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The effect of job satisfaction on the organisational commitment of administrators at a University in GautengThabane, Lerato Judith 09 1900 (has links)
M. Tech. (Business Administration, Faculty of Management Sciences), Vaal University of Technology / Administrative staff members are important human capital in higher education because they perform diverse duties that are essential to the day-to-day operations of universities. As a result, their job satisfaction and organisational commitment are imperative to universities. However, there is a paucity of research focusing on the job satisfaction and organisational commitment of administrative staff members in the South African higher education sector. The primary objective of this study was to investigate the effect of overall job satisfaction on the organisational commitment of administrators at a university in Gauteng.
To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment among 383 administrative staff members. Descriptive statistics was used to determine the levels of both job satisfaction and organisational commitment, results of which were significant, revealing that the administrative staff members were satisfied and committed to the university. Statistics using Spearman’s rho correlation analysis showed that there was a significantly strong correlation between job satisfaction and affective commitment; and significantly moderate correlations between job satisfaction and moral imperative and indebted obligation. However, weak correlations were found between job satisfaction and continuance commitment. Regression analysis revealed that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment.
The findings suggest that managers at the university could enhance the commitment of the administrative staff members by increasing the levels of job satisfaction. The levels of job satisfaction of the administrative staff members at the university could be enhanced through job design, career advancement opportunities and the introduction of fair and transparent policies and rules. Organisational commitment could be improved through the provision of job security, equitable salaries and conducive working conditions.
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The Effect of Workplace Exposure on Professional Commitment: A Longitudinal Study of Nursing Professionals.Parry, Julianne Mary, j.m.parry@cqu.edu.au January 2007 (has links)
The behaviour of employees is increasingly being recognised as the critical
factor in achievement of organisational effectiveness. Therefore, the need to address
inefficiencies that are derived from the organisation-employee relationship is being
recognised as important to organisational success. For many years the concept of
organisational commitment provided the means to develop theory in relation to
organisation-employee relationships. More recently, however, other types of workrelated
commitments have been identified as having importance to the organisationemployee
relationship.
In the contemporary political-economic context, professionals are
increasingly becoming employees of organisations which operate according to
market or quasi-market principles. There are some fundamental differences between
professional occupations and non-professional occupations. These differences may
have consequences for the relationship between professional employees and their
employing organisation. The differences may also have consequences for other workrelated
outcomes for professional employees in ways that are different from the
work-related outcomes of non-professional employees. Importantly, for professional
employees commitment to the profession is developed during the pre-workplace
entry educational experiences and may have consequences for the retention of
professional employees within organisations, as well as retention within the
profession. Therefore, the commitment of professional employees to their occupation
may be both an antecedent to and a consequence of other work-related outcomes.
However, to date, professional commitment has not been studied from a
developmental perspective and the effect of workplace exposure on professional
commitment is not understood.
This thesis reports the findings of a study in which a theoretical model of the
relationship between professional commitment prior to workplace entry and
professional turnover intention was evaluated using path analysis. The relationships
included in the model were between commitment to the profession as both an
antecedent to, and a consequence of organisational-professional conflict, job
satisfaction and organisational commitment, as well as the relationship that each of
these variables may have to organisational turnover intention and professional
turnover intention. A repeated measures design was used with a sample of nursing
professionals. Professional commitment before entry to the workplace was measured,
and after a period of workplace exposure, professional commitment was again
measured, as well as the other work-related outcomes identified in the model. The
Blau (2003) occupational commitment measure was used to measure the pre-and-post
workplace entry levels of professional commitment. The thesis also examined the
factor structure of the Blau (2003) occupational commitment measure.
The results of the model evaluation indicated that it is a plausible model of
the identified relationships. Examination of the factor structure of the Blau (2003)
occupational commitment measure indicated that it is best represented by five rather
than four components. This research found that professional commitment was quite
stable in the initial period of workplace exposure. The research findings also
indicated that the relationship between professional commitment and organisational
commitment was mediated by job satisfaction and that organisational-professional
conflict and job satisfaction were directly related to organisational commitment. The
research found that job satisfaction and professional commitment after a period of
workplace exposure were related to organisational turnover intention, but that
organisational commitment was not. The final major research finding was that
organisational turnover intention was the only workplace variable in the model that
was directly related to professional turnover intention.
This research has contributed to the organisational behaviour literature
through the development and initial evaluation of a model of the relationship between
professional commitment prior to workplace entry and professional turnover
intention. The results of the model suggested that when organisations provide
professional employees with workplace experiences that are professionally, as well as
personally satisfying, they promote retention of professional employees with their
own organisation, as well as retention of professionals within the profession.
This research recommends that for organisations that employ professionals,
the model of the organisation-professional employee relationship that is likely to
promote the retention of professional employees both within the organisation and
within the profession, is a partnership model. Conflict resolution principles are
recommended to inform the partnership model of the organisation-professional
employee relationship. In addition, the empowering leadership style is recommended
for organisations that employ professionals, because it is better matched to the
employment mode and characteristics of professional employees.
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Occupational stress in a higher education institution / Frans Frederick MostertMostert, Frans Frederick January 2006 (has links)
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.
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The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor RannonaRannona, Moleko Victor January 2003 (has links)
Thesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.
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Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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The influence of emotional intelligence of managers on job insecurity and coping behaviour / Angela Rae WahlWahl, Angela Rae January 2011 (has links)
Job insecurity in the current global climate has escalated and more organisations are engaged in downsizing and restructuring in an attempt to survive under difficult economic conditions. At the same time, organisations are also exposed to structural reforms and international competition leading to transformations in the labour market. Jordan, Ashkanasy and Hartel (2002) developed a model to explain the effect of job insecurity on employees’ coping behaviour. In their two stage model they propose that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress which in turn could lead to negative coping behaviour. They then include emotional intelligence - a moderator linking the above-mentioned constructs. The main objective of this study was to investigate whether this model will be applicable to a national soft drink company in South Africa. A literature review was conducted to determine how emotional intelligence, job insecurity, affective organisational commitment, job-related stress, and coping behaviour were conceptualised. The relationships between these constructs and the role of emotional intelligence as moderator were also determined. This was done to investigate the model of Jordan et al. (2002). A cross-sectional research design was used for the purpose of this study. Managers of a national soft drink company were the participants. The Emotional Intelligence Scale (EIS) (Schutte et al., 1998); the Job Insecurity Questionnaire (JIQ) of De Witte, (2000); the Organisational Commitment Questionnaire of Meyer and Allen (1997); the COPE Questionnaire of Carver, Scheier and Weintraub (1989); and the Experience of Work and Life Circumstances Questionnaire (WLQ) of Van Zyl and Van der Walt (1991), including the biographical questionnaire, were utilised. The SPSS programme was used to perform the statistical analysis and descriptive statistics were used to analyse the data. Cronbach alpha coefficients were used to assess the reliability; and explorative factor analysis was conducted to assess the validity of the measuring instruments. Pearson’s product-moment coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment, but job insecurity has a positive correlation with job-related tension. A positive correlation was found between job-related tension and negative coping behaviours, such as denial, behavioural disengagement, mental disengagement or alcohol-drug disengagement. A negative correlation was found between job-related tension and affective organisational commitment. Furthermore, job insecurity was found to have a negative correlation with affective organisational commitment. Lastly, problem-focused coping has a positive relationship with emotion-focused coping. All of these correlations were statistically and practically significant. Multiple regression analyses were performed to determine the moderating effect of emotional intelligence as mentioned above. The results indicated emotional intelligence does not moderate any of the relationships between the constructs. Conclusions and limitations of this research and recommendations for the national soft drink organisation as well as for future research were made. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011
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Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work-related well-being among police members in the North West Province / Lené Ilyna JorgensenJorgensen, Lené Ilyna January 2006 (has links)
Harsh realities exist in the South African Police Service (SAPS) that require concepts such as
burnout and work engagement to be studied in the context of work-related well-being. Although
these difficulties relate to police officials experiencing work-related trauma, more stressors seem
to manifest on an organisational level, which in turn affects the psychological well-being of
police officials. This study seeks to focus on the burnout and engagement of members of the
Local Criminal and Record Centre (LCRC) in the SAPS. The members of the LCRC are exposed
to severe occupational stressors relating to their job content, which necessitates research in
occupational stress relating to the health of SAPS members. For the purposes of this study, the
model of occupational stress, commitment and ill health of Cartwright and Cooper (2002) will be
utilised to explain strain and organisational commitment. Work-related well-being, on the other
hand, can best be explained by referring to the model of well-being developed by Schaufeli and
Bakker (200 1 ).
Since job demands play a central role in burnout, it is necessary to implement preventive
organisationally-based strategies to address high job demands. Upon reviewing stress research, it
became clear that a serious lack of intervention research exists. Little information is available
about the work-related well-being of SAPS members, whilst no documented research could be
found regarding the effects of an intervention programme on the work-related well-being of
LCRC members.
The study aimed at utilising three levels of intervention (primary, secondary and tertiary) on
organisational and individual level. An integrated classification scheme of both the positive and
negative aspects of work-related well-being on the organisational and individual level was
developed and presented to members from the LCRC over a one-year period.
The research method for each of the three articles of this study consisted of a brief literature
review and an empirical study. An availability non-randomised sample was selected because the
entire in-tact group of the LCRC of the SAPS (N=111) in the North West Province was included
in the study. A survey design was used to achieve the research objectives of both Articles 1 and
2, whilst a longitudinal survey design was utilised in Article 3, where the same instruments were
administered at two different times (over a one-year period) to the same group of participants.
The measuring instruments used in this study are the Maslach Burnout Inventory-General Survey
(MBI-GS), Utrecht Work Engagement Scale (UWES), Job Demands-Resources Scale (JDRS),
Health subscales, Organisational Commitment subscales, the ASSET questionnaire and a
biographical questionnaire.
Structural equation modelling was implemented to test a structural model of work-related wellbeing.
A good fit was found for the model in which perceived job demands contributed to
burnout which, in turn, impacted on ill health. Work wellness was determined by the relationship
between two opposite constructs, namely burnout and engagement. The work-related well-being
of members of the LCRC was affected by an environment of high job demands and inadequate
resources.
In Article 2, multiple regression analyses showed that occupational stress explained 19% of the
variance in psychological ill health and 17% of the variance in physical ill health. A two-step
multiple regression analysis conducted with the variables in their continuous form revealed that
control was a statistically significant predictor of both physical and psychological ill health, while
job overload statistically significantly predicted psychological ill health. Occupational stress also
explained 17% of the variance in individual commitment and 16% of the variance in
organisational commitment. It was concluded that individual commitment moderated the effects
of stressful work relations on ill health.
LCRC members portrayed a high risk to fall ill due to exhaustion; they were less enthusiastic
about their job and tended to derive a lower sense of significance from their work. In addition,
members showed a major risk for developing low affective commitment due to low work
engagement. Exhaustion influenced the way members view their job demands, organisational and
social support, as well as growth opportunities available to them. A lack of advancement
opportunities and job insecurity contributed to feelings of exhaustion and cynicism.
Another objective of this study was to evaluate interventions used to promote work-related wellbeing
of LCRC members. Although no significant differences were found between the pre- and
post-measurements, some positive aspects did flow from the interventions. For instance an active
effort by management to address resource needs.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Occupational stress in a higher education institution / Frans Frederick MostertMostert, Frans Frederick January 2006 (has links)
Higher educational institutions no longer provide the low-stress and highly satisfying
working environment they once did. Higher educational institutions experience significant
changes, which include restructuring, reduction of state subsidy and use of short-term
contracts. Therefore, the changes in the higher educational environment can have costly
implications for institutions in terms of staff morale, turnover and absenteeism rates and
could also lead to reduced employee performance, poor quality control and a fall in
production. It therefore becomes increasingly important for higher educational institutions to
intervene to reduce the occupational stress of university staff.
The objectives of this study were to determine the occupational stressors for support staff at a
higher education institution in the North West Province, to investigate the relationship
between occupational stress, ill health, organisational commitment and important
organisational outcomes (including absenteeism, productivity and turnover intention) and to
assess the financial implications of these factors in a sample of support staff at a higher
education institution in the North West Province. A cross-sectional survey design was used.
The study population consisted of support staff at a higher education institution in the North
West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical
questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations,
multiple regression analyses and discriminant analysis were used to analyse the results.
The results showed that, compared to normative data, support staff overall demonstrated
average levels of occupational stress. However, job control, resources, communication and
work relationships were found to be problematic stressors which mainly influenced
organisational commitment to the organisation. The prediction of losses suffered by the
higher educational institution due to absenteeism, presenteeism and turnover intention
indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.
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The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor RannonaRannona, Moleko Victor January 2003 (has links)
Companies throughout the world are faced with continual changes in order to remain competitive and survive. These changes are caused by economic uncertainty, globalisation, mergers and acquisitions. The results are unemployment or transfer of workers to the different areas of the organisation. These changes have unprecedented effect on workers, especially the survivors of retrenchments or downsizing, resulting in a feeling of job insecurity. lnsecurity is concerned with the continued existence of jobs for the employees in the organisation. It is characterised by feelings of powerlessness, uncertainty and fear. Consequently, job insecurity has emerged as an important stressor in modern organisations. Studies indicate that job insecurity leads to physical and psychological health problems. Further employees who experience feelings of job insecurity are more likely to display undesirable organisational outcomes such as withdrawal behaviours, job dissatisfaction and low organisational commitment. The empirical objective of this study was to determine the possible relationship between job insecurity, job satisfaction and organisational commitment. Also, whether job insecurity can predict job satisfaction and organisational commitment. A survey design was used to realise the research objectives. The study population consisted of 121 employees in a mining organisation. The Job
Insecurity Questionnaire, the Revised Short-version of the Minnesota Job
Satisfaction Questionnaire and the Organisational Commitment Questionnaires were used as measuring instruments. Reliability and construct validity of all three questionnaires were found to be acceptable. It was found that respondents experienced below average levels of job insecurity. They further showed above average levels of job satisfaction and organisational commitment. The findings indicate that a relationship exists between job insecurity, job satisfaction and organisational commitment. Practically significant differences of medium to large effect were established for race, respondents having qualifications of less than Std 10, semiskilled, grade C3,
4 and 5 and E, DL and DU, and who are affiliated to NUMSA, which means that they experience more job insecurity compared to other groups. Through regression analysis, it was established that job insecurity predicts 44% of total variance of job satisfaction and organisational commitment. Limitations were identified and recommendations with regard to future research and recommendations for the organisation were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.
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