The impact of job embeddedness on innovative work behaviours
- Authors: Wood, Jaryd Marc
- Date: 2019
- Subjects: Organizational behavior -- South Africa , Employee retention -- South Africa Work -- Psychological aspects Work ethic -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44379 , vital:37160
- Description: Modern day organisations compete in an ever growing and highly competitive global environment. International competitiveness continues to play a critical role in ensuring that both organisations and employees grow and succeed. An organisation’s and employee’s ability to innovate remains one of the key factors in ensuring that they remain competitive and relevant amongst global organisations. Globalisation, access to advanced technology and the enhanced ability to travel has further enabled consumers and to keep up to date with international trends. These phenomena’s make it increasingly and ever important to remain relevant and innovate to attract new customers or consumers and to retain the current ones. The term job embeddedness relates to the relationships employees have between the organisation they work for and the community they form part of. It is felt that a link may exist between job embeddedness and employees engagement in innovative work behaviours to ensure that employees continuously generate new and improved processes, ideas, technologies to contribute to the organisations success. It is against this setting that an empirical study was created for the purpose of concluding evidential data needed to draw conclusions and make recommendations to leadership within organisation’s relating to the impact that job embeddedness has on engagement in innovative work behaviours. Furthermore, the impact of job embeddedness is tested against employee’s engagement in innovative work behaviours. 90 professional part-time executive MBA programme individuals who were enrolled at the Nelson Mandela University Business School in South Africa and who are based at the four major centres of the Business School, which included Port Elizabeth, Cape Town, Durban and Johannesburg were approached to take part in this study. These individuals were employed in a variety of spheres in industry, including engineering, financial services, information technology, accounting and management in organisations that spanned a multitude of additional industries. As a result of these individuals participation, 549 participants took part in the survey. Key findings of the study includes that employee fit into the organisation, employee fit into the community and employee perceived sacrifice in the event of leaving the organisation are all significantly related to engagement in innovative work behaviours. A key recommendation of the study would be that in order to increase the organisational aspect of job embeddedness, organisational leaders would need to consider ways to or place emphasis on factors that would promote organisational fit and organisational sacrifice.
- Full Text:
- Date Issued: 2019
- Authors: Wood, Jaryd Marc
- Date: 2019
- Subjects: Organizational behavior -- South Africa , Employee retention -- South Africa Work -- Psychological aspects Work ethic -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/44379 , vital:37160
- Description: Modern day organisations compete in an ever growing and highly competitive global environment. International competitiveness continues to play a critical role in ensuring that both organisations and employees grow and succeed. An organisation’s and employee’s ability to innovate remains one of the key factors in ensuring that they remain competitive and relevant amongst global organisations. Globalisation, access to advanced technology and the enhanced ability to travel has further enabled consumers and to keep up to date with international trends. These phenomena’s make it increasingly and ever important to remain relevant and innovate to attract new customers or consumers and to retain the current ones. The term job embeddedness relates to the relationships employees have between the organisation they work for and the community they form part of. It is felt that a link may exist between job embeddedness and employees engagement in innovative work behaviours to ensure that employees continuously generate new and improved processes, ideas, technologies to contribute to the organisations success. It is against this setting that an empirical study was created for the purpose of concluding evidential data needed to draw conclusions and make recommendations to leadership within organisation’s relating to the impact that job embeddedness has on engagement in innovative work behaviours. Furthermore, the impact of job embeddedness is tested against employee’s engagement in innovative work behaviours. 90 professional part-time executive MBA programme individuals who were enrolled at the Nelson Mandela University Business School in South Africa and who are based at the four major centres of the Business School, which included Port Elizabeth, Cape Town, Durban and Johannesburg were approached to take part in this study. These individuals were employed in a variety of spheres in industry, including engineering, financial services, information technology, accounting and management in organisations that spanned a multitude of additional industries. As a result of these individuals participation, 549 participants took part in the survey. Key findings of the study includes that employee fit into the organisation, employee fit into the community and employee perceived sacrifice in the event of leaving the organisation are all significantly related to engagement in innovative work behaviours. A key recommendation of the study would be that in order to increase the organisational aspect of job embeddedness, organisational leaders would need to consider ways to or place emphasis on factors that would promote organisational fit and organisational sacrifice.
- Full Text:
- Date Issued: 2019
The relationship between organisational citizenship behaviour, workplace trust and workplace well-being in public and private hospitals in the Eastern Cape province of South Africa
- Authors: Rautenbach, Leontine
- Date: 2016
- Subjects: Organizational behavior -- South Africa , Nurses -- Employment -- South Africa -- Eastern Cape , Organizational effectiveness -- South Africa , Health facilities -- Personnel management
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/5984 , vital:21022
- Description: Globally, there is a shortage of professional nurses, which compromises the rendering of Health Care performance worldwide. South Africa has the added challenge of a dual Health Care system where there is a large disparity in financial resources, service levels and workload between private and public hospitals, which leads to public hospitals in rural areas failing to attract and retain professional nurses. The purpose of this study is to determine the relationships between three variables from the Positive Organisational Scholarship paradigm namely Workplace Trust, Organisational Citizenship Behaviour and Workplace Well-being which is researched amongst professional nurses in the private and public sectors in both the rural and urban areas in two districts in the Eastern Cape Province. The ultimate aim of the study is to propose interventions of how hospitals can improve the work environment in order to attract and to retain professional nurses. It is also anticipated that the results of the research will contribute to the body of research about Positive Organisational Scholarship (POS). The Workplace Trust Survey (WTS), Organisational Citizenship Level Scale (OCLS) and the Workplace Well-being Questionnaire (WWQ) were integrated into a single selfadministered questionnaire to measure the existence of the variables. The questionnaire also included questions relating to demographic factors. In order to confirm the reliability of the measuring instruments, an Exploratory Analysis was done, a Scree test was applied and a Principal Axis Factor Analysis was conducted. Finally, an Item-reliability Analysis on each factor was administered. The WTS and WWQ revealed sound factorial validity and was considered to be compatible with a South African sample, but the OCLS indicated poor construct validity. Relationships between the variables were analysed by applying a Pearson Productmoment Correlation Analysis in SPSS. T-tests, Analysis of Variance (ANOVA) and the Tukey HSD test was utilized to determine the potential influence of demographic characteristics on the variables. Several interesting relationships between variables and sub-variables were identified. The study concludes with proposed interventions needed to retain professional nurses in hospitals. The limitations of the study as well as recommendations for further research is briefly noted.
- Full Text:
- Date Issued: 2016
- Authors: Rautenbach, Leontine
- Date: 2016
- Subjects: Organizational behavior -- South Africa , Nurses -- Employment -- South Africa -- Eastern Cape , Organizational effectiveness -- South Africa , Health facilities -- Personnel management
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/5984 , vital:21022
- Description: Globally, there is a shortage of professional nurses, which compromises the rendering of Health Care performance worldwide. South Africa has the added challenge of a dual Health Care system where there is a large disparity in financial resources, service levels and workload between private and public hospitals, which leads to public hospitals in rural areas failing to attract and retain professional nurses. The purpose of this study is to determine the relationships between three variables from the Positive Organisational Scholarship paradigm namely Workplace Trust, Organisational Citizenship Behaviour and Workplace Well-being which is researched amongst professional nurses in the private and public sectors in both the rural and urban areas in two districts in the Eastern Cape Province. The ultimate aim of the study is to propose interventions of how hospitals can improve the work environment in order to attract and to retain professional nurses. It is also anticipated that the results of the research will contribute to the body of research about Positive Organisational Scholarship (POS). The Workplace Trust Survey (WTS), Organisational Citizenship Level Scale (OCLS) and the Workplace Well-being Questionnaire (WWQ) were integrated into a single selfadministered questionnaire to measure the existence of the variables. The questionnaire also included questions relating to demographic factors. In order to confirm the reliability of the measuring instruments, an Exploratory Analysis was done, a Scree test was applied and a Principal Axis Factor Analysis was conducted. Finally, an Item-reliability Analysis on each factor was administered. The WTS and WWQ revealed sound factorial validity and was considered to be compatible with a South African sample, but the OCLS indicated poor construct validity. Relationships between the variables were analysed by applying a Pearson Productmoment Correlation Analysis in SPSS. T-tests, Analysis of Variance (ANOVA) and the Tukey HSD test was utilized to determine the potential influence of demographic characteristics on the variables. Several interesting relationships between variables and sub-variables were identified. The study concludes with proposed interventions needed to retain professional nurses in hospitals. The limitations of the study as well as recommendations for further research is briefly noted.
- Full Text:
- Date Issued: 2016
An evaluation of the implementation of Mercedes Benz production system (MPS) and the employee change readiness at Mercedes Benz commercial vehicles South Africa
- Authors: McAllister, Rozane Ronardo
- Date: 2015
- Subjects: Daimler-Benz Aktiengesellschaft , Organizational change -- South Africa , Organizational behavior -- South Africa , Employees -- Attitudes , Continuous improvement process -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:850 , http://hdl.handle.net/10962/d1017518
- Description: The evaluation report section describes the evaluation of the implementation of Mercedes Benz Production System (MPS) at Mercedes Benz Commercial Vehicles, which is a division of Mercedes Benz South Africa’s manufacturing plant situated in East London. The section evaluates the changes the implementation of MPS brought to the Key Performance Indicators (KPI’S) of the division and evaluates the change readiness of the employees in the division prior to the change. The change implementation was initiated by the management of MBCV as a strategic organisational change to bring about continuous improvement to the KPI’s of the organisation. These KPI’s are Safety, Quality, Delivery, Cost and Morale (SQDCM). The reason behind the change at the time was deemed critical to MBCV in order to meet the annual KPI targets and remain cost competitive and sustainable. The evaluation report further describes the results of the change with regards to the organisational KPI’s and the level of employee change readiness which was conducted through a questionnaire survey. A brief literature review is included in the Evaluation Report under section one describing key concepts about Production Systems, Lean Manufacturing and Change Management. The evaluation section includes recommendations based on the results of the research findings and ends with a conclusion. The literature review section explores the literature that supports production systems, lean manufacturing and change management concepts, its definitions, importance and benefits. The literature review describes and critiques key concepts of the research such as productions systems, MPS in particular, lean manufacturing concepts and related change management topics relevant to the research. The literature review defines production systems and the concepts of lean manufacturing, highlighting the benefits of the concepts to enhance organisations’ manufacturing capabilities. An integrated part of lean manufacturing is people and the implementation of lean manufacturing into an organisation requires change management theories therefore key understanding in this particular research was to discuss change management concepts, in particular, employee change readiness. The literature will discuss different tools to assess employee change readiness and from this develop an employee change readiness tool. The change management concepts evaluated change readiness and the consequences if organisations are not ready for change. The research methodology section describes how that the research was conducted in two phases, one to evaluate the implementation of MPS with regards to the organisational KPI’s (SQDCM). This was assessed through reports from projects and presentations made by the project teams on improvements of the organisational KPI’s. The second phase evaluated the change readiness of the employees prior to the implementation of MPS. This phase of the research was intended to retrieve quantitative data with an adapted questionnaire which was distributed to employees. To evaluate the change readiness, a change model known as ADKAR was used as an evaluation instrument. The modified ADKAR questionnaire was distributed to employees in hard copies and completed during a weekly team meeting. The results were summarised and descriptive statistics were used to analyse the final results. Microsoft Excel (2010 version) was used to illustrate and display the graphs. Section three discussed the research methodology in more detail. The study shows that although there were some positive changes that came from the implementation of MPS in MBCV, especially to the following KPI’s (Safety, Quality, Delivery and Cost), real consideration should be given to employee morale and the level of change readiness of MBCV employees.
- Full Text:
- Date Issued: 2015
- Authors: McAllister, Rozane Ronardo
- Date: 2015
- Subjects: Daimler-Benz Aktiengesellschaft , Organizational change -- South Africa , Organizational behavior -- South Africa , Employees -- Attitudes , Continuous improvement process -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:850 , http://hdl.handle.net/10962/d1017518
- Description: The evaluation report section describes the evaluation of the implementation of Mercedes Benz Production System (MPS) at Mercedes Benz Commercial Vehicles, which is a division of Mercedes Benz South Africa’s manufacturing plant situated in East London. The section evaluates the changes the implementation of MPS brought to the Key Performance Indicators (KPI’S) of the division and evaluates the change readiness of the employees in the division prior to the change. The change implementation was initiated by the management of MBCV as a strategic organisational change to bring about continuous improvement to the KPI’s of the organisation. These KPI’s are Safety, Quality, Delivery, Cost and Morale (SQDCM). The reason behind the change at the time was deemed critical to MBCV in order to meet the annual KPI targets and remain cost competitive and sustainable. The evaluation report further describes the results of the change with regards to the organisational KPI’s and the level of employee change readiness which was conducted through a questionnaire survey. A brief literature review is included in the Evaluation Report under section one describing key concepts about Production Systems, Lean Manufacturing and Change Management. The evaluation section includes recommendations based on the results of the research findings and ends with a conclusion. The literature review section explores the literature that supports production systems, lean manufacturing and change management concepts, its definitions, importance and benefits. The literature review describes and critiques key concepts of the research such as productions systems, MPS in particular, lean manufacturing concepts and related change management topics relevant to the research. The literature review defines production systems and the concepts of lean manufacturing, highlighting the benefits of the concepts to enhance organisations’ manufacturing capabilities. An integrated part of lean manufacturing is people and the implementation of lean manufacturing into an organisation requires change management theories therefore key understanding in this particular research was to discuss change management concepts, in particular, employee change readiness. The literature will discuss different tools to assess employee change readiness and from this develop an employee change readiness tool. The change management concepts evaluated change readiness and the consequences if organisations are not ready for change. The research methodology section describes how that the research was conducted in two phases, one to evaluate the implementation of MPS with regards to the organisational KPI’s (SQDCM). This was assessed through reports from projects and presentations made by the project teams on improvements of the organisational KPI’s. The second phase evaluated the change readiness of the employees prior to the implementation of MPS. This phase of the research was intended to retrieve quantitative data with an adapted questionnaire which was distributed to employees. To evaluate the change readiness, a change model known as ADKAR was used as an evaluation instrument. The modified ADKAR questionnaire was distributed to employees in hard copies and completed during a weekly team meeting. The results were summarised and descriptive statistics were used to analyse the final results. Microsoft Excel (2010 version) was used to illustrate and display the graphs. Section three discussed the research methodology in more detail. The study shows that although there were some positive changes that came from the implementation of MPS in MBCV, especially to the following KPI’s (Safety, Quality, Delivery and Cost), real consideration should be given to employee morale and the level of change readiness of MBCV employees.
- Full Text:
- Date Issued: 2015
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
Managing leader member exchange frequency effectively in a South African retail company
- Viljoen, Petrus Johannes Jacobus
- Authors: Viljoen, Petrus Johannes Jacobus
- Date: 2009
- Subjects: Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8692 , http://hdl.handle.net/10948/1106 , Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Description: The purpose of this research is to highlight the importance of identifying the communication frequency within the leader-member exchange (LMX) relationship, and to appreciate what the positive or negative effect of a low or high LMX frequency has on this relationship and on staff morale. Management is for the most part responsible for communication frequency and is in a position and has the means to change such frequency or to add additional communication channels. The research was based on a program introduced in a South African retail company three years ago. Data was collected from 64 stores in the Western Cape and the results were statistically analysed on the SPSS16 program. The results clearly supported the hypotheses that, in a low-communication frequency area, an increase in communication frequency has a positive effect on staff morale and that the proximity to head office (or lack of it) does not have a negative effect on staff morale.
- Full Text:
- Date Issued: 2009
- Authors: Viljoen, Petrus Johannes Jacobus
- Date: 2009
- Subjects: Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8692 , http://hdl.handle.net/10948/1106 , Communication in organizations -- South Africa , Communication in management -- South Africa , Leadership -- South Africa , Organizational behavior -- South Africa , Organizational effectiveness -- South Africa
- Description: The purpose of this research is to highlight the importance of identifying the communication frequency within the leader-member exchange (LMX) relationship, and to appreciate what the positive or negative effect of a low or high LMX frequency has on this relationship and on staff morale. Management is for the most part responsible for communication frequency and is in a position and has the means to change such frequency or to add additional communication channels. The research was based on a program introduced in a South African retail company three years ago. Data was collected from 64 stores in the Western Cape and the results were statistically analysed on the SPSS16 program. The results clearly supported the hypotheses that, in a low-communication frequency area, an increase in communication frequency has a positive effect on staff morale and that the proximity to head office (or lack of it) does not have a negative effect on staff morale.
- Full Text:
- Date Issued: 2009
A study of the conducivness of the culture at Freeworld Automotive Coatings to the implementation of lean maunfacturing techniques
- Authors: Gray, Alexander George
- Date: 2008
- Subjects: Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8719 , http://hdl.handle.net/10948/910 , Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
- Description: It is becoming increasingly important for companies to be responsive to global demands and in order to remain competitive, many companies are looking at lean manufacturing to help them achieve this. Lean manufacturing is however more than just a set of tools as it also requires a change in the organisational culture of the company involved. The creation of an organisation that has a culture of continuous improvement and achieving results through its various principles and philosophies is a main factor in Toyota’s Toyota Way Model. It was the aim of this research study to analyse and determine the factors relating to the impact of an organisation’s culture on the concepts of lean manufacturing based on the Toyota Way model. This was achieved by analysing how conducive the current organisational culture at Freeworld Automotive Coatings to the implementation of Lean Manufacturing principles? The method used for the research study was the questionnaire method using a lean culture assessment questionnaire that has been designed by the researcher that was aligned to the principles important to the Toyota Way model. It can be concluded from the research findings of this study indicates that the existing organisational culture of Freeworld Automotive coatings is relatively conducive to the implementation of lean manufacturing principles within the company.
- Full Text:
- Date Issued: 2008
- Authors: Gray, Alexander George
- Date: 2008
- Subjects: Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8719 , http://hdl.handle.net/10948/910 , Corporate culture -- South Africa , Organizational behavior -- South Africa , Organizational change -- South Africa , Organizational effectiveness -- South Africa
- Description: It is becoming increasingly important for companies to be responsive to global demands and in order to remain competitive, many companies are looking at lean manufacturing to help them achieve this. Lean manufacturing is however more than just a set of tools as it also requires a change in the organisational culture of the company involved. The creation of an organisation that has a culture of continuous improvement and achieving results through its various principles and philosophies is a main factor in Toyota’s Toyota Way Model. It was the aim of this research study to analyse and determine the factors relating to the impact of an organisation’s culture on the concepts of lean manufacturing based on the Toyota Way model. This was achieved by analysing how conducive the current organisational culture at Freeworld Automotive Coatings to the implementation of Lean Manufacturing principles? The method used for the research study was the questionnaire method using a lean culture assessment questionnaire that has been designed by the researcher that was aligned to the principles important to the Toyota Way model. It can be concluded from the research findings of this study indicates that the existing organisational culture of Freeworld Automotive coatings is relatively conducive to the implementation of lean manufacturing principles within the company.
- Full Text:
- Date Issued: 2008
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