Psychological capital as a moderator on the relationship between work-life balance and turnover intentions amongst selected bank employees in the Amathole district, Eastern Cape province
- Authors: Nyahwema, Cloudious
- Date: 2017
- Subjects: Employee competitive behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/13556 , vital:39679
- Description: Globalisation has facilitated high mobility among 21st century employees allowing brain circulation to occur. However, high employee mobility also means organisations are losing employees to competitors some of which are global business moguls with better resources leaving emerging businesses at a disadvantage. Lately, the South African banking sector has also been affected with high employee turnover requiring the need for investigation. For these reasons, the main objective of the study was to investigate whether psychological capital significantly moderates the relationship between work-life balance and turnover intentions among selected bank employees in Amathole district, Eastern Cape Province of South Africa. The study also examined if there is a positive and significant relationship between psychological capital and work-life balance among selected bank employees. In addition, the study sought to examine if there is a positive and significant relationship between psychological capital and turnover intention among selected bank employees. The study followed a quantitative research approach. Therefore, survey questionnaires were used as means of data collection and data was analysed using the Statistical Package for Social Sciences (SPSS). Research results indicated that psychological capital significantly moderates the relationship between work-life balance and turnover intentions among selected bank employees. A significantly positive relationship between psychological capital (PsyCap) and work-life balance among selected bank employees was found. The results also revealed that there is no significant relationship between psychological capital and turnover intentions among selected bank employees.
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- Authors: Nyahwema, Cloudious
- Date: 2017
- Subjects: Employee competitive behavior -- South Africa -- Eastern Cape Employee motivation -- South Africa -- Eastern Cape Human capital -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/13556 , vital:39679
- Description: Globalisation has facilitated high mobility among 21st century employees allowing brain circulation to occur. However, high employee mobility also means organisations are losing employees to competitors some of which are global business moguls with better resources leaving emerging businesses at a disadvantage. Lately, the South African banking sector has also been affected with high employee turnover requiring the need for investigation. For these reasons, the main objective of the study was to investigate whether psychological capital significantly moderates the relationship between work-life balance and turnover intentions among selected bank employees in Amathole district, Eastern Cape Province of South Africa. The study also examined if there is a positive and significant relationship between psychological capital and work-life balance among selected bank employees. In addition, the study sought to examine if there is a positive and significant relationship between psychological capital and turnover intention among selected bank employees. The study followed a quantitative research approach. Therefore, survey questionnaires were used as means of data collection and data was analysed using the Statistical Package for Social Sciences (SPSS). Research results indicated that psychological capital significantly moderates the relationship between work-life balance and turnover intentions among selected bank employees. A significantly positive relationship between psychological capital (PsyCap) and work-life balance among selected bank employees was found. The results also revealed that there is no significant relationship between psychological capital and turnover intentions among selected bank employees.
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Occupational stress and intrinsic motivation as determinants of job engagement in the South African Police Service in Greater Kokstad Municipality
- Authors: Jojo, Avela
- Date: 2016
- Subjects: Police -- Job stress -- South Africa Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/1995 , vital:27592
- Description: Occupational stress, intrinsic motivation and job engagement are areas of importance for today’s management. The main objective of this study was to explore the combined effect of occupational stress and intrinsic motivation in determining job engagement in the South African Police Service. Moreover, the study investigated the relationship between occupational stress, intrinsic motivation and job engagement. The study also sought to enquire into the effects rank and gender has on the study variables. A quantitative approach was adopted. A structured self – administered questionnaire comprising of four sections: biographical information, police stress questionnaire, intrinsic motivation inventory and job engagement scale was used to collect data. Statistical Package for the Social Sciences (SPSS) was used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between occupational stress and job engagement. A positive relationship between intrinsic motivation and job engagement was also found. There was no combined effect of occupational stress and intrinsic motivation on job engagement. Lastly, no significant differences in the way police experience stress were found among rank and gender. The researcher concluded that even when police officers are under great amounts of stress they are still engaged in their jobs. Where levels of intrinsic motivation were high for the police officers, so were the levels of job engagement. Demographic variables did not yield any significant relationships to the study variables. These findings are of significance in creating a police force which is productive and meets the goals and objectives of the South African Police Service.
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- Authors: Jojo, Avela
- Date: 2016
- Subjects: Police -- Job stress -- South Africa Employee motivation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/1995 , vital:27592
- Description: Occupational stress, intrinsic motivation and job engagement are areas of importance for today’s management. The main objective of this study was to explore the combined effect of occupational stress and intrinsic motivation in determining job engagement in the South African Police Service. Moreover, the study investigated the relationship between occupational stress, intrinsic motivation and job engagement. The study also sought to enquire into the effects rank and gender has on the study variables. A quantitative approach was adopted. A structured self – administered questionnaire comprising of four sections: biographical information, police stress questionnaire, intrinsic motivation inventory and job engagement scale was used to collect data. Statistical Package for the Social Sciences (SPSS) was used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between occupational stress and job engagement. A positive relationship between intrinsic motivation and job engagement was also found. There was no combined effect of occupational stress and intrinsic motivation on job engagement. Lastly, no significant differences in the way police experience stress were found among rank and gender. The researcher concluded that even when police officers are under great amounts of stress they are still engaged in their jobs. Where levels of intrinsic motivation were high for the police officers, so were the levels of job engagement. Demographic variables did not yield any significant relationships to the study variables. These findings are of significance in creating a police force which is productive and meets the goals and objectives of the South African Police Service.
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Exploring the effects of the psychological contract on organisational commitment and employee engagement in a restructured organisational environment: the case of selected hospitals in the Eastern Cape province
- Stofile, Phakama Phumla Bernadette
- Authors: Stofile, Phakama Phumla Bernadette
- Date: 2015
- Subjects: Industrial management -- South Africa -- Eastern Cape Psychology, Industrial -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Admin
- Identifier: http://hdl.handle.net/10353/1984 , vital:27591
- Description: This study investigated the impact of organisation restructuring on the psychological contract and the effects on employee engagement and organisational commitment. The study focused on employees from selected health care institutions. The sample consisted of 156 employees from the selected health care institutions. Results indicated positive relationships between employee engagement, psychological contract and organisational commitment. The researcher recommended a better understanding of the manner in which individuals interpret various inducements where would clearer prescriptions be provided. Therefore, employers were advised to be aware of employees’ values and attempt to address them as they are important
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- Authors: Stofile, Phakama Phumla Bernadette
- Date: 2015
- Subjects: Industrial management -- South Africa -- Eastern Cape Psychology, Industrial -- South Africa -- Eastern Cape Organizational behavior -- South Africa -- Eastern Cape Personnel management -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Admin
- Identifier: http://hdl.handle.net/10353/1984 , vital:27591
- Description: This study investigated the impact of organisation restructuring on the psychological contract and the effects on employee engagement and organisational commitment. The study focused on employees from selected health care institutions. The sample consisted of 156 employees from the selected health care institutions. Results indicated positive relationships between employee engagement, psychological contract and organisational commitment. The researcher recommended a better understanding of the manner in which individuals interpret various inducements where would clearer prescriptions be provided. Therefore, employers were advised to be aware of employees’ values and attempt to address them as they are important
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The effect of leadership styles on cultural diversity management of employees in the workplace
- Authors: Khatywa, Ongeziwe
- Date: 2015
- Subjects: Personnel management
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10353/3110 , vital:28262
- Description: This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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- Authors: Khatywa, Ongeziwe
- Date: 2015
- Subjects: Personnel management
- Language: English
- Type: Thesis , Masters , Degree
- Identifier: http://hdl.handle.net/10353/3110 , vital:28262
- Description: This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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An investigation into the relationship of job satisfaction, organisational commitment and the intention to quit among academics and administrative employees at the University of Fort Hare
- Authors: Gomomo, Nokuzola Ruth
- Date: 2014
- Subjects: Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Employees -- Resignation -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Com
- Identifier: http://hdl.handle.net/10353/1730 , vital:27553
- Description: University of Fort Hare Human Resource Department reports show evidence relating to high labour turnover. Between 2009 and 2012 there was a high degree of labour turnover. A total 1127 staff left the University. This study investigated the relationship between job satisfaction, organisational commitment and intention to quit among academics and administrative employees at the University of Fort Hare. Data was collected from a random sample of 289 employees of the University staff. To obtain data in this study a questionnaire was utilised. This questionnaire was divided into four sections viz, biographical information, measured ten-items which range from age to condition of employment, Halpern’s (1966) seven-level evaluation scale was utilised to measure job satisfaction, to measure organisational commitment, Meyer, and Allen (1984) 24-item rating point scale was applied and Canmann, Fichman, Jenkins and Klesh’s questionnaire was used to measure intention to quit. Data analysis was performed by way of several statistical techniques, including the Pearson Product Moment Correlation Technique and Multiple Regression analysis. The results obtained revealed that job satisfaction has a significant positive correlation with intention to leave while organisational commitment showed no substantial correlation with intention to quit work.
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- Authors: Gomomo, Nokuzola Ruth
- Date: 2014
- Subjects: Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Employees -- Resignation -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Com
- Identifier: http://hdl.handle.net/10353/1730 , vital:27553
- Description: University of Fort Hare Human Resource Department reports show evidence relating to high labour turnover. Between 2009 and 2012 there was a high degree of labour turnover. A total 1127 staff left the University. This study investigated the relationship between job satisfaction, organisational commitment and intention to quit among academics and administrative employees at the University of Fort Hare. Data was collected from a random sample of 289 employees of the University staff. To obtain data in this study a questionnaire was utilised. This questionnaire was divided into four sections viz, biographical information, measured ten-items which range from age to condition of employment, Halpern’s (1966) seven-level evaluation scale was utilised to measure job satisfaction, to measure organisational commitment, Meyer, and Allen (1984) 24-item rating point scale was applied and Canmann, Fichman, Jenkins and Klesh’s questionnaire was used to measure intention to quit. Data analysis was performed by way of several statistical techniques, including the Pearson Product Moment Correlation Technique and Multiple Regression analysis. The results obtained revealed that job satisfaction has a significant positive correlation with intention to leave while organisational commitment showed no substantial correlation with intention to quit work.
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Determinants of managers' attitudes toward employing people with disabilities in small and medium enterprises in Nkonkobe Municipality
- Ntunzi, Bulelwa https://orcid.org/0000-0002-1068-3672
- Authors: Ntunzi, Bulelwa https://orcid.org/0000-0002-1068-3672
- Date: 2014
- Subjects: Discrimination against people with disabilities--South Africa , Discrimination in employment--South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/24857 , vital:63662
- Description: In regard to employment, people with disabilities are discriminated. Unfavourable employer attitudes result in discrimination toward people with disabilities. Entering and progressing in employment create a sense of independency, responsibility and build the self-esteem of people with disabilities. This study sought to determine the influence of individualism-collectivism and demographic factors (age, gender, and level of education) of managers’ attitudes toward employing people with disabilities in small and medium enterprises in Nkonkobe Municipality in the Eastern Cape Province. The social and medical model of disability provided a framework for understanding the literature on attitudes toward people with disabilities. Data was collected from 110 respondents in small and medium enterprises using two scales (Individualism-collectivism Scale and Employer Attitudes toward People with Disabilities Scale). Independent t-tests were used to test each of the hypotheses in the study and ANOVA was used for comparisons among variables. No significant differences found in attitudes on individualistic and collectivistic oriented managers toward employing people with disabilities. In addition, no significant differences in attitudes of managers over age, gender and level of education toward employing people with disabilities in small and medium enterprises. People with disabilities can be a benefit to the organisations since their skills and talents can help the organisations to remain stable in the competitive global environment. , Thesis (MCom (IPS)) -- Faculty of Management and Commerce, 2014
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- Authors: Ntunzi, Bulelwa https://orcid.org/0000-0002-1068-3672
- Date: 2014
- Subjects: Discrimination against people with disabilities--South Africa , Discrimination in employment--South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/24857 , vital:63662
- Description: In regard to employment, people with disabilities are discriminated. Unfavourable employer attitudes result in discrimination toward people with disabilities. Entering and progressing in employment create a sense of independency, responsibility and build the self-esteem of people with disabilities. This study sought to determine the influence of individualism-collectivism and demographic factors (age, gender, and level of education) of managers’ attitudes toward employing people with disabilities in small and medium enterprises in Nkonkobe Municipality in the Eastern Cape Province. The social and medical model of disability provided a framework for understanding the literature on attitudes toward people with disabilities. Data was collected from 110 respondents in small and medium enterprises using two scales (Individualism-collectivism Scale and Employer Attitudes toward People with Disabilities Scale). Independent t-tests were used to test each of the hypotheses in the study and ANOVA was used for comparisons among variables. No significant differences found in attitudes on individualistic and collectivistic oriented managers toward employing people with disabilities. In addition, no significant differences in attitudes of managers over age, gender and level of education toward employing people with disabilities in small and medium enterprises. People with disabilities can be a benefit to the organisations since their skills and talents can help the organisations to remain stable in the competitive global environment. , Thesis (MCom (IPS)) -- Faculty of Management and Commerce, 2014
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Challenges in the implementation of affirmative action policy at a municipality
- Authors: Baqo, Zukelwa
- Date: 2012-01
- Subjects: Affirmative action programs -- Law and legislation -- South Africa , Affirmative action programs -- Government policy -- South Africa
- Language: English
- Type: Master's Thesis , text
- Identifier: http://hdl.handle.net/10353/26368 , vital:65295
- Description: A survey of 50 employees was conducted to identify challenges in the implementation of affirmative action, as well as intervention that have been implemented to escalate its implementation at Nkonkobe Municipality in the Eastern Cape. A closed questionnaire containing 26 items was used to collect date form respondents. The results of the study were analysed and interpreted using descriptive statistics and inferential statistics, that is, Chi square test to measure association between demographic responses to each of the variables. Results indicated that lack of top management commitment to transformation, poor perception about affirmative action by managers about affirmative action, failure to link affirmative action to business strategy and poor representation of relevant stakeholders in the Employment Equity committee, are the fundamental factors that contribute to the sluggish implementation of affirmative action at Nkonkobe Municipality. Findings also revealed that successful implementation of affirmative action also depend on capacitating managers with the skills necessary to implement plans effectively, commitment of top management to making transformation a strategies priority, as well as investment in training and development is necessary to assist beneficiaries to catch up with those employees that have has a better education. , Thesis (MCom) -- Faculty of Management and Commerce, 2012
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- Authors: Baqo, Zukelwa
- Date: 2012-01
- Subjects: Affirmative action programs -- Law and legislation -- South Africa , Affirmative action programs -- Government policy -- South Africa
- Language: English
- Type: Master's Thesis , text
- Identifier: http://hdl.handle.net/10353/26368 , vital:65295
- Description: A survey of 50 employees was conducted to identify challenges in the implementation of affirmative action, as well as intervention that have been implemented to escalate its implementation at Nkonkobe Municipality in the Eastern Cape. A closed questionnaire containing 26 items was used to collect date form respondents. The results of the study were analysed and interpreted using descriptive statistics and inferential statistics, that is, Chi square test to measure association between demographic responses to each of the variables. Results indicated that lack of top management commitment to transformation, poor perception about affirmative action by managers about affirmative action, failure to link affirmative action to business strategy and poor representation of relevant stakeholders in the Employment Equity committee, are the fundamental factors that contribute to the sluggish implementation of affirmative action at Nkonkobe Municipality. Findings also revealed that successful implementation of affirmative action also depend on capacitating managers with the skills necessary to implement plans effectively, commitment of top management to making transformation a strategies priority, as well as investment in training and development is necessary to assist beneficiaries to catch up with those employees that have has a better education. , Thesis (MCom) -- Faculty of Management and Commerce, 2012
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Organizational commitment, age and gender effects on organizational citizenship behaviour of university employees
- Authors: Khayundi, Daniel Asiachi
- Date: 2011
- Subjects: Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/25755 , vital:64476
- Description: Organizational citizenship behaviour is one of the important factors that enhance organizational effectiveness. The main purpose of this study was to explore the impact of Organizational commitment on Organizational Citizenship Behaviour (OCB). In this study, age and gender effects on OCB of tertiary institution employees were also examined. The data was collected from 68 academic and administration staff from the University of Fort Hare, Alice campus through questionnaires. The results show that 68 respondents are of the view that organizational commitment impacts positively in enhancing the organizational citizenship behaviour of the employees. The findings also reveal that age and gender play no role in the practice of employees OCB. Management can increase the levels of OCB in their employees by recognizing employees who engage themselves in such behaviour. Implications that can help management in the University of Fort Hare, Alice campus in augmenting the OCB of employees is also discussed. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
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- Authors: Khayundi, Daniel Asiachi
- Date: 2011
- Subjects: Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/25755 , vital:64476
- Description: Organizational citizenship behaviour is one of the important factors that enhance organizational effectiveness. The main purpose of this study was to explore the impact of Organizational commitment on Organizational Citizenship Behaviour (OCB). In this study, age and gender effects on OCB of tertiary institution employees were also examined. The data was collected from 68 academic and administration staff from the University of Fort Hare, Alice campus through questionnaires. The results show that 68 respondents are of the view that organizational commitment impacts positively in enhancing the organizational citizenship behaviour of the employees. The findings also reveal that age and gender play no role in the practice of employees OCB. Management can increase the levels of OCB in their employees by recognizing employees who engage themselves in such behaviour. Implications that can help management in the University of Fort Hare, Alice campus in augmenting the OCB of employees is also discussed. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
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