{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/6837"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/6837","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction","abstract":"This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed.","abstract_html":"This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed.","abstract_has_math":false,"creators":["Koch, Timothy C"],"institution":"Organisational Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Jaga, Ameeta"],"committee_chairs":[],"committee_members":[],"year":2013,"date_issued":"2013","date_published":"2013","updated_at":"2026-07-22T22:23:33Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/6837","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Jaga, Ameeta"]},{"key":"dc:creator","label":"Author","values":["Koch, Timothy C"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2014-09-02T09:54:37Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2014-09-02T09:54:37Z"]},{"key":"dc:date.issued","label":"Date","values":["2013"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Organisational Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["MSocSc"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/6837"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed."]},{"key":"dc:title","label":"Title","values":["Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction"]}]}],"canonical_facts":{"dc:contributor.advisor":["Jaga, Ameeta"],"dc:creator":["Koch, Timothy C"],"dc:date.accessioned":["2014-09-02T09:54:37Z"],"dc:date.available":["2014-09-02T09:54:37Z"],"dc:date.issued":["2013"],"dc:description.abstract":["This study examined two under-researched organisational climate facets, integration and family-focused supervisor support, as predictors of employees' job engagement. It further set out to explore the extent to which job satisfaction mediated these relationships. Results were based on self-reported survey data from 226 South African employees in the publishing, distribution and advertising industries. Standard multiple regression analysis showed that climates of both integration and family-focused supervisor support were significant predictors of job engagement. Baron and Kenny's four-step approach to mediation revealed that job satisfaction fully meditated the relationships between each of the organisational climate facets and job engagement. Implications for organisational climate research and managers are discussed."],"dc:identifier.uri":["http://hdl.handle.net/11427/6837"],"dc:language.iso":["eng"],"dc:publisher.department":["Organisational Psychology"],"dc:publisher.institution":["University of Cape Town"],"dc:title":["Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction"],"dc:type":["Master Thesis"],"dc:type.qualificationlevel":["Masters"],"dc:type.qualificationname":["MSocSc"]},"updated_at":"2026-07-22T22:23:33Z"}