Thesis (doctoral)--Uppsala universitet, 1990. / Summary in English. Includes bibliographical references (p. 371-379) and index.

Student Number: 9606978D Masters in Social Anthropology School of Social Sciences / This thesis is an examination of the ways in which people in Barkly East, a small town in the Eastern Cape, attribute feelings of belonging to the land they own and work. In a country such as South Africa, where the contestation of land is prominent and so integral to the political and social discourse, questions related to the idea of belonging are necessary and important. Significant questions addressed by this thesis are: Who belongs and why do they feel they belong? More importantly, the question of who does not belong, is addressed. In Barkly East a tug of war exists between groups and individuals who want matters to remain constant and those who need the status quo to change. What stands out, moreover, in this community, is its duality on many levels of society, which is played out both consciously and unconsciously. This duality is also manifested through social, racial and economic relations, and is supported by an unequal access to land. This thesis identifies three main elements which contribute to the creation of narratives of belonging in Barkly East. Firstly, history and the perception of history create strong links between personal and communal identity, which in turn reinforces and legitimises claims of belonging. Secondly, hierarchy in terms of gender and race plays an important part in this narration, as some residents are more empowered in this process due to either their gender or race. And three, the connection to the land that people appear to have, plays a definitive role in narratives of belonging. Those who feel they have a heritage in this place also feel a connection to the land. For this reason, land for these people embody, not only the physical space of ‘somewhere to belong to’, but becomes an integral ingredient to the act of belonging and even identity formation.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.