Browsing by Author "Matobo, Thope"

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    The influence of person-organisation fit on employee attitudes and intentions
    (UAS, 2015) Khaola, Peter, P; Mohapi, Thotoane; Matobo, Thope
    Based on employees selected from four different companies in Lesotho, the aim of this study was to examine the influence of the person-organisation fit on organisational commitment, job satisfaction and turnover intentions within uncertain work environments. Correlation and regression analyses confirmed that the personorganisation fit related positively to organisational commitment and job satisfaction, and negatively to turnover intentions. We extended the generalisability of the personorganisation fit concept to new work contexts by examining its predictive validity on attitudes and turnover intentions in Lesotho, and proposed that increasing or maintaining value congruence can be a useful management strategy during uncertain periods.
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    The influence of person-organisation fit on employee attitudes and turnover intentions
    (UAS, 2015) Khaola, Peter, P; Mohapi, Thotoane; Matobo, Thope
    Based on employees selected from four different companies in Lesotho, the aim of this study was to examine the influence of the person-organisation fit on organisational commitment, job satisfaction and turnover intentions within uncertain work environments. Correlation and regression analyses confirmed that the personorganisation fit related positively to organisational commitment and job satisfaction, and negatively to turnover intentions. We extended the generalisability of the personorganisation fit concept to new work contexts by examining its predictive validity on attitudes and turnover intentions in Lesotho, and proposed that increasing or maintaining value congruence can be a useful management strategy during uncertain periods.
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    The influence of person-organisation fit on employee attitudes and turnover intentions
    (UAS, 2015) Khaola, Peter, P; Mohapi, Thotoane; Matobo, Thope
    Based on employees selected from four different companies in Lesotho, the aim of this study was to examine the influence of the person-organisation fit on organisational commitment, job satisfaction and turnover intentions within uncertain work environments. Correlation and regression analyses confirmed that the personorganisation fit related positively to organisational commitment and job satisfaction, and negatively to turnover intentions. We extended the generalisability of the personorganisation fit concept to new work contexts by examining its predictive validity on attitudes and turnover intentions in Lesotho, and proposed that increasing or maintaining value congruence can be a useful management strategy during uncertain periods.