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Job satisfaction of women working in Johannesburg skincare clinics

- Makhuza, Malebo K., Henrico, Karien., Nel, Elsabe W.

Developing a predictive model of subjective organizational culture.

- Strydom, A., Roodt, G.

  • 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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Job crafting and work engagement as antecedents of person-job-fit

- Viviers, Lizanne

  • Authors: Viviers, Lizanne
  • Date: 2017
  • Subjects: Work environment , Job satisfaction , Personnel management
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/246452 , uj:25552
  • Description: M.Com. (Industrial Psychology) , Abstract: The objective of this study was to determine whether work engagement, job crafting and person-job-fit are related; also, to determine whether job crafting indirectly affects personjob- fit through work engagement. The study used a cross-sectional research design with a quantitative research approach on a South African working sample (n=150). A biographical questionnaire, the Person-job-fit (PJF), Job crafting (JCQ) and Utrecht Work Engagement (UWES-9 item) instruments were used. The R program was used to carry out the statistical analysis where structural equation modelling (SEM) was employed to assess the research constructs. Moreover, regression analysis was applied in order to investigate the mediating role of work engagement. The findings suggest that a relationship exists between the main constructs of the study. The results also confirmed that work engagement mediated the relationship between job crafting and person-job-fit. This study contributes to the literature by emphasising the importance of using job crafting and work engagement to predict personjob- fit in the South African context. The implication of the study is that job crafting can be used as an effective intervention to increase work engagement, thus improving the perception of person-job-fit among employees.
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Validity of the standard shiftwork index for South African shiftworkers in the transport industry.

- Visser, D.

  • 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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Factors impacting job satisfaction of employees in the fast food industry in Cape Town

- Ukpere, Wilfred I., Ukandu, Nnenna E.

  • Authors: Ukpere, Wilfred I. , Ukandu, Nnenna E.
  • Date: 2014
  • Subjects: Job satisfaction , Fast food restaurants - Employees
  • Type: Journal
  • Identifier: uj:5451 , ISSN 2039-2117 , http://hdl.handle.net/10210/13427
  • Description: Job satisfaction increases the level of performance in any organisation including the fast food outlets. Job satisfaction helps to stimulate employees’ commitment in the workplace. In other words, employee satisfaction is vital for organisational development and growth. The fast food workers are unique and have their individual needs, potentials, values and goals. Job satisfaction can also enhance the level of motivation in the workplace. Hence, when the workers are satisfied, they also tend to be motivated towards organisational goals. This paper aims to look at factors impacting the job satisfaction of employee within the fast food industry, in order to proffer ways of improving the level of job satisfaction of fast food employees, in order to achieve a high level of employee and organisational performance. A survey concentrated mainly on the fast food industry. Only fast food employees with at least six (6) months experience were selected for the study, in order to obtain a reliable and valid response. Data was obtained from both the operational workers, administration, cashiers and the managers. A total of 200 closed-ended questionnaires were distributed and 123 employees responded, which gave a response rate of 62.5%. Research finding shows that the rate of personal growth of the employees in their workplace was not satisfactory with a rate of 56.1% respondents. Also, the flexible time plan was not very satisfactory to the workers since they were given a flexible time sometimes during busy periods. In addition, the employees were not allowed to participate in decisions that affects them. It is thus proposed that fast food employees should be empowered through effective participation in decision making. Moreover, the employee skills should be improved through coaching and feedback system.
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Job satisfaction in relation to organisational culture.

- Sempane, M.E., Rieger, H.S., Roodt, G.

  • 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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Towards a sociological understanding of the relationship between job satisfaction and whistleblowing

- Robinson, Raymond William

  • 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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The interrelationship between the work experience of distance education students, job satisfaction, and academic achievement.

- Welman, J.C., Basson, P.A.

  • 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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Die impak van dienskwaliteit, kliënteretensie en werknemersretensie op die markaandeel en winsgewendheid van 'n finansiële instelling

- Seaman, Christiaan Hendrik Jakobus

  • Authors: Seaman, Christiaan Hendrik Jakobus
  • Date: 2015-03-02
  • Subjects: Consumer satisfaction , Financial institutions - Quality control , Financial institutions - Customer services , Financial institutions - Employees , Job satisfaction , Employee motivation , Customer services - Quality control
  • Type: Thesis
  • Identifier: uj:13404 , http://hdl.handle.net/10210/13413
  • Description: D.Com. (Marketing Management) , The size of South Africa's banking industry grew from R398 billion in 1995 to R471 billion in 1996 while banking transactions totalled R58 634 billion during 1996. Like most other service companies, the banking industry also experiences customer turnover. During the period March 1995 to February 1996 customer switch, which refers to the closing of an account at one institution and the opening of a new account at another institution, by clients of all banks amounted to 4,9 percent. Mutual interaction between a service provider and a client is a very important determinant of customer satisfaction with a service. It is therefore important for the company to focus on the retention of customers because it is more profitable to retain a customer rather than recruiting new customers. Customer switching can damage the future stream of income of a company. The loss of a customer therefore, is not only one transaction, the company looses a life long stream of income. Customer satisfaction therefore influences the primary source of future income of most companies directly. Quality service is of utmost importance for the success and survival of companies in today's competitive environment. To be successful it is necessary for each department within the company to operate effectively and to be client orientated. Companies believe that they will be more profitable if a marketing orientation is established within the company. Employees must therefore, understand their role in the total service chain. A client's perception of a service becomes reality when he/she experiences the service during a service encounter where interaction between the customer and the company takes place with the employee as intermediary.
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Job satisfaction of staff members at two faculties of an academic institution

- De Bruyn, Marieke

  • Authors: De Bruyn, Marieke
  • Date: 2012-06-06
  • Subjects: University academics , College teachers , Job satisfaction
  • Type: Thesis
  • Identifier: uj:2523 , http://hdl.handle.net/10210/4979
  • Description: M. Comm. , This research focused on the measurement of job satisfaction in two related faculties in a higher education institution comprising 300 academic staff. The research was quantitative and non-experimental. The Job Descriptive Index was used as the basis to determine the most significant factors that contribute to job satisfaction. Five factors were identified, namely the actual job, supervision, relations with co-workers, remuneration and promotion. Sub-factors relating to these factors were identified through an in-depth literature study. A questionnaire was compiled on the basis of essence of each of these sub-factors. A statistical analysis was done using forced ranking, factor analysis, reliability analysis (Cronbach alpha), Friedman tests, spiderweb plots and correspondence analysis. From the results it is apparent that academics consider their work to be interesting, rewarding and challenging. Academics feel respected in their work context. Academics are satisfied with their supervision, which includes adequate planning and communication and the acknowledgement of excellent work. Academics are satisfied with their relations with co-workers. This includes a pleasant work environment, responsible co-workers and team work. Academics do not agree about remuneration. Most of the academics feel underpaid and regard promotion as a sensitive issue. Deviations in the results include routine work, fairness in remuneration, promotions based on equity policies and infrequent promotions. On the basis of the results of the study, it was recommended that the workload of academics should be examined, fairness in remuneration should be apparent, sound communication between the institution and its employees and the benefit of equity policies in promotions should be highlighted.
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Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship.

- Visser, D., Coetzee, S.

  • 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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Work ethic and life satisfaction among social workers in Massachusetts : the moderating effect of gender

- Fakunmoju, Sunday B.

The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees.

- Marias, E.N., Schepers, J.M.

  • 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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An investigation into the work environment elements on job satisfaction- a case study on a company in the telecommunications industry.

- Bates, Warren Rodney

Leadership style and its relation to employee attitudes and behaviour.

- Mester, C.A., Visser, D., Roodt, G., Kellerman, A.M.

Psigologiese en werksrelevante faktore wat die werksukses, werksingesteldheid- en dienstyd van grondwaardinne beinvloed

- Van der Merwe, Gerhardt

Relationship between motivation and job satisfaction of employees at Vista Information Services

- Hadebe, Thembeka Princess

Factors that influence job engagement among heads of departments at secondary schools in Eldorado Park

- Omanukwue, Prisca Nkechinyere

  • Authors: Omanukwue, Prisca Nkechinyere
  • Date: 2013-07-18
  • Subjects: High school department heads - Job satisfaction - South Africa - Johannesburg , High school department heads - Training of - South Africa - Johannesburg , Engagement (Philosophy) , Job satisfaction
  • Type: Thesis
  • Identifier: uj:7649 , http://hdl.handle.net/10210/8519
  • Description: M.Comm. (Business Management) , Schools are regarded as underperforming or performing schools and in that regard there is a need to identify how engaged the HODs are with their jobs in achieving the goals and objectives of the school to become high performing schools. The study identifies the factors that influence work engagement and determine the level of work engagement of Heads of Departments at secondary schools in Eldorado Park. The population used in this study consists of all the schools in Eldorado Park, one of the suburbs located in the south of Johannesburg. The suburb has eight secondary schools and all the schools and HODs of these schools were included in the study. The study adopts a mixed method design which makes use of qualitative and quantitative methodology as it needs to capture the lived experience, beliefs and feelings of the participants. The quantitative design was by way of close-ended questions while the qualitative design used open-ended questions to generate the data. A questionnaire was developed that was used as a measuring instrument for the closed-ended questions with regard to work engagement of HODs. The questionnaire was designed within the framework regarding the work engagement of the HODs using the Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI) and Oldenburg Burnout Inventory (OLBI) as an alternative assessment for measuring the work engagement of the HODs. Open-ended questions were included in the questionnaire and provided information for the qualitative analysis to pursue the secondary objectives of the study. The findings of the study indicated that several factors positively influence the work engagement of HODs among which include, employees’ commitment, job satisfaction, work and wellbeing. Burnout also shows that employees tend to disengage themselves from their work tasks, making the tasks uninteresting and no longer challenging. This in essence indicated a negative relationship. In addition, the results indicated that training, workshops, seminars and orientation sessions should be arranged for HODs. They should also work according to a schedule; they have to be focused; good communication with them is important and they have to attend meetings. They should also plan, organise and execute their tasks and resources should be made available to employees. The main conclusion drawn from the research is that secondary school Heads of Departments are usually engaged with their jobs. They devote much time and energy to their work and find new and interesting dimensions in their jobs. They also work hard to achieve the school goals and objectives. Finally, there is a need for a follow-up study to be conducted in Gauteng South District 14 (D14) secondary schools to determine the level of work engagement of all the Heads of Departments both in underperforming or performing schools.
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Early-career expectations and retention factors of generation Y engineers

- Vieira, Julie-Ann

  • 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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An analysis of job satisfaction in the organised crime units of the South African Police Service

- Bellingan-Timmer, Renate

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