111 |
A study of job satisfaction in the Hong Kong immigration service /Dee Funk, Wai-sum, Peggy. January 1982 (has links)
Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.
|
112 |
Review on relationship between management measures and satisfaction of doctors and nursesWat, Ka-lung, 屈家龍 January 2013 (has links)
Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff.
Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction.
Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult.
Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions. / published_or_final_version / Public Health / Master / Master of Public Health
|
113 |
A study of job satisfaction in the Hong Kong immigration serviceDee Funk, Wai-sum, Peggy., 洪慧心. January 1982 (has links)
published_or_final_version / Public Administration / Master / Master of Social Sciences
|
114 |
Job insecurity and job satisfaction in selected organisations in South Africa / Johanna Hendrina BuitendachBuitendach, Johanna Hendrina January 2004 (has links)
Several factors have contributed to employment relations gradually becoming more uncertain
in the last decades. In South Africa, as well as in other industrialised economies all over the
world, organisations had to adjust to the pressures imposed by an intensified global
competition. The transformation of working life has brought the topic of insecure working
conditions to the forefront. Job insecurity are of vital importance in modern working life. A
growing number of employees face the risk of losing their jobs as a consequence of
organisational restructuring and layoffs. Job insecurity affects the well-being of individuals.
In this sense, job insecurity is a significant stressor with consequences for the individual.
However, the consequences are not limited to just the individual. The situation is often such
that individuals experiencing job insecurity also tend to react to the dissatisfying
circumstances in ways that affect the organisation as well. Several studies have found a
negative association between job insecurity and job satisfaction. Job insecurity s also
associated with lower levels of organisational commitment.
The empirical objectives of this thesis were firstly to validate the Job Insecurity
Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in
selected organisations in South Africa; secondly to determine its construct equivalence for
different cultural groups; thirdly, to determine differences between the job insecurity and job
satisfaction levels of various demographic groups, fourthly to assess the relationship between
job insecurity, job satisfaction and organisational commitment, and lastly to determine
whether job insecurity can predict job satisfaction and organisational commitment.
A cross-sectional survey design with a random sample (N = 834) of employees in selected
organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job
Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a
biographical questionnaire were administered. Descriptive statistics were used to describe the
measuring instruments in terms of mean, standard deviation, skewness and kurtosis.
Cronbach alpha coefficients were used to describe the reliability of the measuring
instruments. Construct (structural) equivalence was computed to compare the factor structure
for the different culture groups included in this study. Exploratory factor analysis with a
Procrustean target rotation was used to determine the construct equivalence of the JIQ and
MSQ for the different culture groups. Pearson correlation coefficients were used to determine
the relationship between the measuring instruments. Regression analyses were used to
determine whether organisational commitment can be predicted by the independent variables
namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic
job satisfaction; age; gender, and qualification.
The results confirmed a two-factor model of job insecurity, consisting of affective and
cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory
factor analysis with target rotations confirmed the construct equivalence of scales for white
and black participants. Practically significant differences were found between the levels of
job insecurity of employees in terms of age groups and qualification levels.
Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of
extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target
rotations confirmed the construct equivalence of scales for the black and white groups. The
results obtained from comparing job satisfaction levels of various demographic groups
showed that practically significant differences existed between the job satisfaction of
different age and race groups. Results revealed significant relationships between job
insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the
variance in organisational commitment was explained by affective job insecurity, cognitive
job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and
qualification.
Limitations of the research are discussed, followed by recommendations for the
selected organisations and for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
|
115 |
Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik RabieRabie, Gerhard Hendrik January 2005 (has links)
The global shortage of registered nursing practitioners is widely reported in the literature.
This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students
graduating from nursing education programmes, more nurses leaving the profession shortly
after completion of their studies, and other factors. Burnout amongst registered nurses may
contribute to the above and can also serve as an indication of the reason these shortages in the
nursing profession occur.
The South African National Defence Force (SANDF) is also affected by the shortage of
registered nurses. This shortage is increased by the involvement of the SANDF in
peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers
of registered nursing personnel to qualify from the South African Military Health Services
(SAMHS) Nursing College. In order to increase the number of students qualifying from this
college and, to retain them after qualifying, research is needed regarding the occurrence of
non-completion of studies at the college and the tendency to leave the SANDF shortly after
qualifying. The objective of this study was to identify possible stressors (job demands and/or
job resources) in the military nursing-student environment, to investigate their effects on
students (burnout or engagement), and to assess whether it has any influence on their
academic performance.
A cross-sectional survey design was used. A sample of 167 nursing students (completing the
four-year integrated nursing diploma) at second, third and fourth-year levels was obtained.
The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the
Wellness Survey (WS), together with a biographical questionnaire, were administered. The
Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout
Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive
vii
Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work
Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002).
Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and
structural equation modelling were used to analyse the results.
The results showed that job demands (consisting of overload, organisational influences and
work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism
and cognitive weariness). A negative relationship was found between burnout and academic
performance. Job resources (consisting of social support, growth and advancement, contact
with others and organisational support) had a strong relationship with work engagement
(consisting of vigour and dedication) and a significant negative relationship with performance
(academic results). A negative relationship was also shown to exist between work
engagement and academic performance.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
|
116 |
The relationship between burnout and cognition in a South African metal manufacturing company / Carla SalvadorSalvador, Carla marisa Rosa January 2005 (has links)
Employees in South African organisations are faced with increasing work pressures as
economic and business factors (such as globalisation) lead to extensive restructuring,
cost cutting and initiatives to continuously improve organisational processes. These
conditions are conducive to the occurrence of burnout in the South African private
sector. Burnout has been extensively researched in areas such as health services and
law enforcement, however, the subject has received less focus in the private sector.
Given the negative impact of burnout on employees and organisations, it becomes
valuable to study burnout in this context. The aim of this study was to investigate the
relationship between job demands, job resources, cognition and burnout.
A cross-sectional survey design was used. Stratified random samples (N = 80) were
taken from employees at a South African metals manufacturing company. The
Maslach Burnout Inventory (MBI), Cognitive Flexibility Scale (CFS) and Job
Demands-Resources Scale (JDRS) were administered. The reliability of the
measuring instruments was assessed with the use of Cronbach alpha coefficients.
Descriptive statistics (e.g., means and standard deviations) were used to analyse the
data. Pearson correlations and multiple regression analyses were used to assess the
relationships between job demands, job resources, burnout and cognition.
The correlation coefficients indicated that cynicism is negatively related to growth
opportunities and organisational support. Professional efficacy was positively related
to organisational support, growth opportunities, advancement and cognitive
flexibility. Multiple regression analysis showed that job demands, job resources, and
cognitive flexibility predicted 18% of the variance in the exhaustion of employees.
Job demands, job resources, and cognitive flexibility predicted 28% of cynicism and
44% of the variance in professional efficacy.
Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
|
117 |
Stress and clinical instructionCrowe-Joong, Elizabeth January 1988 (has links)
No description available.
|
118 |
A study of the relationship between benchmarked factor improvements and employee satisfaction : an empirical study of Johannesburg water.Van Tonder, Leon. January 2006 (has links)
Companies are constantly searching for ways to enhance productivity and the bottom line. One of the assumptions is that increased job satisfaction can contribute in this regard with improvements in motivation and productivity. The organisation that is the subject for this study is a utility company formed by the City of Johannesburg to deliver a comprehensive water and sanitation service to the City. The creation of the company was preceded by a high level of unhappiness from organised labour and consequently many of the transferred employees. In order to give effect to its mandate of providing a cost effective and quality service to the citizens whilst protecting the environment, the company adopted a number of benchmark and other measurements across the board including the measurement of levels of employee satisfaction. The research focused on the employee perceptions of job satisfaction in the company based on the head office component with the previous survey results taken 18 months earlier serving as comparison. It was therefore possible to also evaluate the relevance of results obtained with the job satisfaction survey. The results of a benchmarking exercise in the Human Resources division conducted towards the end of 2003 was also available and served as a point of reference in comparing job satisfaction levels with the results of the benchmarks that were developed based on international best practice and compared the company to other organisations in the utility sector. The study examined the possibility of the development of strategies by the Human Resources function aimed at eliminating factors that cause dissatisfaction and improving or introducing those that led to increases in levels of satisfaction. The results indicate that it is not appropriate to concentrate only on the role of Human Resources in its efforts to influence job satisfaction and that high levels of job satisfaction or otherwise do not necessarily have a relationship to the perception of the efficiency of the Human Resources function when compared to the results of human resources benchmarks. Although the literature supports the importance of job satisfaction as a factor in productivity improvement, the findings point to the need to follow an integrated approach based on sound practice and measurement of metrics as well as the incorporation of strategies that ensure that job satisfaction is not negatively affected by striving for excellence in other areas. Even though the research provided support for the Herzberg theories on Hygiene (maintenance) factors and Motivators as predictors of job satisfaction it is the author's conclusion that the research points to the fact that results of Human Resources benchmarked factors are not the sole determinants of job satisfaction. It is, based on the research results, possible to conclude that even if the important satisfiers are not always adequately addressed, sound Human Resources practice can assist in ensuring that the levels of satisfaction do not become terminally low and cause high levels of attrition or detrimentally affect productivity with the resultant affect on benchmarked factors that compare poorly to that of the target organisations. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.
|
119 |
An investigation into the job satisfaction among petrol attendants.Mashile, Vivian. January 2006 (has links)
The effects of job satisfaction on work outcomes have been of interest to social scientists for decades. Investigations have been made into the antecedents and consequences of job satisfaction. Although many researchers have sought to confirm that a satisfied worker is a productive worker, the reliable correlation between the two variables could not be established. Nevertheless, interest in this field continued because some scholars believed that the key element in the quality of work life of an employee is his satisfaction with his job. It therefore follows from this premise that improving job satisfaction has humanitarian value. The present study examined the job satisfaction of petrol attendants, with an objective of measuring their general job satisfaction level and ultimately identifying those factors needing attention. Subjects for the study were 170 petrol attendants drawn from seventeen service stations in Durban. The convenience sample was used to collect data based on the approval obtained to conduct such a study at different service stations. Minnesota Satisfaction Questionnaire was used to collect data which was analysed using both descriptive and inferential statistics such as frequencies and percentages, one way analyses of variance (ANOVA) and the least squares difference test. Each of the four hypotheses postulated was tested at 0.05 level of significance and the results showed job satisfaction to exist among petrol attendants only in neutrality. The interpretation of the general job satisfaction results was that petrol attendants are not job involved. Recommendations to improve those factors contributing to the petrol attendants' dissatisfaction were therefore made. / Thesis (MBA)-University of KwaZulu-Natal, 2006.
|
120 |
Job insecurity and job satisfaction in selected organisations in South Africa / Johanna Hendrina BuitendachBuitendach, Johanna Hendrina January 2004 (has links)
Several factors have contributed to employment relations gradually becoming more uncertain
in the last decades. In South Africa, as well as in other industrialised economies all over the
world, organisations had to adjust to the pressures imposed by an intensified global
competition. The transformation of working life has brought the topic of insecure working
conditions to the forefront. Job insecurity are of vital importance in modern working life. A
growing number of employees face the risk of losing their jobs as a consequence of
organisational restructuring and layoffs. Job insecurity affects the well-being of individuals.
In this sense, job insecurity is a significant stressor with consequences for the individual.
However, the consequences are not limited to just the individual. The situation is often such
that individuals experiencing job insecurity also tend to react to the dissatisfying
circumstances in ways that affect the organisation as well. Several studies have found a
negative association between job insecurity and job satisfaction. Job insecurity s also
associated with lower levels of organisational commitment.
The empirical objectives of this thesis were firstly to validate the Job Insecurity
Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in
selected organisations in South Africa; secondly to determine its construct equivalence for
different cultural groups; thirdly, to determine differences between the job insecurity and job
satisfaction levels of various demographic groups, fourthly to assess the relationship between
job insecurity, job satisfaction and organisational commitment, and lastly to determine
whether job insecurity can predict job satisfaction and organisational commitment.
A cross-sectional survey design with a random sample (N = 834) of employees in selected
organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job
Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a
biographical questionnaire were administered. Descriptive statistics were used to describe the
measuring instruments in terms of mean, standard deviation, skewness and kurtosis.
Cronbach alpha coefficients were used to describe the reliability of the measuring
instruments. Construct (structural) equivalence was computed to compare the factor structure
for the different culture groups included in this study. Exploratory factor analysis with a
Procrustean target rotation was used to determine the construct equivalence of the JIQ and
MSQ for the different culture groups. Pearson correlation coefficients were used to determine
the relationship between the measuring instruments. Regression analyses were used to
determine whether organisational commitment can be predicted by the independent variables
namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic
job satisfaction; age; gender, and qualification.
The results confirmed a two-factor model of job insecurity, consisting of affective and
cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory
factor analysis with target rotations confirmed the construct equivalence of scales for white
and black participants. Practically significant differences were found between the levels of
job insecurity of employees in terms of age groups and qualification levels.
Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of
extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target
rotations confirmed the construct equivalence of scales for the black and white groups. The
results obtained from comparing job satisfaction levels of various demographic groups
showed that practically significant differences existed between the job satisfaction of
different age and race groups. Results revealed significant relationships between job
insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the
variance in organisational commitment was explained by affective job insecurity, cognitive
job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and
qualification.
Limitations of the research are discussed, followed by recommendations for the
selected organisations and for future research / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
|
Page generated in 0.8873 seconds