The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study

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dc.contributor.advisorSchlechter, Antonen_ZA
dc.contributor.authorHenriques, Nicoleen_ZA
dc.date.accessioned2016-04-21T09:44:54Z
dc.date.available2016-04-21T09:44:54Z
dc.date.issued2010en_ZA
dc.description.abstractEmployee engagement (ENG) is a concern for most organisations as it influences productivity rates and ultimately the financial outcome of an organisation. In order to increase the levels of ENG it is important that organisations identify the antecedents of ENG. There are many antecedents of ENG, for the purposes of this study, the antecedents are: transformational leadership (TFL) and perceived support (PS). It is also important for organisations to gain an understanding of how employee engagement influences employees' intention to quit (ITQ) an organisation. This study is an exploratory attempt to see if firstly, direct relationships exist between the constructs: TFL and ENG; ENG and ITQ; PS and ENG; TFL and PS; TFL and ITQ; PS and ITQ. Secondly, to see if indirect relationships exist between: TFL and ITQ when mediated by ENG and PS and ITQ when mediated by ENG. Pearson's Product Moment correlations, Standard Multiple Regression and partial correlation were used to assess the above propositions. Baron and Kenny's (1986) 3 step process was used to test for mediation. The sample consisted of 43 employees from a financial institution. A significant positive relationship was found between: TFL and ENG; TFL and PS; PS and ENG. A direct negative relationship was found between: ENG and ITQ; TFL and ITQ; PS and ITQ. The TFL-ITQ relationship was found to be completely mediated by ENG. The PS-ITQ relationship was found to be partially mediated by ENG. PS was the only construct that made a unique contribution when predicting ENG and ITQ. Implications include the fact that PS in organisations may be crucial. It not only has a significant contribution to ENG, but to retaining employees as well. If organisations seek to maximise their resources, they need to focus on the implications that PS has on ENG. Includes bibliographical references (pages 54-61).en_ZA
dc.identifier.apacitationHenriques, N. (2010). <i>The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/19074en_ZA
dc.identifier.chicagocitationHenriques, Nicole. <i>"The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2010. http://hdl.handle.net/11427/19074en_ZA
dc.identifier.citationHenriques, N. 2010. The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Henriques, Nicole AB - Employee engagement (ENG) is a concern for most organisations as it influences productivity rates and ultimately the financial outcome of an organisation. In order to increase the levels of ENG it is important that organisations identify the antecedents of ENG. There are many antecedents of ENG, for the purposes of this study, the antecedents are: transformational leadership (TFL) and perceived support (PS). It is also important for organisations to gain an understanding of how employee engagement influences employees' intention to quit (ITQ) an organisation. This study is an exploratory attempt to see if firstly, direct relationships exist between the constructs: TFL and ENG; ENG and ITQ; PS and ENG; TFL and PS; TFL and ITQ; PS and ITQ. Secondly, to see if indirect relationships exist between: TFL and ITQ when mediated by ENG and PS and ITQ when mediated by ENG. Pearson's Product Moment correlations, Standard Multiple Regression and partial correlation were used to assess the above propositions. Baron and Kenny's (1986) 3 step process was used to test for mediation. The sample consisted of 43 employees from a financial institution. A significant positive relationship was found between: TFL and ENG; TFL and PS; PS and ENG. A direct negative relationship was found between: ENG and ITQ; TFL and ITQ; PS and ITQ. The TFL-ITQ relationship was found to be completely mediated by ENG. The PS-ITQ relationship was found to be partially mediated by ENG. PS was the only construct that made a unique contribution when predicting ENG and ITQ. Implications include the fact that PS in organisations may be crucial. It not only has a significant contribution to ENG, but to retaining employees as well. If organisations seek to maximise their resources, they need to focus on the implications that PS has on ENG. Includes bibliographical references (pages 54-61). DA - 2010 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2010 T1 - The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study TI - The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study UR - http://hdl.handle.net/11427/19074 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/19074
dc.identifier.vancouvercitationHenriques N. The relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory study. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2010 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/19074en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titleThe relationship between employee engagement, transformational leadership, perceived support and intention to quit : an exploratory studyen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMSocScen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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