Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

No description available.

Thesis (M.A.)--Brock University, 2007. / Includes bibliographical references (leaves [61]-77).

Thesis (M.S.)--Boston University

Thesis (M.S)--Boston University.

Job satisfaction is one of the methods used to establish and maintain a healthy organisational structure. It has been frequently investigated in studies that deal with organisational strategies because of its potential impact on work attitudes such as job performance, productivity and organisational commitment. Although researchers have identified many factors that relate to job satisfaction, the majority of these factors can be grouped into two broad categories: (a) personal factors, and (b) environmental factors. Although personal and environmental factors are utilised as distinctly competing models of job satisfaction, researchers argue that the work environment is a better predictor of job satisfaction. Most, if not all, scales used to measure job satisfaction have been developed in Western countries. The aim of this study is to identify the determinants of job satisfaction in one of the largest public sector organisations in the United Arab Emirates, namely, the Dubai Police Force (DPF), and then, to develop a model of job satisfaction linking antecedents and consequences to job satisfaction. The police, like any other public sector organisation, needs to develop and maintain a strong relationship with its human resources in order to effectively perform crime fighting and service provider roles. The issue of job satisfaction, particularly amongst Middle East police force employees, has received only limited research attention. Although some studies have tried to identify the indicators of job satisfaction among police employees, empirical findings on those indicators have generally been sparse and inconclusive. The study employed a mixed method approach to meet its aims and to increase the reliability and validity of the results. The research strategy adopted involved sequential procedures. A qualitative study was conducted first to explore the research issue and to provide in-depth evidence for the research objectives (stage one). The results from the qualitative study were used to develop a scale. The quantitative study was carried out to explore the determinants of job satisfaction among the DPF employees (stage two). Five separate data collections (in-depth interviews, focus group, expert panel, pilot testing, and survey-DPF employees) were conducted, involving a total of 1,075 respondents. The results of this study support the conclusions of previous research that the work environment is a better predictor of job satisfaction than individual demographic variables and that personal factors are of little value to understanding job satisfaction. The results show that 47% of the variance in job satisfaction scores can be explained by eleven environmental and four personal variables (in order of importance): salary and incentives, nature of the work, public perception, organisational policy and strategy, relationships with co-workers, supervision, promotion opportunity, performance appraisal, professional development, communication, job stress, nationality, sex, shift work and public contact. Accordingly, several policy implications of the findings and recommendations for future research are discussed.

The movement of nursing professionals from the public sector to the private sector, and from the private sector to foreign countries severely impact on the ability of developing countries to meet their domestic health care needs. In South Africa, the public health care system is facing serious human resource constraints, due to this migration. There simply aren’t enough experienced nurses to manage the escalating health care service consumption caused by factors such as population growth, increased burden of disease, the HIV/AIDS pandemic and decreased training of nursing personnel. A staggering 37 801 doctor and nurse posts are vacant in public hospitals and clinics (Kahn, 2008). Unless improved human resource management strategies are implemented urgently, the migration of health care workers from especially public service health institutions in South Africa will seriously hamper implementation of the stated health care reform strategy. This study investigates the reasons why South African nurses are leaving the public and private health sector, or their profession, or even the country as a whole. Based on the results of a survey of 67 nurses in the private and public health sectors in the northern Kwazulu Natal area, the study found that unfavorable working conditions together with low levels of job satisfaction caused by perceived reasons such as insufficient salaries, limited career advancement, ineffective management, excessive workload and safety concerns led to this state of job satisfaction. Most of the drivers responsible for this exodus can be attributed to the real or perceived deterioration in socio-political factors. The recommendations for the health care sector in South Africa are; • Review nurses salaries annually – not only during restructuring or crisis situations. • Ensure that nurse’s remuneration packages are competitive with those of similar professions. • Pay nurses incentives for working unsocial hours. • Pay nurses bonuses for acquiring additional qualifications. • Pay nurses who work late shifts additional allowances. • Train nursing managers. • Provide training and education opportunities for nursing staff. • Respect should be shown by managers, physicians and colleagues. • Improve the workplace environment and working conditions of nursing staff. • Improve overall morale by rewarding excellence and treating nurses with respect and dignity.

In this thesis, I present three studies that add to the literature on job satisfaction in Great Britain. In the first study, I use data from the British 2004 Workplace Employee Relations Survey (WERS) to examine the relationship between job related training and job satisfaction. I use a random effects ordinal regression model that exploits the matching of workplace information to employee information to control for unobserved heterogeneity at the workplace level. Using this technique, I find clear evidence that job related training is positively associated with all the dimensions of job satisfaction considered. I also find evidence that that the impact of training on workers' satisfaction varies for different groups of workers and depends on the amount of training individuals have relative to colleagues in the same workplace In the second study, I also make use of the 2004 WERS data, including the new financial performance questionnaire, to examine the relationship between job satisfaction and workplace performance. I find that average job satisfaction is positively associated with subjective assessments of financial performance and labour productivity and that these associations are statistically significant at conventional test levels. I find that measures of job satisfaction are negatively related to rates of absenteeism and voluntary employee turnover. I also find that job satisfaction is positively related to gross value added per full-time equivalent employee but this association is not statistically significant when measures of absenteeism and voluntary employee turnover are included in the model as explanatory variables. Finally, I find no statistically significant relationship between measures of satisfaction and profitability. In the third study, I use the first six waves of the Welsh boosts to the British Household Panel Survey to explain the determinants of overall job satisfaction and four facets of job satisfaction in Wales. My results show that low-paid workers in Wales do not report lower job satisfaction than their higher paid counterparts. Moreover, I find that despite there being disproportionately more low-paid workers in Wales than in either England or Scotland, job satisfaction is higher in Wales than in the other countries.

Magister Pharmaceuticae - MPharm / For the study the Keirsey Bates Temperament Sorter was completed by 602 pharmacy students during their study period at the University of the Western Cape. The results showed that the pharmacy students had a tendency towards the Extraversion, Sensing, Feeling and Judging Personality Type Preferences. Personality Temperaments of the pharmacy students were also compared with the general population and it was found that there were statistically significant more students with the SJ Personality Temperaments and statistically significant less students with the SP Personality Temperaments in the pharmacy population than in the general population. This study very clearly points out the value of using the Keirsey Bates Temperament Sorter as an aid, not only in guiding the student in the process of career choice, but also facilitating the placing of the newly qualified pharmacist in his or her choice of practice setting. / South Africa

Magister Commercii - MCom / Numerous studies have evaluated occupational stress and job satisfaction of teachers in South Africa (Jackson & Rothmann, 2006; Olivier & Venter, 2003; Steyn & Kamper, 2006; Rothmann & Coetzee, 2006; Schulze & Steyn, 2007; Van Tonder & Williams, 2009). Teachers in the Western Cape, like their counterparts in the rest of the country, face issues of transformation and uncertainty in the environment (Muller, 2008). In addition to stress which arise from the work itself, studies have indicated that lower job satisfaction leads to high staff turnover and less new entries into the profession (Steyn & Kamper, 2006).Stress causes both physiological and psychological damage (McKenna, 2006). Stress can drive individual performance but severe stress lowers coping resources of staff and reduces work performance and overall job satisfaction (Stranks, 2006). Kauer (2011) showed that when teachers are dissatisfied with their work they are more likely to experience occupational stress. Staff who are frustrated in their work or have unsatisfied needs experience increased tension leading to lower work motivation (Robbins & DeCenzo, 2007). If stress levels are known it may be isolated and coping mechanisms may be developed to motivate teachers and create a healthy work environment (Arnold, 2005). It has been found that job stress and the lack of job satisfaction are associated with physical illness amongst teachers (Peltzer, 2009). Strategies to reduce occupational stress, techniques to build resistance to it and methods to alter the appraisal of workplace stressors may serve to enhance the job satisfaction of teachers. It has been found that occupational stress in teaching is of severe proportions (Zurlo, Pes & Cooper, 2007) and that satisfaction in teaching is determined by the extent to which teachers are satisfied with certain job satisfaction determinants within their work environment (Andersen, 2011, Olulube, 2006, Weiqi, 2006, Drukpa, 2010). Monyatsi (2012), Yahaya and Husain (2011), Hanif, Tariq and Nadeem (2011), Klassen and Chiu (2010), Kauts and Saroj (2010) and Ngimbudzi (2009) found that biographical variables such as gender and tenure impact on the levels of job satisfaction reported by teachers.The aim of this study is to investigate the relationship between occupational stress and job satisfaction of teachers in the North Metropole district in the Western Cape, to explore the factors that may contribute to these respective variables and to recommend ways to improve and enhance the delivery of quality education in the Western Cape. A non-probability sampling method in the form of convenience sampling was used to collect the sample. The sample comprised of 118 participants who were from seven schools in a particular geographically defined area within the North Metrolole district of the Western Cape. Primary data was collected by means of a self-developed biographical questionnaire. The Occupational Stress Scale was administered to measure occupational stress and the Job Satisfaction Survey was used to measure job satisfaction in teachers. Both instruments have been proven reliable and valid. The data was analyzed in terms of descriptive statistics (namely the mean, standard deviation, frequencies and percentages) as well as inferential statistics (namely the Pearson Product Moment, and the T-Test).