Hardiness in relation to organisational commitment in the Human Resource Management field

SA Journal of Human Resource Management

Nadia Ferreira¹ 

[1] Department of Human Resource Management, University of South Africa;

关键词: Well-being;    hardiness;    organisational commitment;    affective commitment;    continuance commitment;    normative commitment;   

DOI  :  

来源: DOAJ

【 摘 要 】

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-beingand feelings of career success. Psychological well-being and feelings of subjective career successhave positive implications for the motivation, satisfaction, performance and commitment ofyoung talented staff.

Research purpose: The study empirically investigated the relationship between an individual’shardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment(measured by the Organisational Commitment Scale).

Motivation for the study: Research on an individual’s hardiness profile as an aspect of theircareer well-being and success and how these attributes influence their psychological attachmentto the organisation, is needed to guide human resource career development support practicesaimed at retaining valuable staff.

Research design, approach and method: A quantitative survey was conducted on aconvenience sample of predominantly Black (92.2%) and female (71%) employed adults(N = 355) at managerial and staff levels in the human resource management field.

Main findings: Correlational and multiple regression analyses revealed a number of significantrelationships between the two variables.

Practical/managerial implications: Managers and human resource practitioners need torecognise how people’s hardiness relates to their sense of psychological attachment to theorganisation. Organisations concerned with the retention and well-being of their equity staffmembers need to find a way to enhance and develop their hardiness and commitment.

Contribution/value-add: The research contributes new insights into and knowledge of thefactors that influence their employees’ hardiness and how these relate to their organisationalcommitment. The results may be used to inform career development support interventionsthat aim to increase employees’ sense of career well-being and success.

【 授权许可】

Unknown