Psychological empowerment as a moderator of the relationship between job insecurity and intention to quit among employees at Emalahleni local municipality, Eastern Cape
- Mapete, Siphosethu https://orcid.org/0000-0003-1580-9382
- Authors: Mapete, Siphosethu https://orcid.org/0000-0003-1580-9382
- Date: 2020-09
- Subjects: Employee morale , Municipal officials and employees
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20174 , vital:45405
- Description: Psychological empowerment, job security and retention are important characteristics that all organisations would be happy to have among all their employees. This is because retention and psychological empowerment on their own are characteristics that are linked to many desirable organisational outcomes such as job satisfaction, productivity and employee retention. In other words, a psychologically empowered employee is an engaged and desirable one, and it is therefore extremely important for organisations to know how engagement among employees can be generated or enhanced, especially the case in the public sector that is characterised by high levels of stress among its employees. The main objective of the study is to explore the combined effect of psychological empowerment, job insecurity and intention to quit in the South African public sector where psychological empowerment plays a moderating effect. The study enquires into the effects gender, race, marital status, age and educational level have on the study variables. A quantitative approach is adopted. A structured self – administered questionnaire comprising of four sections: biographical information, Psychological Empowerment Questionnaire (PEQ), Job Insecurity Inventory (JII) and Turnover Intention Scale (TIS) was used to collect the data. Statistical Package for the Social Sciences (SPSS) will be used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between job insecurity and intention to quit. A negative relationship was also found between the dependent variable psychological empowerment and the independent variable intention to quit. Additionally, a combined effect of psychological empowerment and job insecurity on intention to quit was also found due to the fact that no previous studies found job insecurity to be significantly positively related to intention to quit. Job insecurity was also found to be significantly negatively related to intention to quit, and the two variables combined (psychological empowerment and job insecurity) were found to be even more strongly related to intention to quit than any of the two separately. These are the results the present study found. , Thesis (MCom) -- Faculty of Management and Commerce, 2020
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- Authors: Mapete, Siphosethu https://orcid.org/0000-0003-1580-9382
- Date: 2020-09
- Subjects: Employee morale , Municipal officials and employees
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20174 , vital:45405
- Description: Psychological empowerment, job security and retention are important characteristics that all organisations would be happy to have among all their employees. This is because retention and psychological empowerment on their own are characteristics that are linked to many desirable organisational outcomes such as job satisfaction, productivity and employee retention. In other words, a psychologically empowered employee is an engaged and desirable one, and it is therefore extremely important for organisations to know how engagement among employees can be generated or enhanced, especially the case in the public sector that is characterised by high levels of stress among its employees. The main objective of the study is to explore the combined effect of psychological empowerment, job insecurity and intention to quit in the South African public sector where psychological empowerment plays a moderating effect. The study enquires into the effects gender, race, marital status, age and educational level have on the study variables. A quantitative approach is adopted. A structured self – administered questionnaire comprising of four sections: biographical information, Psychological Empowerment Questionnaire (PEQ), Job Insecurity Inventory (JII) and Turnover Intention Scale (TIS) was used to collect the data. Statistical Package for the Social Sciences (SPSS) will be used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between job insecurity and intention to quit. A negative relationship was also found between the dependent variable psychological empowerment and the independent variable intention to quit. Additionally, a combined effect of psychological empowerment and job insecurity on intention to quit was also found due to the fact that no previous studies found job insecurity to be significantly positively related to intention to quit. Job insecurity was also found to be significantly negatively related to intention to quit, and the two variables combined (psychological empowerment and job insecurity) were found to be even more strongly related to intention to quit than any of the two separately. These are the results the present study found. , Thesis (MCom) -- Faculty of Management and Commerce, 2020
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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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