Due to high levels of globalization and outsourcing of employment an important aspect emerges which is the concept of decent work. This concept is important in that the struggle for many companies to stay afloat under global competition requires the cutting of costs. The cost which is the most easy to manipulate is that of labour. Through global competitiveness companies often increase working hours, decrease wages and decrease benefits for employees. This has caused increased attention to the idea and concept of decent work. This leads to the problem of providing and assuring decent work on a global scale. Decent work is an objective of the International Labour Organization (ILO) which aims to provide equitable employment to people of all spheres. This goal is wide and deals with nine indicators which are quantitative in nature. However these aspects do not deal with the subjective measures which pertain to employment. These subjective measures are as important as the quantitative measures. To better attain the goal of decent work this report argues that there is a need for the incorporation of these subjective measures when determining the level of decent employment. For the purposes of this research report the subjective measures are collectively termed job satisfaction. However while this combination of objective and subjective indicators better reflects working conditions, there is a need for more comprehensive concepts in understanding vulnerable work. In order to develop this deeper understanding of vulnerable work. This research report utilizes various literature in in the sociology of work . The restaurant industry in Gauteng is used as the site for this research report as a means of illustrating the pitfalls to the narrowly defined concepts of decent work and job satisfaction. This industry is particularly interesting as it is very different from other sectors as it is marked by interactive service work that involves high levels of emotional labour. Tips play a large role in supplementing the workers income. Tips , the report argues, is a means of workers consenting to servitude as they actively participate in their exploitation through conforming to the enterprises interests. This is not merely done through the system of tipping but also through their performance of emotional labour which is often increased in order to play these “games “which allow for higher tips. Consenting to servitude is not only the acceptance of exploitation but also the creation of a submissive and subservient work force. The notion of consenting to servitude is what lacks in both concepts. Exploitation plays a large role in whether a job is deemed decent or not but it is largely ignored within both the concepts of decent work and job satisfaction. Instead it is necessary to go beyond these two concepts and draw on the body of social theory on the world of work such as Burawoy and Foucault, if one wants to explain the nature of work and workers responses in the hospitality industry in Gauteng. This illustrates that every workplace is different and requires differing sets of indicators. The concepts of job satisfaction and decent work although incomplete on their own carry various advantages and cannot merely be dismissed.

This research study examines the experiences of service workers in the informal economy by exploring informal hairdressing operations within the Johannesburg CBD. Drawing on ethnography at a hairsalon in Braamfontein and semi-­‐structured interviews with hairdressers, customers, hairsalon owners and City of Johannesburg officials, it argues that the emotional and affective labour in this kind of work offers hairdressers an important basis for them to weave meaning into their work. The affective relationships that they create through hairdressing present them with the potential for the self-­‐constitution of their work and lives.

A dissertation submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements for the degree of Master of Commerce. Johannesburg, South Africa, May 2016 / Since McKinsey and Company (1998) coined the term “the war for talent” (Axelrod, Handfield-Jones, & Welsh, 2001; Michaels, Handfield-Jones & Axelrod, 2001) in response to a lack of highly skilled and talented employees in the labour market and the need for organisations to compete for this limited talent pool, the topic of talent management has received a remarkable degree of practitioner and academic interest (Bhatnagar, 2007; Collings & Mellahi, 2009; Vaiman, Scullion & Collings, 2012). The scarcity of highly skilled and talented employees has resulted in a paradigm shift, with the “old reality” (people need companies) replaced by new business realities (companies need talented and highly skilled people). This has forced organisations to institute aggressive talent management policies, practices and strategies to attract, develop, and optimise the available talent in both the broader market place and specific industries. The effective management of highly skilled and talented employees has also emerged as a major source of competitive advantage for organisations, resulting in desirable consequences such as organisational commitment, employee engagement, job satisfaction, and lower turnover intentions. Based on this premise, this study sought to investigate the direct and indirect (mediated) relationship between employees’ perception of the organisation’s current talent management practices, organisational commitment, employee engagement, job satisfaction and their intention to quit the organisation. The mediating characteristics of organisational commitment, employee engagement, and job satisfaction on the relationship between the perceived talent management practices and employees’ intention to quit are also investigated. A cross-sectional, survey-based descriptive research design utilising quantitative research methods was adopted to acquire information and primary data needed for analysis. The study was carried out on highly skilled and talented employees (supervisors, line managers, senior managers and directors) of a multinational fast moving consumer goods (FMCG) food manufacturing company in South Africa. The target population of the research comprised of (N = 267) 267 employees of the surveyed organisation with a sample size of (N = 151) 151 respondents. A standardised questionnaire adapted from five instruments ̶ talent management practices (Human Capital Institute, 2008), organisational commitment (Allen & Meyer, 1990), employee engagement (Schaufeli & Bakker, 2003), job satisfaction (Weiss, Dawis, England, & Lofquist, 1967), and intention to quit (Arnold & Feldman, 1982) measured on a Likert type of scale was utilised to collect primary data. A non-probability sampling technique (convenience sampling) was used to collect primary data. The scales used in the study reported Cronbach Coefficient Alphas above the minimum recommended 0.70 margin (Field, 2009) suggesting that the measuring instrument is reliable. The study utilised multiple linear regression analysis to test the proposed hypotheses. The results showed direct significant relationships between the variables under study, suggesting that investing in effective talent management practices relating to talent acquisition, workforce planning, talent development, performance management, talent retention, and other practices may result in desirable outcomes for the organisation. These include enhanced organisational commitment, high levels of employee engagement, increased employee job satisfaction, and reduced turnover intentions. It is recommended that organisations in South Africa and the organisation under study, in particular, develop talent management practices and strategies that can be implemented and applied in the organisation in order to attract and retain highly skilled and talented employees. It is further recommended that organisations develop effective, practical and holistic talent management practices and strategies that will not only attract talent, but also address organisational commitment, employee engagement, job satisfaction, and the retention of highly skilled and talented employees, thus boosting organisational performance and productivity. / MT2017

Graduate development programmes have increasingly become part of South African businesses in order to acquire and retain the best talent pool. However, there is a great need for research in this area in South Africa. The current research study is a replica of McDermott et al’s (2006) Irish study, contrasting organisations that have a graduate development programme in place against those that do not. The current study was undertaken to assess satisfaction levels of graduate development programmes from a sample of graduates (N=63) from two large South African retail organisations. A survey questionnaire was administered and four interviews were conducted with the graduates. The findings of the research indicate that graduates, who have been part of a graduate development programme for 13 months or longer, showed dissatisfaction. Many attributed this dissatisfaction to non-recognition for the job, a lack of feedback on their performance, inadequate responsibility with tasks, a lack of prospects for advancement, underdevelopment of competencies, poor salaries, supervisors not understanding their skills requirements for the job and poor job security. In addition, the following job features were viewed as important contributions that an employer can offer graduates: “stimulating and challenging work”, “good opportunities for advancement” and “good salary and benefits”. This research study also provides significant recommendations for organisations wanting to implement, or currently utilising, a graduate development programme / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2009.

Thesis (MSc)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: It can safely be assumed that work is a central part of people's daily activities in modem times, and dentists and other health workers are no exception to this rule. The following benefits have been ascribed to having a job, namely that of being a source of money, activity, variety, temporal structure, social contacts, status and identity in society. To what extent does the job as dentist in the civil service provide fulfilment of these basic requirements of having a satisfying job? Considering the number of resignations in recent years of state employed dentists and the well known and often reported "brain drain" of South African professionals, it is important to assess the status of job satisfaction amongst our health professionals, especially those within the state employ. These dentists are responsible for the health care delivery to the impoverished masses who make up a large proportion of the South African population. This study set out to determine the level of job satisfaction among state dentists and how this is perceived by them and reflected in their work performance. It was the aim of the researcher to provide some insight into the working lives of a very important sector of the primary health care providers employed by the Department of Health of the Western Cape Provincial Government. The outcome of the study could be used as a basis for further research in this area. A survey was conducted among all state employed dentists in the Western Cape, excluding dentists attached to the military or academic institutions. The survey instrument consisted of a structured, quantitative questionnaire as well as an open-ended section for comment on specific issues. Furthermore, an indepth semi-structured interview was conducted with one dentist in order to write a case report on the work experience of a state employed dentist.The major fmdings of this study are the following: i) The main determinants of job satisfaction revolve around the work environment, and dentists in state employ enjoy staff support, feel good about what they do for patients, and the standard of work done, but are unhappy about income, lack of respect by patients, senior management and colleagues in private practice. Limited treatment options, poor procurement systems and frequent breakdown of equipment affect their sense of job satisfaction negatively. ii) The level of dissatisfaction is not of such a proportion to persuade them to leave the service, as most dentists would like to remain in their posts. However, most dentists agree that there are no incentives for improving work performance. iii) Dentists responded to their sense of job satisfaction in different ways. While some admitted that their performance is directly linked to how well it is going at work, a large percentage of respondents reported that they do not allow their work performance to be influenced by their perceived job dissatisfaction. iv) Ifwe look at the case study, it is evident that perceived satisfaction or dissatisfaction depends on the individual and how he or she views the world. In this particular case the dentist was very realistic about his ambitions as a person and as a dentist, and set goals for himself within these boundaries. The result is that he remains motivated and satisfied. / AFRIKAANSE OPSOMMING: Dit kan geredelik aanvaar word dat werk die kern uitmaak van mense se daaglikse aktiwiteite, en tandartse en ander gesondheidswerkers is geen uitsondering nie. Die volgende voordele word aan werk toegeskryf: bron van inkomste, aktiwiteit, afwisseling, tydsindeling, sosiale omgang, status en posisie in die gemeenskap. Tot watter mate voldoen die werk van 'n tandarts in die staatsdiens aan die basiese vereistes van 'n bevredigende werk? As mens die getal bedankings van tandartse uit die staatsdiens oor die afgelope jare in ag neem, asook die welbekende en gereeld vermelde "brein trein" van professionele mense in Suid-Afrika, voel mens dis belangrik om vas te stel watter werksbevrediging heers onder gesondheidspersoneel, veral diegene in die staatsdiens. Tandartse in die staatsdiens is verantwoordelik vir gesondheidsdienslewering aan die arm massas, wat die oorgrote meerderheid uitmaak van die Suid-Afrikaanse bevolking. Hierdie studie was daarop gemik om die werksbevredigingsvlak van staatstandartse vas te stel, asook hoe hulle dit ervaar en demonstreer in hul werkverrigting. Die navorser het dit ten doel gehad om insig te bring in die werksbestaan van 'n baie belangrike komponent van gesondheidswerkers in diens van die Departement van Gesondheid in die Wes-Kaapse Provinsiale Regering. Die bevindinge van die studie kan dien as basis vir verdere navorsing op hierdie gebied. 'n Meningspeiling is onderneem onder staatstandartse in die Wes-Kaap, met tandartse verbonde aan die weermag en akademiese instellings uitgesluit. Die opname-instrument het bestaan uit 'n gestruktureerde kwantitatiewe vraelys saam met 'n afdeling vir kommentaar oor spesifieke knelpunte. Verder was daar 'n semi-gestruktureerde diepte-onderhoud gevoer met een tandarts om verslag te doen oor 'n gevallestudie rakende die werksondervinding van 'n staatstandarts. Die kembevindinge van die studie was: i) Die belangrikste determinante van werksbevrediging betrek die werksomstandighede. Terwyl tandartse ondersteuning geniet van hul mede-personeel, goed voeloor hul diens aan pasiente, en die standaard van hul werk, voel hulle ongelukkig oor inkomste, gebrek aan respek van pasiente, senior bestuur en kollegas in die privaat sektor. Beperkte behandelingskeuses, swak voorsieningsisteme en knaende gebrek aan toerusting affekteer hul werksbevrediging negatief. ii) Die mate van werksbevrediging is nie van so 'n aard dat dit hulle motiveer om die diens te verlaat nie, want die meeste tandartse wil hul poste behou. Die meeste tandartse voel egter dat daar nie enige aanmoediging bestaan vir verbeterde werkverrigting nie. iii) Tandartse reageer verskillend op hul menmg omtrent werksbevrediging. Terwyl sommige erken dat hul werkverrigting direk gekoppel is aan hoe goed dit by die werk gaan, het 'n groot persentasie van deelnemers aan die opname aangedui dat hulle nie toelaat dat hul werkverrigting deur hulonbevredigende werksomstandighede geaffekteer word nie iv) As ons die gevallestudie beskou, is dit duidelik dat of bevrediging ondervind word, al dan nie, van die individu afhang, en sy of haar lewensbeskouing. In hierdie spesifieke geval, was die tandarts baie realisties omtrent sy ambisie as persoon en as tandarts, en het sy doelwitte binne hierdie perke gestel. Die uitslag is dat hy gemotiveerd en bevredig bly.

Thesis (MNutr (Interdisciplinary Health Sciences. Human Nutrition))--Stellenbosch University, 2008. / Job satisfaction of registered dietitians (RDs) is a very poorly researched subject on a global scale. Apart from a handful of studies conducted in the United States of America (USA) from the 1980’s through to the early 1990’s and only one recently published in 2006, there is no other published information relating to this topic. As a result a crosssectional descriptive study was conducted using a national survey of all 1509 dietitians registered with the Health Professions Council of South Africa (HPCSA). Data was collected using a 2 part self-administered questionnaire, the first part collected demographic data and the second part collected data pertaining to job satisfaction attitude. The job satisfaction questionnaire was based on the Job Satisfaction Survey (JSS), measuring nine themes of: salary, promotion, knowledge and skills, professional colleagues, members of the multi-disciplinary team, communication, the work environment, rewards of the job and nature of work. Based on the registration contact details of RDs, the questionnaires were distributed by either e-mail or post, giving a final response rate of 22,5% (n=340), representing over a fifth of the dietetic workforce registered with the HPCSA. Overall the data indicated that South African RDs were only slightly satisfied (65,7%) with their current employment, with no significant ifference in overall job satisfaction between those working and living overseas (68,4%)(n=23) and those in South Africa (65,7%)(n=317). Despite there being a positive attitude towards the nature of work (tending towards confirmation of career satisfaction), lower levels of satisfaction were primarily found to be due to poor salaries, lack of promotional opportunities and a perception of low professional image. No extreme levels of satisfaction were found. In regard to associations between demographic variables and job satisfaction, a significant positive correlation was found to occur between age (Spearman’s p=0,036), professional experience (Mann-Whitney U p=0,035), area of expertise (Mann-Whitney U p=0,001), hours of work (Kruskal-Wallis p=0,021) and the location of work (rural versus urban based work) (Mann-Whitney U p=0,00001). Therefore it is predicted that over the next five years, there will be poor staff retention of RDs in dietetic posts, where the greatest loss will be in the Department of Health (DOH), where approximately 83% of current DOH staff (n=113) will be searching for alternative employment. Recommendations therefore include that there should be a re-evaluation of RD pay scales, career-pathing with promotional opportunities, boosting the RD professional image and enhancing dietetic undergraduates programs by including the teaching of nondietetic skills such a business skills and entrepreneurship, required to support dietetic practice on a broader scale.

Happiness, or the concept of well-being can be traced back to the era of Aristotle (384 to 322 BC), Epicuruss (341 to 270 BC), John Locke (1632 to 1704) and more recently Ed Diener (DOB 1946), who played an integral part in the well-being revolution. People have very different ways in seeking happiness, whether it is closely associated to their personal life, the work environment or in society, they are constantly striving towards a goal of experiencing happiness at its purist form. Bursts of absolute joy and the purist form of immediate gratification cannot provide a path to finding happiness and well-being. The process is intricate and requires a variety of variables integrated into a combination of events and lifestyle experiences to culminate into an existence which produces a feeling of inner peace and fulfillment. Current research suggests that this is not an attainable state of existence, but human nature drives every individual to seek out a path to finding true happiness. The advent of the modern day economic crisis has changed the global environment to the extent where society is attempting to find a new norm to operate in. As a consequence, individuals are presented with new challenges which have forced them to re-evaluate their path to finding a balance in their lives. These changes have added new challenges to deal with and adapt to as new forces in the global environment start to shape a new tomorrow. People spend a large portion of their existence working to earn an income and to provide a means of supporting themselves and their dependents. The challenges they face are enhanced by the strains of working in stressful and pressurised working environments as their employers are also adapting to the changing global environment. Economic pressure is passed on to employees, as they are pushed to achieve the financial results demanded by shareholders. The last ten years has seen a wealth of research being conducted in the space of well-being and how it relates to business has gained popularity. The study of epidemiology refers to the study of components of human behaviour, which have a negative impact on individual functioning, like stress and anxiety disorders. Well-being in the workplace can counter these ailments and create a working environment absent of these negative afflictions which damage the productivity of a workforce. Employers who understand the positive aspects associated with well-being are in a position to effectively deploy their employees to produce improved financial results. The starting point for many organisations is to determine the current level of happiness in their businesses and to establish what variables are responsible for the current state of well-being. The main objective of the empirical study was to determine the level of happiness at a financial institution. The target population (354 potential respondents) is the regional office the financial institution based in Port Elizabeth, South Africa. Potential respondents received electronic requests by email, requesting their participation in the study. A total of 164 completed questionnaires were returned (46.33%) and analysed. Literature was reviewed to develop a conceptual model. Seven variables were identified as having an influence on employee happiness and have the potential to change employee well-being levels to aid organisations in their quest to adapt to the prevailing economic conditions and stress people have to deal with on a daily basis. The results from the study show that Work-life, Safety and Security, Growth and Development, Health, Recognition and Reward, Autonomy and Social Connectedness are all closely associate with employee well-being. Safety and security, Autonomy and Recognition and Reward have direct positive associations with the concept of well-being and have a significant relationship and potential to enhance well-being. The end result is that with the correct interventions by an employer, well-being can be measured and applied in the working environment. The correct combination of variables can have a positive impact in the work environment. A happy workforce can be an advantage to an organisation, their interventions can add great value to employees by increasing their commitment to the organisation and ultimately the business can benefit from their Interventions by seeing their efforts being realised in their financial results.

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)

The role of the community pharmacist has changed over the past two decades. The traditional specialist roles of pharmacists, such as compounding and preparation of medications, are now infrequent activities and the profession has moved to a more patient-centred focus. Furthermore, pharmaceutical care has been developed and adopted as a practice philosophy to add value and bring care for patients back into the profession. However, there is still much debate in academic and policy literature concerning the reluctance of community pharmacists to adopt and implement pharmaceutical care in practice environments. Empirical evidence has suggested that the professional identity of pharmacists is both ambiguous and multifaceted. However, the practice of pharmaceutical care has been demonstrated to increase organisational identity of pharmacists, as well as their job satisfaction. In addition, pharmacists in a clinical role have been shown to have higher levels of job satisfaction than their counterparts in nonclinical roles. This study has identified, described and analysed the self-perceived professional identities of community pharmacists within a South African context. Furthermore, it sought to determine their current levels of job satisfaction. The relationships between professional identity, job satisfaction and role were analysed in an attempt to understand the influence of professional identity on job satisfaction and behaviour of pharmacists. This study made use of a mixed method of inquiry, online questionnaire, administered to a large sample, which allowed the researcher to take a broad view of the research foci at a specific moment in time. This study found the existence of six professional identities amongst South African Community Pharmacists; namely the practitioner, the jaded pharmacist, the social carer, the professional, the medicine supplier and the entrepreneur. South African community pharmacists were, generally, satisfied with their jobs, professed to practice pharmaceutical care and adopted it as a practice philosophy. South African Community pharmacists were, in general, committed to their profession. Correlation between a pharmacist’s professional identity and their job title, job satisfaction and their commitment were found to be statistically significant. A pharmacist’s level of job satisfaction was statistically correlated to their practice of pharmaceutical care. No statistically significant relationship was found to exist between a pharmacist’s identity and their work load or tasks performed. Characterising South African community pharmacists’ identities is of great significance in an effort to better understand the forces that drive our profession of pharmacy. In doing so, have found that identity affects many elements of work life such as job satisfaction, professional commitment and the practice of patient care.

M.Com. (Leadership in Performance and Change) / This research focuses on the factors affecting retention of employees in a global markets division of an investment bank comprising 500 employees. The research is quantitative in nature. Five factors are discussed and used as basis to see which factors contribute the most to retention of employees. These factors are remuneration, the job, the profile of the organisation, organisational processes and leadership style. Sub-factors relating to these factors were identified and discussed by way of a literature review. A questionnaire was compiled based on the five factors and the sub-factors in relation to the retention of employees. A statistical analysis was done using factor analysis, reliability analysis (Cronbach alpha) and descriptive statistics. From the results it can be concluded that employees are satisfied with the physical work environment, the company’s employer brand in the market and the opportunity to learn new skills and develop themselves for further advancement. Employees also feel confident about the leadership team; are satisfied that their co-workers share their expertise and there is teamwork. The one area about which employees differ, is related to remuneration. Based on the results of this study, it is recommended that the employer use its positive employer brand more aggressively to retain employees since overall most employees seem to be happy with the current employment practices