The effect of job insecurity and turnover intention on organisational citizenship behaviour of employees at a university in the Eastern Cape Province
- Authors: Chimucheka, Nyasha https://orcid.org/0000-0002-0663-8887
- Date: 2022-11
- Subjects: Job security -- South Africa , Organizational behavior -- South Africa , Employee competitive behavior -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/28739 , vital:74907
- Description: Organisation’s success is dependent on employees’ feelings regarding their jobs and employees’ willingness to undertake voluntary behaviours beyond their expected service level. The main objective of this study was to investigate the combined effect of job insecurity and turnover intention on organisational citizenship behaviour (OCB) of employees at a university in the Eastern Cape Province of South Africa. Secondary objectives of the research included to investigate the effect of job insecurity on organisational citizenship behaviour, to investigate the effect of turnover intention on organisational citizenship behaviour of employees at a university in the Eastern Cape Province, and to investigate the effect of job insecurity on the turnover intention of employees at a university in the Eastern Cape Province. The study discussed and applied the social exchange theory as well as the psychological contract theory. Using a positivist paradigm, the study was descriptive in nature. The study followed a cross sectional research design. The study followed a quantitative research approach which emphasises on the quantification of constructs. The population was 2050 administrative and academic staff who were employed by the university under study in 2021. Raosoft was used to calculate the sample size and the recommended sample size was 324. Although the researcher had access to staff mailing list, the researcher had limited access to the actual population list, hence the study employed non-probability sampling method. Thus, purposive sampling technique was used to select respondents, with the characteristic required to participate being either an academic or an administrative employee at the University of Fort Hare. This study employed survey method where data was collected using an electronic questionnaire. The researcher used Statistical Package for Social Sciences (SPSS) software v.25 to analyse data. Both inferential and descriptive tests were used for the analysis of data. Inferential statistical tests used include the Multiple Regression analysis, Pearson correlation and Simple Linear Regression. The study concludes that job insecurity and turnover intention have a negative effect on OCB of employees at the university under study. It was also concluded that job insecurity has a negative effect on OCB of employees, turnover intention has a t negative effect on OCB of employees, and job insecurity has a positive effect on turnover intention of employees at a university in the Eastern Cape Province. Recommendations provided to managers and practitioners are based on the conclusion of the study. Theoretical implications of this study were also discussed. The researcher suggested areas of further research that can be pursued by others. , Thesis (MCom) -- Faculty of Management and Commerce, 2022
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- Date Issued: 2022-11
Unlocking the development of built environment professionals through infrastructure investment in South Africa
- Authors: Mputa, Nobutyani Sinethemba
- Date: 2013
- Subjects: Career development -- South Africa , Construction workers -- South Africa , Infrastructure (Economics) -- South Africa , Job security -- South Africa
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: vital:9673 , http://hdl.handle.net/10948/d1020049
- Description: spending is regarded to be one of the major contributors to economic growth. The purpose of the study was to investigate how infrastructure projects could engender professional skills development. The topic is focused on a human resource (HR) perspective as it is one of the knowledge areas in project management. In order to achieve the research objectives and also establish the breadth of the subject issues in the literature review, a qualitative methodology was employed. Interviews were conducted and the majority of the participants were working towards professional registration in the built environment professions. The empirical findings that emerged from the study show that the majority of the respondents agreed that HR units should be aware of the legislation related to professional training and education. The interviewees further elucidate that, although professional registration is the primary duty of the candidate, HR units should ensure that interns are doing what is in line with their professional requirements, according to different councils, to ensure compliance. However, the lack of a structured approach in administering training programmes is a key factor that contributes to the lack of development of professional skills on government sponsored infrastructure projects. This must be addressed to attain the desired professional development outcomes among historically disadvantaged individuals (HDIs) that are keen on professional registration and development in the built environment professions. Other empirical findings showed that most of the respondents showed some concern regarding job security with their present employment. They explained that once the status of professional registration is attained, securing employment in the industry should be relatively easy. South Africa needs a highly skilled workforce to ensure growth of the economy therefore HR departments in organisation should adapt a systematic approach in their HR planning in order to ensure skills are engendered to HDIs as well.
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- Date Issued: 2013