Middle and Junior Managers’ Perceptions of Perceived Organisational Support in the South African Soccer Domestic Leagues

Orientation: Organisations will not be able to maintain a competitive advantage by merely focusing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and use their strengths, as this could lead to work engagement.Research purpose: To test a structural model of job resources, perceived organisational support for strengths use, proactive behaviour towards strengths use and work engagement amongst South African employees.Motivation for the study: To gain more knowledge and a better understanding of the outcomes of following an organisational and individual strength-based approach focused on the use of strengths within the South African context.Research approach, design and method: A quantitative approach with cross-sectional research design was used. An availability sample (N = 401) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the model.Main findings: The results indicated that perceived organisational support for strengths use and employees’ proactive behaviour towards strengths use were strongly and positively associated with work engagement in the structural model.Practical/managerial implications: Knowledge of using strengths from an organisational and individual perspective could assist organisations in gaining a better understanding of the relationship with work engagement.Contribution/value-add: This study adds to the limited research on using strengths from both an organisational and individual perspective and possible outcomes within the South African context.

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The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v9i1.384 ◽

2011 ◽

Vol 9 (1) ◽

Cited By ~ 9

Author(s):

Lena-Mari Van Schalkwyk ◽

Crizelle Els ◽

Ian Rothmann

Keyword(s):

South African ◽

Turnover Intention ◽

Workplace Bullying ◽

Role Clarity ◽

The South ◽

Organisational Support ◽

African Context ◽

Perceived Organisational Support ◽

The Relationship

Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation.Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa.Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention.Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention.Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention.Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged.Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.

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