This Master's Thesis deals with the topics of employee turnover and job satisfaction, more precisely with the way in which job satisfaction can influence employee turnover in a company. The goal of the Thesis is to design a way to analyse job satisfaction in an organization and determine the way in which job satisfaction influences the turnover potential of current employees. The Thesis is divided into three main chapters. The first chapter is a literary research that deals with topics of employee turnover, job satisfaction and the relationship between the two. The second chapter describes the environment in which the data for empirical research was collected, the tools used for data collection and summarizes hypotheses and goals for the empirical part. The final chapter presents the results of the research, evaluation of the problematic areas in the organization and author's recommendations for addressing the discovered shortcomings in the future.

M.Cur. (Nursing Education) / There is a shortage of nurses in the country and worldwide, and the problem is compounded by the resignation of nurse educators. These nurse educators leave with their expertise and skills, thus compromising the provision of quality teaching and learning. Despite the mandate by the Gauteng Department of Health to increase the student nurse intake by 25% each year, there are currently no retention strategies for nurse educators who may want to resign from a Johannesburg nursing college. It is thus imperative that a study to determine the factors leading to the resignation of nurse educators be conducted. The following research questions gave direction to the research study:  What are the factors that lead nurse educators to resign from a nursing college in Johannesburg?  What can be done to retain nurse educators at a nursing college in Johannesburg? The purpose of the study was to explore and describe the factors that led to the resignation of nurse educators at a Johannesburg nursing college and to describe strategies to retain them. A qualitative, exploratory, descriptive and contextual research design was used to provide an in-depth description of factors leading to nurse educators resigning from a Johannesburg nursing college. A purposive sampling method was used. When the sample was insufficient, snowball sampling was also used to identify other nurse educators who have resigned from the nursing college under study within the specified period between year 2000 to 2008. Fifteen (15) voluntarily agreed to take part in the study after they were invited. A pilot study was conducted with one (1) participant, who has resigned but was not involved in the actual research, and it assisted in determining the feasibility of the research question. Individual face-to-face semi-structured interviews were used to gather information from the nurse educators who resigned from the nursing college in question. The responses from the nurse educators were recorded on an audiotape recorder and field notes with the permission of the participants. An open coding, qualitative data analysis method was used. Trustworthiness was accomplished using the strategies as outlined by Lincoln & Guba (1985: 301–328). Ethical standards for nurse researchers were adhered to as outlined by DENOSA (in Brink et al., 2012: 48–51). The results of the data analysis that emerged were three (3) main categories, seven (7) subcategories and their related themes. The findings on factors leading to nurse educators resigning from a Johannesburg nursing college included factors related to management of the nursing college; emotional and attitudinal factors; and factors related to cultural diversity. Through conceptualisation, the themes identified from the research were supported or refuted by the relevant existing literature and interpreted by the researcher. Conclusions drawn from the conceptualization formed the basis for the description of strategies to retain nurse educators at a Johannesburg nursing college. The strategies identified through conceptualization were described in order to assist the nursing college under study to retain its nurse educators. It is recommended that the strategies be implemented in nursing education, management and research.

This Master thesis deals with the job satisfaction of employees in Financial Office in Pilsen and Financial Office in Tachov. The aim is to compare the state of the job satisfaction of employees at individual financial offices. The theoretical part describes what the term "working satisfaction" actually means, which main factors influence it and why these factors are not important only for financial offices. In this thesis is explained the term "motivation in work behavior", its relationship to the work of the staff and - least but not last - the resources of this motivation. Further follows the definition of worker's stimulation and the stimulus means associated with it. The practical part consists of the characteristics of the financial offices both in Pilsen and in Tachov, further on of the results of empirical investigation, the verification of given hypotheses and of proposals for individual action steps in each financial office.

The purpose of this study was to determine whether a relationship exists between the Myers-Briggs Type Indicator® (MBTI®) of first-term Air Force medical service corps (MSC) officers and their initial occupational placement matches (OCUPLACE MATCH), and, if so, whether this could it predict job satisfaction. The population consisted of 116 first-term Air Force MSC officers already assigned and working at their initial occupational placement. Statistical Package for the Social Sciences (SPSS®) computer software program was used for the statistical computation. Several techniques were used, including, frequency distribution, the Pearson product-moment correlation coefficient, and regression analyses, among others. Results showed a statistical significant correlation between the MBTI type of the first-term MSC officer matches and their initial occupational placement (OCUPLACE MATCH, r = .440, p < .01). Furthermore, results of a regression analysis showed no statistical significance for predication on job satisfaction (r = 492, F = .887, p < .05). Based on this study, the Air Force Personnel Center can match first-term MSC officers' personality type to an initial occupation placement; however, based on the second part of the hypothesis, prediction of job satisfaction may not be yield on less other aspects of the group are considered such as time in service, source of recruitment, initial occupation's location, etc.

Although governments try to create strict policies and regulations to prevent abuses, use of excessive force is still a problem for almost every country including Turkey. This study is intended to help Turkish National Police administrators to understand and prevent police use of excessive force. Studies on police brutality categorize three factors that explain why police officers use excessive force; these are individual, situational and organizational. In addition to brutality theories, job satisfaction literature is examined in this study to understand the use of excessive force. Job satisfaction is found to be related with burnout, turnover, stress, commitment, and performance. The impact of officers' attitude toward the criminal justice system and/or laws has not been tested widely. Police officers attitudes toward human rights laws are examined in this study to measure its impact on attitude toward use of excessive force. A secondary data collected in Turkey are analyzed by structural equation modeling which provides confirmatory factor analysis, path analysis, and causal relationships between variables. It is found that police officers' attitude toward human rights laws is a significant predictor of their attitudes toward use of excessive force. Job satisfaction and education level are the other significant variables affecting attitude toward use of excessive force. Based on the analyses of findings, educational and policy implications are posed for Turkish police administrators to better understand and prevent police use of excessive force.

The application of the systems concept to the individual, the family, and the organization predicts that these systems will interact in such a manner that events in one system will correlate with events in the other systems. The purpose of this study is to investigate one area of system interaction, stress creation and stress outcomes. A search of the literature revealed little empirical research pertaining to the interaction between the family environment and the work environment. However, from the available literature a model of work-family interaction was developed. The model hypothesized specific relation ships between variables within and between the family environment, the work environment, type A behavior, job outcomes of perceived productivity and satisfaction, and the stress outcome of illness. To test the hypothesized relationships of the model a questionnaire was developed and distributed via intercompany mail to mid-level managers of the customer service division of an international airline. Returned usable questionnaires (N = 89) were scored and analyzed using appropriate statistical techniques.

M.Tech (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / The purpose of this study was to examine the influence of procedural, distributive and interactional justice on job satisfaction among members of the South African Police Academy, Thabong. A critical function of the South African Police Service (SAPS) is to ensure that the inhabitants of South Africa are safe. Members of the SAPS need to be committed and have a high morale to ensure that the vision of the SAPS is fulfilled. This study advocates the application of the equity theory. People prefer to work in an environment that is perceived as just. Employees will experience satisfaction with their job in terms of equity when the equity theory is applied. However, inequity will lead to tension at the workplace. In order for the officers as employees of the SAPS to function effectively, it is essential for the SAPS to ensure that their employees are satisfied. In this study, a quantitative approach was applied to gain an understanding of the influence of organisational justice (OJ) dimensions (PJ, DJ, IJ) on job satisfaction (JS). This involved administering questionnaires to 234 employees who were attending management courses at the SAPS Academy, Thabong in the northern Free State province of South Africa. Two primary tests were used to assess the suitability of the data for factor analysis. These tests are the Kaiser-Meyer Olkin (KMO) measure of sampling adequacy and Bartlett’s test of sphericity. The Pearson correlation coefficient was used to examine the correlations among the constructs. A means analysis was conducted to assess the perceptions of the employees in respect of PJ, DJ, IJ and JS. Multiple regression analysis was executed to examine whether the independent variables of PJ, DJ and IJ predict the dependent variable JS. The Cronbach alpha coefficient test provided an adequate indication of reliability of the instrument. Face/ content, construct and convergent validity methods were applied to establish validity of the study. A positive relationship between the OJ and JS was found in this study. The SAPS will be able to improve the JS levels of SAPS officers by making positive improvements when applying OJ to influence the various elements of JS identified in this study. This will effectively enable SAPS officers to meet the challenge of providing improved service. The proper implementation of OJ will ultimately lead to the organisations success as well as the progression of its employees. Since the SAPS depends on human resources, the organisation is required to assess the current OJ practices and create a working environment that stimulates and motivates employees so that their JS levels increase. The recommendations proposed for this study offer vital information on OJ practices that could assist the SAPS to improve the perceptions of employees. Accordingly, the application can improve employees’ low morale resulting from unfairness and injustice, thereby increasing the JS levels amongst employees. The findings of the research may generate guidelines for OJ practices. Recommendations include a systematic and transparent reward system that recognises employees’ excellent performance and rewards them accordingly. Another recommendation is the creation of a well-structured consultative forum to grant employees an opportunity to provide management with their perceptions of unfair practices. Future research should extend to other sectors within the public sector environment, as well as expanding the research to include several other JS elements.

The purpose of this research was to study job satisfaction among public school library media specialists based on the psychological needs of social needs, security needs, esteem needs, autonomy needs, and self actualization needs, according to Maslow's Hierarchy. Subjects were requested to respond to a questionnaire of 30 items pertaining to job satisfaction. Each item required two responses: first, as to the level of importance the item held; and secondly, the satisfaction currently received from that particular item.

Thesis (Ph.D. Education (Curriculum Studies)) -- University of Limpopo, 2021 / The genesis of this study was the lack of comprehensive teacher socialisation programmes for Zimbabwean immigrant teachers in public schools in the Limpopo Province, South Africa. To better understand the theoretical foundations of teacher socialisation as the phenomenon under review, the principles of expanded Activity Theory (AT) (Engeström, 1987) fused with elements of the theory of Symbolic Interactionism (SI) were used as a conceptual framework to ground and structure the study. The study sought to answer the following main research question: How are Zimbabwean immigrant teachers socialised in their host schools amid the inadequacy of existing teacher socialisation programmes for new teachers in public schools? The study followed the qualitative approach to research, based on the interpretive paradigm executed through a multiple instrumental case study design in two public secondary schools in the Sekhukhune South District of the Limpopo Province. The researcher used purposeful sampling so select five participants and two schools, which provided answers to the research questions posed. The study reveals that the teacher socialisation programmes offered in public schools are inadequate and not tailored according to the real needs of Zimbabwean immigrant teachers. The situation is entrenched by the lack of shared understanding amongst principals about the structure and implementation of an effective teacher socialisation programme, especially for immigrants. The study further revealed that Zimbabwean immigrant teachers, owing to their temporary job status, feel only partly valued and appreciated in the South African schooling system. This was evident in their perception that the employment policies for immigrants had been tightened to ensure that they do not attain any permanent employment. In addition, the study revealed that owing to the uncertainty of their job status in schools, Zimbabwean immigrant teachers prefer private schools as their employment of choice rather than public schools. Lastly, the study generally reveals that the challenges Zimbabwean immigrant teachers experience with their socialisation are more systemic than in their host schools.

Magister Public Health - MPH / Introduction The Human Resource Strategic Plan of the Ethiopian Ministry of Health lists current health workforce problems as a high attrition rate among public service physicians, poor human resource management, non-conducive working conditions and high workloads. In Addis Ababa's public hospitals, the turnover of physicians is high and - as repeatedly and informally reported by hospital managers - the presence of the contributory factors listed above are also anecdotally thought to be present. These factors present a serious challenge to the delivery of high quality health care services and their presence indicates that the job satisfaction of physicians is likely to be low. However, factors responsible for job dissatisfaction among physicians and their implications for staff turnover have not been studied or documented in the context of Ethiopia's health system. It was this scenario that motivated the researcher to conduct this study in order to assist policy makers in taking appropriate actions, if and as required. Aim: The aim of the study was to assess the level of job satisfaction, the factors influencing job satisfaction and the consequences of job satisfaction among physicians in public hospitals in Addis Ababa, Ethiopia. Objectives: • To describe the job satisfaction levels of physicians in public hospitals in Addis Ababa, Ethiopia • To identify factors affecting the job satisfaction levels of physicians • To assess possible consequences linked to physicians' job satisfaction levels. A self-administered questionnaire was used to measure job satisfaction, composed of 65 individual variables grouped within 13 dimensions and adapted to the Ethiopian context from the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. An additional questionnaire was used to assess socio-demographic variables and the possible consequences of low job satisfaction. Analysis: A composite job satisfaction score was obtained by summing the individual answers for each of the variables to assess overall job satisfaction. Bivariate analysis was undertaken, using 2X2 tables (with 95% confidence intervals) to calculate the prevalence ratio for each of the potential causes and consequences of low job satisfaction, using the composite score cut-off levels of job satisfaction. Multivariate analysis was undertaken to obtain the adjusted prevalence odds ratios for both the potential causes and consequences of low job satisfaction, using multiple logistic regression analysis.