HRPYC81 - RESEARCH REPORT - ASSIGNMENT 47 (HRPYC81)
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HRPYC81 Research Project 4810 Assignment 47 UNISA Psych Hons Research Report (results pending)
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HRPYC81 - RESEARCH REPORT - ASSIGNMENT 47 (HRPYC81)
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University Of South Africa (Unisa)
Investigating The Relationship Between Job Satisfaction and Organizational Culture According to Herzberg’s Two-Factor Theory: A Quantitative Study of Employees Working for South African NPOs in the Western Cape of South Africa.
The aim of this research was to examine the relationship between ...
HRPYC81 - RESEARCH REPORT - ASSIGNMENT 47 (HRPYC81)
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HRPYC81 Research Module
Research Project 4810
Full Research Report
Work Psychology
UNISA
Investigating The Relationship
Between Job Satisfaction
and Organizational Culture
According to Herzberg’s Two-Factor Theory:
A Quantitative Study of Employees
Working for South African NPOs
in the Western Cape of South Africa
Table of Contents
Title……………………………………………………………………………………..……3
Abstract……………………….……………………………………………………..………3
Introduction………………………..…………………………………………………..……4
Literature Review….………………………………………………………………..………4
Job Satisfaction….…………………………………………………………..………4
Job Satisfaction in Not-For-Profit Organisations….……………………...………5
Social Information Processing Model of Job Satisfaction….……………………..5
Organisational Culture….…………………….………………………….…………6
Organisational Culture and Job Satisfaction….…………………………………..7
Organisational Culture and Job Satisfaction in South Africa….……..…………8
Herzberg’s Two-Factor Theory of Job Satisfaction and Motivation……….……9
Limitations of Herzberg’s Two-Factor Theory….………………………………..10
Herzberg’s Two-Factor Theory Applied in Non-Western Contexts….…………10
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,Hypotheses.……………………..………………………………………………….….……11
Method.…………………………….………………………………………………..….…..12
Objectives..……………………………………………………………………….…12
Design.………………………………………………………………………………12
Sample.………………………………………………………………………………12
Procedure……………………………………………………………………………13
Measuring Instruments ……………………………………………………………13
Ethical Considerations.…………………………………………………………….16
Statistical Results.………………………..…………………………………..……..………16
Sample...…………………………………………………………………………..…18
Validity.…………………………………………………………………………..….18
Internal Reliability.…………………………………………………………………20
Descriptive Statistics.……………………………………………………………….21
Multiple Linear Regression.…………….………………………………………….27
Discussion.……………………………………….……………….………………………….36
Interpretations………………………………………………………………………36
Significance.…………………………………………………………………………36
Limitations.……………………………………………………………………….…37
Implications.………………………………………………………………………...37
Conclusion.………………………………………………………………………….38
Reference List……………………………….…………………………...………………….39
Plagiarism Declaration………………………….………………………………………….42
Appendix A: Google Forms Raw Data…………………………………………………….43
(data not included)
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,Title
Investigating The Relationship Between Job Satisfaction and Organizational Culture
According to Herzberg’s Two-Factor Theory: A Study of Employees Working for South
African NPOs in the Western Cape of South Africa
Abstract
The aim of this research was to examine the relationship between the continuous variables of
job satisfaction and organisational culture within the sample of NPO employees working in
South Africa according to Herzberg’s two-factor theory of jo satisfaction. The study explored
whether organisational culture predicts hygiene factors and motivators separately and jointly.
50 NPO employees in the Western Cape of South Africa participated in the study.
Participants completed the HCCQ (Revised) and the JSQ. Internal reliability of these
measuring instruments was confirmed through acceptable Cronbach’s alpha scores for each
subscale, except for values which did not yield acceptable reliability. Cronbach’s alpha scores
were acceptable for both scales except for the subscale values on the HCCQ (Revised).
Measures of central tendency, skewness and kurtosis was examined for each subscale. A
linear model framework was applied, and linear regression was performed. The Pearson r
correlation coefficients indicated a strong positive linear relationship between organisational
culture and job satisfaction, therefore the null hypothesis for H1 was rejected. Strong linear
relationships were also supported between organisational culture and motivators as well as
organisational culture and hygiene factors. R² results indicated that organisational culture
subscales jointly account for 93% of the variance in job satisfaction 91% of the variance in
motivators and 86% of the variance in hygiene factors. Therefore, the null hypotheses for H2,
H3 and H4 were rejected. Workplace behaviours, internal communications and workplace
harmony were identified as statistically significant predictors of job satisfaction. However,
goodness of fit of the model was not fully supported by the low Se scores. Low p-values
indicated statistical significance in some subscales within these relationships. Further
research may investigate the interaction between subscales to identify statistically significant
relationships that may inform organisational psychology theories regarding organisational
culture within multicultural contexts. Results should be interpreted with caution due to
sampling bias, underrepresentation, and notably low standard error of mean scores. Overall,
the goodness of fit is not supported, and sample findings may not represent the population.
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, Introduction
South African non-profit organisations contribute to the protection and upliftment of
disadvantaged community members as well as environmental conservation. Oftentimes NPOs
are strained in terms of lack of clear policies, operational resources and human resource
strategies. This may have an impact on employee perspectives of organisational culture.
Much of the research in organisational psychology supports the relationship between
organisational culture and job satisfaction. Therefore, a relationship between job satisfaction
and organisational culture is likely to exist NPO sector, so the strength and significance of
this relationship was explored by examining the predictive power of organisational culture on
job satisfaction. Herzberg’s two-factor theory of job satisfaction suggests that hygiene factors
contribute to job dissatisfaction and motivators contribute to job satisfaction. This theory was
applied by exploring the effect of organisational culture on hygiene factors and motivators in
a multicultural sample of NPO employees in the Western Cape.
Literature Review
Job Satisfaction
Job satisfaction is an employee’s degree of contentment in the workplace. Job satisfaction
emerges when employees have positive attitudes regarding their work. (Greenberg, 2011, p.
220). According to Greenberg (2011, p. 237), job satisfaction is influenced by supervision,
organisational control, aligning work tasks with employee interests and providing
remuneration that is commensurate with work roles and experience in the field.
Organisational commitment reflects the degree to which employees identify with their
organisation (Greenberg, 2011, p. 231). A satisfied employee has strong feelings of loyalty
and commitment to their organisation (Punnett, Greenidge, & Ramsey, 2007, p. 216). High
levels of organisational commitment and loyalty result in higher employee tenure and
increased service quality (Yee, Yeung, & Cheng, 2008, p. 651). Exceptional service delivery
leads to customer satisfaction which, in turn, improves profitability within organisations
(Yee, Yeung, & Cheng, 2008). Job satisfaction is thus directly related to organisational
outputs which makes it an essential component of what makes an organisation successful
(Ahmad, Ali, Ahmad, Ahmad, Ahmed, & Nawaz, 2010, p. 251).
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