- Title
- Gender and age differences between managers and employees on organisational commitment in selected factories in the Buffalo City Metropolitan area
- Creator
- Qwabe, Nombali Palesa
- Subject
- Employee loyalty -- South Africa -- Eastern Cape
- Subject
- Organizational commitment -- South Africa -- Eastern Cape
- Subject
- Sex discrimination -- South Africa -- Eastern Cape
- Subject
- Executives -- South Africa -- Eastern Cape
- Subject
- Employee morale -- South Africa -- Eastern Cape
- Subject
- Employee motivation -- South Africa -- Eastern Cape
- Subject
- Employee retention -- South Africa -- Eastern Cape
- Subject
- Labor turnover -- South Africa -- Eastern Cape
- Subject
- Organisational commitment
- Subject
- Affective commitment
- Subject
- Continuance commitment
- Subject
- Normative commitment
- Subject
- Gender differences
- Subject
- Age differences
- Date Issued
- 2013
- Date
- 2013
- Type
- Thesis
- Type
- Masters
- Type
- MCom (Industrial Psychology)
- Identifier
- vital:11557
- Identifier
- http://hdl.handle.net/10353/d1007117
- Identifier
- Employee loyalty -- South Africa -- Eastern Cape
- Identifier
- Organizational commitment -- South Africa -- Eastern Cape
- Identifier
- Sex discrimination -- South Africa -- Eastern Cape
- Identifier
- Executives -- South Africa -- Eastern Cape
- Identifier
- Employee morale -- South Africa -- Eastern Cape
- Identifier
- Employee motivation -- South Africa -- Eastern Cape
- Identifier
- Employee retention -- South Africa -- Eastern Cape
- Identifier
- Labor turnover -- South Africa -- Eastern Cape
- Identifier
- Organisational commitment
- Identifier
- Affective commitment
- Identifier
- Continuance commitment
- Identifier
- Normative commitment
- Identifier
- Gender differences
- Identifier
- Age differences
- Description
- Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.
- Format
- 119 leaves; 30 cm
- Format
- Publisher
- University of Fort Hare
- Publisher
- Faculty of Management & Commerce
- Language
- English
- Rights
- University of Fort Hare
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UFH Department of Industrial Psychology
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