Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2006 xvii, 137 leaves / The purpose of this study is to assess the job satisfaction of employees at selective IT SMEs in Durban and to ascertain if the personal characteristics of gender, age, race, and tenure influenced job satisfaction. This was assessed by determining if these employees were satisfied with their reward structure, their work environment, and the impact of gender, age, race and tenure on job satisfaction.

Dissertation submitted in partial fulfilment of the requirements for the degree of Magister Technologiae: Business Administration in the Faculty of Business at the Cape Peninsula University of Technology, 2012 / The purpose of this research study was to investigate the effect that different leadership styles have on employee job satisfaction and organisational commitment within a high-tech South African organisation. The sample of this study consisted of 126 full time and part-time employees working in all functional levels in Company-x. The sample included both male and female respondents. Data was gathered by using a structured survey questionnaire which was delivered on site at Company-x. The questionnaire included a demographic/biographic section and three instruments namely the Mohrman-Cook-Mohrman Job Satisfaction Scales (MCMJSS), the Leaders Behaviour Descriptive Questionnaire (LBDQ) and the Organisational Commitment Questionnaire (OCQ). Of the 126 questionnaires that were returned only two were not completed. The results indicate that respondents perceive their leaders’ leadership style as being equal for initiating structure and consideration-oriented leadership styles. The results also indicated that respondents have a higher level of extrinsic job satisfaction than intrinsic job satisfaction and that the level of affective organisational commitment is above average. The findings show that only consideration-oriented leadership play a role in predicting 17.1 per cent of intrinsic job satisfaction and that initiating structure leadership has no significant effect in predicting intrinsic job satisfaction. The results showed that initiating structure and consideration-oriented leadership styles contribute to 36 per cent of the total variance that occurs within extrinsic job satisfaction. The findings also reveal that certain ratio and discrete demographic/biographic variables have no effect on job satisfaction and organisational commitment. A number of conclusions and recommendations were drawn from this study which was based on the obtained results. The recommendations were aimed at improving the levels of intrinsic and extrinsic job satisfaction as well as the level of affective organisational commitment.

Thesis (M.B.A.)-Business Studies Unit, Durban University of Technology, 2006 xii, 117 leaves / In 2005, Masonite (Africa) Ltd embarked on a level 1 learnership program, in line with the National Skills Development Strategy. Within a few months, it became apparent that there was a need to investigate the job satisfaction of the level 1 learners (learners) in the work component of their learnership program. To investigate their job satisfaction, a study was conducted which was guided by three objectives. These were: firstly to determine the general job satisfaction of the learners; secondly, to assess the satisfaction of the learners according to twenty dimensions of the job, as measured by the Minnesota Satisfaction Questionnaire (MSQ) and thirdly, to investigate the relationship between the job satisfaction of the learners and their demographic variables gender, age, work experience and level of education. / M

Thesis (M.B.A.)-Business Studies Unit, Durban University of Technology, 2006 xii, 117 leaves / In 2005, Masonite (Africa) Ltd embarked on a level 1 learnership program, in line with the National Skills Development Strategy. Within a few months, it became apparent that there was a need to investigate the job satisfaction of the level 1 learners (learners) in the work component of their learnership program. To investigate their job satisfaction, a study was conducted which was guided by three objectives. These were: firstly to determine the general job satisfaction of the learners; secondly, to assess the satisfaction of the learners according to twenty dimensions of the job, as measured by the Minnesota Satisfaction Questionnaire (MSQ) and thirdly, to investigate the relationship between the job satisfaction of the learners and their demographic variables gender, age, work experience and level of education.

Submitted in fulfillment of the requirements for the degree Doctor of Philosophy in Management Sciences: Human Resources Management, Department of Human Resources Management, Faculty of Management Sciences, Durban University of Technology, Durban, South Africa. 2017. / Higher education institutions are particularly vulnerable to the loss of their highly qualified employees to better rewards and benefits from the private sector and other higher education institutions. Talent retention and employee turnover, therefore, are major concerns for higher education institutions (HEIs). Without well qualified and committed academic staff, no academic institution can really ensure sustainability and quality over the long-term. Owing to the competition for scarce skills, the attraction and retention of quality employees has emerged as the biggest challenge in human capital management, this phenomenon has also arisen in universities of technology. To attract and retain employees, organisations need novel reward systems that satisfy them. Employee rewards are an important component in exchange of employee contribution. It is generally accepted that employee rewards plays a significant role to attract, motivate, satisfy, retain and maintain commitment among employees in any organisation while ensuring a high standard of performance and workforce stability. Essentially, it is understood that reward systems in higher education institutions are at fault because they do not provide individuals with rewards that they value. The overall outcome of the study is to benefit employees, rewards practitioners and institutions by attracting and retaining talented employees. The study focuses on the academic staff at two universities of technology, namely, Central University of Technology and Tshwane University of Technology. A quantitative research approach was employed with a semi-structured questionnaire comprising a 5 Point Likert Scale to determine the influence of employee rewards on job satisfaction and organisational commitment among academic staff at universities of technology. The target population for the present study comprises all academic staff at Central University of Technology and Tshwane University of Technology (from level of lecturers, senior lecturers, head of departments and professors). The target population for this research was obtained from the Human Resources Management Department at both universities of technology. The source list indicates that both UOTs equated to staff of 1 089 (CUT = 296; TUT = 820). A semi-structured questionnaire was administered to 279 sample respondents of academic staff. Data obtained from 225 respondents and 8 uncompleted questionnaires yielded a response rate of 78%. Systematic sampling was used to select target respondents, nth element was drawn on every 4th element for the entire sample. The data collected from the responses were analysed with the Statistical Package for the Social Sciences (SPSS) and AMOS, version 24.0 for Windows. Three main data analysis techniques are employed: descriptive statistics, confirmatory factor analysis and structural equation modelling (SEM). Two models are employed in CFA to test dimensional structure of employee rewards. These include a model that allows all factors to be freely correlated, a proposed model was tested for correlation and a structural model. All factors are correlated because they measure one higher order factor, where all indicators test if they measure only one construct. The results of CFA provide solid statistical evidence that affirm relationship among constructs. However, some factors do not converge towards the job satisfaction construct in a South African context. Work-life balance and fringe benefits provided a negative correlation to job satisfaction. A significant statistical relationship is seen between employee rewards, job satisfaction and organisational commitment. The SEM results affirm that compensation, performance management, recognition, talent development and career opportunities have a positive and significant influence on job satisfaction. Job satisfaction has a significant effect on organisational commitment while total rewards components performance management, recognition, talent development and career opportunities has a positive and significant impact on organisational commitment. However, employee rewards have a significant effect on job satisfaction and organisational commitment. These results, therefore, can aid remuneration specialists in higher education institutions with specific reference to universities of technology to implement these total rewards components in order to affect job satisfaction while ensuring organisational commitment among academic staff. This study would benefit if these models are tested with an alternative data set. The research also suffered from a limitation common to survey research and SEM. Due to time and money constraints, it is a cross sectional sample at one specific point in time. As a result, while causal relationships can be inferred, they cannot be generalised towards other universities of technology in South Africa. / D

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.

Text in Afrikaans / 'n Opname is onder geregistreerde verpleegkundiges in diens van plaaslike besture onderneem met die doel om 'n perspektief op die gehalte van hul werkslewe te verkry, faktore te identifiseer wat hulle motiveer om 'n loopbaan in plaaslike besture te kies en die faktore te identifiseer wat werkstevredenheid positief /negatief be"lnvloed. Ontleding van die data het aangedui dat negatiewe faktore in die werkslewe soos onder andere die gebrek aan deelname in besluitneming en beperkte loopbaangeleenthede werksontevredenheid tot gevolg kan he. Positiewe faktore soos die geleentheid om gereelde diensure te werk en die status wat geregistreerde verpleegkundiges in die gemeenskap geniet, bevorder werkstevredenheid. Dit is hoofsaaklik hul belangstelling in primere gesondheidsorg en die geleentheid om gereelde diensure te werk wat geregistreerde verpleegkundiges motiveer om 'n loopbaan in plaaslike besture te kies. Aanbevelings om die kwaliteit van die werkslewe van geregistreerde verpleegkundiges te verbeter en werkstevredenheid te bevorder, is geformuleer. / A survey was undertaken among registered nurses in the service of local authorities to obtain a perspective on the quality of their worklife, to identify factors that influence registered nurses in local authorities and to identify those factors that influence the quality of the worklife and job satisfaction positively /negatively. Analysis of the data indicated that negative factors in the worklife such as limited participation in decision-making and limited career opportunities could lead to dissatisfaction in the work situation. Positive factors such as the ability to work regular hours and the status of registered nurses in the community promote job satisfaction. It is mainly their interest in primary health care and the opportunity to work regular hours of duty, that motivate registered nurses to choose a career in local authorities. Recommendations to improve the quality of the worklife of registered nurses and to promote job satisfaction were formulated. / Nursing Science / M.A. (Verpleegkunde)

Dissertation submitted in fulfilment of the requirements for the Degree of Masters in Technology: Business Administration, Durban University of Technology, 2013. / Leadership is defined as a process by which an individual attempts to influence other group members towards achieving group goals. Leadership is also viewed as a process which people use to bring out the best in themselves and others. National culture is said to play a pivotal role in determining the effectiveness of leadership styles. Literature on leadership identifies transformational leadership, transactional leadership and laissez-faire leadership as the three common leadership styles in the current climate, with transformational leadership and transactional leadership being the most dominant. Literature suggests that an employee’s job satisfaction is strongly influenced by leadership style. Current leadership styles are related to job satisfaction by varying degrees. Several studies have indicated that transformational leadership results in higher levels of job satisfaction than transactional or laissez-faire leadership. The overall aim of the study was to investigate the relationship between leadership styles and employee job satisfaction levels within the organisation. A quantitative study was conducted to accomplish the objectives of the study. Questionnaires were administered to employees within the selected target population in the organisation. The data received were analysed using statistical packages. The results of the study show that there are statistically significant relationships between overall transactional leadership and job satisfaction, overall transformational leadership and job satisfaction and laissez-faire leadership and job satisfaction. However, two attributes of transformational leadership best explain job satisfaction. Intellectual stimulation contributed most to explaining job satisfaction, followed by individualised consideration. The remaining attributes of transformational leadership, transactional leadership and laissez-faire contribution to job satisfaction.

Submitted in fulfillment of the requirements of the degree of Master of Technology: Commercial Administration, Durban University of Technology, Durban, South Africa, 2012. / Stress management is becoming more and more important as workloads increase. The World Health Organization (WHO, 2005:1-22) estimates that there will be a gradual rise in the number of people experiencing mental health difficulties in the workplace by the year 2020. Current trends indicate an emphasis on the employer's responsibility to provide services that meet their employees' mental health (WHO, 2005:1-22). International organizations such as the European Union and the World Health Organizations have thus been making recommendations about the measures that employers need to take to tackle workplace stress and promote employee wellbeing. Research indicates that employee wellbeing is determined both by an individual's personality and the context of the work situation. Employers can have a huge impact on employee wellbeing, by creating appropriate work demands, support and levels of control, effective communication and engagement, supportive leadership and management and by promoting activities that improve health and wellbeing. This research attempted to better understand the happy/productive worker thesis. The purpose of this study was to investigate the effects of job satisfaction on the wellbeing of administrative staff at the Durban University of Technology (OUT). A mixed methods approach was used to collect data in the form of questionnaires and semi-structured interviews from administrative staff on the six campuses of DUT. Analysis of results indicated that: job satisfaction significantly impacts on the wellbeing of employees; staff were unhappy with their work conditions and this subsequently led to physiological symptoms of stress and which in turn negatively impacted on the their health; and were experiencing many symptoms of burnout. Further investigation is needed to fully understand the predictors of burnout, i.e. the organizational and individual factors that impact burnout so that appropriate interventions may be put into place to increase employee wellbeing. / M

M.A. (Information Science) / Management is usually concerned with the motivation and job satisfaction of employees. When workers are adequately motivated and they derive sufficient satisfaction in their job, it is assumed that their productivity is likely to be enhanced. However, even without relating it to productivity, workers' job satisfaction is considered important enough to deserve serious attention from managers and researchers in various disciplines. This study intends to examine the motivation and job satisfaction of information specialists in public libraries in South Africa. The study of motivation is a candid search for answers to perplexing questions that revolve around human nature. There is no doubting the fact that the problem of motivating other people is surely as old as human history. The common adage that "one can lead a horse to water but cannot force it to drink" was, and remains, the most important aspect of the motivation problem. Because human behaviour is complex, there are numerous theories of motivation. Eight of the most well known theories are discussed: Maslow, Herzberg, MacGregor, McClelland, Atkinson, Hackman and Oldham, Vroom and Porter and Lawler. Attention is paid to the possible implications of the theories for library management. It seems though that, whatever theory of motivation one consults, some fertile sense and some constraining theory turns up. The focus should therefore rather be on the development and integration of existing theories to formulating new ones. A review of literature revealed that there is a relationship between motivation and job satisfaction. Thesurvey instrument was a forty-six-item questionnaire developed specifically for this study by the researcher. The first section of the questionnaire elicited background information, such as age, marital status, qualification, tenure, salary and benefits. The second section of the questionnaire gathered information about the participation and perceived participation of the responding information specialist in the library situation.