The aim of this quantitative study was to determine the relationship between authentic leadership (AL) and organisational commitment (OC) in a State hospital in South Africa. In this study AL was measured by means of the Authentic Leadership Questionnaire (ALQ) while OC was measured by the Organisational Commitment Questionnaire (OCQ). The self-report paper-and-pencil questionnaires were administered to a convenience sample of 222 participants in a State hospital in South Africa. The ALQ produced a Cronbach alpha coefficient of 0.815, while the OCQ produced a Cronbach alpha coefficient of 0.891, both of which were considered adequate for the purpose of the current study. Results indicated that there is a statistically significant positive relationship between Overall AL and Overall OC (r = 0.19, p ≤ 0.05). Results also indicated a statistical significant positive correlation between Overall AL and the three OC dimensions, namely Affective Commitment (r = 0.12, p ≤ .05), Continuance Commitment (r = 0.13, p ≤ .05) and Normative Commitment (r = 0.20; p ≤ .05). All the correlation coefficients obtained, although statistically significant at the 0.05 level, were of small practical effect, ranging from a low of 0.12 to a high of 0.20. These small correlations indicate that the relationships between the variables were weak, despite being statistically significant. The results of the regression analysis conducted indicated that AL accounted for a statistically significant amount of variance of Overall OC (adjusted r2 = 0.03, F (1.218) = 8.38, p ≤ 0.05), and of one of its three dimensions, namely Normative Commitment (adjusted r2 = 0.04, F (1.218) = 9.52, ρ ≤ 0.05). However, AL was unable to significantly predict the two dimensions of Continuance Commitment and Affective Commitment. Although two of the regression scores obtained in this study were statistically significant, the amount of variance they explained was extremely small, ranging from a low of 3% to a high of 4%. These results indicate that AL can predict the Overall OC and the Normative Commitment of a sample of participants in a State Hospital in South Africa. Limitations of the empirical study were the small sample size that was used in this study (n = 222), and the fact that the study was conducted in a single State Hospital, making the generalisation of results to other State or Private Hospitals in South Africa problematic. It was also recommended that due to the importance of AL as a contemporary approach to leadership, it should be studied further to determine its relationship with other organisational variables besides OC. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The higher education sector in developing countries is currently facing several challenges generated by a dynamic environment and characterised by rapid technological change and increased demand. This thesis aims to examine the direct and indirect associations between the components of the strategic management, as well as its impact on service quality of university institutions within the Kingdom of Saudi Arabia. Additionally, this thesis tests a mediation effect regarding organisational commitment within the relationship between strategic management and service quality. This thesis employs a quantitative method, and a theoretical model is built based on thorough literature reviews concerning strategic management and service quality. With regard to the findings of the empirical research, six main constructs were successfully validated as multi-dimensional constructs. These were used as within structural equation modelling to analyse influencing factors—be they positive or negative—and the degree to which the creation and operations of such collaborations were successful. The structural paths support hypotheses suggesting that strategic management process has a direct positive influence on organisational commitment and that commitment makes a positive, though weak, contributions to service quality. However, the direct impact of strategy implementation and evaluation upon service quality is insignificant. Furthermore, the result showed a partial mediation between strategic planning and service quality, as well as between strategy formalisation and service quality. However, the relation between implementation and service quality, as well as between evaluation and service equality is fully completed. The proposed model was tested empirically using survey data obtained from those 404 senior managers and academic staff from the Kingdom of Saudi Arabia’s Universities who were involved on this study. This thesis synthesises the Social Exchange Theory, Perceived Organisational Support theory and a relational view to explain how commitment influences the Strategic Management process as well as the attributes of Service Quality.

Magister Administrationis - MAdmin / The results emanating from the study indicate that Work Environment variables played the most crucial role in retaining Black talent in the organisation at which the research was undertaken. There were significant relationships between some of the biographical variables and retention, and the four retention factors significantly explained the variance in retention. Recommendations based on the data were made to various stakeholders in order to address the existing problem, while simultaneously protecting the rights to confidentiality of the respondents.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Generally 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.

Orientation: The financial sector comprises of the biggest part of South African economy. Organisations are growing fast and changes also happen rapidly which leave employees uncertain. Without the necessary perceived organisational support employees can suffer from several psychological illnesses such as burnout, over-/under committed or feeling unsatisfied with their lives. Research purpose: The purpose of this study was to investigate whether different compensation structures, namely (i) fixed salary; (ii) fixed salary and commission; and (iii) commission only, will influence employees' perceived organisational support, organisational commitment, burnout and satisfaction with life of financial advisors within South Africa. Research design, approach and method: The present study used a quantitative research approach, with a non-experimental, explanatory and cross-sectional survey design, with a population in the financial industry (n=105). The statistical analyses that were conducted include descriptive statistics, exploratory factor analyses (EFA), and multivariate analysis of co-variance (MANCOVA). Main findings: This study brought new insights in how the different outcomes of wellness may be related to perceived organisational support, and how they differ for different types of compensation structures. Specifically, it was found persons receiving fixed salaries experienced higher levels of affective commitment, but they may also be more prone to burnout. Practical/managerial implications: The present study sheds light on the effect of different compensation structures on employees' wellness in terms of Perceived organisational support, organisational commitment, burnout and satisfaction with life. The results can be used by organisations to introduce more suitable compensation structures for a healthier workforce, which could result in higher levels of commitment, and would reduce burnout. In this study it was found that financial advisors who receive a fixed salary are more prone to burnout. Perceived organisational support was significant with all the constructs except for continuous commitment. / Mini Dissertation (MCom)--University of Pretoria, 2017. / Human Resource Management / MCom / Unrestricted

Magister Commercii (Industrial Psychology) - MCom(IPS) / As local textile manufacturing come under pressure from global competition, the competitive advantage of organisations in this sector have become an important research topic. As a key input in the manufacturing process, human resources can either be a burdensome cost or a source of competitive advantage for organisations in the textile industry. The effectiveness of human resources depends to a large extend on the ability of organisations to keep them motivated and productive.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Education is one of the top three issues on the national agenda. Any means for improving the system is in the best interest of the nation, and "improved leadership and management are critical to the conditions of work that are required for effective teaching and learning to occur" (National Education Association, 1986, Foreword). Several recent studies have drawn attention to the relationship between job satisfaction and Organisational Citizenship Behaviour (OCB).

This study makes an empirical examination of the relationship between spirit at work and organisational commitment. It examines the organisational factors that foster spirit at work in individuals. A cross-sectional survey design was used to answer three research questions. The sample consisted of medical professionals. A mail survey was administered at three public hospitals. A positive correlation was found between spirit at work and organizational commitment. Sense of community emerged as central to fostering spirit at work. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

This study evaluated the mediational role of Muslim School teachers‟ workplace spiritualty on perceptions of principal behaviour, individual job satisfaction and organisational commitment. In this regard The Meaning and Purpose at work scale of spirituality (Ashmos & Duchon, 2000) was administered, the Transformational leadership Inventory (Podsakoff et al,1990), the Organisational Commitment Questionnaire (Mowday, Steers & Porter, 1979), and a measure of job satisfaction (Warr et al, 1979) to a sample of 219 Muslim School teachers‟ throughout Gauteng South Africa. Results stemming from Pearson Product Moments correlations and latent variable Structural Equation modelling were used to determine the relationships between these variables and test the mediational model. Results indicated that Muslim school teachers‟ regard their workplaces as catering to their spiritual needs, and are very satisfied and committed towards their organisation. Perceptions of WPS and leadership were found to significantly predict both job satisfaction and organisational commitment. Feelings of workplace spirituality were found to partially mediate between teachers‟ perceptions of their leader and their job satisfaction. Workplace spirituality was also found to mediate between teachers‟ perceptions of their leaders‟ behaviour and their organisational commitment. This paper concludes with the implications of these findings and directions for future research within this field.

Bakgrund: Organisatoriskt engagemang är ett begrepp som på senaste tiden har fått större plats i både forskning och i praktiken. I samband med covid-19-pandemin och upprättade restriktioner införde många organisationer distansarbete i någon utsträckning. Tidigare forskning om distansarbetets påverkan på medarbetarnas organisatoriska engagemang är tvetydig och har till stor del utförts med premissen att arbetssättet varit en valmöjlighet. Vid distansarbete i samband med covid-19-pandemin uppstår därmed en ny kontext för organisatoriskt engagemang. Det finns därmed anledning att undersöka hur medarbetare upplever att distansarbete i samband med covid-19-pandemin har påverkat deras upplevelser av organisatoriskt engagemang. Syfte: Studien syftar till att ge ökad förståelse för vad distansarbete innebär för organisatoriskt engagemang ur ett medarbetarperspektiv i samband med covid-19-pandemin på arbetsplatser där medarbetares förutsättningar för att interagera fysiskt med kollegor har förändrats under covid-19-pandemin. Metod: Denna studie utgår från en kvalitativ forskningsstrategi och ett fenomenologiskt perspektiv. Studien antar en fallstudiedesign samt abduktiv ansats. Det empiriska materialet är insamlat via semistrukturerade intervjuer med sex medarbetare från ett fallföretag. Slutsats: I studien framkommer det att medarbetarna upplever att flertalet aspekter har spelat in i hur deras organisatoriska engagemang har påverkats av distansarbete i samband med pandemin. Relationer är den aspekt som är mest framträdande i medarbetarnas utsagor, men även delaktighet, organisationskultur och organisationsstruktur har påverkat medarbetarnas organisatoriska engagemang. Medarbetarna upplever även att möjligheten till att arbeta på distans har en påverkan på deras organisatoriska engagemang och att denna påverkan har influerats av distansarbete i samband med pandemin. Aspekterna påverkar inte bara medarbetarnas organisatoriska engagemang enskilt utan är även i samspel med varandra. Ytterligare framgår det att interaktioner utgör en central del i samspelet mellan aspekterna. Studiens resultat visar på att helt ersätta fysiska interaktioner med digitala interaktioner har en negativ påverkan på medarbetarnas upplevelser av organisatoriskt engagemang vid distansarbete i samband med covid-19-pandemin. / Background: Organisational commitment is a concept that has gained popularity in both research and practice. During the COVID-19 pandemic and the restrictions that followed many organisations applied teleworking to some extent. Previous research on the effects of teleworking on coworkers’ organisational commitment is ambiguous and has mainly been conducted with the condition that teleworking was optional. Teleworking during the pandemic created a new context for organisational commitment. Accordingly, there is reason to study how coworkers experience of teleworking during the COVID-19 pandemic has affected their experiences of organisational commitment. Purpose: The purpose of this study is to gain new insight on what teleworking has meant for organisational commitment from a coworker perspective in the context of the COVID-19 pandemic in workplaces where the conditions for the coworkers to interact with their colleagues physically has changed during the COVID-19 pandemic. Methodology: The study draws on a qualitative research strategy and a phenomenological perspective. The study is a case study and has an abductive approach. The empirical evidence was obtained through semi-structured interviews with six coworkers from one case company. Conclusion: This study demonstrates that a multitude of aspects have affected the coworkers’ experiences of their organisational commitment in the context of telework during the COVID-19 pandemic. Relationships is the most prominent aspect in the coworkers’ statements, but participation, organisational culture and organisational structure have also affected the coworkers’ experiences of organisational commitment. The coworkers also experience that the opportunity to telework has an effect on their organisational commitment and that this effect has been influenced by teleworking during the pandemic. The aspects do not only affect the coworkers’ organisational commitment separately but are also interactive. The study found that the aspects mostly interact through the interactions between coworkers. Furthermore the study illustrates that entirely replacing physical interactions with digital interactions has a negative effect on the coworkers’ experiences of organisational commitment in the context of telework during the COVID-19 pandemic.