The purpose of this research was to investigate the relationships between job satisfaction, work engagement, and turnover intention of health science teachers in the state of Texas. The healthcare profession is one of the largest growing occupations in the U.S. nationwide. The job growth outlook for healthcare professionals is projected to be on average 34% between 2014 and 2024. Despite the growing healthcare job categories, there is a shortage of healthcare professionals in the U.S. This study addressed the shortage of health science teachers in secondary education. Considering the importance of healthcare, especially with an aging U.S. population, it is critical to study the impact of work engagement and job satisfaction on teacher intent to leave the health science teaching profession. Through a correlational survey research design it was found that job satisfaction and work engagement are negatively related to turnover intention. Hierarchical regression analysis indicated that job satisfaction accounted for 39.6% of the variation in turnover intention. Findings also showed that work engagement did not moderate the relationship between job satisfaction and turnover intention. Implications for research and practice are discussed and conclusions are provided.

Master of Science / Hospitality Management and Dietetics / Kevin R. Roberts / The present study examined polychronicity, an individual’s preference on engaging in multiple activities simultaneously as opposed to one at a time. In the restaurant setting, it is critical to understand whether a server prefers to engage in and switch among multiple tasks because it directly impacts the level of job satisfaction and work engagement the server experiences. The purpose of the study was to present a comprehensive view on relationships among time use preference, job satisfaction, work engagement, and turnover intention within a restaurant context. It was hypothesized that polychronicity positively predicted employee job satisfaction and work engagement and negatively predicted employee turnover intention. The sample of 251 respondents were full-time food and beverage servers working at full-service restaurants in the United States. A principle component factor analysis with varimax rotation was conducted to identify the factor structure of polychronicity, job satisfaction, work engagement, and turnover intention. Multiple regression analysis was utilized to empirically test the proposed hypotheses. The result of the analysis supported that polychronicity positively predicted job satisfaction and work engagement. In addition, both job satisfaction and work engagement negatively predicted turnover intention. However, the result did not support the hypothesized negative relationship between polychronicity and turnover intention. The findings of the study will assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits. Managerial implications, limitations of this study, and direction for future study were discussed.

Call number: LD2668 .T4 1979 M26 / Master of Science

Orientation: Job satisfaction, which is usually lower among healthcare workers than in other types of organisations, has a major influence on job-related behaviour, such as turnover, absenteeism, and self-reported job performance. Research purpose: The aim of this study was to compare the level of job satisfaction between publicly employed and privately employed physiotherapists. Research design: A non-probability research design was used to choose a convenient sample. One group was from the public sector and the other from the private sector all working in Gauteng Province (N=200). A structured self-administered Minnesota Satisfaction Questionnaire (MSQ) (Weiss, et al., 1967), validated by Ian Rothmann for South African circumstances, was identified for this purpose. Main findings: There was a significant difference in support work value factor (supervision, company policies and practices) and work conditions work value (activity, independence, variety, compensation, security and working conditions) between publicly employed and privately employed physiotherapists. The privately employed had a higher mean value 3.59 and publicly employed a smaller mean value of 3.33 on support work value. The mean values of work conditions and value for publicly employed physiotherapists and privately employed physiotherapists were 3.44 and 3.84 respectively. Practical implications: Managers should pay particular attention on the job satisfaction levels of employees in the public sector. Value add: The study adds to the literature and also confirms that there is a difference between publicly employed and privately employed physiotherapists‘ levels of job satisfaction. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

When looking at factors that influence the performance of call centre employees there are many that can have an effect. The key is to identify the ones that can be managed by the employer and that can be utilized in order to be an advantage to the company. At first a comprehensive literature review was completed in order to establish these factors and next these factors were grouped in four main groups namely: system, employee, managerial and performance measurement factors. The objective of this study was to identify the factors that influence performance of call centre agents. A questionnaire was compiled to test the different factors under four main themes, and then to compare the two sections of the questionnaire that deal with the expectation and the experience of the said employee. A debt collecting company in Johannesburg was used in order to complete this research and the finding was that the following factors need to be looked at and addressed in great detail, ie the employee factors and managerial factors. / MBA, North-West University, Potchefstroom Campus, 2015

This dissertation looks at the existence of multiculturalism within the North-West University, Potchefstroom Campus after the merger. It also assesses the extent to which there is organisational commitment and job satisfaction within this institution of higher learning. Using frequencies and descriptive statistics, the article provides an overview of the extent of the impact of multiculturalism on organisational commitment and job satisfaction in the identified institution. Furthermore, the article evaluates the extent of relationships between multiculturalism as an independent variable and organisational commitment and job satisfaction as dependent variables. Data collected from 250 respondents using the self-administered questionnaires was analysed using SPSS. The results show that respondents’ self-assessment of their productivity is affirmative. It also indicates that most respondents are satisfied with their work and their responses to the intention to leave the organisation are in the negative. Contrary to the position of most researchers in previous literature, data collected in this study shows that multiculturalism does not result in the sampled employees intending to leave the organisation. It also indicates that the respondents do not show any negative effect of multiculturalism. This positive impact may be attributed to the fact that most respondents indicated their commitment to the institution and satisfaction with their work. The results of this study should be interpreted in the context of academia. In this regard, in a different environment, multiculturalism may be found to result in different findings. Therefore, the findings cannot be generalised to other sectors and industries. In addition, it is safe to generalise the findings only to the Campus at which the study was conducted. Findings of this study show that there is no relationship between multicultural norm and practices and organisational commitment as well as job satisfaction. It nonetheless shows that most employees are productive and satisfied and have no intention to leave the institution. The study recommends that the institution adopts a focused approach to nurturing multiculturalism. In order to improve multiculturalism, it is recommended that the institution creates awareness and trains employees about diversity. It is also recommended that the North-West University enhances job satisfaction through team building activities. / MBA, North-West University, Potchefstroom Campus, 2014

Orientation: Job satisfaction, which is usually lower among healthcare workers than in other types of organisations, has a major influence on job-related behaviour, such as turnover, absenteeism, and self-reported job performance. Research purpose: The aim of this study was to compare the level of job satisfaction between publicly employed and privately employed physiotherapists. Research design: A non-probability research design was used to choose a convenient sample. One group was from the public sector and the other from the private sector all working in Gauteng Province (N=200). A structured self-administered Minnesota Satisfaction Questionnaire (MSQ) (Weiss, et al., 1967), validated by Ian Rothmann for South African circumstances, was identified for this purpose. Main findings: There was a significant difference in support work value factor (supervision, company policies and practices) and work conditions work value (activity, independence, variety, compensation, security and working conditions) between publicly employed and privately employed physiotherapists. The privately employed had a higher mean value 3.59 and publicly employed a smaller mean value of 3.33 on support work value. The mean values of work conditions and value for publicly employed physiotherapists and privately employed physiotherapists were 3.44 and 3.84 respectively. Practical implications: Managers should pay particular attention on the job satisfaction levels of employees in the public sector. Value add: The study adds to the literature and also confirms that there is a difference between publicly employed and privately employed physiotherapists‘ levels of job satisfaction. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

When looking at factors that influence the performance of call centre employees there are many that can have an effect. The key is to identify the ones that can be managed by the employer and that can be utilized in order to be an advantage to the company. At first a comprehensive literature review was completed in order to establish these factors and next these factors were grouped in four main groups namely: system, employee, managerial and performance measurement factors. The objective of this study was to identify the factors that influence performance of call centre agents. A questionnaire was compiled to test the different factors under four main themes, and then to compare the two sections of the questionnaire that deal with the expectation and the experience of the said employee. A debt collecting company in Johannesburg was used in order to complete this research and the finding was that the following factors need to be looked at and addressed in great detail, ie the employee factors and managerial factors. / MBA, North-West University, Potchefstroom Campus, 2015

Published Article / The purpose of this study was to investigate the relationship between job satisfaction and work ethics using participants from a South African and Zimbabwean University. 200 participants took part in the study. 60 academic and 40 non-academic members of staff were randomly drawn from each of two universities, one form each country. Significant correlations were reported between overall satisfaction and having a lot of money and investing it, working like a slave at everything one does until satisfaction, hard and succeeding, life meaningfulness and leisure time, leisure time interesting than work, and learning better on the job by striking out boldly on their own than by following the advice of others. Overall, a comparison between the South African and Zimbabwean group showed that the two groups differ on 25 out of the 65 variables with the South African group exhibiting higher mean scores.

Published Article / Employees working in municipalities and especially those who have to support other municipal employees (such as human resource management personnel), are constantly working in difficult working circumstances which may have a negative effect on their levels of job satisfaction. The effect of gender and ethnicity on the job satisfaction of human resource management employees working in a municipality has not yet been demonstrated. This information could help to improve the working circumstances of employees working in the municipality. Results indicated that employees are dissatisfied about the following job satisfaction components: company policies and practices, remuneration, promotion, security, acknowledgement for good performances, status, supervisor skills, working conditions, equipment and facilities. White employees in particular are found to be less satisfied in terms of the way their bosses handled personnel matters, on variety and on independent functioning in their job context. In the light of the above-mentioned, a few recommendations were made.