The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare

• Main Author: Xabiso Ngabase
• Format: Others
• Language: English
• Published: University of Fort Hare 2013
• Subjects: Employee assistance programs > South Africa > Eastern Cape; Employee competitive behavior > South Africa > Eastern Cape; Employee empowerment > South Africa > Eastern Cape; Employee loyalty > South Africa > Eastern Cape; Employee morale > South Africa > Eastern Cape; Employee motivation > South Africa > Eastern Cape; Employees > Training of > South Africa > Eastern Cape; Labor turnover > South Africa > Eastern Cape; Universities and colleges > South Africa > Eastern Cape
• Online Access: http://hdl.handle.net/10353/d1007110

Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.