Syfte: Syftet är att öka förståelsen för hur arbetsbelastning, stress och minskad autonomi hanteras i en kontext som präglas av Lean Production, med avseende på tillverkande företag.   Metod: Studien utgår från en hermeneutisk vetenskapstradition med ett synsätt utifrån socialkonstruktivismen. En kvalitativ fallstudie har genomförts med hjälp av tio semistrukturerade intervjuer med respondenter från två tillverkande företag.    Studiens bidrag: Studien visar att de negativa effekter av Lean Production som framgår av tidigare forskning i form av arbetsbelastning, stress och minskad autonomi inte är ett stort problem i den kontext som har studerats. Däremot har studien visat att de hanteringsaspekter som lyfts fram av tidigare forskning är användbara för att uppnå arbetstillfredsställelse, oavsett om de negativa effekterna förekommer eller inte.    Förslag till fortsatt forskning: Att studera mer djupgående huruvida Lean Production påverkar medarbetare i en kontext som präglas av en hög tekniknivå, en hög automationsgrad och komplexa arbetsuppgifter. / Aim: The aim is to increase the understanding about how workload, stress and reduced autonomy gets managed in a context characterized by Lean Production, focusing on manufacturing companies.   Method: The method of this study is based on a hermeneutic science tradition and a social constructivist point of view. A qualitative case study has been made by using ten semi-structured interviews with respondents from two manufacturing companies.   Contribution of the thesis: This study shows that the negative effects of Lean Production as evidenced by previous research in the form of workload, stress and reduced autonomy are not a major problem in the context that has been studied. However, this study has shown that the managing aspects proposed by previous research is useful to create job satisfaction, no matter if the negative effects exists or not.  Suggestions for future research: To study more in-depth whether Lean Production affects employees in a context characterized by a high level of technology, a high degree of automation and complex tasks.

Call centres across the globe experience high levels of absenteeism and labour turnover. The reason being: job dissatisfaction. South African call centres are also facing the same problem where absenteeism and labour turnover is on the increase. Job satisfaction is influenced not only by situational aspects of the job environment but by dispositional personality factors of the individual as well. The aim of the study was to determine the possible relationship among locus of control, self-determination and job satisfaction. The study population consisted of (N= 187) call centre agents from a Municipality in Gauteng. The results of the empirical study indicate there is a relationship between locus of control and job satisfaction. Copyright 2006, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Carrim, N 2006, The relationship amongst locus of control, self-determination and job satisfaction in call centres, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02132012-105055 / > C12/4/70/gm / Dissertation (MCom)--University of Pretoria, 2006. / Human Resource Management / unrestricted

Magister Commercii - MCom / The term organisational citizenship behaviour (OCB) was first explored by Bateman and Organ (1983) to refer to particular behaviours that may benefit an organisation and gestures that cannot be enforced by means of formal role obligations nor be elicited by contractual guarantee of recompense. Organ (1988) proposes that OCB may have a positive impact on employees and organisational performance. Incumbents who are experiencing satisfaction from performing their jobs are likely to be better ambassadors for the organisation and be committed to their organization (Buitendach, 2005).

Understanding the factors that influence Job Satisfaction of managers is vital because satisfied managers will improve overall effectiveness of an organisation. State Owned Enterprises (SOEs) play a crucial role within economies, however a lack of attention has been focussed on understanding the concept of job satisfaction within this context. The main objective of this research was to identify the factors which are most important to influencing job satisfaction of managers at SOEs and to verify whether these factors are influenced by demographics. A survey was developed and utilised to gather data regarding the importance of several factors to a manager’s job satisfaction. The data that was gathered was statistically analysed in order to support or reject the research propositions. The findings of the research indicated that three factors predominantly influenced the job satisfaction of managers at SOEs; namely, Inspirational Leadership and Purposeful Work, Equitable Rewards and a Facilitative Work Environment and Effective Working Relationships and Work Life Balance. The results also provided support for the research propositions concluding that the factors influencing job satisfaction are certainly affected by demographics. A Three Factor Framework and Organisational Effectiveness Framework were developed to graphically represent the findings of the study. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

The purpose of this research was to determine if there was a significant relationship between scores on the Communication Satisfaction Questionnaire (CSQ) scale of effective managerial communication and scores on the Job Descriptive Index (JDI) scale of job satisfaction for non-faculty staff members at the participating community college. A total of 75 non-faculty staff members from three separate community colleges in East Tennessee participated in the study. A modified version of the Communication Satisfaction Questionnaire (CSQ) developed by Downs and Hazen (1977) was used to collect data. The instrument used a Likert-type scale with a 7-point scale with eight dimensions (personal feedback, relationship to supervisors, horizontal and informal communication, organizational integration, organizational perspective, communication climate, media quality, and job satisfaction). The statistical analyses of the data from eleven research questions revealed some significant relationships and differences. Results found a strong positive relationship between communication and job satisfaction. This indicates that when staff members feel satisfied with organizational communication, they tend to be satisfied with their job. Results indicated that gender, number of years of service, degree attained, and job classification do not tend to make a significant difference among staff members’ level of satisfaction in communication or job satisfaction. The results found Millennials produced a significantly higher mean score than Generation X, but no significant difference among the other generations. There was no significant difference on JDI among the generations.

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This study, relying on a survey of managers on international assignments in Turkey, examines the relationships between expatriate managers satisfaction and commitment to their companies and assignments. The study furthermore seeks to identify the factors which relate to expatriate managers satisfaction. The article discusses these results and proffers strategies to enhance expatriate satisfaction and to mitigate dissatisfaction.

This study investigates the potential impact of organizational variables on the service recovery performance of frontline employees, and the impact of successful service recovery on frontline employees’ job satisfaction and intensions to resign. Data obtained from a survey of frontline employees working in several banks in two cities in Western Turkey serve as the study setting. Results and their implications are discussed.

The relationship between the work attitudes, job satisfaction and organizational commitment has been demonstrated to influence turnover/retirement. This relationship is important due to changing demographic patterns in the 0.3. A food service labor shortage has potential for retarding the long-term growth of the food service industry. However, recruitment and retention of older workers could be a factor in controlling this problem. Therefore the major purpose of this research was to obtain information from current older food service employees to permit the determination of how various aspects of their jobs affect job satisfaction and organizational commitment, and thus intention to remain on the job. The major independent variables in this research postulated to effect the dependent variable, turnover/retirement intention included, intrinsic and extrinsic satisfaction, organizational commitment, working conditions, level of pay, and financial security. The sample population consisted of older workers employed in hospital and college/university food services. Data were collected via questionnaire. A 61 % response rate ( N=243) was obtained. The results indicate that older workers demonstrate moderate levels of work satisfaction and relatively high levels of organizational commitment. However a practically meaningful relationship between work satisfaction (measured by the Minnesota Satisfaction Questionnaire) and organizational commitment ( measured by the Organizational Commitment Questionnaire), as correlated with turnover/retirement intention was not found. Although not considered meaningful , a week but statistically significant relationship was found (r=.15, p< .02) between intrinsic satisfaction and turnover/retirement intention. Older workers in this study are generally less satisfied with the chance for advancement in their jobs, and with the pay for the amount of work done. These two items are extrinsic measures of satisfaction. Regression analysis revealed that older worker perceptions of the physical demands of the job (r=.3?), working conditions (r=.33}, and employer communication of retirement options (r=.2l) predicted 39% of the variance in the dependent variable, organizational commitment. Fifty-three percent of older workers in this study would recommend their jobs to others, and 54% of older workers state they would delay retirement past the age they now plan to retire if they could work part—time. The food service industry will see increases in the number of older workers in the near future. This research provides a foundation from which other research involving older workers can emerge. / Ph. D. / incomplete_metadata