Department of Human Resource Management and Labour Relations

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Browsing Department of Human Resource Management and Labour Relations by Author "Gumede, Gugu Ambrocia"

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    The influence of organisational climate on employee organisational citizenship behaviour and turnover intentions at Gijima Holdings (PTY) LTD
    (2025-05-16) Gumede, Gugu Ambrocia; Girande, H. N.; Khashane, K.
    Organisational climate, which outlines an organisation's objectives and the methods to accomplish them, is essential in shaping employee behaviour and intentions to leave the company. This study aimed to determine the influence of organisational climate on employee organisational citizenship behaviour (OCB) and turnover intentions at Gijima Holdings (Pty) Ltd. Employing a positivist paradigm due to its structured methodology, the research adopted a quantitative approach to investigate the relationships between organisational climate, OCB, and turnover intentions. An explanatory research design was used to understand why Gijima employees intended to leave or are leaving the company. The study population included 1596 employees from 13 departments at Gijima Holdings. A sample size of 310 employees, calculated using the Raosoft sample size calculator, was used through stratified random sampling. Data was collected via self-administered questionnaires emailed to the respondents and through online Google Forms. The data was analysed using the Statistical Package for Social Sciences (SPSS) version 28.0. Ethical considerations were paramount in this research. The study explored factors such as perceived autonomy, involvement, rewards and recognition, fairness, and supervisor support to assess their impact on organisational citizenship behaviour and turnover intentions. The study findings show that a positive organisational climate significantly enhances OCB and reduces turnover intentions. Exploratory factor analysis revealed strong correlations with autonomy, involvement, rewards, fairness, and supervisor support, which significantly influence employee attitudes and behaviours. Hypothesis testing confirmed that high levels of these climate dimensions correlate with higher OCB and lower turnover intentions, underscoring the importance of a supportive and fair work environment in fostering positive employee behaviours and reducing turnover intentions. Organisations should periodically assess their organisational climate to identify strengths and areas for improvement. This can involve employee surveys, focus groups, or other feedback mechanisms. By doing that, the organisations can create a more supportive and engaging work environment that fosters positive employee behaviours and reduces turnover intentions.