A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering te bepaaL Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser aangepas is vir die steekproef en deur faktorontleding valideer is. Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil. Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate and work motivation. Organisational climate was measured by the Organisational Diagnostic Questionnaire (ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire (EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of factor analysis for the population. The interaction of the biographical and organisational variables on the main variables was studied by means of ANOVA as well as correlations. The correlation between total organisational climate and total work motivation (calculated according to the Lawler formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis. By following the stepwise regression analytical procedures, the two dimensions of organisational climate (task characteristics and manager/leadership) used to forecast work motivation (as calculated by the Lawler formula), explained 30% of the variance of work motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

The purpose of this study was to describe and explore the organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within Mpumalanga Province. The major objectives were to determine what organisational climate encompasses; ascertain which factors related to organisational climate can cause dissatisfaction among nurses; determine whether there is a difference in the way nursing management and the nursing staff perceive the existing organisational climate; and make recommendations for health service managers to improve the organisational climate in order facilitate greater job satisfaction among their subordinates. The descriptive exploratory survey method was used. A questionnaire with closed-ended and open-ended questions were distributed and collected from one hundred and fourty (140) respondents. The results indicated that the nursing management and the nursing staff are happy with the intrinsic factors of the job, but dissatisfied with the extrinsic factors of the organisational climate. The outcome of this research affirms that there are extrinsic factors within the work climate that affect the nursing management and the nursing staff negatively. Recommendations are made to promote job satisfaction in selected hospitals within the Mpumalanga province. / Health Studies / M.A. (Nursing Science)

D. Admin. (Public Administration)

Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering te bepaaL Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser aangepas is vir die steekproef en deur faktorontleding valideer is. Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil. Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate and work motivation. Organisational climate was measured by the Organisational Diagnostic Questionnaire (ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire (EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of factor analysis for the population. The interaction of the biographical and organisational variables on the main variables was studied by means of ANOVA as well as correlations. The correlation between total organisational climate and total work motivation (calculated according to the Lawler formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis. By following the stepwise regression analytical procedures, the two dimensions of organisational climate (task characteristics and manager/leadership) used to forecast work motivation (as calculated by the Lawler formula), explained 30% of the variance of work motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

The purpose of this study was to describe and explore the organisational climate as a cause of job dissatisfaction among nursing staff in selected hospitals within Mpumalanga Province. The major objectives were to determine what organisational climate encompasses; ascertain which factors related to organisational climate can cause dissatisfaction among nurses; determine whether there is a difference in the way nursing management and the nursing staff perceive the existing organisational climate; and make recommendations for health service managers to improve the organisational climate in order facilitate greater job satisfaction among their subordinates. The descriptive exploratory survey method was used. A questionnaire with closed-ended and open-ended questions were distributed and collected from one hundred and fourty (140) respondents. The results indicated that the nursing management and the nursing staff are happy with the intrinsic factors of the job, but dissatisfied with the extrinsic factors of the organisational climate. The outcome of this research affirms that there are extrinsic factors within the work climate that affect the nursing management and the nursing staff negatively. Recommendations are made to promote job satisfaction in selected hospitals within the Mpumalanga province. / Health Studies / M.A. (Nursing Science)

D. Admin. (Public Administration)

PhD (Human Resource Management) / Department of Human Resource Management and Labour Relations / Globally, the economic, political and social environment is constantly changing, and this has posed various challenges for organisations in the world of work. South African universities have also not been spared from these changes as they are expected to meet international standards whilst operating in an environment where there are many changes in their work environment with regard to technology, language policy, decolonisation of the curriculum and globalisation. The dynamics in these aspects shape the organisational climate and psychological contracts of all institutions. Any changes in the organisational climate and psychological contracts may influence employee outcomes of organisational citizenship behaviour and intention to leave among employees. Therefore, this study responds to calls from previous studies on organisational climate and psychological contract research to investigate the role of moderators in their association with employee outcomes. There is an urgent demand for organisational leaders to practice ethical leadership and become trustworthy in order to inspire employees to exhibit organisational citizenship behaviour and reduce any intentions of leaving the organisation. The aim of this study was to examine the relationships between organisational climate, psychological contract breach and employee outcomes among university employees. It also further investigated the moderating roles of ethical leadership and trust on those relationships. Six objectives were developed based on the aims of the study. To answer the objectives of this study, the research followed cross-sectional design and a quantitative approach was adopted. A total of 202 employees were selected through stratified random sampling to participate in the study and a self- administered questionnaire was used to collect the data. The sample was made up of both academic and administration staff working in the universities. Item analysis was conducted to check the reliability of the scales and all the scales obtained acceptable Cronbach alphas. To explore the factor structure of the scales, exploratory factor analysis was conducted, and poor items were removed until a xv clear and desirable factor solution was obtained. Confirmatory factor analysis was conducted to validate the data and all the goodness of fit indexes achieved the required level. In addition, the composite reliability and average variance extracted for all scales met the required level. Moderated multiple regression analysis was conducted to measure the moderator roles of ethical leadership and trust in the organisational climate, psychological contract breach and employee outcomes relationships. The results showed that ethical leadership moderated the relationship between organisational climate and organisational citizenship behaviour (Δ R² = .078, F(3,148) = 8.994. p <.001, β = .285, p < .001); and also the relationship between psychological contract breach and organisational citizenship behaviour (Δ R² = .056, F(3,148) = 7.373, β = -.247, p < .005). However, non-significant results were found when testing the moderating role of ethical leadership in the relationship between organisational climate and intention to leave (Δ R² =.000, F(3,148) = 6.275, β =.000, p >.005); and also in the relationship between psychological contract breach and intention to leave (Δ R² = 0.03, F(3.148) = 12.878, β =.055, p > .05). In addition, the results also revealed that trust moderated the relationship between organisational climate and organisational citizenship behaviour (Δ R² =.030, F(3, 148) = 6.521, β =.175, p < .01); and also the relationship between psychological contract breach and organisational citizenship behaviour (Δ R² =.049, F(3.148) = 7.719, β = -.222, p < .001). However, non-significant results were also found in testing trust as moderator in the relationship between organisational climate and intention to leave (Δ R² =.001, F(3,148) = 10.373, β = -.022, p > .01); and also in the relationship between psychological contract breach and intention to leave (Δ R² = 014, F(3, 148) = 17.207, β =.120, , p > .05). The results provides sufficient evidence that organisational climate, psychological contract breach, ethical leadership, and trust can shape employee behavioural outcomes either positively or negatively. This study, therefore recommends that organisations should develop a strong and positive organisational climate in order to improve organisational citizenship xvi behaviour and reduce employees` intentions to leave the organisation. This is achievable with policies that speak to effective communication structure, job recognition, and career development paths. In addition, human resources managers are urged to prevent cases of psychological contract breach through providing employees with realistic overviews of the task to be performed and policy that can aid employees to air their grievances. The study further recommends the establishment of ethical corporate culture within the organisations through which only employees who meet the ethical standards of the organisation are promoted into leadership positions in order to improve the practice of organisational citizenship behaviour and in turn reduce employees` intention to leave the organisation. / NRF