Abstract
A merger can be considered both a phenomenological and signifcant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the “best” of 15 predefned models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The fnal predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions.
Highlights
Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance
It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment and turnover intentions in a post-merger tertiary institution and how are these variables related?
Employee perceptions across the concerned constructs indicated that there was a positive sentiment towards both Organisational Commitment and Job Satisfaction within the organisation, while a neutral feeling emerged toward Turnover Intentions
Summary
Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance. Few researchers have investigated the commitment perceptions of the employees (and the associated work constructs) who feel the full impact of these restructurings in a South African context. This subsequently results in a dearth of knowledge on the context of South African mergers and acquisitions of tertiary institutions. In light of the recent restructuring of the institution in question, no attempt has yet been made to gauge the levels of organisational commitment among its employees It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment and turnover intentions in a post-merger tertiary institution and how are these variables related?. What is agreed is that, stemming from cognitive processes, job satisfaction is a generalised affective work orientation towards one’s present job and employer (Lincoln & Kalleberg, 1990)
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