Investigating high turnover intention and a diminished level of organisational commitment as antecedents of accidents
| dc.contributor.advisor | Cillie, Gawie | en_ZA |
| dc.contributor.author | Burger, Elke | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. | en_ZA |
| dc.date.accessioned | 2014-04-16T17:28:46Z | |
| dc.date.available | 2014-04-16T17:28:46Z | |
| dc.date.issued | 2014-04 | en_ZA |
| dc.description | Thesis (MComm)--Stellenbosch University, 2014. | en_ZA |
| dc.description.abstract | ENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents. | en_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word. | af_ZA |
| dc.format.extent | 119 p. | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/86316 | |
| dc.language.iso | en_ZA | |
| dc.publisher | Stellenbosch : Stellenbosch University | en_ZA |
| dc.rights.holder | Stellenbosch University | en_ZA |
| dc.subject | work climate | en |
| dc.subject | Dissertations -- Industrial psychology | en_ZA |
| dc.subject | Theses -- Industrial psychology | en_ZA |
| dc.subject | Labor turnover | en_ZA |
| dc.subject | Organizational commitment | en_ZA |
| dc.subject | Industrial accidents | en_ZA |
| dc.subject | UCTD | en_ZA |
| dc.title | Investigating high turnover intention and a diminished level of organisational commitment as antecedents of accidents | en |
| dc.type | Thesis |