There has been a recent increase in research investigating the relationship between values and value congruence in the workplace and how this leads to positive organisational outcomes. This study investigated the congruence between employees’ values and their perceptions of organisational values, and how this relates to the organisational outcomes of job satisfaction, work engagement, person organisation fit and resilience. Participants were asked to rate eight values related to the workplace, in relation to how they thought about the values individually and how they perceived their organisation rated the eight values. These ratings were then used to analyse the relationship between values and value congruence and each of the four organisational outcomes. The proposed relationships were tested using data collected from an online survey of 120 employees from nine New Zealand based organisations. The results of hierarchical regression analyses showed that values and values congruence is significantly related to job satisfaction, work engagement, person organisation fit and resilience. However the significant relationships were dependent on certain values for each of the four outcomes. Which implies certain values are more salient for each of the outcomes. The results were also discussed in terms of the practical implications for organisations and areas of possible future research.

Background: Empowerment is a leadership style where the leader gives away power and therefore provides freedom to the follower to successfully do what they want to do instead of what the leader want them to do (Whetten & Cameron, 2014). It is said that leader often fail when they have the incapability to motivate and manage their followers.   Purpose: This thesis tend to examine what motives followers in order to locate if empowerment is a potential leadership style that can increase follower’s dedication and contribution within their workplace. . Method: This research contains of a qualitative study with direct questions with an influence of open ended questions in order to capture the respondent’s personal opinions. The authors uses an abductive reasoning with an interpretivism philosophy as well with an exploratory approach.   Conclusion: The author’s conclusion is that the respondents of the research were not aware of the leadership style empowerment. However, all respondents had a positive attitude to the description of empowerment. This could show an indication that there is always a search for new leadership styles and empowerment is a style that could help followers to improve their contribution and dedication at their workplace.

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With this descriptive research study the investigator proposed to determine what, if any, relationship existed between the assertiveness and job satisfaction in a sample of female Indiana Home Economists in Business and the significance of any relationship found. Data were collected by means of a two-part questionnaire (one section measured job satisfaction and the other measured assertiveness) sent to the population by mail and self-administered. Responses to the testing instrument were returned in a self-addressed, stamped envelope provided by the researcher.Collected data were submitted to t-tests for independent means and the Pearson product moment correlation was calculated. Significance of that correlation was determined by using the critical-ratio z-test. A bivariate frequency distribution and a scatter diagram were constructed to further illustrate the relationship between the variables assertiveness and job satisfaction. Data were analyzed for significance at the five percent level.Treated data did not support null hypothesis one or two of the study. Female IHEIBs were not generally nonassertive and this finding was interpreted as one of assertiveness. Female IHEIBs were not found to be generally dissatisfied with their jobs. However, this finding could not be interpreted to mean that the opposite was true (that female IHEIBs were satisfied with their jobs) because neutral feelings were not separated from those of satisfaction.Furthermore, the crucial relationship hypothesis in its null form was not rejected because the level of significance for the correlation between the two variables did not meet the criteria established for the study. That is, any relationship between the assertiveness of female IHEIBs and their job satisfaction as revealed by this study was no greater than might have occurred by chance.

Syftet med studien var att undersöka om det fanns skillnader i uppfattning av feedback (positiv, negativ och kvalité) beroende på om den kom från chef, medarbetare, vårdtagare eller anhörig inom äldreomsorgen. Ett ytterligare syfte var att undersöka vilken feedbackkälla som bäst predicerar generell arbetstillfredsställelse. Studien genomfördes på sju äldreboenden där 87 anställda deltog. De mätinstrument som användes i studien var FES-skalan som mätte de olika aspekterna av feedback, samt Minnesota Satisfaction Questionnaire (MSQ) som mätte arbetstillfredsställelse. Resultatet visade att källan chef predicerade generell arbetstillfredsställelse bäst av de fyra källorna, samt att det var aspekten kvalité som bidrog mest i modellen. Positiv feedback från vårdtagare och negativ feedback från chef skattades högst. Resultatet visade även att den interna reliabiliteten för samtliga feedbackaspekter inom varje källa var god. Avslutningsvis visade resultatet att inre arbetstillfredsställelse skattades högre än yttre arbetstillfredsställelse. / The purpose with this study was to examine whether there were differences in the perceptions of feedback (positive, negative and quality) depending on whether it came from the supervisor, co-workers, patients, or family members in nursing homes. A further aim was to examine which feedback-source that best predicts job satisfaction. The study was conducted on seven nursing homes where 87 employees participated. The instruments used in the study were FES-scale that measured the different scales of feedback, and the Minnesota Satisfaction Questionnaire (MSQ) which measured job satisfaction. The results showed that the source supervisor predicted overall job satisfaction best of the four sources, and that the aspect quality contributed most to the model. Positive feedback from patients and negative feedback from supervisor was rated highest. The results also showed that the internal reliability for all the feedback aspects of each source was good. In conclusion, the results showed that internal job satisfaction was rated higher than external job satisfaction.

The purpose of this study was to identify similarities and differences among superiors and subordinates about the perceived quality and quantity of feedback superiors were giving subordinates in a public health organization. The research compared the perceived quality and quantity of feedback superiors were giving subordinates regarding their job performance. The analysis was then taken a step further to determine the relationship between subordinates' perceptions of the quality and quantity of the feedback they received and their job satisfaction.The members of two departments in the public health organization were chosen to complete a questionnaire. Results of the questionnaire revealed that, in general, these superiors and subordinates shared similar perceptions of the feedback superiors provided subordinates. There was a significant difference in the perceptions of the amount of feedback provided, however. Similarly, superiors perceived that frequency, timing, consistency of feedback affected subordinates' job satisfaction more than the quality or amount. Subordinates, on the other hand, perceived that the quality and amount of feedback affected their job satisfaction more than the frequency, consistency, and timing of feedback. Respondents differed in their perceptions of channels through which subordinates preferred to receive feedback. The majority of subordinates responded that they preferred receiving feedback by face-to-face communication, while their superiors thought that they preferred receiving it through a combination of channels, such as face-to-face, telephone, a written note, or memo. Respondents also differed in their perceptions of positive and negative feedback. Superiors perceived they were giving more negative feedback than subordinates perceived they were receiving.

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the management factors which influence the job satisfaction of heads of departments at secondary schools, and • to determine which management factors influence the job satisfaction of heads of department at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the key words such as: job satisfaction, motivation, department heads, teachers and managers. Once the nature of job satisfaction was discussed and the management factors which influence the job satisfaction of heads of departments were identified a questionnaire was compiled. All heads of departments or the previous Transvaal Education Department were taken as target group. The method of systemized random group targeting was applied. Questionnaires were sent to heads of departments who fell within the group randomly targeted. The information was statistically analyzed with the aid of a computer after which it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that the heads of departments at secondary schools in the Transvaal Education Department experience more job satisfaction than is generally accepted. Although there are a few factors, like compensation and professional status that don't contribute to job satistfaction, all the other factors generally do contribute to job satisfaction. / Skripsie (MEd (Onderwysbestuur))--PU vir CHO, 1996

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

The aim of this research is threefold: • to determine the nature of job satisfaction; • to determine the management factors which influence the job satisfaction of heads of departments at secondary schools, and • to determine which management factors influence the job satisfaction of heads of department at secondary schools in practice. In order to achieve these aims a literature study and empirical study were undertaken. The literature study was based on primary and secondary sources. A DIALOG computer search was undertaken with the key words such as: job satisfaction, motivation, department heads, teachers and managers. Once the nature of job satisfaction was discussed and the management factors which influence the job satisfaction of heads of departments were identified a questionnaire was compiled. All heads of departments or the previous Transvaal Education Department were taken as target group. The method of systemized random group targeting was applied. Questionnaires were sent to heads of departments who fell within the group randomly targeted. The information was statistically analyzed with the aid of a computer after which it was interpreted. Subsequent to these results recommendations were made. The empirical study showed that the heads of departments at secondary schools in the Transvaal Education Department experience more job satisfaction than is generally accepted. Although there are a few factors, like compensation and professional status that don't contribute to job satistfaction, all the other factors generally do contribute to job satisfaction. / Skripsie (MEd (Onderwysbestuur))--PU vir CHO, 1996

Several factors have contributed to employment relations gradually becoming more uncertain in the last decades. In South Africa, as well as in other industrialised economies all over the world, organisations had to adjust to the pressures imposed by an intensified global competition. The transformation of working life has brought the topic of insecure working conditions to the forefront. Job insecurity are of vital importance in modern working life. A growing number of employees face the risk of losing their jobs as a consequence of organisational restructuring and layoffs. Job insecurity affects the well-being of individuals. In this sense, job insecurity is a significant stressor with consequences for the individual. However, the consequences are not limited to just the individual. The situation is often such that individuals experiencing job insecurity also tend to react to the dissatisfying circumstances in ways that affect the organisation as well. Several studies have found a negative association between job insecurity and job satisfaction. Job insecurity s also associated with lower levels of organisational commitment. The empirical objectives of this thesis were firstly to validate the Job Insecurity Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in selected organisations in South Africa; secondly to determine its construct equivalence for different cultural groups; thirdly, to determine differences between the job insecurity and job satisfaction levels of various demographic groups, fourthly to assess the relationship between job insecurity, job satisfaction and organisational commitment, and lastly to determine whether job insecurity can predict job satisfaction and organisational commitment. A cross-sectional survey design with a random sample (N = 834) of employees in selected organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a biographical questionnaire were administered. Descriptive statistics were used to describe the measuring instruments in terms of mean, standard deviation, skewness and kurtosis. Cronbach alpha coefficients were used to describe the reliability of the measuring instruments. Construct (structural) equivalence was computed to compare the factor structure for the different culture groups included in this study. Exploratory factor analysis with a Procrustean target rotation was used to determine the construct equivalence of the JIQ and MSQ for the different culture groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to determine whether organisational commitment can be predicted by the independent variables namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender, and qualification. The results confirmed a two-factor model of job insecurity, consisting of affective and cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for white and black participants. Practically significant differences were found between the levels of job insecurity of employees in terms of age groups and qualification levels. Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for the black and white groups. The results obtained from comparing job satisfaction levels of various demographic groups showed that practically significant differences existed between the job satisfaction of different age and race groups. Results revealed significant relationships between job insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the variance in organisational commitment was explained by affective job insecurity, cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and qualification. Limitations of the research are discussed, followed by recommendations for the selected organisations and for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.