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Globally, workplace bullying is a growing phenomenon which affects millions of employees. It is characterised by frequency of incidence, duration and reaction on the side of both the perpetrator and victim, ultimately caused by power struggles in ineffective working environments. The impact on both the Company and employee is significant and there is a negative impact on the employment relationship. It may lead to reduced performance and productivity, individual health problems, impact on job satisfaction and foster intentions to quit. The primary objective of this research was to determine the prevalence of workplace bullying in a South African Information Technology (IT) company, and determine the impact of this construct on job satisfaction and intention to quit. A cross-sectional survey design was used. The constructs were measured by means of a biographical questionnaire, the Negative Acts Questionnaire Revised, a Job Satisfaction Questionnaire and an Intention to Quit Questionnaire. Cronbach’s Alpha coefficients were used to assess the validity and reliability of the measuring instruments. The phi-coefficient was used to determine effect size and power of the chi-square tests for independence (Aron, Elliot, & Aaron, 2011). The research method for the articles consisted of a literature review and an empirical study. The statistical analysis was carried out using the SPSS 20.0 programme (SPSS 2012). Article 1 focuses on the prevalence and measurement of workplace bullying in an IT company. Descriptive statistics (frequencies) and cross tabulations were used to describe the data. Significant relations were found in constructs within the negative acts, and also between the negative acts and biographical information. Article 2 focuses on the relation between workplace bullying, job satisfaction and the intention to quit in an IT company. Descriptive statistics (frequencies, means, standard deviations, skewness and kurtosis) were determined to describe the data, principal component analysis was used and an Oblimin rotation was performed to determine the constructs for analysis. Pearson’s correlation coefficients and multiple regression analysis were used to determine the relationship between these constructs. Significant relations and difference are found between the various individual constructs and the scores of the negatives acts, job satisfaction and intention to quit. Conclusions are made for the current research, limitations discussed and recommendations for future research are put forward. / Thesis (MCom (Labour relations management))--North-West University, Vaal Triangle Campus, 2013

While innovation, individualisation, human rights and quality of life are acknowledged and valued by modern society, changes in the workplace such as a focus on efficiency, globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a workforce. A better understanding ofthese forces, as well as understanding the deeper needs of employees in organisations, should be pursued in order to optimise the workplace. South Africa is currently experiencing a skills shortage while the unemployment figures are well above 40 percent. As it is often said, the distinguishing economic resource in the twenty-first century is not commodities, but the human resource that organisations need to attract, develop and motivate in order to retain the correct type of employees. An approach is needed where both positive outcomes for the individual worker and the organisation may be achieved, including organisational performance, effective management of change, greater employee engagement and commitment, and effective talent management. Thus, the objective of this study was to identify any relationship that might exist between psychological empowerment, job satisfaction and work engagement and to determine whether psychological empowerment may predict job satisfaction and work engagement. A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N = 153) employees participated in the study in a surface coatings manufacturing organisation in Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale (JSQ), and the Utrecht Work Engagement Scale (UWES) were used. The results indicated that a statistically significant positive correlation between intrinsic motivation and work engagement (practically significant, medium effect) and meaning, correlated positively (practically significant, medium effect) with intrinsic motivation and work engagement. Extrinsic motivation correlated statistically significantly (practically significant, large effect) with work engagement. VI The regresslOn analysis indicated that 34 percent of the variance explained in work engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination), meaning, and competence) and job satisfaction (i.e. extrinsic motivation and intrinsic motivation). No statistically significant differences regarding psychological empowerment could be found between tenure and educational levels. However, statistically significant differences were found for gender and language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

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Class of 2012 Abstract / Specific Aims: The purpose of this study was to assess the overall satisfaction of Tucson area pharmacists in the community retail setting and to identify the facets of community practice that have the greatest contribution to job satisfaction and dissatisfaction. Methods: Surveys were sent by facsimile to all community retail pharmacies in the Tucson area. All pharmacists working in these stores were encouraged to respond to the survey by faxing back the paper copy or by responding to the online version of the survey at surveymonkey.com. Respondents were asked to rate their job satisfaction and demographic data were also collected. Main Results: Questionnaires were completed and returned by 32 pharmacists, an estimated response rate of 10%. After reviewing the returned surveys, four questions were chosen from the satisfaction portion to determine their relationship to the job satisfaction ratings. Those four variables were “recognition one receives for good work”, “opportunity to use abilities”, “hours of work”, and “patient contact”. Those four satisfaction variables were then analyzed using the demographic grouping variables “other experience”, “store type” and “degree earned”. Following analysis, only hours of work was found to play a significant role with pharmacy job satisfaction when grouped by other experience. Conclusions: The area of community pharmacy practice that affects job satisfaction the most is hours of work, which is especially true when pharmacists have work experience outside of community practice.