Submitted in the fulfilment of the requirements for the Degree of
Doctor of Technology: Management, Durban University of Technology, 2012. / It has become imperative for organisations to create family-friendly work-environments,
where employees can effectively balance work and family life, in order to ensure
employee satisfaction and increased productivity. A critical review of the quality of work
life factors and organizational commitment literature was therefore conducted, in order
to ascertain their psychometric applicability to knowledge workers within the Pulp and
Paper industry in the greater eThekwini Metropolitan Area.
A total of 450 questionnaires were distributed to employees in the pulp and paper
industry within the eThekwini metropolitan area. The employees were randomly
selected, while the organisations were stratified selected. A questionnaire was used to
measure the different dimensions of quality of work life factors as well as the different
dimensions of organisational commitment. The gathered data was processed through
an SPSS program. A number of statistical tests were then performed on the collected
data, where biographical variables were compared with the independent variables. The
questionnaire was considered moderately reliable because the overall coefficient alpha
was 0.525.
The Pearson’s value indicated that there was a positive relationship at 0.01 level of
significance between the majority of the quality of work factors (organizational climate,
task characteristics, job satisfaction, role behaviour, utilization and future orientation)
and the organisational commitment. No relationship was found between remuneration
and organizational commitment. There was no significant difference in organizational
commitment across the biographical variables of marital status, age, length of service
and span of control. There was, however, a significant difference in organizational
commitment across different levels of education. The Analysis of variance indicated that
there was no significant difference in organizational commitment across marital status
group. There was however a significant difference in organizational commitment across
length of service. There was a significant difference I organizational commitment across
supervisory span of control. The results from the hierarchical multiple regression
indicated that with the exception of age, education and experience, all other
demographics variables do not have an impact on affective commitment.
The results also indicated that age, education and experience had an impact on
continuance commitment. Similarly, age and education contribute significantly to
normative commitment.
The structural equation model comparative technique was performed to all constructed
models and indicated that all models had a good fit in relation to the data based on the
GFI. The best-fitting model for consequences demonstrated that organisational
citizenship behaviour and procedural justice were important variables. Apart from that,
affective, continuance and normative commitment were also found to be part of the
model.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:dut/oai:localhost:10321/860 |
| Date | 05 June 2013 |
| Creators | Ngcobo, Nathi Cedrick |
| Contributors | Dlamini, B. I. |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | 240 p |
Page generated in 0.0025 seconds