Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal

Buitendach, Johanna H.; Witte, Hans De

doi:10.4102/sajbm.v36i2.625

Cited by 143 publications

(110 citation statements)

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“…Research indicates that these factors can be divided into two distinct dimensions, namely extrinsic and intrinsic (Buitendach & De Witte, 2005). Table 1 Summary of the differences between organisational climate and organisational culture…”

Section: Job Satisfactionmentioning

confidence: 98%

The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

2010

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Orientation: Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees’ understanding of the work environment and their level of job satisfaction.Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction.Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today.Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model.Main findings: The revised 12-factor model (after the confirmatory factor analysis) fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions) for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01) between organisational climate and the dependent variable of job satisfaction.Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour.Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.How to cite this article: Castro, M., & Martins, N. (2010). The relationship between organisational climate and employee satisfaction in a South African information and technology organisation. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #800, 9 pages. DOI: 10.4102/sajip.v36i1.800

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Section: Job Satisfactionmentioning

confidence: 98%

The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

2010

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“…Perceptions of job insecurity have been associated with reduced job satisfaction (e.g. Ashford et al, 1989;Probst, 2000;Buitendach and De Witte, 2005), resulting in the conceptualization of a new operationalization of job security satisfaction (Probst, 1998).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Research supports an association between job insecurity and reduced job satisfaction (e.g. Ashford et al, 1989;Buitendach and De Witte, 2005;Davy et al, 1997;Probst, 2000;Sverke et al, 2002). But the mechanism for how job insecurity affects job satisfaction remains unclear.…”

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confidence: 99%

Job insecurity and job satisfaction

Zheng

Diaz

Tang

et al. 2014

Career Development International

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to examine optimism and how facets of subordinates' psychological characteristics, such as their attitudes and personalities, are similar to their direct supervisors' (as person-supervisor deep-level similarity or P-S deep-level similarity) in order to understand their interactions with job insecurity in predicting employee job satisfaction. Design/methodology/approach -Empirical study had been conducted. Sample firms in this study consist of eight state-run electric power companies and 16 licensed chemical companies in central Hubei Province in China. In total, 368 valid samples were included in the analyses (with a valid return rate of 73 percent). All constructs were rated on a five-point Likert-type response scale. In order to diminish the possibility of common method biases, the authors used participants' dyad supervisors to rate P-S deep-level similarity and P-S guanxi. The authors tested the hypotheses by implementing hierarchical linear regression. Findings -The results show that when certain demographic variables (e.g. age, gender, education, post, employment type, income proportion, position) and P-S guanxi are controlled, optimism and P-S deep-level similarity significantly interact with job insecurity to predict job satisfaction. Job satisfaction is bolstered when job security increases among those who report a high level of both optimism and P-S deep-level similarity. Originality/value -Researchers have found that job insecurity has negative effects on job satisfaction (Sverke et al., 2002). But there is a lack of understanding about the mechanism of how job insecurity affects job satisfaction. In this study, the authors found that optimism and P-S deep level similarity could jointly moderate the relation (and direction) between job insecurity and job satisfaction. The work illustrates how positive traits (such as optimism) and psychological factors (such as P-S deep-level similarity) could affect employee job satisfaction with different levels of job insecurity.

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“…It does not just affect the workers' well-being and satisfaction (Fatimah, Noraishah, Nasir, & Khairuddin, 2012), but the work organization suffers as well because it reduces the workers' commitment (Martínez et al, 2010). This is due to psychological withdrawal of the employees (Hartley et al, 1991) that leads to reduced job satisfaction (Buitendach & De Witte, 2005) and output. Though empirical evidence on this discourse does not exist due to the dearth of studies in this area in Nigeria, it can be argued to account for the ways bankers treat customers with disrespect in many Nigerian banking floors as pointed earlier.…”

Section: Resultsmentioning

confidence: 99%

McDonaldization and Job Insecurity

Dumbili

2013

Sage Open

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The article examines how and why the McDonaldization of banking system in Nigeria engenders job insecurity. This is imperative because it provides an explicit revelation of the root causes of job insecurity in the sector that other scholars have totally omitted. No Nigerian scholar has applied the thesis in relation to job insecurity, which is the major problem in Nigeria's banking industry. The article based on the analysis of secondary data and observations, therefore, draws on McDonaldization thesis to examine the upsurge of rationalization in the sector since consolidation exercise began in 2005. The article argues that the sector's rising rationalization and ensuing efficiency, calculability, predictability, and control are necessary. However, these have inevitably engendered job insecurity and its adverse consequences. Based on the critical analyses of available evidence, the article concludes that the best option is to commence resistance of the McDonaldization processes, especially those that replace human with nonhuman technology or make customers unpaid workers.

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Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal

Cited by 143 publications

References 70 publications

The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

Job insecurity and job satisfaction

McDonaldization and Job Insecurity

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