The interrelationship between the work experience of distance education students, job satisfaction, and academic achievement.
- Authors: Welman, J.C. , Basson, P.A.
- Date: 1995
- Subjects: Practical experience , Organizational behaviour , Distance education students , Work experience , Job satisfaction , Academic achievement
- Type: Article
- Identifier: uj:6526 , http://hdl.handle.net/10210/2725
- Description: In terms of the cooperative education strategy of technikons, students are expected to do subject-relevant work in the industry/commerce to gain practical experience. The degree of subject-relevant work performed by 166 distance education students, and how this is related to their academic performance, was investigated. It was found that in contrast to older Afrikaans- and English-speaking male students, it was mainly students who speak a black language who do not gain subject-relevant work experience, have minimal job satisfaction and do not earn high marks in the third-year subject (Organizational Behaviour). It is suggested that the State integrate the issues of work provision, education and training for the success of cooperative education in South Africa.
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The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees.
- Authors: Marias, E.N. , Schepers, J.M.
- Date: 1996
- Subjects: Job satisfaction , Career aspirations , Stress levels , Organisational restructuring
- Type: Article
- Identifier: uj:6327 , http://hdl.handle.net/10210/1073
- Description: The field study reported here examined the effects of organisational restructuring on employees’ job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased.
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Loopbaanankers en werkstevredenheid.
- Authors: De Kock, E. , Schepers, J.M.
- Date: 1999
- Subjects: Career anchors , Job satisfaction
- Type: Article
- Identifier: uj:6336 , http://hdl.handle.net/10210/1081
- Description: The primary goal of the study was to determine whether a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction. A secondary goal was to determine whether satisfied career anchors can predict future job satisfaction. A Career Anchor Questionnaire, consisting of 41 items, was developed. The Minnesota Job Satisfaction Questionnaire was applied to 195 employees on Peromnes job grades 11 and 13 jointly with the Career Anchor Questionnaire. The Career Anchor Questionnaire was statistically analysed through factor analysis and item analysis. The results indicate that a relationship exists between the extent to which an employee’s career anchors are satisfied in his/her current position and his/her job satisfaction.
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Validity of the standard shiftwork index for South African shiftworkers in the transport industry.
- Authors: Visser, D.
- Date: 1999
- Subjects: Shiftwork , Job satisfaction
- Type: Article
- Identifier: uj:6371 , http://hdl.handle.net/10210/1115
- Description: A major problem in shiftwork research has been the lack of uniform measuring procedures across studies. The Standard Shiftwork Index (SSI) contains a battery of self-report questionnaires which was developed to address this need. The objectives of this study included examining the cross- cultural applicability, internal consistency, and construct validity of the SSI scales for a predominantly Afrikaans-speaking sample of 728 train drivers and to provide normative distribution statistics for this sample. Factor analytic results and the correlations between the various scales supported the constnuct validity of the SSI scales. Means obtained on the scales were compared with means obtained for British shiftworkers and non-shiftworkers. The inclusion of job satisfaction and involvement scales, and scales to assess sleep variables appeared to augment an outcome- based theoretical model proposed by the compilers of the SSI. It was concluded that the SSI is a useful research tool for use with shiftworkers, but that further development of some of the scales is advisable.
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Job satisfaction in relation to organisational culture.
- Authors: Sempane, M.E. , Rieger, H.S. , Roodt, G.
- Date: 2002
- Subjects: Job satisfaction , Organisational culture
- Type: Article
- Identifier: uj:6311 , http://hdl.handle.net/10210/1059
- Description: The aim of this study was to establish whether a relationship existed between the variables job satisfaction and organisational culture of employees within a service organisation. The population comprised of 200 employees of which 40 were excluded from the study due to poor literacy levels. The Culture and Minnesota Job Satisfaction Questionnaires were administered to the sample of 160 employees and 121 usable responses were received. High coefficient alphas were obtained on both the Organisational Culture Questionnaire (OCQ)(0,99) and the Minnesota Job Satisfaction Questionnaire (MJSQ) (0,92). Significant differences were found between some biographical variables and responses on the OCQ. A significant relationship was found between scores of the OCQ and the MJSQ. The managerial implications of the findings were further explored in the study.
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Leadership style and its relation to employee attitudes and behaviour.
- Authors: Mester, C.A. , Visser, D. , Roodt, G. , Kellerman, A.M.
- Date: 2003
- Subjects: Leadership style , Organisational commitment , Job satisfaction , Job involvement , Transformational leadership , Transactional leadership
- Type: Article
- Identifier: uj:6317 , http://hdl.handle.net/10210/1064
- Description: The purpose of this study was to determine the relationships between leadership style and organisational commitment, job satisfaction, job involvement and organisational citizenship behaviour and whether these relationships were stronger for transformational than for transactional leaders. A sample of 52 leaders and 276 raters from a world class engineering company participated. The results of a canonical correlation analysis using the rater data indicated that the most prominent relationship was that between transactional leadership and affective commitment. Furthermore, transformational and transactional leadership did not correlate significantly with the constructs of job involvement and job satisfaction.
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Factors affecting the retention of knowledge workers.
- Authors: Sutherland, M. , Jordaan, W.
- Date: 2004
- Subjects: Knowledge workers , Labour turnover , Job satisfaction , Organisational commitment
- Type: Article
- Identifier: uj:5683 , http://hdl.handle.net/10210/2928
- Description: One of the characteristics of knowledge workers is their high level of mobility. The cost of labour turnover of these key resources is high in both financial and non financial terms. There is thus a need to understand what the factors are that underpin the retention cognitions of knowledge workers. Data was collected from 306 knowledge workers in full time employment representing a wide range of demographic groupings. The results showed that job satisfaction and organisational commitment do not predict knowledge workers’ proposed future length of service. Factor analysis revealed seven underlying dimensions of retention cognitions. Cluster analysis revealed nine distinct clusters of knowledge workers with regard to their retention cognitions. High levels of individualism, need for challenge and focus on personal development were demonstrated. The implications of these findings are discussed.
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Factors influencing a customer-service culture in a higher education environment.
- Authors: Liebenberg, J. , Barnes, N.
- Date: 2004
- Subjects: Higher education environment , Customer care , Organisational culture , Job satisfaction , Customer service , Learner-satisfaction
- Type: Article
- Identifier: uj:5642 , http://hdl.handle.net/10210/2881
- Description: The higher education environment is experiencing significant changes, and the focus is moving to competitiveness and customer care. The role of organisational culture and job satisfaction in the delivery of quality customer service was investigated in this study. The indications are that a relationship should exist between organisational culture and learner satisfaction, but it transpired that the relationship between staff members’ job satisfaction and learner satisfaction was not significant. An evaluation of a proposed learner-satisfaction model revealed interesting dynamics influencing relationships between the core dimensions studied.
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Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship.
- Authors: Visser, D. , Coetzee, S.
- Date: 2005
- Subjects: Job performance , Job satisfaction , Affective-cognitive consistency , Overall Job Satisfaction Scale
- Type: Article
- Identifier: uj:6435 , http://hdl.handle.net/10210/1301
- Description: Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported.
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Developing a predictive model of subjective organizational culture.
- Authors: Strydom, A. , Roodt, G.
- Date: 2006
- Subjects: Organisational culture , Predictive model , Job satisfaction , Personality variables
- Type: Article
- Identifier: uj:6391 , http://hdl.handle.net/10210/1133
- Description: The objective of this theory development study was to propose a predictive model of subjectively perceived organisational culture with biographic variables, job satisfaction and personality variables as predictors. A countrywide sample of convenience drawn from a population of nurses (N = 3456) of a private healthcare service provider in South Africa yielded 713 completed questionnaires (response rate = 21%) that were obtained in multiple sessions. Goal directedness, a dimension of organisational culture, was significantly positively related to all three measures of satisfaction (imposed personal demands, extrinsic satisfaction and intrinsic satisfaction), while internal climate was significantly negatively related to the three satisfaction dimensions. Other significant findings are reported on.
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An investigation into the work environment elements on job satisfaction- a case study on a company in the telecommunications industry.
Employee perceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger institution
- Authors: Martin, Adam
- Date: 2008-06-05T11:41:46Z
- Subjects: Organizational commitment , Job satisfaction , Universities and colleges' employees
- Type: Thesis
- Identifier: uj:9068 , http://hdl.handle.net/10210/552
- Description: A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were gauged. Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale, and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance. Notably, the global phenomenon of transformation of higher education, taking place in most countries in the world, is an undeniable fact. The abolition of apartheid and the post-1994 aftermath period have seen South Africa undergoing tremendous transformation in its political, economic, social and technological environments. As part of the social environment, education, too, will be subjected to the restructuring and transition resulting in the new characterisation of the country and its people. Mergers are taking place between teacher-training colleges and technical colleges, as well as between universities and technikons. In South Africa to date, mergers have been limited mainly to the federal absorption of smaller, specialist institutions into universities; however larger and more unitary mergers have been advocated. Few notable studies have investigated the commitment perceptions of the employees (and the associated selected work constructs of job satisfaction and turnover intentions) who feel the full impact of these restructurings in a South African context. This subsequently results in a dearth of knowledge on the context of South African mergers and acquisitions of tertiary institutions. Human capital element in the form of teacher / facilitator / lecturer in educational institutions (knowledge intensive organisations) is much more important than in other organisations. In light of the recent restructuring of the institution in question, no attempt has yet been made to gauge the levels of organisational commitment amongst its employees. It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment, and turnover intentions in a post-merger tertiary institution, and how are these variables related? Job satisfaction was determined as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. A global approach was adopted, whereby job satisfaction is explained as a single, overall feeling toward ones job. Organisational commitment was defined as a cognitive predisposition towards a particular focus, insofar as this focus has the potential to satisfy needs, realise values, and achieve goals, and was subsequently addressed through a motivational approach. The state of commitment is not only separated from its antecedent and consequential conditions and behaviours, but also from its related affective and conative components that are also present in other widely used constructs, such as job satisfaction and turnover intentions respectively. Turnover intentions, approached as being mental decisions intervening between an individuals attitudes regarding a job and the stay or leave decision, were addressed as a planned behaviour. This is a result from the argument that behavioural intention is a good predictor of actual behaviour, in this case actual turnover. Turnover behaviour is a multistage process that includes attitudinal, decisional, and behavioural components. Furthermore the turnover process is initially stimulated by the thought of quitting, which ultimately will result in the actual process of either staying or leaving. The instance of a merger or acquisition normally results in, amongst others, lack of commitment, job dissatisfaction, increased labour turnover and absenteeism rates (even at managerial level), lowered work goals, uncertainty, and employee theft or acts of sabotage. The relationships established between the three selected work constructs, primarily in terms of mergers and acquisitions, suggest that a positive relationship exists between job satisfaction and organisational commitment, whilst also yielding a negative relationship with turnover intentions. The research approach could be described as a non-experimental and crosssectional field survey, the data as primary data, and data analysis as ex post facto and correlational. The non-probability (convenience) sample consisted of 367 employees of a South African tertiary instituition. The completion of the electronic questionnaires was personally administered and anonymously handled. Job satisfaction was assessed by the Minnesota Satisfaction Questionnaire (MSQ20). The MSQ20 measures 20 different job-related items and can be subcategorised into extrinsic and intrinsic satisfaction. The end factor analystic result revealed the need to remove three items. Commitment was addressed through the Organisational Commitment Questionnaire which consisted of 18 items, measuring different foci of commitment, namely work, career, occupational and organisational. Diagnostic analyses indicated the need to remove three items. Turnover intentions were measured by an unpublished 15 item questionnaire. The diagnostic analyses warranted the removel of two items. The analyses followed a two phase procedure. The intial phase included all diagnostic testing of the measuring instruments in order to determine the reliabilty and validty of the measuring instruments for subsequent testing purposes of the study. The tests utilised were basic descriptives, factor (first and second order) and reliability analyses and normality testing. The latter phase described the inferential section of the sample, whereby statistics are used either to infer the truth or falsify hypotheses / research objectives. The tests carried out consisted of t-tests and ANOVA, correlations, structural equation modelling, twoway ANOVA and lastly a stepwise linear regression. Fifteen predefined models were investigated whereupon the most parsimonious model was selected. In applying the stepwise linear regression for the prediction of turnover intentions, the model was determined by entering all the variables simultaneously into the regression equation. The variables determined for the inclusion on the regression were based on the results from the inferenital testing phase. The final result yielded a prediction of 47% of the variance in turnover intentions. The final (most parsimonious) model determined for turnover intentions indicated as being significantly predicted by: job satisfaction, tenure, and a combination of job satisfaction and organisational commitment. Contrary to popular belief, commitment does not correlate more strongly than satisfaction does with turnover intentions. This indicates that withdrawal entails a rejection of the job rather than of the organisation. Turnover intentions of tertiary employees can be actively managed through the manipulation of the contextual variables of organisational commitment and job satisfaction. The resulting predictive model can be regarded as an important tool for management and the Human Resource Department in effectively planning talent retention strategies focusing on its controllable dimensions. Since this model was developed based on internal components, possible strategies can be derived from this model to prevent turnover intentions. , Professor Gert Roodt
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The impact employee satisfaction levels have on the quality of customer service in the service utility: Telkom S.A.
A factor analytic study of adult career concerns, career status and career resilience
- Authors: Lew, Charlene C.
- Date: 2008-11-06T07:24:09Z
- Subjects: Job satisfaction , Vocational guidance , Vocational interests , Career development , Adult Career Concerns Inventory , Career Attitudes and Strategies Inventory , Career Resilience Questionnaire
- Type: Thesis
- Identifier: uj:14592 , http://hdl.handle.net/10210/1513
- Description: D. Litt. et Phil. , Factor analytic techniques were used to investigate the psychometric properties of three measuring instruments, namely the Adult Career Concerns Inventory (Super, Thompson & Lindeman, 1988), the Career Attitudes and Strategies Inventory (Holland & Gottfredson, 1994), and the Career Resilience Questionnaire (Fourie & Van Vuuren, 1998). The analyses served the purpose of elucidating the conceptual meanings of the constructs of career concerns, career status and career resilience in adult vocational adjustment. In an exploratory factor analysis of the Adult Career Concerns Inventory theoretical considerations suggested the extraction of four factors which explained 74% of the variance in the correlation matrix. The communalities of the variables were determined by means of squared multiple correlations of the subscales. On oblique rotation by means of Promax, a four factor solution was supported, reflecting the underlying dimensions of Exploration, Establishment, Maintenance and Disengagement. High correlations among the factors suggested the presence of a general factor, which may be termed career concerns. A factor extension analysis indicated the high quality of the test items, and a high level of correspondence between the Maintenance and Establishment factors. Maximum likelihood confirmatory factor analyses of the Adult Career Concerns Inventory were subsequently performed to test four and three factor measurement models. The estimated standardised factor pattern coefficients of both the models were found to be statistically significant. High correlations between the Maintenance and Establishment factors from the four factor model however favoured the three factor model, which allows for the merging of these two latent dimensions. In an exploratory factor analysis of the Career Attitudes and Strategies Inventory use were made of constructed item parcels. Theoretical considerations suggested the extraction of nine factors, which accounted for 54% of the variance in the correlation matrix. The squared multiple correlations of the Career Attitudes and Strategies Inventory item parcels were used to determine the initial communalities, and the nine factors were obliquely rotated by means of Promax. With the exception of two of the parcels, the factor pattern coefficients indicated that all the item parcels could be explained by nine factors that correspond with the Career Attitudes and Strategies Inventory subscales, namely Job Satisfaction, Career Worries, Family Commitment, Interpersonal Abuse, Skill Development, Geographical Barriers, Risk-taking Style, Work Involvement, and Dominant Style. The relative independence of these factors were inferred from the interfactor correlation matrix. A factor extension analysis indicated the overall high quality of the test items. A maximum likelihood confirmatory factor analysis of the Career Attitudes and Strategies Inventory at item parcel-level was based on a measurement model in accordance with the nine factors mentioned above. This analysis supported the nine factor model and revealed interesting relations among the dimensions of the Career Attitudes and Strategies Inventory. An exploratory factor analysis of the Career Resilience Questionnaire at item-level was also performed. Although the Kaiser criterion suggested the extraction of as many as 15 factors, and the MAP values suggested six factors, the initial communalities based on the squared multiple correlations were also considered. The initial communalities were reiterated twice, and the residual four factors accounted for 27% of the variance. An oblique rotation of the factors by means of Promax resulted in the tentative labelling of four latent dimensions, namely Leadership, Sense of Security in One’s Career, Acceptance of Uncertainty, and Values. These factors had satisfactory reliability coefficients, but no significant intercorrelations. Due to the theoretical inadequacies of this analysis, an oblique multiple groups factor analysis of the Career Resilience Questionnaire was performed in an attempt to cross-validate the factor solution reported by Fourie and Van Vuuren (1998). Low reliability coefficients of the factors were however obtained, an the postulated measurement model could not be supported. In an interbattery factor analysis of the Adult Career Concerns Inventory and the Career Attitudes and Strategies Inventory both theory and reliability coefficients of various factor solutions were considered, which resulted in the extraction of six factors. The factors were rotated obliquely by means of Direct Quartimin. The resultant factor solution met theoretical expectations by indicating several shared dimensions of the two instruments. Implementation, Advancing, Holding and Updating were grouped with Career Worries and Risk-taking Style. Job Satisfaction related negatively in a shared dimension with Crystallisation, Specification, Implementation, Retirement Planning and Retirement Living. Innovation was associated with Work Involvement, Skill Development and Dominant Style. Stabilisation, Risk-Taking Style and Geographical Barriers formed a shared dimension. Deceleration and Interpersonal Abuse were likewise associated. Lastly, Family Commitment and Updating shared a negative relation within another dimension. In essence, these factor analyses support the construct validity, theoretical generalisability, and usefulness of both the Adult Career Concerns Inventory and the Career Attitudes and Strategies Inventory, but fails to support the construct validity of the Career Resilience Questionnaire. Moreover, a foundation has been laid for the theoretical integration of the constructs of career concerns and career status.
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Relationship between motivation and job satisfaction of employees at Vista Information Services
The moderating role of self-directedness in a Job Demands-Job Resources model for working women
- Authors: Yiannakis, Christine
- Date: 2010-10-25T06:21:22Z
- Subjects: Job stress , Women employees , Autonomy (Psychology) , Burn out (Psychology) , Job satisfaction
- Type: Thesis
- Identifier: uj:6929 , http://hdl.handle.net/10210/3439
- Description: M.A. , The changing South African workforce is reflected in the fact that in the period between 1960 and 2001, female employment has increased substantially. For South Africa, being part of the global economy brings its own stress as more women have to earn a living to provide an extra income for the family. The resulting stress from the often opposing demands of work and family has lead to increasing attention being paid to the matter. Further, many individuals experience job insecurity and career worries and this impacts directly on their reported job satisfaction. When there are overwhelming job demands, and too few job resources, these individuals may experience further declines in job satisfaction. The present research has endeavoured to explore this subject. Job demands, job resources and self-directed learning are thought to impact on an individual‟s job satisfaction. This conceptualisation is based on the Job Demands-Resources model which states that overwhelming job demands coupled with few job resources will result in individuals experiencing burnout and disengagement from work. The aim of this study was to explore the moderating role of self-directedness in a Job Demands-Resources model for working women (N = 168). Each participant completed the Sources of Work Stress Inventory, the Career Attitudes and Strategies Inventory, the Workplace Self-Directed Learning Scale, and a biographical questionnaire. Specific hypotheses were formulated pertaining to the relationships between job resources, job demands, self-directed learning and job satisfaction, and self-directed learning as a moderator in the relationship between job resources and job satisfaction as well as job demands and job satisfaction. The relationships between job demands, job resources, self-directed learning and job satisfaction were investigated by means of Pearson product-moment correlations. The results indicated that Work-Life Balance (r = -0.246, p < 0.01), Career Worries (r = -0.451, p < 0.01), Job Insecurity (r = -0.338, p < 0.01), and Work Relationships (r = -0.465, p < 0.01) had statistically significant negative relationships with Job Satisfaction. Work Drive (r = 0.270, p < 0.01) and Self-Directed Learning (r = 0.512, p < 0.01) yielded statistically significant positive relationships with Job Satisfaction, while Work Involvement (r = 0.150) surrendered no statistically significant relationship with Job Satisfaction. Career Worries, Job Insecurity, Work Relationships, and Self-Directed Learning all yielded practically meaningful relationships of r > 0.30 with Job Satisfaction. Results of the multiple regression analyses revealed a statistically significant predictive relationship between both Job Demands and Job Satisfaction (R² = 0.232, F(3, 164), = 16.482, p = < 0.001), and Job Resources and Job Satisfaction (R² = 0.335, F(3, 164), = 27.514, p = < 0.001). Job Demands accounted for approximately 23% of the variance in Job Satisfaction. A subsequent analysis of the effect sizes revealed that Career Worries (β = -0.374, r = -0.335, t = -4.891, p < 0.001) and Job Insecurity (β = -0.179, r = -0.145, t = -2.123, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of the three job demands. Results of the multiple regression analyses further showed that Job Resources accounted for approximately 34% of the variance in Job Satisfaction. Work Relationships (β = -0.512, r = -0.505, t = -7.922, p < 0.001), Work Drive (β = -0.268, r = 0.259, t = 4.073, p < 0.001) and Work Involvement (β = 0.164, r = 0.157, t = 2.471, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of all three Job Resources. Results of the hierarchical multiple regression analyses showed that Work Drive was the only job resource variable relationship with job satisfaction that appeared to be moderated by Self-Directed Learning. The relationships between the various job demands and job satisfaction were not moderated by self-directed learning.
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Towards a sociological understanding of the relationship between job satisfaction and whistleblowing
- Authors: Robinson, Raymond William
- Date: 2010-11-17T07:37:46Z
- Subjects: Whistle blowing , Business ethics , Job satisfaction
- Type: Thesis
- Identifier: uj:6991 , http://hdl.handle.net/10210/3498
- Description: M.A. , Whistleblowing can be defined as the disclosure by organisation members (former or current) of illegal, immoral or illegitimate practices under the control of their employers, to persons or organisations that may be able to effect action. There are various factors that influence the extent to which people would be prepared to blow the whistle. One of these factors is job satisfaction. The extent to which people are satisfied in their jobs influences the extent to which the whistle will be blown. However, the relationship between whistleblowing and job satisfaction has not been studied in great detail and not at all in a South African context. The nature of this relationship was explored among academic staff at a South African university by means of a quantitative study. It was decided to conduct the study at the Auckland Park Kingsway Campus (APK) of the University of Johannesburg (UJ) due to the degree of transformation that has taken place at this institution in recent years and thus being relevant regarding the issue of job satisfaction. The study involved investigating the circumstances under which academic staff would be prepared to blow the whistle, how far they would be prepared to go in terms of making use of various channels to report wrongdoing, the level of job satisfaction, as well as the relationship between job satisfaction and the responses of academic staff members to whistleblowing. Examination of the findings revealed that overall the academic staff of the University of Johannesburg are satisfied in their jobs and this correlated, to a small degree, with the furthest reporting of offences that are minor in nature. Overall, academic staff were more inclined to report wrongdoing internally. Academic staff who had been employed at the university for more than ten years as well as those who had no financial dependants were slightly more inclined to report wrongdoing than those who had been employed for a shorter period of time and had financial dependants.
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An analysis of job satisfaction in the organised crime units of the South African Police Service
Strategies to improve the level of employee motivation in the fast food outlets in Cape Town, South Africa
- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I.
- Date: 2011-11
- Subjects: Motivation , Work environment , Working conditions , Organizational commitment , Job satisfaction , Employee performance , Employee recognition , Employee promotion , Fast food workers
- Type: Article
- Identifier: uj:5782 , ISSN 1993-8233 , http://hdl.handle.net/10210/7789
- Description: Motivation increases the level of performances of employees and also increases their commitment in the workplace. This implies that motivating workers is very important. The fast food workers are unique and have their individual needs, potentials, values and goals. Job satisfaction leads to job motivation. Therefore, when workers are satisfied, they tend to be motivated to work. The study points out the strategies that could be used to improve the level of motivation of the fast food workers and also discusses the causes of low employee motivation within the organization. This will also assist the management of the fast food industries in improving the performances of their employees. A case study approach was used for the survey because only the fast food industries were involved. Information was obtained from both the operational workers, administration, cashiers and the managers. A total of 200 closed-ended questionnaires and open-ended semi-interview questions were distributed and 123 employees responded which gave a response rate of 62.5%. Research proved that the rate of personal growth of the employee’s in their workplace was not satisfactory with a rate of 56.1% respondents. Also, the flexible time plan was not satisfactory to the workers because they were being given a flexible time sometimes especially when their workplace is very busy. In addition, the employee’s were not given the privilege of making decision in their workplace especially in the areas that concerns them. However, the researcher recommended that the fast food workers should be empowered in different ways, to give them opportunities to share their views. Also, the skills should be developed through coaching and feedback system. The study includes only the fast food workers that have at least six (6) months experience. This is to obtain a reliable and valid result.
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Early-career expectations and retention factors of generation Y engineers
- Authors: Vieira, Julie-Ann
- Date: 2012-06-05
- Subjects: Engineers , Engineering graduates , Career expectations , Job satisfaction , Generation Y , Employee retention
- Type: Mini-Dissertation
- Identifier: uj:2454 , http://hdl.handle.net/10210/4911
- Description: M.A. , Orientation: Skills shortages, particularly in the engineering field, have resulted in organisations searching for effective retention programs. With the widespread change in the composition of workforces, some researchers have suggested that programs be specifically designed to address the career expectations of different generational groups as this may enhance retention. Research purpose: Although much research on generational cohort theory exists, much of it is contained in popular media as opposed to academic literature. Further, there is a lack of academic research linking work expectations to specific retention factors for different generational cohorts of workers, particularly Generation Y. This research aimed to establish what the career expectations and retention factors of Generation Y engineers in the organisational entry and early phases of their careers are. Motivation for the study: In South Africa, engineering is the profession that experiences the most difficulties in filling vacancies; a situation which emphasises the need to retain our engineers. In order to retain these engineers effectively, it has been suggested that tailor-made retention programs be implemented for different generations. Some researchers have however expressed that employees that are currently entering the workplace have distinctly different characteristics to earlier generations. The primary motivation for the research study was to establish the career expectations and retention factors of engineering graduates within the research setting. As a secondary motivation, the research aimed to establish what differences exist between Generation Y and earlier generations, if any. Research design: An exploratory study from an interpretive perspective was designed whereby the responses from 22 participants, obtained during one-onone in-depth interviews, were thematically analysed to derive an understanding of the value that participants placed on career expectations prior to entering the world of work and the retention factors subsequent to entering the world of work. A focus group with three participants, who were part of the initial interviewing v process, was then facilitated to explore the first order themes uncovered in the initial interviews. Main findings: Results show that, engineers, believed to part of Generation Y, value gaining engineering experience, ideally practical experience on actual engineering sites; learning, mentorship, involvement in engineering design, training and development, work-life balance, and the ability to manage their own career development. Although there were some similarities between career expectations and retention factors of engineering graduates in the organisation entry and early phase of their careers with reported characteristics of Generation Y, the research findings are not overwhelming to safely conclude that generational differences impact the turnover and retention of engineers. Practical/Managerial implications: Participants expressed the critical importance of a structured graduate development program that allowed for growth and development particularly through mentorship and the gaining of engineering experience. A program that is aligned to an overall graduate policy which depicts clear lines of management responsibility and levels of engagement for its operation in order to satisfy and meet graduates’ career expectations could enhance retention. Further, a program whereby graduates are afforded the opportunity to gain work experience on projects on site could also enhance retention significantly. Induction and on-boarding programs that specifically facilitate an understanding of the business as well as specific engineering practices could also enhance retention. Ensuring that engineering graduates are allocated work with elements of engineering design was deemed to be a critical factor for the retention of engineering graduates. Contribution and value add: Engineering consulting organisations who wish to retain their engineering graduates for longer periods of time may find this research of particular interest as it highlights what engineering graduates in the organisational entry and early career phase of their careers generally expect from the world of work prior to entering the workforce as well as subsequent retention factors after joining the world of work. These findings could be of interest to South African engineering consulting organisations, given the current scarcity of technical human resources, as vi it may provide insight, and in so doing, assist them in planning programs to address the problem of retaining engineers in our country.
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