No abstract available.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Attracting and retaining employees has emerged as one of the most important issues currently challenging organizations worldwide, and in the rural setting it has become a genuine concern for public and private sectors. Longstanding research into turnover has historically been rather piecemeal, for example attrition and retention research has focused on employment conditions such as pay or supervision (Richards et al. 1994; Dinham & Scott 1996; Dodd-McCue and Wright 1996; Rahim 1996; Scott et al. 1998; Cheney et al. 2004; Robinson & Pillemer 2007; Gow et al 2008; Newton 2008) or personal factors such as personality (Deary, Watson & Hogston 2003; Bakker 2006). This research study adopted a multi-focus or ecological perspective and provided a holistic understanding of employee turnover, something that has been lacking from much of the previous literature. This thesis evaluated turnover intentions and behaviours, through investigating personal, work and community variables with a group of rural public service employees in Charleville, South West Queensland, Australia. The purpose of this study was to examine the factors that influenced a rural government workers decision to stay in or leave their job, and could these predict turnover. It has implications for organizations and workforce management in rural settings but some parts may be applied to the urban context.Eighty-nine workers from 12 state government departments were studied in 2003 and 2004. Eight variables were researched including professional, personal and community factors, job satisfaction, stress, social support, organizational commitment, intent to remain and actual turnover behaviour. The research methods used were surveys, interviews and observations. A descriptive picture of the sample was formed using some of the data in the survey. The rest of the survey data was analysed using regression analysis. This information was then used as the basis for the interviews. This data along with the observation data were analysed qualitatively.The two main hypotheses for this study were, 1) personal, professional and community variables influence employee turnover, and 2) that it was possible to predict turnover from these three variables. Consequently, the primary research questions were ‘can we explain employee turnover intentions and behaviours by evaluating personal, professional and community variables?’ and ‘Can these factors be used to predict turnover?’ The results of this study support both hypotheses. It was found that personal, professional and community factors did influence rural government worker turnover; and that turnover can be predicted. Furthermore, that intent can be used as a predictor of turnover. It argues that employee turnover is a complex process involving personal, professional, community, stress, job satisfaction, social support, commitment and intent variables. This study identifies the factors that influence actual and intended rural government employee turnover and gives organizations a platform for operationalizing effective retention programs.

Thesis (Ph.D.)--Mississippi State University. Department of Political Science and Public Administration. / Title from title screen. Includes bibliographical references.

Thesis (MPhil)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: This research reports on the phenomenon of preventable staff loss (human capital) in a South-African government department. The research covered an analysis of biographical, occupational types and duration of job tenure data of 500 former employees who resigned over a ten-year period. Of these employees, 72 participated in a quantitative survey designed to test opinions around aspects such as career management, retention efforts and the resignation decision. Another 9 participated in telephone interviews. The evolution of organizational theory over the last few centuries and the recent emergence of organizational systems theory are used as basis for, on the one hand, describing government departments in general as the type of organization under discussion and on the other to identify themes that point to possible avenues for diagnosis of the phenomenon. Recent trends and technological developments leading to increasing scarcity and fluidity of the labour market are highlighted against the growing importance of the value of human capital and institutional knowledge as key components of achieving organizational goals. The effects of South-African political developments after 1990 on talent management in general, and enterprise systems in particular, are covered. The optimal implementation of talent management (as a component of organization-wide knowledge management strategies) is proposed as a possible solution. / AFRIKAANSE OPSOMMING: Hierdie navorsing doen verslag oor die verskynsel van voorkombare personeelverlies (Menslike kapitaal) in ‘n Suid-Afrikaanse staatsdepartement. Die navorsing sluit ‘n analise van biografiese, beroepstipe en lengte van diens van 500 voormalige werknemers wat oor ‘n tien jaar periode bedank het, in. Van hierdie werknemers het 72 deelgeneem aan ‘n kwantitatiewe vraelys wat ontwerp is om opinies rondom aspekte soos loopbaanbeplanning, pogings om personeel te behou, en die bedankingsbesluit te toets. ‘n Verdere nege het deelgeneem aan telefoniese onderhoude. Die evolusie van organisasieteorie oor die afgelope paar eeue en die onlange opkoms van organisatoriese sisteemteorie is as basis gebruik om eendersyds staatsdepartemente as organisasietipe in die algemeen te bespreek en andersyds sekere temas te identifiseer wat rigtinggewend kan wees in pogings tot diagnose en verdere ondersoek van die verskynsel. Onlangse neigings en tegnologiese ontwikkelinge wat lei tot toenemende vloeibaarheid en skaarsheid in die arbeidsmark word beklemtoon teen die groeiende belangrikheid van die waarde van menslike kapitaal en institutionele kennis as sleutelkonsepte in die bereiking van organisatoriese doelwitte. Die gevolge van Suid-Afrikaanse politieke ontwikkelinge na 1990 op die bestuur van talent oor die algemeen, asook die benutting van ondernemingstelsels (enterprise systems) in die besonder, word aangespreek. Die optimale implementering van talentbestuur as onderafdeling van organisasie-wye strategieë vir kennisbestuur word voorgehou as ‘n moontlike oplossing.

Thesis (MBA) -- University of Limpopo, 2022 / The purpose of this study was to investigate challenges faced by Supply Chain Management (SCM) officials in the implementation of the procurement process at the Limpopo Department of Agriculture and Rural Development in Sekhukhune and Capricorn District as per the approval by TREC. The researcher requested the Head of Department for the Limpopo Department of Agriculture and Rural Development to grant approval to conduct the study at Sekhukhune and Capricorn Districts. The Head of Department delegated the Departmental Research Committee to attend to the researcher’s request. The Departmental Research Committee advised the researcher and granted approval to conduct the study at Waterberg, Mopani and Vhembe District offices, since the researcher is working at Sekhukhune District sharing the same complex with Capricorn District office. A qualitative research method was used to collect data which was collected using structured interview questions. Participants in the study were officials working at Waterberg and Vhembe District. The researcher was unable to conduct research at Mopani District due to the unavailability of the participants. The findings revealed that SCM officials are not adequately trained but are still expected to deliver service efficiently and effectively. The study further revealed that there is a shortage of staff and SCM officials are struggling to deliver because of IT Infrastructure network problems. It was concluded that SCM Practitioners are facing some challenges in the implementation of the procurement process at Limpopo Department of Agriculture and Rural Development in Waterberg and Vhembe District offices. The respondents indicated that there is a shortage of staff and also that posts which are vacant are not given priority. In addition, the IT Infrastructure Network problem was a big challenge to SCM Practitioners since they are without network most of the time while their systems require daily network access. The research indicated that officials are not well trained and that there is lack of communication between the districts and Head office. It is recommended that vacant posts be filled immediately after the post becomes vacant and that the Department should develop a communication tool which will be circulated to all SCM officials. Management at head office is advised to arrange iv monthlymeetingsanda SCM forum inviting all SCM officials starting from the lower level upwards to address challenges and update each other about the new developments within the Unit. It is recommended that the Department of Agriculture and Rural Development introduce intensive Training programmes within the Department to ensure that SCM Practitioners remain well informed. It is also recommended that the Department of Agriculture and Rural Development make a concerted effort to train top management in order to solicit their full support to the districts. It is recommended that the Department develops its SCM policy. The Department is advised to install Wi-Fi to officials working for the Limpopo Department of Agriculture and Rural Development at all five Districts in order to promote effective and efficient service delivery. It is recommended that the Department should allocate all necessary Logis training to SCM officials before they get access to the system. The Department needs to work with Provincial Treasury on the allocation of the items which need to be procured e.g seed and seedling in order to speed up service delivery. It is recommended to the Department to appoint well qualified and experienced SCM officials to fill vacant posts, to offer training to officials who are already within the Unit and provide Bursaries to SCM officials to acquire long-term qualifications such as Diplomas and Degrees.

A municipal government’s worksite exercise program was evaluated to determine its effect upon health care costs and employee absenteeism. Thirty-two employees who had participated for four and one-half years were compared to 32 nonparticipating employees. Results of this evaluation indicated that participants were significantly more often female, younger, higher paid, and in higher job classifications. No significant differences in smoking status and marital status were observed between groups. Results also revealed that participants did not use significantly fewer sick hours or health care dollars as compared to nonparticipants. However, after an initial increase in both variables the year after the program began, reductions were seen for participants in the following years. An evaluation of data prior to installation of the program showed that those joining the exercise program were not already using significantly fewer health care dollars or sick days than nonparticipants. Focus groups conducted with nonparticipants disclosed that most employees know exercise is beneficial; however, nonparticipation was largely due to a lack of time to exercise. Findings of this research suggest that health care costs and absenteeism can be reduced over time by implementing worksite exercise programs. Worksite exercise programs need to be marketed toward older, male, lower paid workers in lower job classifications since these groups tend to not join as readily as workers who are younger, female, and higher paid. / Master of Science

Summaries in English and Afrikaans / Text in Afrikaans / Staatsamptenare val sedert 1993 onder arbeidswetgewing wat vir kollektiewe bedingingsregte voorsiening maak. Wat laasgenoemde regte aanbetref word, in ooreenstemming met intemasionale reg, betoog dat die regte van staatsamptenare meer beperk kan word as wat die geval in die privaatsektor is. Ten spyte van argumente tot die teendeel word aangevoer dat staatsamptenare 'n noodsaaklike <liens aan die bree gemeenskap lewer wat veral met betrekking tot die herontwikkeling en opbou van Suid-Afrika 'n belangrike sosioekonomiese bydrae te lewer het. Die afwesigheid van die tradisionele onderskeid tussen kapitaal en arbeid, werkplekf arums, ·sow el as onbeperkte organiseringsregte sal produktiwiteit in die openbare sektor belnvloed. Werkersdeelname in besluitneming in die openbare sektor kan verwesenlik word sander om die omvangryke kollektiewe bedingingsregte soos vervat in die Wet op Arbeidsverhoudinge, 66 van 1995 aan staatsamptenare te verleen. / Public servants have fallen under labour legislation that provides for collective bargaining rights since 1993. It is argued that these rights of public servants, in accordance with international law, may be limited to a greater extent than those of employees in the private sector. Despite arguments to the contrary the opinion is held that public servants deliver an important, essential service to the broader public especially when it comes to their socio-economic contribution to the redevelopment of South Africa. The absence of the traditional difference between capital and labour, workplace forums, as well as unlimited organisational rights will have an influence on productivity in the public sector. Workers participation in decision making can be realised without granting public servants the extensive collective bargaining rights as contained in the Labour Relations Act, 66 of 1995. / Law / L.L.M.

This thesis is composed of three distinct but related essays. The first essay studies the role of the size of the economy in mitigating the impact of public sector corruption on economic development. The analysis is based on a dynamic general equilibrium model in which growth occurs endogenously through the invention and manufacture of new intermediate goods that are used in the production of output. Potential innovators decide to enter the market considering the fraction of future profits that may be lost to corruption. We find that depending on the number of times bribes are demanded, the size of the economy may be an important factor in determining the effects of corruption on innovation and economic growth. The second essay presents an occupational choice model in which a household can choose either formal or informal entrepreneurship or at the subsistence livelihood. Credit market constraints and initial wealth conditions (bequest) determine an agent's occupational choice. Corruption arises when bureaucrats exchange investment permits for bribes. Corruption worsens credit market constraints. Equilibrium with corruption is characterised by an increase (decrease) in informal (formal) entrepreneurship and a decrease in formal entrepreneurship wealth. Since corruption-induced credit constrained households choose informal entrepreneurship as opposed to subsistence livelihood income in the formal sector, the informal economy is shown to mitigate the extent of income inequality. The third essay explains the role of bureaucratic corruption in undermining public service delivery, public finance, and economic development through incentivising tax evasion. The analysis is based on a dynamic general equilibrium model in which a taxable household observes the quality of public services and decides whether or not to fulfil his tax obligation. Bureaucratic corruption compromises the quality of public services such that a taxable household develops incentives to evade tax payment. We show that corruption-induced tax evasion increases the likelihood of a budget deficit, renders tax payable increase counter-productive, and aggravates the negative effect of bureaucratic corruption on economic development.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era for South Africans in all spheres of society. The new democratic Government of the Republic of South Africa faced numerous challenges, including the transformation of the South African Public Service into a non-discriminatory organisation for both citizens and employees. The pre-1994 South African Public Service functioned as a centralised driven system that negatively discriminated against non-white employees in terms of financial rewards resulting in salary differences between white and non-white employees. The promulgation of the new legislative framework of deconcentration had resulted in the centralised driven South African Public Service system becoming obsolete as it was incompatible with the democratic Government’s vision. The transformation of the South African Public Service was supported through legislation and various directives simultaneously focusing on service delivery improvement as well as implementing new internal systems to address discriminatory practices. The implementation of the EQUATE job evaluation programme within the new legislative framework of deconcentration marked the beginning of a new era of grading post in the Public Service. It had brought an end to the unfair salary differentiation in the Public Service. To render public services effectively and efficiently is a legislative requirement. Political and administrative leaders are responsible for ensuring that both external and internal services are rendered optimally through improvement interventions. In the Provincial Government of the Western Cape (PGWC), the Department of the Premier renders a job evaluation service to all provincial departments to ensure internal consistency in terms of grading of posts. The purpose of this study is to evaluate the current process of evaluating posts in the PGWC and subsequently to formulate recommendations to improve the process. The study concludes with a set of recommendations which include amongst others the following: • The devolvement of the job evaluation function to the provincial departments enabling them to conduct their own departmental job evaluations. • The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments be considered. • It is the responsibility of the Directorate Organisation Development Interventions in the Department of the Premier to co-ordinate the job evaluation process in the Provincial Government of the Western Cape. / AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie. Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel die verbetering van dienslewering aan burgers as die implementering van nuwe interne sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring aan die onregverdige besoldigingsvlakke in die Staatsdiens. Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste. Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme van posgradering te verseker. Die oogmerk van die studie is om die huidige posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die volgende insluit: • Die afwenteling van die posevalueringsfunksie na elke provinsiale departement; sodat elke departement self verantwoordelik is vir departementele posevaluering. • Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement. • Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale departemente oorweeg word. • Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies in die Departement van die Premier vir die koördinering van die posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.