Dissertations / Theses on the topic 'Organisational turnover intention'
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Abrahams, Eloise Magareth. "An analysis of role stress and turnover intention." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/5841.
Full textIncludes bibliographical references (leaves 68-74).
The primary purpose of the study was to analyse the relationship between role stress and turnover intention among registered professional nurses in three public academic hospitals in the Western Cape. It further examined the dimensions of role stress to establish a hierarchy of these variables as experienced by the sample population. Role stress comprised of the following dimensions: role conflict, role ambiguity, role overload, resources inadequacy, skills inadequacy and constant change.
Masindi, Thiathu. "The influence of job satisfaction and organisational commitment on turnover intention." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1005.
Full textThe study identified elements of job satisfaction and organisational commitment and examines their influence on employees’ turnover intentions: to understand elements influencing turnover and the extent to which they correlate with job satisfaction and organisational commitment. This examination was done quantitatively using an online survey method to administer 247 likert scale questionnaires to randomly selected respondents. An impressive 107 responses representing 42.97% were received and analysed. The findings showed that positive relationship exists between job satisfaction and organisational commitment as well as the negative influence they have on turnover intention. The positive relationship suggests that increased level of job satisfaction (employee and supervisor relationship) and organisational commitment (affective commitment) leads to the reduction in turnover intention and vice versa. The study concludes that job satisfaction and organisational commitment indeed have an influence on employee turnover intention. While all elements have potential influence, the influence between (supervisor and affective commitment) is found to be stronger than other elements. It is understood that the two elements (supervisor and affective commitment) have higher propensity to influence employee turnover intention as found.
Parry, Julianne Mary, and j. m. parry@cqu edu au. "The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals." Central Queensland University, 2007. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070524.133840.
Full textMohamed-Kohler, Yashfa. "Work-family conflict and turnover intention amongst blue-collar workers : does resilience play a role?" Master's thesis, University of Cape Town, 2011. http://hdl.handle.net/11427/10969.
Full textThis study examined work-family conflict as a predictor of turnover intention, and the moderating role that resilience may have had on this relationship. Participants were bluecollar workers (N = 136) within the chemical-specialty industry in the Western Cape. Exploratory factor analysis illustrated the unidimensionality of work-family conflict, however there was a strong theoretical argument to treat work-family conflict as separate dimensions for further analysis. Higher levels of strain-based conflict were reported by female blue-collar workers than by male blue-collar workers. Simple regression analysis showed that strain-based conflict explained a significant proportion of the variance in turnover intention; however time-based conflict was found not to predict turnover intention in this model. The results for the moderating effect of resilience on the relationship between strain-based conflict and turnover intention were not significant. Implications for management working in blue-collar environments are discussed.
Maré, Zelna. "Leader empowering behaviour, organisational commitment and turnover intention within the gold mining industry / Zelna Maré." Thesis, North-West University, 2007. http://hdl.handle.net/10394/5.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
Henriques, Jenine Elizabeth. "The relationship between trust-in-leadership and intention to quit: the case of a South African financial institution." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/15536.
Full textOrientation: Employee turnover (ET) has become one of the central challenges faced by organisations today. Managers of local organisations should be asking themselves the following pivotal question: Why are skilled and top-performing employees leaving organisations? Research purpose: The purpose of this paper is to gain a better understanding and to examine the relationship of trust- in -leadership (TIL) and intention to quit (ITQ) and the effects on ET within a financial institution in South Africa. Motivation for the study: Cost of ET is not the only negative impact for an organisation, the loss of human capital (human intellect) in terms of knowledge, skills and experience also effects the organisation negatively. Managers need to understand how they can decrease their ET and retain their talented and skilled employees. Prior to leaving an organisation staff have an intention to quit (ITQ) and managers are encouraged to focus on preventative measures by identifying the antecedents of ITQ. Research design: A quantitative research approach was used to determine the extent of the relationship between TIL and ITQ among staff, where a cross-sectional field survey generated the primary research data for this study. An online survey consisting of 19 questions was e- mailed to all 400 employees within a financial institution within South Africa staff. Main Findings: Study results showed a significant negative relationship between TIL and ITQ. Practical and/or managerial limitations/implications: This paper highlights the importance of considering the relationship of TIL on ITQ, directed at employees to become proactive with retention strategies in order to reduce ET. TIL is a variable that is often overlooked in ITS and it is crucial for understand. The implications of ET, as a consequence of ITQ, can affect the bottom line of an organisation. It thus becomes critical for managers to find means to limit the loss of employees. Contribution and/or value-add: In the South African context, only a few recent studies has been found in this field. Notwithstanding, this study differs from previous research in this area in that it was conducted in the financial service sector in South Africa with a specific focus on TIL and ITQ.
Burger, Elke. "Investigating high turnover intention and a diminished level of organisational commitment as antecedents of accidents." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86316.
Full textENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents.
AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.
Ngabase, Xabiso. "The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare." Thesis, University of Fort Hare, 2013. http://hdl.handle.net/10353/d1007110.
Full textBateman, Crystl. "Does psychological capital moderate the degree of stress and turnover intention associated with experienced workplace incivility? : an exploration in the South African context." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13770.
Full textVisser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
Full textThesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
Sit, Kenneth Y. S. "Organizational commitment, group-leader relations and turnover intention: a study of local marketing officers in securities firms owned by foreign interests in Hong Kong." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/30.
Full textHeyligers-van, Zyl Ilonka. "The relationship between collective climate, organisational commitment and intention to stay." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53670.
Full textENGLISH ABSTRACT: A need was identified for a proactive strategy for reducing voluntary turnover levels within the mining industry. From the onset it was established that a multi-dimensional approach would be the most appropriate. Organisational commitment and organizational climate were identified as variables that were likely to influence intentions to stay. Moreover, it was hypothesised that organisational climate would directly influence organisational commitment levels. Both organisational climate and organisational commitment have been subjected to considerable controversy with respect to conceptual and methodological issues. This has resulted in the diverse array of approaches currently found in the literature and has threatened the usefulness of both constructs. An overview of existing literature indicated that little is known regarding the relationship between organisational climate, organisational commitment and intention to stay within the specific industry. The current study therefore investigated the existing relationship between collective climate, organisational climate and intent to stay within the mining industry. Research objectives were achieved by means of hierarchical cluster analysis, canonical correlational analysis and standard multiple regressions. All measures were subjected to confirmatory factor analysis. The results indicated that multiple collective climates existed in the various departments. A positive relationship was found between collective climate and organisational commitment, as well as between collective climate and intent to stay.
AFRIKAANSE OPSOMMING: 'n Behoefte aan proaktiewe intervensies, gemik op die vermindering van vrywillige arbeidsomset, is in 'n organisasie in die mynindustrie geïdentifiseer. Dit was vanuit die staanspoor ooglopend dat 'n multidimensionele benadering toepaslik sou wees. Organisasieklimaat en organisasie-verbondenheid is as moontlike veranderlikes geïdentifiseer wat 'n invloed op omsetbedoelings mag uitoefen. 'n Verdere hipotese had betrekking op die verband tussen organisasieverbondenheid en omset-bedoelings. Beide konstrukte het reeds aansienlike kontroversie met betrekking tot konseptueIe en metodologiese aspekte ontlok. Laasgenoemde het onder meer gelei tot die opkoms van 'n aantal uiteenlopende konseptueIe benaderings tot hierdie konstrukte, met die gevolg dat die empiriese bydraes wat hul tot die veld van Organisasiesielkunde maak, toenemend bevraagteken is. 'n Literatuuroorsig het aangedui dat 'n leemte met betrekking tot die onderwerp binne die bepaalde industrie bestaan. Weinig empiriese steun is egter gevind ten opsigte van 'n verband tussen organisasieklimaat, organisasie-verbondenheid en omset-bedoelings. Die betrokke studie het dus ten doel gehad die ondersoek van 'n verband tussen groepklimaat, organisasieverbondenheid en omsetbedoelings. Ten einde bogenoemde verbande te ondersoek, is gebruik gemaak van hiërargiese tros-analise, kanoniese korrelasionele analise, asook standaardmeervoudige regressie-ontledings. Die navorsingsbevindinge het bevestig dat 'n beduidende en positiewe verband tussen groepklimaat en organisasieverbondenheid bestaan. Daar is verder aangetoon dat omset-bedoelinge beduidend met groepklimaat, sowel as organisasieverbondenheid korreleer. 'n Sterker verband is tussen organisasieverbondenheid en omset-bedoelinge gevind.
Ramogale, Mainetsa Adolph. "The relationship between organisational commitment, job satisfaction and turnover intention in the Department of rural Development and Land Reform, Limpopo Province." Thesis, University of Limpopo, 2016. http://hdl.handle.net/10386/1815.
Full textThe purpose of this study is to explain the relationship between organisational commitment, job satisfaction and turnover intention of employees. A survey research design was employed to test hypotheses about the relationship between job satisfaction, organisational commitment and turnover intentions. Data was collected using three different structured questionnaires. Questionnaires comprised of the Minnesota Satisfaction Questionnaire, the Organisational Commitment Questionnaire and the Intention to Stay Questionnaire. The respondents comprised of employees from five offices of the Department of Rural Development and Land Reform in the Limpopo Province. The findings revealed a positive relationship between organisational commitment and job satisfaction. There is a negative relationship between organisational commitment and turnover intention. Tables and figures were used to present the results of the study. Turnover intention has been seen as a huge problem at different organisations or institutions and has negative influence on organisational performance and this organisation was not different given the findings. Key concepts Organisational commitment, job satisfaction, turnover intention.
Sit, Kenneth Y. S. "Organizational commitment, group-leader relations and turnover intention : a study of local marketing officers in securities firms owned by foreign interests in Hong Kong /." Curtin University of Technology, Curtin Business School, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=15585.
Full textThese factors were regressed against turnover intention to establish their role in the employee withdrawal process. Organization commitment was then introduced into the model as a mediating variable and results on further regression of the organizational and supervisory factors against turnover intention were noted. Before organizational commitment was introduced as a mediating variable, all the hypotheses with the exception of leader participation were rejected. When organizational commitment was introduced as a mediating variable on the regression of turnover intention on organizational and supervisory constructs, all of the hypotheses with the exception of group cohesiveness and leader participation were rejected. While the results seemed to lend some support to the postulation on the important role played by organizational commitment and group/leader relations in the employee withdrawal process, more studies must be carried out to substantiate the findings. Directions on future study were discussed and managerial implications for both practitioners and researchers were suggested.
Van, der Nest Jakobus Petrus. "Positive employment relations and organisational outcomes : the role of the psychological contract and employability / Jakobus Petrus van der Nest." Thesis, North West University, 2014. http://hdl.handle.net/10394/13092.
Full textMCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
Van, Schalkwyk Lena-Mari. "The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M." Thesis, North-West University, 2011. http://hdl.handle.net/10394/6981.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.
Mthembu, Oscar Sandile. "An integrated model of the impact of individual cultural values and the mediating effect of job satisfaction, organisational commitment and perceived support on turnover intention." University of the Western Cape, 2017. http://hdl.handle.net/11394/5728.
Full textEmployee turnover presents a number of negative organisational outcomes, such as loss of human capital, skills, organisational memory and investment on employee training and development. Theory and empirical research have shown that the most immediate predecessor of employee turnover behaviour is turnover intention, or intention to quit. It is envisaged in this study that attracting and selecting employees who possess individual cultural value dimensions that are aligned with those of the organisation could impact positively on employee intention to stay in the organisation. The effect of job-related attitudes (i.e. employee job satisfaction and organisational commitment) on turnover intention has been established in a number of empirical studies. It is hypothesised in this study that Hofstede's cultural value dimensions of collectivism, power distance, uncertainty avoidance, masculinity and long-term orientation at individual level can help explain and predict job satisfaction and organisational commitment. In turn, job satisfaction and organisational commitment will decrease employees' intention to leave an organisation.
Lodewyk, Faatiemah. "An investigation into the relationship between organisational commitment and the intention to quit within a Financial Services division in the Western Cape." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2042_1320670343.
Full textMostert, Frans Frederick. "Occupational stress in a higher education institution / Frans Frederick Mostert." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1397.
Full textGomomo, Nokuzola Ruth. "An investigation into the relationship of job satisfaction, organisational commitment and the intention to quit among academics and administrative employees at the University of Fort Hare." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/1730.
Full textPetersen, 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.
Full textThe 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.
Diedericks, Elsabé. "Flourishing of employees in the information technology industry in South Africa / Elsabé Diedericks." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10278.
Full textPhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012
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.
Full textMagocoba, Noncedo. "The impact of job satisfaction and organisational commitment on turnover intentions amongst high school teachers: a case of Fort Beaufort district in Eastern Cape." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1013589.
Full textAxelsson, Johan. "Etiskt ledarskap och korrelationen med anställdas intentioner att lämna en organisation : En studie på ett marktjänsteföretag på en tysk flygplats." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-70962.
Full textThe purpose of this study was to explain and analyze how ethical leadership is related to employee’s turnover intention in a low-income service industry, as well as how connectedness, as a contingency moderate this relation. This study used a positivistic research philosophy and a deductive approach where the data was collected using an internet-based survey delivered to a ground handling organization operating at a German airport. The result indicated that ethical leadership has a negative correlation with turnover intention, however, connectedness seemed to have no moderating affect but a direct negative correlation with turnover intention itself.
Swart, Johannes Petrus. "Antecedents and outcomes of happiness of managers in the agricultural sector in South Africa /|cJohannes Petrus Swart." Thesis, North-West University, 2011. http://hdl.handle.net/10394/10363.
Full textPhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012
De, Villiers Jacob Rudolph. "Positive organisations the impact of leader relations and role clarity on turnover intention / Jacob Rudolph de Villiers." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7178.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011
Mahesar, Hakim Ali. "The impact of HRM bundles and organisational commitment on managers' turnover intentions." Thesis, University of Bedfordshire, 2015. http://hdl.handle.net/10547/584266.
Full textRoberts, 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.
Full textSatardien, Maahierah. "Perceived organisational support, organisational commitment and turnover intentions amongst employees in a selected company in the aviation industry." University of the Western Cape, 2014. http://hdl.handle.net/11394/4207.
Full textA large body of research on staff turnover report that intention to leave the organisation is one of the key predictor’s to staff turnover (Chen & Francesco, 2003; Steel & Lounsbury, 2009). Researchers agree that when organisational commitment is high amongst staff the result is low turnover (Abdulkadir & Orkan, 2009; Culpepper, 2011; Muse & Stamper, 2007; Rhoades & Eisenberger, 2002). A strong correlation between voluntary turnover and the three organisational commitment dimensions (namely, affective, continuance and normative) was also found (Tansky & Cohen, 2001; Ucar & Otten, 2010). Organisational commitment has been identified as an important employee job related behaviour and perceived organisational support plays a vital role in enhancing employees’ organisational commitment. As employees’ commitment increases, employees feel more obligated and committed towards their organisation and products of this increased commitment are favourable benefits such as organisational effectiveness, reduced turnover, improved performance and reduced absenteeism (Yang, Wu, Chang, & Chien, 2011). The purpose of this study was to identify the relationship between perceived organisational support, organisational commitment and turnover intentions. Convenience sampling was used to identify the sample and questionnaires were used to collect the data. The questionnaires used to gain information include a biographical questionnaire; Eisenberger et al.’s Survey of Perceived Organisational Support, Meyer and Allen’s Organisational Commitment Questionnaire and Roodt’s Turnover Intentions Questionnaire. These questionnaires were administered to individuals employed as load control agents and support staff at a selected company in the aviation industry. The data was analysed using SPSS version 22. The results of the study reveal that no statistically significant relationship exists between perceived organisational support and turnover intentions amongst employees, however a statistically significant relationship between organisational commitment and its various dimensions namely, affective, continuance and normative commitment was found with turnover intentions. Furthermore, a statistically significant relationship between perceived organisational support and organisational commitment and its various dimensions namely, affective, continuous and normative commitment was also found. In addition to this both perceived organisational support and organisational commitment were found to predict turnover intentions. However, organisational commitment was found to be a stronger predictor of turnover intentions than perceived organisational support. Furthermore, when exploring the dimensions of organisational commitment and turnover intentions, normative commitment was found to be the strongest predictor of turnover intentions. Limitations of the findings are presented and possible recommendations for the organisation and future research are also provided.
Gutö, Jonas, and Mattias Malmgren. "Vad gör vissa medarbetare mer benägna att sluta än andra? : En studie om hur medarbetares organisationsidentifikation och yrkesstatus påverkar deras intentioner att lämna sin organisation." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-10187.
Full textLoyalty towards the employer has been considered a merit in the past. In today'slabor, loyalty may instead be regarded as a burden on the loyal employee because he/she often gets lower wage and gets less attractive on the labor market than those who change jobs every once in a while. This may cause problems within the organizations, such as a high employee turnover where individuals leave their jobs in a faster pace than the organizations expect. This places high demands on organizations to work strategically with their Human Resources Department to recruit the right staff and retaining them in the organization. The purpose of this study was to examine why some individuals are more likely to leave their organizationsthan others. This was accomplished through measuring the variables organizational identification, perceived occupational status and its correlation with the intention to leave their organization. A quantitative survey was conducted in collaboration with the Swedish Armed Forces. The respondents consisted of professional soldiers from Skaraborgs regiment serving in the 42nd mechanized battalion. The results showed significant negative correlations between organizational identification and intention to leave their organization (β=-.39,p=<.001), and perceived occupational status and intention to leave their organization (β =-.35,p=<.001). Organizational identification also had a significant positive association with perceived occupational status (β=.34, p=<.001). The results indicate that organizational identification affects not only the intention to leave their organization, which also has been shown by previous studies, but also employees' perceived occupational status. This provides incentives for organizations to work actively to increase their employees' organizational identification if the employee’s perceive a low occupational status and if the turnover rates are high.
Prinsloo, Mariechen. "Job insecurity in a retail bank in South–Africa : scale validation and an exploration of negative attitudinal outcomes / Prinsloo M." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7294.
Full textThesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.
Ngcebetsha, Siviwe. "The relationship between organisational commitment, stress and turnover intentions amongst teachers in the Eastern Cape." University of the Western Cape, 2010. http://hdl.handle.net/11394/8446.
Full textGenerally high employee commitment is a major characteristic of world class organisations (Lesabe & Nkosi, 2007). There is empirical evidence that the strength of organisational commitment helps predict employees' turnover intentions (Arnolds & Boshoff, 2004; Boshoff & Arnolds, 1995; Boshoff, Van Wyk, Hoole & Owen, 2002). There are a plethora of factors that may influence organisational commitment (Broadfield & Edwards, 1998) and stress has been postulated to be one such factor which is purported to be associated with organisational commitment and withdrawal behaviour (Nieumann, 1993). Job stress has become a concern to stakeholders of education including critics of education as well as teachers, the provincial administration, parents and governing bodies. Every year fewer tertiary students enroll for training in education, which exacerbates an already crippled teaching staff component within the Eastern Cape. Adding to the shortage of teachers is the rapid exodus of teachers, which is starts to happen from the time that they graduate, as they are often made lucrative offers by international recruitment agencies (Samodien, 2008). Samodien (2008) reports that the actions of international recruitment agencies, in an attempt to draw away new teaching graduates include lucrative financial offers, recruitment campaigns at university campuses, posted letters and e-mail, presentations on campus, guaranteed work, long term teaching contracts, tax-free salaries, a 13th cheque, fully-furnished rent-free accommodation, assistance in processing visa's, opening foreign bank accounts in host countries, and return tickets to South Africa Swartz (2008), the Head of Education in the Eastern Cape responded to the above report on the exodus by stating that teachers have always left the profession for "greener pastures", describing the exodus of teachers as "normal", that the international trend of open employment facilitates the poaching of teachers and that the problem is not unique to South Africa. However, of concern to him was the exodus of teachers trained in the fields of Mathematics, Science, and the Languages, and the smaller number of young people enrolling for teaching. He maintains that the Eastern Cape province has sufficient teachers to fill the existing vacant positions and that with projected growth levels, the province should be able to meet the need for teachers in the future.
Salie, Ricardo. "The relationship between organisational commitment and turnover intentions during a restructuring process in a hospitality environment." University of the Western Cape, 2015. http://hdl.handle.net/11394/5014.
Full textSet against the tenuous relationship between government (public sector), organisations (private sector) and trade unions, employees’ commitment to the success of their respective organisations are of utmost importance. Heugens and Schenk (2004) maintains stakeholders may oppose restructuring efforts as invariably some constituencies will be likely to lose a strategic advantage as a result of drastic change such as a restructure. This reality has resulted in these stakeholders having to find a common ground to ensure economic competitiveness and longevity of South African organisations. Where this common ground has been elusive, organisations need to find the balance between profitability, environment and its people. According to the King III Report (2009, as cited in Du Plooy & Roodt, 2013) this is referred to as the triple bottom line that is profit, planet and people, which are integrally linked to employee turnover and organisational strategy. Organisational commitment is a key factor to success for organisations in order to obtain and maintain a competitive advantage. Coetzee and Botha (2012) posit that organisations in today’s competitive world require each employee to be committed to the organisation’s objectives and function as an effective team. A competitive advantage is needed to achieve high performance (Nienaber & Masibigiri, 2012). The working world has evolved from one where job security is no longer as prevalent as it used to be. Consequently and understandably, employees’ commitment to their organisations has diminished. Organisations are required to now investigate, understand and put measures in place to grow employee commitment in order have a successful business operation. This study intended to primarily establish whether a relationship exists between organisational commitment and turnover intentions amongst employees in an organisation undergoing restructuring. Additional variables namely age and tenure were used to establish if these variables have any bearing on levels of organisational commitment. The matter of organisational restructuring may act as an antecedent variable to both organisational commitment as well as turnover intentions. An organisational restructuring is likely to have a negative effect on employees’ organisational commitment. Thus, the affective commitment, continuance commitment and normative commitment of employees were also contrasted with turnover intentions. Correspondingly, news of an impending restructure may serve to increase employees’ intentions to terminate employment with the organisation. The sample included 144 respondents (n = 144) from an organisation within the hospitality industry. A method of non-probability, convenience sampling was utilised due to the nature of the study. A Biographical Questionnaire, Organisational Commitment Questionnaire and Turnover Intention Questionnaire were utilised for data collection purposes. The biographical questionnaire aimed to elicit among others important details such as gender, race, age, marital status, qualifications, language preferences and years of service were used for statistical purposes. Once the information was collected, the Pearson data analysis technique and Analysis of Variance technique were used to establish the relationships and differences between the respective variables under investigation. The results in the study indicate that significant inverse relationships exist between organisational commitment and turnover intentions. Significant differences were found in organisational commitment based on age and tenure. Similar statistically significant differences were discovered in turnover intentions according to employees’ age and tenure. Affective, continuance and normative commitment exhibited significant relationships with turnover intentions. The study in closing makes reference to the limitations experienced in the study as well as recommendations for future research especially on organisational commitment and turnover intentions of employees within a restructured or restructuring environment.
Sampson, Ricardo. "A study of the relationship between job satisfaction, organisational commitment and turnover intentions amongst call centre agents in a call centre in the Western Cape." University of the Western Cape, 2012. http://hdl.handle.net/11394/4523.
Full textResearch suggests that a positive relationship exists between job satisfaction and organizational commitment and increasing the job satisfaction and commitment of employees impacts positively on their job performance and productivity. In addition to this, research also shows that these attitudes have implications for positive job related behaviours such as reduced turnover and intention to quit. The argument is that with the call centre industries ‘expansion and subsequent rising turnover, the necessity to ensure a high level of satisfaction and commitment amongst call centre agents as to reduce intention to quit and eventual turnover has become of paramount importance. This study therefore investigated the relationship between job satisfaction, organisational commitment and turnover intentions among call centre agents in a call centre in the Western Cape. The sample group consisted of one hundred and seventy two (n=172) call centre agents in a call centre in the Western Cape. A biographical questionnaire, Minnesota Satisfaction Questionnaire (MSQ), Organisational Commitment Questionnaire (OCQ) and Intention to Quit Scale were administered to the respondents. Once the questionnaires were returned the raw data was captured into SPSS and statistically analysed. Pearson Product-Moment Correlation Coefficient was utilised to determine the relationships between job satisfaction, organisational commitment and turnover intentions amongst call centre agents. Furthermore multiple regression analyses was utilised to determine the variance between biographical variables (age, gender, tenure in a call centre and tenure in the organisation as a whole), job satisfaction and organisational commitment amongst call centre agents. The results indicate that there is a significant relationship between job satisfaction and organisational commitment amongst the sample of call centre agents. There was also a significant negative relationship between organisational commitment and intention to quit. In addition, there was a significant negative relationship between job satisfaction and intention to quit. Further findings of the current study point to a significant relationship in job satisfaction based on employees‘ age and tenure in the call centre. However, no significant relationship was found between all the biographical characteristics of gender, age, tenure in the call centre, tenure in the organisation as a whole and organisational commitment. Implications for the management of job satisfaction, organisational commitment and turnover intentions are provided based on the results which were obtained in the current study.
Fortuin, Tarrn Marisha-Joy. "The influence of perceived organisational support and organisational commitment on turnover intentions within selected Higher education and training institutions in the Western Cape." University of the Western Cape, 2017. http://hdl.handle.net/11394/5726.
Full textHigh staff turnover has been a cause for concern for most organisations in South Africa. Tertiary institutions have not been spared. Tertiary institutions that are surviving are the ones that are offering some support to their employees especially in the light of the so-called "publish or perish" adage that is prevalent among tertiary institutions as they compete to be the best in research output and quality. The purpose of the current research study was to answer the question, "What is the influence of Perceived Organisational Support (POS) and organisational commitment on turnover intention among academic staff at selected higher education institutions in the Western Cape Province of South Africa?"
Hussain, Taiba. "Employee turnover intentions of self-initiated expatriates in healthcare organisations in the United Arab Emirates." Thesis, King's College London (University of London), 2016. https://kclpure.kcl.ac.uk/portal/en/theses/employee-turnover-intentions-of-selfinitiated-expatriates-in-healthcare-organisations-in-the-united-arab-emirates(f2c8509e-1cb4-4aeb-bd2e-cf242187b60f).html.
Full textTwumasi, Ampofo Emmanuel. "Job embeddedness and turnover intentions: The moderating role of affectivity traits, career stages and perceptions of organisational politics." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2019. https://ro.ecu.edu.au/theses/2208.
Full textAlmalki, Mohammed Jubran. "Quality of work life and turnover intention in primary healthcare organisations : a cross-sectional study of registered nurses in Saudi Arabia." Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/50766/1/Mohammed_Almalki_Thesis.pdf.
Full textBerggren, Ann. "Förebyggandet av hög personalomsättning: en kvantitativ analys av möjliga prediktorer för avsikten att lämna en organisation." Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144304.
Full textMasemola, Sheweng Emily. "Employee turnover intentions, organisational commitment and job satisfaction in a post-merger tertiary institution : the case of the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/484.
Full textThe change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.
Swartz, Natasha Lizette. "The relationship between transformational leadership, employee engagement and intention to quit among employees at a selected organisation." University of the Western Cape, 2020. http://hdl.handle.net/11394/7996.
Full textOrganisations should focus their attention on strategies that mitigate the intention to quit of employees, this can be achieved through creating an environment that is favourably disposed to an efficient and engaged workforce and by driving transformational leadership approaches. Recognising the immense value of human capital and the devastating effects linked to the loss of valued employees, organisations should direct their focus on effective ways to deal with undesirable staff turnover issues. In the present challenging economic times, organisations and researchers are increasingly exploring factors that could contribute to retaining talent and improve leadership as well as employee engagement practices to optimise organisational outcomes through employees’ talent. The present study sought to contribute to existing research pertaining to transformational leadership, employee engagement and intention to quit, by observing the variables in a service sector environment. The main objective of the research study was to determine the nature of the relationships among the variables on a sample of employees at a selected organisation. An online questionnaire was sent to 296 possible respondents by means of an electronic link. Out of these, 206 questionnaires were used for analysis. Employees were selected to participate in the study by means of convenience sampling. Four questionnaires were used to gather data namely, a self-developed biographical questionnaire, the Multi-Factor Leadership Questionnaire developed by Avolio and Bass (1995), the Utrecht’s Work Engagement Scale developed by Schaufeli and Bakker (2003) and the Turnover Intention Scale developed by Roodt (2004). Statistical analysis of the data was performed by using the Statistical Package for Social Sciences (SPSS) version 26 and the LISREL 8.80 software program. Item and dimensional analyses were executed on the subscales to identify poor items and to ensure uni-dimensionality of the subscales. In order to test the hypotheses structural equation modelling was used. The multiple regression analytical technique was used to identify the variable that explains the most variance in intention to quit. The research results indicated that a positive relationship between transformational leadership and employee engagement exist. There were significant, negative relationships between transformational leadership and intention to quit and between employee engagement and intention to quit. Regression analysis indicated that employee engagement had a more significant impact on intention to quit than transformational leadership. The limitations of the study and future recommendations for the organisation are discussed.
Nilsson, Tobias, and Oliver Tidblad. "”MAN SKA HA JÄVLIGT KUL PÅ JOBBET” : En kvalitativ studie om hur organisationskultur och interna marknadsföringsaktiviteter påverkar anställdas intentioner att stanna inom en organisation." Thesis, Umeå universitet, Sociologiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-188399.
Full textAlrebeay, Bander. "The mediating role of organisational culture and human capital in the effects of HR systems on service performance, OCB and turnover intentions : a multilevel study." Thesis, University of Southampton, 2017. https://eprints.soton.ac.uk/422226/.
Full textAlhassan, Joy Ukwo. "The relationship between employee perceptions of training, organisational commitment and their impact on turnover intentions: a survey of selected SMMEs in the Cape Metropole Area." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1728.
Full textWhile the relationship between training and organisational commitment has to some extent been widely researched, most of the information available in literature is based on studies done in western countries. The aim of the study was to determine the relationship between the research variables of employee perceptions of training (measured by perceived availability of training, perceived supervisor support for training and perceived co-worker support for training) and organisational commitment (measured by affective and continuance commitment) an their impact on turnover intentions among employees of SMMEs within the hotel sector of the Cape Metropole area of the Western Cape Province of South Africa.A quantitative descriptive approach to research was adopted through the use of survey questionnaire to elicit relevant information from the respondents. In the absence of a sample frame (comprising only small hotels within the Cape Metropole area) and in order to meet the criteria laid down by the National Business Act for small business, non-probability judgemental sampling was deemed appropriate and was used to identify 10 SMME hotels to participate in this study. A total 127 respondents were drawn from across the 10 hotels. The research variables were measured using validated instruments from prior studies.
Chidyamakono, Nyaradzo. "Talent retention among trainers and learners in a mining environment / Nyaradzo Chidyamakono." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4401.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.
Farías, Loretto, and Sofia Jakobsson. "Varför stannar traineer efter ett avslutat traineeprogram? : En studie med genusperspektiv om motiverande och påverkande faktorer i ett traineeprogram." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158638.
Full textProblemställning: Traineeprogram har blivit vanligare och företag investerar både pengar och tid i dessa traineeprogram. De bör därmed ha kunskap om vad det är som motiverar och påverkar traineers beslut att stanna kvar efter ett avslutat traineeprogram. Teorier om motivation och behov handlar sällan kring deras påverkan på anställdas beslut att vilja stanna kvar i ett företag och många av dem har utvecklats utan ett genusperspektiv. Syfte: Syftet med den här uppsatsen är att få en förståelse för de faktorer som är motiverande och som påverkar kvinnliga och manliga traineer till att stanna kvar i ett företag efter ett avslutat traineeprogram. För att uppnå denna förståelse kommer vi att identifiera behov som eventuellt kan motivera och påverka kvinnliga och manliga traineers beslut till att stanna kvar i ett företag. Genomförande: Studien har genomförts med en tvärsnittsdesign med fem fallföretag och med en kvalitativ metod med stöd av kvantitativ metod vid insamlingen av data. Empiri har samlats in med hjälp av frågeformulär och semistrukturerade intervjuer. Urval av respondenter har skett genom ett målstyrt urval och snöbollsurval. Slutsats: Vi har kunnat urskilja tre olika behov bland kvinnliga och manliga traineer; samhörighets-, makt- och prestationsbehov. Vi har kunnat se att dessa har haft en tydlig inverkan på vilka typer av faktorer som har motiverat och påverkat traineers beslut att stanna kvar. Prestationsbehov har haft en påverkan på traineernas mest motiverande och påverkande faktorer vilket är Möjlighet till utbildning och utveckling, Arbeta utomlands och Utmanande (stimulerande)/intressant arbete. Vi har funnit en relation inom vissa faktorer mellan kön, motivation och påverkan i och med att det har varit fler manliga än kvinnliga traineer som har motiverats och påverkats. Både kvinnliga och manliga traineer har motiverats mest av inre motivationsfaktorer.
Rasheed, Rizwana. "Perceived bribery and nepotism at work : an examination of organizational justice as a mediator : a social exchange perspective." Electronic Thesis or Diss., Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0096.
Full textWe explained the phenomenon of corruption and examined its definitions, theories, and concepts as a ‘die-hard’ phenomenon that has caused awful retrogression. In this research, corruption is viewed as a repeated pattern of socially embedded exchanges where professional and personal relations are used in corrupt exchanges. To better understand the phenomenon in the context of Pakistan a qualitative study was conducted to explore the perception of employees of public and private institutions through 32 semi-structured interviews and 20 narrations. The results indicate that Pakistan is not only confronting with the problems of corruption. Bribery and nepotism emerged as the main forms of corruption in Pakistan. The complexity of socio-cultural patterns and the nature of relationships involved in corrupt transactions further accredit the interest of the theory of social exchange and on the manifestations of stress that the phenomenon leads to the individual. The choice of variables and their relations to be verified in the hypothetic-deductive approach of the last part of the thesis emanated from the qualitative study. A quantitative cross-sectional survey design was used to collect the data from the employees working in the public and private organizations of Pakistan to test the study hypothesis. A total of 434 respondents participated and filled the survey forms. The results obtained validated the main group of hypotheses (group-1) stating the relationship of perceived bribery, nepotism and job outcomes. Our research Contribution to the existing literature, managerial implications, and future research was also discussed in their respective sections of this dissertation
Huyghebaert, Tiphaine. "Déterminants organisationnels de la santé psychologique, d'attitudes et de comportements critiques des professionnels du secteur sanitaire, social, et médico-social : les besoins psychologiques comme mécanismes explicatifs." Thesis, Tours, 2015. http://www.theses.fr/2015TOUR2008/document.
Full textThe general purpose of this doctoral dissertation was to contribute to identify triggers to preserve workers’ psychological health and reduce some of their negative attitudes and behaviors which appear to be harmful to healthcare organizations. Moreover, we aimed to understand the mechanisms underlying such effects. Study 1 used a cross-sectional design to demonstrate that psychosocial safety climate (i.e., PSC) was negatively related to nursing staff’s work-family conflict (i.e., WFC) and turnover intentions, through the mediation of psychological need thwarting. Study 2 developed these results by showing how PSC, through its influence on psychological need thwarting, related to a decrease in burnout three months later. Burnout itself explained an increase in WFC and turnover intentions. Study 3 focused on managers’ psychological health and found that emotional dissonance and organizational resources influenced managers lack of psychological detachment and work engagement three months later, through psychological need thwarting and satisfaction. Altogether, these studies contribute to self-determination theory in the work setting and offer some perspectives on organizational practices that could lastingly alter healthcare employees’ professional experience
Abbas, Syed Gohar. "Sources and Consequences of Burnout and the Moderating Role of Proactive and Reactive Coping Mechanisms : an Evidence from Academe." Thesis, Lyon 3, 2015. http://www.theses.fr/2015LYO30003.
Full textThe purpose of this quantitative study is to investigate the relationships between stressors, coping, burnout, somatic ill health, depression, performance, organizational commitment and turnover intentions with particular reference to different demographic segments in different types of universities of Pakistan. In this context firstly we aimed to understand the relationships between four main stressors (Work Overload, Role Ambiguity, Role Conflict and Work-life Imbalance) and Burnout (Emotional Exhaustion and Depersonalization). Moreover, we aimed to identify the relationship between burnout and its consequences i.e. Somatization, Depression, Performance, Organizational Commitment and Turnover Intentions. At the core of our model was the moderating impact of coping strategies on the relationships mentioned above. These coping mechanisms included Proactive Planning, Boss Support, Colleague Support, General Social Support, Turning To God, Positive Reinterpretation, Avoidance and Mind Deviation. The quantitative and cross sectional survey research design was used to collect data based on a sample of 450 academic staff in private, public and semi-government universities of the KPK province of Pakistan The total questionnaires considered for analysis were 274. The preliminary data analysis, EFAs and CFAs demonstrated that our data was quasi normal and our variables possessed good psychometric properties. We tested our research hypotheses through structured regression models in AMOS and multiple hierarchical regression using SPSS. The results revealed that Work-Life Imbalance, Role Ambiguity and Work Overload showed significant positive impact on burnout. Results also demonstrated that burnout had a significant positive impact on Somatization, Depression and Turnover Intentions and a significant negative impact on Organizational Commitment and Performance. The Majority of the hypotheses related to moderating impact of social support and coping mechanisms were not supported by our results. Contrary to our hypotheses, Proactive Planning, Boss Support, General Social Support and Mind Deviation proved to be non-effective coping strategies. Despite of its limitations, this thesis has made some important academic and methodological contributions along with managerial implications. Few suggestions for future research have been also made at the end