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The current research aimed to develop a deeper understanding of the antecedents of job insecurity, and specifically focused on the perceived job insecurity; importance and probability of events likely to affect one’s total job. The aim of the current study was to explore relationships between the perceptions of perceived organisational support (POS), perceived employability, role ambiguity and role overload, and job insecurity. A questionnaire made up of seven separate scales investigated the perceptions of 100 employees from several different organisations experiencing change (e.g. recently been through a change process, currently going through a change process, about to go through a change process in the near future). Results confirmed three of the main hypotheses of the current study, suggesting negative relationships between POS, perceived employability, role overload and the dependent variable job insecurity (probability). Further analyses indicate that POS is a significant predictor of job insecurity (probability), and role overload and employability are significant predictors of job insecurity (importance). Overall, this paper provides support for the relationship between the antecedents highlighted in this study and job insecurity. Practical implications and directions for further research are discussed.

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Syfte: Syftet med denna studie är att belysa chefens roll i förhållande till personalomsättning inom en säljande organisation, utifrån dimensioner av person-environment fit och role stress.   Metod: Utifrån studiens syfte har en kvalitativ metod använts. Data har samlats in genom semistrukturerade intervjuer. Materialet har analyserats och redovisats med hjälp av well-grounded theory.   Resultat & slutsats: Denna studie visar på chefers förståelse för vikten av att personer de anställer ska passa in i yrket och organisationen. De rekryterar främst efter personlighet och möjlighet att passa in i gruppen. Chefernas synsätt skiljer sig gällande överbelastning och stress. Det är svårt med gränsdragningen mellan privatliv och yrkesroll.   Förslag till fortsatt forskning: En intressant utgångspunkt för framtida forskning kan vara att jämföra om chefers uppfattning av de dimensioner vi undersökt överensstämmer med hur de anställda upplever dem.   Uppsatsens bidrag: Studien belyser dimensioner som påvisats ha samband med personalomsättning. Vi bidrar med chefens roll utifrån dessa, till skillnad från tidigare forskning som utgått från anställdas perspektiv.   Nyckelord: Personalomsättning, person-job fit, person-organization fit, role overload. / Aim: The aim of this study is to highlight the manager’s role related to turnover within a selling organization, by dimensions of person-environment fit and role stress.   Method: A qualitative method has been used, based on the aim of this study. Data has been collected through semi structured interviews. The empirical data has been analyzed and presented using the well-grounded theory.   Result & Conclusions: This study shows the managers understanding of the importance to hire people which fit both the job and the organization. They mainly hire people based on their personality and how they fit within the group. However, their vision is different regarding the role overload and stress. Managers have a hard time to draw a line between the private life and work.   Suggestions for future research: An interesting starting-point for future research could be to compare if the managers perception of our dimensions is consistent with the perceptions of the employees.   Contribution of the thesis: This study highlights dimensions, which have a significant relation to employee turnover. Our contribution is the manager’s perspective of these dimensions, compared to prior research, which has the employee’s perspective.   Key words: Employee turnover, person-job fit, person-organization fit, role overload.

Gold mining in South Africa has played a significant role in the economic development of the country over the past 120 years. The continued focus on productivity, recruitment and consolidation in the South African gold mining industry will result in a decline in production. Much of the decline can be attributed to natural attrition as the industry has moved from a mass employer of limited, contract, unskilled labour, to an employer of more permanent, mostly semi-skilled or skilled labour. The objective of this research was to investigate the reliability of measuring instruments of social support, role overload (qualitative and quantitative), job satisfaction and turnover intention for employees in the mining industry. Further objectives included empirically determining whether social support has a moderating effect on the relation between role overload and job satisfaction and turnover intention. A cross-sectional survey design was used. A random sample was taken from a South African mining company (N=250). Gender and age were included as control variables. Individuals on Paterson grading E band to C Upper (managers) were part of the sample. Five measuring instruments were administrated. Descriptive statistics and inferential statistics were used to analyse the data. The results obtained for the five scales proved the measuring instruments to be reliable. The results show that when an employee feels that his/her work is more than he/she can accomplish in the time available (quantitative role overload), the employee will most probably also feel that his/her work requires skills, abilities and knowledge beyond that of their own (qualitative role overload). It is also indicated that social support from the supervisor increases the employee's positive attitude or pleasurable emotional state towards his/her job or job experience (job satisfaction), as well as heightens the probability of social support from colleagues. Furthermore, the more positive the employee's attitude towards the job, the less the intention to stop working will be (turnover intention). This intention to stop working will also be less when social support from the supervisor is more and/or when the employee experiences less feelings that his/her work is more than he/she can accomplish in the time available. Turnover intention was predicted by social support from supervisor. Job satisfaction was predicted by role overload (quantitative) and social support from supervisor. By way of conclusion, recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Research on organizational citizenship behaviors (OCB) has focused on the positive aspects of the construct, neglecting the possibility that individuals who engage in OCB may suffer negative consequences. Thus, the present study expands the literature by examining the possibility that OCB is also related to negative individual-level factors, such as work-to-family conflict (WIF). In a replication and extension of Bolino and Turnley's (2005) research, the present study offers an in-depth analysis of the relationship between OCB and WIF, examining two potential mediators (work time and role overload) and two potential moderators (gender and perceptions of OCB as discretionary). Two hundred and ninety-six participants, recruited from the alumni database of a large southeastern university, Craig's List, and a snowball approach, completed surveys. Additionally, supervisor-ratings of OCB were obtained for a sub-sample of 35 participants. Study hypotheses were tested using zero-order correlations and multiple regression analyses. No support was found for a relationship between OCB and WIF, nor was there support for the moderating role of gender and perceptions of OCB as discretionary. Theoretical and practical implications, as well as future directions, are discussed.

This study demonstrates the complex place stress has in the workplace by investigating both positive (eustress) and negative (distress) stress responses. An international sample of 140 individuals was recruited from various industries and organisational levels and these individuals participated in a confidential online survey. A moderated mediation model was proposed in which organisational stressors (person-job fit and role overload) influenced employee affective wellbeing directly and indirectly through stress responses, moderated by individual factors (work-family conflict and self-efficacy). Person-job fit influenced eustress which had positive effects on employee affective wellbeing. Role overload influenced distress which negatively impacted affective wellbeing. Self-efficacy moderated these relationships, with high levels increasing stress responses both negative and positive. Work-family conflict moderated relationships by reducing the positive effect of eustress and increasing the negative effect of distress. The findings not only advance current knowledge but have implications for organisational stress management practices.

Gold mining in South Africa has played a significant role in the economic development of the country over the past 120 years. The continued focus on productivity, recruitment and consolidation in the South African gold mining industry will result in a decline in production. Much of the decline can be attributed to natural attrition as the industry has moved from a mass employer of limited, contract, unskilled labour, to an employer of more permanent, mostly semi-skilled or skilled labour. The objective of this research was to investigate the reliability of measuring instruments of social support, role overload (qualitative and quantitative), job satisfaction and turnover intention for employees in the mining industry. Further objectives included empirically determining whether social support has a moderating effect on the relation between role overload and job satisfaction and turnover intention. A cross-sectional survey design was used. A random sample was taken from a South African mining company (N=250). Gender and age were included as control variables. Individuals on Paterson grading E band to C Upper (managers) were part of the sample. Five measuring instruments were administrated. Descriptive statistics and inferential statistics were used to analyse the data. The results obtained for the five scales proved the measuring instruments to be reliable. The results show that when an employee feels that his/her work is more than he/she can accomplish in the time available (quantitative role overload), the employee will most probably also feel that his/her work requires skills, abilities and knowledge beyond that of their own (qualitative role overload). It is also indicated that social support from the supervisor increases the employee's positive attitude or pleasurable emotional state towards his/her job or job experience (job satisfaction), as well as heightens the probability of social support from colleagues. Furthermore, the more positive the employee's attitude towards the job, the less the intention to stop working will be (turnover intention). This intention to stop working will also be less when social support from the supervisor is more and/or when the employee experiences less feelings that his/her work is more than he/she can accomplish in the time available. Turnover intention was predicted by social support from supervisor. Job satisfaction was predicted by role overload (quantitative) and social support from supervisor. By way of conclusion, recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Contemporary South African higher education institutions have undergone many drastic changes in recent years with regard to the demographic composition of students and organisational structures. Huge demands in terms of transformation have been placed on these institutions while they have simultaneously been transforming from former Technikons to Universities of Technology. This causes staff to be faced with major changes which affect all aspects of the institution. The objective of this research was to investigate whether role overload, job satisfaction and locus of control could be used to predict turnover intention of employees in a higher education institution. Further objectives included empirically determining whether locus of control had a mediating effect between role overload, job satisfaction and turnover intention. A cross-sectional survey design was used and an availability sample was taken from a South African higher education institution («=210). Five measuring instruments were administered as part of a larger questionnaire. Descriptive statistics were used to analyse the data and a series of regressions was used to test for the hypothesised mediating effect. The reliability coefficients obtained for the scales indicated that the Cronbach Alpha coefficients for qualitative role overload, job satisfaction and turnover intention were acceptable; however, those for quantitative role overload and locus of control were below the recommended cut-off mark. The results showed that there was a strong relationship between the dimensions of overload, indicating that the feeling of having too much to do in the time available is accompanied by the feeling that individuals do not have the skills to complete their required tasks. Furthermore, it was found that if employees feel that they have too much to do and that they do not possess the skills to complete tasks, they will be dissatisfied with their jobs. Both quantitative and qualitative role overload contributed to the participant's thoughts of leaving the institution and it was concluded that a satisfied employee is less likely to think of leaving the organisation. Locus of control had minimal relationships with quantitative and qualitative role overload, as well as with turnover intention. Locus of control was, however, found to be related to job satisfaction. Locus of control was found to be a poor predictor of turnover intention and did not mediate the relationship between role overload and job satisfaction on the one hand, and turnover intention on the other. It was concluded that job satisfaction was the strongest predictor of turnover intention. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.