Thesis (M.Dev.) --University of Limpopo, 2011 / The aim of the study was to explore the impact of HIV/AIDS on service delivery in Polokwane Municipality as an organisation and the mechanisms used to implement the HIV/AIDS policies and programmes. The researcher conducted the study in the city of Polokwane under the Capricorn District Municipality in the Limpopo Province. For this study, information was gathered from both municipal employees and managers in Polokwane municipality. The respondents confirmed that the organisation has on HIV/AIDS policy in place and its key provision serves to create a non-discriminatory working environment. They further acknowledged the fact that HIV/AIDS is a concern to the Polokwane municipal workforce and impacts negatively on service delivery that is the reason that led to the establishment of the EAP office. HIV/AIDS is still perceived as a very sensitive issue and employees are not willing to communicate about their status due to fear of being stigmatised. The Municipality should continue facilitation of educational awareness on employee’s health and wellness, and encourage their employees to utilise the office of the employee assistance programmes

With the rapid change of society, economy, education, and science & technology, and following the gradual crack of world, national boundaries, races and classes, modern women are stepping out their footsteps to open up the equal-rights reform for the two sexes, which reveals their different journey of life from the traditional women. Due to the social advancement, the trend of double salary for a family¡¦s income has prevailed, so it is very popular for women to enter the job field. Consequently, the situation starts the issue of equal rights between the opposite sexes. Looking into the contemporary job market, one can see that women are mistreated. For example, first, in the job field, they have to keep higher attempted motivation, more sufficient ability and stronger physical strength to compete with men. Then, they still have to play the major role of labor supplier for their families, that is, they have to deal with all the housework after they return home from work, which adds a ¡§second duty shift¡¨ to their responsibilities. Therefore, the double-folded responsibilities of both working hard in the office and taking well care of the family create a predicament to modern women who are like ¡§a candle burning at two ends.¡¨ As a result, modern women have to bear more responsibilities and heavier burdens than the traditional women do in the field of business affair and family matter. Since May 20, 1997, the government has stipulated, released, and implemented ¡§The Method for Government Employees to Retain the Job but Suspend the Salary¡¨. The method has been revised for four times until now. According to the statistics from the Ministry of Civil Service, there are 538 government employees who retain the jobs and suspend the salaries due to the reasons of ¡§nursing the babies,¡¨ ¡§waiting upon the parents,¡¨ and ¡§the severe injuries and sickness of the spouses and children.¡¨ Among them, male government officials are 86 persons (15.99%) while females are 452 (84.01%), that is, women¡¦s are 5.3 times as much as men¡¦s. Is the meaning in which the data show closely related to the situation that women are traditionally the main housework suppliers? In succession, what influence will it make for the future career development of the female government officials? I as a female government official feel very curios to this question and then become interested to it, so I set about my research into it. My research is centered on documental survey adopting the ¡§Analytical Approach of the Statistic Data on Government Employees to Retain the Job but Suspend the Salary¡¨ from the Ministry of Civil Service. My case objects of study are sampled from Chiayi County. They are nine Government employees who have retained the job but suspended the salary all because of the ¡§family cause.¡¨ My approach is to interview them with depth to see their experience and opinions, and following their thoughts, I probe into the problems and analyze the questions to study. My study discovers a fact that although the government employees work at a rather stable-income position, at the time of major events in the family, like ¡§nursing the babies,¡¨ ¡§waiting upon the parents,¡¨ and ¡§the severe injuries and sickness of the spouses and children,¡¨ they still hold the stereotype of the traditional concept of ¡§men dominate outside, women dominate inside¡¨ to deal with the problem, despite the condition that they already have the strong support from the government issued ¡§The Method for Government Employees to Retain the Job but Suspend the Salary,¡¨ since they are limited by gender discrimination and social recognition. Even though the trend of double salary for a family¡¦s income has prevailed, women still have to play the major role of labor supplier for their families, so female government employees are forced to retain the job and suspend the salary which may influence their promotion in the future career in the government. Therefore, the uneven relationship between the two sexes in family matters has greatly affected their future progress in private life and public service. ¡§The Method for Government Employees to Retain the Job but Suspend the Salary¡¨ surely serves as a buffer when the swing of choice between public affair and family matter comes. However, a complete set of rights and interests for the people who retain the job but suspend the salary is not established. For instance, they cannot participate in annual merit system to evaluate their efficiency of work, their seniority will be suspended, and their allowance for marriage, birth, and children¡¦s education will be cut short. Therefore, from the social welfare¡¦s point of view, I sincerely hope that our government should issue a perfect plan for women to balance their responsibilities for work and family.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2016-09-02T18:32:54Z No. of bitstreams: 1 Lucyene Pereira Pinto Infante.pdf: 2062761 bytes, checksum: 78eccf998654c89aa807f52d8650f389 (MD5) / Made available in DSpace on 2016-09-02T18:32:54Z (GMT). No. of bitstreams: 1 Lucyene Pereira Pinto Infante.pdf: 2062761 bytes, checksum: 78eccf998654c89aa807f52d8650f389 (MD5) Previous issue date: 2016-04-11 / The unsuitable conditions lived by corporations is affecting not only workers from private companies, but are also equally found in the state-based corporations, counteracting the expectations that the government apparatus would eliminate the unhealthy conditions and could created better ones, prevailing the health promotion. Facing this scenario, it is still to be known why it is a common sense in our society that workers hired by the government are submitted to better work conditions and health insurance when compared to private companies’ workers. This study aims to identify and describe the possible relations between the organizational environment and the Burnout in government employees from a federal educational institution.It will also describe the present and dominant organizational environment. The current study has a quantitative nature as well as a deep and exploratory study case. The data presented was obtained by the use of the organizational climate scale (ECO), the Burnout Characterization Scale (ECB) and a sociodemographic questionnaire. All the electronic automatically self- applicable instruments were available for the institution. 201 public agents participated in the study, the average age was 37, predominantly graduated and married. The results revealed that one quarter of the participants rarely experimented burnout; however another quarter is frequently experimenting burnout. The workers noticed an average organization climate, highlighting a good cohesion among the fellow workers coworkers and concluded that the reward is low. Another highlight is the big dispersion between the climate perceptions, which leads to the conclusion that there are still unidentified subclimates in the current investigation, possibly occasioned by a weak force of climate and by the participation of employees from different teaching units, administrated by local managers with relative autonomy. The result of the calculations of correlation revealed that, the less support given by the managers and the institution, cohesion between coworkers and more control/pressure received, more exhausted they feel which leads to a worse relation between the people in contact with the workers and the disappointment at work grows. Physical comfort is less associated with this issue, and control/pressure is both positively and negatively associated with the contact between the workers and the people. Therefore, the hypothesis that there is a link between burnout and organizational climate was confirmed. The results also revealed that workers with burnout noticed a worse climate than workers without burnout, confirming the second hypothesis. These workers also revealed themselves neutral when questioned about support from superiors and physical comfort, do not notice control/pressure, neither reward, however they do realize the cohesion between the coworkers. The result suggests that the workers use this relation to tolerate the indifference and lack of stimulation experienced at work. The results obtained by this study concluded that the organizational climate is weak, and probably influenced by an insufficient organizational culture, explaining the heterogeneity of the perception of the climate lived by the workers. Although there is burnout between a few participants, it should be noted that one quarter of them is currently stricken in this syndrome and it potentially could affect the others. / As condições inadequadas vivenciadas nas organizações afligem não só os trabalhadores da iniciativa privada, pois são igualmente encontradas no segmento estatal, contrariando a expectativa de que o aparato governamental eliminaria as condições insalubres e criaria outras melhores nas quais prevalecesse à promoção de saúde. Diante desse panorama questionou-se porque, uma vez que, pelo menos do ponto de vista da sociedade leiga, esses servidores estão submetidos a condições privilegiadas de trabalho. O presente estudo objetivou identificar e descrever possíveis relações entre o clima organizacional e o burnout em servidores públicos de uma instituição federal de ensino. Objetivou-se ainda descrever o clima organizacional predominante. A pesquisa realizada teve cunho quantitativo, tipo estudo de caso e exploratória. A coleta de dados deu-se por meio das escalas ECO (escala de clima organizacional), ECB (escala de caracterização do burnout) e um questionário sociodemográfico, todos os instrumentos autoaplicáveis eletronicamente disponíveis à instituição. Participaram do estudo 201 servidores públicos federais, com idade média de 37 anos, majoritariamente de nível superior e casados. Os resultados revelaram que cerca de um quarto dos participantes raramente experimentaram burnout, no entanto outra quarta parte deles frequentemente experimentaram altos níveis de burnout, resultado bastante expressivo. Os servidores perceberam clima organizacional mediano, destacando-se a boa coesão entre os colegas de trabalho e a percepção de baixa recompensa. Merece destaque a grande dispersão entre as percepções de clima, o que permite inferir haver subclimas não identificados nesta investigação, possivelmente ocasionados por uma força de clima fraca e pela participação dos servidores de unidades de ensino geograficamente distintas, geridas por gestores locais com relativa autonomia. Os resultados dos cálculos de correlação revelaram que, quanto menos os participantes percebem apoio da chefia e da organização, coesão entre colegas, e mais controle/pressão, mais exaustos se sentem, mais desumanizam as pessoas com quem tratam e mais se decepcionam no trabalho e vice-versa. Conforto físico menor está associado a maior desumanização e a mais decepção no trabalho e vice-versa; e que controle/pressão, relaciona-se positiva e fracamente com desumanização e vice-versa. Desta forma, a hipótese de que existe associação entre burnout e clima organizacional foi confirmada. Os resultados também revelaram que os servidores com burnout, perceberam pior clima organizacional que os seus pares sem burnout, confirmando a segunda hipótese. Esses servidores também se mostraram neutros quanto à percepção de apoio da chefia e conforto físico; não percebem controle pressão, nem recompensa; todavia percebem coesão entre os colegas. Esses resultados sugerem que os participantes têm se apoiado nessas relações para suportar a indiferença e ausência de estímulos experimentados no trabalho. Os resultados obtidos nesse estudo permitiram concluir que o clima organizacional é fraco, provavelmente influenciado por uma cultura organizacional fraca, explicando a heterogeneidade da percepção do clima organizacional pelos servidores. Além disso, embora haja burnout entre poucos participantes, há que se atentar que cerca de um quarto deles, encontra-se acometido desta síndrome e isto poderá contagiar os demais.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / This study assessed the role of the Public Service Commission (PSC) in the public service grievance investigations in South Africa, with the intention of finding a feasible approach for constructing and attending to fair and just grievance procedure. This study also sought to investigate the effectiveness of the methods used by the PSC employee grievances with the intention of recommending an appropriate approach in dealing with grievances. The PSC, as a Constitutional oversight body, may be charged with responsibilities to assess if the public service deals with grievances of employees, but fail to assess itself. It is studies like this that mirror how the PSC assesses employee grievances in the public service and whether it succeeds in advancing effectively and effective on that.

This study examines the impact of collective bargaining on the civil service merit system in the State of Oregon. Four topics of current interest are explored. The first is a discussion of the status of collective bargaining and the civil service merit system legislation. The second topic is an analysis of the extent to which the day-to-day administration of public sector personnel functions is determined by the relative influence of collective bargaining agreements and civil service rules. The third is the impact of the collective bargaining model on the integrity of the merit principle. The final topic addressed by this study is the implication of the relationship between collective bargaining and civil service for the effective administration of public sector personnel systems in the future. This research utilized a multiple methods design. The data collection methodology involved two approaches. The first was a document review of state statutes, administrative rules, Employment Relations Board orders, and court decisions applicable to the civil service and collective bargaining. The second approach to data collection employed a written survey designed to solicit the opinion of personnel administrators and others in a position to have an opinion concerning the influence of collective bargaining within their respective jurisdictions. Both qualitative and quantitative methods of data analysis were employed to interpret the data. Qualitative analysis of historical documents yielded descriptive information pertaining to such factors as the proliferation of collective bargaining legislation and the rationale behind such legislation. Quantitative survey data were summarized through the use of descriptive statistics. In addition, qualitative survey data were analyzed using techniques of narrative description and content analysis, which were applied to the open ended survey responses and interview data. A combination of quantitative and qualitative techniques were used in tandem with the expectation that such an approach would contribute to a more thorough investigation of the research question and lead to a better understanding of the impact which collective bargaining legislation may have had on the civil service merit system than would the use of either technique alone.

This essay is the result of a case study. The aim of this study has been to gain an understanding of government employee’s opportunity to be involved in and contribute to the processes tied to organizational development. The case study is based on the perspective of the government employees and their experience and thoughts regarding their opportunity to be a part of the organizational development. The empirical data that was generated by the case study has been analysed with New Public Management and Sense Of Coherence as a theoretical point of view. The case study has shown that government employee’s experience of being a part of the organizational development is very shifting depending on several influencing factors such as political control, governing within the organization and the employee’s own will and capacity to contribute to the organizational development. The case study has also shown the need to adapt the structure and governing of the organisation in order to be able use the full capacity of the government employees connected to organizational development.

This study aims to examine the level of awareness of the values for government employees among academic staff at the University of Halmstad. Universities and colleges in Sweden are part of the government sector, meaning that the values for government employees are mandatory. However due to academic freedom, academic organizations have a particular position and management system compared to other governmental agencies. To fulfil the study's aim, a quantitative approach is used, utilizing a survey to collect data from employees at the University of Halmstad. The theoretical framework used to analyze the data is based on Lennart Lundquist's implementation theory. The result indicates that the level of knowledge among employees at the University of Halmstad is adequate, with a substantial amount of knowledge and a positive attitude towards the values for government employees. Nonetheless, staff lack the capacity to implement the values in some areas.

Thesis (MPH.) -- University of Limpopo, 2021 / The study was conducted in Polokwane sub-district targeting all the employees at Polokwane One-stop Centre. The specific focus was drawn to all permanent Social workers, Community Development workers and Social Auxiliary workers. The aim of the study was to explore barriers influencing employee participation in Employee Health and Wellness Programmes and to describe barriers influencing employee participation in Employee Health and Wellness Programmes. The data was collected through semi-structured face-to-face interview from all employees who are employed by the Department of Social Development, Polokwane Sub-District. The sample consisted of permanent Social workers, community development workers and social auxiliary workers who have more than one year of experience in the department of social development and excluded all employees who were on the internship programme. The researcher used thematic data analysis to analyse the findings of the study. The study concluded that employees were not participating in the EHWP because of limited knowledge of services rendered at the EHW programme, lack of access to EHW services, privacy and confidentiality of service providers and expertise knowledge of those offering the programmes and inadequate support from management. It is recommended that those in leadership should ensure that they disseminate information about EHWP to all employees.

Thesis (MPH.) -- University of Limpopo, 2023 / Background: Employee Wellness Programmes (EWPs) is a comprehensive health initiative which is a strategy to maintain and improve the well-being of employees. EWPs are profoundly helpful in ensuring that the wellbeing of employees is taken care of. The programme can be assessed by the programme developers to ensure that the programme remains responsive to rapidly changing educational and healthcare settings. The evaluation of EWPs has greater potential to influence its utilisation by employees. This study sought to understand and document employee wellness programme utilisation in the Department of Transport and Community Safety. Objectives: To explore and describe employee wellness programme utilisation in the Department of Transport and Community Safety in Limpopo Province. Methods: The study used the qualitative research approach. Participants of the study were full-time employees at the Department of Transport and Community Safety. Data was collected through semi-structured interviews and the sample size was 15 participants which was determined by saturation of data. Data was analysed through Thematic Content Analysis. Results: Lack of wellness programme utilisation among employees and identified cases of chronic illness, insufficient physical activity and those case that are stress related amongst employees which were received at EWP component are associated with lack of understanding for the programme. The study provides a useful qualitative enquiry of employees at Department of Transport and Community Safety about the programme utilisation. Conclusion: Many employees have concluded that Employee Wellness Programmes intent to enhance and maintain the well-being of employees. However, in Department of Transport and Community Safety (DTCS), there is a serious need for strengthening the implementation of EWPs to improve utilisation.

This study examined commitment levels of two groups of employees: core government employees and contract employees who directly supported the Federal Government. The sample included 85 government employees and 131 contract employees. The research identified each group's level of commitment to various work entities. These included: immediate government office, government organization, employer, and occupation. The focus was on affective commitment, i.e., an employee's emotional attachment to, and desire to maintain membership with, a work entity. A measure was also taken for socialization-related learning. The purpose was to determine if there were: (1) differing levels of affective commitment among the immediate government office, government organization, the employer, and the occupation within each group, (2) differences in work entity affective commitment levels between the two groups, (3) differences in levels of socialization-related learning between the two groups (4) relationships between socialization-related learning levels and work entity affective commitment levels for each group, (5) differences in work entity affective commitment levels in relation to certain demographic variables, and (6) relationships between certain demographic variables and work entity affective commitment levels for each group. Findings indicated that both groups of employees did vary in commitment levels to various work entities. Government employees displayed the most commitment to the occupation and least to the immediate office. Contract employees also displayed the most commitment to the occupation but the least to the government organization. Between the two groups, commitment level to the employer differed significantly with contractors displaying a higher level to the employing firm than government employees recorded to the Federal Service. Work entity had a significant effect and a significant employee group-by-work entity interaction was found. Differences in socialization-related learning levels and a relationship between socialization-related learning and work entity affective commitment levels were found for both groups. Several relationships between demographic variables and work entity affective commitment levels were also found for both groups. Formal and informal interventions and work delegation strategies are recommended for organizations involved in employment relationships involving core and contract employees. Areas for future research are also presented. / Ph. D.