Background and Aim: Skills shortages in international organisations are commonly remedied with the use of expatriates. These expatriates are well paid for their expertise as well as for relocation “inconvenience”. However, it has become widely known internationally that expatriates receive far more attractive remuneration than their Host Country National (HCN) colleagues (local employees). The need for this study was formed on the basis of the HCN’s perception of this disparity and whether it could have a negative effect on his / her job attitudes. The main purpose of the research study described herein is to investigate the relationship between the expatriate-HCN pay differential in perspective of the HCN’s perceptions of pay unfairness, and the impact thereof on the organisation commitment and job satisfaction of HCN’s. More specifically this research aimed at determining whether there is (1) a HCN-Perceived Compensation Disparity (HPCD) between (HCNs) and expatriates, whether there is (2) a relationship between HPCD and the HCN’s Organisational Commitment (OC), and whether there is (3) a relationship between HPCD and the HCN’s Job Satisfaction (JS). Method: A cross-sectional survey design was used, with a purposive sample (N = 86) taken from organisations across several industrial sectors in South Africa. A single-item scale for HPCD, the Minnesota Satisfaction Questionnaire (MSQ) and Organisational Commitment Questionnaire (OCQ) were administered to professional and skilled Host Country Nationals (HCNs) of South Africa, working on a same or similar hierarchal level as expatriates. Descriptive statistics, data analysis and hypothesis testing were performed using Statistical Package for the Social Sciences (SPSS) software, outputting frequency tables, mean, standard deviation, Cronbach’s alpha coefficients (testing for reliability) and Pearson correlation coefficients to investigate relationships. Results: Results showed existence of an HPCD (Host Country National Perceived Compensation Difference). No significant relationship was observed between the HPCD and Organisational Commitment (OC) (r(df = 86; p = 0.243) = -0. 129). A practically significant negative correlation (medium effect) was observed between HPCD and Job Satisfaction (JS), (r(df = 86; p = 0.002) = -0.336). These results were supported by the findings from a literature review, with the exception of the lack of statistical significance in the HPCD and OC relationship. Practical Relevance: Interpretations from all the results were made and future theoretical and practical recommendations to the HRM industry are proposed. This research provides valuable insight into the South African context, filling a literature gap in this area and provides knowledge with regards to the applicability of the equity theory and social comparison theory in the workplace. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / MCom / Unrestricted

<p>Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &amp / Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu &amp / Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant.&nbsp / Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research.</p>

<p>Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &amp / Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu &amp / Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant.&nbsp / Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research.</p>

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Boredom at work is a concern, as both employees and organisations are affected by the negative effects that this phenomenon holds. Workplace boredom is becoming an increasingly common occurrence within organisations and most employees are susceptible to it. To date, no reliable and valid scale for workplace boredom is available in South Africa. This study aimed to validate the Dutch Boredom Scale (DUBS) within the South African context in an attempt to provide a scale suitable for South African employees. The general objective of the study was to determine the reliability and validity of the workplace boredom scale (DUBS) within the South African context by means of investigating the reliability, factorial validity, convergent validity, predictive validity and discriminant validity. A cross-sectional research approach was utilised by means of a random convenience sample (N = 490) from organisations within the manufacturing and logistics sectors. The reliability of the workplace boredom scale was established by investigating the alpha and omega values. Confirmatory factor analysis (CFA) was used to determine the factor structure of the DUBS and to ascertain factorial validity. In order to prove convergent and discriminant validity, the relationship between workplace boredom and similar theoretical constructs (work engagement, workload, job satisfaction and organisational commitment) as well as constructs assumed to differ from work place boredom (i.e. gender) was investigated. Finally, regression with regard to one-directional relationships was examined between workplace boredom and appropriate outcomes (work engagement, organisational commitment and job satisfaction) in order to establish predictive validity. The results indicate that the DUBS consists of a one-factor structure, and that this factor has acceptable reliability. Relationships between workplace boredom and work engagement, workload, job satisfaction, organisational commitment and turnover intention were negatively and practically significantly correlated. No significant relationship existed between workplace boredom and gender. Workplace boredom had significant negative regressions to work engagement, job satisfaction and organisational commitment. Recommendations are made for use in practice and additionally for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

The study was conducted to assess the state of leadership characteristics and the impact these variables have on employee self-esteem and employee work-related outcomes in a South African power utility in particular power station environment. The inquiry was conducted in a natural working environment of an organisation where respondents are situated/ located (i.e. a field study). A stratified convenience sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a four-point, five-point and seven-point Likert scale with leader’s characteristics such as articulation of vision, individualised support, intellectual, stimulation, forcing acceptance of group goals, high performance expectations, appropriate role modelling and performance feedback, mediating variables such as self-esteem and work-related outcomes such as organisational commitment and work-success, was designed to capture the state of affairs within the organisation based on the employees perceptions of their experiences of these variables. 150 questionnaires were distributed of which 115 were returned and all 115 were useable. This data was analysed using statistical tools such as correlation and regression analysis. The descriptive statistics indicated that the majority of leader’s characteristics unveiled a moderate agreement whilst the work related outcomes indicated that employees were neutral to agree with statements. The correlations analysis showed predominantly strong relationship between leader’s characteristics, self-esteem and work related outcomes with some few small and medium relationships. Recommendations to improve work-related outcomes are provided to the organisation. / MBA, North-West University, Potchefstroom Campus, 2014

Higher education in a democratic South Africa faces huge challenges – primarily the need to achieve greater equity, efficiency and effectiveness in institutions and across the system. Universities had to open their doors to students of all races, transform curricula to become more locally relevant, and produce scholars able to address South Africa’s problems. When organisations face these changes, they still need to support their employees. They need to ensure that the employees feel secure in their employment to improve their commitment to the organisation. The objective of this study was to investigate the perceived organisational support and organisational commitment of academics in South Africa. A cross-sectional survey design was used. A non-probability convenience sample was taken from a higher education institution in South Africa (N=388).The Survey of Perceived Organisational Support (SPOS) and Allen and Meyer’s Organisational Commitment Scale were administered.Cronbach alpha coefficients, Spearman product correlation coefficients, MANOVAs (to determine differences in demographic groups) and multiple regression analyses were used to analyse the data. Principal component analysis resulted in a two-factor model for perceived organisational support, namely positive support and negative support. Regarding organisational commitment, a two-factor model was also extracted, namely affective commitment and continuance commitment. The results attained from the product-moment correlations indicated that positive support has a negative relationship with negative support. Positive support is also practically significantly related to affective commitment and continuance commitment. A MANOVA analysis was conducted to determine the differences in levels of POS experienced with regard to staff, ethnicity, language, faculty and gender. The results indicated that no significant differences were found in the levels of POS experienced with regard to staff and gender. Statistically significant differences were found between levels of negative support with regard to ethnicity, language and faculties. Statistically significant differences were found between levels of positive support of staff in different faculties. MANOVA was also used to determine differences between staff with regard to commitment levels. Statistically significant differences were found between levels of continuance commitment. Support staff experience higher levels of continuance commitment than academic staff do. Multiple regression analyses indicated that positive support predicted 9% of the variance in affective organisational commitment and 18% of the variance in continuance commitment. Recommendations were made for future research. / MCom (Human Resource Management), North-West University, Potchefstroom Campus, 2014

This study set out to examine the phenomenon of employee motivation in the North West Department of Education. The study argues that the performance of employees to achieve organisational goals is influenced by the level of employee motivation. The study identified that employees are influenced by both intrinsic and extrinsic factors. These factors have a positive or negative influence on the motivation of employees. The factors identified include the work environment, the performance management and development system, job design, employee involvement, organisational culture and commitment and human relations. A literature study was undertaken to provide a framework through which the importance of the study is highlighted. The literature study reviewed motivation theories that explain the effect of motivation on the behaviour of employees. The mixed research method of collecting and analysing the data, including the use of a semi-structured questionnaire, was used during the research process. The findings of the study show that the motivation levels of employees are varied in relation to factors that influence the motivation of employees. There is therefore evidence in the study that employees are motivated by different needs and therefore a more encompassing approach is required. The study also found that managers in the Department of Education did not put concerted efforts towards the motivation of employees, nor did they put effective programmes in place with regard to the same. In order to achieve the primary research objective, the study recommends that an integrated and comprehensive motivation strategy, that will influence the motivation of employees, be developed. The motivation strategy is perceived to address a number of challenges employees experience in the performance of their work. Recommendations for the implementation of the motivation strategy are presented in order to ensure an increase in the motivation of employees for effective and efficient employee performance. The study identifies areas for further research, which, if implemented, will increase the managers‟ knowledge of recognition schemes to enhance the performance levels of employees. / M Development and Management, North-West University, Potchefstroom Campus, 2015

Boredom at work is a concern, as both employees and organisations are affected by the negative effects that this phenomenon holds. Workplace boredom is becoming an increasingly common occurrence within organisations and most employees are susceptible to it. To date, no reliable and valid scale for workplace boredom is available in South Africa. This study aimed to validate the Dutch Boredom Scale (DUBS) within the South African context in an attempt to provide a scale suitable for South African employees. The general objective of the study was to determine the reliability and validity of the workplace boredom scale (DUBS) within the South African context by means of investigating the reliability, factorial validity, convergent validity, predictive validity and discriminant validity. A cross-sectional research approach was utilised by means of a random convenience sample (N = 490) from organisations within the manufacturing and logistics sectors. The reliability of the workplace boredom scale was established by investigating the alpha and omega values. Confirmatory factor analysis (CFA) was used to determine the factor structure of the DUBS and to ascertain factorial validity. In order to prove convergent and discriminant validity, the relationship between workplace boredom and similar theoretical constructs (work engagement, workload, job satisfaction and organisational commitment) as well as constructs assumed to differ from work place boredom (i.e. gender) was investigated. Finally, regression with regard to one-directional relationships was examined between workplace boredom and appropriate outcomes (work engagement, organisational commitment and job satisfaction) in order to establish predictive validity. The results indicate that the DUBS consists of a one-factor structure, and that this factor has acceptable reliability. Relationships between workplace boredom and work engagement, workload, job satisfaction, organisational commitment and turnover intention were negatively and practically significantly correlated. No significant relationship existed between workplace boredom and gender. Workplace boredom had significant negative regressions to work engagement, job satisfaction and organisational commitment. Recommendations are made for use in practice and additionally for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

The study was conducted to assess the state of leadership characteristics and the impact these variables have on employee self-esteem and employee work-related outcomes in a South African power utility in particular power station environment. The inquiry was conducted in a natural working environment of an organisation where respondents are situated/ located (i.e. a field study). A stratified convenience sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a four-point, five-point and seven-point Likert scale with leader’s characteristics such as articulation of vision, individualised support, intellectual, stimulation, forcing acceptance of group goals, high performance expectations, appropriate role modelling and performance feedback, mediating variables such as self-esteem and work-related outcomes such as organisational commitment and work-success, was designed to capture the state of affairs within the organisation based on the employees perceptions of their experiences of these variables. 150 questionnaires were distributed of which 115 were returned and all 115 were useable. This data was analysed using statistical tools such as correlation and regression analysis. The descriptive statistics indicated that the majority of leader’s characteristics unveiled a moderate agreement whilst the work related outcomes indicated that employees were neutral to agree with statements. The correlations analysis showed predominantly strong relationship between leader’s characteristics, self-esteem and work related outcomes with some few small and medium relationships. Recommendations to improve work-related outcomes are provided to the organisation. / MBA, North-West University, Potchefstroom Campus, 2014