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The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change
Mini Dissertation (MBA)--University of Pretoria, 2018.
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| Format: | Thesis |
| Language: | English |
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University of Pretoria
2019
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| _version_ | 1867613678749089792 |
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| access_status_str | Open Access |
| author2 | Schutte, Flip |
| author_browse | Schutte, Flip |
| author_facet | Schutte, Flip |
| collection | Thesis |
| dc_rights_str_mv | © 2019 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
| description | Mini Dissertation (MBA)--University of Pretoria, 2018. |
| format | Thesis |
| id | oai:repository.up.ac.za:2263/68793 |
| institution | University of Pretoria (South Africa) |
| language | English |
| last_indexed | 2026-06-10T12:39:58.102Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UPSpace — University of Pretoria Institutional Repository |
| publishDate | 2019 |
| publishDateRange | 2019 |
| publishDateSort | 2019 |
| publisher | University of Pretoria |
| publisherStr | University of Pretoria |
| record_format | dspace |
| source_str | UPSpace — University of Pretoria Institutional Repository |
| spelling | oai:repository.up.ac.za:2263/68793 The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change Schutte, Flip ichelp@gibs.co.za Reddy, Naven UCTD Mini Dissertation (MBA)--University of Pretoria, 2018. Business, political and social landscapes are unpredictable and this results in organisations resorting to significant organisational change initiatives to remain relevant and sustainable. Employee engagement has been identified to promote favourable employee outcome behaviours that contribute to successful organisational change. This research study investigated the relationships between employee engagement, perceived organisational support (POS) and the employee outcome behaviours of intention to turnover and discretionary effort post organisational change. The research intention was to determine whether POS is an area that management can leverage to moderate the adverse discretionary behaviours of employees during periods of change, resource constraints and uncertainty. Data was collected from respondents (n = 118) via an online questionnaire and the data was analysed using quantitative methods. The research design was cross sectional. This study was conducted within a professional services division of an organisation that had undergone significant organisational change. The study found that employee engagement had a negative significant relationship with intention to turnover and a positive significant relationship with discretionary effort. POS was not a moderator in the relationship between employee engagement and the highlighted employee outcome behaviours. This research contributes empirically to employee engagement literature and organisational support theory. dm2019 Gordon Institute of Business Science (GIBS) MBA 2019-04-04T10:16:43Z 2019-04-04T10:16:43Z 30-Mar-19 2018 Mini Dissertation Reddy, N 2018, The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change, MBA Mini Dissertation, University of Pretoria, Pretoria, viewed yymmdd <http://hdl.handle.net/2263/68793> http://hdl.handle.net/2263/68793 en © 2019 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. application/pdf University of Pretoria |
| spellingShingle | UCTD The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title | The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title_full | The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title_fullStr | The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title_full_unstemmed | The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title_short | The relationship between employee engagement, perceived organisational support and outcome behaviours post organisational change |
| title_sort | relationship between employee engagement perceived organisational support and outcome behaviours post organisational change |
| topic | UCTD |
| url | http://hdl.handle.net/2263/68793 |