Each chapter has its own summary / Each chapter has own summary / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.

Thesis (MTech (Public Management))--Peninsula Technikon, 2004 / The World Health Organisation (WHO) presented evidence illustrating that tobacco smoking kills three million people yearly. These statistics are increasing, and unless current trends are reversed by the decade 2020-2030, tobacco will kill 10 million people a year, with 70% of deaths occurring in developing countries (WHO, 1998:1). The WHO then issued a mandate to 191 countries, which included South Africa, requesting them to write, advocate, pass and enforce laws on tobacco control taking into account work and public places, as people tend to spend much time there (WHO,20031-2). According to the literature review, since the promulgation of the Tobacco Act. 1999 (12 of 1999) public officials have been leaving the office much more regularly to congregate with other smokers for a smoke break. This is because legislation stipulates that they may not smoke in the office. It has also been found that the public service delivery process is slow, not only as a result of the phenomenon of smokerism, but also due to staff shortages. Hence, the main purpose of this study was to explore the impact of the Tobacco Act. 1999 (Act No.12 of 1999) on the performance of librarians employed by the City of Cape Town's Library and Information Services: Tygerberg Administration, by focusing on answering two assumptions stating that service delivery is slow and inefficient because of smoke breaks; and that the performance of staff is poor as a result of regular smoke breaks. The research population for this study consisted of 23 out of the 26 librarians-in charge employed in the City of Cape Town's Library and Information Services: Tygerberg Administration, who is the entire target population. The respondents were interviewed using a self-administered questionnaire. The data collected was analysed using software called StatPac for Windows. The results derived indicated that the librarians-in-charge (82.6%) are satisfied with the service delivery offered by their employees. This is regardless of the regular smoke breaks employees take and the grievances of non-smoking employees with regard to the regular smoke breaks taken. However, the Iibrarians-in-charge (91.3%) added that there was room for improvement in terms of dealing with the staff shortages and not the regular smoke breaks. Therefore, based on the findings, the assumptions that relate to this study are discovered to be invalid and untrue. Thus, the Tobacco Act. 1999 (12 of 1999) does not impact on the performance of librarians employed by the City of Cape Town's Library Services, Tygerberg Administration. The following recommendations were formulated: Management should consider taking on volunteers to address the staff shortage situation. Management should motivate employees with any kind of special rewards, remuneration and credentials for work well done. The Director of Social Development and Community Services of the City of Cape Town, Tygerberg Administration, should review the salary structure of librarians and consider increasing it. Both the librarians-in-charge and employees should be educated about the Tobacco Act, 1999 (12 of 1999). This education should also consist of the importance smoking restrictions have in terms of promoting a healthy environment, smoking cessation and job satisfaction. The librarians-in-charge should understand the negative ramifications the lack of rewards, credentials and salary have on job satisfaction. Team-building exercises should be done on a regular basis to strengthen the relationship between employees.

The aim of this study explore the role of job satisfaction , organizational justice in determining employee turnover among administrative staff at Walter Sisulu University at Ibika campus in Butterworth , in the Eastern Cape Province. A sample of 70 administrative staff was drawn for the population of 170. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee turnover. Organizational justice was also found to be significantly positively correlated with employee turnover. Likewise, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study will assist Ibika campus management in reducing employee turnover and increase the retention of administrative staff at Ibika campus and the entire Walter Sisulu administrative staff at large.

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.

The Port Elizabeth (PE) hospital complex is one of the public hospital groups in South Africa facing a critical shortage of medical practitioners, with reference to doctors in particular. In the quest of finding how to retain doctors in the hospital complex, the aims of this research were to survey doctors’ career intentions; to investigate factors that could be contributing to these career intentions so as to uncover some of the reasons why doctors are leaving the public sector; and to identify effective ways in which the government and hospitals might improve retention by pointing out areas that need improvement. The factors that influence doctors’ career intention included income, work conditions, risk of contracting infection, risk of injury at work, hours of work, work load, work related stress, paid leave days, resources, personal growth and development opportunities, ongoing training opportunities, advancement and promotion opportunities, relation with co-workers, relations with supervisor/superiors, and sense of meaning. Findings revealed that even though the tendency to leave’ group (43%) was smaller than the ‘tendency to stay’ (57%), the majority (85%) of those who intended to leave were younger doctors. Despite some significant differences in responses between the two groups, results revealed that both groups were dissatisfied with almost all conditions of work apart from relationships with supervisors and co-workers. To a large extent, both groups revealed that work conditions are better in the private hospitals than in their current hospitals. viii The fact that some doctors could stay in the public hospital sector despite intense dissatisfaction with conditions of work, and despite the perception that that there are better options in the private hospitals could be attributed to the fact that most of these doctors are older and are at their retirement stage . Adding to this is that most of these doctors, who indicated willingness to say, scored high in sense of meaning as a factor influencing their career intention. This research was based on the assumption that there was no retention strategy put in place to solve the problems facing PE hospital complex. However, during this research a strategy was being developed and implemented by the Eastern Cape Department of Health. Therefore, evaluation and recommendations of the strategy are provided in the conclusions of the study. These recommendations relate not only to the implementation of the strategy, but improving it to accommodate all problems currently facing the doctors and finding ways and means of making the strategy sustainable; creating private-public partnerships; focusing on creating a sense of meaning amongst the doctors (especially the younger ones) and focusing on retaining the risk group which was the younger doctors.

Attendance in the workplace is becoming a growing challenge for companies or organisations in general. Non-attendance has become a world-wide or international problem. According to Banks, Patel and Moola (2012) it is a common problem in all types of industries, minor or large, private or government. South African organisations are losing estimated billions of rand in cost annually due to poor attendance. These costs are having a negative effect on organisations’ revenue, effectiveness, health and safety. A satisfactory level of employee attendance at work is necessary to allow departments within organisations to achieve their objectives and targets. Research suggests many factors which influence employee attendance and these are investigated, analysed and discussed within this study. The aim of the study was to attempt to improve attendance at an automotive manufacturing company by investigating the influences of certain elements, namely motivation, leadership (supportive), job satisfaction and rewards. The literature study was done to investigate the relationship between these factors and elements and attendance. Through research the realisation of the importance of controlling absenteeism has become very imminent. The literature review has shown that these factors are related to attendance, some of them influencing the tendency to attend work positively and others having a negative influence causing employees to be absent from work. The study also investigates some of the common possible reasons and motives for non-attendance. The empirical part of the study was to determine the perception of workers with regard to attendance. A convenience sampling method was used to select the respondents and the size of the sample consisted of 198 respondents. A researched and well-designed questionnaire was used to gather the data. The information was analysed with the latest statistics software package. Independent tests and analysis of various techniques were used to determine the statistical significant differences in the relationship between attendance and the elements with regard to employee perception. These perceptions were grouped in biographical categories, namely race, age, shop, service length, marital status, gender, income and the number of days absent in the last three years. Through the study statistically no actual significant difference was found among these groups. The key findings within this study show that there are no significant relationships between the dependent variable (attendance) and the independent variables, (motivation, leadership, job satisfaction and rewards). This relation is highlighted by the statistical data which is discussed and analysed individually for this study The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.

The present study explored the relationships between pay satisfaction, affective organisational commitment, voluntary turnover intention, and attitudes to money in a South African context, as well as whether attitudes to money acted as a moderator and affective organisational commitment as a mediator in the relationship between pay satisfaction and voluntary turnover intention. All participants received a web link to an online survey host in which a questionnaire was presented. The questionnaire included a self-constructed demographic questionnaire, the Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), the Organisational Commitment Questionnaire (Mowday, Steers, & Porter, 1979), an adapted six-item questionnaire assessing voluntary turnover intention, and the Money Ethics Scale (Tang, 1992). The final sample (n = 190) consisted of respondents from a corporate company, as well as a snowball sample from social networks (Facebook, Twitter, and LinkedIn). The results suggested that pay satisfaction may best be viewed as a multi-dimensional construct both internationally and within a South African context. The study provides further support that this is robust across different types of samples and contexts and in different organisational fields. Furthermore, pay satisfaction was positively related to affective organisational commitment and negatively related to voluntary turnover intention. Voluntary turnover intention was also significantly and very strongly negatively related to affective organisational commitment. Moreover, affective organisational commitment mediated the relationship between pay satisfaction and voluntary turnover intention. This supported international findings regarding these relationships. Although one of the subscales of pay satisfaction, pay benefits, was significantly and negatively related to ‘good’ attitude to money, overall pay satisfaction and the other subscales did not significantly relate to money being seen as ‘good’. Pay satisfaction and all its subscales were also not related to money being seen as ‘evil’, an ‘achievement’, ‘respect’ for money, ‘budget’, ‘freedom’, or overall attitude to money. Furthermore, overall attitude to money and all of the subscales were not significantly related to either organisational commitment or voluntary turnover intention. In addition, further analyses found no moderating effect for attitudes to money in terms of the relationship between pay satisfaction and voluntary turnover intention. These results were unexpected given the limited theory available and further research is required.

The study was conducted to determine strategies that could be used by relevant managers and authorities in promoting the morale of lecturers at a TVET College, in Newcastle, KwaZulu-Natal. A qualitative research design and methodology was used to gather data from semi-structured interviews with the participants by means of two focus groups of six lecturers each and face to face interviews with the three programme managers. Purposive sampling was used to select the lecturers from the two engineering campuses of the sampled college. Data were constantly compared and analysed using the constant comparative analysis of data. The study found that aspects that contribute to low morale exceed those for high morale in the sampled college. Therefore, by studying the results obtained from the data, it can be deduced that lecturers at the College are not content with the current working conditions and the senior management style of the college. It is the duty of managers to consider the holistic welfare of employees. This is necessary for the creation of a suitable workplace for all staff of the college. To achieve this, supervisors and lecturers need to know what aspects influence staff morale. Henceforth, this study focused on effective strategies and recommendations that could be implemented to promote the morale of lecturers at the college. / Educational Management and Leadership / M. Ed. (Education Management)

Thesis (M. Tech. (Tourism and Hospitality Management)) -- Central university of Technology, Free State, 2013 / One of the 2011 National Tourism Sector Strategy objectives is to "provide excellent people development and decent work within the tourism sector". The hospitality industry is, however, not regarded as a provider of decent work, a factor that has a direct bearing on the job satisfaction level of employees. It is for this reason that it was decided to investigate the job satisfaction level of employees in selected five-star hotels in the Western Cape Province. The instrument used to gather the quantitative data was a newly developed index based on the literature review conducted. The review was not restricted to the hospitality industry, but included all industries, as the existing knowledge on job satisfaction in the hospitality industry is limited. A pilot study was conducted on one five-star hotel in Bloemfontein, and the empirical study was conducted in February 2012 among 124 employees of four five-star hotels in the Western Cape. The only biographic variable, for which a significant correlation with overall job satisfaction was calculated, was having a hospitality-related qualification. A significant correlation with overall job satisfaction was calculated for 38 of the 74 job satisfaction variables. The 38 job satisfaction variables were distributed among six internal, 18 external and 14 individual job satisfaction variables. The internal job satisfaction dimension predicted 39.97% of overall job satisfaction; the external job satisfaction dimension predicted 66.88%, and the individual job satisfaction dimension predicted 79.82%. In total, 79% of respondents indicated that they were satisfied with their current jobs. Recommendations were made to improve job satisfaction in the selected five-star hotels in the Western Cape.