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1
Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
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Magister Commercii (Industrial Psychology) - MCom(IPS)The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.
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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.
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Hutton, Sonia L. "Organisational commitment : the influence of culture, non-work commitments and personality /." Title page, contents and abstract only, 1995. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsh985.pdf.
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O'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.
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This study examines the relationship between personal values, perceived organisational values and organisational commiunent. The study builds on the work of Finegan (2000). It is argued that the greater the congruence between a person's personal values and the perceived organisational values of the employing organisation, the greater would be their commitment to that organization. This study examines this issue in a school context, examining the teachers' values and their perceptions of their schools' values. As part of the study a survey was administered to a sample of teachers at eight schools that represented the three main streams within the Australian education system; namely Government schools, independent Christian schools and Catholic schools. In this case, personal values and perceived organisational values were measured using Schwartz's (1991) Values Scale and their congruence was calculated using Savery's (Savery, 1993. 1983, 1981) approach. Commitment was measured using Meyer and Allen's (1990) Organisational Commitment Scale. Perceived organisational support and professional commitment were also measured through Eisenberg's (1986) and Blau's (1985b) scales. The study suggests that teachers' backgrounds have little impact on commitment. It further suggests that personal values have only a minimal effect on continuance conunitrnent, although they have a stronger relationship with affective commitment. While congruence between the two types of values do impact on affective commitment, teachers' perceptions of their organisations' values (irrespective of their own values) are stronger predictors of commitment. Personal values are also shown to affect professional commitment. Although the major focus of the study is to explore the relationship between values congruence and organisational commitment, the results suggest that the most significant predictors of affective organisational commitment are perceived organisational support and teachers' perceptions of organisational values.
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Beck, Karen. "The development of affective organisational commitment /." Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.
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Milenkovic, Nebojsa. "Interrelationships among trade union commitment, organizational commitment, job satisfaction and trade union participation." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5833.
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Includes bibliographical references (leaves 43-51).The issue of commitment has received extensive research through the years yet inconsistencies still prevail. This research investigated the relationships between organizational commitment, trade union commitment, job satisfaction and trade union participation. A survey based on the work of Meyer and Allen (1997) was used to collect data. The sample consisted of 90 participants who were members of the same trade union. The main findings indicate that trade union commitment is positively correlated to union participation and it explains 34 % of variance in participation. No significant difference based on gender was found in the sample which is inconsistent with available literature. Organizational and union commitment exhibit a significant positive relationship as do job satisfaction and union commitment as well as job satisfaction and union participation. Organizational commitment and union participation exhibited a non-significant result. Dual commitment was also apparent in the sample. Further research is advisable to ascertain fully on these relationships within the South African context.
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Nqubane, Rirhandzu Milder. "Organisational support, role clarity, job insecurity and organisational commitment of employees in a petrochemical organisation / Rirhandzu Milder Nqubane." Thesis, North-West University, 2008. http://hdl.handle.net/10394/686.
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Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to improve their commitment to the organisation.
The objective of this study was to determine the relationship between perceived organisational support, role clarity, job insecurity and organisational commitment.
Employees from a business unit in a petrochemical organisation were targeted for this research. The study population included employees from managerial, non-managerial and specialist categories. A cross-sectional design was used to achieve the research objectives. Measures of Perceived Organisational Support (POSQ), Role Clarity (RCQ), Job Insecurity (JIQ), Affective Organisational Commitment (OCQ) and a biographical questionnaire were administered for the study. The statistical analysis was carried out with the help of the SPSS program as well as the AMOS program.
Pearson product-moment correlations indicated that when perceived organisational support increases, affective organisational commitment and role clarity will also increase. When perceived organisational support increases, role conflict and job insecurity will
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decrease. Affective organisational commitment as well as role clarity is predicted by
perceived organisational support.
MANOYA analysis indicated that male employees experience higher levels of role conflict than their female counterparts. It seems that employees in first line management and professional categories experience significantly higher levels of perceived role conflict than employees in lower level positions. Employees in non-management positions experience significantly higher levels of affective job insecurity than employees in senior management positions. Employees in senior management positions experience significantly lower levels of cognitive job insecurity than employees in non-management positions.
Recommendations were made for future research.Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.
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Sudjadi, Achmad. "Leadership styles, organisational commitment, and job satisfaction in normative and utilitarian organisations." Thesis, University of Liverpool, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417297.
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Buckle, Cecelia Hestel. "Empowerment, organisational commitment and job satisfaction within a chemical organisation / Penny Buckle." Thesis, Potchefstroom University for Christian Higher Education, 2003. http://hdl.handle.net/10394/377.
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Work is considered to be a necessary and unavoidable part of human existence. As South Africa
continues to be exposed to global economics, social and political changes, the international arena
demands increased speed, efficiency and customer focus at reduced costs. In order to achieve
these demands, organisations are demanding more from their employees than ever before.
Employees must learn to take initiative, be creative and accept responsibility. Each employee's
full potential is needed on every level in an organisation.
Employee empowerment is a concept that has been the subject of research for over 50 years. It
generally shows that despite an increasing popularity of the "employee empowerment
movement", very few companies today are truly empowered and programs intended to empower
meet with very little success. Furthermore, empowerment, together with the strategies for
implementing it, is far from being a simple "quick fix". Employee empowerment is
multidimensional -no single set of contingencies can describe it. It actually encompasses a very
complex and multifaceted continuous process, with its roots in the changing social, economic,
and political structures of society.
The objective of this study was to conceptualise empowerment from both a situational
(contextual) and psychological (motivational) perspective. From a situational perspective it
investigated the relationship of psychological empowerment with contextual factors such as
leadership. From a psychological perspective it investigated and measured the four cognitions
that provide employees with a sense of empowerment.
Furthermore it explored the possible relationship between psychological empowerment, leader
empowering behaviour, organisational commitment and job satisfaction on the one hand, as well
as the extent to which psychological empowerment and leader empowering behaviour predict
organisational commitment and job satisfaction, on the other hand. The relevance of this to the
organisation was to determine whether there is a difference in these variables between
employees, departments, tenure and age groups and if these situational variables predict
psychological empowerment.
The research group was composed of 137 employees within a chemical organisation. They
completed several questionnaires. The research results of the empirical study were reported and
discussed according to the empirical objectives. The descriptive statistics and the internal
consistency of the measuring instruments for the total population were highlighted. Thereafter
the reliability and validity of the measuring instruments were discussed.
The results of the empirical study indicated that a positive level of psychological empowerment,
leader empowering behaviour, organisational commitment and job satisfaction exists within this
organisation. Results indicated that statistically significant differences exist in organisational
commitment between tenure and various age groups. It furthermore indicated that there were
statistically significant differences in psychological empowerment between different age groups.
No statistically significant differences between the different qualification levels were observed in
psychological empowerment, leader empowering behaviour, organisational commitment and job
satisfaction. Results furthermore indicated statistically significant differences in leader
empowering behaviour between various organisational levels of employment and within various
departments. Statistically significant differences do exist in job satisfaction between various
organisational levels of employment, although no statistically significant differences were
reported with regard to various departments. With regard to differences between various
organisational levels of employment and various departments, no statistically significant
differences were experienced in psychological empowerment and organisational commitment
Positive correlation, with a medium to a large effect, were reported between (a) psychological
empowerment and leader empowering behaviour, organisational commitment and job
satisfaction, (b) leader empowering behaviour and job satisfaction, and (c) organisational
commitment and job satisfaction. Concerning the predictive value of the constructs, the findings
indicate that psychological empowerment and leader empowering behaviour predict
organisational commitment and job satisfaction.
Based on the above results recommendations were made. These recommendations emphasise the
importance of integrating both situational and psychological perspectives to enhance
empowerment to the benefit of both the individual and the organisation.Thesis (M.A. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.
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Ables, Sharneigh. "The influence of organisational culture on organisational commitment amongst managerial and supervisory staff at a beverage bottling organisation in the Western Cape." University of the Western cape, 2016. http://hdl.handle.net/11394/5554.
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Magister Commercii (Industrial Psychology) - MCom(IPS)At present organisations are faced with considerable changes in the business environment due to globalisation illustrated through specialisation and individualisation in the workplace (Rastegar & Aghayan, 2012). To stay abreast of these changes, organisations attempt to gain competitive advantage within the competitive business environments they operate. The competitive advantage referred to is, enhancing the organisation's culture, so as to ensure the employees in the workplace stay committed (Acar, 2012). Dwivedi, Kaushik and Luxmi (2014) further add that organisation culture is a fundamental element to any activity in the organisation. The authors also purport that a good organisational culture, which yields self-actualisation needs such as capability development, empowerment, achievement and recognition leads to a greater level of commitment between employees. The inverse, that is, poor organisational culture, leads to lower levels of commitment with consequences such as increased employee turnover and lower productivity rates (Dwivedi et al., 2014). The purpose of this study was to examine the influence of organisational culture (sub-dimensions being, mission, involvement, adaptability and consistency) on organisational commitment (sub-dimensions being, affective commitment, normative commitment and continuance commitment). The sample was chosen by means of convenience sampling. Two hundred and thirty – six supervisory and managerial staff who were employed at a beverage company in the Western Cape partook in the study. Three questionnaires were utilised to collect the data namely, a self - developed biographical questionnaire, containing six items which was used to collect information pertaining to the demographics of the sample. The second questionnaire utilised was the Denison Organisational Culture Survey, which contained 60 items and the final questionnaire administered was Allen and Meyer's (1990) Organisational Commitment Questionnaire, which contained 24 items. The data was computed using the Statistical Programme for the Social Sciences (SPSS) software version 23 using a multiple regression technique, yielding the following results: The results indicated that a significant proportion of the variance in organisational commitment was explained by mission, involvement, adaptability and consistency. The most statistical significance predictors of organisational commitment were mission and consistency, however, mission contributed to the highest variance. Additionally, the results indicated that a significant proportion of the variance in affective commitment was explained by mission, involvement, adaptability and consistency amongst staff. Involvement, adaptability and mission were found to be significant predictors of affective commitment with involvement accounting for the highest variance. Furthermore, the results showed that a significant proportion of the variance in normative commitment was explained by mission, involvement, adaptability and consistency. Moreover, the most significant predictor of normative commitment was found to be consistency. Further findings found that a significant proportion of the variance in continuance commitment was explained by mission, involvement, adaptability and consistency amongst staff. Moreover, the results indicated that the most significant predictor of continuance commitment was mission. Lastly, limitations for the current study were presented and recommendations for future research and for the organisation were offered.
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Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.
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Briggs, Emma Victoria. "Postoperative pain : nursing management and organisational commitment." Thesis, University of Hull, 2003. http://hydra.hull.ac.uk/resources/hull:5830.
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Postoperative pain management has been the subject of several national reports (Royal College of Surgeons of England and College of Anaesthetists, 1990; Audit Commission, 1997; Clinical Standards Advisory Group, 2000) that have each made recommendations for practice at ward level and Trust-wide strategies to improve pain management within an organisation. These two areas represent the foci of the work undertaken in this thesis. The research consisted of two studies; the first surveyed hospital Trusts in the Northern and Yorkshire region (n=35) and the second explored nursing care of 120 patients admitted to four English hospitals (two with an acute pain service) through nonparticipant observation, patient interviews and examination of nursing documentation. The questionnaire results highlighted increases in funding for pain management, staff education, audit practices and written guidelines compared to previous work by the Audit Commission (1998) but wide variations in the nature of these activities. In the second study, hospital two (without a pain service) achieved the lowest pain scores at rest (p=0.018) and on movement (p=0.013) but also had one of the lowest rates of analgesic administration and morphine equivalent doses. This ward had the highest number of pain-related interactions (p=0.004), entries onto pain assessment charts (p=0.03) and documented evaluations in nursing care plans. Data also illustrate the differences between observed and documented care in all hospitals and the low use of pain assessment tools in practice to inform analgesic decision-making. This study provides an insight into hospital activities aimed at improving pain management and surgical nursing practice across Trusts. Recommendations are made to further enhance pain relief in hospital including the promotion of pain as a quality of care indicator and increasing accountability within organisations.
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Parker, Shameema. "Conceptualisation of a structural model to predict organisational commitment." University of Western Cape, 2020. http://hdl.handle.net/11394/8065.
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Magister Commercii (Industrial Psychology) - MCom(IPS)As local textile manufacturing come under pressure from global competition, the competitive advantage of organisations in this sector have become an important research topic. As a key input in the manufacturing process, human resources can either be a burdensome cost or a source of competitive advantage for organisations in the textile industry. The effectiveness of human resources depends to a large extend on the ability of organisations to keep them motivated and productive.
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Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.
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Shrand, Beverly Celia. "Academics’ Organisational Identification and Commitment: Influences of Perceptions of Organisational Support and Reputation." Doctoral thesis, Faculty of Commerce, 2018. http://hdl.handle.net/11427/30140.
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“Affective commitment” and “organisational identification” represent psychological relationships between employees and their organisations. These constructs are established predictors of turnover intentions, performance, and other desirable work outcomes. This study investigated the affective commitment and organisational identification of academics. It was argued that there is a strong need to understand how to nurture academics’ identification with, and commitment to, their institutions, since changes in the higher education sector have profoundly — and mostly adversely — impacted their work lives. Two specific status-related constructs are known to influence both identification and commitment: “perceived organisational support”, representing an informal status or internal respect, and “perceived external reputation”, a proxy for externally derived status. It was hypothesised that both these constructs would positively impact on affective commitment, and organisational identification, respectively. In addition to these direct effects, the study considered the mediation effects of organisational identification in the relationship between the two proposed predictors and affective commitment. Underpinned by social exchange theory, the social identity approach, as well as the group engagement model, the study contributes to research that seeks to understand how these theories complement each other and provide alternative mechanisms for explaining employee-organisation relationships. An explanatory sequential mixed methods design was used to answer the research questions. An online survey of permanent academics at one South African university generated 215 responses. This was followed by a qualitative phase, conducted with a subset of the survey respondents, comprising 15 semi-structured face-to-face interviews. Supporting the relevant hypotheses, perceived organisational support was found to influence affective commitment, both directly, and indirectly via organisational identification. However, contrary to expectations, perceived external reputation was found neither to impact on organisational identification, and nor on affective commitment in the presence of perceived organisational support. The qualitative insights revealed how each construct manifested in the context of the study, enriching the explanation of the results. Using the integrated findings, a new conceptual model of perceived organisational support, organisational identification, and affective commitment was proposed, incorporating potential influencing factors for each construct. It was suggested that university leadership would be well-advised to pay relatively more attention to the internal status that is conveyed to academics via perceptions of support from their institution, than to managing perceptions of the institution’s external reputation.
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Van, Stuyvesant Meijen Jolise. "The influence of organisational culture on organisational commitment at a selected local municipality." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002788.
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Since 2000, local municipalities have been through a process of transformation which amalgamated a number of smaller local municipalities into larger municipalities. The amalgamation of a number of municipalities brings together an array of people, and therefore a myriad of organisational cultures are combined. The organisational culture of an organisation has an effect on the organisational commitment of its employees. A fit between the organisational culture and the employees will increase the organisational commitment of those employees and contribute towards improved service delivery. A survey conducted in South Africa indicated that the local municipalities have been delivering poor standards of service to the community; therefore there is a need to increase the service delivery within local municipalities. The importance of looking at the organisational commitment of a local municipality is because if there is commitment within the organisation, then employees will identify with their organisation and its goals, and will deliver the service more effectively and efficiently. Therefore, increasing the service delivery of local municipalities can be achieved through diagnosing the organisational commitment and organisational culture of employees within the selected municipality. The primary objective of this research was therefore to diagnose the relationship between organisational culture and the organisational commitment of employees at the selected municipality. In order to achieve this objective, a survey was conducted to canvas the opinions of respondents (N = 148) from the selected local municipality regarding their perceptions of the existing organisational culture, their preferences regarding the organisational culture within the selected municipality, and finally the organisational commitment. The main findings of this research conducted at a selected municipality can be summarised as follows: The dominant existing organisational culture is the power culture, while the dominant preferred organisational culture is the support culture; There is an organisational culture gap between the existing and preferred organisational cultures at the selected municipality; The dominant organisational commitment within the selected municipality is normative commitment; The findings pertaining to the relationship between organisational culture and organisational commitment of employees within the selected municipality can be stated as follows: The existing organisational cultures have significant effects on the organisational commitment of employees; The preferred organisational cultures do not have significant effects on the organisational commitment of employees; and The organisational culture gap does not have a significant effect on the organisational commitment of employees; The findings pertaining to the relationship between the biographical variables and the existing and preferred organisational culture, organisational commitment and the organisational culture gap can be stated as follows: There is no significant relationship between biographical variables and the existing organisational culture; There are significant relationships between the biographical variables, namely the departments in which respondents work, and the education level of respondents, and the preferred organisational culture; There are significant relationships between the biographical variables and organisational commitment; and The average organisational culture gap scores of the organisational culture scales for the biographical variables are significantly different. It can be concluded that organisational culture has a significant effect on the organisational commitment of employees within the selected municipality and therefore can affect the service delivery of the selected municipality.
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Basson, Bruce Ahswin. "Organisational commitment after a transformation process at a provincial government department." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4414_1260521840.
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Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &
Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu &
Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant.
Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research.
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Shandu, Sizwesihle Derrick. "Improving organisational commitment in a selected telecommunications company." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4507.
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As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.
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Tryfonos, Angelique. "The relationship between employer branding and organisational commitment." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021146.
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The aim of this study was to determine whether a relationship exists between organisational commitment (OC) and employer branding (EB). The purpose was to Identifying whether employer branding effects organisational commitment (affective, normative and continuance commitment) and how significant that effect may be. Questionnaires were personally distributed by the researcher directly to employees under study. Non-probability sampling was used in the form of judgement sampling. The sample consisted of 124 employees from various retail outlets throughout Port Elizabeth, Eastern Cape. Five hypotheses were set for evaluation. A practically significant relationship was established between organisational commitment (OC) and employer branding (EB). A small practically significant relationship was found between gender and normative commitment. A medium practically significant relationship was found between gender and training and development as well as between gender and work/life balance. Statistically significant relationships were discovered with regards to age and leadership and also between age and rewards and recognition. A statistically significant difference was established between age and overall employer branding (EB). These findings suggest that a more positive employer brand will lead to improved organisational commitment (OC). More so, retail organisations aiming to improve on organisational commitment should incorporate those employer branding (EB) factors which employees’ place greater emphasis on, within their employer brand, which in turn will lead to greater organisational commitment.
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Veloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province." Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Achieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisational citizenship behaviours. The culture of an organisation is often determined by the beliefs, values and behaviour of the leader. A paternalistic leadership style is likely to create a culture in which caring for subordinates is crucial, moral integrity is greatly esteemed and authority is respected. When this type of culture is evident in the organisation certain desirable behavioural patterns will come forth from the employees. The purpose of the current research study is to answer the question, "Does paternalistic leadership have a significant influence on organisational commitment and organisational citizenship behaviour among employees working in selected organisations in the Western Cape?". In order to answer the research question explaining the hypothesised relationships, the manner in which paternalistic leadership affect organisational commitment and organisational citizenship behaviour was discussed culminating in a theoretical model which was developed and tested in the present study. The study was conducted using employees drawn from selected organisations in the Western Cape Province of South Africa. The participants were asked to complete three questionnaires comprising the Paternalistic Leadership questionnaire developed by Cheng, Chou and Farh (2000); an adapted version of the Organisational Commitment questionnaire by Allen and Meyer (1991) and the Organisational Citizenship Behaviour questionnaire Podsakoff, Mackenzie, Moorman and Fetter (1990). Out of 300 questionnaires that were distributed to the employees, 230 (n=230) completed questionnaires were returned. Item and dimensionality analyses were conducted on all of the dimensions using SPSS version 23. Subsequently, confirmatory factor analysis was executed on the measurement models of the instruments used. The proposed model was evaluated using structural equation modelling (SEM) via the LISREL version 8.80 software. It was found that both the measurement and structural models fitted the data reasonably well. The results indicated positive relationships between benevolent leadership and organisational commitment; authoritarian leadership and organisational commitment; moral leadership and OCB; and organisational commitment and OCB. There was, however, no significant relationship between moral leadership and organisational commitment; benevolent and OCB. Due to the fact that a few studies on paternalistic leadership exist in South Africa this study adds to the board of knowledge on paternalistic leadership and how it affects employee commitment and OCB. The practical implications of the study and limitations are discussed as well as the direction for future studies.
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Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.
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Van, der Merwe Maria Elizabeth. "Commitment and the intention to quit amongst nurses." Master's thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5822.
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Ramsay, Nadine. "Absenteeism among public health nurses : does commitment matter?" Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5842.
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Includes bibliographical references (leaves 69-73)This study explored the relationship between absenteeism and commitment (affective, continuance and normative commitment) as directed towards the organisation, co-workers and the nursing profession. Job satisfaction, job involvement, career stage and the absence culture were examined as moderators of the relationship between absenteeism and commitment. The sample comprised of 227 public sector nurses (54% response rate) from 11 day clinics and hospitals within the Western Cape Metropolitan District Health Services of South Africa. Affective, continuance and normative commitment to the organisation were not directly related to absenteeism, although interactions between these commitment components were significant predictors of absenteeism. Affective commitment to co-workers did not significantly explain absenteeism. However, affective commitment to the nursing profession explained significant variance in nurse absenteeism both directly and through the moderation effects of the absence culture of the workplace and the profession. Job satisfaction, job involvement and career stage of the nurses did not moderate the absenteeism-commitment relationship. The contributions of the study are discussed and recommendations for future research are made.
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Frow, Penelope. "The meaning of commitment in professional relationships : exploring the meaning of commitment used by lawyers and their clients." Thesis, Cranfield University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250498.
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Crollick, Sharon Lee. "Value congruence and organisational commitment : implications for workplace behaviour /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18061.pdf.
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Paterson, Steven James. "The organisational commitment of financial planners in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13812.
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With the increasing demand for financial planners, financial planning organisations need to understand the factors influencing organisational commitment in order to achieve a committed and loyal workforce. The purpose of this study was therefore two-fold. Firstly, the study intended to contribute to the more effective functioning of financial planning organisations through the successful retention of valuable human resources, and secondly, to expand the current body of knowledge on financial planning organisations in South Africa and abroad. Considering the purpose of this study, its primary objective was to investigate the influence of selected organisational-related factors on the Affective, Normative and Continuance commitment of financial planners currently employed in the financial planning industry in South Africa. Based on an extensive review of business management, industrial psychology, as well as human resource management literature and research (focusing on the vast amount of secondary sources available on organisational commitment), a hypothesised model illustrating the relationships between selected organisational-related factors and the three dimensions of organisational commitment was proposed. Twelve independent variables were hypothesised to influence the three dependent variables, namely the Affective, Normative and Continuance commitment of financial planners. The twelve independent variables included: Compensation, Distributive justice, Job autonomy, Job security, Organisational communication, Organisational support, Physical working conditions, Promotional opportunities, Psychological contract fulfilment, Training and development, Transformational leadership and Trust. In addition, nine demographic variables (Gender, Race, Age, Organisational tenure, Qualification, CFP status, Tied agent status, Salary structure and Organisational type) were identified. All of the dependent and independent variables in this study were clearly defined and operationalised using items from previously validated measuring instruments, in addition to several self-generated items based on secondary sources. Questionnaires were made available to potential respondents through the use of convenience snowball sampling. A total of 231 useable questionnaires were returned which were then analysed statistically. As a result of an exploratory factor analysis (EFA), the original operationalisations, hypothesised model, as well as the hypotheses were revised. Additionally, a new, combined factor emerged, namely Job security and promotional opportunities. The proposed model of factors was subsequently empirically tested by means of structural equation modelling (SEM). In order to carry out the statistical analysis, three submodels were created. The hypothesised model was revised and the redefined hypothesised relationships were given in path diagrams for each of the three submodels. The influence of the various demographic variables on Affective, Normative and Continuance commitment were assessed by means of an Analysis of Variance (ANOVA) and t-tests. A number of organisational-related factors were identified as influencing the dependent variables of this study, namely: Compensation, Organisational support, Distributive justice, Job security and promotional opportunities, as well as Training and development. In particular, Compensation and Organisational support were found to influence Affective commitment, while Distributive justice, Job security and promotional opportunities as well as Training and development were found to influence Normative commitment. Additionally, Organisational support and Job security and promotional opportunities were found to influence Continuance commitment. By investigating selected organisational-related factors influencing the three dimensions of organisational commitment, the study was able to provide practical recommendations to organisations in order to increase the Affective, Normative and Continuance commitment of their financial planners.
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Swailes, Stephen. "Organisational commitment of professional employees : measurement and interaction effects." Thesis, University of Leicester, 1999. http://hdl.handle.net/2381/7832.
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This thesis presents an exploratory study into the nature of organisational commitment among professional employees. This thesis argues that the classic definition of commitment (Mowday, Porter and Steers, 1982) has been superseded by a reshaped psychological contract that affects the employment relationship in post-industrial society. Following exploratory, qualitative research organisational commitment was conceptualised as a multi-dimensional construct involving the congruence of individual and organisational goals, effort directed at goal achievement and innovation in the work place. A Behavioural Commitment Scale was developed and construct validity was examined through a cross sectional, quantitative survey of 329 pharmaceutical chemists, 166 public sector accountants and 138 private sector accountants. Social exchange theory is used to contextualise a study of how behavioural commitment is related to professionalism, perceived organisational support and social exchange disposition. Confirmatory factor analysis supported the three-dimensional structure of the Behavioural Commitment Scale. Multiple moderated regression revealed that the influence of situational variables upon interaction effects was greater than the nature of the profession. Union membership, low tenure, and prior involuntary job change all influenced positive interactions between perceived support and exchange. Professionalism moderated the effect of social exchange on commitment. Feelings of inability to leave the organisation and job insecurity in the late career stage both interact negatively with professionalism to have detrimental affects upon behavioural commitment. The implications for human resource management include: recognition of the influence that competing commitments have upon employees and the potential for judicious use of support; and, maintaining commitment in climates of job insecurity and job immobility. Suggestions for further research are given.
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Ogba, Ike. "Organisational commitment in developing countries : the case of Nigeria." Thesis, Northumbria University, 2007. http://nrl.northumbria.ac.uk/416/.
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This study investigates the effective measurement of employee commitment within the Nigerian banking sector. The relevance of the research originates from various research findings that shows that in most organisations, evidence abounds of employees' emotional and physiological distancing of themselves from their organisation even when the pay is highly competitive. In addition, there are also evidences of inconsistencies in research outcomes when Western commitment scale is employed within non-Western organisation. This study is therefore aimed at filling literature gaps on identified inconsistencies from the use of Western scales in measuring commitment in non-Western organisations and also to comprehend employee commitment behaviour in organisations within non-Western culture. In exploring the above issues, this research developed a 28-item, 7-point Likert scaled questionnaire, distributed to 200 participants with a 42% response rate. The research also employed exploratory factor analysis in the form of PCA and Varimax for factor extraction and scale reduction and Cronbach's Coefficient alpha internal consistency measure for reliability assessment. To take the study a step further, the scale was additionally subjected to statistical test using One Way ANOVA, Pearson's Chi-Square test, and Spearman' s rank order correlation in measuring employee commitment behaviours, using two variables: income and age. The outcome from the study was two-fold. The 28 items were reduced to 18 usable items with 3-factor extractions representing three components of commitment. Scale reliability was also measured. The first outcome shows that the scale is indeed a culturally suitable and usable (valid and reliable) scale for the assessment of employee commitment to their organisation in Nigeria with an alpha score of .930, evidence of strong scale reliability. The second outcome was from the test aimed at assessing the behavioural aspect of employee commitment to their organisation in relation to the two variables income and age. The outcome shows that the higher income earning Nigerian employees (employees within the income band 1.1 million and above), and employees within the age group 31-35 are likely to be less committed to their organisations than their counterparts. The study concludes with the view that to effectively measure employee commitment to organisations in non-Western Nigerian cultures, requires the development and use of an appropriate and culturally motivated usable and suitable (consistent and dependable) scale. The conclusions are also discussed in terms of the links between income, age and commitment. It identified that high income and age are not necessarily indicators of commitment; rather some factors associated with culture might have stronger influence on employee expression of commitment to their organisation.
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Jorge, Anita Caldeira. "The relationship between job insecurity, organisational citizenship behaviours and affective organisational commitment / Anita Caldeira Jorge." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2443.
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Md-Zain, Ali-Yusob. "Quality of worklife and organisational commitment : a study of non-supervisory employees in Malaysian organisations." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21511.
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Organisational commitment has been suggested as a function of the degree of integration and congruence of individual and organisational goals and values. The more employees can satisfy their needs through work, the more they will be committed to an organisation. The organisational conditions that influence such need satisfaction are generally known as quality of worklife (QWL). The purpose of the study was to examine the relative importance and perceived presence of factors associated with QWL, their relationships with organisational commitment (OC), and demographic patterns of their relationships for nonsupervisory employees in Malaysia. Underlying questions explored were the crosscultural universality of theories of QWL and OC and their utility for management policy and action. The research instrument employed was a survey questionnaire in the Malaysian language based on Western models of QWL and OC and using Likert scaling. Usable responses were obtained from 672 employees in 671 organisations. Statistical analysis was carried out using factor analysis, t-test, analysis of variance and multiple regressions. The Western model and measures of affective, normative and continuance commitment were generally supported, but two sub-factors emerged for continuance commitment relating to cost of leaving and lack of alternatives. The collectivist nature of Malaysian culture emerged as an important determinant of QWL and, in turn, OC. The most important QWL factors were workplace integration, work environmenta nd supervision. The first two of these were perceived as those most present. Different demographic relationships emerged between affective, normative and continuance commitment and QWL. Indicators for changing management policies and action to improve QWL and hence OC among non-supervisory employees in Malaysia concern work environment, workplace integration and the social relevance of work. The equity of pay and benefits, though itself an unimportant QWL factor, was also related to affective commitment.
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Weyers, Leandra. "The relationship between intrinsic rewards, organisational commitment and organisational citizenship behaviours within an automotive manufacturer." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/13235.
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Intrinsic rewards, organisational commitment (OC) and organisational citizenship behaviours (OCBs) are all considered to be positive constructs in today's world of work, which could have a practically beneficial impact on the employee's career, development and success as well as the organisation's bottom line and overall effectiveness. The meaning and purpose provided by one's job combined with commitment to one's organisation as well as the display of positive, helping behaviours have all become constructs of considerable importance whilst at work. The primary objective of this research study was to investigate the relationship between the three constructs of intrinsic rewards, OC and OCBs amongst permanent employees of an automotive manufacturer in South Africa. An additional aim was to establish whether significant differences existed between the three constructs under study across various demographic variables. The researcher made use of a quantitative research method in order to conduct this study using a cross-sectional design. A composite questionnaire was used to gather the necessary data for the study, inclusive of the Intrinsic Work Rewards Scale (IWRS) which is a 25 item scale measuring the dimensions of meaningful work, varied work, flexible work, challenging work and enjoyable work; the Organisational Commitment Scale (OCS) which is an 18 item scale measuring the desire, need and obligation to remain employed by an organisation; the Organisational Citizenship Behaviour Scale (OCBS) which is consistent of 20 items measuring the behaviours of altruism, courtesy, conscientiousness, civic virtue and sportsmanship; as well as a short demographic section. The questionnaire was electronically administered to 700 employees; however, it was only completed by a sample of 250 employees with a response rate of 35.7 percent. The data was analysed by means of both descriptive and inferential statistics consistent of frequency tables, central tendency and dispersion, Cronbach's alpha testing, Pearson's Product Moment Correlations and analysis of variance. The quantitative findings indicated that all three of the measurement scales were reliably used, due to Cronbach's alpha coefficients exceeding the acceptable 0.60. Significant differences existed in terms of the demographic variables included in the study for OC and to a lesser degree for OCBs and intrinsic rewards. The most significant differences were related to job level. The results identified that strong statistically and practically significant and positive correlations are existent between the constructs of intrinsic rewards, OC and OCBs. The strongest correlations were existent between the dimensions of intrinsic rewards and OC in terms of the desire (affective commitment) and obligation (normative commitment) to remain employed by the organisation as well as the organisational citizenship behaviour (OCB) dimensions of civic virtue and conscientiousness. The strongest correlations in terms of OCBs and OC were between the OCB dimensions of civic virtue and altruism with affective commitment. The findings of this research study contribute to the literature available in terms of the constructs of intrinsic rewards, OC and OCBs and also provide statistical and practical evidence of the positive correlations between the three constructs. Consequently, the results from this study provided the management of this automotive manufacturer with important information into the intrinsic nature of their employees' jobs, the levels of OC as well as the propensity of their employees to display OCBs at work.
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Zhou, X. "An investigation into the relationship between organisational communication trust and organisational commitment in Chinese enteprises." Thesis, Coventry University, 2013. http://curve.coventry.ac.uk/open/items/0e740a7a-2c2a-4486-a695-3222ce83bc66/1.
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Drawing on extant literature, a direct relationship between organisational communication and commitment factors has been demonstrated. This study was conducted to examine the trust climate involved in observed relations between organisational communication practices and organisational commitment. A cross-sectional descriptive questionnaire survey approach was adopted to gather data in three State-owned and two Joint-venture organisations located in the city of Nanjing, China. Using non-proportional stratified sampling, 1300 employee participants were chosen, and 757 responded with a usable response rate of 58%. Statistical software Predictive Analytics Software (PASW) and Analysis of Moment Structures (AMOS) were utilised to analyse the data. Structural Equation Modelling (SEM) analyses revealed that relations between employees‟ perspectives on organisational communication and their affective and normative commitment were mediated by trust in the workplace. The results showed that the 77% total effect of supervisory communication to commitment is mediated by the compound effort of trust in supervisor and trust in organisation. Additionally, trust in the organisation has been demonstrated as the mediator of trust in co-workers and organisational communication. The study recommends that Chinese organisations should; train managers to be good communicators, which could enhance employees‟ sense of belonging to the organisation and creating a trusting climate that increases the employees‟ commitment to the organisation. These could lead to more communication channels that would facilitate information sharing. Implications for researchers and managers are discussed and limitations are identified at the end of the research.
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Lydka, Helen Margaret. "Organisational commitment : a longitudinal study of attitudinal and behavioural commitment among UK graduates and an assessment of commitment measures." Thesis, Henley Business School, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239107.
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Schneider, Matthias. "Commitment to organisational change : the case of information system innovation." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5828.
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Includes bibliographical references (leaves 70-81).This study tested the generalisability of the Commitment to Organisational Change construct (Herscovitch & Meyer, 2002) in the context of an information system change within a non-Western environment. The sample comprised 106 employees (70% response rate) of a large Namibian organisation and responses were analysed using STATISTICA 7.0. Results suggest that the construct comprises three dimensions and can indeed be generalised to apply to an information system innovation change. Affective and Normative Commitment to Organisational Change were both positively related to Compliance, Co-operation and Championing, whilst Continuance Commitment to Organisational Change was negatively related, or unrelated. Commitment to Organisational Change was not a better predictor of behavioural support than Organisational Commitment. Interestingly, Change Significance and Change Impact both play an important role in predicting behavioural support for information system change.
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Lam, Terry Chun Yen. "The impacts of moderating factors on new employees' socialization outcomes : a case of the Hong Kong hotel and travel industry." Thesis, University of Strathclyde, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248679.
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Mabuza, Linda Tengetile. "The influence of organisational culture on a high commitment work system and organisational commitment : the case of a Chinese multinational corporation in South Africa." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017768.
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Chinese presence in Africa has been rapidly increasing in the past few years and has been speculated to be mainly due to China seeking Africa’s political alliance and access to Africa’s natural resources and growing consumer markets. The growing presence of Chinese organisations in Africa, however, has not been without its challenges. In particular, Chinese multinational corporations (MNCs) in search of consumer markets in Africa have been cited as facing human resource (HR) challenges which may affect their organisational performance. In this regard, literature on human resource management has already established the important role of organisational culture, HR practices and organisational commitment in enabling organisations to achieve superior organisational performance. Given the fact that there is currently little research knowledge of Chinese presence in Africa at the organisational level, this research aimed to contribute empirical knowledge to the growing body of research in this area. Specifically, the main purpose of this research was to examine how the organisational culture of a Chinese MNC’s South African subsidiary has shaped the nature of its high commitment work system (HCWS) and to assess the consequences thereof on organisational commitment. In alignment with the phenomenological paradigm, the research applied a descriptive and explanatory case study methodology in order to generate rich, qualitative data which was required for in-depth descriptions and to uncover the underlying interactions of the researched phenomena at the subsidiary. The selected case for the research was, therefore, a Chinese MNC operating in the personal computer (PC) industry, which had expanded its operations to South Africa in order to reach Africa’s growing consumer markets. In particular, the South African subsidiary served as a PC sales and distribution organisation for the Chinese MNC. There were about 40 employees at the subsidiary who were all South African employees. Semi-structured, in-depth interviews were conducted with twelve employees from different job functions and across different job levels. Data collection was guided by the theoretical frameworks by Cameron and Freeman (1991) for organisational culture and Xiao and Bjorkman (2006) for the HCWS and organisational commitment. The data collected from interviews was then analysed through a qualitative, content analysis process. The findings of the research thus pointed to the market culture as the dominant organisational culture type at the South African subsidiary of the Chinese MNC; characteristics of the adhocracy and clan cultures were also discovered. The externally oriented market culture was found to be the most relevant for the high performance and market leadership aspirations of the subsidiary. The market culture also appears to be the most appropriate organisational culture that would enable the subsidiary to deal with the competitive nature of the PC industry. Furthermore, it was found that certain cultural values emphasised by the Confucian and Ubuntu value systems could have had a part to play in the formation of the subsidiary’s organisational culture. The market culture was also found to have had the greatest influence in shaping the primarily performance oriented HCWS practices. Of the investigated HR practices at the subsidiary, all were found to be consistent with HCWS practices, with the exception of ownership practices and the performance appraisal system. Finally, although there were generally high levels of organisational commitment reported at the subsidiary, other job and organisational context factors besides the HCWS practices were found to be the major contributors to those feelings of organisational commitment. By investigating the organisational culture, HCWS and organisational commitment of a Chinese MNC in South Africa, this research has added to the body of knowledge concerning the growing presence of Chinese organisations in Africa. Based on the empirical findings of this study, several recommendations have been made in an attempt to assist the Chinese MNC manage the organisational commitment of its South African employees towards superior organisational performance.
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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.
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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.
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Marques, Lilita A. "An investigation of the relationship between union commitment and union participation." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5837.
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Word processed copy.Includes bibliographical references (leaves 47-52).
The aim of this research is to investigate the relationship between union commitment and union participation. The research was conducted in the electrical engineering industry in the Western Cape. The respondents (N = 131) were all employees of electrical engineering companies in the Western Cape. From a sample of 65.5 per cent, 41.9 per cent of the respondents were female and 58, 01 per cent was male. Results indicated that union commitment is the main predictor of union participation and perceived union instrumentality is a significant predictor of union commitment. Affective organizational commitment and affective union commitment correlated moderately with each other. Results also indicated that there are no significant differences between union participation levels of male and female union members.
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Robinson, Nicole Dianne. "The relationship between organisational commitment, work engagement and turnover intentions." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6582.
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“The question of employee turnover has come to gain greater attention especially in the 21st century where organisations all over the world, in various industries, have faced this problem at some stages of their evolution” (Zahra et al, 2013:78). Turnover intentions have further become a vital study for organisations and researchers as research has found that once an employee has actually implemented the behaviour to quit, it is highly unlikely that an employer will be able to “gain access to them to understand their prior situation” (Darroux, Johnathan & Thibeli, 2013:78). Several studies have been devoted to examine the impact of various factors such as organisational commitment, work engagement, age, gender and tenure on turnover intentions in an attempt to assist organisations in alleviating the challenges associated with turnover (Darroux, Johnathan & Thibeli, 2013). The results of these studies have continually shown that both work engagement and organisational commitment have a significant effect on turnover intentions (Yin & Yang, 2002; Meyer, Stanley, Herscovitch & Topolnytsky, 2002 and Tett & Meyer, 1993).
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King, Christopher Mark. "The changing nature of organisational commitment and the psychological contract /." Title page, table of contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09SPS/09spsk521.pdf.
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Alkeireidis, Ali. "Employment duration and organisational commitment in the Saudi public sector." Thesis, Kingston University, 2003. http://eprints.kingston.ac.uk/20235/.
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The purpose of this study is to investigate the nature and role of organisational commitment among public sector employees in Saudi Arabia. The aim is to develop the public sector to accommodate the rapid growth in the number of employees. This is regarded as one of the most important challenges facing both sectors (public and private). Additionally, this study attempts to identify significant influences on organisational commitment in the public sector in Saudi Arabia. The selected variables are: personal factors (gender, age, level of education, income, marital status, experience); job characteristics (autonomy, skill variety, task identity, feedback and friendship opportunities); work environment (supervision, co-workers, company identification, physical work conditions and financial rewards). The questionnaire in this study was designed to obtain respondents' views in relation to commitment. It was distributed to 900 employees in the public sector in Saudi Arabia (male and female) at all Saudi ministries. The results of this study have indicated that: 1) The five personal variables (gender, age, nationality, marital status and income) have a negative relationship with organisational commitment, while education has a positive and significant relationship with organisational commitment. Experience has a poor relationship with organisational commitment. 2) Variables related to job characteristics (skill, task identity, friendship opportunity, feedback and autonomy) have a positive relationship with organisational commitment. 3) Work environment variables (company identification, co-workers, physical work conditions and financial rewards) have a positive and significant relationship with organisational commitment but supervision has a negative relationship with organisational commitment. The possible contributing factors to these findings were analysed. This study also investigates the feasibility of improving the level of organisational commitment among public sector employees in Saudi Arabia. Finally, recommendations are provided to improve organisational commitment among public sector employees and future areas for research are suggested.
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Foster, Scott. "An investigation into organisational commitment to spirituality in the workplace." Thesis, Liverpool John Moores University, 2014. http://researchonline.ljmu.ac.uk/4362/.
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This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will need to build high-trust relationships in the workplace.
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Goncalves, Mark-Anthony. "Organisational commitment during business rescue in small and medium enterprises." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79581.
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Business rescue is considered a new process in South Africa (Du Preez, 2012). To date the business rescue process has yielded minimal success and resulted in numerous organisations having to be liquidated. The business rescue process involves numerous stakeholders, yet existing research has focused much attention on business owners, business rescue practitioners and creditors (Lusinga & Fairhurst, 2020).
Employees can best be described as an organisation’s most valuable assets (Juan, Yao, Binti, Tamyez & Ozavize, 2019). Such assets should not be overlooked as they remain an important stakeholder in the business rescue process (Lusinga & Fairhurst, 2020).
The research study set out to provide a platform for a crucial stakeholder of the business rescue process namely, the employees, to share their voice their experience and perceptions of the business rescue process in addition to exploring their commitment levels during business rescue. The research study involved a qualitative research design, whereby 17 semi-structured and open-ended interviews were conducted with employees of SME businesses undertaking business rescue within Gauteng, South Africa. The research study employed purposive and snowball sampling methods.
The research findings established that employee’s commitment levels were influenced during business rescue. The findings suggested that more employee’s described increased commitment levels during a time of distress, followed by those fewer employees who mentioned decreased commitment levels. The research established that employee commitment levels are largely influenced by personal, interpersonal and organisational factors, such as remuneration, understanding of the business rescue process and duration of service.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Chugh, Harveen. "University spinouts : an escalation of commitment and organisational learning perspective." Thesis, Imperial College London, 2007. http://hdl.handle.net/10044/1/11459.
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Hellwig, A. "The increasing importance of the involvement component of organisational commitment." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/36283/1/36283_Hellwig_1996.pdf.
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In examining relational communication exchanges, one aspect that constantly
comes to the fore is the construct commitment. Without commitment these
exchanges would seem to have a lesser chance of developing into lasting
systems. One example of a relational communication system is the
employee/employer relationship found in many organisations.
Organisational commitment has been the subject of many studies and in
furthering research into this form of commitment many measuring instruments
have been developed and tested. Of these instruments, one that has achieved
widespread acceptance is the Mowday, Porter and Steers Organisational
Commitment Questionnaire (OCQ). Although the OCQ was designed in the late
1970's it is still used in many current studies, despite developments in the
literature that have made it if not obsolete then at least obsolescent.
One of these developments has seen the involvement component of
organisational commitment gain increasing prominence. It is this involvement
component, and ways of measuring it that reflect the current literature, which
forms the basis of this study
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Paterson, Steven James. "Perceptions of organisational commitment within a selected Chinese organisation in South Africa: a case study approach." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013094.
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Chinese organisations are benefiting from increasing support from the Chinese government to enter into Africa. It is believed that over 2 000 Chinese organisations are operational in Africa, contributing greatly to employment within the continent. Despite the importance of Chinese organisations and their operations in Africa, very little research has been done on individual and organisational issues in Chinese organisations operating in Africa, and more specifically the local employees' organisational commitment to such organisations. The organisational commitment of South African employees within Chinese organisations in South Africa is important as it promotes the success of Chinese business, which may promote further investment into the country, as well as the use of local human resources. The primary aim of this research was therefore to conduct a literature and empirical study into the levels of and factors influencing the organisational commitment of South African employees in a selected Chinese organisation in South Africa. For the purposes of this study, a single case study approach, located within the phenomenological research paradigm, was used. A large multinational Chinese organisation with operations in South Africa agreed to participate in this study. The research made use of a descriptive case study design. To give effect to the primary aim of the study, three research objectives were identified. Firstly, to identify and describe key factors influencing local employee commitment. Secondly, to identify and describe current commitment levels amongst local employees, and lastly, to propose recommendations to improve local employee commitment and its implications for the appropriate management of human resources within the Chinese organisation. Data were collected by means of in-depth, semi-structured interviews with 20 participating employees at four organisational branches across South Africa. Moreover, although the interview transcripts were the primary source of data, the collection process was enriched with the use of organisational and participant observations. The findings of this research revealed ten factors which are perceived to influence the commitment of South African employees within the organisation, namely: Open communication, Leadership, Supervisory support, Opportunities for training and development, Compensation, Job security, Promotional opportunities, Shared values, Recognition and Trust. Certain issues were raised by the participants during the in-depth interviews, most notably the limited opportunities for training, development and promotion, as well as issues regarding the perceived limited compensation received from the organisation. Despite these issues, the general findings relating to the levels of commitment in the organisation were positive for the organisation under study, with the majority of the participants being perceived to demonstrate high levels of affective, normative and continuance commitment.
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Rashid, Amir. "Characterising and understanding the professional and organisational commitment of community pharmacists." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/characterising-and-understanding-the-professional-and-organisational-commitment-of-community-pharmacists(40992b1d-4e95-42ed-9c31-a2f1a57a1a9d).html.
Full textAbstract:
Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.
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Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.
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Rannona, Moleko Victor. "The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.
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Beech, Peter Nicholas Hugh. "A critical assessment of high commitment management." Thesis, Open University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286922.
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