This study investigates the role of the higher education sector in capacitating the developmental state in South Africa. This research is motivated by the rising need to assess the role that the South African higher education sector plays in capacitating the developmental state. The research objectives of this study are to describe the environment within which higher education attempts to address the needs of the developmental state and to explain the composition, role, and functions of partnership structures which will address the needs of a developmental state. To achieve the study’s objectives, the qualitative method of research was implemented as it attempts to propose actions to strengthen the intergovernmental relations between the Department of Higher Education and Training and higher education institutions. Pre-determined open-ended interview questions were used to interview representatives of the Department of Higher Education and Training, the University of Pretoria, as well as the University of the Free State with the purpose of discovering what is currently being done in the higher education sector to assist the South African government to achieve the state’s developmental agenda. The study provided explanation of various concepts and terms, including Public Administration, the South African developmental state and agenda, and intergovernmental relations. The study highlights the fact that in South Africa the concept of “developmental state” has a slightly different meaning to that of the internationally accepted on the basis of the “Asian Tigers”. The study contextualises the Public Administration, higher education, and intergovernmental relations. The research explains and describes the South African developmental agenda, external and internal environment of the higher education sector and its policies, as well as the main players in the higher education intergovernmental relations. The main players are the Department of Higher Education and Training, higher education institutions and statutory bodies (the Council on Higher Education and Higher Education South Africa). This research describes current developments in the higher education sector and pertaining to it intergovernmental relations, based on the views and opinions of the representatives from the DHET, UP, and the UFS, as well as policy documents and strategic plans. This study shows that currently there is a framework for intergovernmental relations in the higher education sector. However the framework is not effective and efficient for the sector to assist the South African government in meeting the developmental agenda. This research suggests restructuring current intergovernmental relations structure in the sector, as well as including more role players, such as the Department of Trade and Industry (the DTI), Department of Science and Technology, the National Research Foundation (NRF), the National Planning Commission, the Department of Monitoring and Evaluation, the Evaluation and the Economic Development Department (EDD), private and public sectors as well as the community. Copyright / Dissertation (MAdmin)--University of Pretoria, 2013. / School of Public Management and Administration (SPMA) / unrestricted

Yes / Human Resource Directorate

M. Tech. (Business Administration, Faculty of Management Sciences), Vaal University of Technology / Administrative staff members are important human capital in higher education because they perform diverse duties that are essential to the day-to-day operations of universities. As a result, their job satisfaction and organisational commitment are imperative to universities. However, there is a paucity of research focusing on the job satisfaction and organisational commitment of administrative staff members in the South African higher education sector. The primary objective of this study was to investigate the effect of overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment among 383 administrative staff members. Descriptive statistics was used to determine the levels of both job satisfaction and organisational commitment, results of which were significant, revealing that the administrative staff members were satisfied and committed to the university. Statistics using Spearman’s rho correlation analysis showed that there was a significantly strong correlation between job satisfaction and affective commitment; and significantly moderate correlations between job satisfaction and moral imperative and indebted obligation. However, weak correlations were found between job satisfaction and continuance commitment. Regression analysis revealed that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. The findings suggest that managers at the university could enhance the commitment of the administrative staff members by increasing the levels of job satisfaction. The levels of job satisfaction of the administrative staff members at the university could be enhanced through job design, career advancement opportunities and the introduction of fair and transparent policies and rules. Organisational commitment could be improved through the provision of job security, equitable salaries and conducive working conditions.

Yes / This study adopted a mixed methods approach, with the quantitative element forming the core component and the qualitative dimension assuming the supplementary component to assess Job Satisfaction (JS)and Organisational Commitment (OC) as mediators in the relationship between Spirit at Work (SAW) and Organisational Citizenship Behaviour(OCB) within the Australian higher education sector. It is expected that by 2025, job satisfaction and burnout will cause large numbers of academic staff to leave Australian universities. Regression and structural equation modelling analysed the study’s quantitative data. NVivo was used to analyse qualitative data. The findings illustrate that SAW significantly affects OCB, JS and OC. Most notably, the results indicate no significant differences between the permanent and casual staff’s level of SAW and none between their JS, OC and OCB levels. This finding contradicts previous research. The overall findings in this article further highlight necessary changes to Australian universities’ current management and leadership approaches to create more satisfied and committed employees.