A predictive model of employee commitment in an organisation striving to become world-class.
- Authors: Janse van Rensburg, Karen
- Date: 2007-10-23T09:19:50Z
- Subjects: employee motivation , organizational commitment , Employee Equity Act, 1998 , mentoring in business , employee empowerment
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/381896 , uj:6366 , http://hdl.handle.net/10210/110
- Description: The point of departure of this study is that there is a need to successfully integrate and identify the relationship between employees’ perceptions of employment equity and black economic empowerment, the influence thereof on the various factors associated with employee commitment as well as the role of the mentor and union commitment. Thus, the development of a predictive model becomes an important tool to be used by organisations in future. Literature research The primary objective of the study is to provide research evidence for a predictive model of employee commitment. The secondary objectives focus on outlining the concept of commitment; describing comprehensively the antecedents of employee commitment; describing the relationship between employee commitment and union commitment; describing the perceptions of the Employment Equity Act; describing the perceptions of the Broad-based Black Economic Empowerment Act; and describing the concept of mentorship. Lastly, the role of a mentor as a moderator of organisation commitment, the perceptions of employment equity and the perceptions of black economic empowerment are described. A review of the relevant literature reveals that the construct of organisation commitment as characterised by the relevant literature includes a large number of explanatory and descriptive concepts without an attempt to integrate these concepts and therefore there is a lack of parsimony (Roodt, 1991, 1992). Organisation commitment has not developed in an evolutionary way with regard to meaning and relationships with other commitment concepts (Morrow, 1983). Knoop (1986); Morrow and McElroy (1986); O’Reilly and Chatman (1986); Rabinowitz and Hall (1977) and Roodt (2004) also support this idea. The relevant literature also confirms the lack of the integration of all the variables correlated with commitment and differences in opinion about dual commitment (organisation and union commitment). Employment equity and mentorship research are also fragmented and little research has been conducted on black economic empowerment. This emphasises the need for an integrated predictive model of employee commitment. Empirical research objective The primary objective of the study was to investigate key relationships between variables in the model in order to propose a predictive model of employee commitment. Other objectives were defined as follows: • Determine the interactive relationship between organisation-related commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between union commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of employment equity (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of black economic empowerment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the relationship between organisation-related commitment and union commitment. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and organisation-related commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and organisation-related commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the organisation. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and union commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and union commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the union. Participants A primary data set was used. The primary data was obtained from a sample drawn from a large transport organisation. A convenience sample was drawn from a sampling frame of 1 200 employees and yielded 637 completed questionnaires. A response rate of 53% was obtained. Only completed records were used for the data analyses. The respondents were predominantly Afrikaans-speaking, white males, 36 years and older, with 10 years of service or longer, who are married with a standard 10 or higher qualification. The participants were predominantly drawn from the junior officer group and belonged to a union. The majority did not have a mentor. The measuring instrument The Employee Commitment Questionnaire, the data-gathering tool of this study, consists of five questionnaires, namely Organisation-related Commitment, Union Commitment, Perceptions of Employment Equity, Perceptions of Black Economic Empowerment and Perceptions of the Mentor’s Role Questionnaires. The combined total items of the questionnaire consisted of 103 items. The research procedure The primary data set was obtained from a sample drawn from a transport organisation. In order to have an inclusive approach, the researcher used the intranet and sent hard copies of the survey to employees. Participation was voluntary, and confidentiality and anonymity were guaranteed. Statistical analysis The particular statistical procedures used were selected based on their suitability to test the research hypotheses of the study. These procedures include descriptive statistics, factor analyses, analyses of variance and covariance and a General Linear Modelling (GLM). In respect of the factor analyses, a procedure developed by Schepers (1992) was followed. This procedure includes first and second level factor analyses. A General Linear Modelling (GLM) was used to evaluate the predictive model of employee commitment. The Statistical Consultation Service of the Rand Afrikaans University conducted the analyses. All the calculations were done by means of the SPSS Windows program of SPSS International. Conclusions and recommendations An empirical predictive model of organisation-related commitment and union commitment was developed. This model indicates that organisation-related commitment and union commitment are mainly predicted by perceptions of employment equity and perceptions of black economic empowerment. These perceptions have a strong bearing on people’s beliefs, values and needs. This could be a possible reason for the large amount of variance that is explained. The theoretical model proposed initially was amended to reflect the findings. The study has little nomothetic value, as it was limited to a single organisation. Further research needs to be conducted across organisations in similar contexts to establish the external validity of the findings. The findings have some theoretical value as the perceptions of employment equity and the perceptions of black economic empowerment were for the first time included as predictors of employee commitment. Furthermore, a more sophisticated multi-variate General Linear Modelling (GLM) was used for the prediction of employee commitment. Isolating predictors that explain the variance in the criterion provided a parsimonious predictive model. The model also illustrates possible significant interaction effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining employee commitment in a diverse workforce setting where the perceptions of employment equity and the perceptions of black economic empowerment are applied. , Prof. Gert Roodt
- Full Text:
- Authors: Janse van Rensburg, Karen
- Date: 2007-10-23T09:19:50Z
- Subjects: employee motivation , organizational commitment , Employee Equity Act, 1998 , mentoring in business , employee empowerment
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/381896 , uj:6366 , http://hdl.handle.net/10210/110
- Description: The point of departure of this study is that there is a need to successfully integrate and identify the relationship between employees’ perceptions of employment equity and black economic empowerment, the influence thereof on the various factors associated with employee commitment as well as the role of the mentor and union commitment. Thus, the development of a predictive model becomes an important tool to be used by organisations in future. Literature research The primary objective of the study is to provide research evidence for a predictive model of employee commitment. The secondary objectives focus on outlining the concept of commitment; describing comprehensively the antecedents of employee commitment; describing the relationship between employee commitment and union commitment; describing the perceptions of the Employment Equity Act; describing the perceptions of the Broad-based Black Economic Empowerment Act; and describing the concept of mentorship. Lastly, the role of a mentor as a moderator of organisation commitment, the perceptions of employment equity and the perceptions of black economic empowerment are described. A review of the relevant literature reveals that the construct of organisation commitment as characterised by the relevant literature includes a large number of explanatory and descriptive concepts without an attempt to integrate these concepts and therefore there is a lack of parsimony (Roodt, 1991, 1992). Organisation commitment has not developed in an evolutionary way with regard to meaning and relationships with other commitment concepts (Morrow, 1983). Knoop (1986); Morrow and McElroy (1986); O’Reilly and Chatman (1986); Rabinowitz and Hall (1977) and Roodt (2004) also support this idea. The relevant literature also confirms the lack of the integration of all the variables correlated with commitment and differences in opinion about dual commitment (organisation and union commitment). Employment equity and mentorship research are also fragmented and little research has been conducted on black economic empowerment. This emphasises the need for an integrated predictive model of employee commitment. Empirical research objective The primary objective of the study was to investigate key relationships between variables in the model in order to propose a predictive model of employee commitment. Other objectives were defined as follows: • Determine the interactive relationship between organisation-related commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between union commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of employment equity (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of black economic empowerment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the relationship between organisation-related commitment and union commitment. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and organisation-related commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and organisation-related commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the organisation. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and union commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and union commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the union. Participants A primary data set was used. The primary data was obtained from a sample drawn from a large transport organisation. A convenience sample was drawn from a sampling frame of 1 200 employees and yielded 637 completed questionnaires. A response rate of 53% was obtained. Only completed records were used for the data analyses. The respondents were predominantly Afrikaans-speaking, white males, 36 years and older, with 10 years of service or longer, who are married with a standard 10 or higher qualification. The participants were predominantly drawn from the junior officer group and belonged to a union. The majority did not have a mentor. The measuring instrument The Employee Commitment Questionnaire, the data-gathering tool of this study, consists of five questionnaires, namely Organisation-related Commitment, Union Commitment, Perceptions of Employment Equity, Perceptions of Black Economic Empowerment and Perceptions of the Mentor’s Role Questionnaires. The combined total items of the questionnaire consisted of 103 items. The research procedure The primary data set was obtained from a sample drawn from a transport organisation. In order to have an inclusive approach, the researcher used the intranet and sent hard copies of the survey to employees. Participation was voluntary, and confidentiality and anonymity were guaranteed. Statistical analysis The particular statistical procedures used were selected based on their suitability to test the research hypotheses of the study. These procedures include descriptive statistics, factor analyses, analyses of variance and covariance and a General Linear Modelling (GLM). In respect of the factor analyses, a procedure developed by Schepers (1992) was followed. This procedure includes first and second level factor analyses. A General Linear Modelling (GLM) was used to evaluate the predictive model of employee commitment. The Statistical Consultation Service of the Rand Afrikaans University conducted the analyses. All the calculations were done by means of the SPSS Windows program of SPSS International. Conclusions and recommendations An empirical predictive model of organisation-related commitment and union commitment was developed. This model indicates that organisation-related commitment and union commitment are mainly predicted by perceptions of employment equity and perceptions of black economic empowerment. These perceptions have a strong bearing on people’s beliefs, values and needs. This could be a possible reason for the large amount of variance that is explained. The theoretical model proposed initially was amended to reflect the findings. The study has little nomothetic value, as it was limited to a single organisation. Further research needs to be conducted across organisations in similar contexts to establish the external validity of the findings. The findings have some theoretical value as the perceptions of employment equity and the perceptions of black economic empowerment were for the first time included as predictors of employee commitment. Furthermore, a more sophisticated multi-variate General Linear Modelling (GLM) was used for the prediction of employee commitment. Isolating predictors that explain the variance in the criterion provided a parsimonious predictive model. The model also illustrates possible significant interaction effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining employee commitment in a diverse workforce setting where the perceptions of employment equity and the perceptions of black economic empowerment are applied. , Prof. Gert Roodt
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Institutionalising ethics in organisations.
- Authors: Goosen, Xenia
- Date: 2007-10-23T08:55:57Z
- Subjects: mentoring in business , business ethics
- Type: Thesis
- Identifier: uj:6312 , http://hdl.handle.net/10210/105
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, the ethical behaviour of their employees. The possibility that mentoring may act as a vehicle to institutionalise corporate ethical practices was proposed as a possible solution to the aforementioned problem. This possibility was formulated in the form of a research question. A literature study on mentoring and ethics was applied as theoretical foundation to this research. The aim of this part of the study was to answe r the first six research sub-questions related to mentoring and ethics. A qualitative study followed to answer the remaining sub-questions , namely whether organisations do make use of mentoring as a tool to institutionalise ethical behaviour; to establish how organisations make use of mentoring to institutionalise ethical behaviour; and whether mentoring is a suitable vehicle to institutionalise corporate ethical practices. From this study, it became evident that organisations do implement mentoring to a certain extent, but do not formally use mentoring as a tool to convey ethical messages. This study revealed that mentors transfer ethical messages on an informal basis, although the organisation does not expect them to do so. Further, no previous research could be found on the role of mentoring in the institutionalisation of business ethics. All participants of this study agreed that mentoring would be suitable as vehicle to institutionalise corporate ethical principles. This process needs to be formalised and integrated. An integrated model of mentoring in the institutionalisation of business ethics was generated which highlights the compatibility of these two processes. This model could be a handy tool firstly for designers of mentoring programmes, secondly for organisations implementing mentoring programmes and finally for tertiary institutions that train managers. , Prof. LJ Van Vuuren
- Full Text:
- Authors: Goosen, Xenia
- Date: 2007-10-23T08:55:57Z
- Subjects: mentoring in business , business ethics
- Type: Thesis
- Identifier: uj:6312 , http://hdl.handle.net/10210/105
- Description: The phenomenon exists that organisations do not do much to ensure the institutionalisation of business ethics in general, and more specifically, the ethical behaviour of their employees. The possibility that mentoring may act as a vehicle to institutionalise corporate ethical practices was proposed as a possible solution to the aforementioned problem. This possibility was formulated in the form of a research question. A literature study on mentoring and ethics was applied as theoretical foundation to this research. The aim of this part of the study was to answe r the first six research sub-questions related to mentoring and ethics. A qualitative study followed to answer the remaining sub-questions , namely whether organisations do make use of mentoring as a tool to institutionalise ethical behaviour; to establish how organisations make use of mentoring to institutionalise ethical behaviour; and whether mentoring is a suitable vehicle to institutionalise corporate ethical practices. From this study, it became evident that organisations do implement mentoring to a certain extent, but do not formally use mentoring as a tool to convey ethical messages. This study revealed that mentors transfer ethical messages on an informal basis, although the organisation does not expect them to do so. Further, no previous research could be found on the role of mentoring in the institutionalisation of business ethics. All participants of this study agreed that mentoring would be suitable as vehicle to institutionalise corporate ethical principles. This process needs to be formalised and integrated. An integrated model of mentoring in the institutionalisation of business ethics was generated which highlights the compatibility of these two processes. This model could be a handy tool firstly for designers of mentoring programmes, secondly for organisations implementing mentoring programmes and finally for tertiary institutions that train managers. , Prof. LJ Van Vuuren
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Individual facilitation: a personal and professional leadership perspective.
- Authors: Du Toit, Christina Susanna
- Date: 2007-10-22T10:59:27Z
- Subjects: mentoring in business , counseling of employees , training of employees , personal coaching , leadership
- Type: Thesis
- Identifier: uj:10792 , http://hdl.handle.net/10210/102
- Description: The hypothesis of this research was that Personal and Professional Leadership Individual Facilitation (PPLIF) could help people with problems or who are in difficult situations to deal with the problems they are experiencing. The main aim and objective of this research was to describe the nature and importance of PPLIF and suggest the possible contribution, it could make as a new concept in the Personal and Professional Leadership (PPL) field. The qualitative research methodology used in the research includes general, hermeneutic and descriptive strategies. The research methods used include a word and concept analysis, a literature study, and problem defining and critical analysis in order to clarify concepts central to the research. Case studies were also made to clarify the application of PPLIF to the problems experienced by participants from diverse backgrounds. PPLIF can be defined as a holistic leadership guide that helps an individual to grow in order to achieve his full potential. PPLIF is a facilitative approach. It presents a radical new method for addressing an individual's problems by obtaining information, developing new perspectives and therefore resolving problems that are deep-rooted in a person. PPLIF aims at a positive outcome and works with the here and now to change the future for the better. PPLIF is a structured conversation that is more facilitative than prescriptive and involves the support and encouragement of the client. PPLIF does not “solve” but tries to help to review options or choices. It uses informal facilitation to keep the client focused on the objectives of the session to clarify misunderstandings and support the person to solve problems themselves by achieving their goals. PPLIF consist of four stages: connecting, understanding, deciding and executing. These stages are designed and developed to increase personal, xiii interpersonal and professional growth strategies, which could lead to progressively higher forms of responsible independence and effective decision making. PPLIF aims to align the client with his/her goals. The PPLIF practitioner systematically develops the skills and leadership abilities of the client and helps the client realise where he wants to go. A PPLIF practitioner surveys the problem or situation by asking questions. The PPLIF practitioner tries to equip clients with the tools, knowledge and opportunities they need to develop themselves and to become successful. PPLIF’s clients are encouraged to take responsibility for their own learning outcomes. PPLIF focuses on personal development and mastery, and could guide and support a client in situations where, for example, they have to cope with change, set goals, develop action plans, progress in careers, enhance self-esteem and restore a holistic life balance. PPLIF could thus enable people to gain greater control over their lives, which in turn will create a sense of meaning. The research concludes by indicating that PPLIF can make a valuable contribution to supporting people with problems in their lives. , Prof. DPJ Smith
- Full Text:
- Authors: Du Toit, Christina Susanna
- Date: 2007-10-22T10:59:27Z
- Subjects: mentoring in business , counseling of employees , training of employees , personal coaching , leadership
- Type: Thesis
- Identifier: uj:10792 , http://hdl.handle.net/10210/102
- Description: The hypothesis of this research was that Personal and Professional Leadership Individual Facilitation (PPLIF) could help people with problems or who are in difficult situations to deal with the problems they are experiencing. The main aim and objective of this research was to describe the nature and importance of PPLIF and suggest the possible contribution, it could make as a new concept in the Personal and Professional Leadership (PPL) field. The qualitative research methodology used in the research includes general, hermeneutic and descriptive strategies. The research methods used include a word and concept analysis, a literature study, and problem defining and critical analysis in order to clarify concepts central to the research. Case studies were also made to clarify the application of PPLIF to the problems experienced by participants from diverse backgrounds. PPLIF can be defined as a holistic leadership guide that helps an individual to grow in order to achieve his full potential. PPLIF is a facilitative approach. It presents a radical new method for addressing an individual's problems by obtaining information, developing new perspectives and therefore resolving problems that are deep-rooted in a person. PPLIF aims at a positive outcome and works with the here and now to change the future for the better. PPLIF is a structured conversation that is more facilitative than prescriptive and involves the support and encouragement of the client. PPLIF does not “solve” but tries to help to review options or choices. It uses informal facilitation to keep the client focused on the objectives of the session to clarify misunderstandings and support the person to solve problems themselves by achieving their goals. PPLIF consist of four stages: connecting, understanding, deciding and executing. These stages are designed and developed to increase personal, xiii interpersonal and professional growth strategies, which could lead to progressively higher forms of responsible independence and effective decision making. PPLIF aims to align the client with his/her goals. The PPLIF practitioner systematically develops the skills and leadership abilities of the client and helps the client realise where he wants to go. A PPLIF practitioner surveys the problem or situation by asking questions. The PPLIF practitioner tries to equip clients with the tools, knowledge and opportunities they need to develop themselves and to become successful. PPLIF’s clients are encouraged to take responsibility for their own learning outcomes. PPLIF focuses on personal development and mastery, and could guide and support a client in situations where, for example, they have to cope with change, set goals, develop action plans, progress in careers, enhance self-esteem and restore a holistic life balance. PPLIF could thus enable people to gain greater control over their lives, which in turn will create a sense of meaning. The research concludes by indicating that PPLIF can make a valuable contribution to supporting people with problems in their lives. , Prof. DPJ Smith
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