The study of human labour and its social organisation is central to our understanding of the development of human work and satisfaction. Within the developing parts of the world in the Twenty First century the question of organising work in order to facilitate growth and development is of great importance. Middle income economies, such as Pakistan, future lies with satisfying both the demands created by the basic needs of a large and growing unskilled urbanising population and the higher level needs generated by a small, yet growing, educated and skilled workforce. The current study briefly examine our understanding of work and the social organisation of employment within the critical literatures on Labour Process Theory, Well-Being and Motivation in order to contrast them with the literature within Human Resource Management. In doing so it seeks to both contextualise the discussion of work within a historical framework and develop an understanding of the role of motivation theories for job satisfaction. This thesis seeks to fill a gap in the literature by investigating a wider study of antecedents and the consequence for job satisfaction focussing specifically upon the academic staff of public and private sectors universities in Punjab, Pakistan. In particular, Herzberg’s two-factor theory and Meyer and Allen’s affective commitment models provide useful insights and observations in their relationship with job satisfaction. This thesis is using a questionnaire to examine the antecedents (organizational commitment and organizational culture) and consequences of job satisfaction (intention to leave and intention to stay). The prepared population comprised of 6,327 academic staff containing Lecturers, Assistant Professors, Associate Professors and Professors. A simple random sampling design was used to obtain 310 academic staff and usable questionnaires were obtained from 299 academic staff, 96.45% of the total sample size. The statistical techniques; Cronbach’s Alpha, Confirmatory Factor Analysis (CFA) and Structure Equation Modelling (SEM), Spearman’s rho Correlation, Analysis of Variance Analysis (ANOVA) and Independent sample T-Test were applied to test a range of hypotheses in the current research, utilizing the soft-ware packages ‘Statistical Packages for Social Sciences’ (SPSS) and ‘Analysis of a Moment Structures’ (AMOS) version 17 and 18, respectively. The key findings of the SEM suggested thought-provoking results that are missing in the existing literature, such as there was a moderate, statistically significant positive relationships between affective commitment, supportiveness and competiveness with motivator factors. Work motivation was positively correlated with motivator factors and negatively with hygiene factors. Moreover, the hygiene factors were negatively correlated with intention to leave. There was very strong, positive relationships between motivator and hygiene factors with job satisfaction as compared to affective commitment. Furthermore, organizational commitment, organizational culture and work motivation are shown to be antecedents of job satisfaction and positively correlated with it. In addition, job satisfaction was a determinant of the intention to leave and negatively correlated with it. In general approximately 1% of the academicians out of 299 were overall dissatisfied, 49% were neutral and remaining 50% were satisfied with their jobs. The findings suggested that demographic characteristics revealed mixed results in terms of job satisfaction. The academic staff involved in research activities were comparatively more satisfied with their jobs than their counterparts. The results lead to a number of important policy implications and also develop our theoretical understanding for the quantification of job satisfaction.

The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Abstract Much warranted attention over the past few decades has been devoted to the problem of retaining women faculty in academe, particularly in areas where they poorly represented such as in science, technology, engineering, and mathematics (STEM) fields. This study uses descriptive statistics and structural equation modeling techniques to test an existing model of general faculty departure intentions (Zhou & Volkwein, 2004) on three samples of faculty (a) women faculty, (b) women faculty in STEM, and (c) women faculty in non-STEM fields. Findings revealed that although several significant pathways to intention to leave for women faculty in STEM and in non-STEM fields were identified, the tested model is not an overall good fit of the data for any of the three samples, implying the need for new models of faculty departure intentions specifically for women in STEM and non-STEM disciplines. Implications for practice, theory, and future research are discussed.

The purpose of this study is to, based on the structure questionnaire, explore the relationships between the role, role stress, social support, organizational commitment and intention to leave of clinical nursing faculty. The study population was composed of the full-time clinical nursing faculty obtained from two universities of technology, three colleges of technology, and two institutes of technology located in the middle and southern part of Taiwan. 173 completed and qualified questionnaires were received. This yielded a response rate of 70.6%. The measuring instruments deployed in this study were the scale of role clinical nursing faculty, the scale of role stress, the scale of social support, the scale of organizational commitment. The Cronbach's Alpha reliabilities, according to orders, are .923, .862, .882, .767. The analytical implement in this study consisted of factor analysis, reliability analysis, descriptive statistics, independent t test, one way ANOVA, Pearson product-moment correlation coefficient, multiple regression, and logistic regression analysis. The results indicated: the role stress and organizational commitment of clinical nursing faculty were significantly influenced by partial demographic variables. The more important the role of researcher or patient care provider was considered, the less role stress clinical nursing faculty would perceive. Role stress demonstrated negative influences to organizational commitment in the direction predicted explaining 24.4% of the variances. Social support was able to reduce role stress, enforce organizational commitment, and mitigate the negative effects to organizational commitment entailed by role stress. Among all kinds of social support, school support boasted the most powerful buffer effect. The critical factor of intention to leave was the affection commitment, which was found to be 91% correctly classified. According to this research, in terms of clinical nursing faculty, we suggest: 1. Improve the professional and research ability of clinical nursing faculty. 2. Improve the clinical nursing faculty's ability to take care of patients. In terms of schools: 1. Make plans to initiate curriculums aiming to improve the teaching ability of clinical nursing faculty. 2. Bring in knowledge management as a link between clinical teaching and in-class teaching. 3. Invent strategies to cultivate the human resources of clinical nursing faculty. 4. Construct full-fledged systems for advanced study. 5. School should enhance the supports toward clinical nursing faculty. 6. Construct supportive network among clinical nursing faculty. In terms of the clinical practice unit: 1. Arrange clinical nurses to assist clinical teachings. 2. Assist clinical nursing faculty to get familiar with the environment.

This research looks at the effects of changes in various kinds of motivation for further study on increases in human capital. On the basis of planned behavior theory, it also examines how both motivation for further study and human capital influence an employee's intention to leave his job. Finally, it also discusses the moderating effects of external labor market opportunity and organization retention practices on the relationship between human capital and intention to leave. At Stage 1 of this longitudinal study 1721 questionnaires were sent out and 1004 valid returns were received. At Stage 2, six months later, a further questionnaire was sent out to the original respondents and 603 valid returns were received. The results show that different motivations for further study have significant and varied effects on increases in human capital. They also show that employees choose to transfer to another unit in order to take advantage of their increased human capital while their organization tries hard to retain them. Where external labor market opportunity is high, employees with increased human capital opt to leave their current organization.

Globally, employees are experiencing extensive change in the workplace. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and imply that rationalising of jobs is inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs and seek alternative employment. This increases their intention to leave (Iyo & Brotheridge, 2004). The researcher is interested in determining how satisfied employees are with their life in general, in their jobs, and whether the constructs at hand can lead to an intention to leave. This is information that an organisation might value due to high turnover costs. Employability and autonomy are linked to the above concepts. With reference to the above formulation of the problem statement, the general objective of this research is to determine the relationship between the psychological contract, employability, autonomy, job satisfaction, life satisfaction and the intention to leave of security employees in the Vaal Triangle. The primary objective of this research is to determine the relationship between the psychological contract, employability, autonomy, job satisfaction, life satisfaction and the intention to leave of security employees in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations), a biographical questionnaire, employability questionnaire, autonomy questionnaire, job satisfaction, life satisfaction and intention to leave questionnaires. The research method for each of the two articles consists of a brief literature review and an empirical study. An exploratory factor analysis, as well as Cronbach alpha coefficients, was computed to access the reliability. Validity of the different product moment correlation coefficients and regression analysis were used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations, employee obligations and the psychological contract), the individual characteristics, employability, autonomy, job satisfaction, life satisfaction and intention to leave. Conclusions are made, limitations of the current research are discussed and recommendations for future research and the organisation are put forward. / MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012

Contemporary South African higher education institutions have undergone many drastic changes in recent years with regard to the demographic composition of students and organisational structures. Huge demands in terms of transformation have been placed on these institutions while they have simultaneously been transforming from former Technikons to Universities of Technology. This causes staff to be faced with major changes which affect all aspects of the institution. The objective of this research was to investigate whether role overload, job satisfaction and locus of control could be used to predict turnover intention of employees in a higher education institution. Further objectives included empirically determining whether locus of control had a mediating effect between role overload, job satisfaction and turnover intention. A cross-sectional survey design was used and an availability sample was taken from a South African higher education institution («=210). Five measuring instruments were administered as part of a larger questionnaire. Descriptive statistics were used to analyse the data and a series of regressions was used to test for the hypothesised mediating effect. The reliability coefficients obtained for the scales indicated that the Cronbach Alpha coefficients for qualitative role overload, job satisfaction and turnover intention were acceptable; however, those for quantitative role overload and locus of control were below the recommended cut-off mark. The results showed that there was a strong relationship between the dimensions of overload, indicating that the feeling of having too much to do in the time available is accompanied by the feeling that individuals do not have the skills to complete their required tasks. Furthermore, it was found that if employees feel that they have too much to do and that they do not possess the skills to complete tasks, they will be dissatisfied with their jobs. Both quantitative and qualitative role overload contributed to the participant's thoughts of leaving the institution and it was concluded that a satisfied employee is less likely to think of leaving the organisation. Locus of control had minimal relationships with quantitative and qualitative role overload, as well as with turnover intention. Locus of control was, however, found to be related to job satisfaction. Locus of control was found to be a poor predictor of turnover intention and did not mediate the relationship between role overload and job satisfaction on the one hand, and turnover intention on the other. It was concluded that job satisfaction was the strongest predictor of turnover intention. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.