Thesis (MPsych(Clin))--University of South Australia, 1998

Thesis (Ed.D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 95-112). Also available on the Internet.

Thesis (Ed.D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 95-112). Also available on the Internet.

0 / SPK / specialcollections@tulane.edu

Over time, due to the increase in the numbers of foreign workers, both the Saudi population and the rate of unemployment among Saudi workers increased sharply so the Saudi government embarked on a process of replacing the foreign workers with Saudi workers. The government was concerned that there were many young people who remained jobless on leaving university whilst, at the same time in Saudi Arabia, there were many foreign nationals who, essentially, were taking jobs meant for the local population. This study aims to investigate, on the one hand, the factors affecting the adoption of Saudization and, on the other hand, to measure the effect of the adoption on the improvement of productivity and other benefits such as improving work opportunities and job security. Previous literature shows that there were four antecedents of the adoption of Saudization. These were: government policies and regulations to encourage adoption; facilitators and incentives of adoption; knowledge-sharing practices between Saudi and non-Saudi workers and the barriers to the adoption of Saudization. In the same line, the consequences of Saudization were increased productivity and other benefits of adoption. A model was developed to conceptualise the causal relationships between the constructs and the interactions amongst these constructs. This study employs mixed methods starting with a quantitative stage which was followed by a qualitative one. A questionnaire was used to collect data from 479 Saudi Arabian construction companies. Thereafter, 16 interviews were conducted with some of these IV companies’ managers. Structural equation modelling produced findings which revealed that, with the exception of barriers which had a negative effect on adoption, all the antecedents of the adoption of Saudization (policies and regulations, facilitators and incentives of adoption and knowledge-sharing practices) had a positive effect on the adoption of Saudization. Meanwhile, the adoption of Saudization had a positive effect on productivity and the other benefits of adoption. This study contributes to the theory since it has revealed a theoretical model which could be used in investigating the determinants and consequences of any localisation programme. It has also contributed to the practices used by the managers of construction companies and policy makers. Through identifying the antecedents and consequences of the adoption of Saudization and in parallel with preparing the required training needs to qualify Saudi’s young people, managers could deploy strategies to gradually replace foreign workers with Saudi workers. Also, this could encourage government bodies and policy makers to implement appropriate measures and incentives to encourage adoption and to reward the pioneer companies. In addition, it could help to finance training programmes and to restructure higher education to prepare qualified graduates who could fill the jobs previously taken by foreigners.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Companies are constantly searching for ways to enhance productivity and the bottom line. One of the assumptions is that increased job satisfaction can contribute in this regard with improvements in motivation and productivity. The organisation that is the subject for this study is a utility company formed by the City of Johannesburg to deliver a comprehensive water and sanitation service to the City. The creation of the company was preceded by a high level of unhappiness from organised labour and consequently many of the transferred employees. In order to give effect to its mandate of providing a cost effective and quality service to the citizens whilst protecting the environment, the company adopted a number of benchmark and other measurements across the board including the measurement of levels of employee satisfaction. The research focused on the employee perceptions of job satisfaction in the company based on the head office component with the previous survey results taken 18 months earlier serving as comparison. It was therefore possible to also evaluate the relevance of results obtained with the job satisfaction survey. The results of a benchmarking exercise in the Human Resources division conducted towards the end of 2003 was also available and served as a point of reference in comparing job satisfaction levels with the results of the benchmarks that were developed based on international best practice and compared the company to other organisations in the utility sector. The study examined the possibility of the development of strategies by the Human Resources function aimed at eliminating factors that cause dissatisfaction and improving or introducing those that led to increases in levels of satisfaction. The results indicate that it is not appropriate to concentrate only on the role of Human Resources in its efforts to influence job satisfaction and that high levels of job satisfaction or otherwise do not necessarily have a relationship to the perception of the efficiency of the Human Resources function when compared to the results of human resources benchmarks. Although the literature supports the importance of job satisfaction as a factor in productivity improvement, the findings point to the need to follow an integrated approach based on sound practice and measurement of metrics as well as the incorporation of strategies that ensure that job satisfaction is not negatively affected by striving for excellence in other areas. Even though the research provided support for the Herzberg theories on Hygiene (maintenance) factors and Motivators as predictors of job satisfaction it is the author's conclusion that the research points to the fact that results of Human Resources benchmarked factors are not the sole determinants of job satisfaction. It is, based on the research results, possible to conclude that even if the important satisfiers are not always adequately addressed, sound Human Resources practice can assist in ensuring that the levels of satisfaction do not become terminally low and cause high levels of attrition or detrimentally affect productivity with the resultant affect on benchmarked factors that compare poorly to that of the target organisations. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

The effects of job satisfaction on work outcomes have been of interest to social scientists for decades. Investigations have been made into the antecedents and consequences of job satisfaction. Although many researchers have sought to confirm that a satisfied worker is a productive worker, the reliable correlation between the two variables could not be established. Nevertheless, interest in this field continued because some scholars believed that the key element in the quality of work life of an employee is his satisfaction with his job. It therefore follows from this premise that improving job satisfaction has humanitarian value. The present study examined the job satisfaction of petrol attendants, with an objective of measuring their general job satisfaction level and ultimately identifying those factors needing attention. Subjects for the study were 170 petrol attendants drawn from seventeen service stations in Durban. The convenience sample was used to collect data based on the approval obtained to conduct such a study at different service stations. Minnesota Satisfaction Questionnaire was used to collect data which was analysed using both descriptive and inferential statistics such as frequencies and percentages, one way analyses of variance (ANOVA) and the least squares difference test. Each of the four hypotheses postulated was tested at 0.05 level of significance and the results showed job satisfaction to exist among petrol attendants only in neutrality. The interpretation of the general job satisfaction results was that petrol attendants are not job involved. Recommendations to improve those factors contributing to the petrol attendants' dissatisfaction were therefore made. / Thesis (MBA)-University of KwaZulu-Natal, 2006.

The primary objective of this research was to investigate the relationship between core self evaluations and job insecurity of employees (N = 298) at a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Core Self-evaluations Scale (CSES), the Job Insecurity Survey Inventory (JISI), and a biographical questionnaire. Results indicated that a practically significant negative relationship exists between self evaluations and job insecurity. It further found that a self evaluation holds some predictive value with regard to job insecurity. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.