Committed employees are increasingly becoming a valued asset in organisations. For the purpose of this study employee commitment is viewed as commitment to the organisation as well as employees' commitment to their occupations. The purpose of the research was to determine whether there is a correlation between perceived self-efficacy and employee commitment in a South African sugar manufacturing company. Self-efficacy, a social cognition construct, which refers to a person's self-beliefs in his/her ability to perform specific tasks, has been shown to be a reliable predictor of both motivation and task performance and to influence personal goal setting. Despite this, little attention has been given to its organisational implications. The General Self-Efficacy Questionnaire (GSE), and an Employee Commitment (CM) questionnaire based on the Conversion Model were used as measuring tools. The results of this study indicate that there is a positive correlation between self-efficacy and employee commitment (Ambassador, Career oriented, Company oriented). Uncommitted employees show a lower level of self-efficacy. The implications of these results are discussed. Further research from a predictive validity perspective is suggested in order to substantiate the findings and to improve the generalisability thereof. / Industrial and Organisational Psychology / M.Com. (Industrial Psychology)

In the current business climate, performance is increasingly determined by how flexibly and effectively companies can utilize their human resources and this in tum, is influenced by employee morale. Morale refers to a state of psychosomatic health marked by an energetic, decisive resolution to achieve a given goal. When morale is low, employees may do what is required but do not have the energy to 'go the extra mile'. The importance of maintaining high morale is thus evident. The following project involved a study of morale in Cadbury's Port Elizabeth plant. Cadbury management was concerned about low morale following a recent merger with Bromor Foods. They thus wanted to assess: the state of current morale; any factors that may be influencing it; indicators of low morale (so that it may be monitored in the future) and finally, ways of addressing any existing morale issues. In order to achieve these aims, the researcher conducted interviews with various people to explore morale issues from employees' perspectives. She then sought confirmation for these views at the organizational level through the use of a survey. Statistical and thematic analyses showed morale to be low for middle managers and revealed a variety of indicators and influencing factors, as well as suggestions for addressing them. Despite the need to boost the sample size with convenience sampling, and thus, reduced representivity, the research was successful in answering the research aims.

Submitted in fulfillment of the requirements for the Degree of Masters in Management Sciences Specialising in Human Resources Management, Durban University of Technology, Durban, South Africa, 2017. / This research project was aimed to investigate the impact of extrinsic rewards on employee motivation and organisational effectiveness at ZFC Limited in Zimbabwe. In the globalised environment, it is of important to ensure a motivated workforce because employees are the only asset that appreciates in value over time, thereby directly contributing to organisational outcomes. Employee motivation has been a major problem in manufacturing companies in Zimbabwe, due mainly to poor salaries and pecuniary benefits such as transport allowances and bonuses. The main objectives of the study were to determine employee perceptions of extrinsic rewards, ascertain the relationship between extrinsic rewards and employee motivation and determine the effect of extrinsic rewards on organisational effectiveness. The study adopted a quantitative paradigm, which entailed a structured questionnaire being distributed to respondents. The structured questionnaire comprised Section A and Section B. The sample size was 140, which was derived from a target population of 280 employees through the systematic sampling technique. The researcher used the personal method in distributing and collecting questionnaires to sample respondents and 98 completed questionnaires were returned. This equated to a high response rate of 70%. Furthermore, the data collected was analysed using the Statistical Package for Social Sciences (SPSS) Version 24.0 for Windows. Upon completion, the entire dissertation was checked for plagiarism through the TURNITIN program. The study found that salaries, bonuses and transport allowances were amongst the top extrinsic rewards at ZFC Limited in Zimbabwe. Good financial rewards are vital in influencing the behaviour of employees, as well as in enhancing organisational outcomes. The researcher recommended that ZFC Limited should consider reviewing the reward system, offering competitive financial rewards and timeously rewarding employees. The research project concluded with directions for future research on the role of extrinsic rewards on employee behaviour. / M

rhe research study investigated the factors necessary for the development of an organizational retention ;trategy for a financial organization pertaining to key equity employees. Equity employees are those employees jescribed as such in the Employment Equity Act 55 of(1998). Bussin's (2002) Total Rewards Model was used as the theoretical framework for the study. The investigation was conducted within an interpretive paradigm and employed a qualitative methodology. Thematic analysis was used in the interpretation of the three data sources gained access through the data collection process. A previously completed employee relationship audit's findings, and the data derived from nine exit interviews formed the basis for the twenty-four semi-structured individual interviews, which were conducted with a sample ofthe employees. A purposive sampling technique enabled the identification of particular employees, who were the equity participants in the study. An additional component of the Total Rewards Model, namely Talent Management was identified from an analysis of the results. Six salient factors were highlighted in the investigation. The factors identified were: A need for a short-term incentive plan, which would provide recognition above and beyond an employee's monthly salary. The need for career development opportunities. The utilization of new skills from the training initiated by the organization. The representation of women and Black people in senior management positions. The need for formal performance support. The standardization of the recruitment process, the management of unrealistic or unattainable expectations and listening to employees' concerns. / KMBT_363 / Adobe Acrobat 9.54 Paper Capture Plug-in

The merger has consequently brought about a lot of challenges on Walter Sisulu University (WSU) employees. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, have terminated their service long before the merger even took place. The aim of this study was to explore the implications of the merger on the morale of employees at WSU. The objective of this study aimed firstly, to provide an understanding of those inherent factors, which adversely affected the morale of staff at Walter Sisulu University (WSU) and secondly, to reflect on the impact of the restructuring process on employees. This study employed a quantitative descriptive research design to analyse the data, using statistical procedures. Target population for this study was fifty academic and fifty non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. There were, therefore, 100 questionnaires distributed electronically (e-mail), and also a few hand-delivered to the offices of the respondents, in order for them to complete at a time convenient to them. This study used purposive sampling because it is based entirely on the judgment of the researcher. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. Through the findings that emerged in this research, conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. Suggestions and recommendations are espoused to eliminate the situation.

Social and ethical accounting, auditing and reporting (SEAAR) is a process with a range of tools and techniques that enables an organization to measure, account for, understand, report on and improve its social performance over time. Before 1993, British Columbia's post secondary education institutions implemented public policy and operated with a level of autonomy that enabled them to meet the needs of their students, employees and distinct communities. After 1993, public policy aimed at increased efficiency, effectiveness and accountability centralized major aspects of human resource and labour relations policy in British Columbia's public sector. This thesis describes the process, the results and the implications of conducting a social audit to assess the social performance of one particular community college. During the years 1991 - 2000, the College grew; diligently balanced its budgets through significant entrepreneurial efforts and employees remained committed to their students and the purpose of the College. However, as entrepreneurial efforts increased, it was apparent that the increased productivity had stretched the capacity of employees to deliver services and the consequences were evident. The use of sick leave increased with a concomitant increase in the incidence of short and long-term disability leaves. More employees reported feeling stressed and expressed less satisfaction about their work at the College. Social auditing is about accountability. Its stakeholder process complements traditional strategic planning processes. Within the context of a public sector organization, a process of social auditing, previously used in the private sector, was adapted to evaluate a broad range of organizational issues related to human resource policies and managerial practices. The College had a foundation of human resource policies, practices and programs that had achieved some of their purposes over time, and the social audit clearly identified where improvements where required. Key findings included the need to attend to workload and work design issues that were creating stress, the need to refocus performance evaluation, professional development and to enhance programs that recognized the contribution of employees. Training, particularly in the area of technological skills was recognized as critical for ensuring that employees were prepared for workplace changes. In particular, the social audit provided feedback on communication processes and identified improvements necessary to enhance open and transparent decision-making. Health and wellness programs were recognized as key to restoring balance to employees' work lives and reducing stress. A number of recommendations from the social audit were integrated into the College's Strategic Plan 2000 - 2003, and funds were allocated during the College's 2000 - 2001 budget process. In June 2000, the Board of Governors allocated additional funding to manage issues related to workload and stress that arose from the strategic plan and the social audit. Through a reflective process, the research enabled a human resource practitioner to develop and implement a process of social auditing, examine and understand the effects of centralized public policy on human resource management and labour relations policy in British Columbia's public sector and make recommendations for improvement to human resource policy in one of British Columbia's community colleges. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

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In today's workplace there are many reasons why businesses are encouraging their workforce to dress in a more casual manner. Personnel within the workforce who dress casually report improvements ranging from morale to customer relations after the implementation of more relaxed dress codes. It will also be necessary to consider whether or not business casual dress facilitates the tearing down of social and communication barriers.

This research examined the effect of downsizing on the stress-related perceptions and work-related attitudes and behaviors of employees of a school food service organization. A major purpose of this study was to investigate individual level responses according to the severity of the downsizing. The research also examined the relationships between employees' stress-related perceptions and their work-related attitudes and behaviors, and the moderating effect of demographic factors on these relationships. Data for this research was collected from 527 cafeteria employees from 87 campuses of the focal organization. The results indicated that downsizing severity, expressed as the percentage of school cafeteria labor hour reductions during the past year, had little impact on employees' subjective interpretations or their attitudinal and behavioral responses. There was also a significant and positive relationship between downsizing severity and the campus-level productivity, as measured by the increase in meals served per labor hour. The results indicated no significant relationships between perceived job insecurity and employee attitudinal and behavioral reactions. However, significant and positive relationships were reported between employee role stress, as measured through role conflict and role ambiguity, and their work-related attitudes and behaviors. The correlations between perceived job insecurity and selected demographic variables were found to be either insignificant or contrary to predictions. / Ph. D.

The morale of the federal workforce is probably at an all time low. The malaise that shrouds the federal workforce is primarily caused by a sense of alienation that many federal workers feel. They feel alienated from themselves and from a community. In this book I approach the problem of alienation from theoretical, personal and empirical perspectives. To gain a deeper understanding of the alienation of the organizational employee, one must look at the individual holistically. Using Carl Jung as my guide and employing his theories of the unconscious, spirituality, individuation and psychological type, I develop what I call an organizational personality typology. This organizational personality typology is contrasted with the more conventional and more one-dimensional organizational role typologies developed by organizational theorists such as Anthony Downs in Inside Bureaucracy and Robert Presthus in The Organizational of contact with their environment and themselves, a sense of meaninglessness and alienation, and an obliviousness to messages from their unconscious. Other people choose the journey of heroism. The heroic journey as portrayed in the heroic myth serves as a model for those people in search of psychological health and spiritual sustenance. It is a journey that has three primary stages: the calling, the encounter with death, and the return to the community. Each of these stages has applicability to the American public administration tradition. The heroic journey is not merely confined to the world of myth. The heroic journey, as practiced in the public service, has current exemplars in both novels and in real life. Furthermore, it is a journey that is open to both the GS-3 clerk and the agency administrator. It is an attitude reflective of a life-affirming stance towards oneself and others. / Ph. D.