Perception of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution

By Adam Martin, Gert Roodt. 2008

193 citations recorded by the source corpus.

A merger can be considered both a phenomenological and signifcant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the “best” of 15 predefned models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The fnal predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions.

Subfields: Economics and Econometrics, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/266e94f25471aa383aba678b335e365bd5fb36cf

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Citations in the corpus

The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul☆ (2015, background): “This finding corresponds with previous studies that found people who have long tenure have low turnover intention more than people who have short tenure (Cotton and Tuttle, 1986; Lambert, 2006; Martin and Roodt, 2008).”
Meaningful work, work engagement and organisational commitment (2014, background): “It has been the subject of excessive research and empirical attention, as a consequence and an antecedent of other workrelated variables (Martin & Roodt, 2008) and has been linked to workplace outcomes (Field & Buitendach, 2011).”
The validation of the turnover intention scale (2013, unknown): “Martin (2007) and Martin and Roodt (2008) in their study reported a Cronbach alpha coefficient of 0.90 for a 13-item version of the scale.”
Relationship Between Ethical Leadership, Organizational Commitment and Job Satisfaction at Hotel Organizations (2015, unknown): “Organizational Commitment The importance of organizational commitment has been emphasized in the literature as it relates to many subjects (i.e., job, profession, career, business) in many areas (i.e., sociology, industrial psychology, health psychology) (Martin and Roodt, 2008).”
The relationship among job characteristics organizational commitment and employee turnover intentions (2018, background): “In fact, employees value certain conditions of work, and if employee finds congruence of organizational and personal need, employees will be more satisfied and committed toward their organization and less likely to leave the organization (Martin and Roodt, 2008).”
Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study (2013, background): “Martin and Roodt (2008) note in this regard the need for further studies to establish the turnover behaviour of academic staff in higher education institutions.”
Exploring the job satisfaction and organisational commitment of employees in the information technology environment (2011, result): “The findings also support the findings of Martin and Roodt (2008), who state that employees value certain conditions of work, and that if these conditions are evident and congruent with the individual’s own needs, employees will be more satisfied and committed and less likely to leave the…”