Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. / PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012

Abstract in English, Venda and Zulu / Workplace wellness, organisational commitment and retention play a phenomenal role in organisations. Insurance companies form part of the organisations affected by retention of employees. Employees need to be physically, spiritually, socially, emotionally, intellectually, occupationally and environmentally well to perform, commit and remain in the organisation for longer. The objective of the study was to (i) establish a relationship between workplace wellness, organisational commitment and retention among employees of an insurance organisation in Johannesburg, (ii) to establish whether a relationship exists between the variables and the demographics age, gender, race groups, marital status and education levels. A deductive quantitative research method with systematic sampling was utilized to gather and evaluate the data in a sample of 726 randomly selected participants. A 22.59% response rate was obtained. The findings indicate significant relationships between the respondents', workplace wellness, organisational commitment and retention, also between workplace wellness, retention and education level. This is an indication that workplace wellness and organisational commitment has an influence on retaining employees and that employees with a level of education attest to that. No significant relations found between variables workplace wellness, organisational commitment, retention and the biographical variables age, gender, marital status, employment levels. No significant relations were found between organisational commitment and education level. The findings of this research contribute to the existing body of knowledge by providing human resource managers and practitioners with insights on specific commitment and retention strategies that will make employees commit and remain longer in the organisation. An important understanding gained on retention strategies will assist human resource managers to design relevant interventions to have committed employees and retain them. / Impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kudlala indima enkulu ezinhlanganweni. Izinkampani zomshwalense ziyingxenye yezinhlangano ezithintekayo ekugcinweni kwabasebenzi. Abasebenzi kumele babe sesimweni esihle ngokomzimba, ngokomphefumulo, ngokwemizwa, ngokwengqondo, ngokomsebenzi kanye nangokwesimo semvelo abaphila kusona ukuze bakwazi ukwenza umsebenzi wabo kahle futhi bahlale isikhathi eside enhlanganweni. Injongo yalolu cwaningo kwabe (i) kuwukubheka nokuthola ubudlelwano phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi ezinhlanganweni zomshwalense eGoli, (ii) ukuthola ukuthi bukhona yini ubudlelwano phakathi kwezimo ezintathu ezishiwo ngenhla (impilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi) kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, uhlanga/ibala lomuntu, isimo somshado kanye namazinga emfundo. Kwasetshenziswa i-deductive quantitative research method ehambisana ne-systematic sampling ukuqoqa nokuhlola idatha kubabambiqhaza bocwangino abangama-726 ababeqokwe ngaphandle kokulandela indlela ethile ehlelekile. Kwatholakala izinga lokuphendula (response rate) elingama-22.59%. Imiphumela yocwaningo ibonisa ukuba khona kobudlelwano obukhulu phakathi kwempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi; futhi bukhona ubudlelwano phakathi kwempilonhle emsebenzini nokugcinwa kwabasebenzi kanye nezinga lemfundo. Lokhu kuyinkomba yokuthi impilonhle emsebenzini kanye nokuzibophezela kwabasebenzi enhlanganweni kunawo umthelela ekugcinweni kwabasebenzi futhi abasebenzi abanezinga elithile lemfundo bawubufakazi balokho. Abukho ubudlelwano obuphawulekayo obatholakala phakathi kwezimo ezinjengempilonhle emsebenzini, ukuzibophezela kwabasebenzi enhlanganweni kanye nokugcinwa kwabasebenzi kanye nezici eziphathelene nabantu ezinjengeminyaka yobudala, ubulili, isimo somshado kanye namazinga okuqashwa. Futhi abukho ubudlelwano obuphawulekayo obatholakala phakathi kokuzibophezela kwabasebenzi enhlanganweni kanye nezinga lemfundo. Imiphumela yalolu cwaningo ifaka isandla olwazini olukhona njengamanje ngokuhlinzeka abaphathi kanye nabasebenzi beminyango yezindaba zabasebenzi ngolwazi oluzobalekelela ukuthi bakwazi ukuqonda kahle amaqhingasu athile aphathelene nokuzibophezela kwabasebenzi kanye nokugcinwa kwabo emsebenzini okuyinto ezokwenza ukuthi abasebenzi bazibophezele futhi bahlale isikhathi eside enhlanganweni. Ukuqonda amaqhingasu okugcinwa kwabasebenzi kuzolekelela abaphathi beminyango yezindaba zabasebenzi ukuthi bakwazi ukwenza izinhlelo zokungenelela ezifanelekile ukuze babe nabasebenzi abazibophezele futhi babagcine emsebenzini. / Mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza zwi shela mulenzhe nga huhulu kha tshiimiswa. Khamphani dza ndindakhombo dzi vhumba tshipiḓa tsha zwiimiswa zwo khwameaho zwa u dzudza vhatholwa mushumoni. Vhatholwa vha tea u vha vhe na mutakalo muvhilini, muyani, matshilisano, mielekanyo, vhuṱali, mushumo na vhupo havhuḓi u kona u shuma, u ḓikumedzela, na u dzula kha tshiimiswa lwa tshifhinga tshilapfu. Ndivho ya ngudo ho vha u (i) thoma vhushaka vhukati ha mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza vhukati ha vhatholwa vha tshiimiswa tsha ndindakhombo ngei Johannesburg, (ii) u vhona arali hu na vhushaka vhukati ha zwishanduwaho na vhukale ha tshandukisatshivhumbeo, mbeu, zwigwada zwa mirafho, nyimele ya mbingano na vhuimo ha pfunzo. Kuitele kwa ṱhoḓisiso dzo no itwaho nga vhaṅwe kwa khwaḽithethivi na vhukhethatsumbonanguludzwa kwo shumiswa u kuvhanganya na u ela data kha tsumbonanguludzwa dza 726 dza vhadzheneli vho nangwaho nga nḓila ye zwa itea ngayo. Ho waniwa phimo ya u fhindula ya 22.59%. Mawanwa a sumbedzisa vhushaka ha ndeme vhukati ha vhafhinduli vha mutakalo mushumoni, u dzudza na u ḓikumedzela ha tshiimiswa; na vhukati ha mutakalo mushumoni, u dzudza na vhuimo ha pfunzo. Heyi ndi tsumbo ya uri mutakalo mushumoni na u ḓikumedzela ha tshiimiswa zwi na ṱhuṱhuwedzo kha u dzudza vhatholwa na uri vhatholwa na vha re na vhuimo ha pfunzo vho zwi khwaṱhisedza. A huna vhushaka ha ndeme he ha wanala vhukati ha zwishanduwaho zwa mutakalo mushumoni, u ḓikumedzela ha tshiimiswa na u dzudza, vhukale ha zwishanduwaho zwa nganeavhutshilo, mbeu, nyimele ya mbingano na vhuimo ha mushumo. Mawanwa a ṱhoḓisiso iyi o shela mulenzhe kha ndivho ya tshiimiswa i re hone nga u ṋetshedza ndivho vhalanguli vha zwiko zwa vhashumi na vhashumeli nga ha u ḓikumedzela ho tiwaho na zwiṱirathedzhi zwa u dzudza zwine zwa ḓo ita uri vhatholwa vha ḓikumedzele nga vhone vhaṋe kha, na u dzula tshifhinga tshilapfu kha tshiimiswa. U pfesesa zwi tshi elana na zwiṱirathedzhi zwa u dzudza zwi ḓo thusa vhalanguli vha zwiko zwa vhashumi u dzudzanya u dzhenelela ho teaho u vha na vhatholwa vho ḓikumedzelaho na u vha dzudza. / Business Management / M. Com. (Business Management)

Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. / PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

The objective of this study was, firstly, to investigate the reliability of a measure of qualitative and quantitative job insecurity and, secondly, to determine the relationship between qualitative and quantitative job insecurity, job satisfaction, affective organisational commitment, turnover intention and locus of control. A cross–sectional survey design was used which included participants randomly selected from a retail banking group across junior, supervisory and middle management levels (n=178). The job insecurity scales of Hellgren, Sverke and Isaksson (1999); job satisfaction scale of Hellgren, Sjöberg and Sverke (1997); affective organisational commitment scale of Allen and Meyer (1990); turnover intention scale of Sjöberg and Sverke (2001) and the locus of control scale of Levenson (1981) were administered. Descriptive statistics were used in order to analyse the data. Structural equivalence was used for the comparison of the factor structures of the job insecurity scale for the three language groups. Furthermore, in order to determine the relationships between the variables, the Pearson product–moment correlation coefficients were used, while the dependent variable turnover intention was predicted by means of a regression analysis. As indicated at the outset, two research articles form the basis of this mini–dissertation: Based on the first article, results indicate that both the qualitative and quantitative scale presented satisfactory levels of reliability across different language groups, and a relationship between these dimensions (quantitative and qualitative) was noticeable. However, the item “I think my future prospects and opportunities within the organisation are good” included in the qualitative job insecurity scale could well be problematic, the deduction being that language barriers probably played a role in participants’ interpretation of the question. According to the second article, both qualitative and quantitative job insecurity positively related to turnover intentions. Furthermore, job satisfaction reported a negative relationship with turnover intention, and a negative relationship between qualitative job insecurity and job satisfaction came to the fore. Locus of control, on the other hand, had a direct bearing on qualitative job insecurity, while only job satisfaction and quantitative job insecurity directly predicted employees’ turnover intention in the banking sector. Finally, locus of control seemingly had no mediating effect when predicting turnover intention. Based on the afore–going, this mini–dissertation will conclude by offering deductions and making recommendations for further research as well as offering possible solutions to the commercial banking sector as far as the retention of staff is concerned. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.

Global growth in mining activities has resulted in stiff competition for talented employees and characterised the mining industry with high turnover rates. The South African mining environment has not been an exception to this phenomenon. The aim of this study was to inform the design of talent retention strategies through determination of turnover intention predictors and exploration of the turnover process experienced by employees. The study hypothesised that job satisfaction and affective organisational commitment mediate the effect of overall justice, centralisation, trust and job challenge on turnover intentions. A cross-sectional survey design with a random sample of trainers and learners from a South African gold mining company was used (n=171 and n=230, respectively). Results indicate that job satisfaction mediates the effect of centralisation on turnover intention for learners. Only job satisfaction directly predicts turnover intention for trainers, and overall justice and trust play a direct role in the prediction of turnover intention for learners. It was also found that job challenge predicts job satisfaction for trainers, whilst job challenge, centralisation and trust predict job satisfaction for learners. Therefore, to retain trainers, the mining company should focus on enhancing those factors that facilitate job challenge perceptions and job satisfaction. In retaining learners, its thrust should be increasing job challenge, decentralisation, overall justice, trust and job satisfaction. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

The objective of this study was, firstly, to investigate the reliability of a measure of qualitative and quantitative job insecurity and, secondly, to determine the relationship between qualitative and quantitative job insecurity, job satisfaction, affective organisational commitment, turnover intention and locus of control. A cross–sectional survey design was used which included participants randomly selected from a retail banking group across junior, supervisory and middle management levels (n=178). The job insecurity scales of Hellgren, Sverke and Isaksson (1999); job satisfaction scale of Hellgren, Sjöberg and Sverke (1997); affective organisational commitment scale of Allen and Meyer (1990); turnover intention scale of Sjöberg and Sverke (2001) and the locus of control scale of Levenson (1981) were administered. Descriptive statistics were used in order to analyse the data. Structural equivalence was used for the comparison of the factor structures of the job insecurity scale for the three language groups. Furthermore, in order to determine the relationships between the variables, the Pearson product–moment correlation coefficients were used, while the dependent variable turnover intention was predicted by means of a regression analysis. As indicated at the outset, two research articles form the basis of this mini–dissertation: Based on the first article, results indicate that both the qualitative and quantitative scale presented satisfactory levels of reliability across different language groups, and a relationship between these dimensions (quantitative and qualitative) was noticeable. However, the item “I think my future prospects and opportunities within the organisation are good” included in the qualitative job insecurity scale could well be problematic, the deduction being that language barriers probably played a role in participants’ interpretation of the question. According to the second article, both qualitative and quantitative job insecurity positively related to turnover intentions. Furthermore, job satisfaction reported a negative relationship with turnover intention, and a negative relationship between qualitative job insecurity and job satisfaction came to the fore. Locus of control, on the other hand, had a direct bearing on qualitative job insecurity, while only job satisfaction and quantitative job insecurity directly predicted employees’ turnover intention in the banking sector. Finally, locus of control seemingly had no mediating effect when predicting turnover intention. Based on the afore–going, this mini–dissertation will conclude by offering deductions and making recommendations for further research as well as offering possible solutions to the commercial banking sector as far as the retention of staff is concerned. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.

Makt samt organisatoriskt commitment är två väsentliga begrepp gällande ett företags ledarskap och deras anställda. Ledarskapets kärna utgörs av den influens ledargestalten har över sina underordnade och begreppet makt ska för ledaren fungera som ett drivmedel gällande hens influens. Det gäller således för ledargestalter att tillämpa makten i syfte att influera sina anställda mot organisationens uppsatta mål. För att lyckas få de anställda att sträva efter samma mål som organisationen satt upp samtidigt som de ska arbeta för att få kompetent arbetskraft att stanna krävs det av ledaren att hen kan främja organisatoriskt commitment bland de anställda. Syftet med studien är därmed att utifrån positioneringsmakt och kunskapsmakt analysera hur ledare för ett konsultföretag skapar affektivt, kalkylerande och eller normativt commitment hos sina anställda. Då studien avser att inge en djup och grundlig förståelse gällande dess syfte tillämpas en fallstudiedesign med en kvalitativ forskningsstrategi samt en deduktiv ansats. Vidare ämnar studien undersöka ett specifikt fallföretag utifrån vilket studiens primärdata samlats in via tio intervjuer. Intervjuerna har fördelats på åtta av Crabats anställda konsulter, företagets VD samt företagets ägare. För att på ett djupare plan kunna presentera studiens problematisering har en teoretisk referensram utformats vilken behandlar studiens huvudbegrepp samt beskriver övriga relevanta begrepp inom ämnet. Det går inte genom studiens slutsatser att urskiljer vilken form av maktbas som främjar vilket commitment i fallföretaget. Dock går det att konstatera att fallföretaget tillämpar två maktbaser, kunskapsmakt samt positioneringsmakt, vilka i valt fallföretag sammantaget gynnar tre former av commitment, affektivt, normativt samt kalkylerande commitment. Då fallföretaget utgörs av majoriteten män hade det varit intressant om vidare forskning undersökte om ovannämnda maktbaser främjar andra former av commitment i en konsultverksamhet med en majoritet kvinnor. / Power and organisational commitment are two essential concepts regarding a corporation’s leadership and workforce. The core of leadership consists of the influence the leader has over the workforce and the concept of power is to work as a propellant regarding his or hers influence. It thus applies that the leader utilise the power to influence the workforce to work towards the organisation's goals. For the leader to achieve the above and at the same time strive to retain proficient labour it is vital that he or she can enable organisational commitment among the employees. The aim of the study is therefore to analyse how a leader within a consulting firm uses his or her power in order to generate organisational commitment. The study is intended to convey a deep and thorough understanding regarding its aim, therefore we applied a case study design with a qualitative research strategy and a deductive approach. Furthermore, the study intends to examine a specific case company from which the study's primary data has been obtained through interviews with the company’s employees, the company's president and the owner. To be able to present the reader with a deeper understanding regarding the study’s problem discussion a theoretical framework, which addresses the study's main concepts and describes other relevant concepts appropriate to the subject has been developed. We could not based on the study’s conclusions distinguish between which powerbase that benefits which form of organisational commitment. However, it is clear that the case company applies two forms of power bases, knowledge - and the positioning base of power which, in the selected case company collectively promotes three forms of commitment, affective, normative and calculating commitment. Since the case company’s employees are comprised by a majority of men, it would be interesting if further research investigated whether the above-mentioned power bases promotes other forms of commitment in a consultancy with a majority of women employed.

This research explores the relationship between sense of coherence, work engagement and organisational commitment in an automotive development institution in South Africa. The study was conducted through quantitative research. The study used the Orientation to Life Questionnaire (OLQ) to measure sense of coherence, the Utrecht Work Engagement Scale (UWES) to measure work engagement and the Organisational Commitment Scale (OCS) to measure organisational commitment. A biographical questionnaire was also used. The questionnaires were administered to a sample of 46 employees, 37 of whom were based in the company’s Pretoria office and nine at their Eastern Cape office. In view of the fact that the sample was small, 100 % of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales, however, statistical significance could not be reached for some correlations. / Psychology / M. Admin. (Industrial and Organisational Psychology)

Summaries in English and Afrikaans / Text in Afrikaans / Die doel van hierdie verkennende studie was om ondersoek in te stel na die prestasiewaardes onderliggend aan Affektiewe, Kontinulteits- en Normatiewe organisasieverbintenis van werknemers binne die motorywerheid in Suid-Afrika. 'n Steekproef van 113 werknemers is uit verskillende motorhandelaars geselekteer. Daarna is ondersoek ingestel na watter prestasiewaardes betekenisvolle voorspellers van organisasieverbintenis is. Daar is bevind dat die prestasiewaardes mededinging en materiele welvaart betekenisvolle voorspellers van affektiewe organisasieverbintenis is, en dat die prestasiewaardes materiele welvaart en strewe na uitmuntendheid betekenisvolle voorspellers van kontinuiteitsorganisasieverbintenis is, maar dat geeneen van die prestasiewaardes wat huidig wereldwyd erken word, betekenisvolle voorspellers van normatiewe organisasieverbintenis in die motomywerheid is nie. Dit het verreikende irnplikasies vir die Suid-Afrikaanse motorhandelaar. Hierbenewens is dit ook duidelik uit die navorsingsresultate dat die prestasiewaardes mededinging, materiele welvaart en strewe na uitmuntendheid hulself daartoe leen om op 'n geintegreerde wyse deur bestuur van motorhandelaars aangewend te word ten einde hul kumulatiewe invloed op organisasieverbintenis optimaal te kan benut. / The objective of this exploratory study was to investigate the performance values subjacent to affective, continuity and normative organisation commitment of employees in the motor industry in South Africa. A sample of 113 employees was selected from different dealerships. Thereafter an investigation was done to establish which performance values were meaningful predictors of organisation commitment. It was found that the performance values competition and material gain were meaningful predictors of affective organisation commitment, and the performance values material gain and excellence were meaningful predictors of continuity organisation commitment, but that none of the performance values which are contemporarily recognised world-wide were meaningful predictors of normative organisation commitment. This has far-reaching implications for South African motor dealers. It was also apparent from the results that the performance values competition, material gain and excellence can be utilized in an integrated way by management of motor dealers in order to ensure optimal utilization of their cumulative impact on organisation commitment. / Industrial psychology / M.Com. (Industrial Psychology)