Orientation: The field of leadership has been extensively researched over the last couple of decades, with a particular emphasis on the different types of leadership styles. The most valuable resource that any manager works with is human resources. Studies have indicated that the way in which people are managed is influenced by the leadership styles of managers. This, in turn, influences employee behavioural intention, including intention to quit. Retention is, in turn, influenced by a number of factors, including remuneration. This study considers the relationship between satisfaction with remuneration and retention and the mediating role that a transformational leadership style may play in this regard.Research purpose: The objectives of this study were twofold. Firstly, to determine whether transformational leadership played a mediating role in the relationship between satisfaction with remuneration and intention to stay amongst artisans employed in the military. Secondly, to determine whether there were demographic differences for these findings.Motivation for the study: This study was conducted to determine whether a perceived lack or presence of transformational leadership influences the intention to quit amongst employees in relation to their level of satisfaction with their remuneration. In this way, the study may assist in determining strategies to improve artisan retention levels.Research methodology: The study was quantitative in nature. A survey research design was applied to collect data, using a questionnaire as the survey instrument, from artisans (N = 108) employed at a military unit in Pretoria.Main findings: The results revealed that the participants, regardless of gender or race, were generally unsatisfied with their remuneration. Transformational leadership was found to play a mediating role in the relationship between satisfaction with remuneration and intention to stay.Practical/managerial implications: Organisations should develop the transformational leadership skills of their managers in order to increase talent retention levels and reduce employees’ intentions to quit.Contribution and value additions: The results of the study could assist military base commanders in improving artisan retention levels through implementing effective transformational leadership development programmes.

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In order to positively influence the levels of employee job satisfaction and create work engagement, organisations need to ensure that employee relations are harmonious and strategically designed. Job satisfaction has been identified as a strategic tool for organisational success and sustainability. To date, no studies have investigated the influence of job satisfaction on employee relations and work engagement in a military setting in South Africa. The research design of this study was quantitative, utilising a structured, self-administered questionnaire. The responses were extrapolated and analysed. The questionnaire was distributed to 618 members of the targeted population of 13 741 personnel in the South African Army Formation. The response rate was 56.8% (N = 349). A 5-point Likert-scale comprising 67 questions was used to collect the data. The statistical analysis used structural equation modelling and revealed that the questionnaire had a relatively high internal validity and reliability. A key outcome was a validated framework for improving work engagement through employee relations and job satisfaction in the military. The themes and sub-themes that emerged concerned employee relations, job satisfaction and work engagement. The study contributes to the existing body of knowledge regarding human resource management, particularly employee relations, job satisfaction and work engagement. Further, the study demonstrated that there was generally a linkage between job satisfaction, employee relations and work engagement among the population under study. The limitation of the study was that the generalisability of the results across the entire military and other sectors is not feasible. It was recommended that management put strategies in place to ensure that job satisfaction is enhanced and maintained so that it can positively contribute to high levels of employee relations and work engagement.