The moderating effect of flourishing at work on psychological determinants and performance amongst early career academics at a selected university
- Authors: Mpofu, Mthokozisi
- Date: 2020-12
- Subjects: Job satisfaction , Work environment
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/21443 , vital:48629
- Description: Orientation – Flourishing is a phenomenon that moderates the relationship between psychological determinants and performance amongst early career academics at a selected South African university. Research objective – The main objective of this investigation was to explore if flourishing moderates the relationship between psychological determinants and performance amongst early career academics at a selected South African university. Motivation for the study – There are numerous difficulties that early career academics (ECAs) encounter in their career paths, including managing their current work performance, setting sights to pursue and explore further career development, and executing their tasks and activities. Coupled with this, they are expected to perform important roles that include facilitating teaching, its associated support work and research. Following on this, the most significant intervention with regards to ECAs’ professional careers would be to understand the controlling effect of flourishing at work on psychological determinants and the ability to execute job tasks and activities amongst early career academics with the intention of providing knowledge to help ECAs perform to their optimum level. Research approach/design and methods – A quantitative approach was applied with the Flourishing-at-Work Scale (FAWS) which was used to measure flourishing at work, while the Career Success Scale (CSS) was used to measure career performance. Resilience was measured through the Dispositional Resilience Scale, motivation was measured through the Achievement Motivation Questionnaire and personality was measured using The Big Five Inventory (BFI). Structural equation modeling (SEM) was conducted to model the relationship between the research variables aided by the Statistical Package for Social Sciences (SPSS) version 25 and the Linear Structural Relations (LISREL) version 8.80. Main findings – The major finding in this study was that flourishing at work moderates the relationship between psychological determinants and performance. The findings revealed that personality predicts performance, and that a noteworthy relationship exists between resilience and performance. Additionally, a connection was found between motivation and performance. The results also revealed that all the psychological determinants, namely personality, resilience and motivation are important predictors of performance. Practical/Managerial implications – Institutions of higher learning and associated stakeholders will need to find ways to improve employee flourishing, managing personality, resilience, performance and motivation of ECAs in their workspaces through providing physical, emotional and intellectual resources that will afford employees to perform their tasks effectively; offering supportive and trusting relationships with leaders and managers; building sound relationships among co-workers; providing challenging, interesting roles and responsibilities; availing career advancement opportunities; providing clearly defined goals and role clarity; providing authentic leadership; being mindful that individual ECAs have unique personalities that assist them to perform satisfactorily in their roles; providing ECAs with opportunities for work adaptation, , optimistic thinking, realism, behavioural control, physical aptness, selflessness and removing removing uncertainty in their roles; availing environments that promote resilience within individuals which include a positive command climate, teamwork, and cohesion; and providing sound motivation systems correlated to organisation goals which might include growth/career advancement, stability, training and development, stimulating work and recognition. , Thesis (MCom) (Industrial Psychology) -- University of Fort Hare, 2021
- Full Text:
- Authors: Mpofu, Mthokozisi
- Date: 2020-12
- Subjects: Job satisfaction , Work environment
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/21443 , vital:48629
- Description: Orientation – Flourishing is a phenomenon that moderates the relationship between psychological determinants and performance amongst early career academics at a selected South African university. Research objective – The main objective of this investigation was to explore if flourishing moderates the relationship between psychological determinants and performance amongst early career academics at a selected South African university. Motivation for the study – There are numerous difficulties that early career academics (ECAs) encounter in their career paths, including managing their current work performance, setting sights to pursue and explore further career development, and executing their tasks and activities. Coupled with this, they are expected to perform important roles that include facilitating teaching, its associated support work and research. Following on this, the most significant intervention with regards to ECAs’ professional careers would be to understand the controlling effect of flourishing at work on psychological determinants and the ability to execute job tasks and activities amongst early career academics with the intention of providing knowledge to help ECAs perform to their optimum level. Research approach/design and methods – A quantitative approach was applied with the Flourishing-at-Work Scale (FAWS) which was used to measure flourishing at work, while the Career Success Scale (CSS) was used to measure career performance. Resilience was measured through the Dispositional Resilience Scale, motivation was measured through the Achievement Motivation Questionnaire and personality was measured using The Big Five Inventory (BFI). Structural equation modeling (SEM) was conducted to model the relationship between the research variables aided by the Statistical Package for Social Sciences (SPSS) version 25 and the Linear Structural Relations (LISREL) version 8.80. Main findings – The major finding in this study was that flourishing at work moderates the relationship between psychological determinants and performance. The findings revealed that personality predicts performance, and that a noteworthy relationship exists between resilience and performance. Additionally, a connection was found between motivation and performance. The results also revealed that all the psychological determinants, namely personality, resilience and motivation are important predictors of performance. Practical/Managerial implications – Institutions of higher learning and associated stakeholders will need to find ways to improve employee flourishing, managing personality, resilience, performance and motivation of ECAs in their workspaces through providing physical, emotional and intellectual resources that will afford employees to perform their tasks effectively; offering supportive and trusting relationships with leaders and managers; building sound relationships among co-workers; providing challenging, interesting roles and responsibilities; availing career advancement opportunities; providing clearly defined goals and role clarity; providing authentic leadership; being mindful that individual ECAs have unique personalities that assist them to perform satisfactorily in their roles; providing ECAs with opportunities for work adaptation, , optimistic thinking, realism, behavioural control, physical aptness, selflessness and removing removing uncertainty in their roles; availing environments that promote resilience within individuals which include a positive command climate, teamwork, and cohesion; and providing sound motivation systems correlated to organisation goals which might include growth/career advancement, stability, training and development, stimulating work and recognition. , Thesis (MCom) (Industrial Psychology) -- University of Fort Hare, 2021
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The impact of job satisfaction and organisational commitment on turnover intentions amongst high school teachers: a case of Fort Beaufort district in Eastern Cape
- Authors: Magocoba, Noncedo
- Date: 2012
- Subjects: Job satisfaction , Organisational commitment , Turnover intentions
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11560 , http://hdl.handle.net/10353/d1013589 , Job satisfaction , Organisational commitment , Turnover intentions
- Description: This study focused on establishing the impact of job satisfaction (JS) and organisational commitment (OC) on turnover intentions of high school teachers in Fort Beaufort. Quantitative research methodology was used to gather data with the use of the short version of the Minnesota Job Satisfaction Questionnaire; the Organisational Commitment Questionnaire measuring three facets of commitment (affective, continuance, and normative); and Turnover Intention Questionnaire consisting of three items. Validity and reliability of each instrument was presented and explained. Data analysis was facilitated by the use of Statistical Package for Social Sciences (SPSS). The results indicated that teachers’ level of satisfaction was high with many aspects of their job and it was low with some aspects with pay and the amount of work being the lowest. A negative relationship between job satisfaction and turnover was established, and organisational commitment was found to influence turnover intention.
- Full Text:
- Authors: Magocoba, Noncedo
- Date: 2012
- Subjects: Job satisfaction , Organisational commitment , Turnover intentions
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11560 , http://hdl.handle.net/10353/d1013589 , Job satisfaction , Organisational commitment , Turnover intentions
- Description: This study focused on establishing the impact of job satisfaction (JS) and organisational commitment (OC) on turnover intentions of high school teachers in Fort Beaufort. Quantitative research methodology was used to gather data with the use of the short version of the Minnesota Job Satisfaction Questionnaire; the Organisational Commitment Questionnaire measuring three facets of commitment (affective, continuance, and normative); and Turnover Intention Questionnaire consisting of three items. Validity and reliability of each instrument was presented and explained. Data analysis was facilitated by the use of Statistical Package for Social Sciences (SPSS). The results indicated that teachers’ level of satisfaction was high with many aspects of their job and it was low with some aspects with pay and the amount of work being the lowest. A negative relationship between job satisfaction and turnover was established, and organisational commitment was found to influence turnover intention.
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Organisational restructuring and its impact on job satisfaction, career moblity and stress levels of employees at Lesotho Highlands Development Authority
- Authors: Mahloane, Katiso William
- Date: 2009
- Subjects: Employee morale , Organizational change , Employees -- Attitudes -- Evaluation , Job satisfaction , Stress management
- Language: English
- Type: Thesis , Masters , M Admin
- Identifier: vital:11648 , http://hdl.handle.net/10353/188 , Employee morale , Organizational change , Employees -- Attitudes -- Evaluation , Job satisfaction , Stress management
- Description: Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
- Full Text:
- Authors: Mahloane, Katiso William
- Date: 2009
- Subjects: Employee morale , Organizational change , Employees -- Attitudes -- Evaluation , Job satisfaction , Stress management
- Language: English
- Type: Thesis , Masters , M Admin
- Identifier: vital:11648 , http://hdl.handle.net/10353/188 , Employee morale , Organizational change , Employees -- Attitudes -- Evaluation , Job satisfaction , Stress management
- Description: Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
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The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe
- Authors: Chiboiwa, Malvern Waini
- Date: 2009
- Subjects: Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11547 , http://hdl.handle.net/10353/30 , Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Description: Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
- Full Text:
- Authors: Chiboiwa, Malvern Waini
- Date: 2009
- Subjects: Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11547 , http://hdl.handle.net/10353/30 , Job satisfaction , Employees -- Attitudes , Corporate culture , Organizational behavior , Employee loyalty
- Description: Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the nature of the relationship between job satisfaction and organisational citizenship behaviour, which is another factor that is regarded as important in achieving organisational effectiveness. Some studies have shown that organisational citizenship behavior is a result of job satisfaction. In this regard, the present study focuses on the extent to which job satisfaction influences organisational citizenship behaviour among selected organizations in Zimbabwe. The study hypothesised that job satisfaction correlates positively with organisational citizenship behaviour. Participants in the study comprise of middle level management, supervisors and lower level employees. Two questionnaires were combined to collect data for the study. The Minnesota Satisfaction questionnaire was used to collect data on job satisfaction whilst a questionnaire by Konovsky and Organ (1996:253) was used to collect data on organisational citizenship behaviour. The results show that employees in the organisations surveyed report moderate levels of job satisfaction and organizational citizenship behavior. It was established that there was a substantive correlation between job satisfaction and organisational citizenship behaviour.
- Full Text:
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