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.
- Full Text:
- 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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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.
- Full Text:
- 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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An analysis of job satisfaction in the organised crime units of the South African Police Service
- Authors: Bellingan-Timmer, Renate
- Date: 2010-11-22T10:05:47Z
- Subjects: South African Police Service , Job satisfaction , Police job satisfaction
- Type: Thesis
- Identifier: uj:7021 , http://hdl.handle.net/10210/3528
- Description: M.Comm.
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- Authors: Bellingan-Timmer, Renate
- Date: 2010-11-22T10:05:47Z
- Subjects: South African Police Service , Job satisfaction , Police job satisfaction
- Type: Thesis
- Identifier: uj:7021 , http://hdl.handle.net/10210/3528
- Description: M.Comm.
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An investigation into the work environment elements on job satisfaction- a case study on a company in the telecommunications industry.
- Authors: Bates, Warren Rodney
- Date: 2008-06-02T12:50:31Z
- Subjects: Job satisfaction , Quality of service , Work environment , Personnel management
- Type: Thesis
- Identifier: uj:8685 , http://hdl.handle.net/10210/503
- Description: Dr. Renalde Huysamen
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- Authors: Bates, Warren Rodney
- Date: 2008-06-02T12:50:31Z
- Subjects: Job satisfaction , Quality of service , Work environment , Personnel management
- Type: Thesis
- Identifier: uj:8685 , http://hdl.handle.net/10210/503
- Description: Dr. Renalde Huysamen
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Challenges and Growth Trajectory of the Hospitality Industry in South Africa (1994-2020)
- Olowoyo, Mary, Ramaila, Sam, Mavuru, Lydia
- Authors: Olowoyo, Mary , Ramaila, Sam , Mavuru, Lydia
- Date: 2021
- Subjects: Hospitality industry , Skill acquisition , Job satisfaction
- Language: English
- Type: Book chapter
- Identifier: http://hdl.handle.net/10210/486827 , uj:44294 , Citation: Olowoyo, M., Ramaila, S. & Mavuru, L. (2021). Challenges and Growth Trajectory of the Hospitality Industry in South Africa (1994-2020). African Journal of Hospitality, Tourism and Leisure, 10(3):1077-1091. DOI: https://doi.org/10.46222/ajhtl.19770720-150 , ISSN: 2223-814X , DOI: https://doi.org/10.46222/ajhtl.19770720-150
- Description: Abstract: Please refer to full text to view abstract.
- Full Text:
- Authors: Olowoyo, Mary , Ramaila, Sam , Mavuru, Lydia
- Date: 2021
- Subjects: Hospitality industry , Skill acquisition , Job satisfaction
- Language: English
- Type: Book chapter
- Identifier: http://hdl.handle.net/10210/486827 , uj:44294 , Citation: Olowoyo, M., Ramaila, S. & Mavuru, L. (2021). Challenges and Growth Trajectory of the Hospitality Industry in South Africa (1994-2020). African Journal of Hospitality, Tourism and Leisure, 10(3):1077-1091. DOI: https://doi.org/10.46222/ajhtl.19770720-150 , ISSN: 2223-814X , DOI: https://doi.org/10.46222/ajhtl.19770720-150
- Description: Abstract: Please refer to full text to view abstract.
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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.
- Full Text:
- 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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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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- 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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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.
- Full Text:
- 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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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
- Full Text:
- 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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Facilitating work-related flow and job performance through job crafting
- Authors: Makhubele, Boitumelo Winny
- Date: 2019
- Subjects: Employee empowerment , Job satisfaction , Job enrichment , Organizational effectiveness - Management , Performance - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451694 , uj:39813
- Description: Abstract: Proactive employee behaviours have become increasingly important for the survival, productivity and competitiveness of organisations. These behaviours are equally crucial for the positive experience of employees as they have a greater prospect of meeting the expanding needs of employees and enhancing the meaningfulness of their jobs. With the fourth industrial revolution upon us, the need for action-orientated, innovative and autonomous employees has become critical to promote desirable organisational and employee outcomes. Job crafting, a job redesign approach and a proactive type of employee behaviour, has been identified as an effective strategy that can be used by employees to fulfil the requirements of their jobs while concurrently meeting their work goals and personal needs. Job crafting is defined as the ongoing physical and mental changes employees make to the task, relational and cognitive boundaries of their jobs. The current study set out to investigate the indirect relationship between job crafting and job performance through the mediational process of flow. Relying on the quantitative research approach and the use of convenience and snowball sampling, a cross-sectional survey was administered to employed individuals working within South Africa (N = 256). Results from structural equation modelling indicated that there was indeed an indirect relationship between job crafting and job performance through flow. More specifically, the study found that flow fully mediated this relationship. This suggests that job crafting is an effective strategy for employees to increase flow and subsequent job performance. This study is one of the first to investigate the indirect relationship between job crafting and job performance through flow as a mediating variable. Practically, these findings encourage employees to engage in job crafting as it is likely to improve their experience of work and simultaneously enhance their job performance. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Makhubele, Boitumelo Winny
- Date: 2019
- Subjects: Employee empowerment , Job satisfaction , Job enrichment , Organizational effectiveness - Management , Performance - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451694 , uj:39813
- Description: Abstract: Proactive employee behaviours have become increasingly important for the survival, productivity and competitiveness of organisations. These behaviours are equally crucial for the positive experience of employees as they have a greater prospect of meeting the expanding needs of employees and enhancing the meaningfulness of their jobs. With the fourth industrial revolution upon us, the need for action-orientated, innovative and autonomous employees has become critical to promote desirable organisational and employee outcomes. Job crafting, a job redesign approach and a proactive type of employee behaviour, has been identified as an effective strategy that can be used by employees to fulfil the requirements of their jobs while concurrently meeting their work goals and personal needs. Job crafting is defined as the ongoing physical and mental changes employees make to the task, relational and cognitive boundaries of their jobs. The current study set out to investigate the indirect relationship between job crafting and job performance through the mediational process of flow. Relying on the quantitative research approach and the use of convenience and snowball sampling, a cross-sectional survey was administered to employed individuals working within South Africa (N = 256). Results from structural equation modelling indicated that there was indeed an indirect relationship between job crafting and job performance through flow. More specifically, the study found that flow fully mediated this relationship. This suggests that job crafting is an effective strategy for employees to increase flow and subsequent job performance. This study is one of the first to investigate the indirect relationship between job crafting and job performance through flow as a mediating variable. Practically, these findings encourage employees to engage in job crafting as it is likely to improve their experience of work and simultaneously enhance their job performance. , M.Com. (Industrial Psychology)
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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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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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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.
- Full Text:
- 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.
- Full Text:
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.
- Full Text:
- 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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Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities
- Adekanmbi, Foluso Philip, Ukpere, Wilfred I.
- Authors: Adekanmbi, Foluso Philip , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Influence , Materialism , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457507 , uj:40600 , Citation: Adekanmbi, F.P. & Ukpere, W.I. 2020. Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities.
- Description: Abstract: The current study examined the influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviors among finance officers of selected universities across the south-west, Nigeria. Therefore, it is hoped that this paper will help to reduce employees’ favorable disposition towards fraudulent behaviors within the Nigerian educational sector, especially among the finance officers of selected universities across south-west Nigeria. This paper adopted a quantitative research approach, as well as a cross-sectional research design. The empirical findings revealed that job satisfaction, materialism, and perceived managerial trustworthiness jointly and significantly influence attitude towards fraudulent behaviors. They all had a substantial main effect on attitude towards fraudulent behaviors among finance officers of designated universities across south-west Nigeria. Similarly, the current findings showed that among the six demographic factors (marital status, age, gender, the highest educational level, name of the university, and work experience) that significantly jointly influence attitude towards fraudulent behaviors; only gender, age, and marital status exhibited a significant independent (leading) influence on attitude towards fraudulent behaviors. Besides, this paper concluded that attitude towards fraudulent behaviors is a factor of how materialistic employees are, their level of satisfaction on the job, trust in their organization, gender, age, and marital status of the employees. Notably, this study is distinctive, as it significantly adds to knowledge concerning the appropriate management strategies of getting reorientation about materialism, increasing job satisfaction and managerial trust, which increases attitude towards fraudulent behaviors, specifically amongst the finance officers of designated universities across south-west Nigeria. Hence, the study highlighted the importance of materialism, job satisfaction, perceived managerial trustworthiness, gender, age, and marital status on attitude towards fraudulent behaviors.
- Full Text:
- Authors: Adekanmbi, Foluso Philip , Ukpere, Wilfred I.
- Date: 2020
- Subjects: Influence , Materialism , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/457507 , uj:40600 , Citation: Adekanmbi, F.P. & Ukpere, W.I. 2020. Influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviours in selected Nigerian Universities.
- Description: Abstract: The current study examined the influence of materialism, job satisfaction, and perceived managerial trustworthiness on attitude towards fraudulent behaviors among finance officers of selected universities across the south-west, Nigeria. Therefore, it is hoped that this paper will help to reduce employees’ favorable disposition towards fraudulent behaviors within the Nigerian educational sector, especially among the finance officers of selected universities across south-west Nigeria. This paper adopted a quantitative research approach, as well as a cross-sectional research design. The empirical findings revealed that job satisfaction, materialism, and perceived managerial trustworthiness jointly and significantly influence attitude towards fraudulent behaviors. They all had a substantial main effect on attitude towards fraudulent behaviors among finance officers of designated universities across south-west Nigeria. Similarly, the current findings showed that among the six demographic factors (marital status, age, gender, the highest educational level, name of the university, and work experience) that significantly jointly influence attitude towards fraudulent behaviors; only gender, age, and marital status exhibited a significant independent (leading) influence on attitude towards fraudulent behaviors. Besides, this paper concluded that attitude towards fraudulent behaviors is a factor of how materialistic employees are, their level of satisfaction on the job, trust in their organization, gender, age, and marital status of the employees. Notably, this study is distinctive, as it significantly adds to knowledge concerning the appropriate management strategies of getting reorientation about materialism, increasing job satisfaction and managerial trust, which increases attitude towards fraudulent behaviors, specifically amongst the finance officers of designated universities across south-west Nigeria. Hence, the study highlighted the importance of materialism, job satisfaction, perceived managerial trustworthiness, gender, age, and marital status on attitude towards fraudulent behaviors.
- Full Text:
Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies
- Bussin, Mark, Toerien, Wernardt C.
- Authors: Bussin, Mark , Toerien, Wernardt C.
- Date: 2015
- Subjects: Employee retention , Labor turnover , Job satisfaction , Pay-for-knowledge systems - South Africa , Compensation management - South Africa
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226817 , uj:22942 , Citation: Bussin, M. & Toerien, W.C. 2015. Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies. Acta Commercii, 15(1):1-13. DOI: http://dx.doi.org/10.4102/ac.v15i1.290. , ISSN: 2413-1903 (Print) , ISSN: 1684-1999 (Online)
- Description: Abstract: The world of work is evolving and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of rewards they prefer. The nature of these preferences in the South African, industry-specific context is poorly understood. The purpose of this study was to deepen understanding of the reward preferences of Information technology (IT) knowledge workers in South Africa, specifically as these relate to the attraction, retention and motivation of knowledge workers. Design: The research design included a quantitative, empirical and descriptive study of reward preferences, measured with a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups and non-parametric analysis of variance. Findings: This study found that there are specific reward preferences in knowledge workers in the IT sector in South Africa and that these preferences apply differently when related to the attraction, retention and motivation of employees. It identified the most important reward components in the competition for knowledge workers and also demonstrated that demographic characteristics play a statistically significant role in determining reward preferences. Practical implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and jobhopping. Importantly, the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios: attraction, retention and motivation.
- Full Text:
- Authors: Bussin, Mark , Toerien, Wernardt C.
- Date: 2015
- Subjects: Employee retention , Labor turnover , Job satisfaction , Pay-for-knowledge systems - South Africa , Compensation management - South Africa
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226817 , uj:22942 , Citation: Bussin, M. & Toerien, W.C. 2015. Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies. Acta Commercii, 15(1):1-13. DOI: http://dx.doi.org/10.4102/ac.v15i1.290. , ISSN: 2413-1903 (Print) , ISSN: 1684-1999 (Online)
- Description: Abstract: The world of work is evolving and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of rewards they prefer. The nature of these preferences in the South African, industry-specific context is poorly understood. The purpose of this study was to deepen understanding of the reward preferences of Information technology (IT) knowledge workers in South Africa, specifically as these relate to the attraction, retention and motivation of knowledge workers. Design: The research design included a quantitative, empirical and descriptive study of reward preferences, measured with a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups and non-parametric analysis of variance. Findings: This study found that there are specific reward preferences in knowledge workers in the IT sector in South Africa and that these preferences apply differently when related to the attraction, retention and motivation of employees. It identified the most important reward components in the competition for knowledge workers and also demonstrated that demographic characteristics play a statistically significant role in determining reward preferences. Practical implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and jobhopping. Importantly, the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios: attraction, retention and motivation.
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Influencing ethical leadership and job satisfaction through work ethics culture
- Mitonga-Monga, J., Flotman, A. P., Moerane, M.
- Authors: Mitonga-Monga, J. , Flotman, A. P. , Moerane, M.
- Date: 2019
- Subjects: Ethical leadership , Democratic Republic of the Congo (DRC) , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/403937 , uj:33867 , Citation: Mitonga-Monga, J., Flotman, A.P. & Moerane, M. 2019. Influencing ethical leadership and job satisfaction through work ethics culture. Journal of Contemporary Management, 16(2): 673-694. DOI: https://doi.org/10.35683/jcm19048.52
- Description: Abstract: There is a growing realisation that organisational resources such as organisational culture and ethical leadership, directly affect employee attitudes and workplace behaviour. This also applies to the Democratic Republic of the Congo (DRC), where political and economic instability have resulted in mismanagement, corruption and unethical leadership practices. The present study investigated the mediating effects of work ethics culture in the relationship between ethical leadership and employees’ job satisfaction perceptions, in an attempt to explore the impact of perceived work ethics culture. Ethical leadership was measured by the Ethical Leadership Scale, while job satisfaction was measured by the Job Satisfaction Questionnaire, and work ethics culture by the Corporate Ethical Virtues. The sample comprised of 839 employees from a railway organisation in the DRC. Mediation analysis and partial least squares SEM (PLS-SEM) were used to analyse the data. The results revealed that the work ethics culture emerged as mediator of ethical leadership and employees’ job satisfaction relationships. This research provides suggestions for human resources practitioners and leaders when developing strategies to foster and enforce a positive and ethical work environment, which may increase workers’ satisfaction and their performance, and decrease their turnover intention.
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- Authors: Mitonga-Monga, J. , Flotman, A. P. , Moerane, M.
- Date: 2019
- Subjects: Ethical leadership , Democratic Republic of the Congo (DRC) , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/403937 , uj:33867 , Citation: Mitonga-Monga, J., Flotman, A.P. & Moerane, M. 2019. Influencing ethical leadership and job satisfaction through work ethics culture. Journal of Contemporary Management, 16(2): 673-694. DOI: https://doi.org/10.35683/jcm19048.52
- Description: Abstract: There is a growing realisation that organisational resources such as organisational culture and ethical leadership, directly affect employee attitudes and workplace behaviour. This also applies to the Democratic Republic of the Congo (DRC), where political and economic instability have resulted in mismanagement, corruption and unethical leadership practices. The present study investigated the mediating effects of work ethics culture in the relationship between ethical leadership and employees’ job satisfaction perceptions, in an attempt to explore the impact of perceived work ethics culture. Ethical leadership was measured by the Ethical Leadership Scale, while job satisfaction was measured by the Job Satisfaction Questionnaire, and work ethics culture by the Corporate Ethical Virtues. The sample comprised of 839 employees from a railway organisation in the DRC. Mediation analysis and partial least squares SEM (PLS-SEM) were used to analyse the data. The results revealed that the work ethics culture emerged as mediator of ethical leadership and employees’ job satisfaction relationships. This research provides suggestions for human resources practitioners and leaders when developing strategies to foster and enforce a positive and ethical work environment, which may increase workers’ satisfaction and their performance, and decrease their turnover intention.
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Job crafting and work engagement as antecedents of person-job-fit
- 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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- 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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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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- 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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Job satisfaction of staff members at two faculties of an academic institution
- 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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- 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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