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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.
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Outcomes of leader empowering behaviour in a retail organisation

- Redelinghuys, Kleinjan, Rothmann, Sebastiaan, Botha, Elrie

Performance management and talent development : their impact on job satisfaction at selected higher education institutions

- Mabaso, M. C.

  • Authors: Mabaso, M. C.
  • Date: 2020
  • Subjects: Career opportunities , HEIs , Job satisfaction
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/463945 , uj:41423 , Citation: Mabaso, M.C. 2020. Performance management and talent development : their impact on job satisfaction at selected higher education institutions. , DOI: https://doi.org/10.35683/jcm18005.80
  • Description: Abstract: The purpose of this study was to examine the impact of performance management and talent development on job satisfaction amongst academic staff in selected higher education institutions (HEI’s in the South African context. This research is significant because performance management and talent development are perceived as having a positive influence on job satisfaction. This study employed a quantitative research method to investigate the impact of performance management and talent development on job satisfaction within HEIs. An explanatory hypothesis-generating approach was employed, and a survey design used to collect data through a semi-structured questionnaire. A sample of 279 academic staff was selected for the study. Results revealed a positive and significant impact between performance management (0.591), talent development (0.624) and on the job satisfaction (0.442). Therefore, talent development has the strongest impact on job satisfaction amongst academic staff. Based on the findings, management in HEIs should implement performance management systems (PMS) and provide talent development opportunities to enhance job satisfaction amongst academic staff with the aim of achieving institutional objectives.
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The relationship between interest–environment fit and job–hopping motives

- Hall, Amy Adriana

  • Authors: Hall, Amy Adriana
  • Date: 2020
  • Subjects: Job hunting , Career changes , Vocational interests , Job satisfaction
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/455580 , uj:40328
  • Description: Abstract: This study set out to (a) investigate the psychometric properties of the recently developed Job–Hopping Motives Scale and (b) the relationship between interest–environment fit (i.e., congruence) and the two job–hopping motives. To meet these research objectives, a sample of 198 participants was used. Reliability analysis showed satisfactory reliability coefficients of the Job-Hopping Motives scale scores for research purposes. Factor analysis suggested that a two–factor model fit the data best but that the two factors are not independent due to their large factor correlations. This was in agreement with the two dimensions underlying the job-hopping motives construct. Correlation coefficients suggested that the two job–hopping motives were negatively correlated with congruence. Subsequent regression analysis showed that only the escape motive had a statistically significant relationship with congruence after controlling for the advance motive. Overall the results provide some support for the psychometric properties of the Job–Hopping Motives Scale and that the escape motive largely explained the relationship between the job– hopping motives and congruence. , M.A. (Industrial Psychology)
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Facilitating work-related flow and job performance through job crafting

- Makhubele, Boitumelo Winny

  • 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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Influencing ethical leadership and job satisfaction through work ethics culture

- Mitonga-Monga, J., Flotman, A. P., Moerane, M.

Job satisfaction of women working in Johannesburg skincare clinics

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

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

- Fakunmoju, Sunday B.

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

- Viviers, Lizanne

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

- Schlechter, Anton F., Syce, Chantal, Bussin, Mark

  • Authors: Schlechter, Anton F. , Syce, Chantal , Bussin, Mark
  • Date: 2016
  • Subjects: Employee retention - South Africa , Labor turnover , Job satisfaction
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/226707 , uj:22928 , Citation: Schlechter, A.F., Syce, C. & Bussin, M. 2016. Predicting voluntary turnover in employees using demographic characteristics: A South African case study. Acta Commercii 16(1):1-10. DOI: http://dx.doi.org/10.4102/ac.v16i1.274. , ISSN: 1684-1999 (Online) , ISSN: 2413-1903 (Print)
  • Description: Abstract: Employee turnover presents arguably the biggest threat to business sustainability and is a dynamic challenge faced by businesses globally. In South Africa, organisations compete to attract and retain skilled employees in an environment characterised by a burgeoning skills deficit. Turnover risk management is becoming an important strategy to ensure organisational stability and promote the effective retention of employees. The purpose of this research was to contribute to the practice of turnover risk management by proposing an approach and constructing a model to predict employee turnover based on demographic characteristics readily available in a human resource information system. Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test. Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks. Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.
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Personality and job satisfaction : the moderating effect of psychological wellbeing

- Jones, Natalie Laura Kingsley

  • Authors: Jones, Natalie Laura Kingsley
  • Date: 2015-04-28
  • Subjects: Personality , Job satisfaction
  • Type: Thesis
  • Identifier: uj:13579 , http://hdl.handle.net/10210/13723
  • Description: M.Com. (Industrial Psychology) , The main objective of the study was to investigate the moderating effect of psychological wellbeing on the relationship between personality and job satisfaction. A quantitative, cross-sectional research design was used. A survey was created using the shortened version of the Basic Traits Inventory, Ryff‟s Scale of Psychological Wellbeing and the shortened version of the Minnesota Satisfaction Questionnaire. The survey was distributed online and in hard copy to various organisations in South Africa (N=207). Results showed that the psychological wellbeing traits of self-acceptance, environmental mastery, and purpose in life moderate the relationship between neuroticism and job satisfaction; personal growth moderates the relationship between extraversion and job satisfaction; and the relationship between conscientiousness and job satisfaction is moderated by self-acceptance, environmental mastery, purpose in life, and personal growth. It was concluded that certain facets of psychological wellbeing serve to strengthen the positive effects and mitigate the negative effects of personality traits on job satisfaction. It is thus advised that management consider the impact of employees‟ psychological wellbeing on their level of satisfaction at work, and create a working environment that is conducive to the personal growth and development of employees.
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The promotion of career adjustment by means of an experientially based career development programme

- Janse, Patrick William

  • Authors: Janse, Patrick William
  • Date: 2015-03-18
  • Subjects: Vocational guidance , Occupational training , Job satisfaction
  • Type: Thesis
  • Identifier: uj:13489 , http://hdl.handle.net/10210/13521
  • Description: M.A. (Industrial Psychology) , As more and more individuals join organizations, the need to assist such individuals with their career adjustment appears to be increasing in both importance and urgency. Traditional interview-based approaches, while they tend to be helpful, do not appear to be able to meet the needs of an expanding work force, particularly if costs and availability of qualified professional assistance are considered. The main purpose of the study was to determine whether career adjustment could be facilitated by means of an experientially based career development programme, seen as a viable alternative to the interview-based approaches. Personal factors, locus of control and job satisfaction were employed as the criterion measures to reflect changes as a result of the career development programme. The experiment was conducted in a municipality in the Witwatersrand area and the final sample consisted of 55 participants, randomly assigned to 30 in the experimental group a~d 25 in the control group. Differences between the experimental and control groups were determined by means of an analysis of variance for unequal groups...
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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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Influence of reward preferences in attracting, retaining, and motivating knowledge workers in South African information technology companies

- Bussin, Mark, Toerien, Wernardt C.

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

- Van der Merwe, Gerhardt

Motivation patterns of a sample of African workers employed at a colliery in Mpumalanga

- Mofaladi, Benneth Mokete

  • Authors: Mofaladi, Benneth Mokete
  • Date: 2014-05-19
  • Subjects: Employee motivation , Employees - Attitudes , Job satisfaction
  • Type: Thesis
  • Identifier: uj:11118 , http://hdl.handle.net/10210/10705
  • Description: M.Phil. (Labour Law and Employment Relations) , The purpose of this study is to determine the work motivation pattern of African workers and the factors that motivate them In the workplace. The research was carried out within the framework of the Herzberg Motivation-Hygiene Theory. The research was conducted within the coal mining industry. The data was collected by means ofa TIMS Attitude Survey questionnaire and review of secondary data relevant to the research. The research results indicated that a sample of African mine workers was largely motivated by the wages, Company Policy and Administration, achievement, recognition for achievement but was demotivated by Company Policy and Administration, wages, job security and other factors. The true motivators for African workers, which predominated, were achievement, recognition of achievement and possibility for growth.The research results largely corresponded with the findings of Professor Backer in Herzberg Motivation studies conducted during the seventies. 63% of satisfaction was caused by hygiene factors and 37% by true motivation, while all the dissatisfaction was caused by hygiene factors.
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Factors impacting job satisfaction of employees in the fast food industry in Cape Town

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

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

- Dhanpat, N., Parumasur, S. B.

  • Authors: Dhanpat, N. , Parumasur, S. B.
  • Date: 2014
  • Subjects: Employee retention , Job satisfaction , Labor turnover , Psychological contract
  • Type: Article
  • Identifier: uj:5538 , http://hdl.handle.net/10210/14073
  • Description: The violation and breach of a psychological contract and trust often results in a decline in employees’ willingness to contribute and intentions to stay in an organization. Hence, this paper aims to understand the psychological contract and trust and their role in employee retention. It focuses on employee and organizational expectations and the importance employees attach to these and assesses issues of trust, job satisfaction and intentions to leave. Data was collected using an established questionnaire whose psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analyzed using descriptive and inferential statistics. The findings reflect that mutual trust and, meeting expectations and having their expectations met by the organization are important to employees. Based on the results of the issues of the psychological contract and trust, recommendations are tabulated, which when implemented, have the potential for enhancing employee retention and reducing intentions to leave the organization.
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Subjective wellbeing, engagement and support in the workplace

- Mathabela, Mirriam

  • Authors: Mathabela, Mirriam
  • Date: 2013-12-09
  • Subjects: Employee empowerment , Employee wellness , Job satisfaction
  • Type: Thesis
  • Identifier: uj:7822 , http://hdl.handle.net/10210/8716
  • Description: M.Phil. (Industrial Psychology) , Orientation: Positive experiences in the workplace, such as support and work engagement, are essential for enhancing subjective wellbeing (happiness and satisfaction with life). Purpose: The aim of the study was to investigate the relationship between social support, supervisor support, work engagement, happiness, and satisfaction with life, as well as investigate whether work engagement mediates support on subjective wellbeing (happiness and satisfaction with life). Motivation: The presence of support (social and supervisor) and work engagement can spill over and affect non-work; specifically, subjective wellbeing (happiness and satisfaction with life). Individuals with high subjective wellbeing are successful across multiple life domains. Method: A cross-sectional survey was used with participants spanning across diverse organisations, ages, racial groups and occupational levels (N=789). The Work Engagement Scale (May, Harter, & Gilson, 2004), Job Demands-Resources Scale (Jackson & Rothmann, 2005), Satisfaction with Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 ) and Subjective Happiness Scale (Lyubomirsky & Lepper, 1999) were used to determine the objectives of this study. Results: The results show significant relationships between happiness, satisfaction with life, social support, organisational support, and work engagement. Additionally, work engagement predicted happiness and satisfaction with life; social support predicted work engagement and satisfaction with life. Supervisor supports predicted subjective wellbeing (happiness and satisfaction with life) but not work engagement. There is therefore partial mediation, as supervisor support did not predict work engagement. Contribution: This study seeks to highlight the concept of support (social and supervisor) and work engagement as constructs that are significant in enhancing subjective wellbeing (happiness and satisfaction with life). Through organisations promoting these positive outcomes at work, enhances productivity.
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Factors that influence job engagement among heads of departments at secondary schools in Eldorado Park

- Omanukwue, Prisca Nkechinyere

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