Thesis (M.S.)--University of Wisconsin, 1967. / Extension Repository Collection. Typescript (photocopy). Includes autobiographical sketch of author. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 77-79).

Thesis (M.Soc.Sc.)--University of Hong Kong, 1990. / Also available in print.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1992. / Also available in print.

Thesis (MNutr (Interdisciplinary Health Sciences. Human Nutrition))--Stellenbosch University, 2008. / Job satisfaction of registered dietitians (RDs) is a very poorly researched subject on a global scale. Apart from a handful of studies conducted in the United States of America (USA) from the 1980’s through to the early 1990’s and only one recently published in 2006, there is no other published information relating to this topic. As a result a crosssectional descriptive study was conducted using a national survey of all 1509 dietitians registered with the Health Professions Council of South Africa (HPCSA). Data was collected using a 2 part self-administered questionnaire, the first part collected demographic data and the second part collected data pertaining to job satisfaction attitude. The job satisfaction questionnaire was based on the Job Satisfaction Survey (JSS), measuring nine themes of: salary, promotion, knowledge and skills, professional colleagues, members of the multi-disciplinary team, communication, the work environment, rewards of the job and nature of work. Based on the registration contact details of RDs, the questionnaires were distributed by either e-mail or post, giving a final response rate of 22,5% (n=340), representing over a fifth of the dietetic workforce registered with the HPCSA. Overall the data indicated that South African RDs were only slightly satisfied (65,7%) with their current employment, with no significant ifference in overall job satisfaction between those working and living overseas (68,4%)(n=23) and those in South Africa (65,7%)(n=317). Despite there being a positive attitude towards the nature of work (tending towards confirmation of career satisfaction), lower levels of satisfaction were primarily found to be due to poor salaries, lack of promotional opportunities and a perception of low professional image. No extreme levels of satisfaction were found. In regard to associations between demographic variables and job satisfaction, a significant positive correlation was found to occur between age (Spearman’s p=0,036), professional experience (Mann-Whitney U p=0,035), area of expertise (Mann-Whitney U p=0,001), hours of work (Kruskal-Wallis p=0,021) and the location of work (rural versus urban based work) (Mann-Whitney U p=0,00001). Therefore it is predicted that over the next five years, there will be poor staff retention of RDs in dietetic posts, where the greatest loss will be in the Department of Health (DOH), where approximately 83% of current DOH staff (n=113) will be searching for alternative employment. Recommendations therefore include that there should be a re-evaluation of RD pay scales, career-pathing with promotional opportunities, boosting the RD professional image and enhancing dietetic undergraduates programs by including the teaching of nondietetic skills such a business skills and entrepreneurship, required to support dietetic practice on a broader scale.

This work derived attitudinal input from 397 female college business majors concerning their preference for various job factors drawn from previously validated studies and their expected levels of satisfaction with those job factors in new job situations following graduation. Data were collected through the distribution of a questionnaire consisting of three sections: (1) demographic categories, (2) a list of twenty job factors with a Likert-like scale for respondents to record the strength of desire for each, and (3) an identical list of job factors with a Likert-like scale for respondents to record the expected level of satisfaction with those job factors on their new job.

This study is concerned with identifying the factors which produce job satisfaction and which are clearly associated with job characteristics as perceived by the nursing educators who serve in middle management positions. Following are purposes of this study: 1. To identify the actual and ideal job characteristics that are factors associated with job satisfaction, as perceived by nursing educators in middle management positions; 2. To determine the interrelationships among the job satisfaction factors that are identified with the actual and ideal job characteristics, as perceived by nursing educators in middle management positions. Responses to a three-part survey instrument, which contained sixteen independent variables, were received from 152 of a possible 292 middle manager nursing educators working in accredited baccalaureate schools of nursing.

Why do employees vote for or against union representation? A survey of the scholarly literature and an investigation of National Labor Relations Board sponsored elections among Southern industrial workers were conducted to help answer this question. Four hypotheses were proposed to reveal the most important factors. No universally applicable laws were developed by the dissertation study. Although the hypotheses were supported, the response rate was very low in the field research study of sensitive issues. The field research did provide additional empirical evidence to support most of the previous research studies concerning union representation election voting behavior.

The aim of the study was two-fold: Firstly, the relationships of job satisfaction with the dimensions of employee motivation (energy and dynamism, synergy, intrinsic and extrinsic motives) and the domains of corporate culture (performance, human resources, decision-making and relationships) was investigated. Secondly, the relationships of employee motivation, job satisfaction and corporate culture with a number of demographic variables (age, gender, tenure, education level and seniority) were explored. The findings indicated a statistically significant three-way relationship between employee motivation, job satisfaction and corporate culture, within which several aspects of these constructs contributed more powerfully towards the relationship than others. The age, gender, tenure, education level and seniority of employees were also shown to influence employee motivation, job satisfaction and corporate culture. / Psychology / M. Sc (Psychology)

Text in Afrikaans / 'n Opname is onder geregistreerde verpleegkundiges in diens van plaaslike besture onderneem met die doel om 'n perspektief op die gehalte van hul werkslewe te verkry, faktore te identifiseer wat hulle motiveer om 'n loopbaan in plaaslike besture te kies en die faktore te identifiseer wat werkstevredenheid positief /negatief be"lnvloed. Ontleding van die data het aangedui dat negatiewe faktore in die werkslewe soos onder andere die gebrek aan deelname in besluitneming en beperkte loopbaangeleenthede werksontevredenheid tot gevolg kan he. Positiewe faktore soos die geleentheid om gereelde diensure te werk en die status wat geregistreerde verpleegkundiges in die gemeenskap geniet, bevorder werkstevredenheid. Dit is hoofsaaklik hul belangstelling in primere gesondheidsorg en die geleentheid om gereelde diensure te werk wat geregistreerde verpleegkundiges motiveer om 'n loopbaan in plaaslike besture te kies. Aanbevelings om die kwaliteit van die werkslewe van geregistreerde verpleegkundiges te verbeter en werkstevredenheid te bevorder, is geformuleer. / A survey was undertaken among registered nurses in the service of local authorities to obtain a perspective on the quality of their worklife, to identify factors that influence registered nurses in local authorities and to identify those factors that influence the quality of the worklife and job satisfaction positively /negatively. Analysis of the data indicated that negative factors in the worklife such as limited participation in decision-making and limited career opportunities could lead to dissatisfaction in the work situation. Positive factors such as the ability to work regular hours and the status of registered nurses in the community promote job satisfaction. It is mainly their interest in primary health care and the opportunity to work regular hours of duty, that motivate registered nurses to choose a career in local authorities. Recommendations to improve the quality of the worklife of registered nurses and to promote job satisfaction were formulated. / Nursing Science / M.A. (Verpleegkunde)

Thesis (DEd (Education))--Cape Peninsula University of Technology, 2016. / Teaching is one of the most challenging and demanding professions in the world. It seems as though teachers are being stretched to the limit and that this has a negative impact on educator morale. Expectations placed on educators seem to be expanding exponentially in South Africa. A study has been undertaken to analyse and assess educator morale in schools in the Wellington area. The main aim of this study was to establish which factors influence educator morale. The aims that emerged was a literature study about educators’ morale and to establish how educators’ morale influence the functioning of schools. The last aim of the study was what can be done to assure continuous high educator morale. The literature study formed the starting point of this investigation. The literature study was followed by a combination of qualitative and quantitative research methods within an interprevistic research paradigm. A questionnaire was used to collect data and feedback was given to three focus groups. The questionnaire concentrated mainly on aspects on national and provincial level, those in the school community and on school related levels whilst the third group related to the daily educational task of the educator in the classroom. The qualitative instrument was handed out to 137 respondents in schools in the Wellington area. The validity of the responses and the findings were tested by means of feedback to the focus groups to get their views about the findings of the literature study and the feedback from the questionnaires. The reliability of the data was tested by means of interviews with three focus groups. Triangulation was applied by means of qualitative and quantitative research methods, a literate study and focus group interviews. In conclusion, recommendations were provided to improve educators’ morale in schools in South Africa.