethics procedures and guidelines have been followed. In addition, I acknowledge the support I have received for my research through the provision of an Australian Government Research Training Program Scholarship. Akim Ajieth Bunny January 2017 iii DEDICATION I would like to dedicate this thesis to my closest friend and Pastor, Rt. Rev. John E. Santor of the Roman Catholic Diocese of Erie, Pennsylvania, USA, who pushed the author along in this project, with hope, prayers, spiritual growth, enthusiasm and prudent advice, and for helping me conquer the many distractions. Since meeting him 16 years ago, Father John expected me to succeed and his unwavering high expectations made me believe that it was possible. This thesis is also dedicated to Anne Matuszewski, a then popular teacher of English and Literature at Duquesne University and St. Bernard School in Mt. Lebanon, Pittsburgh, Pennsylvania, and a friend of mine and a mum who acquainted the author with the American custom, including how to make a speech in public, and how to drive safely on the road. She sadly died of brain tumors on December 9, 2006 while the author was on a holiday visit to Australia. Growing up as Anne Cunningham in Mt. Washington and East Hills of Pittsburgh, she was the youngest child (the last born) in her family, proud of her Irish Catholic Heritage, which the author later became part of after spending some years with her and her family as a whole in Pittsburgh. Besides inducting hundreds of middle school-aged children into the mysteries of good writing and how to make a speech in public, Katherine Anne Matuszewski, was also active in helping several African immigrants, known as the “Lost Boys of Sudan”, (the author included), and who arrived in America in 2001 under the auspices of the Catholic Charities in collaboration with the United States Conference of Catholic Bishops (USCCB) in Washington, D.C. She was affectionately known to several people as ‘Mama Anne’, referring to the fact that she was doing the role of a mother to everyone irrespective of their nationality, color or gender. She showed me the path of least resistance and shared her knowledge, wisdom, and sense of humor. I would have struggled to complete this doctoral degree without her help and to her I dedicate the finished product. iv ACKNOWLEDGEMENTS “Research is a passion and desire to learn new things, challenge old ideas, dramatically invigorate the thinking of others and enable the training of new researchers.” – Professor Brian Corbitt, RMIT University First and foremost, Glory and great thanks to the Almighty God, the father of our Lord Jesus Christ and of all mankind, for giving me the health, patience, strength, courage and determination to complete this study. Next, a whole variety of people have given me their time and support while I have been working on this research. The completion of this thesis would not have been possible without the cooperation, trust and support provided by a significant number of people that I wish to recognize. First, I am most grateful and permanently indebted to my supervisors, Associate Professor Rosalie Holian, Dr Darryn Snell, and Dr Victor Gekara, who guided me from the very beginning of this PhD all through its completion, and for their insightful suggestions and extraordinary efforts to get this thesis in its current form and context. They were my source of proud and truly inspirational. I would like to take this opportunity to wish them great health and happiness as they continue to supervise other doctoral students. I also wish to acknowledge the assistance of the Australian Government and the RMIT University, in providing scholarships which contributed substantial funding enabling me to conduct this research and complete my doctoral studies. Special thanks go to a number of people in the RMIT College of Business, especially Sherrin Trautmann, Dr Larissa Bamberry, and Dr Nthati Rametse for being such a wonderful mentors and champions throughout my doctoral journey. I can never hope to thank you adequately for the countless hours you spent with me, but I am permanently in your debts. You made me feel like a friend and an equal person and taught me more lessons than I cannot even count. Next, I want to thank people at those organizations whom I have interviewed their managers and employees across South Sudan, and for their willingness to discuss the topic with me. I would also like to thank those academic staff and government officials who participated in this study as expert practitioners. Though I respect their wish to remain anonymous, they know who they are, and I am immensely grateful for the time and intellectual energy they gave to this research. These organizations have a lot to be proud of including their willingness to look at their critical challenges and retention issues as multinational v organizations. Without the home team, I could not have created the time or summoned the energy to write this thesis so my thanks flow once again to my wife, Asunta Agot Majur Nhial, for her undivided support, to my adorable daughter Yom, and my sons Gai, Nhial, and Wel, also known as “Welpiath,” “Mr. Good News” as his Granma Rev. Monica nicknamed him. Special thanks also go to my father-in-law Lt. Gen. Majur Nhial Makol, my mother-in- law Rev. Monica Ayak Kuol Dut, brother-in-law Nhial Majur Nhial, and sisters-in-law Anna Awuok and Anyieth Majur Nhial for their supports and encouragement. My special thanks also go to Prof. Aggrey Ayuen Majok, the former Vice-Chancellor of John Garang University and the current Vice-Chancellor of the University of Rumbek, for allowing me to take up four years of leave of absence from the University in order to further my studies at RMIT. To all the friends that I basically put on hold for four years, I thank you for standing by our friendship and look forward to spending time doing the things we enjoy. To the new friends I have made along the way, especially the ones in my doctoral cohort such as Dr Asmare Emerie Kassahun, Dr Rodney Castricum, and Don Tennakoon you were a wonderful resource during the program and one that I look forward to working with in the future. I also thank my Christian friends across the different denominations, in particular, Rev. John Riak Ayiei, Rev. Stephen Achieu Magot Majok, Rev. Daniel Kuol Amol, Rev. Peter Ayor Alier, Rev. David Mabior Lual, Rev. Pastor Wang Wang, and Rev. Pastor Komi Bana for their encouragements and prayers throughout this journey. Also, the following names are worth mentioning, specifically, for their notable support and assistance in varies ways: Beer Manyok Manyiel, Atem James Wal Garang, Peter Mamer Aguto Anyang, and Panther Garang Bior. To my relatives, I would like to recognize the constant support of my cousins Abraham Chol Gai and his wife Martha Anyieth Achiek Kech, Philip Malueth Gai, and Andrew Chol Gai, who is also an alumnus of RMIT. I appreciate all the years you put up with me saying “I have research to do” and look forward to spending time doing things that you are interested in. Your love, support and understanding helped keep me pointed in the right direction. Also, I would like to thank my parents who taught me many lessons about Christian faith and life theories over the years, especially ideas about sacrificing so your children can attend pinnacle schools to enhance their intellectual capital and ‘emotional intelligence’. Finally, my special gratitude goes to my brother David Manyok Ajieth Buny for assuming and shouldering all the responsibilities related to family matters while I was working on this thesis. vi RESEARCH SUMMARY This study is about skills retention in a conflict setting. While a number of studies have been conducted on staff turnover and staff retention (Bakuwa et al. 2013; Malunga 2009; Loquercio et al. 2006), there is as yet no clear agreement on the most appropriate Human Resource Management (HRM) approaches for retaining skilled workers in war and conflict zones. To date there are only a handful of studies which have studied the skill retention challenges that conflict settings present for HR managers and their responses to this situation (Tessema & Ng'oma 2009; Tessema et al. 2005; Ehrenreich & Elliott 2004). The overwhelming focus of research on skills retention has been conducted in non-conflict settings where the organizational environment is largely taken for granted. What is known from the literature is that management has sought to address retention challenges through a range of employee retention approaches such as providing satisfying working conditions, higher salaries and better benefits (Loquercio et al.
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