Hybrid working and organisational commitment: the role of perceived organisational support

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dc.contributor.authorTresidder-Angelo, Miguel Richard
dc.contributor.supervisorMilner, Karen
dc.date.accessioned2024-08-08T10:48:25Z
dc.date.available2024-08-08T10:48:25Z
dc.date.issued2023-08
dc.departmentDepartment of Psychology
dc.descriptionA research project submitted in partial fulfilment of the requirements for the degree of Master of Arts (Organisational Psychology) in the Faculty of Humanities, School of Human and Community Development, University of the Witwatersrand, Johannesburg, 2023.
dc.description.abstractCovid-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.
dc.description.submitterMM2024
dc.facultyFaculty of Humanities
dc.identifier.citationTresidder-Angelo, Miguel Richard. (2023). Hybrid working and organisational commitment: the role of perceived organisational support. [Master's dissertation, University of the Witwatersrand, Johannesburg]. WIReDSpace. https://hdl.handle.net/10539/40042
dc.identifier.urihttps://hdl.handle.net/10539/40042
dc.language.isoen
dc.publisherUniversity of the Witwatersrand, Johannesburg
dc.rights©2023 University of the Witwatersrand, Johannesburg. All rights reserved. The copyright in this work vests in the University of the Witwatersrand, Johannesburg. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of University of the Witwatersrand, Johannesburg.
dc.rights.holderUniversity of the Witwatersrand, Johannesburg
dc.schoolSchool of Social Sciences
dc.subjectHybrid work
dc.subjectRemote work
dc.subjectIn-office work
dc.subjectPerceived job stress
dc.subjectOrganisational commitment
dc.subjectPerceived organisational support
dc.subjectUCTD
dc.subject.otherSDG-8: Decent work and economic growth
dc.titleHybrid working and organisational commitment: the role of perceived organisational support
dc.typeDissertation
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