Person-environment fit, job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

Redelinghuys, Kleinjan; Botha, Elrie

doi:10.1080/14330237.2015.1101273

Cited by 21 publications

(26 citation statements)

References 59 publications

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“…Response options ranged from 1 ( strongly disagree ) to 5 ( strongly agree ). In a South African context, Redelinghuys and Botha (2016) established a reliability coefficient of .90.…”

Section: Methodsmentioning

confidence: 99%

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

Mahomed

Rothmann

2019

South African Journal of Psychology

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This study investigated the relationships among strength use, training and development, psychological need satisfaction, thriving, and intention to leave of academics in higher education institutions. A cross-sectional survey design was used, with a convenience sample of 276 academic employees from three universities of technology in South Africa. The Strength Use Scale, the High-Performance Human Resource Practices questionnaire, the Basic Psychological Need Satisfaction and Frustration Scale, the Thriving at Work Scale, and the Intention to Leave scale were administered. Strength use had direct effects on autonomy, competence, and relatedness satisfaction of academic employees. Training and development had a direct effect on autonomy satisfaction. Furthermore, autonomy satisfaction, strength use, and training and development had direct effects on thriving, while low autonomy satisfaction and inadequate training and development had direct effects on intention to leave. Strength use, as well as training and development, had indirect effects on thriving and intention to leave via autonomy satisfaction.

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“…Response options ranged from 1 ( strongly disagree ) to 5 ( strongly agree ). In a South African context, Redelinghuys and Botha (2016) established a reliability coefficient of .90.…”

Section: Methodsmentioning

confidence: 99%

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

Mahomed

Rothmann

2019

South African Journal of Psychology

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“…Apart from the preceding frameworks, various studies suggest that PEF links to WF elements, including job satisfaction (Cable & DeRue, 2002), positive affect (Gabriel, Diefendorff, Chandler, Moran, & Greguras, 2014), meaningful work (Duffy, Autin, & Bott, 2015), psychological need satisfaction (Greguras & Diefendorff, 2009) and work engagement (Chen, Yen, & Tsai, 2014). Subsequently, studies also link various WF elements to ITL, including affect (Thoresen, Kaplan, Barsky, Warren, & De Chermont, 2003), work engagement (Alarcon & Edwards, 2011), job satisfaction (Redelinghuys & Botha, 2016) and meaningful work (Janik & Rothmann, 2015); while PEF has indirectly affected ITL via job satisfaction (Wheeler, Gallagher, Brouer, & Sablynski, 2007), work engagement (Peng, Lee, & Tseng, 2014) and more recently WF (Janse van Rensburg et al, 2017).…”

Section: Flourishing At Workmentioning

confidence: 99%

Workplace flourishing: Measurement, antecedents and outcomes

Redelinghuys

Botha

2019

SA j. ind. psychol.

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Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.Motivation for the study: Disease-driven research heavily outweighs health promotion research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.Main findings: Results confirmed WF’s three-factor structure. Person–environment fit positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.Practical/managerial implications: Organisations should continually modify their strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.

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“…The developers reported a sufficient Cronbach's alpha coefficient (.83) for the scale. In South Africa, Redelinghuys and Botha (2016) established a Raykov's rho coefficient of .90.…”

Section: Measuring Instrumentsmentioning

confidence: 99%

Flourishing-at-Work: The Role of Positive Organizational Practices

Redelinghuys

Botha

2018

Psychol Rep

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The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale-Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale-Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy and 6.59% languished. Positive organizational practices were associated with flourishing at work.

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Person-environment fit, job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

Abstract: Mini-dissertation submitted in partial fulfilment of the requirements for the degree Magister Commercii in Industrial Psychology at the North-West University (Vaal Triangle

Cited by 21 publications

References 59 publications

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

Strength use, training and development, thriving, and intention to leave: the mediating effects of psychological need satisfaction

Workplace flourishing: Measurement, antecedents and outcomes

Flourishing-at-Work: The Role of Positive Organizational Practices

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