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The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western CapeFakir, Zaida January 2010 (has links)
<p>In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo / level of motivation and job satisfaction (Ellison & / Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder & / Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their  / career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based  / on Schein&rsquo / s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.</p>
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The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western CapeFakir, Zaida January 2010 (has links)
<p>In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo / level of motivation and job satisfaction (Ellison & / Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder & / Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their  / career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based  / on Schein&rsquo / s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.</p>
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Analýza podmínek pracovní spokojenosti v PIKE Electronic, spol.s r.o se zaměřením na motivaci pracovníků / Job satisfaction analysis in PIKE Electronic, spol. s r.o. (Ltd.) focused on the motivation of employeesJelenová, Lucie January 2008 (has links)
This diploma thesis consists of theoretical and practical parts. The theoretical part reviews some theories of motivation as well as theories of work motivation. Secondly, it describes the relationship between motivation, job satisfaction and performance. Thirdly, there is a description of job satisfaction factors. In the practical part, job satisfaction was analysed in the particular company and a few recommendations to the company management were made. The company situation was revised after ten months and other recommendations to the management were made.
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The relationship between career anchors and job satisfaction amongst employees within a leading retail organisation in the Western CapeFakir, Zaida January 2010 (has links)
Magister Commercii (Industrial Psychology) - MCom(IPS) / In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In
recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees' level of motivation and job satisfaction (Ellison & Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder & Coetzee, 2006). Career anchorscan be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based on Schein's 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and
the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job
satisfaction.
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Exploratory Study of Generational Differences in Facets and Overall Job Satisfaction of a Division in a Multi-state Healthcare ProviderBanks, Pierre W. 23 April 2019 (has links)
No description available.
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The influence of job satisfaction on burnout amongst sales representativesHlungwani, Nyiko Tommy 31 May 2006 (has links)
Sales representatives play a critical role in the development and sustainability of their business through the selling of products and services. Burnout inclined stress caused by low job satisfaction could adversely affect business development and survival. This study thus investigated the influence of job satisfaction on burnout amongst medical sales representatives.
Two measuring instruments were used namely the Smith, Hulin and Kendall (1969) Job descriptive index (JDI) and the Pines, Aronson and Kafry (1981) Burnout index (BI). This study was conducted amongst 139 sales representatives working for a generic pharmaceutical organisation.
Through a literature study, job satisfaction and burnout were defined, and a link determined between the two constructs. An empirical study revealed the relationship between job satisfaction and burnout.
The results indicated a negative correlation between job satisfaction and burnout. Conclusions and recommendations were made regarding the enhancement of job satisfaction and the management of burnout among sales representatives. / Industrial & Organisational Psychology / M.A. (Industrial Psychology)
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The influence of job satisfaction on burnout amongst sales representativesHlungwani, Nyiko Tommy 31 May 2006 (has links)
Sales representatives play a critical role in the development and sustainability of their business through the selling of products and services. Burnout inclined stress caused by low job satisfaction could adversely affect business development and survival. This study thus investigated the influence of job satisfaction on burnout amongst medical sales representatives.
Two measuring instruments were used namely the Smith, Hulin and Kendall (1969) Job descriptive index (JDI) and the Pines, Aronson and Kafry (1981) Burnout index (BI). This study was conducted amongst 139 sales representatives working for a generic pharmaceutical organisation.
Through a literature study, job satisfaction and burnout were defined, and a link determined between the two constructs. An empirical study revealed the relationship between job satisfaction and burnout.
The results indicated a negative correlation between job satisfaction and burnout. Conclusions and recommendations were made regarding the enhancement of job satisfaction and the management of burnout among sales representatives. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)
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Understanding communication experiences and job satisfaction of employees at a state institutionDingalo, Margaret-Ann Limakatso 08 1900 (has links)
Abstracts in English and Afrikaans / There is a growing recognition of the role internal communications play in the overall
functioning of an organisation. Scholars link effective internal communications with
business performance and in the context of a government institution it means that in
order to improve service delivery they must pay attention to the effectiveness of their
communication practices. To execute its mandate effectively the Government
Communications and Information systems (GCIS) as an entity responsible for
managing communications on behalf of government has to ensure that it leads by
example in this regard. The purpose of this study is to explore and describe
communication experiences of GCIS employees. To answer the research question a
cross-sectional survey of n=40 randomly selected employees was conducted at the
GCIS head office. The survey resulted in initial findings which were further explored
by interviewing nine (n=9) purposefully selected individuals.
Results indicate that employees are satisfied with communications in general.
Evidence suggests that not all communication channels are considered reliable
however, perceptions of trust or reliability regarding channels is influenced by an
inherent culture at the GCIS that equates authority and rank with trust. Concerns
were raised with official channels in particular which are perceived as slow, outdated
and irrelevant, blamed in part on bureaucratic processes. Findings show that there is
a strong positive relationship between communication satisfaction and job
satisfaction in line with findings from other studies. This underscores the importance
of effective internal communication practices in state institutions. If communication is
effective, evidence suggests that it will lead to employee job satisfaction. It is
therefore recommended that the GCIS conducts a strategic review of its internal
communication systems and practises in order to evaluate their effectiveness in
helping to achieve communication goals of the organisation. A follow up study be
conducted at the GCIS to measure the implementation of recommendations made in
this study. Furthermore, research is recommended within the government sector as
this will provide a holistic view of communication experiences within state institutions
in South Africa, in particular the influence of bureaucratic systems. / Daar word toenemend erkenning gegee aan die rol wat interne kommunikasie speel
in die algemene funksionering van 'n organisasie. Geleerdes koppel effektiewe
interne kommunikasie met ondernemingsprestasie, en in die konteks van 'n
regeringsinstelling beteken dit dat hulle, ten einde dienslewering te verbeter, moet let
op die effektiwiteit van hul kommunikasiepraktyke. Om sy mandaat effektief uit te
voer, moet die Regeringskommunikasie- en Inligtingstelsels (GCIS) as 'n entiteit wat
namens die regering verantwoordelik is vir die bestuur van kommunikasie verseker
dat dit 'n voorbeeld hiervan is. Die doel van hierdie studie is om kommunikasieervarings
van werknemers van GCIS te verken en te beskryf. Om die
navorsingsvraag te beantwoord, is 'n deursnee-opname van (n=40) lukraak
geselekteerde werknemers by die GCIS-hoofkantoor gedoen. Die opname het gelei
tot aanvanklike bevindings wat verder ondersoek is deur nege (n =9) onderhoude
met doelgerigte geselekteerde onderhoude.
Die resultate dui daarop dat werknemers oor die algemeen tevrede is met
kommunikasie. Bewyse dui daarop dat nie alle metodes as betroubaar beskou word
nie, maar dat persepsies van vertroue of betroubaarheid ten opsigte van kanale
beïnvloed word deur 'n inherente kultuur by die GCIS wat gesag en rang met
vertroue vergelyk. Daar is ook kommer uitgespreek met amptelike
kommunikasiekanale wat gesien word as stadig, verouderd en irrelevant, en deels
die skuld op burokratiese prosesse. Bevindinge toon dat daar 'n sterk positiewe
verwantskap bestaan tussen kommunikasiebevrediging en werkstevredenheid, in
ooreenstemming met bevindings van ander navorsers. Dit onderstreep die
belangrikheid van effektiewe interne kommunikasiepraktyke by staatsinstellings. As
kommunikasie effektief is, dui die getuienis daarop dat dit tot werkstevredenheid van
die werknemers sal lei. Daarom word aanbeveel dat die GCIS 'n strategiese oorsig
van sy interne kommunikasiestelsels en -praktyke uitvoer om die doeltreffendheid
daarvan te evalueer om die organisasie se kommunikasiedoelwitte te bereik. n Opvolgstudie word by die GCIS uitgevoer om die implementering van die
aanbevelings wat in die studie gemaak is, te meet. Verder word navorsing binne die
owerheidsektor aanbeveel, aangesien dit 'n holistiese siening bied van
kommunikasie-ervarings binne staatsinstellings in Suid-Afrika, veral die invloed van
burokratiese prosesse. / Communication Science / M.A. (Communications)
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