Research that focuses on the relationship between job satisfaction and employee retention is of interest to researchers in different disciplines and the intensification of these interests has rendered the two concepts heterogeneous. Research of this nature is necessary in the discipline Public administration, and in particular public human resource management as niche area of specialisation. Job satisfaction, as an independent variable is complex, in that it is an outcome of interdependent and sometimes contradicting personal and institutional factors, attributes, characteristics or correlates. The ability of public institutions to retain employees in key positions is dependent on the effectiveness of managers in implementing employee retention practices. Legislation in the South African public service entrusts managers with the authority and resources to institute employee retention practices. Using a quantitative research method in which a specially designed research questionnaire was used to gather data from a selected sample of respondents in the SAPS, this study creates awareness about employees’ degree of satisfaction with SAPS’ key institutional factors. The findings reveal, despite the SAPS having instituted practices that are key to retaining employees, key institutional factors that the respondents are satisfied and dissatisfied with. In addition to proposing the development and implementation of the employee retention policy and strategy, this study highlights significant roles that managers should perform to retain employees in the SAPS and in the South African public sector in general. / Public Administration / D.P.A.

Female academics in higher education institutions face numerous challenges in the continuously ch~nging landscape of South African Higher Education. Numerous mergers between different institutions, increasing job demands, ever increasing class sizes and the unique demands of role conflict, inherent to the female role, contribute to the manifestation of stress and burnout (80) in this population group. The research is conducted from a salutogenic paradigm, seeking to find ways of avoiding the negative consequences of 80 and contributing towards the positive experience of Work Engagement (WE) for the female academic. The research also explores the effect of the individual academics' Sense of Cohrence (SOC) on the experience of BO and WE. The research is quantitative in nature. A psychometric instrument was sent to all the permanently employed female academics employed by Unisa and TUT, measuring their levels of 80, WE and SOC. The completed questionnaires were statisticaily analysed. The findings included average levels of 80, with definite signs that the experience of 80 is on the increase. The Cy sub-dimension of BO showed increased levels. The WE scores of the female academics were just above average. The SOC scores of the female academics were low. The main recommendations were that University management need to take cognisance of the symptoms of BO that are present in this population. Strategies need to be put in place to address these issues and the experience of WE need to be treasured and grown through definite actions from Management. Female academics also need to take personal responsibility for their own wellness and act on the initial signs of 80, rather than dismissing it as mere tiredness or lack of energy. There are also a number of recommendations on actions to be taken to experience WE in the academic work that the population undertake on a daily basis / Industrial and Organizational Psychology / D.Litt. et Phil. (Industrial & Organizational psychology)

This research explores the relationship between organisational climate and job satisfaction in an Information and Communication Technology (ICT) organisation within South Africa by means of quantitative research. An organisational climate questionnaire was developed to measure the organisational climate and job satisfaction of the organisation and was administered to a sample of 696 employees across three regions. The results indicate that there was a strong positive correlation (0.813 at the 0.01 level) between organisational climate and job satisfaction, therefore supporting the research hypothesis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict 71% variance in job satisfaction. The interaction of biographical and organisational variables on organisational climate and job satisfaction was studied by means of t-tests and ANOVA. Although statistical significant differences were found, in terms of practical significance, the effect sizes were generally found to be small. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This study investigated the factors that affect the job satisfaction of principals of previously disadvantaged secondary schools in the North West Province. The aims of the study were to determine empirically, through quantitative and qualitative means, the factors that influence the job satisfaction of the principals, and to make recommendations of ways to improve their job satisfaction. In the quantitative phase the research design was a survey. Data were collected from a purposefully selected sample of 30 principals of 30 secondary schools conveniently situated and accessible, in rural villages and townships. Thereafter a phenomenological approach was used to select eight principals from the same sample. The aim was to, by means of interviews, find clarity on the trends observed in the quantitative phase. The researcher purposefully selected participants representing a maximum variation regarding gender, geographical location, and years of experience as a teacher or a headmaster. The results indicated that the factors that enhanced the job satisfaction of the selected principals related to the nature of their work in the sense that it was stimulating, important and varied. Their interpersonal relationships were also gratifying. These relationships referred to cooperative staff, appreciative colleagues and supervisors, well-behaved learners, and supportive parents. Specific factors also brought about job dissatisfaction. In particular, the majority of the principals were frustrated with poor management on the part of the Department of Education. This was linked to a lack of autonomy of the principals, excessive bureaucracy, and poor policies. The principals believed that these policies exacerbated the problems they already had with ill-disciplined learners, the poor work ethics of some educators, unsatisfactory matriculation results, pitiable physical working conditions, and uninvolved parents.Results from the research also showed that the principals thought their workloads were not aligned to their salaries, and that reward systems were needed. Recommendations to enhance the job satisfaction of the principals of the identified secondary schools were made to the SGB and other school managers, as well as to the Department of Education, and recommendations for future research were also put forward. Finally, a number of limitations of the study were pointed out. / Educational Studies / D. Ed. (Education Management)

This researcher investigates the role of communication satisfaction in job satisfaction in the Department of Communications, a government policy-making institution that deals with post, telecommunications, and broadcasting services in South Africa. This study describes communication satisfaction as the overall degree of satisfaction an employee perceives in his total communication environment and job satisfaction as the degree of satisfaction the individual feels with his job. Focus groups are used to explore the role of communication satisfaction in job satisfaction in the Department of Communications because they are appropriate and suitable in capturing the discussions reflecting emotions, particularly uncovering individuals' feelings about their environment. The emphasis is on finding out how communication motivates and makes employees satisfied in their jobs. Qualitative content analysis, based on transcriptions from audiotapes, is used for interpretation and analysis of the data. These transcnptions reflect the descriptive nature of the data and people's own spoken words. / Communication Science / M. A. (Communication)

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012 / Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011 / This study explored perceptions of twenty managers at the City of Cape Town Municipality regarding the challenges facing talent management. A detailed study of the literature was conducted on variables that are relevant in talent management in organisations. These variables included definitions of talent management, pay satisfaction, job satisfaction, organisational commitment, tenure, motivation, employee engagement, turnover and intention to turnover. This study adopted a qualitative research method as it was found from the literature that managers often prefer face-to-face interviews instead of questionnaires. An interview guide was developed for the twenty managers that were internally chosen by the City of Cape Town management. Data collected from the interviews was subjected to content analysis method with different themes emerging. The results revealed that the City of Cape Town is well on course in implementing talent management with it’s approximately 25 000 employees. The study revealed a plethora of challenges facing talent management at the City of Cape Town. One huge challenge facing this municipality is its size, which makes implementation of a talent management system difficult to implement at the City of Cape Town. The findings support the assumption developed for this study that poor talent management practices in the public sector lead to ever increasing staff turnover rates. The findings of this study contribute to both theory and practice. Theoretically the study contributes to the literature, as it is the first empirical study to use managers in a local government municipality to explore challenges surrounding talent management. Furthermore, local government managers can use the findings of this research to design strategies and policies to enhance talent management in local government municipalities, and subsequently ensure talent retention.

Thesis submitted in partial fulfilment of the requirements for the degree Master of Technology: Human Resource Management in the Faculty of Commerce at the Cape Peninsula University of Technology, 2013 / The researcher decided to replicate an existing study by Rahman, Naqvi and Ramay (2008) titled “Measuring Turnover Intention: A Study of IT Professionals in Pakistan”. The study was applied to new situations in order to determine generalisability to different subjects, age groups, races, locations, cultures or any such variables. The replicated study builds on the original study, by making it relevant today and applying it to a large business within the South African Telecommunications industry. Reducing employee turnover is both strategic and very important in ensuring that an organisation remains profitable. Therefore the main objective of this study is to analyse and verify whether job satisfaction, organisational commitment and perceived alternative job opportunities are correlated with turnover intention. Employee turnover has become a serious management problem for the participating company due to the financial and moral impact on its degree of competitiveness and sustainability prospects. Today, organisations are finding it difficult to retain employees. Many skilled professionals are leaving, which results in the loss of knowledge systems and discontinuity for the Telecommunications industry. Thus, employee turnover demands management’s attention to do whatever it can to retain skilled employees. A quantitative research design using a survey was employed in the study. A survey is defined as “a method for gathering information from a sample of individuals” (Scheuren, 2004: 9). A sample was chosen from a population of employees who are working for the participating company, within the Telecommunications industry. The population is N = 401 (unit of analysis), which is the number of people employed at the participating company, where the researcher is currently employed. The General Job Satisfaction Survey (JDS) developed by Hackman and Oldman (Cook & Rice, 2003: 37) was used to measure both JS and PAJO. Hypothesis 1 addressed the relationship between job satisfaction and turnover intention. The Pearson product-moment correlation coefficient (PPMCC) between job satisfaction and turnover intention was r = 0.812 with a p-value = 0.714*, indicating that the correlation is positive but not significant. The Organisational Commitment Questionnaire (revised) (OCQ) developed by Meyer and Allen (2005: 73) was used to measure employee commitment. Hypothesis 2 addressed the relationship between organisational commitment and turnover intention. The Pearson product-moment correlation coefficient between organisational commitment and turnover intention was r = 0.572 with a p-value = 0.065*, indicating a positive but not significant correlation. Hypothesis 3 addressed the relationship between perceived alternative job opportunities and turnover intentions. The Pearson product-moment correlation coefficient between perceived alternative employment opportunities and turnover intention was r = 0.953 with a p-value = 0.081*, indicating a positive but not significant correlation. It can be concluded that the correlation between the dependent variable and independent variables in the replicated study was positive but not significant which is consistent with the original study conducted by Rahman et al. (2008). The results reveal that in order for the participating organisation to be competitive in the 21st century a firm grip needs to be taken on reducing turnover intentions. Even though the correlation between the variables was not significant it supports previous studies that have found a significant correlation between job satisfaction, organisational commitment, perceived alternative job opportunity and its association with turnover intention. The replicated study will be presented to the participating organisation in an attempt to add value. The audience are managing executives and heads of departments, who are people that can make a difference within their respective divisions. When there is buy-in from top management, this will ensure that the need and urgency for retaining critical skills is filtered down to the lower levels. It will benefit the participating organisation that has a philosophy of wanting to continuously improve. It is recommended to the management of the participating company to pursue a retention strategy highlighting commitment and job satisfaction to obtain a committed and satisfied workforce through application of suitable human resource policies. These include training, career planning and advancement opportunities, employee participation and compensation plans to reduce employee turnover intention (Rahman et al., 2008: 79). By building a company’s business model around job satisfaction, organisational commitment and perceived alternative job opportunities, morale can be increased and commitment can be strengthened. When employees are satisfied they do not have the need to look for work elsewhere, which will contribute to a successful and competitive organisation.

Divorce is a phenomenon that affects the emotional, physical and social wellbeing of the divorcees and those close to them. The situation becomes complicated if the affected person has a responsibility of providing caring and nurturing services to the sick, either as a manager or as a practitioner. The extent of how the impact of divorce affects the performance of professional nurses in their roles as carers and as managers was unknown. The nature and quality of services that they render to their patients, their coping strategies and the support systems were unknown. The purpose of the study was to describe and explore the impact of divorce on work performance of professional nurses at the East London Hospital Complex with the aim of ensuring high quality patient care. The objectives of the study were to: explore and describe the lived experiences of female divorced professional nurses with regard to the impact of divorce on their work performance; identify their coping strategies and their support systems. An exploratory descriptive and contextual qualitative research design was used. A phenomenological approach was used. The participants were twelve (12) divorced female professional nurses. The purposive and snowball sampling as non-probability sampling techniques were used. An interview guide was used to conduct the interviews. Audiotape was used for recording the data. Tesch’s steps (1990) of analyzing qualitative data guided the data analysis process. According to the lived experiences of the participants, divorce is traumatic and painful with emotional, physical, financial and social impact. It had a negative impact on the professional nurses’ work performance. The coping strategies included acceptance of the reality, studying, involvement with club and church activities. Support was available from the families, church, friends, and colleagues. Recommendations are that: the employee assistance program be marketed more effectively by hospital management and be included in the hospital, departmental and unit orientation programmes; that a dedicated psychologist, as well as preventive intervention programs, be made available to employees dealing with divorce.