School of Human and Community Development (ETDs)
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Item Hybrid working and organisational commitment: the role of perceived organisational support(University of the Witwatersrand, Johannesburg, 2023-08) Tresidder-Angelo, Miguel Richard; Milner, KarenCovid-19 has brought about many changes that has affected the workforce both positively and negatively. The major change brought about by Covid-19 is the alteration in the way individuals work. For many years remote working was a concept most employees had dreamed of, but through Covid-19 it became accessible to all. Now that the pandemic is at the point of phasing out and the seriousness of it has lessened, organisations are searching for a new way to maintain, motivate and increase their employees’ performance without losing the flexibility and autonomy that is afforded to remote working. This has come in the form of hybrid work which seeks to blend the benefits of remote work and the benefits of in-office work, to meet the expectations and needs of all employees and improve on both ways of work. This new concept could shape the way of work which is under-researched particularly in terms of how it will affect the employee’s attitudinal outcomes such as perceived job stress and organisational commitment. Therefore, this study explored the relationship between these two variables within a hybrid working context employees will be negative. Traditional organisational research also seemed to suggest that perceived organisational support could moderate this relationship. The aim of this study was therefore to examine the effect of job stress on organisational commitment and whether or not perceived organisational support moderates this relationship within a hybrid working context. This was done through acquiring data through purposive non-probability convenience sampling which allowed the study to obtain a sample of 106 individuals within the IT and Data Management sector. Participants were administered a self-report survey which contained three scales - Perceived Stress Scale (PSS), Organisational Commitment Questionnaire (OCQ), and Perceived Organisational Support scale (POS). A correlation coefficient test was conducted to determine the association between perceived job stress and organisational commitment and a hierarchical moderated regression was run to determine if perceived organisational support moderates this relationship within a hybrid working context. The results of this found a weak statistically negative relationship between perceived job stress and organisational commitment. Perceived organisational support was found to have a statistically non-significant moderation effect on the relationship between perceived job stress and organisational commitment.Item South African academics’ intent to quit and intent to emigrate: an integration of turnover and emigration theories(University of the Witwatersrand, Johannesburg, 2022) Callaghan, Natasha Chomba; Milner, KarenThe present study contributes to the existing body of knowledge on factors that affect academics’ intent to quit and intent to emigrate. The objective of the study was to investigate relationships between individual differences (core self-evaluations), work attitudes (job satisfaction), contextual or work environment (perceived organisational support), and external or societal conditions (satisfaction with quality of life in South Africa), and their effects on academics’ intent to quit and intent to emigrate. The overarching goal was to integrate, review, and test turnover and migration theories and to investigate determinants of academics’ intent to quit, and intent to emigrate. Respondents (full time academics) from five higher education institutions, namely University of Pretoria, University of the Witwatersrand, University of Cape Town, Central University of Technology, and University of Fort Hare were invited to participate. Usable data from 471 respondents were analysed using statistical package for the social sciences (SPSS) software and structural equation modelling or SEM using Analysis of Moment Structures Software (AMOS SPSS). The direct relationship between core self-evaluations and academics’ intent to quit, and between core self-evaluations and intent to emigrate was tested in the presence of indirect paths (mediators, a moderator, and an interaction variable). A non-significant relationship between core self-evaluations and academics’ intent to quit, and a non-significant relationship between core self-evaluations and academics’ intent to emigrate was found. Tests of mediation found perceived organisational support to fully mediate the relationship between core self-evaluations and intent to quit, and to fully mediate the relationship between core self-evaluations and intent to emigrate. Job satisfaction was also found to fully mediate the relationship between core self-evaluations and intent to quit, and to fully mediate the relationship between core self-evaluations and intent emigrate. Results of tests of moderation found satisfaction with quality of life to moderate the relationship between core self-evaluations and intent to quit such that the relationship between core self-evaluations and intent to quit was stronger. Satisfaction with quality of life did not moderate the relationship between core self-evaluation’s and intent to emigrate. Although a majority of academics had no intention to quit or emigrate, an interesting finding was that those that were intending to emigrate were more than those intending to quit. This study contributes to the current literature on turnover and migration theory and extends the discussion to merging predictors of turnover and migration intentions in higher education contexts. This study also extends earlier turnover and migration research by confirming that predictors of turnover intentions and migration intentions are similar.