Magister Commercii - MCom / Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided. / South Africa

This nonexperimental, correlational study (N = 283) examined the relation among job fit, affective commitment, psychological climate, discretionary effort, intention to turnover, and employee engagement. An internet-based self-report survey battery of six scales were administered to a heterogeneous sampling of organizations from the fields of service, technology, healthcare, retail, banking, nonprofit, and hospitality. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement and employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis results suggested that the employees who reported experiencing a positive psychological climate were more likely to report higher levels of discretionary effort. As for the intention to turnover model, the hierarchical regression analysis results indicated that affective commitment and employee engagement predicted lower levels of an employee’s intention to turnover. The regression beta weights ranged from to .43 to .78, supporting the theoretical, empirical, and practical relevance of understanding the impact of employee engagement on organizational outcomes. Implications for HRD theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of employee engagement as a means for improving organizational performance.

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.

The primary objectives of the study were as follows: (1) to explore the relationship between career anchors (as measured by the Career Orientations Inventory), organisational commitment (as measured by the Organisational Commitment Questionnaire) and turnover intention (as measured by a three-item questionnaire, developed by Mobley, Horner, and Hollingsworth, 1978); and (2) to determine whether employees from different gender, race, employment positions and age groups differ significantly in their career anchors, organisational commitment and turnover intention. A quantitative survey was conducted on a non-probability sample of 343 employed adults at managerial and general staff levels in the South African retail sector. The results of this study suggest that there was a significant but weak relationship between employees‟ career anchors and their organisational commitment. Career anchors were also found to be significantly related to organisational commitment and turnover intention; with entrepreneurial creativity, lifestyle and service/dedication to a cause career anchors being the best predictors of these two variables. The relationship between organisational commitment and turnover intention was significant and negative, with affectively and normatively committed participants being more likely to remain with the organisation (i.e. having lower turnover intentions). In addition, the findings indicate that although gender has no relationship with turnover intention, race, employment position and age do. African, general staff and 30 years and younger participants indicated higher intentions to leave the organisation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The results indicate that dependent on commitment style, the organization may override their personal sustainability identities. Our observations indicate that affective committed individuals choose to justify both personal and organizational actions in order to mitigate value incongruent behaviors. The thesis ends with a chapter of managerial recommendations. / <p><strong>Grade</strong>: Pass with distinction (VG)</p>

Thesis (M. A. Commerce (Human Resource Management)) -- University of Limpopo, 2021 / The purpose of this study was to investigate the relationship between Human Resource Management (HRM) practices and organisational commitment of employees in the Small and Medium Enterprises (SMEs) in Capricorn District in Limpopo Province. A quantitative research design was used in which self-administered questionnaires were utilised to collect data from a convenience sample of 149 participants. The sample size constituted of 149 employees from 18 SMEs. The data was collected using three structured questionnaires (Demographic section), Human Resource Management Practices Questionnaire and Organisational Commitment Questionnaire, with closed questions. Descriptive and inferential statistics, including correlation and regression analyses, were used to conduct analysis. The findings indicated that there is a positive relationship between HRM practices and Organisational Commitment. The results revealed that employees were not satisfied with the HRM practices in the workplace and had low organisational commitment. It was recommended that SMEs managers implement proper HRM practices for their employees to be committed to the organisation. The study recommends further research on other HRM practices that may have influence on employees’ organisational commitment.

Background: Provide insights on the potential drivers of service loyalty in access-based services, especially when the consumers have the option to switch between owning a product or accessing a product through a service. By examining service loyalty in access-based services in the context of e-scooter sharing services, the researchers contribute to the service research field. Aim: Conceptualize service loyalty by considering the ownership dilemma in access-based services in micromobility. More specifically, the study aims to find what are potential drivers of service loyalty, what effects does ownership advantage have on service loyalty and what variables mediate the customer satisfaction – service loyalty relationship in said services. Methodology: A quantitative study, in which a survey method is chosen to gather empirical data. The survey was distributed as an online questionnaire via online platforms. In addition, an e-scooter sharing service company, Helbiz, shared the survey on their official Twitter and Facebook handles. A total of 249 responses was received. Findings: PLS-SEM was used as a statistical analysis tool to analyse the gathered data. Data suggests that customer satisfaction, service image, affective commitment and relative advantage are drivers of service loyalty in access-based services in micromobility. Furthermore, the effect of ownership advantage on service loyalty proved to be inconclusive as the result was not statistically significant. Finally, data indicates that service image, affective commitment and relative advantage mediate the customer satisfaction – service loyalty relationship.

This dissertation aims to apply the configurational perspective to organizational surveys. The studies included in this dissertation demonstrate that an increasingly popular configurational method can be applied to large dataset sizes similar to organizational surveys. This method is called fuzzy set qualitative comparative analysis (fsQCA). Additionally, the incremental insights of fsQCA are illustrated by taking traditional methods into comparison. At the same time, the presented research addresses current methodological challenges to fsQCA in order to shed light on its application in the context of organizational surveys and to reduce reasons inhibiting researchers to use this method. The first study conceptualized and empirically investigated differently complex interplays of core manageable factors predicting and influencing high levels of affective commitment. Specifically, the results indicate that job design, organizational treatment, leadership, and recognition were consistently found to be essential in terms of incremental, relative, and configurational importance for the management of affective commitment. The second study aims to deepen the understanding of the formation of change-supportive intentions by adopting a configurational perspective. Investigating the theory of planned behavior in a longitudinal setting, the results suggest the combination of high change-related attitude and high change-related perceived behavioral control as the most consistent and reliable solution for fostering high change-supportive intentions. Both the first and second study addressed methodological challenges by adopting robustness tests for large-N fsQCA to increase trustworthiness and reduce sensitivity of the results. Additionally, as required for fsQCA data preparation, recommendations for thresholds were made and different calibration techniques investigated. The third study connects these two studies by performing a simulation on artificial small-N and large-N datasets comparing regression analysis, fsQCA, and its different calibration techniques. In particular, new insights on the joint use of both methods and methodological recommendations on the calibration of fsQCA could be given. In sum, the presented research highlights the applicability of fsQCA to organizational surveys and that a configurational approach can further enrich the understanding of organizations and organizational life.

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Bakgrund: En utmaning som dagens organisationer ställs inför är att behålla sina kompetenta medarbetare och få dem att känna anknytning. Chefers bemötande påverkar relationen till medarbetarna, vilket gör att val av ledarskapsstil kan inverka på anställdas prestationer. Transformativt ledarskap kan förstärka relationerna mellan chefen och kollegorna sinsemellan, vilket således kan påverka den emotionella anknytningen som medarbetaren har till organisationen. Syfte: Syftet med studien är att undersöka huruvida det finns ett positivt samband mellan transformativt ledarskap och affektivt engagemang. Det görs för att hitta ett effektivt sätt att behålla kompetenta medarbetare. Förhoppningen är att studien ska bidra med en förstärkt bild av tidigare forskning genom att undersöka en ny bransch. Metod: För att kunna besvara syftet så användes en kvantitativ metod. Totalt deltog 41 respondenter från fyra olika organisationer i en enkätundersökning. Slutsats: Resultatet av studien kunde påvisa att det finns ett positivt samband mellan transformativt ledarskap och affektivt engagemang. Således kan studien förstärka tidigare forsknings resonemang att transformativt ledarskap kan vara bidragande till att förbättra det affektiva engagemanget även ur den kontext som undersökts. / Background: One challenge that today's organizations face is to retain their competent employees and make them feel committed. Managers' attitudes affect the relationship with employees, which means that choosing a leadership style can affect employees' performance. Transformative leadership can strengthen the relationships between the manager and colleagues among themselves, which can affect the emotional connection that the employee has to the organization. Purpose: The study aims to investigate whether there is a positive relationship between transformational leadership and affective commitment. This is done to find an effective way to retain employees. The hope is that the study will contribute to a strengthened picture of previous research by investigating a new industry. Method: To be able to answer the purpose, a quantitative method was used. A total of 41 respondents from four different organizations participated in a survey. Conclusion: The results of the study were able to demonstrate that there is a positive relationship between transformational leadership and affective commitment. Thus, the study may reinforce previous research's reasoning that transformative leadership can be contributing to improving affective commitment even from the context examined.