Student Number : 0317880W -
MA dissertation -
School of Psychology -
Faculty of Humanities / A large portion of literature on organisational development is devoted to how
organisations have changed and the subsequent effect that these changes
have had on the human beings within them. Organisations are constantly
trying to change and develop themselves so that they are better equipped to
face challenges that exist within the greater macro environment. These
changes affect all facets of the organisation and often have a life altering
impact on the employees involved. One such impact that this fluctuating
corporate environment has had on employees is that they are required to
develop themselves to safeguard against unexpected changes that may
jeopardise their job security. Employees are constantly trying to improve
themselves and their marketability so that they may progress in their careers.
The major shift from previous decades is that employees are currently more
committed to their careers than to their organisation (Cavanaugh & Noe,
1999).
Moving up the organisational hierarchy is one way to achieve career
development (Garavan, Collahan, 1996) and may be regarded as reward for
the self-development that one has worked so hard for. If employees do not
see an opportunity to further themselves and their careers, a possible
response would be to leave the organisation and look for other avenues to
achieve this development. The present study aimed to explore this by
determining how a personality construct effects ones perceptions of intraorganisational
mobility and the reactions that these perceptions generate. A large South African banking institution was used to sample employees for the
study and being a service firm, all indications are that it is an extremely underresearched
organisational form (Malos, Campion, 2000).
The key strategic focus of the group is said to include among others, to focus
on customer service, to improve transparency and to meet transformation
goals in line with the financial sector charter. This is in response to numerous
restructuring and change efforts that have taken place within the last two
years. The organisation serves as an illustration of corporate life within South
Africa. The company is continually trying to change and develop to meet the
challenges of the greater macro environment. In doing so, the employees are
required to respond proactively to the changes that take place and develop
themselves accordingly. In light of this, the organisation provided a useful
backdrop from which to analyse the relationship between locus of control,
perceptions of intra-organisational mobility, satisfaction with promotion
opportunities and future career planning.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:wits/oai:wiredspace.wits.ac.za:10539/1761 |
| Date | 16 November 2006 |
| Creators | Dekker, Bryce Baxter |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | 254396 bytes, application/pdf, application/pdf |
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