Predictors of work engagement and organisational commitment in the mining industry.
The fast-paced business world is characterised by the international pressure on organisations to excel in all aspects, this raises the question of how employees in today’s business world will cope and whether they will stay committed to their organisation. The present study revolves around the question of whether individuals working in the mining industry have sufficient motivation and energy to be fully engaged in their work and in turn demonstrate high levels of organisational commitment. The present study will investigate the factors which are most likely to predict work engagement and organisational commitment in the mining industry. The objective of the present study was three-fold. Firstly, it attempted to determine the relationship between organisational commitment, work engagement, six areas of worklife, job demands and job resources of employees working within the mining industry in South Africa. Secondly, it attempted to determine the predictive value that the measures hold for organisational commitment of workers in the mining industry and finally, it attempted to determine the mediating role of work engagement in the relationship between various areas of worklife, job demands and resources, and organisational commitment of employees working in the mining industry. In other words, determining whether engagement as key mediating variable, explains how contextual variables such as six areas of worklife, job demands and job resources influence important organisational outcome variables, such organisational commitment. A quantitative research design was used in accordance to the aims and objectives mentioned above. A convenience sampling strategy was used to collect the data. The research participants of the present study was drawn from a sample of employees within the mining industry. The sample (n=96) was selected using a non-probability convenience sampling method. The JSE, OCQ, AWS and JDRS as well as a biographical data sheet questionnaires were used as measuring instruments. Independent sample t-test, Pearson product-moment correlation coefficients, hierarchical multiple regression, and moderation and mediation tests were used to analyse the data. Pearson product-moment correlation coefficient confirmed that Job resources (Growth opportunity, Job security and advancement) are positively related to organisational commitment. It also showed that the six areas of worklife (values) positively related to work engagement and organisational commitment. Hierarchical multiple regression indicated that, from all the measures under investigation; Value, Advancement, and Job Engagement serve as the most powerful predictor of organisational commitment. Finally moderation and mediation test revealed that Job engagement moderates the effect of workload on organisational commitment and job engagement mediates the effect of value on organisational commitment.