The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare

Xabiso Ngabase

Title: The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare
Creator: Xabiso Ngabase
Subject: Employee assistance programs -- South Africa -- Eastern Cape
Subject: Employee competitive behavior -- South Africa -- Eastern Cape
Subject: Employee empowerment -- South Africa -- Eastern Cape
Subject: Employee loyalty -- South Africa -- Eastern Cape
Subject: Employee morale -- South Africa -- Eastern Cape
Subject: Employee motivation -- South Africa -- Eastern Cape
Subject: Employees -- Training of -- South Africa -- Eastern Cape
Subject: Labor turnover -- South Africa -- Eastern Cape
Subject: Universities and colleges -- South Africa -- Eastern Cape
Date Issued: 2013
Date: 2013
Type: Thesis
Type: Masters
Type: MCom (Industrial Psychology)
Identifier: vital:11555
Identifier: http://hdl.handle.net/10353/d1007110
Identifier: Employee assistance programs -- South Africa -- Eastern Cape
Identifier: Employee competitive behavior -- South Africa -- Eastern Cape
Identifier: Employee empowerment -- South Africa -- Eastern Cape
Identifier: Employee loyalty -- South Africa -- Eastern Cape
Identifier: Employee morale -- South Africa -- Eastern Cape
Identifier: Employee motivation -- South Africa -- Eastern Cape
Identifier: Employees -- Training of -- South Africa -- Eastern Cape
Identifier: Labor turnover -- South Africa -- Eastern Cape
Identifier: Universities and colleges -- South Africa -- Eastern Cape
Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
Format: 103 leaves; 30 cm
Format: pdf
Publisher: University of Fort Hare
Publisher: Faculty of Management & Commerce
Language: English
Rights: University of Fort Hare

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