The questionnaire was completed by 181 respondents, of which 60% were females and 40% were males. The majority of the participants were Millennials 80%, Generation X accounted for 31% of the population and only 19% were Baby Boomers. There was also a difference noted in the presentation of race where, 68% of respondents were Black, 17% were White, 7.7% Indians, Coloured 5.5% and other 1%. The majority of the respondents, were employed for a period of 1-10 years, while those who were employed for a period greater than 10-20 years made up 28% of the respondents and only 20% were employed for a period greater than 20 years. Diagnostic radiographers had the majority of the respondents at 55%, radiation therapists 24%, nuclear medicine 13%, mammography radiographers 5% and ultra-sonographers had only 3% of the respondents. In the four tertiary hospitals that were included in the study, 42% of the respondents were from tertiary hospital1, 30% from tertiary hospital 2, 12% tertiary hospital 3 and 17% were employed at tertiary hospital 4.
Satisfaction with supervision
During data analysis, confirmatory factor analysis was performed to ensure that the statements related and linked to management. Internal consistency was checked on the 8 statements related to satisfaction with supervision, a Cronbach’s alpha measure calculated was A one sample t-test was performed on to determine if supervisors provided favourable working conditions. The results showed that there was a significant disagreement (M=3.3048) that supervisors were able to create favourable working conditions, t (181) = 5.219, p<.0005. Furthermore, a Pearson’s correlation test was performed to determine if there was a correlation with intention to leave (ITL) and satisfaction with supervision. The results showed that there was a negative correlation between intention to leave and supervision, r = -.344, p= .000 and this indicates that respondents who are satisfied with their supervisors have no intention to leave. Similarly the results of regression analyses showed that independent variables account for 16.4% (R2 = .164) of the variability in the dependent variable, intention to leave, F (9, 169) = 3.695, p<.0005. Supervision is a significant predictor of ITL, β = -.270, p=.028. Stepwise regression was used to test intention to leave and account for 14.5% (R2=.145) of the variability in intention to leave, F (2, 176) = 14.867, p<.0005. Satisfaction with supervision (β = -.355, p=.001) is significant predictors of intention to leave.
There was an additional significance difference across gender, t (179) = -2.277, p= .024, males (M3.1448) were satisfied with supervision than females. The results of the Welsh test (4, 6.873) = 4.363, p= .045 indicated that Whites were more satisfied with supervision than Black Africans. Similarly, the results of the Spearman’s correlation demonstrated a difference across age. There was a positive correlation between age and satisfaction with supervision, rho=180, p = .166, older respondents were more satisfied with supervision. There was also a negative correlation between age and intention to leave, rho = -.031, p=.-166. Older participants had no intention to leave.
The results of the ANOVA test showed that there was significant difference with supervisor satisfaction across tertiary hospitals F (3,178) = 18.104, p = .000. Respondents from tertiary hospital 2, were more satisfied with their supervisors than those employed at tertiary hospital 2 and 3 and 4. Whereas respondents employed in tertiary hospital 1 were more satisfied with their supervisors more than those employed in hospital 3 and 4. The questionnaire provided the respondents with a blank space where they could provide any additional information related to their satisfaction with supervision. A variety of responses were obtained and these included poor communication styles; favouritism; unprofessional; non-consultative; no recognition; unqualified managers and unsupportive managers.