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The Effect of the Employee Value Proposition and Work Identity on Employee Commitment.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	The Effect of the Employee Value Proposition and Work Identity on Employee Commitment./
Author:	Phungula, Nompilo.
Description:	1 online resource (106 pages)
Notes:	Source: Masters Abstracts International, Volume: 84-10.
Contained By:	Masters Abstracts International84-10.
Subject:	Ethics. -
Online resource:	click for full text (PQDT)
ISBN:	9798377665151

The Effect of the Employee Value Proposition and Work Identity on Employee Commitment.
Phungula, Nompilo.

The Effect of the Employee Value Proposition and Work Identity on Employee Commitment. - 1 online resource (106 pages)

Source: Masters Abstracts International, Volume: 84-10.

Thesis (Master's)--University of Johannesburg (South Africa), 2021.

Includes bibliographical references

In today's competitive business environment, it can be noted that organisations continuously seek opportunities to be more productive through the human capital they employ. A firm offering of the employee value proposition (EVP) and understanding of employee commitment could enable organisations to have committed employees that enjoy their work and are oriented towards a growth trajectory.This study sought to examine the effect of the EVP and work identity on normative commitment in a parastatal organisation. A quantitative research approach was selected to explore the research objectives. The research instruments comprised of three questionnaires: value attributes scale, work identity scale, and normative commitment scale. The population sample consisted of employees (N=251) from a parastatal. Convenience sampling was used within the context of the study. Descriptive statistics, Factory analysis, Pearson correlation analysis, and Regression analysis were employed to interpret data collected and address the research objectives. Psychometric properties of the measures were computed through a reliability analysis.The results of the study indicated that there was a relationship between EVP, work identity, and normative commitment. The three EVP factors (work, rewards, and opportunity) were found to positively correlate with work identity and normative commitment. Regression analysis showed that work and rewards had a significant prediction on normative commitment. Opportunity did not predict normative commitment. Work has a significant prediction on work identity. Rewards and opportunities did not predict work identity. Work identity had a significant contribution to the prediction of normative commitment. The implication for HR practitioners and organisations is that an emphasis should be placed on EVP in the employee lifecycle. EVP can be used as a tool to attract, retain and keep employees committed. Recommendations for future studies are that more studies exploring the relationship between the employee lifecycle and work identity can be done. The study on EVP, work identity, and normative commitment can be done in other industries as the results in this study cannot be generalised.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798377665151Subjects--Topical Terms:

555769
Ethics.
Index Terms--Genre/Form:

554714
Electronic books.

The Effect of the Employee Value Proposition and Work Identity on Employee Commitment.
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245 1 4 $a The Effect of the Employee Value Proposition and Work Identity on Employee Commitment.
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500 $a Source: Masters Abstracts International, Volume: 84-10.
500 $a Advisor: Dhanpat, Nelesh;De Braine, Roslyn.
502 $a Thesis (Master's)--University of Johannesburg (South Africa), 2021.
504 $a Includes bibliographical references
520 $a In today's competitive business environment, it can be noted that organisations continuously seek opportunities to be more productive through the human capital they employ. A firm offering of the employee value proposition (EVP) and understanding of employee commitment could enable organisations to have committed employees that enjoy their work and are oriented towards a growth trajectory.This study sought to examine the effect of the EVP and work identity on normative commitment in a parastatal organisation. A quantitative research approach was selected to explore the research objectives. The research instruments comprised of three questionnaires: value attributes scale, work identity scale, and normative commitment scale. The population sample consisted of employees (N=251) from a parastatal. Convenience sampling was used within the context of the study. Descriptive statistics, Factory analysis, Pearson correlation analysis, and Regression analysis were employed to interpret data collected and address the research objectives. Psychometric properties of the measures were computed through a reliability analysis.The results of the study indicated that there was a relationship between EVP, work identity, and normative commitment. The three EVP factors (work, rewards, and opportunity) were found to positively correlate with work identity and normative commitment. Regression analysis showed that work and rewards had a significant prediction on normative commitment. Opportunity did not predict normative commitment. Work has a significant prediction on work identity. Rewards and opportunities did not predict work identity. Work identity had a significant contribution to the prediction of normative commitment. The implication for HR practitioners and organisations is that an emphasis should be placed on EVP in the employee lifecycle. EVP can be used as a tool to attract, retain and keep employees committed. Recommendations for future studies are that more studies exploring the relationship between the employee lifecycle and work identity can be done. The study on EVP, work identity, and normative commitment can be done in other industries as the results in this study cannot be generalised.
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