Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / The purpose of this study was to investigate the impact of intrinsic and extrinsic rewards on the job satisfaction and morale of educators in Western Cape Public Technical Vocational Education and Training (TVET) institutions. The study endeavoured to determine factors that contributed to public TVET educators’ dissatisfaction with intrinsic and extrinsic rewards offered by public TVET institutions in the Western Cape. In addition, the study investigated the job satisfaction of public TVET educators as well as the resultant morale, attrition and absenteeism brought about by educators’ dissatisfaction with rewards offered. The study was also expected to present findings and make recommendations to public TVET institutions and the Department Higher Education and Training (DHET). Recommendations were supposed to be made to bring about an improvement in the job satisfaction and morale of public TVET educators in the Western Cape. A stratified purposive sampling procedure was utilised in drawing up the sample from some population of 1535 educators in the Western in 2013. The Research Advisors (2006) and Krejcie and Morgan (1970) Sample Size Tables were utilised. However, out of 308 JDI questionnaires that were initially distributed 265 were returned duly completed. The two hundred and sixty-five JDI questionnaires were processed using SPSS Version 23. As suggested by statistical analysis, the overall conclusion drawn from the research was that extrinsic and intrinsic rewards significantly predicted the job satisfaction and morale of educators in a sample of 308 derived from some population of 1535 educators in Western Cape public TVET institutions. This study revealed that extrinsic and intrinsic rewards had a significant influence or impact on the job satisfaction and morale of public TVET educators in the Western Cape. It was discovered that beside extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself were important in the job satisfaction and morale of educators. Beside the above it was also discovered that supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were instrumental in enhancing the job satisfaction and morale of educators. Beside the above mentioned, it was discovered that learners’ grades after assessments also played a major role in the motivation of public TVET educators. It was confirmed that extrinsic and intrinsic rewards complimented each other in fostering and enhancing the job satisfaction and morale of public TVET educators in the Western Cape. The results of this study showed that job satisfaction among public TVET educators in the Western Cape could be explained by the type of rewards (extrinsic and intrinsic) offered by public TVET institutions as previously indicated. In other studies, mentioned in this study it was confirmed that beside extrinsic rewards, intrinsic rewards such as the job itself and the educational institution enhanced the educator’s job satisfaction and morale. When an employer fulfils the educator’s intrinsic and extrinsic reward expectations, an educator’s affective commitment, job satisfaction and morale is enhanced.

D.Tech. Business Administration. Business School.

The main aim of this research was to look at the personal aspirations that people hold when getting into employment and how those aspirations interact with work requirements and the outcomes thereof. In order to do this, a non-probability judgement sample of 118 individuals was drawn from the working class within the Durban Metropolitan city with a population size of 833,615 individuals. The sample was made up of 59% males and 41% females. The majority of the sample (95%) was in management in one form or another, while only 5% were nonmanagement. Data obtained from this research was collected using a web-based questionnaire developed using QUESTIONPRO Software. The questionnaire was administered via email. Statistical data analysis indicated positive moderate relationships between “feeling powerless at work” and “feeling alienated”; “being afraid to disagree with one’s boss”; “deciding to mind one’s own business at work”; and “being angry at work”. A negative moderate relationship was also observed between “being angry at work” and “advancement in life”. The research also showed that there is a link between employees feeling powerless at work and them choosing to do just their bare minimum as stipulated by their job description. This research can benefit organizations by encouraging management to work towards creating a working environment that enhances a balance between work and family life. The work environment should also have a culture that makes employees feel free to disagree with their bosses without negative consequences thus fostering innovation and faster problem solving. Management should also work towards empowering their employees so that the employees can take ownership of their jobs and work towards delivering the company objectives. This will ensure that feelings of powerlessness are diminished within the work force. / Thesis (MBA)-University of KwaZulu-Natal, 2011.

The current legislation in South Africa, namely the White Paper on Transformation of the Public Sector published on the 15 November 1995 by the Department of Public Service and Administration, addresses the need for transformation in the delivery of Public Services. The aim of this transformation process is to improve the efficiency and effectiveness of the way in which public services should be rendered, with the emphasis on customer focused ways of working. The South African Military Health Services (SAMHS) as a public service healthcare organisation within the South African Department of Defence (SANDF) is also governed by the White Paper on transformation, and is constantly reminded of the call for improved service delivery to its clientele. According to Schenke (2001:8) it is critical to understand that an interdependent relationship exists between employee satisfaction and customer satisfection, and therefore an organisation would need to focus on both these assets. An integral part of optimising service delivery in the SAMHS and improving customer satisfection, would be to ensure job satisfection among the healthcare professionals who render the services. Spytak, Marsland and Ulmer (1999:26) noted that satisfied employees tend to be more productive, creative and committed to their jobs. A study was therefore undertaken to review job satisfection among health care professionals in a sample population in the SAMHS. The study examined the main contributing factors that affected job satisfection, and determined if there were differences in terms of job satisfection across the demographic variables of age, gender, marital status, employees with or without children and tenure. Finally it explored the correlation between job satisfection levels and intention to leave. The study constituted a comparative cross-sectional study of 61 healthcare professionals based at Area Military Health Unit KwaZulu Natal (AMHU KZN). The research methodology adopted in this study was a quantitative survey. Statistical analyses were completed using ANOVA'S, Pearson's Correlations and Factor Analysis. The results of the study indicated that there were four major contributing factors affecting job satisfection and these included, career management, strategic management and support, the nature of the work itself and interpersonal dynamics. There were no differences noted in job satisfection across the demographic variables of age, gender, marital status, employees with or without children and tenure. However results did indicate that there was a strong correlation between total job satisfaction and propensity to leave. A strong correlation was also found with each of the four main components affecting job satisfection, namely career management, strategic management and support, the nature of the work itself, interpersonal dynamics, and propensity to leave. Recommendations were made to the SAMHS with regard to job enrichment, compensation systems, staffing and promotions, and management style. The implementation of these recommendations could assist in improving the levels of job satisfection among health care professionals. The study also recommended further research to better understand issues that could impact on job satisfection of health care professionals in the military environment. / Thesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.

Thesis (M.S.)--Rochester Institute of Technology, 1993. / Typescript. Includes bibliographical references (leaves 87-88).

Thesis (M.App.Psy.)--University of Waikato, 2008. / Title from PDF cover (viewed April 8, 2009) Includes bibliographical references (p. 87-104)

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1993. / Source: Masters Abstracts International, Volume: 45-06, page: 2887. Typescript. Includes bibliographical references (leaves 109-112).

Thesis (Ed.D.)--Teachers College, Columbia University, 1995. / Includes tables. Typescript; issued also on microfilm. Sponsor: Keville Frederickson. Dissertation Committee: Elizabeth Tucker. Includes bibliographical references (leaves 77-83).

Thesis (Ed. D.)--Illinois State University, 1975. / Title from title page screen, viewed Nov. 17, 2004. Dissertation Committee: J.H. McGrath (chair), Clifford H. Edwards, Eugene D. Fitzpatrick, Mary K. Huser, Ronald L. Laymon. Includes bibliographical references (leaves 137-143) and abstract. Also available in print.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 101-164). Also available via the Internet.