Centrality of religiosity as a moderator of the relationship between workplace spirituality and organisational citizenship behaviour among police officers in the Raymond Mhlaba Local Municipality
- Authors: Noko, Sibongile
- Date: 2020
- Subjects: Religion in the workplace Employees -- Religious life Organizational change
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12491 , vital:39268
- Description: The significant positive relationships between workplace spirituality and organisational citizenship behaviour, as well as between centrality of religiosity and oganisational citizenship behaviour among police officers, confirm the relevance of social exchange theory and affective events theory to police officers’ behaviour. This study confirms the applicability of Social Exchange Theory (SET) and Affective Events Theory (AET). The current study utilized the SET and AET to examine the correlation between workplace spirituality and centrality of religiosity as well as organisational citizenship behaviour among Police officers in the Raymond Mlaba Local Municipality of the Eastern Cape. There is limited previous research concerning the influence of workplace spirituality and centrality of religiosity on organisational citizenship behaviour among police officers in the South African Police Services (SAPS) Department. A quantitative cross-sectional survey was conducted. The sample (N= 100) consist of Police officers from Raymond Mhlaba Local Municipality Police stations. Data were collected through the questionnaire method and SPSS was used for data analysis. A correlational analysis coupled with a simple linear regression analysis was utilised to determine whether there existed any significant relationship with the study’s theoretical attributes. The results of the simple linear regression indicated that workplace spirituality is positively correlated with organisational citizenship behaviour; which is similar to the centrality of religiosity. The results from multiple linear regression showed that the centrality of religiosity does moderate the correlation between workplace spirituality and organisational citizenship behaviour. The results of Multiple linear regression also showed that Workplace spirituality and centrality of religiosity both account for an extensively higher proportion vi of variance in organisational citizenship behaviour than in any of the two variables. This study augments existing knowledge on workplace spirituality, the centrality of religiosity and organisational citizenship behaviour among Police officers in the Raymond Mhlaba Local Municipality, which has largely been ignored by previous researchers, validates certain aspects of the SET and AET. The Station Commanders or Captains should give consideration on how to make the workplace more conducive to the centrality of religiosity and workplace spirituality; so that the Police officers can increase their organisational citizenship behaviour. Strategies need to be implemented to improve managerial and coworker support for Police officers through socialization and team building activities. However, to overcome feelings of occupational stress and their effects on well-being, employers should provide adequate information on any changes in the police service that may entail excessive work demand and dangerous working conditions.
- Full Text:
- Date Issued: 2020
- Authors: Noko, Sibongile
- Date: 2020
- Subjects: Religion in the workplace Employees -- Religious life Organizational change
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12491 , vital:39268
- Description: The significant positive relationships between workplace spirituality and organisational citizenship behaviour, as well as between centrality of religiosity and oganisational citizenship behaviour among police officers, confirm the relevance of social exchange theory and affective events theory to police officers’ behaviour. This study confirms the applicability of Social Exchange Theory (SET) and Affective Events Theory (AET). The current study utilized the SET and AET to examine the correlation between workplace spirituality and centrality of religiosity as well as organisational citizenship behaviour among Police officers in the Raymond Mlaba Local Municipality of the Eastern Cape. There is limited previous research concerning the influence of workplace spirituality and centrality of religiosity on organisational citizenship behaviour among police officers in the South African Police Services (SAPS) Department. A quantitative cross-sectional survey was conducted. The sample (N= 100) consist of Police officers from Raymond Mhlaba Local Municipality Police stations. Data were collected through the questionnaire method and SPSS was used for data analysis. A correlational analysis coupled with a simple linear regression analysis was utilised to determine whether there existed any significant relationship with the study’s theoretical attributes. The results of the simple linear regression indicated that workplace spirituality is positively correlated with organisational citizenship behaviour; which is similar to the centrality of religiosity. The results from multiple linear regression showed that the centrality of religiosity does moderate the correlation between workplace spirituality and organisational citizenship behaviour. The results of Multiple linear regression also showed that Workplace spirituality and centrality of religiosity both account for an extensively higher proportion vi of variance in organisational citizenship behaviour than in any of the two variables. This study augments existing knowledge on workplace spirituality, the centrality of religiosity and organisational citizenship behaviour among Police officers in the Raymond Mhlaba Local Municipality, which has largely been ignored by previous researchers, validates certain aspects of the SET and AET. The Station Commanders or Captains should give consideration on how to make the workplace more conducive to the centrality of religiosity and workplace spirituality; so that the Police officers can increase their organisational citizenship behaviour. Strategies need to be implemented to improve managerial and coworker support for Police officers through socialization and team building activities. However, to overcome feelings of occupational stress and their effects on well-being, employers should provide adequate information on any changes in the police service that may entail excessive work demand and dangerous working conditions.
- Full Text:
- Date Issued: 2020
Organisational justice as a predictor of organisational citizenship behaviour among academic employees at the University of Fort Hare in South Africa
- Authors: Matsungo, Forget
- Date: 2020
- Subjects: Organizational change Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12458 , vital:39265
- Description: This research was designed to examine the relationship between Organisational Justice (OJ) constructs and Organizational Citizenship Behaviour (OCB). This study was based on social exchange theory, the norm of reciprocity. The sample for the study consisted of 184 academic members of staff from the University of Fort Hare in the Eastern Cape Province, South Africa. Moorman and Niehoff (1993). Organizational Justice Scale was used to measure justice and Podsakoff, MacKenzie, Moorman, and Fetter’s (1990) OCB Scale was used to measure extra role behaviours. Data analysis was done by means of the Spearman Rank Order Correlation Coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 25. The findings revealed a positive and significant relationship between OJ and OCB. More specifically, OJ was revealed be significantly positively associated with the measures of OCB (courtesy, altruism, civic virtue, conscientiousness, and sportsmanship) at the University of Fort Hare. Therefore, to improve work performance it is imperative that the university should continuously ensure and promote: fairness in their decisions relating (distributive justice); fairness of the methods, mechanisms, processes, and procedures used to determine the decisions or outcomes (procedural justice); as well as fairness in the quality of the interpersonal treatment employees receive within the work environment (interactional justice). This is particularly so, because when employees perceives that there is emphasis on justice or fairness (procedural justice, distributive justice, and interactional justice) within the organisation, they may reciprocate this gesture by displaying desirable discretionary work related behaviours. Theoretical and managerial implications and suggestions for future research are discussed
- Full Text:
- Date Issued: 2020
- Authors: Matsungo, Forget
- Date: 2020
- Subjects: Organizational change Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12458 , vital:39265
- Description: This research was designed to examine the relationship between Organisational Justice (OJ) constructs and Organizational Citizenship Behaviour (OCB). This study was based on social exchange theory, the norm of reciprocity. The sample for the study consisted of 184 academic members of staff from the University of Fort Hare in the Eastern Cape Province, South Africa. Moorman and Niehoff (1993). Organizational Justice Scale was used to measure justice and Podsakoff, MacKenzie, Moorman, and Fetter’s (1990) OCB Scale was used to measure extra role behaviours. Data analysis was done by means of the Spearman Rank Order Correlation Coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 25. The findings revealed a positive and significant relationship between OJ and OCB. More specifically, OJ was revealed be significantly positively associated with the measures of OCB (courtesy, altruism, civic virtue, conscientiousness, and sportsmanship) at the University of Fort Hare. Therefore, to improve work performance it is imperative that the university should continuously ensure and promote: fairness in their decisions relating (distributive justice); fairness of the methods, mechanisms, processes, and procedures used to determine the decisions or outcomes (procedural justice); as well as fairness in the quality of the interpersonal treatment employees receive within the work environment (interactional justice). This is particularly so, because when employees perceives that there is emphasis on justice or fairness (procedural justice, distributive justice, and interactional justice) within the organisation, they may reciprocate this gesture by displaying desirable discretionary work related behaviours. Theoretical and managerial implications and suggestions for future research are discussed
- Full Text:
- Date Issued: 2020
Psychological capital as a moderator of the relationship between intrinsic motivation and employee engagement at public hospital in the Eastern Cape, a South Africa
- Authors: Skoti , Bulumko
- Date: 2020
- Subjects: Employee motivation
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18996 , vital:43006
- Description: Employee engagement is an important characteristic that all organizations would be happy to have among all their employees. This is because employee engagement is linked with many desirable organisational outcomes such as job satisfaction, productivity, and employee retention. It is therefore extremely important for organisations to know how engagement among employees can be generated or enhanced, especially in the South African public health sector that is characterised by high levels of stress and labour turnover among its employees. The main objective of the present study was accordingly to explore (i) the role of intrinsic motivation and psychological capital as individual and combined predictors of employee engagement, and (ii) the role of psychological capital as a moderator of the relationship between intrinsic motivation and employee engagement. A quantitative approach was adopted and a structured self-administered questionnaire was used in data collection. Simple Linear Regression and Hierarchical Multiple Regression were used in hypothesis testing. The results revealed a significant positive relationship between intrinsic motivation and employee engagement. Psychological capital was also found to be significantly positively related to employee engagement. Intrinsic motivation and psychological capital (combined) were found to account for a significantly higher proportion of variance in employee engagement than intrinsic motivation alone but they did not account for a significantly higher proportion of variance in employee engagement than psychological capital alone. The limitations of the study were highlighted and recommendations were made for future research directions. Recommendations were also made for the managerial and professional application of the results of the present study.
- Full Text:
- Date Issued: 2020
- Authors: Skoti , Bulumko
- Date: 2020
- Subjects: Employee motivation
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18996 , vital:43006
- Description: Employee engagement is an important characteristic that all organizations would be happy to have among all their employees. This is because employee engagement is linked with many desirable organisational outcomes such as job satisfaction, productivity, and employee retention. It is therefore extremely important for organisations to know how engagement among employees can be generated or enhanced, especially in the South African public health sector that is characterised by high levels of stress and labour turnover among its employees. The main objective of the present study was accordingly to explore (i) the role of intrinsic motivation and psychological capital as individual and combined predictors of employee engagement, and (ii) the role of psychological capital as a moderator of the relationship between intrinsic motivation and employee engagement. A quantitative approach was adopted and a structured self-administered questionnaire was used in data collection. Simple Linear Regression and Hierarchical Multiple Regression were used in hypothesis testing. The results revealed a significant positive relationship between intrinsic motivation and employee engagement. Psychological capital was also found to be significantly positively related to employee engagement. Intrinsic motivation and psychological capital (combined) were found to account for a significantly higher proportion of variance in employee engagement than intrinsic motivation alone but they did not account for a significantly higher proportion of variance in employee engagement than psychological capital alone. The limitations of the study were highlighted and recommendations were made for future research directions. Recommendations were also made for the managerial and professional application of the results of the present study.
- Full Text:
- Date Issued: 2020
Job engagement, Self-efficacy and Organisational citizenship behaviour among employees in selected insurance companies in the eastern cape province
- Authors: Ntshentshe, Sinazo
- Date: 2019
- Subjects: Organizational behavior -- South Africa -- Eastern Cape Job satisfaction -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12502 , vital:39269
- Description: The present study investigated “Job engagement, self-efficacy and organisational citizenship behaviour among employees in an insurance company in the Eastern Cape province”. A research issue is emphasized and debated in details methodically. Social exchange theory (SET) and social cognitive theory (SCT were used in the study with the support of variable. Previous studies discovered and established the relationship between job engagement (JE) and organisational citizenship behaviour (OCB); as well as self-efficacy (SE) and organisational citizenship behavior; and all variables combined together. Hypothesis is formulated that used to achieve objectives. The study used quantitative research design. The sample (N=100) of the study consist of the employees in the selected insurance companies in Eastern Cape, province. The data was collected with the use of questionnaire method and analyses was done using Statistical Package for the social science.
- Full Text:
- Date Issued: 2019
- Authors: Ntshentshe, Sinazo
- Date: 2019
- Subjects: Organizational behavior -- South Africa -- Eastern Cape Job satisfaction -- South Africa -- Eastern Cape Management -- Employee participation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12502 , vital:39269
- Description: The present study investigated “Job engagement, self-efficacy and organisational citizenship behaviour among employees in an insurance company in the Eastern Cape province”. A research issue is emphasized and debated in details methodically. Social exchange theory (SET) and social cognitive theory (SCT were used in the study with the support of variable. Previous studies discovered and established the relationship between job engagement (JE) and organisational citizenship behaviour (OCB); as well as self-efficacy (SE) and organisational citizenship behavior; and all variables combined together. Hypothesis is formulated that used to achieve objectives. The study used quantitative research design. The sample (N=100) of the study consist of the employees in the selected insurance companies in Eastern Cape, province. The data was collected with the use of questionnaire method and analyses was done using Statistical Package for the social science.
- Full Text:
- Date Issued: 2019
Personality and Psychological Conditions in Relation to Job Engagement among Municipal Workers in the Eastern Cape Province, South Africa
- Authors: Mhlanga, Tatenda Shaleen
- Date: 2019
- Subjects: Job stress -- South Africa -- Eastern Cape Municipal government -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13729 , vital:39702
- Description: The efficiency of the public service delivery depends on the performance of the public employees. Due to high protest in the Eastern Cape due to poor service delivery, it is crucial to understand if the employees are engaged in doing their work. Although researchers have discovered many of the beneficial and positive consequences of job engagement, little is known about the multitude of antecedent factors that lead to employee engagement such as personality. The motivation of this study is to examine the relationship between the big five personality traits (openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) and job engagement (physical, cognitive and emotional engagement) among municipal employees working in the six district municipalities of the Eastern Cape Province of South Africa. The study also looked at psychological conditions (availability, meaningfulness and safety) as a moderating factor between personality and job engagement. This contributes to the theoretical and conceptual knowledge of how job engagement can be enhanced through the hiring employees with certain personality traits and enhancing meaningfulness, safety and availability of psychological resources in the workplace. Survey questionnaires were used to collect data. Inferential analysis from SPSS was carried out to understand the relationship between the study variables. An overall model of the study was also identified through which showed the relationship on the study variables. The study findings show that openness to experience, conscientiousness, extraversion, agreeableness had a positive relationship with job engagement while neuroticism has a negative relationship with job engagement. All psychological conditions had a positive correlation with job engagement and when combined with the big five personality traits they added more variance in job engagement. The results validate aspects of Kahn’s personal engagement model. v The study recommends managers to switch from an intervention-based focus to a selection-based focus as municipalities can maximize their resources by being able to better predict job success early in the selection process as opposed to trying to maximize performance on a continual basis through interventions. In addition, management practitioners should regularly measure and track employee engagement for the effectiveness of strategic efforts to increase employee engagement to be monitored and evaluated
- Full Text:
- Date Issued: 2019
- Authors: Mhlanga, Tatenda Shaleen
- Date: 2019
- Subjects: Job stress -- South Africa -- Eastern Cape Municipal government -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13729 , vital:39702
- Description: The efficiency of the public service delivery depends on the performance of the public employees. Due to high protest in the Eastern Cape due to poor service delivery, it is crucial to understand if the employees are engaged in doing their work. Although researchers have discovered many of the beneficial and positive consequences of job engagement, little is known about the multitude of antecedent factors that lead to employee engagement such as personality. The motivation of this study is to examine the relationship between the big five personality traits (openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) and job engagement (physical, cognitive and emotional engagement) among municipal employees working in the six district municipalities of the Eastern Cape Province of South Africa. The study also looked at psychological conditions (availability, meaningfulness and safety) as a moderating factor between personality and job engagement. This contributes to the theoretical and conceptual knowledge of how job engagement can be enhanced through the hiring employees with certain personality traits and enhancing meaningfulness, safety and availability of psychological resources in the workplace. Survey questionnaires were used to collect data. Inferential analysis from SPSS was carried out to understand the relationship between the study variables. An overall model of the study was also identified through which showed the relationship on the study variables. The study findings show that openness to experience, conscientiousness, extraversion, agreeableness had a positive relationship with job engagement while neuroticism has a negative relationship with job engagement. All psychological conditions had a positive correlation with job engagement and when combined with the big five personality traits they added more variance in job engagement. The results validate aspects of Kahn’s personal engagement model. v The study recommends managers to switch from an intervention-based focus to a selection-based focus as municipalities can maximize their resources by being able to better predict job success early in the selection process as opposed to trying to maximize performance on a continual basis through interventions. In addition, management practitioners should regularly measure and track employee engagement for the effectiveness of strategic efforts to increase employee engagement to be monitored and evaluated
- Full Text:
- Date Issued: 2019
Personality in relation to work-family conflict among employees in a mining company in South Africa
- Authors: Ruzungunde, Vongai Sarah
- Date: 2019
- Subjects: Job stress Role conflict Work and family
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/17007 , vital:40809
- Description: The study set out to investigate how the Big Five personality traits related to work family conflict, taking into consideration the different forms of work family conflict within the mining industry. The study made use of the quantitative design, with the sample consisting of 270 respondents from the selected mine in South Africa. Probability sampling was used to select respondents from the whole population. Data was analysed using descriptive statistical analysis. To examine the association between variables, linear regression analysis was used. Confirmatory analysis was used to measure validity for work-family conflict (WFC). To measure the validity for personality; face validity, construct and content validity were used. Reliability was measured using the Cronbach alpha. The results of the study showed a significant negative relationship between the personality traits and WFC except for the agreeableness trait. The results also showed significant negative correlations with the different forms of WFC, except for the agreeableness trait. Further, the results showed that, when combined, personality traits had greater variance on the experiences of WFC than each of them separately. The findings of this study are helpful to the mining industry as they assist in the implementation of procedures and policies that will help to reduce WFC and its consequences in the work environment.
- Full Text:
- Date Issued: 2019
- Authors: Ruzungunde, Vongai Sarah
- Date: 2019
- Subjects: Job stress Role conflict Work and family
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/17007 , vital:40809
- Description: The study set out to investigate how the Big Five personality traits related to work family conflict, taking into consideration the different forms of work family conflict within the mining industry. The study made use of the quantitative design, with the sample consisting of 270 respondents from the selected mine in South Africa. Probability sampling was used to select respondents from the whole population. Data was analysed using descriptive statistical analysis. To examine the association between variables, linear regression analysis was used. Confirmatory analysis was used to measure validity for work-family conflict (WFC). To measure the validity for personality; face validity, construct and content validity were used. Reliability was measured using the Cronbach alpha. The results of the study showed a significant negative relationship between the personality traits and WFC except for the agreeableness trait. The results also showed significant negative correlations with the different forms of WFC, except for the agreeableness trait. Further, the results showed that, when combined, personality traits had greater variance on the experiences of WFC than each of them separately. The findings of this study are helpful to the mining industry as they assist in the implementation of procedures and policies that will help to reduce WFC and its consequences in the work environment.
- Full Text:
- Date Issued: 2019
Quality of work life and job embeddedness as predictors of turnover intentions among academic staff at selected Universities in the Eastern cape province of South Africa
- Authors: Tendai , Tichangwa
- Date: 2019
- Subjects: Employee retention Organizational behavior Work -- Psychological aspects
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/19153 , vital:39873
- Description: Rapid higher education change in South Africa has adversely affected academics job experiences, resulting in high academic staff turnover. Despite the extant literature on the impact of higher education change, few studies have assessed how higher education change has influenced academics‟ quality of work life (QWL), job embeddedness (JE) and intention to quit (ITQ). This study investigated academic staff QWL and JE as predictors of their ITQ. A sample of 250 teaching staff (n = 250) was selected from two universities in the Eastern Cape province of South Africa using quota sampling. Data were gathered using questionnaires and analysed using descriptive (frequency distributions and measures of central tendency and variability) and inferential (Pearson correlation, significance testing and regression analysis) statistical methods. The findings confirmed the hypothesised significant negative relationships of QWL and JE with ITQ. Partial evidence suggested that QWL and JE combined explained significantly more ITQ variance than both variables did separately. JE did not moderate the QWL-ITQ association, but explained substantially greater variance in ITQ than QWL did. The sample registered high QWL and moderate JE and ITQ levels. Acceptable instrument validity and reliability were reported. The findings suggest that intrainstitutional factors somewhat mitigate the adverse effects of higher education change on academics‟ QWL, JE and ITQ and a need to enhance JE aspects, in particular, to reduce academic staff turnover intentions and behaviour. Recommendations are offered for future policy, research and practice.
- Full Text:
- Date Issued: 2019
- Authors: Tendai , Tichangwa
- Date: 2019
- Subjects: Employee retention Organizational behavior Work -- Psychological aspects
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/19153 , vital:39873
- Description: Rapid higher education change in South Africa has adversely affected academics job experiences, resulting in high academic staff turnover. Despite the extant literature on the impact of higher education change, few studies have assessed how higher education change has influenced academics‟ quality of work life (QWL), job embeddedness (JE) and intention to quit (ITQ). This study investigated academic staff QWL and JE as predictors of their ITQ. A sample of 250 teaching staff (n = 250) was selected from two universities in the Eastern Cape province of South Africa using quota sampling. Data were gathered using questionnaires and analysed using descriptive (frequency distributions and measures of central tendency and variability) and inferential (Pearson correlation, significance testing and regression analysis) statistical methods. The findings confirmed the hypothesised significant negative relationships of QWL and JE with ITQ. Partial evidence suggested that QWL and JE combined explained significantly more ITQ variance than both variables did separately. JE did not moderate the QWL-ITQ association, but explained substantially greater variance in ITQ than QWL did. The sample registered high QWL and moderate JE and ITQ levels. Acceptable instrument validity and reliability were reported. The findings suggest that intrainstitutional factors somewhat mitigate the adverse effects of higher education change on academics‟ QWL, JE and ITQ and a need to enhance JE aspects, in particular, to reduce academic staff turnover intentions and behaviour. Recommendations are offered for future policy, research and practice.
- Full Text:
- Date Issued: 2019
The Moderating Influence of Psychological Empowerment in the relationship between Job Insecurity and Organizational Citizenship Behaviour among the Eastern Cape Department of Health Employees
- Authors: Nwokolo, Echezona E
- Date: 2019
- Subjects: Job security -- South Africa -- Eastern Cape Organizational commitment Employee assistance programs
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13881 , vital:39722
- Description: The unabated focus of many organizations on competition and profitability has amplified the threats of real or anticipated job loss resulting in the feelings of insecurity for employees about their job and future work life. The research investigated the role of psychological empowerment as moderator of the relationship between job insecurity and organizational citizenship behavior among the Eastern Cape Department of Health employees, in Eastern Cape Province of South Africa. The study adopted an exploratory and correlational research design to understand the relationships that exist between the study variables. Respondents were selected using convenience sampling technique, where a sample size of 357 respondents was selected from sample frame of 4847 employees. Seven-point and Five-point likert scale were used to measure the responses. The data analysis methods used include descriptive statistics, regression analysis, ANOVA and Structural Equation Modeling. The reliability, factor analysis and research hypotheses of the research instruments were tested using the aforementioned statistical techniques. The findings reveal a significant negative correlation between job insecurity and Organizational Citizenship Behaviour, a significant positive correlation between psychological empowerment and OCB. It also revealed that job insecurity and psychological empowerment combined account for a significant higher proportion of variance in OCB than any of the two separately, and that significantly and positively moderates the relationship between job insecurity and OCB. Recommendations to promote psychological empowerment in the organization in order to increase organizational citizenship behavior and decrease job insecurity among employees were suggested to leadership of the government departments, organizations and practicing managers.
- Full Text:
- Date Issued: 2019
- Authors: Nwokolo, Echezona E
- Date: 2019
- Subjects: Job security -- South Africa -- Eastern Cape Organizational commitment Employee assistance programs
- Language: English
- Type: Thesis , Doctoral , D.Com (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13881 , vital:39722
- Description: The unabated focus of many organizations on competition and profitability has amplified the threats of real or anticipated job loss resulting in the feelings of insecurity for employees about their job and future work life. The research investigated the role of psychological empowerment as moderator of the relationship between job insecurity and organizational citizenship behavior among the Eastern Cape Department of Health employees, in Eastern Cape Province of South Africa. The study adopted an exploratory and correlational research design to understand the relationships that exist between the study variables. Respondents were selected using convenience sampling technique, where a sample size of 357 respondents was selected from sample frame of 4847 employees. Seven-point and Five-point likert scale were used to measure the responses. The data analysis methods used include descriptive statistics, regression analysis, ANOVA and Structural Equation Modeling. The reliability, factor analysis and research hypotheses of the research instruments were tested using the aforementioned statistical techniques. The findings reveal a significant negative correlation between job insecurity and Organizational Citizenship Behaviour, a significant positive correlation between psychological empowerment and OCB. It also revealed that job insecurity and psychological empowerment combined account for a significant higher proportion of variance in OCB than any of the two separately, and that significantly and positively moderates the relationship between job insecurity and OCB. Recommendations to promote psychological empowerment in the organization in order to increase organizational citizenship behavior and decrease job insecurity among employees were suggested to leadership of the government departments, organizations and practicing managers.
- Full Text:
- Date Issued: 2019
The relationship between trait anxiety, job insecurity and intention to quit among employees at Raymond Mhlaba Local Municipality
- Authors: Kavi, Bongiwe Morida
- Date: 2019
- Subjects: Job security Job stress -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12337 , vital:39254
- Description: There is relatively limited research based on trait anxiety, job insecurity and intention to quit and the relationship thereof. Job insecurity and anxiety are all reported in this study and in literature to have negative mental, emotional and even physical health hazards. The general objective of this study was to determine the moderating effect of trait anxiety on the relationship between job insecurity and intentions to quit. This study was solely quantitative in nature. The sample consisted of 122 municipality employees. The results emanating from the research indicate that there is a statistically significant relationship between Trait anxiety, Job insecurity, and intention to quit among the sample of employees selected to participate in the research, which negatively influences job satisfaction, organisational commitment, job involvement and trust. The study also concluded that trait anxiety was a significant moderator to the relationship between job insecurity and employees’ intention to quit. However, adding job insecurity to trait anxiety did not significantly add unique variance in predicting intention to quit. Thus, adding job insecurity to trait anxiety as an additional predictor on intention to quit, results in a nonsignificant increase in the amount of variation. The findings will aid human resource officers, managers and practitioners who work with the objective of attracting, recruiting and retaining the best staff, the study recommends these stakeholders to continuously review the factors and aspects of the job that may invite the feeling of insecurity on the part of employees.
- Full Text:
- Date Issued: 2019
- Authors: Kavi, Bongiwe Morida
- Date: 2019
- Subjects: Job security Job stress -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12337 , vital:39254
- Description: There is relatively limited research based on trait anxiety, job insecurity and intention to quit and the relationship thereof. Job insecurity and anxiety are all reported in this study and in literature to have negative mental, emotional and even physical health hazards. The general objective of this study was to determine the moderating effect of trait anxiety on the relationship between job insecurity and intentions to quit. This study was solely quantitative in nature. The sample consisted of 122 municipality employees. The results emanating from the research indicate that there is a statistically significant relationship between Trait anxiety, Job insecurity, and intention to quit among the sample of employees selected to participate in the research, which negatively influences job satisfaction, organisational commitment, job involvement and trust. The study also concluded that trait anxiety was a significant moderator to the relationship between job insecurity and employees’ intention to quit. However, adding job insecurity to trait anxiety did not significantly add unique variance in predicting intention to quit. Thus, adding job insecurity to trait anxiety as an additional predictor on intention to quit, results in a nonsignificant increase in the amount of variation. The findings will aid human resource officers, managers and practitioners who work with the objective of attracting, recruiting and retaining the best staff, the study recommends these stakeholders to continuously review the factors and aspects of the job that may invite the feeling of insecurity on the part of employees.
- Full Text:
- Date Issued: 2019
A longitudinal investigation into employability : student transition and experiences from tertiary education into the labour market
- Authors: Harry, Tinashe Timothy
- Date: 2018
- Subjects: Employability Graduate students Labor market
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: http://hdl.handle.net/10353/11053 , vital:37015
- Description: Orientation: Several policies have been formulated by the government to redress the inequalities of apartheid. However, the policies have not yielded any positive results as many graduates from Historically Disadvantaged Institutes (HDIs) continue to struggle in the open labour market as compared to graduates from Historically Advantaged Institutes (HAIs). This has been mainly attributed to the legacy of apartheid in several previous studies. As a result, most of these previously disadvantaged individuals (mostly Black Africans) struggle to make the transition from higher education into the world of work. Research Purpose: This study thus explores the journeys of these Black African students from HDIs to understand the transition and experiences from tertiary education into the labour market. Further, the research sought to understand how these transitions and experiences manifest in a context of high unemployment. Finally, the resolution tactics used by students in such a context are given attention. Research approach, design and method: A longitudinal qualitative approach was deemed appropriate for the study as the aim was to understand the changes that occurred over time. The data was collected over a two-year period. A narrative inquiry was utilized as it allowed the participants to share their perceptions without limitations. A total of 30 participants partook in the study. The participants were selected using a purposive sampling to ensure the right participants were involved in the study. The main criteria for selection to participate was that the participants had to be enrolled with a HDI. Main findings: The narratives of the participants led to the formulation of six main themes that were regarded as affecting the transitions and experiences of the Black graduates from HDIs; namely, (1) socio-economic background, (2) education system, (3) labour market experiences, (4) geographical location, (5) social capital and (6) student resolutions to the challenges of employability. A previously disadvantaged background resulted in the participants being recipients of poor education quality, no social networks or information to navigate the labour market and limited access to the labour market due to secluded residential areas. Subsequently, most participants were unable to take responsibility of enhancing their own employability. Contribution: It is not the sole responsibility of the higher education institutes to produce employable graduates, but it's a process that should also involve government, students and employers. As long as the social inequality remains an issue in the country all the efforts to improve employability and transition into the open labour market will be in vain. Furthermore, employers must work together with higher education institutes by offering programs such as internships and career expos to enhance the employability of the graduates. A Graduate Transition Model (GTM) is suggested based on the findings of this research.
- Full Text:
- Date Issued: 2018
- Authors: Harry, Tinashe Timothy
- Date: 2018
- Subjects: Employability Graduate students Labor market
- Language: English
- Type: Thesis , Doctoral , DCom
- Identifier: http://hdl.handle.net/10353/11053 , vital:37015
- Description: Orientation: Several policies have been formulated by the government to redress the inequalities of apartheid. However, the policies have not yielded any positive results as many graduates from Historically Disadvantaged Institutes (HDIs) continue to struggle in the open labour market as compared to graduates from Historically Advantaged Institutes (HAIs). This has been mainly attributed to the legacy of apartheid in several previous studies. As a result, most of these previously disadvantaged individuals (mostly Black Africans) struggle to make the transition from higher education into the world of work. Research Purpose: This study thus explores the journeys of these Black African students from HDIs to understand the transition and experiences from tertiary education into the labour market. Further, the research sought to understand how these transitions and experiences manifest in a context of high unemployment. Finally, the resolution tactics used by students in such a context are given attention. Research approach, design and method: A longitudinal qualitative approach was deemed appropriate for the study as the aim was to understand the changes that occurred over time. The data was collected over a two-year period. A narrative inquiry was utilized as it allowed the participants to share their perceptions without limitations. A total of 30 participants partook in the study. The participants were selected using a purposive sampling to ensure the right participants were involved in the study. The main criteria for selection to participate was that the participants had to be enrolled with a HDI. Main findings: The narratives of the participants led to the formulation of six main themes that were regarded as affecting the transitions and experiences of the Black graduates from HDIs; namely, (1) socio-economic background, (2) education system, (3) labour market experiences, (4) geographical location, (5) social capital and (6) student resolutions to the challenges of employability. A previously disadvantaged background resulted in the participants being recipients of poor education quality, no social networks or information to navigate the labour market and limited access to the labour market due to secluded residential areas. Subsequently, most participants were unable to take responsibility of enhancing their own employability. Contribution: It is not the sole responsibility of the higher education institutes to produce employable graduates, but it's a process that should also involve government, students and employers. As long as the social inequality remains an issue in the country all the efforts to improve employability and transition into the open labour market will be in vain. Furthermore, employers must work together with higher education institutes by offering programs such as internships and career expos to enhance the employability of the graduates. A Graduate Transition Model (GTM) is suggested based on the findings of this research.
- Full Text:
- Date Issued: 2018
Assessing the role of social transfers in curbing household food insecurity in Harare rural district, Zimbabwe
- Nyabvudzi, Tatenda Gaudencia
- Authors: Nyabvudzi, Tatenda Gaudencia
- Date: 2015
- Subjects: Poverty -- Zimbabwe Food security -- Zimbabwe Households -- Zimbabwe
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10353/12205 , vital:39197
- Description: Purpose – Empirical work on the career development processes of vulnerable groups such as refugees is beginning to receive currency within the academic literature. However, little is known about the intersection of factors such as gender and structural constraints on such processes especially within developing countries such as South Africa. The purpose of this study was to explore the career development processes of women refugees in South Africa. Design/methodology/ approach – A qualitative research approach through narrative inquiry was used. Snowball sampling was employed to select the 20 women refugees who took part in this research. The study location was the city of Port Elizabeth located in the Eastern Cape Province. The three levels of meaning-making incorporated in previous narrative research was utilised to analyse the data. Findings Results show that women refugees are more concerned with a short-term desire to survive and acquire basic commodities than a long-term focus to advance and develop their careers. This is mainly compounded by constraints personal to the individual and those in the environment. Finally, the results illustrate that career development processes of women refugees are affected by the inextricably intertwined factors associated with their gender, immigration status as well as person-environmental factors. Practical implications – The research suggests strategies that policy makers in South Africa and other developing nations that are hosting refugees can use to assist women not just their career development but also their lived experiences. Originality/value – This study extends and advances literature on the career development issues of vulnerable groups such as women refugees especially in developing nations such as South Africa.
- Full Text:
- Date Issued: 2015
- Authors: Nyabvudzi, Tatenda Gaudencia
- Date: 2015
- Subjects: Poverty -- Zimbabwe Food security -- Zimbabwe Households -- Zimbabwe
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: http://hdl.handle.net/10353/12205 , vital:39197
- Description: Purpose – Empirical work on the career development processes of vulnerable groups such as refugees is beginning to receive currency within the academic literature. However, little is known about the intersection of factors such as gender and structural constraints on such processes especially within developing countries such as South Africa. The purpose of this study was to explore the career development processes of women refugees in South Africa. Design/methodology/ approach – A qualitative research approach through narrative inquiry was used. Snowball sampling was employed to select the 20 women refugees who took part in this research. The study location was the city of Port Elizabeth located in the Eastern Cape Province. The three levels of meaning-making incorporated in previous narrative research was utilised to analyse the data. Findings Results show that women refugees are more concerned with a short-term desire to survive and acquire basic commodities than a long-term focus to advance and develop their careers. This is mainly compounded by constraints personal to the individual and those in the environment. Finally, the results illustrate that career development processes of women refugees are affected by the inextricably intertwined factors associated with their gender, immigration status as well as person-environmental factors. Practical implications – The research suggests strategies that policy makers in South Africa and other developing nations that are hosting refugees can use to assist women not just their career development but also their lived experiences. Originality/value – This study extends and advances literature on the career development issues of vulnerable groups such as women refugees especially in developing nations such as South Africa.
- Full Text:
- Date Issued: 2015
Gender and age differences between managers and employees on organisational commitment in selected factories in the Buffalo City Metropolitan area
- Authors: Qwabe, Nombali Palesa
- Date: 2013
- Subjects: Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11557 , http://hdl.handle.net/10353/d1007117 , Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Description: Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.
- Full Text:
- Date Issued: 2013
- Authors: Qwabe, Nombali Palesa
- Date: 2013
- Subjects: Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11557 , http://hdl.handle.net/10353/d1007117 , Employee loyalty -- South Africa -- Eastern Cape , Organizational commitment -- South Africa -- Eastern Cape , Sex discrimination -- South Africa -- Eastern Cape , Executives -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Organisational commitment , Affective commitment , Continuance commitment , Normative commitment , Gender differences , Age differences
- Description: Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.
- Full Text:
- Date Issued: 2013
Job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District
- Authors: Binqela, Thembisa
- Date: 2013
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11553 , http://hdl.handle.net/10353/d1007092 , Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Description: The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.
- Full Text:
- Date Issued: 2013
- Authors: Binqela, Thembisa
- Date: 2013
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11553 , http://hdl.handle.net/10353/d1007092 , Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Description: The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.
- Full Text:
- Date Issued: 2013
Work-family conflict, stress and some demographic and occupational variables among female factory workers in East London, South Africa
- Authors: Dywili, Mtutuzeli
- Date: 2011
- Subjects: Work and family -- South Africa , Job stress -- South Africa , Women employees -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/24128 , vital:62382
- Description: The study examines work-family conflict, stress, and some demographic and occupational variables among female factory workers in East London, South Africa. The participants were female factory workers in East London, South Africa. The independent variables for the study were, demographic and occupational variables, while stress is the dependent variable. Work-family conflict is dependent on demographic and occupational variables, while on the other hand is independent to stress. The demographic variables concerned are age, marital status, number of children and age of the last born child. The occupational variable on the other hand is occupational level, i.e. managerial versus non-managerial. The measuring instruments were a self-designed questionnaire to measure the demographic and occupational variables, a questionnaire developed by Stephens and Sommer (1996) to measure work-family conflict (cronbach’s alpha = 0,90) and the Effort – Reward Imbalance (ERI) questionnaire (Pikhart, Bobak, Siegrist, Pajak, Rywick, Kyshegyi, Gostaus, Skodova& Marmot, 1996) to measure stress at workplace. Cronbach’s alpha for the whole questionnaire reaches the value of 0,89. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011
- Authors: Dywili, Mtutuzeli
- Date: 2011
- Subjects: Work and family -- South Africa , Job stress -- South Africa , Women employees -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/24128 , vital:62382
- Description: The study examines work-family conflict, stress, and some demographic and occupational variables among female factory workers in East London, South Africa. The participants were female factory workers in East London, South Africa. The independent variables for the study were, demographic and occupational variables, while stress is the dependent variable. Work-family conflict is dependent on demographic and occupational variables, while on the other hand is independent to stress. The demographic variables concerned are age, marital status, number of children and age of the last born child. The occupational variable on the other hand is occupational level, i.e. managerial versus non-managerial. The measuring instruments were a self-designed questionnaire to measure the demographic and occupational variables, a questionnaire developed by Stephens and Sommer (1996) to measure work-family conflict (cronbach’s alpha = 0,90) and the Effort – Reward Imbalance (ERI) questionnaire (Pikhart, Bobak, Siegrist, Pajak, Rywick, Kyshegyi, Gostaus, Skodova& Marmot, 1996) to measure stress at workplace. Cronbach’s alpha for the whole questionnaire reaches the value of 0,89. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011
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