 Retention preferences and the relationship between total rewards, perceived organisational support and perceived supervisor support Authors: Smit, Wilmien , Stanz, Karel , Bussin, Mark Date: 0000 Subjects: Employee retention , Incentive awards , Organizational effectiveness , Compensation management Language: English Type: Article Identifier: http://hdl.handle.net/00000/000000 , uj:00000 , Citation: Smit, W., Stanz, K. & Bussin, M. 0000. Retention preferences and the relationship between total rewards, perceived organisational support and perceived supervisor support. SA Journal of Human Resource Management, 00(0):0-00. DOI: http://dx.doi.org/00.0000/sajhrm.v00i0.000. , ISSN: 0000-000X (online) , ISSN: 0000-0000 (print) Description: Abstract: Currently there is much debate whether modifying traditional reward packages to focus on the preferences of multi-generations would be essential in attracting, motivating and retaining talent. Total reward factors, perceived organisational support and perceived supervisor support are distinct but related concepts, all of which appear to influence an employee's decision to stay at an organisation. Research purpose: The objective of this study was to identify the different total reward components that multi-generations prefer as most important for retention. In essence, the study aims to establish possible relationships between multi-generations' total reward components, perceived organisational support, and perceived supervisor support. Motivation for the study: This study is useful as it conducts a contemporary retention exploration that considers both the emerging demographic workforce shift and the new paradigm shift towards talent management. Research methodology: A quantitative, cross-sectional research design was applied to gather data from employees (N = 000) from different industry sectors in South African organisations. Main findings: The results showed that performance management and remuneration are considered to be the most important retention factors amongst multi-generation groups. Differences between total reward preferences and demographical variables, which include age, gender, race, industry and job level, were found... Full Text: 