Die invloed van die implementering van 'n totalegehaltebestuursmodel op organisasieverbondenheid, werksbetrokkenheid en organisasiedoeltreffendheid

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dc.contributor.advisorEngelbrecht, A. S.en_ZA
dc.contributor.authorBartlett, Gabriel Adolfen_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
dc.date.accessioned2012-08-27T11:34:23Z
dc.date.available2012-08-27T11:34:23Z
dc.date.issued1999-12
dc.descriptionThesis (M.Econ.)--Stellenbosch University, 1999.
dc.description.abstractENGLISH ABSTRACT: South African organisations are characterized by low levels of productivity. Hence business leaders find it difficult to manage organisations in a way that will ensure profitability as well as maintaining high levels of competitiveness. It is important that organisations adapt to the changing environment to ensure profitability and competitiveness. The implementation of a total quality management programme is a method to ensure that organisations adapt effectively to changes. This study investigated the impact of the implementation of a total quality management programme on organisational commitment, job involvement and organisational effectiveness. The nature of the relationship between the twenty different dimensions of effectiveness of a total quality management model, organisational commitment and job involvement, was investigated. Thereafter, an investigation took place to find out if awareness training and on-the-job implementation of the specific twenty dimensions would lead to higher levels of organisational effectiveness. The data was collected by means of the Kanungo job involvement scale (Kanungo, 1982) and the adapted Allen and Meyer organisational commitment scale (Hoole, 1997). The above-mentioned scales displayed high reliability coefficients. The different dimensions of effectiveness of the total quality management model were measured through a scale that was developed by Kobayashi (1995) and adapted by the organisation itself. The results of this investigation reflected that most of the dimensions of effectiveness did not correlate with neither organisational commitment nor job involvement. A significantly negative relationship was, however, identified between only a few dimensions of effectiveness of the total quality management model and organisational commitment and job involvement. Only two of the 20 dimensions of the model contributed significantly to the prediction of organisational commitment. Conversely, four dimensions of effectiveness contributed to the prediction of job involvement. It was identified that on-the-job implementation and awareness training, with regard to 17 of the 20 dimensions of effectiveness, did lead to a significant increase in organisational effectiveness. Conclusions are drawn from the results obtained and recommendations made for future research.
dc.description.abstractAFRIKAANSE OPSOMMING: Suid-Afrikaanse organisasies word gekenmerk deur lae vlakke van produktiwiteit en gevolglik sukkel sakeleiers om winsgewendheid en mededingendheid te handhaaf. Dit is belangrik dat organisasies by veranderende omstandighede aanpas sod at hoer vlakke van mededingendheid en winsgewendheid bewerkstellig kan word. Een metode om effektiewe aanpassing te verseker, is die implementering van 'n totalegehaltebestuursprogram. Daar is in hierdie navorsingsprojek ondersoek ingestel na die invloed van die implementering van 'n totalegehaltebestuursprogram op organisasieverbondenheid, werksbetrokkenheid en organisasiedoeltreffendheid. Eerstens is daar vasgestel wat die aard van die korrelasie is tussen die twintig verskillende doeltreffendheidsdimensies van 'n totalegehaltebestuursmodel enersyds, en organisasieverbondenheid en werksbetrokkenheid andersyds. Daarna is vasgestel of bewusmakingsopleiding en indiensimplementering van die twintig doeltreffendheidsdimensies, wei tot 'n toename in organisasiedoeltreffendheid lei. Die gegewens is deur middel van die Kanungo-werksbetrokkenheidskaal (Kanungo, 1982) en die aangepaste Allen en Meyer-organisasieverbondenheidskaal (Hoole, 1997), ingesamel. Hierdie twee skale het hoe betroubaarheidskoeffisiente behaal. Die verskillende doeltreffendheidsdimensies van die totalegehaltebestuursmodel is gemeet by wyse van 'n skaal wat deur Kobayashi (1995) ontwikkel is en intern deur die betrokke organisasie aangepas is. Die resultate van hierdie ondersoek weerspieel dat die meeste doeltreffendheidsdimensies van die totalegehaltebestuursmodel geen beduidende verband met organisasieverbondenheid en werksbetrokkenheid toon nie 'n Beperkte aantal doeltreffendheidsdimensies korreleer wei beduidend negatief met organisasieverbondenheid en werksbetrokkenheid. Slegs twee van die 20 doeltreffendheidsdimensies van die totalegehaltebestuursmodel. dra beduidend by tot die voorspelling van organisasieverbondenheid. Hierteenoor is daar vier doeltreffendheidsdimensies wat beduidend bydra tot die voorspelling van werksbetrokkenheid. Daar is vasgestel dat indiensimplementering en bewusmakingsopleiding met betrekking tot 17 van die 20 doeltreffendheidsdimensies van die totalegehaltebestuursmodel wel tot 'n beduidende toename in organisasiedoeltreffendheid lei. Op grond van die resultate van hierdie ondersoek is daar tot gevolgtrekkings gekom en is aanbevelings vir verdere navorsing gemaak.
dc.description.versionMaster
dc.format.extent159 pages
dc.identifier.urihttp://hdl.handle.net/10019.1/51218
dc.language.isoaf_ZAaf_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subjectTotal quality managementen_ZA
dc.subjectOrganizational effectivenessen_ZA
dc.subjectOrganizational commitmenten_ZA
dc.subjectOrganizational behavioren_ZA
dc.subjectJob satisfactionen_ZA
dc.subjectEmployee motivationen_ZA
dc.subjectEmployees -- Attitudesen_ZA
dc.subjectDissertations -- Industrial psychologyen_ZA
dc.titleDie invloed van die implementering van 'n totalegehaltebestuursmodel op organisasieverbondenheid, werksbetrokkenheid en organisasiedoeltreffendheidaf_ZA
dc.typeThesise
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