Psychological empowerment and organisational citizenship behaviour as predictors of intention to stay among employees in the banking sector in Lesotho
- Authors: Domela-Serobanyane, Malinda
- Date: 2020-06
- Subjects: Psychology, Industrial , Organizational behavior , Banks and banking
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/20263 , vital:45640
- Description: This study investigated the association between psychological empowerment and organisational citizenship behaviour, on the one hand, and intention to stay among employees in the banking sector in Lesotho. A few studies have investigated the relationship between intention to stay and the two independent variables of psychological empowerment and organisational citizenship behaviour individually. However, no study has investigated the relationship between intention to stay and psychological empowerment and organisational citizenship behaviour (combined) as predictors of intention to stay in the banking sector in Lesotho. Investigating psychological empowerment and organisational citizenship behaviour as predictors of employee intention to stay in the Lesotho banking sector has been considered vital for this study. Variables were chosen due to deficiencies in previous research related to the constructs of psychological empowerment; organisational citizenship behaviour and intention to stay explain the necessity for further research, in particular to the banking sector in Lesotho. Utilizing a positivist perspective, the current research used a closed questionnaire to 321 employees from three commercial banks in Lesotho. The response rate was 98 percent (309 responses). To analyse data, the Statistical Package for Social Sciences (SPSS) was used. In particular, this research used exploratory factor analysis, Pearson correlation, and analysis of variance (ANOVA), analysis of moment structures (AMOS) as well as structural equation modelling to address the hypothesised relationships. Overall, the results of this study found that there is no association between psychological empowerment and employee intention to stay in the organisation. Demographic variables were used as control variables in the study and it was found, inter alia, that age positively influences the level of psychological empowerment as a predictor of intention to stay. , Thesis (PhD) -- Faculty of Management and Commerce, 2020
- Full Text:
- Date Issued: 2020-06
- Authors: Domela-Serobanyane, Malinda
- Date: 2020-06
- Subjects: Psychology, Industrial , Organizational behavior , Banks and banking
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/20263 , vital:45640
- Description: This study investigated the association between psychological empowerment and organisational citizenship behaviour, on the one hand, and intention to stay among employees in the banking sector in Lesotho. A few studies have investigated the relationship between intention to stay and the two independent variables of psychological empowerment and organisational citizenship behaviour individually. However, no study has investigated the relationship between intention to stay and psychological empowerment and organisational citizenship behaviour (combined) as predictors of intention to stay in the banking sector in Lesotho. Investigating psychological empowerment and organisational citizenship behaviour as predictors of employee intention to stay in the Lesotho banking sector has been considered vital for this study. Variables were chosen due to deficiencies in previous research related to the constructs of psychological empowerment; organisational citizenship behaviour and intention to stay explain the necessity for further research, in particular to the banking sector in Lesotho. Utilizing a positivist perspective, the current research used a closed questionnaire to 321 employees from three commercial banks in Lesotho. The response rate was 98 percent (309 responses). To analyse data, the Statistical Package for Social Sciences (SPSS) was used. In particular, this research used exploratory factor analysis, Pearson correlation, and analysis of variance (ANOVA), analysis of moment structures (AMOS) as well as structural equation modelling to address the hypothesised relationships. Overall, the results of this study found that there is no association between psychological empowerment and employee intention to stay in the organisation. Demographic variables were used as control variables in the study and it was found, inter alia, that age positively influences the level of psychological empowerment as a predictor of intention to stay. , Thesis (PhD) -- Faculty of Management and Commerce, 2020
- Full Text:
- Date Issued: 2020-06
Job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African university
- Authors: Yawethe, Thozama
- Date: 2020
- Subjects: Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18952 , vital:43002
- Description: This study examined job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African University. A structured questionnaire was used to collect data from 149 randomly selected participants. A 5-point Likert scale job characteristics survey by Hackman and Oldham (1975) was used to measure job characteristics while, a 5-point Likert scale by Lee and Allen (2002) on organisational citizenship behaviour was used to measure employee’s organisational citizenship behaviour. Different statistical techniques such as Spearman rho correlation technique and Regression analysis were used to analyse data. The results showed that task significance, skills variety, autonomy and feedback are significantly positively related to organisational citizenship behaviour. There was a non-significant negative relationship between task identity and organisational citizenship behaviour. A combination of two or more job characteristics dimensions were found to report a higher proportion of variance in organisational citizenship behaviour than any one job characteristic separately. The study, thus, recommends that managers must design employees’ jobs or tasks that are more meaningful to stimulate the display of organisational citizenship behaviour. Initiatives that stimulate the use of a variety of skills, promotes feedback, promote task significance and autonomy were suggested as solutions to stimulate the display of OCB. The prevalence of such dimensions on one’s job increase motivation and satisfaction therefore contributing positively towards organisational citizenship behaviour.
- Full Text:
- Date Issued: 2020
- Authors: Yawethe, Thozama
- Date: 2020
- Subjects: Organizational behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/18952 , vital:43002
- Description: This study examined job characteristics and organisational citizenship behaviour among employees in a previously disadvantaged South African University. A structured questionnaire was used to collect data from 149 randomly selected participants. A 5-point Likert scale job characteristics survey by Hackman and Oldham (1975) was used to measure job characteristics while, a 5-point Likert scale by Lee and Allen (2002) on organisational citizenship behaviour was used to measure employee’s organisational citizenship behaviour. Different statistical techniques such as Spearman rho correlation technique and Regression analysis were used to analyse data. The results showed that task significance, skills variety, autonomy and feedback are significantly positively related to organisational citizenship behaviour. There was a non-significant negative relationship between task identity and organisational citizenship behaviour. A combination of two or more job characteristics dimensions were found to report a higher proportion of variance in organisational citizenship behaviour than any one job characteristic separately. The study, thus, recommends that managers must design employees’ jobs or tasks that are more meaningful to stimulate the display of organisational citizenship behaviour. Initiatives that stimulate the use of a variety of skills, promotes feedback, promote task significance and autonomy were suggested as solutions to stimulate the display of OCB. The prevalence of such dimensions on one’s job increase motivation and satisfaction therefore contributing positively towards organisational citizenship behaviour.
- Full Text:
- Date Issued: 2020
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