This research seeks to understand and explain job satisfaction levels, dissatisfaction and turnover at the North West Housing Corporation in the Department of Local Government and Traditional Affairs. It is a six-fold study; with level one addressing the background of the study paying particular attention to a number of areas which include the statement of the problem, objectives of the study. research questions and others. Secondly it looks at the background of the North West Housing Corporation and how it was established. Thirdly this study presents the background theory of this research in terms of the various approaches and theories pertaining to the subject of job satisfaction. controversies and raging academic debates that seek to push the thinking of the subject forward. Fourthly, it addresses the methodology adopted in this research. Fifthly. it presents empirical descriptive and analytical empirical findings of the research. Lastly, it presents the overall conclusion of this study. It is important to recognise that by paying particular attention to job satisfaction levels, dissatisfaction and turnover at the North West Housing Corporation, using approaches and theories developed elsewhere, this study breaks new ground in pushing the thinking around this topic in ways in which others have not appreciated. The method used by the researcher was a questionnaire to collect data from there pendent. From the literature survey, it was established by this research that the work performance of employees does help an organisation to improve service delivery. Alongside this various approaches and theories to job satisfaction were survey at great detail in this research. The relationship between job satisfaction and employee was also addressed within the context of the literature survey in this study. Inconsistencies within the literature concerning turnover were also found especially with regard to the uncertainty surrounding both definition and measurement of job satisfaction. Within this context it was found that the concept of job satisfaction was strongly connected to an employee· s intention to leave present employment which triggered turnover within that particular organisation. The literature survey of this research is very broad and wide paying particular attention to the raging debates and controversies around the topic under study in ways that contribute to the understanding of the social science disciplines. The empirical findings of this research have been presented in ways that strengthen the understanding and explanation of job satisfaction, dissatisfaction and turnover. It was found that the human resource management did not adequately address aspects relating to the job satisfaction of its employees and that negatively impacted on productivity. This study sought to attribute this failure to the transformation process that was under way at the time when the research was undertaken. It fol lows therefore that this research could not confirm the notion that job satisfaction was connected to an employee's intention to leave present employment and therefore resulting in turnover with in the Corporation as suggested by the survey literature. The inconsistencies found in the literature were confirmed when tested against the research findings of this study. This study established that there was turnover, with some employees moving out of the Corporation, but for reasons that could not be explained by any single factor. It is therefore noteworthy that the empirical findings of this study are presented in ways that contributes to the understanding and explanation of the topic under study. / Thesis (MBA) North-West University, Mafikeng Campus, 2011

No description available.

The relationship between task success and task liking and satisfaction was investigated. The independent success measure consisted of three anagram word lists representing different degrees of difficulty. The difficulty criterion was a function of word frequency in the English language, ranging from High - Moderate - Low. Success was measured by the number of correctly solved anagrams. Liking was measured by the semantic differential evaluative dimension. The lists were also rated on potency and activity dimensions. There were three seven-point polar adjective scales on each dimension, making a total of nine ratings per list. Findings statistically support the relationship between task success and task liking and satisfaction. The High frequency list produced the largest number of correctly solved anagrams and was rated as the most liked, most potent and most active. The Low frequency list produced the smallest amount of correctly solved anagrams, and was rated as the least liked, least potent and least active. Practical implications for education and industry as well as further research suggestions were discussed.

The purpose of this study is to assess the relationship between job satisfaction and the level of city urbanization. Significant job satisfaction differences between employees in highly urban and in moderately urban cities are expected on the basis of past research. It is hypothesized that employees in moderately urban cities will have higher satisfaction scores than employees in highly urban cities. An affirmative finding would enhance the value of the relationships described in past research, and it would imply a basis for generalization of findings along a rural-urban continuum.

Class of 2007 Abstract / Objectives: The purpose of this study was to determine the level of job satisfaction among faculty in Colleges and Schools of Pharmacy in the United States. Responses to survey questions regarding personal and demographic information were used to analyze differences in satisfaction among the faculty. Methods: A prospective study was performed by distributing an email containing a weblink to a questionnaire to 1,000 randomly selected full-time faculty members in Colleges and Schools of Pharmacy in the United States. The American Association of Colleges of Pharmacy (AACP) Roster of Faculty and Professional Staff for the 2005-2006 academic year was used to generate the list. The weblink directed prospective participants to a questionairre constructed on www.surveymonkey.com. Responses were collected from the website questionairre and analyzed using analysis of variance to interpret the data. Results: A total of 266 participants responded. The mean level of overall job satisfaction for the faculty was 3.6 (+ 1.0). The survey demonstrated significant differences in levels of overall job satisfaction particularly when related to faculty salary categories with the higher salaries generally showing higher levels of satisfaction than those in lower salary categories. Additionally, it showed that factors such as having time for family and other personal needs and opportunity to educate were more important than good salary and benefit packages. Conclusions: Faculty members employed in Colleges or Schools of Pharmacy in the United States are generally satisfied with their jobs.

Class of 2006 Abstract / Objectives: To determine whether staff, clinical, or integrated hospital pharmacists have greater job satisfaction and to determine if sex, age, number of years worked as a pharmacist, or academic degree result in changes in job satisfaction. Methods: A prospective quasi-experimental study was performed by distributing job satisfaction questionnaires to pharmacists working in inpatient locations at two hospitals. The surveys contained a pre-addressed, pre-postage paid envelope for the respondents to mail the completed questionnaires to the investigators. Results: Questionnaires were completed by 38 subjects (mean age = 38.36). Fourteen pharmacists who spent 0 to 40 percent of their time in clinical activities were categorized as staff pharmacists, 10 who spent 41 to 60 percent of their time in clinical activities were integrated, and 14 who spent greater than 61 percent of their time in clinical activities were clinical pharmacists. Overall each category of pharmacists reported mean satisfaction scores above 2.5, indicating that all are satisfied in their jobs. However, differences were seen in the amount of satisfaction. When it came to work environment and professional interaction, integrated pharmacists were more satisfied than staff pharmacists (p=0.026 and p=0.000, respectively). When it came to professional interaction and personal outlook, clinical pharmacists were more satisfied than staff pharmacist (p=0.001 for both). Conclusions: Job satisfaction is directly related to the number of clinical activities performed. Integrated and clinical pharmacists are both more satisfied than staff pharmacists.

This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

M.Com. (Industrial Psychology) / The main objective of the study was to investigate the moderating effect of psychological wellbeing on the relationship between personality and job satisfaction. A quantitative, cross-sectional research design was used. A survey was created using the shortened version of the Basic Traits Inventory, Ryff‟s Scale of Psychological Wellbeing and the shortened version of the Minnesota Satisfaction Questionnaire. The survey was distributed online and in hard copy to various organisations in South Africa (N=207). Results showed that the psychological wellbeing traits of self-acceptance, environmental mastery, and purpose in life moderate the relationship between neuroticism and job satisfaction; personal growth moderates the relationship between extraversion and job satisfaction; and the relationship between conscientiousness and job satisfaction is moderated by self-acceptance, environmental mastery, purpose in life, and personal growth. It was concluded that certain facets of psychological wellbeing serve to strengthen the positive effects and mitigate the negative effects of personality traits on job satisfaction. It is thus advised that management consider the impact of employees‟ psychological wellbeing on their level of satisfaction at work, and create a working environment that is conducive to the personal growth and development of employees.

by Lo Wai-kwok and Mak Bing-leung, Rufin. / Bibliography: leaves 167-171 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984

South Sea Textile Manufacturing Co., Hong Kong. Annual report, 1970 inserted. / Summary in Chinese. / Thesis (MBA)--Chinese University of Hong Kong. / Bibliography: l. 178-181.