The effect of a sense of coherence on organisational commitment.
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The aim of the study was to investigate the effect of a sense of coherence on organisational commitment. The sub-dimensions of organisational commitment included affective commitment, continuance commitment and normative commitment, whereas comprehensibility, manageability and meaningfulness constitutes sense of coherence for the study. The study is quantitative and a final sample comprised of one hundred and thirteen employees from construction companies based in Johannesburg. Descriptive and inferential statistics were utilized and the reliability and validity of the measuring instrument was established using Factor Analysis and Cronbach's Coefficient Alpha, respectively. Hypotheses testing was part of the study. The cluster sampling method was adopted and employees were from all levels of the organisation. The study used pre-existing questionnaires. The Orientation to Life Questionnaire (OLQ) was used in order to measure sense of coherence, and the organisational commitment questionnaire was utilized to measure commitment. The biographical questionnaire formed part of the study. The results show significant relationships which surfaced amongst some of the constructs of the study. Additionally, significant correlations emerged with the biographical data. Furthermore, most of the hypotheses were partially accepted. Significant differences surfaced in the commitment levels of male and female employees regarding continuance commitment, including sense of coherence of male and female employees regarding meaningfulness. The results of the study add to the existing body of knowledge by showing how an individual’s sense of coherence influences choices made. Employees are the core of any organisation and providing an environment that fosters a healthy sense of coherence can determine how an individual will react to stressful situations. Linking a sense of coherence to organisational commitment gives organisations an opportunity to create the type of commitment needed, that is affective commitment, continuance commitment and normative commitment. An employee is an important asset to an organisation. It is not only important to retain employees but also engage in meaningful relationships to promote healthy work environments. The results of the study and the valuable recommendations are graphically projected and when effectively implemented it has the potential to increase an individual’s sense of coherence and improve the organisational commitment of employees.