The major purpose of this study was to test the ability of the MyersBriggs Type Indicator (MBTI) to predict job satisfaction. Sixteen hypotheses were advanced and tested. They were grouped into four categories: (a) the ability of Judges to predict a subject's job satisfaction based upon their assessment that the subject's MBTI Type was compatible with their occupation; (b) the ability of the Minnesota Importance Questionnaire (MIQ) to predict job satisfaction; (c) acomparison of the predictive ability of the MBTI with the MIQ; (d) and, an exploration of the relationship of MBTI Type with the Needs measured by the MIQ.A review of related literature showed that the ability of the MBTI to predict job satisfaction had not been demonstrated satisfactorily in previous research while the MIQ had a demonstrated ability to predict satisfaction. Therefore, the MBTI was compared with the MIQ to see which could better predict satisfaction.The subjects used in this research were 369' Masters in Business Administration students from a medium sized private college in the Midwest. Sixty-five percent of the subjects were male and 35% were female. They had an average age of 30.5 years and 93% of the subjects were employed full-time.Three test instruments were used in this study. The MBTI was used to assess Psychological Type. The MIQ was used to measure Vocational Needs. A biographical information form was used to gather demographics on each subject. A question from the Hoppock Job Satisfaction Blank was included on the information form to measure job satisfaction.This study found that MBTI Type and various components of Type could be used by judges to predict job satisfaction based on judges' assessment of congruence between Type and occupation. It was found that the MIQ could predict job satisfaction based on congruence between MIQ profile and occupation. Comparison of the MBTI and MIQ showed that the MIQ was the better predictor of satisfaction but neither instrument was able to account for more than a small part of the satisfaction variance. Last, it was found that several of the MIQ Needs were related to components of the MBTI.This study provided support for the predictive ability of both the MBTI and the MIQ. It supported the use of the MBTI in career counseling and theory and pointed to several areas where additional research is needed. It provided an initial exploration into the relationship of the MBTI to the domain of vocational Needs as measured by the MIQ. / Department of Counseling Psychology and Guidance Services

This study is undertaken to investigate the effect job satisfaction (or dissatisfaction) has on the employees of Xstrata Alloys. Specifically, the focus falls on the supervisors employed at Xstrata’s Boshoek plant. The supervisors form the first line of management and therefore have the opportunity to influence the work force, be it intentionally or unintentionally, either positive or negative. It is the responsibility of every organisation to put measures in place to ensure a workforce of satisfied employees as the productivity and performance of the entire company could rest on this. This research study focuses on the quantitative method to obtain the necessary data. The Minnesota Satisfaction Questionnaire (MSQ) short form is specifically used in the collection of data for this study. A few interesting findings are evident: supervisors that have been in a certain line of work for longer periods of time, perceive themselves to experience less praise for jobs well done, whereas employees who have been appointed in supervisory positions for longer periods of time, have even lower levels of general satisfaction. The supervisors in the different departments are found to differ in their perceptions of certain job satisfaction items. Supervisors in the Admin and Production departments, harbour more positive feelings about some of the items than the supervisors in the Engineering department. A difference in perception is also noted between the supervisors with Afrikaans and other languages as home language, regarding their perception of some of the items of job satisfaction. It is recommended that future studies should focus on including the whole workforce, opposed to only the supervisors. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The comprehension of how job satisfaction impacts on an employee’s intention to quit is critical to an organisation. Consulting engineering firms who do not retain their skill sets will not survive. Knowledge of the relationship between job satisfaction and intentions to quit will allow managers to manipulate the variables that increase job satisfaction, which in turn can minimise an organsation’s employee turnover rate. A theoretical analysis was done. As an empirical analysis, a targeted cross-sectional survey by means of a standardised questionnaire was sent to 3 000 (three thousand) engineers, technicians and technologists registered with the Engineering Council of South Africa (ECSA). Multiple regression analysis was done and Spearman Correlation Coefficients were used to indicate the relationships between variables. Achievement was the factor that was most significantly related to job satisfaction and intention to quit. The strong negative relationship between job satisfaction and intention to quit was confirmed, the effect of which would be that the more job satisfaction increases, the more intention to quit decreases. Management techniques that consist of supervisory consideration, participative decision making, performance feedback and communication are therefore advocated. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The nursing education institutions play a major role in the training of nurses to curb the shortage of nurses in the country. Nurse educators assist with the primary socialisation of new nurses into the nursing profession. Likewise, new nurse educators need to be socialised into the nursing education system. Proper socialisation of new educators into the education system is vital for the continuity and reinforcing of professional values. The purpose of the study was to identify and describe the relationship between professional socialisation and job satisfaction of nurse educators of a provincial college in South Africa. A quantitative, descriptive correlational design was used for the study. The sample consisted of nurse educators (N=102) employed by the Kwa Zulu Department of Health with the Kwa Zulu College of Nursing (KZNCN). Data was collected using a structured questionnaire, which included both the Nurses Professional Values Scale-Revised (NPVS-R) questionnaire and the Minnesota Satisfaction Questionnaire (MSQ). Statistical data analysis was done using the Statistical Package for Social Sciences (SPSS) programmes. The results showed reliability of the NPVS-R questionnaire with Cronbach’s alpha (α) ranging between .637 and .811 and between .798 and .883 for the MSQ. Confirmatory factor analysis for the NPVS-R and exploratory factor analysis for the MSQ both had p-value of .0001 concluding a statistical significance of the questionnaires with a sufficiently high correlation. Again a positive correlation coefficient (r>.328) was concluded amongst the demographic data and the NPVS-R and MSQ. The null hypothesis was rejected since a good correlation between the professional socialisation and the job satisfaction statements of nurse educators of a provincial college was concluded. Recommendations include: proper socialisation and mentorship of new educators into the new education role for both personal and professional development and the proper utilisation of individual skills and expertise in order to prevent animosity and job dissatisfaction. Moreover, strategies to improve the working conditions and remuneration of nurse educators so as to attract new nurse educators into the education system are vital. / MCur, North-West University, Potchefstroom Campus, 2014

The South African Police Service is seen as inseparable cornerstone of the society. To render effective and efficient service to the communities depends largely on the human source. The satisfaction of police officers with the jobs, will affect the quality of service they render to the general public. In this respect, the question of how satisfied are they with their jobs gains importance. The general aim of this study is to investigate job satisfaction, stress and burnout of members of the South African Police Service in Mmabatho and Vryburg area in the North-West Province. To reach this objective, that is, investigating job satisfaction, stress and burnout of members of the South African Police Service in Mmabatho and Vryburg area in the North-West Province, questionnaires consisting of the following measuring instruments were used: the Minnesota Job Satisfaction Survey (MSQ), Police Stress Survey (PSS), the Maslach Burnout Inventory-General Survey (MEI-GS) and the Utretch Work Engagement Scale (UWES). Stratified random samples of the police members (N=227) were taken from Mmabatho and Vryburg area of the North-West Province. The results, indicates amongst other things that members of the police are dissatisfied with aspects that are extrinsic to their work, e.g. working . conditions and pay. Also experiencing stress emanating from mainly two sources, namely: job demands e.g. increased responsibilities and job resources e.g. lack/inadequate resources to perform their duties. As a result of stress experienced, they feel burned out but engaged to their work. / (M. Com.) North-West University, Mafikeng Campus, 2003

From day's ceremonial, the nursing profession, was held in high esteem and was the most cherished health career amongst the black community. The profession popularised by Florence Nightingale, alias, "The lady with the lamp," highly emphasised absolute virtues, such as selflessness, dedication and hard work, to mention just a few. Some individuals like the late Sister Lekgetha and Cecilia Makiwana later became epitome of the health profession and were marvelled by the community at large. The paradigm has shifted somewhat, unfortunately, with today's nurses capable of leaving their death-bed-ridden patients in hospital wards, to take to the streets in demand of salary increases. Their hostile attitudes are perceived in community circles as irresponsible and uncaring, culminating in poor health service deliveries at health centres. Nurses, on the other hand, cite a number of issues that have rendered the health profession a disaster, in which it find itself. These range from the working conditions to the job description as rolled out by the supervisor and the Department. It is for this reason that a study at the Mafikeng Provincial Hospital was prompted, to try and reach the bottom of the truth. / M. Admin (HRM) North-West University, Mafikeng Campus, 2006

This study is undertaken to investigate the effect job satisfaction (or dissatisfaction) has on the employees of Xstrata Alloys. Specifically, the focus falls on the supervisors employed at Xstrata’s Boshoek plant. The supervisors form the first line of management and therefore have the opportunity to influence the work force, be it intentionally or unintentionally, either positive or negative. It is the responsibility of every organisation to put measures in place to ensure a workforce of satisfied employees as the productivity and performance of the entire company could rest on this. This research study focuses on the quantitative method to obtain the necessary data. The Minnesota Satisfaction Questionnaire (MSQ) short form is specifically used in the collection of data for this study. A few interesting findings are evident: supervisors that have been in a certain line of work for longer periods of time, perceive themselves to experience less praise for jobs well done, whereas employees who have been appointed in supervisory positions for longer periods of time, have even lower levels of general satisfaction. The supervisors in the different departments are found to differ in their perceptions of certain job satisfaction items. Supervisors in the Admin and Production departments, harbour more positive feelings about some of the items than the supervisors in the Engineering department. A difference in perception is also noted between the supervisors with Afrikaans and other languages as home language, regarding their perception of some of the items of job satisfaction. It is recommended that future studies should focus on including the whole workforce, opposed to only the supervisors. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The comprehension of how job satisfaction impacts on an employee’s intention to quit is critical to an organisation. Consulting engineering firms who do not retain their skill sets will not survive. Knowledge of the relationship between job satisfaction and intentions to quit will allow managers to manipulate the variables that increase job satisfaction, which in turn can minimise an organsation’s employee turnover rate. A theoretical analysis was done. As an empirical analysis, a targeted cross-sectional survey by means of a standardised questionnaire was sent to 3 000 (three thousand) engineers, technicians and technologists registered with the Engineering Council of South Africa (ECSA). Multiple regression analysis was done and Spearman Correlation Coefficients were used to indicate the relationships between variables. Achievement was the factor that was most significantly related to job satisfaction and intention to quit. The strong negative relationship between job satisfaction and intention to quit was confirmed, the effect of which would be that the more job satisfaction increases, the more intention to quit decreases. Management techniques that consist of supervisory consideration, participative decision making, performance feedback and communication are therefore advocated. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Filipino internationally educated nurses (IENs) constitute a major portion of the IENs in Manitoba and Canada. Acculturating to Canada can be difficult and can affect job satisfaction and retention. The focus of this research is on Filipino IENs’ acculturation to Canada, sources of workplace support and perceived job satisfaction. Berry’s (1997) acculturation framework guided the study. A cross-sectional descriptive-correlational method was used. An on-line survey resulted in a study sample of 124 participants. Quantitative and qualitative analysis techniques were used to determine relationships among the variables and to identify recommendations to assist other IENs. Job satisfaction was positively associated with one dimension of acculturation and informal sources of workplace support by immigrants and Canadian co-workers, administration, and the union. When these independent variables were entered into a multiple regression model, only administration support significantly predicted job satisfaction. Implications for nursing practice, leadership and research are discussed.

The success of the future for South African organisations relies heavily on its leadership, rather than on its management. Transformational leadership is critical to modem business, especially within the South African context. Transformational leadership is essentially about instilling a sense of purpose. in those who are led, and encouraging commitment by empowering employees through growth and development. This enables employees the opportunity to adapt and grow within organizations. The leader promotes change by creating a motivational climate which enhances growth, development, commitment, goal achievement and enjoyment. In order to facilitate the requirements of such an environment the employee needs social support that would enable job autonomy and ultimately job satisfaction. The objective of this study was to investigate the moderating effect of social support between job autonomy and job satisfaction, and to see if job satisfaction of employees in a large banking group can be predicted by their experience of job autonomy and social support in the workplace. The study was conducted within one of South Africa's leading financial institutions. In order to achieve the study objectives, data was collected from a sample (n=178) which consisted of employees ranging from junior management (CIT levels) to middle management (MIP levels). Descriptive and inferential statistics were used to analyse the data. Stepwise multiple regression analyses were carried out to determine whether the independent variables hold any predictive value regarding the dependent variable (job satisfaction). The results of the multiple regression revealed that gender had no effect in predicting participants' job satisfaction, indicating that effects for the other variables may operate similarly for males and females. It was found that participants' experience of autonomy, and the support they receive from colleagues are important in predicting their experiences of job satisfaction. However, the moderating effect of social support (from either colleagues or supervisor), was not supported in this research. This finding indicates that social support does not play a role in the translation of the experience of autonomy in job satisfaction. Further research into the moderating effects of social support between job autonomy and job satisfaction is warranted. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007