Magister Commercii (Industrial Psychology) - MCom(IPS) / The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.

The diploma thesis deals with justice and fairness in the workplace. The theoretical part begins with an introduction to the topic, defines the key concepts and further states what are the differences between them. The following chapters describe reasearch into justice and fairness from its inception, which dates back to about the middle of the last century, to the present. The theretical part continues with the reasons that motivate individuals to think about justice and fairness, what are the consequences of perceived (in)justice and (un)fairness, and finally we present the existing tools that are used to measure these phenomena. The empirical part focuses on the adaptation of two main, foreign methods (COJS and POJ) to the Czech environment, verification of their psychometric properties, basic validation and exploration the relationships between them. Due to the validation of POJ and COJS, we also set a secondary goal, namely the adaptation of scales describing the relationship to the organization and the superior and verification of their basic psychometric data. The results of our research showed that the 4-factor model of justice (COJS) and the 1- factor model of overall fairness (POJ) can be considered satisfactory, even with the Czech version created by us, which corresponds to previously...

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Les télétravailleurs de plusieurs centres d'appels au Québec ont fourni des données des questionnaires sur leurs diverses demandes au travail (mesurées par les facteurs de stress organisationnels, la charge mentale et la charge émotionnelle), les ressources au travail (mesurées par l'indépendance au travail, la participation et les relations avec les superviseurs) ainsi que pour les mesures des résultats de la satisfaction au travail, de l'engagement organisationnel et de l’intention de quitter. Les hypothèses structurées par le modèle Job Demands-Resources ont été testées à l'aide de méthodes corrélationnelles. Comme prévu, les ressources au travail étaient liées de façon significative à la fois à la satisfaction au travail et à l'engagement organisationnel perçu par l'échantillon. Les demandes au travail prédisaient la satisfaction au travail, mais elles n'étaient pas liées à l'engagement organisationnel. Les implications théoriques et pratiques de ces résultats ont été discutées. / Teleworkers from multiple call centers in Québec provided questionnaire data about their various job demands (measured by organizational stressors, mental load, and emotional load), job resources (measured by independence in the work, participation, and relationship with supervisors) as well as for outcome measures of job satisfaction, organizational commitment, and turnover intentions. Hypotheses structured by the JD-R model were tested using correlational methods. As predicted, job resources were significantly related to both job satisfaction and organizational commitment perceived by the sample. Job demands predicted job satisfaction, but they did not relate to organizational commitment. The theoretical and practical implications of these results were discussed.

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.

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.

L’objectif général de ce travail doctoral était d’identifier des leviers d’action permettant de préserver la santé psychologique des travailleurs, de réduire certaines de leurs attitudes et comportements néfastes pour les organisations de santé, et de comprendre les mécanismes explicatifs de ces relations. La première étude a démontré que le climat de sécurité psychosociale (i.e., PSC) était négativement associé au conflit travail-famille (i.e., WFC) et aux intentions de turnover des soignants via la frustration des besoins psychologiques. La seconde étude a mis en évidence que le PSC, via son influence sur la frustration des besoins, était associé à une réduction du burnout des soignants trois mois plus tard qui expliquait à son tour une augmentation du WFC et des intentions de turnover. La troisième étude a démontré que la dissonance émotionnelle et les ressources organisationnelles influençaient le manque de détachement psychologique et l’engagement au travail des professionnels d’encadrement au terme d’une période de trois mois, via leurs effets sur la frustration et la satisfaction des besoins. Ces trois études enrichissent la littérature scientifique sur la théorie de l’autodétermination en contexte de travail et alimentent la réflexion sur les pratiques organisationnelles susceptibles de modifier durablement l’expérience professionnelle des salariés du secteur / The general purpose of this doctoral dissertation was to contribute to identify triggers to preserve workers’ psychological health and reduce some of their negative attitudes and behaviors which appear to be harmful to healthcare organizations. Moreover, we aimed to understand the mechanisms underlying such effects. Study 1 used a cross-sectional design to demonstrate that psychosocial safety climate (i.e., PSC) was negatively related to nursing staff’s work-family conflict (i.e., WFC) and turnover intentions, through the mediation of psychological need thwarting. Study 2 developed these results by showing how PSC, through its influence on psychological need thwarting, related to a decrease in burnout three months later. Burnout itself explained an increase in WFC and turnover intentions. Study 3 focused on managers’ psychological health and found that emotional dissonance and organizational resources influenced managers lack of psychological detachment and work engagement three months later, through psychological need thwarting and satisfaction. Altogether, these studies contribute to self-determination theory in the work setting and offer some perspectives on organizational practices that could lastingly alter healthcare employees’ professional experience

Studiens syfte var att undersöka den psykosociala arbetsmiljöns betydelse när anställda bestämmer sig för att säga upp sina arbeten i en industriell organisation. Samt att undersöka om anställningstid inom organisationen och ålder hade betydelse för avsikt att lämna. En kvantitativ forskningsstrategi användes för studien, där en webbaserad enkätundersökning genomfördes hos en organisation inom den industriella sektorn. Ett representativt urval genererade 138 svar, vilket resulterade i en svarsfrekvens på 57%. Mätinstrument för studien bestod av verktyget Intention to Leave Scale (Kelloway, Gottlieb & Barham, 1999) samt delar av Copenhagen Psychological Questionnaire(Kristensen, Hannerz, Høgh & Borg, 2005). För denna studie uppnåddes en Cronbach’salfa reliabilitetskoefficient för Intention to Leave Scale på α = .86 samt α = .89 för dimensionen samarbete och ledning, α = .82 för dimensionen arbetstillfredsställelse samtα = .90 för dimensionen värderingar på arbetsplatsen från Copenhagen Psychological Questionnaire. Pearson’s korrelationsanalys samt envägs-ANOVA användes för att analysera insamlad data. Analysresultaten påvisade signifikanta samband mellan avsikt att lämna och psykosocial arbetsmiljö. Det visades inga signifikanta skillnader avseende avsikt att lämna sett till anställningstid och ålder. Utifrån presenterade resultat drogs slutsatsen att det i linje med tidigare studier även fanns samband inom den industriella sektorn. För framtida forskning ansågs det finnas behov av kausalitetsstudier av ämnet. / The purpose of this study was to investigate the importance of the psychosocial work environment when employees decide to terminate their employment within an industrial organization. The purpose was also to investigate whether or not tenure and age was of importance for intentions to leave. A quantitative design was used for the study, where a web-based survey was conducted at an organization within the industrial sector. A representative selection generated 138 responses, resulting in a response rate of 57%. The instruments used were the Intention to Leave Scale (Kelloway, Gottlieb & Barham, 1999) and parts of the Copenhagen Psychological Questionnaire (Kristensen, Hannerz, Høgh & Borg, 2005). For this study, Cronbach's alpha reliability coefficient for the Intention to Leave Scale was α = .86 and for the Copenhagen Psychological Questionnairedimensions; α = .89 for Interpersonal relations and leadership, α = .82 for Job satisfaction, and α = .90 for Values at the workplace. Pearson's correlation analysis and One-Way ANOVA were used to analyze collected data. The results show significant relationships between intention to leave and psychosocial work environment. There were no significant differences regarding the intention to leave based on age or tenure. The findings of the study were in line with previous research, therefore it was concluded that a correlation existed within the industrial sector as well. For future research, it was implied that a need for causality studies of the subject was apparent.