Perception of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution

Abstract

A merger can be considered both a phenomenological and signifcant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the “best” of 15 predefned models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The fnal predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions

Job Retention Factors, Perceived Career Mobility and Organisational Commitment in the South African Financial Sector

“…On the other hand, older workers were affectively more committed to their organisations seemingly due to the perceived costs of leaving their organisations and having 'cognitively justified' their continuance in an organisation. Several studies have reported a trend whereby older employees tend to report greater organisational commitment (Martin & Roodt, 2007). The findings are consistent with those of Levy (2010) andD'Manto andHerzfeldt (2008), who found older employees to be more committed.…”

“…Employment equity legislation has enhanced career mobility for historically disadvantaged groups. Various studies have explored the relationship between external career mobility and, more specifically, intent to leave and race (Martin & Roodt, 2007;Vallabh & Donald, 2001). White South African employees experienced greater levels of satisfaction for several job facets, including promotional opportunities, which is a key aspect of perceived intraorganisational career mobility (Lumley, 2009).…”

Otel İşletmelerinde Etik Liderlik, Örgütsel Bağlılık ve İş Tatmini Arasındaki İlişki

“…The importance of organizational commitment has been emphasized in the literature as it relates to many subjects (i.e., job, profession, career, business) in many areas (i.e., sociology, industrial psychology, health psychology) (Martin and Roodt, 2008). Although much research has been done, often using improper scales, organizational commitment can be difficult to synthesize and define (Meyer and Allen, 1991;Kimbel, 2002).…”

The Character of the Vocational Teachers Work

“…Numerous studies on commitment have been undertaken in the disciplines of behavioural, attitudinal and motivational sciences, within three broad research streams, through sociological, industrial and organisational psychology and health psychology [9]; all emphasise the importance of commitment in the workplace. It has been the subject of excessive research and empirical attention, as a consequence and an antecedent of other workrelated variables [8] and has been linked to workplace outcomes [10].…”

“…Commitment in the workplace has evolved to encompass a broad range of types, such as engagement, attachment, commitment and involvement [8]. Numerous studies on commitment have been undertaken in the disciplines of behavioural, attitudinal and motivational sciences, within three broad research streams, through sociological, industrial and organisational psychology and health psychology [9]; all emphasise the importance of commitment in the workplace.…”