Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering te bepaaL Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser aangepas is vir die steekproef en deur faktorontleding valideer is. Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil. Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate and work motivation. Organisational climate was measured by the Organisational Diagnostic Questionnaire (ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire (EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of factor analysis for the population. The interaction of the biographical and organisational variables on the main variables was studied by means of ANOVA as well as correlations. The correlation between total organisational climate and total work motivation (calculated according to the Lawler formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis. By following the stepwise regression analytical procedures, the two dimensions of organisational climate (task characteristics and manager/leadership) used to forecast work motivation (as calculated by the Lawler formula), explained 30% of the variance of work motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

This investigation was undertaken to explore an incentive system to maximize performance in an automotive manufacturing environment. The unit under study was a motor manufacturing company in the Eastern Cape in South Africa. The approach to this investigation was to start with a quantitative analysis to identify if there was a relationship between the incentive reward and employee satisfaction. This was to be done by correlation analysis between the Job Descriptive Index (JDI) and the performance related incentive reward (PBR) of the abovementioned company. The data was then used to develop an interview guide, which was used in a focus group study, to evaluate the current incentive system as a motivator of performance. The analysis of the qualitative interview data was to be done through the use of thematic analysis. Using a percentage based estimation per production line, 150 workers were selected from the 2100 shop floor workers. The Job Descriptive Index (JDI) questionnaires were used to measure the satisfaction index of the workers. The performance data was gathered from the company's incentive statistics over the past year, 2004. All other related data was obtained though thematic analysis by the researcher, who was interested to get the insiders' view. From the emic perspective, more data could be obtained by the researcher by probing with follow-up questions. After both the quantitative and qualitative procedures were completed, the results of the study were found to be much the same as those described in the reviewed literature. The quantitative analysis did not prove a significant correlation between incentive reward and satisfaction; and employees were most satisfied with work, supervision and co-workers and less satisfied with pay and promotion. The qualitative procedure (thematic analysis) highlighted that the current reward system was not motivating performance, but rather demoralised employees, as it was used as a punitive measure to encourage work attendance. The current system also confirmed the error made by many organisations, where the organization purely concentrates on motivating employees with extrinsic rewards and little thought is given to intrinsic recognition.

The purpose of this research is to determine whether a relationship exists between two constructs, namely managerial motivation and sense of coherence and to determine whether any variance exists between two groups of people in terms of the mentioned constructs. The study was conducted on a total sample of 124 employees of the Agricultural Research Council (ARC) which was divided into two groups, namely managers and supervisors in view of the position they held at the Agricultural Research Council. The results of the study indicated that a significant positive relationship exists between the dimensions of managerial motivation and the dimensions of sense of coherence of the total sample. There is also a significant variance in terms of two dimensions between the two groups, namely power motive as dimension of managerial motivation and meaningfulness as dimension of sense of coherence. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

The aim of the study was to determine the impact of transformational leadership styles of managers on subordinates' job satisfaction, in a steel and mining company. Leadership was conceptualised from the trait, behavioural, contingency and neocharismatic theories. Job satisfaction was derived from content and process theories.The literature highlighted leadership and job satisfaction theories, the changing context of leadership and research of both transformational leadership and job satisfaction. The study was exploratory and a random sample (N=126) was used. The Multifactor Leadership Questionnaire was used to measure transformational leadership and the Job Satisfaction Survey was used to measure subordinate job satisfaction. The results indicated that there was a significant impact of transformational leadership styles of managers on subordinates' job satisfaction, more specifically, in terms of fringe benefits and pay dimensions of job satisfaction, as well as the biographical variable, age. Future research may include transformational leadership styles and other variables such as performance and productivity in the steel and mining industry as well as the biographical variable, age. uture research may include transformational leadership styles and other ariables such as performance and productivity in the steel and mining ndustry. / Industrial Psychology / M.Adm. (Industrial Psychology)

A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration and Management / D. Admin.

The purpose of this study was to investigate the relationship between attitudes towards supervisory support after training and work performance of employees at the Department of Education’s Nkangala District in Mpumalanga during 2008. The sample comprised a complete sampling frame of HR and finance personnel. A five-point Likert scale was used to evaluate the attitudes of respondents towards supervisory support, and their work performance scores were correlated with the ratings of the attitudes towards supervisory support after training. Pearson’s product- moment correlation coefficient (PPM) was used to assess the relationship between the two variables. The results showed no significant relationship between attitudes towards supervisory support and work performance. The ANOVA test found that a significant (p= .016) difference only existed between attitudes towards supervisory support and educational level. The hypothesis stated in this study was therefore rejected. / Human Resource Management / M. Tech. (Human Resource Development)

Text in Afrikaans / Te midde van ingrypende veranderinge in die Suid-Afrikaanse onderwysstelsel, word verwag dat opvoeders hul taak op 'n gemotiveerde wyse moet uitvoer om die jeug voor te berei vir die toekoms. Hierdie kwalitatiewe navorsing het ten doel die ondersoek na faktore waardeur opvoedermotivering beinvloed word en die rol van skoolbestuurders (skoolhoofde en hul bestuurspanne) in die motivering van opvoeders. Deur 'n omvattende hteratuurstudie is die begrip motivering duideliker belig en is die verskynsel van motivering ondersoek aan die hand van verskillende moti veringsteoriee. 'n Empiriese ondersoek, deur middel van semi-gestruktureerde onderhoudvoering met opvoeders en skoolbestuurders in die Oos-Kaap, is uitgevoer om te bepaal watter faktore opvoederrnotivering beinvloed. Daar is bevind dat opvoedermotivering deur "n groot verskeidenheid faktore beinvloed word en dat skoolbestuurders 'n belangrike rol te speel bet in die motivering van opvoeders. Op grond van die bevindinge van die empiriese ondersoek is aanbevelings gemaak wat kan lei tot beter opvoedermotivering. / In the midst of drastic educational change in South Africa, it is expected that educators must fulfil their duties in a motivated manner and to thoroughly prepare our youth for the future. This qualitative research sought to explore the factors contributing to the motivation of educators and to determine what role school managers (principals and their management teams) play in the motivation of educators. By means of an extensive literature search, the term motivation was iluminated and the phenomenon of motivation was explored through different motivational theories.. An empirical inquiry through semi-structured interviews with educators and school managers were conducted in the Eastern Cape to determine the factors contributing to the motivation of educators.. The findings in this research showed that educators are motivated or demotivated by a variety of factors. It also showed that school managers have an important role to play in the motivation of educators. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)

Generational sub-groups have been stereotyped as requiring different approaches in the workplace with regard to what keeps them motivated. This research study was conducted from a humanistic-existential paradigm, seeking to find ways to avoid the demotivation of employees that can result from one-size fits all reward and recognition policies. The research attempts to establish the existence and nature of generational differences. Two quantitative measuring instruments, namely the Rewards Preferences Questionnaire (RPQ) and the Motivation Measure, were distributed electronically to all staff of a South African facilities management firm. The findings indicated that there are generational sub-group preferences for certain types of reward, and different perceptions about what types of reward attract, motivate and retain employees. They can be motivated differently by some reward structures. However, for others there was no obvious preference among the generational sub-groups. The main recommendation of the study is that companies adopt a flexible approach to reward and recognition, allowing employees to tailor reward structures according to their needs. Remuneration is the most preferred method of rewarding employees across all generations. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

The purpose of the study was to identify factors that motivate teachers to teach after hours. It was a qualitative study employing the interpretive research paradigm. The study employed a case study design of three secondary schools. Twelve teachers were purposively selected. Data was collected through focus groups and open-ended questionnaires of which thematically analyzed. Key findings revealed that teachers are motivated to teach after hours by among others their ability, pertinent PD, resources, positive environment, theories of motivation and goals set. The study concluded that these factors should be upheld. The study also recommended enough time for PD, bursaries and salary adjustments, teacher involvement in textbook requisition, excellence awards, incentivisation and goal setting. / Educational Leadership and Management / M. Ed. (Education Management)