M. Tech. (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology. / The relationship between motivation and job satisfaction at work has been one of the more widely researched areas in the field of management in different professions, but few studies in South Africa have explored these two constructs among academic employees in Higher Education. Although there is a positive relationship between the two constructs, it has been somewhat overlooked by researchers. The objective of this study therefore, is to determine the relationship between motivation and job satisfaction among academic employees at a University. In view of this the researcher seeks to establish whether a there is a relationship between the constructs understudy. The literature study explored the theoretical aspects of motivation and job satisfaction and their relationship. Using a quantitative research approach, the study hypothesised and investigated motivation and job satisfaction in a sample that consisted of 162 academic employees. Two instruments, namely the Work Preference Inventory (WPI) and the Job Satisfaction Survey (JSS), were used to collect the data and determine the existence of a relationship between motivation and job satisfaction. The Statistical Package for Social Sciences (SPSS) version 21.0 for Windows was used to analyse the data; these results are presented and discussed in detail. The study adopted a Confirmatory Factor Analysis technique using Structural Equation Modelling with a Partial Least Squares (semPLS) approach, to measure the relationship by calculating the Cronbach Alpha, the Composite Reliability (CR) value, the Average Value Extracted (AVE), Goodness of Fit and hypotheses. Findings of this study revealed that a significant positive relationship exists between motivation and job satisfaction with the enjoyment variable and job satisfaction reflecting a positive relationship and the other three variables (Challenge, Compensation and Outward Motivation) showing that a negative but significant relationship exists between these three constructs and job satisfaction. It has been recommended that management should look into putting proper motivation and job satisfaction initiatives into place and should also create opportunities for growth by giving academics challenging assignments and providing training and development strategies that will increase their motivation and job satisfaction.

The purpose of the study is to increase the understanding of hybrid work and examine how this form of work affects organizational culture, perceived work performance and employee motivation. How does hybrid work affect organizational culture, perceived work performance and employee motivation in organizations? The study uses a qualitative research method with phenomenography. The study uses a theoretical framework to design interview questions and structure the analysis of empirical data, which means a deductive approach. Empirical data were collected through semi-structured interviews.The results of the study show that hybrid work has changed the organizational culture by increasing the flexibility and freedom of the employees which has led to increased acceptance of remote work. The study found challenges with hybrid work that include a lack of spontaneity and creativity as well as difficulties with communication and participation in hybrid meetings. Work performance improves rather than deteriorates with the flexibility to choose. Employees' autonomy and motivation are strengthened by the flexibility of the hybrid work model. / Studiens syfte är att öka förståelsen för hybridarbete och undersöka hur denna arbetsform påverkar organisationskulturen, upplevda arbetsprestationer och medarbetarnas motivation. Hur påverkar hybridarbete organisationskulturen, upplevda arbetsprestationer och medarbetarnas motivation i organisationer? Studien använder en kvalitativ forskningsmetod med fenomenografi. Studien använder ett teoretiskt ramverk för att utforma intervjufrågor och strukturera analysen av empirisk data vilket innebär en deduktiv ansats. Empirisk data samlades in genom semistrukturerade intervjuer. Resultaten av studien visar att hybridarbete har förändrat organisationskulturen genom att öka flexibiliteten och friheten för medarbetarna som har lett till ökad acceptans för distansarbete. Studien fann utmaningar med hybridarbete som inkluderar brist på spontanitet och kreativitet samt svårigheter med kommunikation och delaktighet vid hybrida möten. Arbetsprestationen förbättras snarare än försämras med flexibiliteten att välja. Medarbetarnas autonomi och motivation stärks av flexibiliteten i hybridarbetsmodellen.

The efficiency and effectiveness of any library in delivering quality services to clients is not only dependent on how skilled the librarians are but also on how motivated they are. This study investigated factors which affect motivation of librarians in Central and Copperbelt Provinces of Zambia. The study was a survey design involving questionnaires and interview technique to obtain information. A whole population of 100 respondents was used to collect data. The survey combined qualitative and quantitative methods, qualitative data obtained from interviews were analysed by coding and regrouping similar themes using constant comparative techniques. Quantitative data from questionnaires were analysed by using statistical package for social sciences (SPSS). Study findings indicated that there were various factors which motivated librarians to do more work such as responsibilities, good salary, promotion and work achievement. However, further revelation showed that there is still need to reinforce these factors to enhance more motivation of librarians. / Information Science / M.A. (Information Science)

The efficiency and effectiveness of any library in delivering quality services to clients is not only dependent on how skilled the librarians are but also on how motivated they are. This study investigated factors which affect motivation of librarians in Central and Copperbelt Provinces of Zambia. The study was a survey design involving questionnaires and interview technique to obtain information. A whole population of 100 respondents was used to collect data. The survey combined qualitative and quantitative methods, qualitative data obtained from interviews were analysed by coding and regrouping similar themes using constant comparative techniques. Quantitative data from questionnaires were analysed by using statistical package for social sciences (SPSS). Study findings indicated that there were various factors which motivated librarians to do more work such as responsibilities, good salary, promotion and work achievement. However, further revelation showed that there is still need to reinforce these factors to enhance more motivation of librarians. / Information Science / M. A. (Information Science)

by Law Tak Yan. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 44-46). / TABLE OF CONTENTS / APPROVAL --- p.ii / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iv / LIST OF ILLUSTRATIONS --- p.vi / LIST OF TABLES --- p.vii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- LITERATURE REVIEW --- p.3 / Definitions of Organisational Commitment --- p.3 / Antecedents of Organisational Commitment --- p.4 / Job Characteristics Model --- p.6 / Core Job Characteristic Dimensions --- p.7 / Skill Variety --- p.8 / Task Identity --- p.8 / Task Significance --- p.8 / Autonomy --- p.8 / Feedback --- p.9 / Critical Psychological States --- p.10 / Personal and Work Outcomes --- p.10 / Growth Need Strength --- p.11 / Relationship between Organisational Commitment and Job Characteristics --- p.11 / Chapter III. --- METHODOLOGY --- p.13 / Organisation of the Labour Department --- p.13 / Sample Characteristics --- p.17 / Measurement of Organisational Commitment --- p.18 / The Job Diagnostic Survey --- p.20 / Interview --- p.22 / Chapter IV. --- RESULTS AND ANALYSIS --- p.23 / Level of Organisational Commitment --- p.25 / Comparison of Job Characteristics --- p.27 / Skill Variety --- p.27 / Task Identity --- p.28 / Task Significance --- p.28 / Autonomy --- p.29 / Feedback --- p.30 / Antecedents of Organisational Commitment for Assistant Labour Officers --- p.31 / Chapter V. --- DISCUSSION AND CONCLUSION --- p.32 / Enrichment of Job Characteristics by Job Redesign --- p.32 / Combining Tasks --- p.33 / Establishing Client Relationship --- p.33 / Opening Feedback Channels --- p.34 / Antecedents of Organisational Commitment --- p.34 / APPENDIX --- p.36 / BIBLIOGRAPHY --- p.44

This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.

The aim of the study was to investigate motivation, job satisfaction and attitudes of nurses in the public health services of Botswana. The objective was to discover how nurses felt about a wide range of variables in their work environment and ultimately to distil them into what they conceived as the mainstay motivators, job satisfiers and positive attitudes. The non pariel (unrivalled, unique) role of the government in creating both the hardware and the software of national health services was acknowledged and recognised with a particular reference to the primacy it placed on developing the human resources in the form of nurses, in order to realize the goals of administering the public health services efficiently and effectively. It was noted that nurses were the change agents and the axis in promoting quality standards of healthcare but in partnership with the government, which must be seen to be responsive and proactive in discharging its fiduciary responsibilities, in respect of both the content and the context of nurses’ occupational ambience. For the purposes of constructing a database from which both the government and the nurses can draw, the most salient thematic details of the theories of motivation, job satisfaction and attitudes were studied and examined and were used as a scaffolding for the empirical survey of nurses. Nine hundred questionnaires were distributed to both registered and enrolled nurses with a minimum of two years work experience in the public health sector and 702 of these were returned constituting a return rate of 78%. The findings indicated that a majority of nurses enjoyed job satisfaction in certain areas of their work namely autonomy, participating in decision-making, choice of type of nursing, change of wards or departments or work units, interpersonal relationships amongst nurses themselves and between nurses and their supervisors. Nurses also perceived the hospital as an environment in which they could continually learn and they were moreover satisfied with the nursing job or the work itself. The other end of the spectrum revealed an overwhelming majority of 92.2% of nurses who were dissatisfied with the level of pay and 88.5% who were not happy with the fringe benefits including the provision of accommodation. Working conditions were viewed as generally disliked by 67.3% of the nurses. Low pay, workload, lack of viii recognition for outstanding performance and or delayed promotional chances were singled out as being particularly disliked by 67.2%, 64.9%, 42.6% and 44.4% of the nurses respectively. Interviews held with 31 nurses yielded similar results. The research further showed that the most important motivators to nurses were dominated by competitive salary which was mentioned by 80.9% of the respondents, attractive or sufficient working conditions which were stated by 71.2% of the nurses, opportunity for continuous education which was rated by 63.8% of the nursing candidates, reduced workload which was claimed by 59.3% of the nursing cadres, opportunity for the recognition of outstanding performance and opportunity for promotion which were scored by 54.1% and 53.4% of the nurse respectively. Job satisfiers were also represented by competitive salary which received 76.1% of the nurses’ votes. Risk allowance occupied the second position with 69.1% and competitive working conditions were awarded a third ranking by 68.2% of the nurses. Those nurses who derived job satisfaction from the fact of each nursing shift being manned by an adequate number of nurses accounted for 63.1% of the sample. Competitive fringe benefits attracted 60.1% of the nurses. Opportunity to attend workshops and the need for high morale in nursing team-work were chosen as job satisfiers by 53.7% and 49.6% of the nurses respectively. In the section on recommendations the government was exhorted to invoke corrective or remedial measures in view of the detailed exegesis of the satisfactions and dissatisfactions in the nurses’ work environment and the ensuing problematique (doubtful, questionable) of raising the standards of health care in the public health services. Living up to these sanguine expectations should be the cherished longterm vision of the government if it is to meet and quench the soaring aspirations of its modernizing society for quality health care delivery and the escalating needs of the nurses. / Public Administration / D.P.A.

The research explored unique performance enhancing or inhibiting factors among Zimbabwean employees in non-profit organisations in Harare. Two research questions were formulated: “Are there unique work ethics inherent in employees in the non-profit sector?” The second research question is “What unique variables motivate and affect workers in the nonprofit sector?” The hypothesis assumed was that “the workplace performance of employees in the non-profit sector is affected by and dependent on unique factors that apply in the non-profit sector and not in profit sectors”. The analysis of the research sample identified unique performance factors: demotivation due to the absence of automatic promotions for high performing employees; opportunities for the advancement of employees through a policy of competitive recruitment and growth opportunities for local staff who can apply for international positions within the organisation. The hypothesis was accepted. The researcher recommended that non-profit organisations use creative sector-specific approaches to motivate employee performance. / Public Administration and Management / M. Tech. (Public Management)

Text in Afrikaans / Bestuursmodelle word vandag oor die algemeen as diagnostiese instrumente in organisasies benut. Die struktuur van hierdie bestuursmodelle word selde ondersoek om te bepaal of dit met die empiriese realiteit verband hou. Hierdie studie het ten doel om so 'n model, die bestuursbevoegdheidmodel wat deur Hall( 1988) ontwikkel was, te evalueer. Hall se model gee antwoorde op vrae oor die algemene bestuursklimaat van die organisasie. Die installing waar die navorsing gedoen was, is 'n Suid-Afrikaanse militere installing. Die Ramona-program is gebruik om te bepaal of daar wei passing is tussen die empiriese realiteit en bestuursprestasie in die betrokke organisasie waar die studie uitgevoer is. Daar is gevind dat daar gebrekkige passing tussen die empiriese realiteit en bestuursprestasie bestaan. Die waarde van die studie le daarin dat die betrokke organisasie in staat gestel word om alternatiewe modelle te oorweeg wat bes moontlik meer effektief sou kon wees. / Management models are used today as diagnostic instruments in organisations. The structure of these management models is seldom investigated for its validity and reliability. The aim of this study is to evaluate the Competence Process model developed by Jay Hall(1988). This model provides answers on the general management climate of the organisation. The research was performed at a South African military institution. The Ramona-programme was utilised in order to determine the match between the empirical reality and management performance in the particular organisation where this study was performed. The finding was that there is insufficient match between the empirical reality and management performance. The value of this study is that the specific organisation can now consider alternative models of management performance that are more effective. / Psychology / M.A. (Industrial Psychology)

Summaries in English and Afrikaans / Text in Afrikaans / Die doel van hierdie verkennende studie was om ondersoek in te stel na die prestasiewaardes onderliggend aan Affektiewe, Kontinulteits- en Normatiewe organisasieverbintenis van werknemers binne die motorywerheid in Suid-Afrika. 'n Steekproef van 113 werknemers is uit verskillende motorhandelaars geselekteer. Daarna is ondersoek ingestel na watter prestasiewaardes betekenisvolle voorspellers van organisasieverbintenis is. Daar is bevind dat die prestasiewaardes mededinging en materiele welvaart betekenisvolle voorspellers van affektiewe organisasieverbintenis is, en dat die prestasiewaardes materiele welvaart en strewe na uitmuntendheid betekenisvolle voorspellers van kontinuiteitsorganisasieverbintenis is, maar dat geeneen van die prestasiewaardes wat huidig wereldwyd erken word, betekenisvolle voorspellers van normatiewe organisasieverbintenis in die motomywerheid is nie. Dit het verreikende irnplikasies vir die Suid-Afrikaanse motorhandelaar. Hierbenewens is dit ook duidelik uit die navorsingsresultate dat die prestasiewaardes mededinging, materiele welvaart en strewe na uitmuntendheid hulself daartoe leen om op 'n geintegreerde wyse deur bestuur van motorhandelaars aangewend te word ten einde hul kumulatiewe invloed op organisasieverbintenis optimaal te kan benut. / The objective of this exploratory study was to investigate the performance values subjacent to affective, continuity and normative organisation commitment of employees in the motor industry in South Africa. A sample of 113 employees was selected from different dealerships. Thereafter an investigation was done to establish which performance values were meaningful predictors of organisation commitment. It was found that the performance values competition and material gain were meaningful predictors of affective organisation commitment, and the performance values material gain and excellence were meaningful predictors of continuity organisation commitment, but that none of the performance values which are contemporarily recognised world-wide were meaningful predictors of normative organisation commitment. This has far-reaching implications for South African motor dealers. It was also apparent from the results that the performance values competition, material gain and excellence can be utilized in an integrated way by management of motor dealers in order to ensure optimal utilization of their cumulative impact on organisation commitment. / Industrial psychology / M.Com. (Industrial Psychology)