The determinants of job satisfaction in the renewable energy sector in South Africa
- Authors: Mienie, Alice
- Date: 2024-04
- Subjects: Job satisfaction -- South Africa , Work ethic -- South Africa , Work -- Psychological aspects
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65175 , vital:74041
- Description: Small and medium enterprises (SMEs) within South Africa face unique challenges, including the quality of education of prospective employees, ailing educational infrastructure and a lack of financial support. In addition, the COVID-19 pandemic has resulted in the phenomenon, known as the great resignation. During this time a significant number of people quit their jobs, citing various reasons, including poor working conditions, lack of recognition and a toxic work culture. This has highlighted the importance of effective organisational talent management strategies across various industries. The renewable energy sector in South Africa plays a vital role in the government’s National Development Plan 2030, in particular, as it relates to the elimination of poverty. At the same time, employees in all sectors, including the renewable energy sector, are continuously assessing whether their employer is meeting their professional and personal needs. Therefore, ensuring their job satisfaction is a crucial organisational consideration, as job satisfaction has been linked to positive employee outcomes, including motivation, and retention. It is also important for organisations to have a clear idea of the factors that promote job satisfaction. Studies on job satisfaction is limited in the renewable energy sector, specifically in the South African context. For this reason, this study was deemed important in filling this gap. The purpose of this study was to identify the determinants of job satisfaction in an organisation in the renewable energy sector in South Africa. In the past, job satisfaction had been assessed in this organisation using an employee net promotor score (eNPS). It was believed that this measure was limited, as it did not provide an indication of the factors contributing to job satisfaction. A detailed literature review was conducted to understand what job satisfaction entails, the determinants thereof, how it is measured and its impact on , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Mienie, Alice
- Date: 2024-04
- Subjects: Job satisfaction -- South Africa , Work ethic -- South Africa , Work -- Psychological aspects
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65175 , vital:74041
- Description: Small and medium enterprises (SMEs) within South Africa face unique challenges, including the quality of education of prospective employees, ailing educational infrastructure and a lack of financial support. In addition, the COVID-19 pandemic has resulted in the phenomenon, known as the great resignation. During this time a significant number of people quit their jobs, citing various reasons, including poor working conditions, lack of recognition and a toxic work culture. This has highlighted the importance of effective organisational talent management strategies across various industries. The renewable energy sector in South Africa plays a vital role in the government’s National Development Plan 2030, in particular, as it relates to the elimination of poverty. At the same time, employees in all sectors, including the renewable energy sector, are continuously assessing whether their employer is meeting their professional and personal needs. Therefore, ensuring their job satisfaction is a crucial organisational consideration, as job satisfaction has been linked to positive employee outcomes, including motivation, and retention. It is also important for organisations to have a clear idea of the factors that promote job satisfaction. Studies on job satisfaction is limited in the renewable energy sector, specifically in the South African context. For this reason, this study was deemed important in filling this gap. The purpose of this study was to identify the determinants of job satisfaction in an organisation in the renewable energy sector in South Africa. In the past, job satisfaction had been assessed in this organisation using an employee net promotor score (eNPS). It was believed that this measure was limited, as it did not provide an indication of the factors contributing to job satisfaction. A detailed literature review was conducted to understand what job satisfaction entails, the determinants thereof, how it is measured and its impact on , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
A comparative study on Staff Retention in South Africa’s multinational banking corporations and micro-lenders
- Carolus, Chris Mario Periandros
- Authors: Carolus, Chris Mario Periandros
- Date: 2017-04
- Subjects: Employee retention -- South Africa , Employee motivation -- South Africa , Job satisfaction -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/66434 , vital:75319
- Description: The financial industry has changed rapidly over the past decade with competition being ferocious in the South African market. Traditionally most competition was among the four major banks, being ABSA, Nedbank, First National Bank and Standard Bank; however various small to medium micro-lenders, such as Capitec Bank, have grown more rapidly than the four major banks. These are the banks against which Multinational Corporations compete for products, services as well as employees. Staff employed in sales plays a critical role in any organisation and once that person leaves the organisation, productivity levels are set to be impacted along with margins on which banks are competing. It is thus of great importance for banks to pay close attention to staff retention in their respective organisations. Employees are viewed as the most important resource within any business, as firms are set to ensure a competitive advantage to remain profitable and cope with adversities that the global economy might present. The objective of this research was to establish whether the aspects of staff retention in Multinational Banking Corporations in South Africa differ from Micro- lenders locally. To ensure the objective was achieved, a literature review was conducted to understand the concepts that influence aspects of staff retention. Secondly, based on these aspects, a quantitative questionnaire was designed to obtain staff responses to the aspects of staff retention. The primary findings from the study indicate that the aspects of staff retention do indeed differ between Micro-lenders and Multinational Banking Corporations. Some of the main differences that were uncovered by the study occurred around transparency from leadership, lack of ability to develop talent and working conditions. Overall most respondents from Micro-lenders appear to be happier than respondents in Multinational Banking Corporations. The above factors are set to contribute significantly towards staff retention challenges for Multinational Banking Corporations, where employees are more disengaged, and that influences productivity negatively. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2017
- Full Text:
- Date Issued: 2017-04
- Authors: Carolus, Chris Mario Periandros
- Date: 2017-04
- Subjects: Employee retention -- South Africa , Employee motivation -- South Africa , Job satisfaction -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/66434 , vital:75319
- Description: The financial industry has changed rapidly over the past decade with competition being ferocious in the South African market. Traditionally most competition was among the four major banks, being ABSA, Nedbank, First National Bank and Standard Bank; however various small to medium micro-lenders, such as Capitec Bank, have grown more rapidly than the four major banks. These are the banks against which Multinational Corporations compete for products, services as well as employees. Staff employed in sales plays a critical role in any organisation and once that person leaves the organisation, productivity levels are set to be impacted along with margins on which banks are competing. It is thus of great importance for banks to pay close attention to staff retention in their respective organisations. Employees are viewed as the most important resource within any business, as firms are set to ensure a competitive advantage to remain profitable and cope with adversities that the global economy might present. The objective of this research was to establish whether the aspects of staff retention in Multinational Banking Corporations in South Africa differ from Micro- lenders locally. To ensure the objective was achieved, a literature review was conducted to understand the concepts that influence aspects of staff retention. Secondly, based on these aspects, a quantitative questionnaire was designed to obtain staff responses to the aspects of staff retention. The primary findings from the study indicate that the aspects of staff retention do indeed differ between Micro-lenders and Multinational Banking Corporations. Some of the main differences that were uncovered by the study occurred around transparency from leadership, lack of ability to develop talent and working conditions. Overall most respondents from Micro-lenders appear to be happier than respondents in Multinational Banking Corporations. The above factors are set to contribute significantly towards staff retention challenges for Multinational Banking Corporations, where employees are more disengaged, and that influences productivity negatively. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2017
- Full Text:
- Date Issued: 2017-04
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