Organizational commitment, age and gender effects on organizational citizenship behaviour of university employees
- Authors: Khayundi, Daniel Asiachi
- Date: 2011
- Subjects: Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/25755 , vital:64476
- Description: Organizational citizenship behaviour is one of the important factors that enhance organizational effectiveness. The main purpose of this study was to explore the impact of Organizational commitment on Organizational Citizenship Behaviour (OCB). In this study, age and gender effects on OCB of tertiary institution employees were also examined. The data was collected from 68 academic and administration staff from the University of Fort Hare, Alice campus through questionnaires. The results show that 68 respondents are of the view that organizational commitment impacts positively in enhancing the organizational citizenship behaviour of the employees. The findings also reveal that age and gender play no role in the practice of employees OCB. Management can increase the levels of OCB in their employees by recognizing employees who engage themselves in such behaviour. Implications that can help management in the University of Fort Hare, Alice campus in augmenting the OCB of employees is also discussed. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011
- Authors: Khayundi, Daniel Asiachi
- Date: 2011
- Subjects: Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/25755 , vital:64476
- Description: Organizational citizenship behaviour is one of the important factors that enhance organizational effectiveness. The main purpose of this study was to explore the impact of Organizational commitment on Organizational Citizenship Behaviour (OCB). In this study, age and gender effects on OCB of tertiary institution employees were also examined. The data was collected from 68 academic and administration staff from the University of Fort Hare, Alice campus through questionnaires. The results show that 68 respondents are of the view that organizational commitment impacts positively in enhancing the organizational citizenship behaviour of the employees. The findings also reveal that age and gender play no role in the practice of employees OCB. Management can increase the levels of OCB in their employees by recognizing employees who engage themselves in such behaviour. Implications that can help management in the University of Fort Hare, Alice campus in augmenting the OCB of employees is also discussed. , Thesis (MCom) -- Faculty of Management and Commerce, 2011
- Full Text:
- Date Issued: 2011
The prevalence and consequences of workplace bullying in South Africa
- Authors: Momberg, Markus Albertus
- Date: 2011
- Subjects: Bullying in the workplace -- South Africa -- Prevention , Harrasment -- South Africa , Organizational behavior -- South Africa , Interpersonal relations -- South Africa , Labour laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10211 , http://hdl.handle.net/10948/1572 , Bullying in the workplace -- South Africa -- Prevention , Harrasment -- South Africa , Organizational behavior -- South Africa , Interpersonal relations -- South Africa , Labour laws and legislation -- South Africa
- Description: A study is made of the ever-growing worldwide social pandemic of workplace bullying. We define workplace bullying in terms of its characteristics and distinguish it from unfair discrimination in the form of harassment. A survey is presented of its occurrence worldwide and how it manifests as an organisational conflict, both as hierarchical and horizontal abuse. This is analysed in terms of a social science perspective. We consider grievance reporting as an indication of trends in workplace bullying and discuss the limitations of such reporting. We review the consequent effects of such limitations on the health of workers and workplace efficiency and note the shortcomings of existing labour law in dealing with this inadequacy. Our findings are summarised, with recommendations for resolving this conflict situation.
- Full Text:
- Date Issued: 2011
- Authors: Momberg, Markus Albertus
- Date: 2011
- Subjects: Bullying in the workplace -- South Africa -- Prevention , Harrasment -- South Africa , Organizational behavior -- South Africa , Interpersonal relations -- South Africa , Labour laws and legislation -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10211 , http://hdl.handle.net/10948/1572 , Bullying in the workplace -- South Africa -- Prevention , Harrasment -- South Africa , Organizational behavior -- South Africa , Interpersonal relations -- South Africa , Labour laws and legislation -- South Africa
- Description: A study is made of the ever-growing worldwide social pandemic of workplace bullying. We define workplace bullying in terms of its characteristics and distinguish it from unfair discrimination in the form of harassment. A survey is presented of its occurrence worldwide and how it manifests as an organisational conflict, both as hierarchical and horizontal abuse. This is analysed in terms of a social science perspective. We consider grievance reporting as an indication of trends in workplace bullying and discuss the limitations of such reporting. We review the consequent effects of such limitations on the health of workers and workplace efficiency and note the shortcomings of existing labour law in dealing with this inadequacy. Our findings are summarised, with recommendations for resolving this conflict situation.
- Full Text:
- Date Issued: 2011
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