A study of organisational climate, job stressors upon job satisfaction, organisational commitment and turnover intentions

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A study of organisational climate, job stressors upon job satisfaction, organisational commitment and turnover intentions

 

Author: Mok, Chi-keung
Title: A study of organisational climate, job stressors upon job satisfaction, organisational commitment and turnover intentions
Degree: M.B.A.
Year: 1999
Subject: Hong Kong Telecommunications Limited
Labor turnover -- China -- Hong Kong -- Case studies
Corporate culture -- China -- Hong Kong -- Case studies
Job stress -- China -- Hong Kong -- Case studies
Job satisfaction -- China -- Hong Kong -- Case studies
Organizational commitment -- China -- Hong Kong -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Dept. of Management
Pages: ix, 83 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1471864
URI: http://theses.lib.polyu.edu.hk/handle/200/1181
Abstract: A hypothesized model of turnover intentions was established with variables relating to organisational climate, job stressors, job satisfaction and organisational commitment. Exploratory factor analysis and multiple regression analysis were performed for data reduction and model testing respectively. Most of the six hypotheses were found to be supported in the revised model at the significant level. Respondents of an example organisation, Hong Kong Telecom Ltd., in a research survey expressed a number of significant causes for a prediction of the turnover intentions. Among these, they concerned about inadequate recognition, excessive work pressure, lack of autonomy, role ambiguity, low pay, few opportunities for promotion, and insufficient affective commitment. However, they responded that they still liked to stay at the organisation because of the continuance commitment and the unfavourable labour market conditions. It is hoped that the present research study is useful of better understanding the situations in the organisation. Consequently, to develop interventions and modify policies are addressed to enable employees for their contribution, reduce dysfunctional turnover, increase employees' productivity and build up organisational competitiveness.

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