Background Employee turnover has been a major concern for organisations as far as a global competitive advantage is concerned. Amongst the proximal antecedents of turnover, intention to quit has been determined to exhibit the feelings and perceptions of employees concerning alternatives for the possibility of quitting the current employment relationship. Globally, an increasing portion of employees experiences some form of work overload, emotional and technological demands at the workplace, consequential in the feelings of being vulnerable and insecure. The current study, therefore, investigated the moderating role of pf psychological safety in the relationship between job demands, job resources, and intention to quit. The rationale for the research study Knowledge as to whether job demand and job resources have implications for employee retention will make it possible for practitioners to devise strategies to ensure that employees' level of intention to quit is reduced. For instance, to ensure that job demands are managed to prevent emotional and physical drain and consequently intention to quit. To ensure that employees are offered access in terms of resources to improve their motivation, and thereby reduce the intention to quit. Moreover, knowledge and consideration of the moderating effect of psychological safety on the relationship between job demands and job resources will allow managers to enhance retention strategies and thus provide assurance for higher organisational productivity. Aim of the study The current research study was an exploratory attempt to investigate the moderating effect of psychological safety on the relationship between job demands, job resources, and intention to quit. Whereas the existing literature on conservation resources theory provides valuable frameworks for understanding intention to quit, few researchers have investigated how the intention to quit may be influenced by job demands and job resources, through the mediating effect of psychological safety. Research Design, Sampling, and realised sample The cross-sectional study was used in the current research study as a quantitative approach through descriptive statistics to measure the relationship between intention to quit, job demands, and resources, and this associated being moderated by psychological safety. In other words, by applying descriptive statistics, the cross-section design was used in the current study to enable a detailed analysis of the variables in a systematic and standardised manner (ZangirolamiRaimundo, Echeimberg, & Leone, 2018). This research implemented a structured questionnaire method to get primary data. In other words, the respondents were asked to respond to similar questions in a prearranged manner (Doyle, 2009). A realised sample of n= 114 from the central banking environment was obtained using a convenience sampling approach. Statistical analyses To statistically analyse data, the Statistical Package for the Social Science (SPSS) programme was used. Exploratory Factor Analysis discovered common factors among the items; factor analysis was used to identify common variances. Through direct extraction and rotation methods to improve the interpretation of the factor loadings to reduce ambiguities in the initial analysis. The reliability and validity of the intention to quit, job demands-resources, and psychological safety were assessed through coefficient alpha and factor analysis. In other words, in evaluating the results, the test of reliability data was conducted to determine the Cronbach alpha, which would be acceptable when found to be at a minimum of 0.7 (Taber, 2018). Descriptive and correlational designs were used to provide analysis of data. First to classify and summarise data, and secondly to determine and test for the relationship between intention to quit, job demands-resources and psychological safety as variables of this study Results In investigating the association between job demands (work overload and technological demands) and intention to quit, correlation analysis results indicated a weak and negative relationship between technological demand and intention to quit. to determine whether job resources (job autonomy and performance feedback) would be able to predict the intention to quit, the multiple regression model was performed. Although a weak and negative correlation between job resources and intention to quit existed, there was no sufficient evidence that job resources could be a good predictor of intention to quit since the regression model highlighted an insignificant value of 0.411 which is greater than 0.05. The multiple regression highlighted that when psychological safety was introduced, it was found that combined psychological safety and job demand were good predictors of intention to quit and it was significant at 0.05 since the significance level of the model was 0.03. The multiple regression highlighted that when psychological safety was introduced, it was found that combined psychological safety and job demand were good predictors of intention to quit and it was significant at 0.05 since the significance level of the model was 0.02. Findings The findings from the results supported various discussions and studies in the literature and practice, that psychological safety moderates the relationship between job demands, job resources, and intention to quit. Further evidence was also found in support of the conservation of resources theory. Managerial Implications The results of the present research study embrace a practical implication for organisations in that the findings support the literature suggesting that psychological safety moderates the relationship between job demands, job resources, and intention to quit. The findings further contribute to a growing body of knowledge surrounding intention to quit, job demands, job resources, and psychological safety fields of research.

Syfte: Studien har till syfte att undersöka hur anställdas självledarskap påverkas av arbetsautonomi och stärkande ledarskap samt hur det i sin tur påverkar arbetstillfredsställelse.   Metod: Denna studie utnyttjade en kvantitativ forskningsmetod med en deduktiv ansats. En enkätundersökning användes som datainsamling och resulterade i 137 användbara svar från ett bekvämlighetsurval. Datan analyserades med hjälp av statistikprogrammet JASP, där en deskriptiv-, korrelations- samt nätverksanalys genomfördes.    Resultat och slutsats: Studien visar att självledarskap påverkas positivt av både arbetsautonomi samt stärkande ledarskap som helhet och att dessa två därför kan ses som antecedenter. Dock fann studien att arbetsautonomi och stärkande ledarskap har en större inverkan på arbetstillfredsställelse direkt, än vad de har via självledarskap. Ytterligare en slutsats var att resultatet skiljer sig mellan män och kvinnor. Studien hittade att det inte existerar något samband mellan stärkande ledarskap och självledarskap för kvinnor. Männen uppvisar istället att det finns ett samband mellan stärkande ledarskap och självledarskap.   Examensarbetets bidrag: Detta arbete har hjälpt till att fylla ett forskningsgap om vad det finns för potentiella antecedenter till självledarskap. Dessutom har studien bidragit till att fylla ytterligare ett forskningsgap om hur stärkande ledarskap fungerar som potentiell antecedent till självledarskap.     Förslag till fortsatt forskning: Stora skillnader mellan män och kvinnor hittades i nätverksanalysen, det skulle därför vara intressant att göra en större studie med fler respondenter för att gå in djupare på könsskillnader. Det hade även varit intressant att undersöka hur personers självledarskap inom olika branscher påverkas av antecedenterna som undersökts i denna studie. / Aim: The purpose of the study is to investigate how employees' self-leadership is affected by job autonomy and empowering leadership, and how this in turn affects job satisfaction.   Method: This study utilized a quantitative research method with a deductive approach. A questionnaire survey was used for data collection and resulted in 137 usable responses from a convenience sample. The data was analyzed using the statistical program JASP, where a descriptive, correlation and network analysis was carried out.   Results and conclusion: The study shows that self-leadership is positively affected by both job autonomy and empowering leadership as a whole and that these two can therefore be seen as antecedents. However, the study found that job autonomy and empowering leadership have a greater impact on job satisfaction directly than they have via self-leadership. Another conclusion was that the results differ between men and women. The study found that no relationship exists between empowering leadership and self-leadership for women. Instead, the men show that there is a connection between empowering leadership and self-leadership.   Contribution of the thesis: This work has helped to fill a research gap regarding potential antecedents of self-leadership. In addition, the study has contributed to filling another research gap on how empowering leadership functions as a potential antecedent to self-leadership.   Suggestions for future research: Large differences between men and women were found in the network analysis, it would therefore be interesting to do a larger study with more respondents to go deeper into gender differences. It would also be interesting to investigate how people's self-leadership in different industries is affected by the antecedents investigated in this study.

No description available.

The South African mining industry is facing rising levels of skills shortage. According to reports, there are a number of reasons for this, one being the low number of graduates who enrol for engineering related qualifications versus the number of graduates who eventually graduate with an engineering qualification. More emphasis needs to be placed on bursaries for university candidates, as well as training in organisations, to groom graduates in this field. The main purpose of this study was to determine the relationship between job characteristics, communication with the manager, organisational commitment, social support and job satisfaction for a sample of employees in South Africa, and specifically to determine whether social support plays a moderating role in this relationship. The participants were a convenience sample of trainees in a mining training academy, in the North–West Province. Participants’ informed consent was sought by explaining what the general purpose of the study is as well as including on the cover page of the questionnaire information around details of the study. Participants had the option of either posting the questionnaires after completing it in their own time (stamped envelope was supplied) or handing the completed questionnaire into their human resource department. This method allowed everyone to complete the questionnaire in their own time. Regarding the relationship between job characteristics (i.e. job autonomy, job challenge, and communication with the manager); all were positively correlated to the outcome variable, namely job satisfaction. None of the interaction terms were significant predictors of the outcome variable (job satisfaction). A conclusion can be drawn from this that social support does not have a moderating effect on the relationship between the measured independent variables (job characteristics and manager communication) and the outcome variable (job satisfaction). However, when only social support from supervisor and colleagues and the job characteristics were considered, it was seen that job autonomy, feedback and social support from colleagues are significant predictors of job satisfaction. This finding indicates that it is not only important for trainees to experience autonomy in the execution of their tasks, but that they also need collegial support and good feedback about such performance in order to experience job satisfaction. In conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

The South African mining industry is facing rising levels of skills shortage. According to reports, there are a number of reasons for this, one being the low number of graduates who enrol for engineering related qualifications versus the number of graduates who eventually graduate with an engineering qualification. More emphasis needs to be placed on bursaries for university candidates, as well as training in organisations, to groom graduates in this field. The main purpose of this study was to determine the relationship between job characteristics, communication with the manager, organisational commitment, social support and job satisfaction for a sample of employees in South Africa, and specifically to determine whether social support plays a moderating role in this relationship. The participants were a convenience sample of trainees in a mining training academy, in the North–West Province. Participants’ informed consent was sought by explaining what the general purpose of the study is as well as including on the cover page of the questionnaire information around details of the study. Participants had the option of either posting the questionnaires after completing it in their own time (stamped envelope was supplied) or handing the completed questionnaire into their human resource department. This method allowed everyone to complete the questionnaire in their own time. Regarding the relationship between job characteristics (i.e. job autonomy, job challenge, and communication with the manager); all were positively correlated to the outcome variable, namely job satisfaction. None of the interaction terms were significant predictors of the outcome variable (job satisfaction). A conclusion can be drawn from this that social support does not have a moderating effect on the relationship between the measured independent variables (job characteristics and manager communication) and the outcome variable (job satisfaction). However, when only social support from supervisor and colleagues and the job characteristics were considered, it was seen that job autonomy, feedback and social support from colleagues are significant predictors of job satisfaction. This finding indicates that it is not only important for trainees to experience autonomy in the execution of their tasks, but that they also need collegial support and good feedback about such performance in order to experience job satisfaction. In conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Syfte - Denna studie syftar dels till att undersöka sambandet mellan upplevd autonomi på arbetsplatsen och upplevd utbrändhet. Samt att vidare undersöka huruvida upplevd autonomi har en direkt effekt på utbrändhet eller om effekten medieras genom upplevd yrkesmässig självförmåga (OSE) och resiliens.  Metod - Studiens design utgjordes av en kvantitativ tvärsnittsundersökning i form av fysiska strukturerade enkäter administrerade bland 165 operatörer inom en större svensk industriell organisation. Insamlade data analyserades i en seriell mediator-modell med en regressionsbaserad approach.  Resultat – Upplevd autonomi visade ett svagt, men statistiskt signifikant negativt samband med utbrändhet. Resultaten indikerar även att OSE och resiliens medierar effekten av sambandet mellan autonomi och utbrändhet i ett seriellt förhållande där OSE är positivt associerat med resiliens.  Slutsats - Studien bidrar med kunskap om hur upplevd hög autonomi på arbetet relateras tillökad självförmåga samt högre resiliens och därmed minskar risken för utbrändhet. Resultatet bekräftar tidigare forskning där högre autonomi kan bidra genom att arbetaren innehar resurser till att undvika utmattning. Däremot indikeras att individer med hög självförmåga och resiliens hanterar stressfulla situationer effektivt, vilket kan minska risken för att drabbas av utmattningssyndrom. / Purpose – This paper aims to investigate the effect of perceived job autonomy on burnout. That includes to further investigating if perceived job autonomy affects burnout in a direct pattern or if the effect mediates through occupational self-efficacy (OSE) and resilience in a serial relationship. Methodology – A serial multiple mediator model was empirically tested using a regression-based approach. A total of 165 industrial workers at a larger factory in Sweden participated in the study. Data were collected using a self-report questionnaire. Findings – Job autonomy showed a weak, but statistically significant negative effect on burnout. The results obtained indicated that both OSE and resilience mediated the association in a serial relationship as OSE was positively associated with resilience. Conclusions – This study further expands possible variables and their functions in explaining the relationship between job autonomy and burnout by testing a serial process mechanism that involved OSE and resilience. As expected, the indirect effects of OSE and resilience showed stronger associations with burnout in comparison to job autonomy. The results provide suggestions to organizations for minimizing the risk of burnout among industrial workers. Further research is needed to provide stronger evidence for suggested relationships, limitations are discussed.

There is a revolutionary change in the world of work that impacts on the individual, work and society. The future of work suggests flexibility, boundary less communities and change in work, as we know it today. As the world of work changes from a worker intensive industrial society towards an automated information society, the retention of technological advantages e.g., human, intellect and knowledge capital is no longer assured. Employers struggle to retain their valuable high technology employees due to a general shortage of experienced candidates and aggressive recruitment tactics by others in the high technology arena. The purpose of this study is to investigate specific retention factors that induce organisational commitment and can thus increase the retention of high technology employees. High technology industries operate in volatile market and experience accelerating growth and rates of change. High technology employees are educated, have a strong preference for independence and hold a large portion of the organisation's intellectual capital. A core belief in human resources is to retain and develop employees to obtain a competitive advantage. In order to retain these valuable employees it has become necessary for organisations to transform from using an employee controlling to a more employee commitment driven strategy. To gain employees' commitment to the organisation and increase retention, the employer needs to identify which retention factors induce organisational commitment. Compensation, job characteristics, training and development opportunities, supervisor support, career opportunities and work/life policies were identified as the top six retention factors in the content analysis done on high technology literature. Organisational commitment has been defined as a mindset, which ties the individual to the organisation. Different forms and foci of organisational commitment are discussed with the approach developed by Meyer and Allen's three component model (1991). The consequences of organisational commitment benefit the organisation in terms of increased job performance, intention to stay, increase in attendance, loyalty, decrease in turnover, greater creativity, more co-operation (particularly across discipline specialities), more volunteerism and more time devoted to productive work on behalf of the organisation. This study focused on a 100% South African owned telecommunications company based in the Gauteng province. A questionnaire was developed and a population of 94 telecommunications professionals, technicians and associated professionals were selected to investigate the influence of various identified retention factors on organisational commitment. The statistical analysis of the data culminated in a regression analysis that measured the significance and the strength of the relationship between the identified retention factors and organisational commitment. The main conclusions were that compensation, job characteristics, supervisor support and work/life policies were significantly related to organisational commitment. On the other hand, in this study training, development and career opportunities were not related. High technology organisations are not just interested in the retention of employees but also creating a mutually beneficial interdependence with employees. The identified retention factors might serve as a means to demonstrate the organisation's support for, or commitment to, their employees and in turn cultivate a reciprocal attachment by employees. Employees' organisational commitment is related to their belief that the identified retention factors are motivated by the desire to retain good employees and to be fair in the treatment of employees. Future research needs are discussed. / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004. / Human Resource Management / unrestricted