A qualitative exploration of employees' views on organisational commitment.
- Authors: Lesabe, R.A-F. , Nkosi, T.J.
- Date: 2007
- Subjects: Organisational commitment , Employee turnover , Retention
- Type: Article
- Identifier: uj:5646 , http://hdl.handle.net/10210/2885
- Description: It is generally accepted that employee commitment has an impact on the overall functioning of organisations. Therefore, the primary aim of this qualitative explorative study is to detect and describe views of a group of employees at a local Johannesburg retail organisation regarding employee turnover and retention in the organisation. Relevant theoretical key concepts and views of scholars are carefully integrated and described briefly. Qualitative methods were used to collect and analyse the data. The research findings are explicitly outlined and linked to the existing literature on organisational commitment. The article is concluded with some recommendations.
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- Authors: Lesabe, R.A-F. , Nkosi, T.J.
- Date: 2007
- Subjects: Organisational commitment , Employee turnover , Retention
- Type: Article
- Identifier: uj:5646 , http://hdl.handle.net/10210/2885
- Description: It is generally accepted that employee commitment has an impact on the overall functioning of organisations. Therefore, the primary aim of this qualitative explorative study is to detect and describe views of a group of employees at a local Johannesburg retail organisation regarding employee turnover and retention in the organisation. Relevant theoretical key concepts and views of scholars are carefully integrated and described briefly. Qualitative methods were used to collect and analyse the data. The research findings are explicitly outlined and linked to the existing literature on organisational commitment. The article is concluded with some recommendations.
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Leadership style and its relation to employee attitudes and behaviour.
- Mester, C.A., Visser, D., Roodt, G., Kellerman, A.M.
- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
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- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
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Die verband tussen werknemertevredenheid en organisasieverbondenheid.
- Pretorius, A.A.S., Roodt, G.
- Authors: Pretorius, A.A.S. , Roodt, G.
- Date: 2004
- Subjects: Employee satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:6324 , http://hdl.handle.net/10210/1070
- Description: The relationship between employee satisfaction and organisational commitment. The primary goal of the study is to determine whether a relationship exists between employee satisfaction and organisational commitment. A secondary goal is to determine whether any biographical variables mediate this relationship. Standardised instruments were used for operationalising these two contructs. A sample of convenience yielded 167 respondents out of a sampling frame of 300 employees from a financial organisation. Only 145 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between employee satisfaction and organisational commitment was found. The implications of the findings are discussed further.
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- Authors: Pretorius, A.A.S. , Roodt, G.
- Date: 2004
- Subjects: Employee satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:6324 , http://hdl.handle.net/10210/1070
- Description: The relationship between employee satisfaction and organisational commitment. The primary goal of the study is to determine whether a relationship exists between employee satisfaction and organisational commitment. A secondary goal is to determine whether any biographical variables mediate this relationship. Standardised instruments were used for operationalising these two contructs. A sample of convenience yielded 167 respondents out of a sampling frame of 300 employees from a financial organisation. Only 145 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between employee satisfaction and organisational commitment was found. The implications of the findings are discussed further.
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Factors affecting the retention of knowledge workers.
- Authors: Sutherland, M. , Jordaan, W.
- Date: 2004
- Subjects: Knowledge workers , Labour turnover , Job satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:5683 , http://hdl.handle.net/10210/2928
- Description: One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service. Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed.
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- Authors: Sutherland, M. , Jordaan, W.
- Date: 2004
- Subjects: Knowledge workers , Labour turnover , Job satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:5683 , http://hdl.handle.net/10210/2928
- Description: One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service. Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed.
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Die verband tussen organisasiesosialisering en organisasieverbondenheid.
- Authors: Storm, L. , Roodt, G.
- Date: 2002
- Subjects: Organisational socialisation , Organisational commitment
- Type: Article
- Identifier: uj:6314 , http://hdl.handle.net/10210/1061
- Description: The relationship between Organisational Socialisation and Organisational Commitment.The purpose of the study was to determine the relationship between organisational socialisation and organisational commitment. Standardized instruments were used for operationalising these two constructs. A sample of convenience yielded 168 respondents out of a total population of 466 employees (Patterson C and D bands) from a stainless steel producer. Only 132 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between organisational socialisation and organisational commitmentwas found. The implication of the findings are discussed further.
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- Authors: Storm, L. , Roodt, G.
- Date: 2002
- Subjects: Organisational socialisation , Organisational commitment
- Type: Article
- Identifier: uj:6314 , http://hdl.handle.net/10210/1061
- Description: The relationship between Organisational Socialisation and Organisational Commitment.The purpose of the study was to determine the relationship between organisational socialisation and organisational commitment. Standardized instruments were used for operationalising these two constructs. A sample of convenience yielded 168 respondents out of a total population of 466 employees (Patterson C and D bands) from a stainless steel producer. Only 132 respondents returned fully completed questionnaires that were used for final analysis. Responses from both questionnaires were subjected to a factor and item analysis. A statistically significant relation between organisational socialisation and organisational commitmentwas found. The implication of the findings are discussed further.
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Die verband tussen die sielkundige kontrak en organisasieverbondenheid.
- Stanz, K.J., Slabbert, J.A., Schepers, J.M.
- Authors: Stanz, K.J. , Slabbert, J.A. , Schepers, J.M.
- Date: 1999
- Subjects: Psychological contract , Organisational commitment , Dhammanungune Model
- Type: Article
- Identifier: uj:6340 , http://hdl.handle.net/10210/1085
- Description: The relationship between the psychological contract and organisational commitment. The aim of this study is to design a measuring instrument with acceptable metric characteristics for the strength of the psychological contract within the South African context, and to determine empirically the relation between the strength of the psychological contract and organisational commitment. The Dhammanungune Model served as foundation for the design of the Strength of the Psychological Contract Questionnaire which consists of two scale namely, a needs expectation scale and a needs fulfilment expectation scale. The items of each scale have been formulated in the manner that ensures that the respondent react consecutively to two instructions namely, (a) the level of the expectation and (b) the importance of the expectation. This questionnaire was administered together with the Organisational Commitment Questionnaire to two population groups within the military environment. The Pearson Product Moment Correlation was calculated between the strength of the psychological contract and organisational commitment and the significance of the correlations was evaluated.
- Full Text:
- Authors: Stanz, K.J. , Slabbert, J.A. , Schepers, J.M.
- Date: 1999
- Subjects: Psychological contract , Organisational commitment , Dhammanungune Model
- Type: Article
- Identifier: uj:6340 , http://hdl.handle.net/10210/1085
- Description: The relationship between the psychological contract and organisational commitment. The aim of this study is to design a measuring instrument with acceptable metric characteristics for the strength of the psychological contract within the South African context, and to determine empirically the relation between the strength of the psychological contract and organisational commitment. The Dhammanungune Model served as foundation for the design of the Strength of the Psychological Contract Questionnaire which consists of two scale namely, a needs expectation scale and a needs fulfilment expectation scale. The items of each scale have been formulated in the manner that ensures that the respondent react consecutively to two instructions namely, (a) the level of the expectation and (b) the importance of the expectation. This questionnaire was administered together with the Organisational Commitment Questionnaire to two population groups within the military environment. The Pearson Product Moment Correlation was calculated between the strength of the psychological contract and organisational commitment and the significance of the correlations was evaluated.
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