Magister Commercii (Industrial Psychology) - MCom (IPS)

Permanent URI for this collectionhttps://hdl.handle.net/10566/12717

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Stress and coping mechanisms of police officers in the Bellville Metropole in Cape Town
(University of the Western Cape, 2025) Rosant, Kyle; Hamman-Fisher, D.A.
Policing in South Africa is perceived as a highly stressful profession, requiring significant physical and emotional endurance. Since the onset of the Coronavirus Disease 2019 pandemic, coupled with a decline in the South African economy, the crime rate in the Bellville metropole of Cape Town has increased significantly. As a consequence, many officers, in response to the stressors they encounter, resort to ineffective and maladaptive coping strategies such as alcohol, experiencing burnout, or in severe cases, contemplating suicide. The study aimed to identify the work-related stressors faced by police officers since the advent of the Coronavirus Disease 2019 pandemic and to analyse the coping strategies employed by them in managing the said stress. It is an important phenomenon to understand in light of the changed roles and responsibilities which police officers had to assume during the Coronavirus pandemic. In addition, the crime rate in Cape Town has increased significantly following the Coronavirus Disease 2019 pandemic
The relationship between emotional intelligence and self-efficacy amongst teachers in the Western Cape
(University of the Western Cape, 2012) Matthews, Shameema
This study focused on the relationship between emotional intelligence (EI) and self-efficacy amongst teachers in the Western Cape. Teachers are often emotionally overwhelmed by having to meet the demands and expectations set by the education system, parents, colleagues and learners (Coetzee & Jansen, 2007). The South African educational system is in a transitional stage. The lack of discipline in schools, the abolishment of corporal punishment, unmotivated learners, redeployment, retrenchments and retirement packages for teachers, large pupil-teacher ratios and a new curriculum approach all contribute to raising the stress levels of teachers (Ngidi & Sibaya, 2002). Teachers also experience intense, emotion-laden interactions on a daily basis and experience a great number of emotional demands compared to other professionals (Burke & Greenglass, 1995). In particular, primary school teachers in socially deprived areas at times are considered to be more a child-welfare assistant than a conventional school teacher (Eacute & Esteve, 2000). Salovey and Mayer (1990) define EI as the ability of people to deal with their emotions. The definition goes further to suggest that EI is the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and action (Salovey & Mayer, 1990, as cited in Ream, 2010). Developing an individual's self-efficacy creates a regulation of self- awareness, which is essential in developing emotions. According to Bandura (1997), self- awareness creates a strong connection to self-efficacy, as self-efficacy emphasises self- awareness and self-regulation as factors influencing the development of self-efficacy beliefs.
The relationship between personality preference and career anchors amongst police officers within the western cape
(University of the Western Cape, 2006) Van Sittert, Vanessa; Heslop, Karl
The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology. A large body of empirical evidence suggests that the career choice behaviour of individuals can be predicted through personality assessment (Tokar, Fischer & Subich, 1998). Increasing research is being done on the role of personality in adapting effectively to new career demands. The operating environment of the South African Police Service is both challenging and demanding; often putting the life of the active police officer in great danger (Marks, 2003). This begets the question why any person would choose the career of being a police officer, what type of personality preference would the person choosing such a career have and what career anchors would have an influence in this choice of career. It is anticipated that the results of this study can provide more clarity and assist police officers in planning their career.
The relationship between psychological capital and employee wellness in organisations in the manufacturing industry in the western cape
(University of the Western Cape, 2014) Solomon, Shihaam; Thomson, Elza
Psychological capital (PsyCap), the four dimensions of PsyCap and Perceived Wellness are viewed as positive constructs. Research indicated these positive constructs has a beneficial or positive effect on the organisation's financial performance .. Furthermore, health and wellness awareness is lacking especially in the production-driven manufacturing industry where the profit motive is of paramount importance. The research study used a cross-sectional design, measuring Psychological capital and perceived wellness using questionnaires in the form of the Psychological Capital Questionnaire (PCQ) and the Perceived Wellness Survey (PWS), respectively. These questionnaires are self-report measures, which were distributed to a sample of employees from the manufacturing industry (n = 160) in the Western Cape. Various studies both locally and abroad confirmed that the respective measures are both valid and reliable, However, the applicability in South African organisations requires further exploration. The present study aimed to determine what effect the factors of psychological capital had on the wellness of employees. The relationship between psychological capital and its effect on employees' wellness was assessed using Pearson correlation, Analysis of variance and Multiple regression analysis. Based on the findings, there was no significant relationship found between psychological capital and the wellness amongst the sample employees in the manufacturing industry. This is however contradictory to what studies found researching similar constructs.
Generational diversity in a South African corporate: myth or reality? A study investigating the relationship between age and work values
(University of the Western Cape, 2011) McArthur-Grill , Luan; Visser , K
Diversity management in South Africa, post 1994, has increasingly become a focal area when considering strategic human resource issues in the corporate environment. To date "traditional" diversity topics have largely centered around the differences in employees' race, culture, gender, language and disability status, and scores of academic and management text has been produced in this regard since the birth of democracy in this country, sixteen years ago. Whilst change on the political front has been vanguard, resultant societal change has largely been ignored by corporate South Africa. The era of equal opportunity has led to changes in income levels, consumer buying power and demographics and has paved the way for a new breed of human capital in the workplace. One particular breed, having been raised in the New South Africa, has shared experiences and backgrounds which are completely different to that of their parents and their grandparents. Their common location in history has dramatically shaped their belief systems and their expectations of life in general, with work life being a major facet thereof. These generational differences has resulted in tensions in the workplace where it has become evident that employees of varying ages are finding it difficult to 'speak the same language'. The concept of generational diversity has its roots in Generational theory, the underlying hypothesis on which this study rests. This hypothesis, as postulated by American researchers, Strauss and Howe (1993), states that every generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These in turn shape the generational group's core values and view on life and work. Authors such as Zemke, Raines & Filipczak (2000), Kupperschmidt (2000), and Lancaster & Stillman (2003) point out that understanding the differences that exist between employees of varying ages can potentially enhance organizational culture, increase productivity and minimize conflict. However, very little academic research on this topic has been undertaken in the South African context, and it is against this backdrop that this exploratory study endeavoured to test the hypothesis in a local context. The study surveyed a national group of employees of varying ages, who work for a large financial services organization, headquartered in the Western Cape. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, per generational cohort to either support or disprove the hypothesis.
The relationship between job satisfaction and absenteeism in a selected field services section within an electricity utility in the Western Cape
(University of the Western Cape, 2005) Josias, Beverley Ann; Heslop, Karl
Absenteeism - employees not showing up for work when scheduled - can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Most research has concluded that absence is a complex variable and that it is influenced by multiple causes, both personal and organisational. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. There is limited research on the job satisfaction-absenteeism relationship within South African organisations. The aim of the present study was therefore to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within an Electricity Utility in the Western Cape. One hundred and twenty one (121) respondents completed a biographical questionnaire as well as a Job Satisfaction Survey (JSS) to identify their levels of job satisfaction. To ascertain the extent of absenteeism, respondents were asked to report on their number of days absent and their absence frequency within a six month period. Results indicate that there is a weak, inverse relationship between both the number and frequency of sick leave days and the job satisfaction levels of the sampled employees.
The impact of covid-19 on psychological well-being, social support and academic stress on postgraduate students
(University of the Western Cape, 2026) Adams, Ammaarah
The COVID-19 pandemic affected countries globally. The magnitude of the effects of the pandemic was experienced differently based on country-specific contextual circumstances across the Global South and Global North. Countries in the Global South such as South Africa with high levels of inequality have been negatively impacted, predominantly owing to the lack of access to sufficient funding and resources, across all spheres. In particular, education was negatively affected as students had to adjust to online learning formats, with a lack of access to the necessary technological infrastructure and equipment, knowledge, and a conducive space to work. Owing to online classes and a hard lockdown, the psychological well-being, academic stress and social support of postgraduate students was affected. The present study aimed to explore the relationship between postgraduate students’ psychological well-being, academic stress and social support in relation to the COVID-19 pandemic. The objectives of this study were to: explore the influence of social support on the psychological well-being of postgraduate university students during the COVID-19 pandemic; explore the influence of academic stress on the psychological well-being of postgraduate university students during the COVID-19 pandemic; and to explore the influence of both academic stress and social support on the psychological well-being of postgraduate university students during the COVID-19 pandemic.
The influence of company culture on employee engagement, employee commitment and organisational effectiveness in a selected manufacturing company in South Africa
(University of the Western Cape, 2025) Nondala, Sivuyisiwe
The impact of company culture on employee engagement, employee commitment and organisational effectiveness has been a consistent topic across many organisations worldwide. This study explores the relationships between company culture, employee engagement, employee commitment and organisational effectiveness in a selected manufacturing company in South Africa. Furthermore, this study aims to make significant contributions to emphasising how a clearly defined company culture in modern organisations can help them journey towards reaching their goals by means of an engaged, committed and effective workforce. To assess the relationships between relevant variables, this study adopted a positivist research paradigm, utilising a quantitative research approach to achieve the company’s goals. The study population comprised approximately 217 employees, with a sample of (n =111) participants. This sample was obtained through non-probability, convenience sampling. Data were collected through a structured questionnaire and analysed using the Statistical Package for the Social Sciences (SPSS). The results indicated statistically significant positive relationships between company culture, employee engagement, employee commitment, and organisational effectiveness. Additionally, the results emphasised the importance of nurturing a healthy company culture to encourage employee engagement and employee commitment, which could ultimately produce improved organisational effectiveness. The study contributes to the expanded body of knowledge from a manufacturing sector perspective in South Africa.
Exploring the influence of stressors on the well-being of police officers in the South African Police Services in the Western Cape
(University of the Western Cape, 2026) Swartz, Amanda Sonja
Introduction: Globally, police officers face immense pressures as they work to maintain public safety within complex social and criminal environments. These challenges are particularly severe in South Africa, where the South African Police Service (SAPS) operates under high crime rates, limited resources, and socio-political Complexities. The Western Cape Province is especially burdened by widespread gangsterism, violent crimes, and high levels of gender-based violence, making it a critical context in which to examine police officer wellbeing. Despite the global recognition of occupational stress in policing, there remains a lack of research that explores in depth the lived experiences of officers across different crime-risk categories. This study addresses that gap by investigating the stressors, resources, and support structures available to SAPS officers in low-, medium-, and high-risk branches in Cape Town and surrounding areas.
The impact of organisational culture on organisational citizenship behaviour within the South African Police Service in the Western Cape
(University of the Western Cape, 2016) Abrahams, Brian Peter
Research evidence suggests that strengthening the cultural roots of an organisation (Organisational Culture) can lead to the observance of increased behaviours that goes beyond the call of duty (Organisational Citizenship Behaviour) across all sectors within a given organisation. Organisational cultures that encourage innovation, sense of togetherness and positive competition, are ideal in encouraging employees to perform beyond normal expectations in organisations. Organisational culture is therefore a critical element that contributes to organisational success and effectiveness. The focus of this study is to determine the impact that the organisational culture of the South African Police Service, as an organisation, has on the Organisational Citizenship Behaviour of its members in the Western Cape. The empirical study involved the participation of 127 respondents from three of the largest police stations in the Western Cape. A survey was conducted using the Organisational Culture Assessment Instrument (OCAI) and the Organisational Citizenship Behaviour Scale (OCBS) to assess the hypothesised relationship between the variables. An analysis of the results suggests that all of the dimensions of Organisational Culture (Clan, Adhocracy, Hierarchy and Market) are positively related to all of the dimensions of Organisational Citizenship Behaviour (Altruism, Sportsmanship, Civic Virtue, Conscientiousness and courtesy).
Remote working during the coronavirus disease 2019: exploring the motivation of employees in a human resource department in a renewable energy company in the Western Cape
(University of the Western Cape, 2025) Volwana, Phathisa
This study explores the motivation of employees in the Human Resource (HR) department of a renewable energy company based in the Western Cape during the Coronavirus Disease 2019 (COVID-19) pandemic. As remote working became a necessity due to the pandemic, the research investigates how this sudden shift impacted the motivation of Human Resource Management Practitioners (HRMP). Informed by the theoretical framework of Bandura's Social Cognitive Theory, the study adopted a qualitative approach, using semi-structured interviews with HR team members to gather rich insights into their experiences and perceptions in terms of motivation during the pandemic. By applying Bloomberg and Volpe’s (2016) content data analytical technique, key themes emerged from the research around motivation, recognition and rewards, learning and development opportunities, and perceptions of the work environment and resources provided. The findings reveal that, while flexibility and autonomy associated with remote work were viewed positively, the importance of effective communication, continuous learning and well-being support was underscored. The study concluded that, to ensure sustained performance and well-being among employees, organisations needed to adopt a holistic approach with regard to employee motivation in remote work settings, thus balancing autonomy with structured support systems. This research contributes to an understanding of the dynamics involved in employee motivation in the context of remote work, offering valuable insights for HR departments and organisations endeavouring to optimise their post-pandemic remote working strategies. The findings underscore the importance of fostering a supportive and inclusive remote work environment to maintain long-term employee engagement and productivity. These insights are particularly relevant in terms of the renewable energy sector, where innovation and adaptability are critical attributes for success.
The impact of transformational leadership and job crafting on flourishing at work and in-role performance of information technology professionals
(University of the Western Cape, 2020) Cerfontyne, Kelly
The modern working environment is characterised by global competitiveness, digitisation, and a greater need to employ and retain the knowledge worker. With increased pressure to sustain a competitive advantage, organisations must shift management strategies and focus on fostering positive work outcomes to mitigate high turnover costs and enhance organisational effectiveness. In the South African environment, organisations are confronted with challenges such as skills shortages and high turnover, impacting the ability to attract, develop, and retain highly skilled Information Technology (IT) professionals.
A study to determine the perception of people analytics tools to improve people management practices in selected departments within the public sector in the Western Cape
(University of the Western Cape, 2020) Abrahams, Narzeen
People analytics refer to people-related, data-driven, processes (e.g. trend analyses and data management) aimed at describing and evaluating the effectiveness and efficiency of people management practices and processes in support of business outcomes in order to inform and improve people management initiatives and performance as well as business decision making. The role of human resource management (HRM) has changed over time from an administrative role that concentrated on overseeing basic employee practices to a more supportive strategic one, with creating a value creation culture for improving business outcomes (Ulrich & Dulebohn, 2015). The issue of effective human resource (HR) data utilisation has been an old concern. Organisations have been struggling to address people management issues such as how to find the right person for the right job and organisational fit at the correct time and at the correct cost. This required to be done as proficiently and effectively as possible because employees were seen primarily as expenses. Increasingly the emphasis from expenses to the potential competitive advantage has changed over time that employees can bring about to organisations. As a result, the key role of people management (PM) evolved from basic administrative duties towards being a more strategic partner to more data-driven decision making as rendered by people analytics with rapid information technology integration sources (Buller & McEnvoy, 2012).
Factors influencing the adoption and use of mobile applications for micro-enterprise operations in South Africa
(University of the Western Cape, 2020) Slinger, Emmanuel
The micro-enterprise sector, although associated with mostly informal businesses, shows promise of potential and transitioning to more formal businesses. With this in mind, the South African government recognizes that prioritized sectorial development is needed to stimulate growth particularly in the micro-enterprise sector. Considering that evidence reveals growth and development in small business practices being closely related to the use of different forms of Information and Communication Technologies (ICTs), if and when strategically applied. Therefore recognizing the importance of ICTs the South African government has embarked on various technology related initiatives to facilitate needed growth and development. Despite this, entrepreneurs in the micro-enterprise sector demonstrate a low uptake of ICTs for their business operations, including the use of mobile technologies which are the most common form of ICTs available to micro- entrepreneurs. Many previous studies have investigated the adoption and use of mobile technologies in the micro- enterprise sector, but despite this a low uptake of mobile technologies still exists. For this reason, this study investigates and empirically determines the factors influencing the adoption and use of mobile applications for micro-enterprise operations in South Africa, using the Unified Theory of Acceptance and Use of Technology (UTAUT) model as a lens. The research population comprised a group of micro-entrepreneurs who all are users of a common mobile application (mentorship-movement application). The main aim of the investigation was to determine (i) the factors influencing the adoption and use of mobile applications for micro- enterprise operation, (ii) if the experience gained and their satisfaction associated with using the mentorship-movement application will influence their behavioural intention to use other mobile applications for business. The study was conducted objectively and used hypothesis testing as the means of investigation.
Assessing the state of public participation in the Western Cape: the case of Beaufort West Municipality
(University of the Western Cape, 2019) Phendu, Sipho
It is often argued that public participation is the cornerstone of constitutional democracy especially in countries such as South Africa with the history of segregation which was characterised by the exclusion of the majority of citizens from the decision-making processes of the state based on race, class and gender. As such, following the introduction of the various pieces of legislation in 1994, the dominant narrative was that the progressive laws that were passed would serve as a ‘panacea’ to the challenges of participatory governance in South Africa. It was inconceivable that 25 years into democracy, South Africa would still be grappling with the concept of public participation and the extent to which citizens could influence, direct and own decisions made by and with government especially at a local level. This study assessed the state of public participation in the Western Cape focusing on Beaufort Municipality in the Central Karoo District. It argued that public participation is a prerequisite for democratic governance and that the state could be deemed illegitimate if it does not prioritize the involvement of communities in its affairs. In this context, a particular focus was placed on the effectiveness of the ward committee system (as state sponsored mechanisms of public participation) in enhancing participatory democracy in Beaufort West Municipality. It refuted assumptions on the institutional arrangements made in the legislative framework governing public participation and ward committees – identifying and outlining some of the unanticipated consequences of these pieces of legislation. The study used qualitative research methods to collect data. Primary and secondary data was gathered to assess the state of public participation in the Western Cape with specific reference on the effectiveness of the ward committee system and the role of legislative and regulatory framework governing public participation, the institutional architecture and the roles of various stakeholders involved in public participation.
Investigating the perceptions of undergraduate students at a university in the Western Cape regarding critical competencies required for employability
(University of the Western Cape, 2019) Smith, Vashdi
The employability of graduates has been a global point of concern. Within a South African context, this issue is proliferated not only by a reported gap between employers’ expectations and those of students, but also by an exponential rise in graduate unemployment. Examining undergraduates’ perspectives regarding competencies necessary to enhance their employability as well as their efficacy beliefs regarding their perceived competence in certain competencies, is one means of gaining insights and working towards narrowing between student and industry expectations and perceptions. The primary objective of this study was to examine Industrial Psychology (IPS) undergraduate students’ perceptions of critical competencies needed for employability, their efficacy beliefs regarding their level of perceived competence in these competencies and to determine the discrepancies between these viewpoints based on certain demographic variables. This research sought to gain an understanding of IPS undergraduates’ perspectives, a perspective that previous literature has not yet addressed. Quantitative data was obtained from 151 IPS undergraduate students during the course of their respective lectures, by means of a questionnaire instrument, which comprised of two sections. The first section sought to elicit demographical information and the second section consisted of questions related to their perceptions of the importance of certain competencies, as well as their self-perceived competence in relation to these. Descriptive analyses demonstrated that IPS undergraduates regarded all of the twenty-four listed competencies as quite important for employability, some being rated as critically important and others of lesser importance by comparison.
Assessment of policies affecting refugees' and asylum seekers' children to access primary schools in democratic South Africa
(University of the Western Cape, 2019) Mulunda, Leonard Kabeya
The study assesses the application of policies on the right of refugees and asylum seekers with regard to the education of their children, and the many challenges impeding this right. Fundamental changes in the legal framework protecting the right to education of the children of refugees and asylum seekers have been in place since 1994, when South Africa became a democratic state. The principles of international treaties recognising the rights of children were incorporated into the Constitution of South Africa of 1996, demonstrating South Africa’s commitment to the protection of children’s rights. However, studies have suggested that, refugees’ and asylum seekers’ children have been discriminated against in terms of access to education, despite the legislative framework which provides for equal and inclusive education in South Africa. Access to education for migrant children in South Africa is invariably met with challenges which constitute a violation of the Constitution and international law. This study assessed policies and practices affecting refugees’ and asylum seekers’ children to access primary schools in a democratic South Africa. The researcher argues that access to education for refugees and asylum seeker’s children must be guided by the social justice principle of “every child deserves an education”, regardless of the legality of their parents in South Africa. Failure to afford them the opportunity to study is a violation of the Constitution and international law. The study used semi-structured interviews based on a questionnaire. Participants included parents who were refugees or asylum seekers, schools’ principals, and officials from Scalabrini Centre and the Western Cape Education Department (WCED).
The influence of flourishing, job crafting and emotional intelligence on job performance within a South African pharmaceutical company
(University of the Western Cape, 2019) Ramsay, Nicola
In the 21st century the nature of work and life has become characterized by unavoidable changes. These changes are brought about by various environmental, social and technological developments or unforeseen occurrences. It has become more challenging for economies, countries and organizations to bounce back from these volatile fluctuations in all markets and industries (Martine & Alves, 2015). Examples of the above-mentioned changes is emphasized by Wales (2013) who identified that trends such as climate change, globalization and social inequality have created a significant challenge to the traditional business model. The “credit crunch”, corporate scandals and possible corruption have led to a loss of trust in business, and companies are facing pressures from governments, consumers, employees and investors to demonstrate that they are adopting ethical and sustainable business practices (Pfeffer, 2015). Similarly, Martine and Alves (2015) question whether the economy, society and environment in the 21st century are indeed the three pillars of sustainability. These factors highlight the importance of critically discussing factors surrounding economic growth and the sustainability thereof.
Expanding the understanding of positive organisational practices in positively deviant organisations: an online desk research review
(University of the Western Cape, 2019) Hendricks, Kelly Cecile
Positive organisational practices are actions performed by employees within the workplace that enhance worker and organisational wellness. In identifying positively deviant organisations, specific positive practices within the organisation were studied as an online desk research. This study is based on a backdrop of a study by Cameron et al. (2011) where the authors theorise about certain positive practices, but do not stipulate actual practices. In understanding what these positive practices look like, the study used the interpretive paradigm. Through qualitative inquiry, thematic analysis was used to expand the understanding of manifest positive practices in organisations. The researcher used two significant ways of gathering the data, both through the internet; looking up "top" and "happiest" companies to work for as well as looking at the International Positive Psychology Association (IPPA) Network online resources and Michigan Ross School of Business online page. All of the data gathered (150 pieces) was from secondary internet / online sources. The results generated 13 themes, of which five stood out as most salient: social interactions at work, inclusivity of all differences, mindfulness, transparent/open communication and creativity/innovation. The study concludes by identifying similarities between Cameron et al. (2011) and the study results, and proposes a link between 11 of the themes. Furthermore, the results suggest that seven of the study’s practices coincide with one particular practice from Cameron et al. (2011): ‘inspiring’ others in the workplace. The significance of the study includes the expanded understanding of positive organisational (manifest) practices that take place in positively deviant organisations. By comparing and contrasting these practices with the Cameron et al. (2011) positive practices, similarities were found. Recommendations for future research are offered.
The role of justice on perceptions of affirmative action, affective commitment and intention to quit
(University of the Western Cape, 2019) Malyon, Lindy
Due to the high costs associated with turnover it has become paramount for organisations within the private sector to retain their human capital. In so doing, organisations are more likely to maintain a competitive advantage. Intention to quit, an employee’s intention to leave the organisation, has been identified as a key factor affecting voluntary employee turnover. Therefore, organisational leaders are confronted with the challenge of creating an environment that will retain their most valued employees. Previous research studies indicate that affective commitment is one of the strongest predictors of intention to quit. Findings show that high levels of affective commitment are associated with low levels of intention to quit. In addition, perceptions based on organisational justice has been identified as a contributor to an employee’s intention to quit and levels of organisational commitment. Specifically, research has shown organisational justice to be linked to an increase in affective commitment within the workplace. Due to apartheid, the post-democratic labour market is governed by strict legislation that aims to address some of the inequalities of the past. Organisations within South Africa need to abide by the basic conditions of employment legislation regarding affirmative action. Since fairness is seen as a crucial construct linked to organisational commitment, the perception of affirmative action and whether or not it is linked to fairness needs to be considered. The objective of this research study was to understand the role of justice and perceptions of affirmative action in shaping affective commitment and intention to quit among the management of an organisation within the financial services industry. In order to achieve this aim, a theoretical model to describe the relationships between affirmative action, organisational justice, affective commitment and intention to quit was created and tested.

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