Intrinsic rewards, organisational commitment (OC) and organisational citizenship behaviours (OCBs) are all considered to be positive constructs in today's world of work, which could have a practically beneficial impact on the employee's career, development and success as well as the organisation's bottom line and overall effectiveness. The meaning and purpose provided by one's job combined with commitment to one's organisation as well as the display of positive, helping behaviours have all become constructs of considerable importance whilst at work. The primary objective of this research study was to investigate the relationship between the three constructs of intrinsic rewards, OC and OCBs amongst permanent employees of an automotive manufacturer in South Africa. An additional aim was to establish whether significant differences existed between the three constructs under study across various demographic variables. The researcher made use of a quantitative research method in order to conduct this study using a cross-sectional design. A composite questionnaire was used to gather the necessary data for the study, inclusive of the Intrinsic Work Rewards Scale (IWRS) which is a 25 item scale measuring the dimensions of meaningful work, varied work, flexible work, challenging work and enjoyable work; the Organisational Commitment Scale (OCS) which is an 18 item scale measuring the desire, need and obligation to remain employed by an organisation; the Organisational Citizenship Behaviour Scale (OCBS) which is consistent of 20 items measuring the behaviours of altruism, courtesy, conscientiousness, civic virtue and sportsmanship; as well as a short demographic section. The questionnaire was electronically administered to 700 employees; however, it was only completed by a sample of 250 employees with a response rate of 35.7 percent. The data was analysed by means of both descriptive and inferential statistics consistent of frequency tables, central tendency and dispersion, Cronbach's alpha testing, Pearson's Product Moment Correlations and analysis of variance. The quantitative findings indicated that all three of the measurement scales were reliably used, due to Cronbach's alpha coefficients exceeding the acceptable 0.60. Significant differences existed in terms of the demographic variables included in the study for OC and to a lesser degree for OCBs and intrinsic rewards. The most significant differences were related to job level. The results identified that strong statistically and practically significant and positive correlations are existent between the constructs of intrinsic rewards, OC and OCBs. The strongest correlations were existent between the dimensions of intrinsic rewards and OC in terms of the desire (affective commitment) and obligation (normative commitment) to remain employed by the organisation as well as the organisational citizenship behaviour (OCB) dimensions of civic virtue and conscientiousness. The strongest correlations in terms of OCBs and OC were between the OCB dimensions of civic virtue and altruism with affective commitment. The findings of this research study contribute to the literature available in terms of the constructs of intrinsic rewards, OC and OCBs and also provide statistical and practical evidence of the positive correlations between the three constructs. Consequently, the results from this study provided the management of this automotive manufacturer with important information into the intrinsic nature of their employees' jobs, the levels of OC as well as the propensity of their employees to display OCBs at work.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nmmu/vital:27167 |
| Date | January 2016 |
| Creators | Weyers, Leandra |
| Publisher | Nelson Mandela Metropolitan University, Faculty of Business and Economic Sciences |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis, Masters, MCom |
| Format | xv, 197 leaves, pdf |
| Rights | Nelson Mandela Metropolitan University |
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