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The purpose of this research was to investigate the level of job satisfaction among financial inspectors in order to measure the level of job satisfaction, to identify the reasons for the level of job satisfaction, to present findings, and to make recommendations to the Inspectorate Division that would improve the feeling of empowerment of financial inspectors. This mini-dissertation entails a literature review and empirical study. The data was collected by means of a structured questionnaire based on the Minnesota Satisfaction Questionnaire (MSQ). The outcome of the research indicates that there is lower level of job satisfaction among financial inspectors with regard to the manner in which inspection reports are sent to inspected departments and their feedback; the training programme of financial inspectors; payments based on the Performance Management System (PMS); job insecurity and the transfer of financial inspectors to other sections or departments; communication channels within the Inspectorate Division and Office of the Premier with regard to the control of inspectors; provision of cell phones to financial inspectors and their supervision by their managers; working conditions and involvement of financial inspectors in decisions that affect them at work. The main finding is that financial inspectors indeed experience a lower level of job satisfaction with regard to almost all the factors investigated under the problem statement and thus, the practice of empowerment is recommended as a solution to address the Inspectorate problems. / Business Management / M.Tech.

The nursing home industry has been saturated for decades with culture change initiatives in an effort to improve resident quality of care. The direct care worker (DCW) is considered a critical position to achieving nursing facility quality improvements. Understanding what leads to job satisfaction for DCWs could result in improved resident care. The relationship DCWs have with their direct supervisor or upper-level manager can impact employee satisfaction. The purpose of this research is to identify factors that are associated with DCWs satisfaction with supervisor and management support. Data was obtained from 307 DCWs who were employed at 11 North Texas nursing homes. It was expected that factors affecting satisfaction with direct supervision and upper-level management would differ. In fact, the study found that the antecedents for employee satisfaction with supervisor support were participative decision-making/empowerment, age, information exchange and feedback. Furthermore, participative decision-making/empowerment, perceived competence, staffing, information exchange and feedback were found to affect direct care workers' satisfaction with manager support. In conclusion, this research provides a starting point towards a more holistic view of employee satisfaction with supervisor support by considering the preceding factors and its subsequent effects.

The aim of the study was to explore the differences between generations X and Y in the military by exploring whether belonging to a particular generational cohort influences perceptions of job satisfaction and emotional intelligence (EI). Data on generational groupings, job satisfaction and EI was drawn from a convenience sample of 187 members from the Human Resources (HR) Division in the South African National Defence Force (SANDF). Descriptive statistics, correlations and t-tests for independent samples were used to analyse the data. Analysis revealed that job satisfaction has a significant positive relationship with EI. Furthermore, the empirical study also yielded evidence to support a difference between Gen X and Gen Y in relation to two job satisfaction facets, namely promotion and supervision. The findings, however, did not support a difference between Gen X and Gen Y in terms of overall job satisfaction and total EI. The leadership of the SANDF may be able to use the study’s findings to guide effective organisational policies and processes to maintain and retain a loyal and productive human resources pool working in cohesion despite underlying differences. / Industrial and Organisational Psychology / M. Com (Industrial and Organisational Psychology)