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

The job diagnostic survey will be used to gather data on job satisfaction and motivation from the chosen data set. This is a structured questionnaire which provides quantitative results. These results wil be used to calculate the motivation potential score for each individual. Statistical methods will then be used to evaluate the results. This information, together with theory such as Hertsberg's 2-factor theory and Hackman and Oldham's job characteristics model will be used to propose ways of enhancing the jobs of graduate South African engineers. This will improve their job satisfaction and motivation allowing companies to attract, retain and gain greater performance from them. / This research has three main purposes. Firstly, it examines the level of job satisfaction and motivation of engineers and actuaries in South Africa and compares this with other groups. Secondly it examines the role of job design in their job satisfaction and motivation. Thirdly, it recommends ways to increase the level of satisfaction and motivation. The research methodology was based on Hackman and Oldham’s Job Characteristics Model (JCM) and accompanying Job Diagnostic Survey. It states that high satisfaction, motivation and effectiveness will result from the presence of five job characteristics as long as certain intervening factors are also present. It was found that Job design, as proposed by the model, does contribute to satisfaction and motivation. Relative to other groups of employees, actuaries and engineers in South Africa are satisfied. Of those surveyed, civil engineers had the highest level of satisfaction and electrical engineers the lowest. Actuaries scored higher than engineers. The results of this research suggest organisations should increase feedback to employees and improve opportunities for growth. Further research should be done on the intervening factors and the effects of demographic differences within the two groups.

No abstract available / Psychology / M.A. (Psychology)

This study examines organisational change within the Gauteng Department of Infrastructure Development (DID) “the Department”, focusing on the strategies that should have been implemented in order to reduce the resistance to change and minimise the negative impact change brought to the employees. The study also focuses on employee satisfaction and the impact of change on the psychological contracts from a broad perspective of employees within the organisation.

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction. / Industrial and Organisational Psychology / MCom (Industrial Psychology)

Submitted in fulfilment for the requirements of the Degree of Doctor of Technology: Public Management, Durban University of Technology, 2014. / World over, police officers are tasked with the responsibility of maintaining peace and order in the society. The Swaziland Government has given the Royal Swaziland Police Service (RSPS) performance targets of reducing crime in the country by twelve percent. Over the years, the RSPS has been struggling to meet its performance targets. The research aimed to investigate job satisfaction in the RSPS. The objectives of the study included to examine the factors that influence job satisfaction within the RSPS, to explore the perceived impact of job satisfaction on performance and to make recommendations to the police management on how job satisfaction in the RSPS can be enhanced. A case study involving two administrative regions (Manzini and Hhohho) using a quantitative and qualitative research was adopted. Questionnaires were handed to 345 police officers (respondents) using a personal approach as part of the quantitative research. This showed a 100 percent response rate. The qualitative research involved conducting recorded semi-structured interviews with 10 senior police officers, which included serving and retired officers. A focus group discussion was conducted with 9 junior police officers as a form of control in the qualitative research. Data was scientifically analyzed using the Scientific Package for Social Sciences (SPSS) version 12. It enabled the researcher to describe and compare variable numerically. The findings of the study showed that the respondents perform effectively when given necessary resources. Respondents are willing to put a great deal of effort beyond of what is normally expected of them in order to make the RSPS successful. On another note, most of the respondents are generally not satisfied with the salary increases and allowances as they are not adequate to meet the increasing cost of living. The respondents expressed that not everyone is treated fairly and that promotions are not based on ability. An improvement in police officers accommodation is needed. Recommendations to improving job satisfaction in the RSPS are presented in the study. Finally, the literature reviewed and findings show that there is a significant relationship between job satisfaction and performance.

M. Tech. Business Administration / The aim of the study is to determine the influence of the implementation of job rotation on employees perceived job satisfaction and to identifiy the key factors that would influence the adoption of a job rotation strategy by the Registrar's environment of the Tshwane University of Technology.

M. Tech. Business Administration / The aim of the study is to determine the influence of the implementation of job rotation on employees perceived job satisfaction and to identifiy the key factors that would influence the adoption of a job rotation strategy by the Registrar's environment of the Tshwane University of Technology.

Silicon Valley is known for its amazing workspace and perks. Due to Equity Theory and Two-factor Theory, employees should be content and stay longer. However, studies have found that there's a higher rate of job-hopping, which seems like a contradiction (Fallick et al, 2006). Participants were 135 engineers, ages 18 to 35 years old, who completed an online survey looking at job satisfaction, job expectations, perk usage, employee perception of perks, personal equity sensitivity, and comparison others. Recruitment was done through personal connections in the Bay Area and various social media sites that are targeted towards engineers. Results did not show that job satisfaction influenced job expectations while individual differences in equity didn’t influence perk usage, perceptions of job expectations. In conclusion, this research adds to the dearth of literature about Silicon Valley, and, more broadly, explored a link between Equity Theory and Two-Factor Theory that had not been previously examined.

Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Work is seen as an integral part of the existence of human beings. Workers' full potential is needed on every level in organisations. Job dissatisfaction is often 1inked to behavioural patterns such as employees not being punctual and being conspicuous by their absence, high labour turnover and aggression; whilst job satisfaction is reflected in the positive behavioura1 patterns and attitude towards the organisation. Organisations in the competitive market benefit greatly if its employees' job satisfaction is increased. Recent research has indicated that factors within an individual (dispositional factors) do influence job-related outcomes. In the current study attention is given to the possible relationship between a dispositional factor (locus of control) and job satisfaction. The objective of this research is to determine the relationship between locus of control and job satisfaction of emptoyees in a training centre. The literature study focused on conceptualising locus of control and job satisfaction and the relationship between locus of control and job satisfaction. A survey design was used to test the hypotheses of the research. Each individual in the subject group was tested on two variables simultaneously and the connection between the measurements that were obtained, was established. The survey group consisted of 76 employees from a training centre. Two questionnaires were used in this research, name1y the Locus of Control questionnaire and the Minnesota Satisfaction questionnaire. ·With regard to the level of job satisfaction of employees in the training centre, the employees indicated dissatisfaction with regard to opportunities for promotion, authority, company policy, the remuneration that they receive, social status as we" as acknowledgement. Job satisfaction is experienced with regard to moral values, social service, working conditions, performance and activity. The empirical study indicated correlations between sub-scales of job satisfaction and locus of control of empoyees. The main objective of this study was successfully achieved. Conclusions and recommendations for further research were made based on the results of the study. / AFRIKAANSE OPSOMMING: Die verband tussen 101<us van beheer en werkstevredenheid in -In opleidingsentrum. Werk word as 'n onontbeerlike aspek en 'n noodsaaklike deel van die mens se totale bestaan en voortbestaan beskou. Werknemers se volle potensiaal word op alle vlakke binne organisasies benodig. Gedragspatrone soos 'n gebrek aan stiptelikheid, hoë arbeidsomset, afwesigheid en aggressie hou verband met werksontevredenheid, terwyl werkstevredenheid 'n invloed uitoefen op die algemene gedragspatrone wat 'n positiewe organisasie-oriëntasie aandui. Organisasies in markgerigte mededinging kan daarby baat indien werknemers se tevredenheidsvlakke verhoog word. 'Resente navorsing het bevind dat faktore binne die individu (disposisionele faktore) werksverwante uitkomstes beïnvloed. In die huidige navorsing val die klem op die moontlike verband tussen 'n disposisione1efaktor (lokus van beheer) en werkstevredenheid. Die doelstelling van hierdie navorsing is om te bepaal of daar 'n verband tussen lokus van beheer en werkstevredenheid van werknemers in 'n opleidingsentrum bestaan. In die literatuurstudie is gefokus op die konseptualisering van werkstevredenheid en lokus van beheer asook die verband tussen lokus van beheer en werkstevredenheid. 'n Opname-ontwerp is gebruik om die hipoteses van die navorsing te toets. Elke individu in die ondersoekgroep is op twee veranderlikes op dieselfde tydstip gemeet, en die verband tussen hierdie verkreë metings is bepaa1. Die ondersoekgroep het uit 76 werknemers in 'n opleidingsentrum bestaan. Twee vraelyste is in hierdie studie gebruik, naamlik die lokus van Beheervraelys en die Minnesota Tevredenheidsvraelys. Die resultate toon aan dat werknemers in die opleidingsentrum werksontevredenheid ervaar ten opsigte van bevorderingsgeleenthede, outoriteit, maatskappybeleid, vergoeding, sosiale status asook erkenning. Werkstevredenheid word ervaar ten opsigte van morele waardes, sosiale diens, fisiese werksomstandighede, prestasie en 1aastens die ge1eentheid om te al1etye besig te bly. Die resultate van die empiriese ondersoek toon verder dat daar wel 'n verband bestaan tussen subskale van werkstevredenheid en 'n werknemer se lokus van beheer. Die betanqrikste doelstellings van hierdie studie is suksesvol bereik. Gevolgtrekkings en aanbevelings vir verdere navorsing word op grond van die resultate van die ondersoek gemaak.