Job satisfaction of lecturers at TVET colleges in Buffalo City Metropolitan Municipal region in the context of organisational culture
- Authors: Jegels, Unity Christine
- Date: 2019
- Subjects: Job satisfaction , Corporate culture Organizational change Vocational education -- Employees Technical education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40039 , vital:35739
- Description: One of the most widely researched job attitudes and extensively investigated topics in the history of industrial and organisational psychology is job satisfaction. The primary objective of this study was to investigate the attributes of organisational culture that impact the levels of employee job satisfaction. This study explored the experience of job satisfaction in the context of the organisational culture at TVET colleges. The current research investigated the correlation between organisational culture and the prevalence of job satisfaction. A descriptive-analytical study was conducted on sixty-one (61) lecturers selected using convenience sampling. A valid and reliable questionnaire, based on a five-point Likert scale, was used as a measuring instrument. The questionnaire surveyed the sample demographics and statements on organisational culture as designated by organisational leadership style and supervision, working conditions, promotion and job security, organisational communication, remuneration and employee benefits. SPSS software, Version 25, was used to analyse the data sets that were collected. Research findings indicated a significant relationship between job satisfaction and the organisational culture elements of remuneration and employee benefits and organisational communication.
- Full Text:
- Date Issued: 2019
- Authors: Jegels, Unity Christine
- Date: 2019
- Subjects: Job satisfaction , Corporate culture Organizational change Vocational education -- Employees Technical education
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/40039 , vital:35739
- Description: One of the most widely researched job attitudes and extensively investigated topics in the history of industrial and organisational psychology is job satisfaction. The primary objective of this study was to investigate the attributes of organisational culture that impact the levels of employee job satisfaction. This study explored the experience of job satisfaction in the context of the organisational culture at TVET colleges. The current research investigated the correlation between organisational culture and the prevalence of job satisfaction. A descriptive-analytical study was conducted on sixty-one (61) lecturers selected using convenience sampling. A valid and reliable questionnaire, based on a five-point Likert scale, was used as a measuring instrument. The questionnaire surveyed the sample demographics and statements on organisational culture as designated by organisational leadership style and supervision, working conditions, promotion and job security, organisational communication, remuneration and employee benefits. SPSS software, Version 25, was used to analyse the data sets that were collected. Research findings indicated a significant relationship between job satisfaction and the organisational culture elements of remuneration and employee benefits and organisational communication.
- Full Text:
- Date Issued: 2019
Happiness levels amongst South African Veterinarians
- Authors: Venter,Cordene
- Date: 2018
- Subjects: Happiness , Job satisfaction , Veterinarians -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/45745 , vital:38960
- Description: Happiness is a new field of study in various healthcare fields. Researchers indicated that although there are numerous studies investigating mental well-being amongst veterinarians, scientific research into happiness in veterinary medicine has not begun and that happiness levels of veterinarians are unknown. This treatise is the first known study examining the happiness levels of South African veterinarians and the implications that increased happiness levels can have for organisations who employ veterinarians. An in-depth literature review was conducted and the two main constructs of happiness – eudaimonia and hedonism were examined. Additionally, the three theories of happiness, namely set-point theory, social comparison theory and the affect theory were explored and the importance of happiness in the workplace was established. The literature further laid the foundation for the conceptual model that proposed influence in the workplace, social relationships, satisfaction with work-life balance, purpose, optimism, work satisfaction, work stress and leisure lead to happiness of South African veterinarians. The study concludes with managerial recommendations that veterinary practice owners can implement to increase the happiness levels of their veterinarians so that they can have social, financial and personal gain. encourage their employees to pursue leisure activities. Life coaches or industrial psychologists can be used to bridge the generational gap between veterinarians and to minimise interpersonal conflict. Moreover, managers need to have conversations with their employees to understand their needs and to help them achieve their professional goals.
- Full Text:
- Date Issued: 2018
- Authors: Venter,Cordene
- Date: 2018
- Subjects: Happiness , Job satisfaction , Veterinarians -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/45745 , vital:38960
- Description: Happiness is a new field of study in various healthcare fields. Researchers indicated that although there are numerous studies investigating mental well-being amongst veterinarians, scientific research into happiness in veterinary medicine has not begun and that happiness levels of veterinarians are unknown. This treatise is the first known study examining the happiness levels of South African veterinarians and the implications that increased happiness levels can have for organisations who employ veterinarians. An in-depth literature review was conducted and the two main constructs of happiness – eudaimonia and hedonism were examined. Additionally, the three theories of happiness, namely set-point theory, social comparison theory and the affect theory were explored and the importance of happiness in the workplace was established. The literature further laid the foundation for the conceptual model that proposed influence in the workplace, social relationships, satisfaction with work-life balance, purpose, optimism, work satisfaction, work stress and leisure lead to happiness of South African veterinarians. The study concludes with managerial recommendations that veterinary practice owners can implement to increase the happiness levels of their veterinarians so that they can have social, financial and personal gain. encourage their employees to pursue leisure activities. Life coaches or industrial psychologists can be used to bridge the generational gap between veterinarians and to minimise interpersonal conflict. Moreover, managers need to have conversations with their employees to understand their needs and to help them achieve their professional goals.
- Full Text:
- Date Issued: 2018
A study exploring the relationship between employee happiness and financial performance within a South African financial institution
- Authors: Waugh, Geoffrey William
- Date: 2014
- Subjects: Financial institutions -- South Africa , Employee motivation , Financial institutions -- Ratings and rankings , Banks and banking -- South Africa , Bank employees -- South Africa , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:827 , http://hdl.handle.net/10962/d1012080
- Description: This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
- Full Text:
- Date Issued: 2014
- Authors: Waugh, Geoffrey William
- Date: 2014
- Subjects: Financial institutions -- South Africa , Employee motivation , Financial institutions -- Ratings and rankings , Banks and banking -- South Africa , Bank employees -- South Africa , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:827 , http://hdl.handle.net/10962/d1012080
- Description: This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.
- Full Text:
- Date Issued: 2014
Manager's perceptions of performance appraisal implemented at Kansanshi Mine, Zambia
- Authors: Silimi, Maimbo Mark
- Date: 2014
- Subjects: Employees -- Rating of -- Zambia , Personnel management , Mineral industries -- Employees , Job satisfaction , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:831 , http://hdl.handle.net/10962/d1013037
- Description: As managers with direct contact with workers on the floor, line managers are responsible for implementation of the performance appraisal system at Kansanshi Mining plc. Commonly, implementation of performance appraisal is affected by how line managers interact with their subordinates before, during and after an appraisal interview. Notably, no study has been conducted at Kansanshi mine to understand how line managers conduct performance appraisals since their introduction. This qualitative study aims to build an understanding of how line managers at Kansanshi conduct performance appraisal interviews and what enablers and barriers they face in this process. In pursuit of the research aim, line managers from all the ten departments of the mine were considered as eligible for the study. Using stratified random sampling, ten of the 30 line managers from all ten departments across the mine site were selected. A total of fifteen semi-structured, in-depth, face-to-face interviews were conducted with ten line managers to gather data. These individual interviews were conducted on the mine site in the interviewees' offices as well as other convenient places such as the Kansanshi main boardroom. On average, each interview took between 45 to 60 minutes. All these interviews were audio recorded, transcribed and thereafter analyzed using open coding and constant comparison technique to induce themes. Findings of the study show a variety of barriers and enablers of line managers in their conduct of performance appraisal interviews at Kansanshi mine in Zambia. All ten line managers unanimously highlighted that (a) lack of clear job descriptions and set of individual targets as well as (b) lack of adequate refresher training on how to conduct performance appraisals affected how they conducted performance appraisals. Eight of the ten line managers highlighted that (c) perceived subjectivity of the system while seven of the ten highlighted that (d) predominant production focus and priority were barriers to them in how they conducted performance appraisals. On the other hand, ten line managers highlighted that (a) top management commitment to the implementation of a performance appraisal system, seven highlighted that (b) employees' hope for rewards and five line managers highlighted that (c) spring for career development and progression were perceived as enablers in their implementation of performance appraisals. This research is of value as it highlights how the conduct of performance is not only impacted by organizational support and other complementary organizational systems but also how the barriers to the conduct of performance appraisals affect both the appraisee and the appraiser.
- Full Text:
- Date Issued: 2014
- Authors: Silimi, Maimbo Mark
- Date: 2014
- Subjects: Employees -- Rating of -- Zambia , Personnel management , Mineral industries -- Employees , Job satisfaction , Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:831 , http://hdl.handle.net/10962/d1013037
- Description: As managers with direct contact with workers on the floor, line managers are responsible for implementation of the performance appraisal system at Kansanshi Mining plc. Commonly, implementation of performance appraisal is affected by how line managers interact with their subordinates before, during and after an appraisal interview. Notably, no study has been conducted at Kansanshi mine to understand how line managers conduct performance appraisals since their introduction. This qualitative study aims to build an understanding of how line managers at Kansanshi conduct performance appraisal interviews and what enablers and barriers they face in this process. In pursuit of the research aim, line managers from all the ten departments of the mine were considered as eligible for the study. Using stratified random sampling, ten of the 30 line managers from all ten departments across the mine site were selected. A total of fifteen semi-structured, in-depth, face-to-face interviews were conducted with ten line managers to gather data. These individual interviews were conducted on the mine site in the interviewees' offices as well as other convenient places such as the Kansanshi main boardroom. On average, each interview took between 45 to 60 minutes. All these interviews were audio recorded, transcribed and thereafter analyzed using open coding and constant comparison technique to induce themes. Findings of the study show a variety of barriers and enablers of line managers in their conduct of performance appraisal interviews at Kansanshi mine in Zambia. All ten line managers unanimously highlighted that (a) lack of clear job descriptions and set of individual targets as well as (b) lack of adequate refresher training on how to conduct performance appraisals affected how they conducted performance appraisals. Eight of the ten line managers highlighted that (c) perceived subjectivity of the system while seven of the ten highlighted that (d) predominant production focus and priority were barriers to them in how they conducted performance appraisals. On the other hand, ten line managers highlighted that (a) top management commitment to the implementation of a performance appraisal system, seven highlighted that (b) employees' hope for rewards and five line managers highlighted that (c) spring for career development and progression were perceived as enablers in their implementation of performance appraisals. This research is of value as it highlights how the conduct of performance is not only impacted by organizational support and other complementary organizational systems but also how the barriers to the conduct of performance appraisals affect both the appraisee and the appraiser.
- Full Text:
- Date Issued: 2014
Retention strategies for knowledge workers at a consulting engineering firm
- Authors: Ketye, Lungelo
- Date: 2013
- Subjects: Employee retention , Employee motivation , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6247 , vital:21059
- Description: The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff turnover. To achieve this objective, the researcher completed a literature study. The literature study revealed the characteristics of knowledge workers, and what makes knowledge workers wish to extend their stay with an organisation. The study examined variables that lead to staff turnover i.e. leadership and communication, organizational culture, performance management and job satisfaction. The empirical study was conducted at LK Consulting Engineers. A survey with a questionnaire was administered to all engineering practitioners who were registered with the Engineering Council of South Africa. Interviews were also conducted with three managers. The study demonstrated that leadership and communication, organisational culture, performance management and job satisfaction are important variables leading to retention of knowledge workers. The study also demonstrated that training and financial remuneration is not enough to retain knowledge workers, employees should feel valued and provided with the opportunities to make meaningful contributions to the organisation.
- Full Text:
- Date Issued: 2013
- Authors: Ketye, Lungelo
- Date: 2013
- Subjects: Employee retention , Employee motivation , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/6247 , vital:21059
- Description: The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff turnover. To achieve this objective, the researcher completed a literature study. The literature study revealed the characteristics of knowledge workers, and what makes knowledge workers wish to extend their stay with an organisation. The study examined variables that lead to staff turnover i.e. leadership and communication, organizational culture, performance management and job satisfaction. The empirical study was conducted at LK Consulting Engineers. A survey with a questionnaire was administered to all engineering practitioners who were registered with the Engineering Council of South Africa. Interviews were also conducted with three managers. The study demonstrated that leadership and communication, organisational culture, performance management and job satisfaction are important variables leading to retention of knowledge workers. The study also demonstrated that training and financial remuneration is not enough to retain knowledge workers, employees should feel valued and provided with the opportunities to make meaningful contributions to the organisation.
- Full Text:
- Date Issued: 2013
Analysis of the factors influencing job performance in the ICT sector in South Africa
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
- Authors: Lascot, Paul Michael John
- Date: 2011
- Subjects: Job satisfaction , Career development , Employees -- Training of
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8703 , http://hdl.handle.net/10948/d1009530 , Job satisfaction , Career development , Employees -- Training of
- Description: To achieve efficacy in the work place, employees need to perform at optimal levels. Researching and implementing strategies to improve job performance are fundamentally important to the development of the information and communication technology (ICT) sector in South Africa. However, scant research had been performed in this area. This study sought to present exploratory research in this emergent, rapidly expanding sector of the South African economy. Its primary aim was to investigate which affective factors exhibited an influence on job performance of workers in this sector. Mixed methods research was employed to analyse factors contributing to the five independent variables of demographics, skills and education, job satisfaction, motivation and experience, by investigating their influence on the dependent variable of job performance. The five independent variables were presented within a proposed conceptual framework of related and grouped affective factors. An online survey was constructed to collect data and perceptions from individuals currently employed in any capacity, in the ICT sector in South Africa. Ninety-nine suitable responses were received. The simple statistical technique of chi-square testing for independence was used to test the hypothesised relationships between the above-mentioned independent variables and the dependent variable of job performance. The empirical results revealed that many of the affective factors influencing the job performance of employees in the ICT sector in South Africa, are those that contribute to job satisfaction and motivation. These include aspects such as fair remuneration; transparent and clear organisational communication; managerial support and guidance; access to educational and career opportunities; and pleasant workplaces. In view of these findings, the study concluded that organisations that wish to improve their employees’ job performance, or attract and retain high-performing individuals, should formulate and implement policies and strategies that take into account these significant factors.
- Full Text:
- Date Issued: 2011
Factors influencing job satisfaction
- Authors: Hansia, Bradley L
- Date: 2009
- Subjects: Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8688 , http://hdl.handle.net/10948/1111 , Job satisfaction
- Description: The harassed boss who faces an office full of mutinous, recalcitrant staff every morning may not believe it, but half of South Africa’s employees love their jobs and their employers. That’s according to TNS Research Surveys, which recently released the results of a survey into employee wellbeing and commitment. TNS director Neil Higgs issued a caution, though: because of the tough economic times, employers are likely to be stuck with the malcontents among their staff for longer than they might like (Ferreira, 2009). From the above mentioned it can be deduced that there are many employees who are currently not satisfied with their jobs. This poses a danger for employers and their productivity, as an unsatisfied employee is likely to be an unproductive employee. Satisfied employees are likely to make a better contribution to the economic growth of this country as more drive and motivation will be shown in the workplace. In these tough economic times, those employees who are not satisfied with their jobs are less likely to find employment elsewhere as mentioned above. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The first step was to complete a literature study on the selected factors which impacts on job satisfaction. The factors selected were that of recruitment and selection, rewards offered by employers, personality of employees and leadership characteristics of superiors. The literature study revealed which methods to use in attempting to deal with the selected factors impacting on job satisfaction. Secondly, the views of staff in various departments and views of staff specifically in the Human Resources department of the selected company were asked various questions in an empirical study. These questions were based on the selected factors mentioned in the previous paragraph, this involved them completing questionnaires. v Based on the findings of the literature study and the empirical study, the last step was to make recommendations to the selected company on how to improve job satisfaction of employees. Recommendations were also made as to what to look for to make it easier in recruiting new employees, who are likely to have enhanced job satisfaction for the good of the company.
- Full Text:
- Date Issued: 2009
- Authors: Hansia, Bradley L
- Date: 2009
- Subjects: Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8688 , http://hdl.handle.net/10948/1111 , Job satisfaction
- Description: The harassed boss who faces an office full of mutinous, recalcitrant staff every morning may not believe it, but half of South Africa’s employees love their jobs and their employers. That’s according to TNS Research Surveys, which recently released the results of a survey into employee wellbeing and commitment. TNS director Neil Higgs issued a caution, though: because of the tough economic times, employers are likely to be stuck with the malcontents among their staff for longer than they might like (Ferreira, 2009). From the above mentioned it can be deduced that there are many employees who are currently not satisfied with their jobs. This poses a danger for employers and their productivity, as an unsatisfied employee is likely to be an unproductive employee. Satisfied employees are likely to make a better contribution to the economic growth of this country as more drive and motivation will be shown in the workplace. In these tough economic times, those employees who are not satisfied with their jobs are less likely to find employment elsewhere as mentioned above. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The first step was to complete a literature study on the selected factors which impacts on job satisfaction. The factors selected were that of recruitment and selection, rewards offered by employers, personality of employees and leadership characteristics of superiors. The literature study revealed which methods to use in attempting to deal with the selected factors impacting on job satisfaction. Secondly, the views of staff in various departments and views of staff specifically in the Human Resources department of the selected company were asked various questions in an empirical study. These questions were based on the selected factors mentioned in the previous paragraph, this involved them completing questionnaires. v Based on the findings of the literature study and the empirical study, the last step was to make recommendations to the selected company on how to improve job satisfaction of employees. Recommendations were also made as to what to look for to make it easier in recruiting new employees, who are likely to have enhanced job satisfaction for the good of the company.
- Full Text:
- Date Issued: 2009
The impact of shiftwork on productivity
- Authors: Njela, Clive Jonathan
- Date: 2009
- Subjects: Shift systems , Labor productivity , Shift systems -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8661 , http://hdl.handle.net/10948/1299 , Shift systems , Labor productivity , Shift systems -- Psychological aspects , Job satisfaction
- Description: Shiftwork is common in the private sector but not exclusive from the public sector like nursing. In order to secure a continuous operation, and optimization of equipment, businesses introduced shiftwork. The author wanted to test certain hypotheses to better understand the impact of shiftwork. In this research the author first embarked on a theoretical study into shiftwork and its associated problems, which include the impact on productivity, the impact on the employer’s attitude towards the work, the impact on the family life, the impact on social life, the impact on physical health and the psychological effects. Thereafter, an empirical study was conducted to ascertain to what extend shiftwork affects productivity and the life of the employees. The data was then analysed to explain the impact of shiftwork and productivity. Lastly, recommendations were made based on the research.
- Full Text:
- Date Issued: 2009
- Authors: Njela, Clive Jonathan
- Date: 2009
- Subjects: Shift systems , Labor productivity , Shift systems -- Psychological aspects , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8661 , http://hdl.handle.net/10948/1299 , Shift systems , Labor productivity , Shift systems -- Psychological aspects , Job satisfaction
- Description: Shiftwork is common in the private sector but not exclusive from the public sector like nursing. In order to secure a continuous operation, and optimization of equipment, businesses introduced shiftwork. The author wanted to test certain hypotheses to better understand the impact of shiftwork. In this research the author first embarked on a theoretical study into shiftwork and its associated problems, which include the impact on productivity, the impact on the employer’s attitude towards the work, the impact on the family life, the impact on social life, the impact on physical health and the psychological effects. Thereafter, an empirical study was conducted to ascertain to what extend shiftwork affects productivity and the life of the employees. The data was then analysed to explain the impact of shiftwork and productivity. Lastly, recommendations were made based on the research.
- Full Text:
- Date Issued: 2009
Job satisfaction as experienced by doctors in public sector hospitals in Port Elizabeth
- Authors: John-Franklin, Nworgu
- Date: 2006
- Subjects: Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8559 , http://hdl.handle.net/10948/582 , Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Description: South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.
- Full Text:
- Date Issued: 2006
- Authors: John-Franklin, Nworgu
- Date: 2006
- Subjects: Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8559 , http://hdl.handle.net/10948/582 , Physicians -- Job satisfaction -- South Africa -- Port Elizabeth , Hospitals -- South Africa -- Port Elizabeth , Job satisfaction
- Description: South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.
- Full Text:
- Date Issued: 2006
The impact of cost saving on service quailty
- Authors: Van Rayner, Fiona Mary
- Date: 2006
- Subjects: Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8751 , http://hdl.handle.net/10948/631 , Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Description: The aim of all companies is continuously to improve their products and/or services. Managers need to understand what service quality entails and what measures to take to ensure that quality is upheld and employees are satisfied. Cost-saving initiatives often require certain changes to take place within the organisation. In the event of such changes, the psychological contract is often violated, which may have a positive or negative effect on the affected individuals. Management expects to get more work done with fewer employees, who in turn are expected to keep up the service quality. The current shortage of medical technologists in the country has made it impossible for them to cope with the heavy workload. As a result, many leave the profession and venture into something completely different. Those that are left become completely demotivated; they experience less job satisfaction and show less commitment to their work. However, some may even embrace the changes because to them it may mean bigger and better challenges. The aim of this study is to identify which approaches management took to ensure cost saving and how these approaches impacted on the behaviour of employees. A literature review was conducted to determine what the theory reveals about cost saving and its impact on employee behaviour. This was followed by an empirical survey conducted within the National Health Laboratory Services in the Ibhayi region. Finally, the practical findings and literary theory were compared to make recommendations to management on how to ensure positive employee behaviour and boost employee morale.
- Full Text:
- Date Issued: 2006
- Authors: Van Rayner, Fiona Mary
- Date: 2006
- Subjects: Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8751 , http://hdl.handle.net/10948/631 , Service industries -- South Africa -- Cost control , Service industries -- South Africa -- Quality control , Employee morale , Job satisfaction
- Description: The aim of all companies is continuously to improve their products and/or services. Managers need to understand what service quality entails and what measures to take to ensure that quality is upheld and employees are satisfied. Cost-saving initiatives often require certain changes to take place within the organisation. In the event of such changes, the psychological contract is often violated, which may have a positive or negative effect on the affected individuals. Management expects to get more work done with fewer employees, who in turn are expected to keep up the service quality. The current shortage of medical technologists in the country has made it impossible for them to cope with the heavy workload. As a result, many leave the profession and venture into something completely different. Those that are left become completely demotivated; they experience less job satisfaction and show less commitment to their work. However, some may even embrace the changes because to them it may mean bigger and better challenges. The aim of this study is to identify which approaches management took to ensure cost saving and how these approaches impacted on the behaviour of employees. A literature review was conducted to determine what the theory reveals about cost saving and its impact on employee behaviour. This was followed by an empirical survey conducted within the National Health Laboratory Services in the Ibhayi region. Finally, the practical findings and literary theory were compared to make recommendations to management on how to ensure positive employee behaviour and boost employee morale.
- Full Text:
- Date Issued: 2006
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