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

Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to improve their commitment to the organisation. The objective of this study was to determine the relationship between perceived organisational support, role clarity, job insecurity and organisational commitment. Employees from a business unit in a petrochemical organisation were targeted for this research. The study population included employees from managerial, non-managerial and specialist categories. A cross-sectional design was used to achieve the research objectives. Measures of Perceived Organisational Support (POSQ), Role Clarity (RCQ), Job Insecurity (JIQ), Affective Organisational Commitment (OCQ) and a biographical questionnaire were administered for the study. The statistical analysis was carried out with the help of the SPSS program as well as the AMOS program. Pearson product-moment correlations indicated that when perceived organisational support increases, affective organisational commitment and role clarity will also increase. When perceived organisational support increases, role conflict and job insecurity will Vll decrease. Affective organisational commitment as well as role clarity is predicted by perceived organisational support. MANOYA analysis indicated that male employees experience higher levels of role conflict than their female counterparts. It seems that employees in first line management and professional categories experience significantly higher levels of perceived role conflict than employees in lower level positions. Employees in non-management positions experience significantly higher levels of affective job insecurity than employees in senior management positions. Employees in senior management positions experience significantly lower levels of cognitive job insecurity than employees in non-management positions. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Research has revealed that job-related stress impacts on psychological and psychosomatic functioning with detriments to both individual and organisational level outcomes (Beehr, Jex, Stacy & Murray, 2000; Cooper, Kirkcaldy & Brown, 1994; Johnson & Cooper, 2003). As a result stress research has typically been associated with destructive consequences for the individual and organisation, thus highlighting the need to explore variables which may alleviate workplace stressors. This study aims to explore the potential moderating effects of individual cultural orientation and perceived organisational support on the relationship between role stressors (role conflict) and job satisfaction. One hundred and fifty-two men and women, employed by South African organisations, completed the multidimensional role conflict questionnaire, the horizontal and vertical individualism and collectivism scale, the survey of perceived organisational support and the job satisfaction survey. Results revealed that horizontal individualism interacting with person role conflict and intersender conflict had inverse moderating effects on job satisfaction, while perceived organisational support interacting with intersender and intrasender conflict had positive moderating effects on job satisfaction. Findings further indicated that a collectivist cultural orientation and perceived organisational support were related to increases in job satisfaction. Practical implications of the study and directions for future research are discussed.

Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to improve their commitment to the organisation. The objective of this study was to determine the relationship between perceived organisational support, role clarity, job insecurity and organisational commitment. Employees from a business unit in a petrochemical organisation were targeted for this research. The study population included employees from managerial, non-managerial and specialist categories. A cross-sectional design was used to achieve the research objectives. Measures of Perceived Organisational Support (POSQ), Role Clarity (RCQ), Job Insecurity (JIQ), Affective Organisational Commitment (OCQ) and a biographical questionnaire were administered for the study. The statistical analysis was carried out with the help of the SPSS program as well as the AMOS program. Pearson product-moment correlations indicated that when perceived organisational support increases, affective organisational commitment and role clarity will also increase. When perceived organisational support increases, role conflict and job insecurity will Vll decrease. Affective organisational commitment as well as role clarity is predicted by perceived organisational support. MANOYA analysis indicated that male employees experience higher levels of role conflict than their female counterparts. It seems that employees in first line management and professional categories experience significantly higher levels of perceived role conflict than employees in lower level positions. Employees in non-management positions experience significantly higher levels of affective job insecurity than employees in senior management positions. Employees in senior management positions experience significantly lower levels of cognitive job insecurity than employees in non-management positions. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Migrant workers in China tend to suffer from inferior status and hardship in the workplace. Domestic private enterprises have become highly market-oriented and have been criticized for exploiting workers; however, some of them have started to pay increasing attention to motivating and retaining workers. The well-being of migrant workers is worthy of study. This study collected survey data from migrant workers in two Chinese private enterprises in the cosmetics industry, aiming to probe how a harmonious and supportive working environment may benefit workers. It is argued that HR???s assistance to line managers can be conveyed to workers via supervisors, leading to perceptions of a supportive working system (represented by the behaviour of HR, managers and supervisors). This kind of system is likely to promote employees??? identification with the organisation and social exchanges with organisational members. Further, these may improve workers??? psychological state and cooperative worker relations. This thesis starts by presenting migrant workers??? experience and discussing how HRM is practised in Chinese private enterprises. Studies of organisational support are introduced as a foundation to explore the influences of HR on employee outcomes???emotional exhaustion and co-worker assistance???through the mechanism of supervisor support. The results validate the substantial role of effective HR assistance to line managers and the role of the supportive supervisor in improving employees??? well-being and in facilitating helping behaviour among co-workers. Finally, implications for management practices and future research are considered.

This study explored how primary school educators expect to be supported and how they experience support from internal and external sources in a South African school district. Support for educators is vital in order to improve basic education in terms of South Africa’s long-term development goals and particularly in light of the poor performance of primary school learners in universal benchmark tests. Furthermore, the myriad of curricular changes introduced by the Department of Basic Education have increased the need for educator support in South Africa. A qualitative approach, located in an interpretive paradigm was adopted and a case study research design was employed. The requisite data were gathered by means of interviews, document sourcing and non-participant observation in three public primary schools. The main finding of the study was that there is limited amount of technical support, aimed at improving the quality of education, while affective aspects, i.e., meeting the socio-emotional needs of educators appear to be neglected. A broad theme that emerged was participants feeling like they are under surveillance; perceiving district officials to be on fault-finding missions when they conduct school visits and classroom observations; and feeling like they are on their own once they return to school from attending offsite workshops. In addition, the participants who served as heads of departments (HODs) reported that their workload prevented them from providing adequate internal support. A key recommendation of this study is that more curriculum instructors and HODs be employed and that they receive adequate preparation in order to provide appropriate support to primary school educators. In addition, it is recommended that the provincial and district officials increase the frequency of their school and classroom visits in order to spend more time supporting primary school educators. / Thesis (PhD)--University of Pretoria, 2018. / Education Management and Policy Studies / PhD / Unrestricted

Higher education in a democratic South Africa faces huge challenges – primarily the need to achieve greater equity, efficiency and effectiveness in institutions and across the system. Universities had to open their doors to students of all races, transform curricula to become more locally relevant, and produce scholars able to address South Africa’s problems. When organisations face these changes, they still need to support their employees. They need to ensure that the employees feel secure in their employment to improve their commitment to the organisation. The objective of this study was to investigate the perceived organisational support and organisational commitment of academics in South Africa. A cross-sectional survey design was used. A non-probability convenience sample was taken from a higher education institution in South Africa (N=388).The Survey of Perceived Organisational Support (SPOS) and Allen and Meyer’s Organisational Commitment Scale were administered.Cronbach alpha coefficients, Spearman product correlation coefficients, MANOVAs (to determine differences in demographic groups) and multiple regression analyses were used to analyse the data. Principal component analysis resulted in a two-factor model for perceived organisational support, namely positive support and negative support. Regarding organisational commitment, a two-factor model was also extracted, namely affective commitment and continuance commitment. The results attained from the product-moment correlations indicated that positive support has a negative relationship with negative support. Positive support is also practically significantly related to affective commitment and continuance commitment. A MANOVA analysis was conducted to determine the differences in levels of POS experienced with regard to staff, ethnicity, language, faculty and gender. The results indicated that no significant differences were found in the levels of POS experienced with regard to staff and gender. Statistically significant differences were found between levels of negative support with regard to ethnicity, language and faculties. Statistically significant differences were found between levels of positive support of staff in different faculties. MANOVA was also used to determine differences between staff with regard to commitment levels. Statistically significant differences were found between levels of continuance commitment. Support staff experience higher levels of continuance commitment than academic staff do. Multiple regression analyses indicated that positive support predicted 9% of the variance in affective organisational commitment and 18% of the variance in continuance commitment. Recommendations were made for future research. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2014

Higher education in a democratic South Africa faces huge challenges – primarily the need to achieve greater equity, efficiency and effectiveness in institutions and across the system. Universities had to open their doors to students of all races, transform curricula to become more locally relevant, and produce scholars able to address South Africa’s problems. When organisations face these changes, they still need to support their employees. They need to ensure that the employees feel secure in their employment to improve their commitment to the organisation. The objective of this study was to investigate the perceived organisational support and organisational commitment of academics in South Africa. A cross-sectional survey design was used. A non-probability convenience sample was taken from a higher education institution in South Africa (N=388).The Survey of Perceived Organisational Support (SPOS) and Allen and Meyer’s Organisational Commitment Scale were administered.Cronbach alpha coefficients, Spearman product correlation coefficients, MANOVAs (to determine differences in demographic groups) and multiple regression analyses were used to analyse the data. Principal component analysis resulted in a two-factor model for perceived organisational support, namely positive support and negative support. Regarding organisational commitment, a two-factor model was also extracted, namely affective commitment and continuance commitment. The results attained from the product-moment correlations indicated that positive support has a negative relationship with negative support. Positive support is also practically significantly related to affective commitment and continuance commitment. A MANOVA analysis was conducted to determine the differences in levels of POS experienced with regard to staff, ethnicity, language, faculty and gender. The results indicated that no significant differences were found in the levels of POS experienced with regard to staff and gender. Statistically significant differences were found between levels of negative support with regard to ethnicity, language and faculties. Statistically significant differences were found between levels of positive support of staff in different faculties. MANOVA was also used to determine differences between staff with regard to commitment levels. Statistically significant differences were found between levels of continuance commitment. Support staff experience higher levels of continuance commitment than academic staff do. Multiple regression analyses indicated that positive support predicted 9% of the variance in affective organisational commitment and 18% of the variance in continuance commitment. Recommendations were made for future research. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2014

The present study was conducted with the aim of investigating whether perceived organisational support or HEXACO personality traits: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness; was a better predictor of work engagement among university teachers. A sample size of 157 university teachers was conveniently drawn both online and in person. The HEXACO-PI, Survey of Perceived Organisational Support (SPOS) and the Utrecht Work Engagement Scale (UWES) were used to measure personality, perceived organisational support and work engagement respectively. Multiple Regression Analysis was used to examine the data. The study revealed that Extraversion, Conscientiousness and Perceived Organisational Support were significant predictors of work engagement. The similarities in beta values suggest that both personality traits and perceived organisational support were crucial to work engagement. Limitations, as well as suggestions for future research, are discussed.

Despite the increasing attention being paid to waste recycling, there is a dearth of both empirical evidence on recycling at work and examination of any spillover effects of recycling behaviour from home to work. Situated at the confluence of three social science debates (the study of recycling set within the waste management literature; the examination of spillover in the social psychology literature, and the work on pro-environmental behaviour at work in the organisational behaviour literature), this research seeks to understand recycling at work and the relationship between recycling behaviour at home and recycling at work using a sequential mixed methods approach. Due to the complexity of human behaviours including the heterogeneity of the factors underpinning recycling, this research adopts a sequential mixed methods approach with its pragmatic philosophical assumptions to examine recycling at work. Initially, semi-structured interviews with 15 key informants from different organisations including environmental/waste organisations in the UK were conducted. The findings from the interviews were used along with the evidence from the literature to develop the conceptual model and the research hypotheses. The quantitative data were collected, using a web-based questionnaire survey, from 367 respondents representing 43 different organisations across the UK. The collected quantitative data were analysed using SPSS for windows and IBM AMOS for path and causal analyses. Based on the findings, this research demonstrates that contextual factors such as organisational support are better determinants of recycling at work than personality/psychological factors such as attitudes that have dominated empirical and theoretical studies on pro-environmental behaviours for decades. Also, the findings of this research suggest that the concept of spillover of recycling from home to work is complex and inconsistent. Whilst there is a tendency for spillover of recycling behaviour, there is a significant difference between recycling at home and at work with regards to the volume of materials, the range of materials, and frequency of recycling. Nonetheless, the PROCESS macro allows the identification of various conditions that are likely to facilitate spillover of recycling from home to work. As a result, factors that are likely to determine recycling at work including the possible spillover of recycling from home to work are classified into personal/psychological and situational factors. These findings contribute to the existing bodies of knowledge on recycling behaviour, spillover effects, and organisational citizenship behaviour for the environment (OCBE). Also, the findings could assist businesses in finding proactive measures to increase recycling within their organisations. This would consequently reduce the total amount of resources being disposed of in the UK landfill sites.