The South African Motor industry is evolving through challenging times, placing tremendous pressure on Toyota SA Motors (TSAM) to remain efficient. The organisation has identified human capital as one of its most valuable resources contributing to the achievement of this goal. It is therefore imperative that the organisation retain staff members through focusing on the influences of job satisfaction, an impoliant aspect affecting staffretention at TSAM. The objective of the study was to examine the factors influencing job satisfaction at TSAM with the aim of detennining if new age job benefits influence job satisfaction, the impact of new age benefits on the business, if job satisfaction would result in staff retention and to provide recommendations to TSAM on how to stimulate job satisfaction levels in order to increase staff retention. This was to be achieved through the brcakdown and analysis of the relevant components of job satisfaction, along with theory comparison and the aid of quantitative research. The objective was achieved by sampling 235 employees of TSAM. A response rate of 66% was achieved using an online questionnaire to collect data. The data analysis process was completed using the Statistical Package for the Social Sciences (SPSS). Overall, new age benefits were found to have a positive influence on job satisfaction with the highest preferences being flexitime, flexible workspace, a free canteen and a gym facility. The other new age benefits proved to be less popular amongst respondents. A large percentage of respondents believed that TSAM should revise the benefits offered and that the company has the capacity to do so. It was found that the majority of respondents would accept a job offer elsewhere if benefits were good and remuneration was less then expected. Employees believed that new age benefits would have a positive impact on the business as job satisfaction results in staff retention within Toyota SA Motors and that staff turnover is a criteria to judge the company by. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

In this study an attempt is made to explore the individual-organization interface -- i.e., the nature of the relationship that prevails between an organization and its members -- and determine its effects upon such outcome variables as job satisfaction, instrumentality belief and work performance. Attributes of the individual (human needs) and the organization (dimensions of organizational climate), when combined, are hypothesized to influence this interface. This investigation is based upon a sample of fourteen shipping agencies drawen from among some agencies within the Durban Customs Clearing and Forwarding Industry. Agencies in this sample are divided into two broad categories, namely members and non members of the Durban Forwarders Association. Two hundred and eighty-three managerial and clerical employees from these agencies participated in this study. Scales designed to measure a set of work related needs, organizational climate, job satisfaction, instrumentality belief and work performance are administered to groups of employees from each of the participating agencies. These scales, except for that measuring organizational climate, are subject to a statistical procedure designed to calculate reliability. Only the scales that satisfy a minimum requirement of seventy percent for reliability are used in any further analysis. A factor analysis is carried out on the refined data for the scale of work related needs. Four factors emerged, surgency, passivity, assertiveness and financial incentive. The need indices together with these factors are intercorrelated using a Pearson's Product Moment Correlation. The results show that there are distinctly different patterns of organizational climate prevailing in member and non member organizations. Member agencies tend to be affiliation orientated; non member agencies, achievement orientated. A multivariate analysis is repeatedly calculated to identify the need-climate combinations that are related to one or more of the outcome variables. Canonical correlation is then employed to calculate the variance explained by each group of combination variables. The results show that the outcome variables explain approximately eighteen percent of the total variance in the data. In conclusion it is suggested that more research be undertaken using different sets of outcome variables to establish grounds for comparing the results of similar studies. It is further suggested that research of the nature can be used by an Organization Development Consultant as a diagnostic tool for the purpose of assessing the relationship that prevails between the individual and the organization. / Thesis (M.A.)-University of Natal, Durban. 1986.

M.A. / Widowhood is a condition of an incomplete family structure resulting from death. Its consequences such as the absence of the father and husband can be aggravated, decreased or neutralised due to the effects of other conditions, relating to the availability of funds, relatives and community services. Widowhood presents problems and difficulties that most widowed people have to face. The elderly widows are faced with learning to live alone; leaving their own homes and adjusting to life with relatives; financial problems; and immediate care and support. The young widows, in addition, are faced with problems relating to decision-making; managing large sums of money; child upbringing; dispute with in-laws, relatives and older children over the death benefits and estate; lack of support and development programmes for young widows. Widows experience multiple problems that are more common in nature and necessitate a more preventative and developmental approach. Widows' problems are often ignored as, in most instances, they are classified as single mothers, like divorced or unmarried mothers, without paying special attention to the specific condition of widows in particular. Special community and organisational programmes to support and empower widows to cope with social, emotional and economic situations are lacking. Delamont (1980:221) argue that, yet not only is the evidence that being widowed catches most women unprepared financially, socially and emotionally, the study of women in this predicament has been neglected. The problems and factors associated with the management of death benefits by widows have also been neglected.

Workplace misbehaviour is seen to be a neglected feature of organizational study (Ackroyd and Thompson; Vardi and Weitz, 2004). Where research has been undertaken into misbehaviour the emphasis tends fall into two broad categories. First of all, organizational behaviour theorists use the term misbehaviour as a means to highlight how the ‘negative’ behaviour of employees gets in the way of formal organizational goals. Secondly, radical sociologists tend to use the term misbehaviour as a means to critique Foucauldian labour process theory. Here an argument is made that suggests the disciplinary affects of new management practices associated with human resource management and total quality management have been overstated. Furthermore, radical sociologists also use the term misbehaviour as means to critique organizational behaviour accounts, which are believed to paint overly optimistic accounts of organizational life. However, on further examination it was discovered that neither a radical sociological approach, nor a traditional organizational behaviour approach, sufficiently addresses the current deficit in our understandings and explanations for workplace misbehaviour. Hence, one of the main themes of this thesis was to design a theoretical and methodological framework to address the deficit in our understandings and explanations. As such, a view was taken of how a radical sociological approach (orthodox labour process analysis) combined with an emerging social psychological perspective (a social identity approach (Haslam, 2001)) could help overcome previous theoretical problems associated with researching misbehaviour. Empirical support for this approach is provided by the detailed examination of the objective and subjective working conditions of four different sets of low status workers. The findings are based on longitudinal covert participant observations, as well as covert interviews and the covert gathering of company documents. The findings depart from previous insights into workplace misbehaviour in stressing the importance of acknowledging and investigating both the organizational and sub-group social identities of low status workers, in relation to such activities. As such, a great deal of the misbehaviour noted in the findings can be attributed to the poor treatment of low status workers by management, yet misbehaviour is equally if not more attributable to the empowering or inhibitive qualities of the many psychological groups that worker can associate with or disassociate themselves from. Recommendations are made about the direction of future research into workplace misbehaviour. There are many suggestions made and include examining misbehaviour in a wider range of settings, sectors and levels of organizations.

Indiana University-Purdue University Indianapolis (IUPUI) / The present study sought to examine the impact of technology in permeating the boundaries between individuals’ work and family domains, testing and extending the current theoretical model of boundary management. The first goal, to explore predictors of the boundary management styles (BMS) people use with respect to communication technology (CT), was accomplished by demonstrating that three factors predicted BMS for CT use: preferences for integration, identity centrality, and work/family norms. The second goal, to examine outcomes that could result from varying CT use boundary management styles, was also supported in that BMS for CT use was a predictor of work-family conflict and enrichment. However, one key component of the model was not supported in that perceived control over BMS did not moderate the relationship between BMS and outcomes. Theoretical and practical implications of these findings are discussed, as well as suggestions for future research on boundary theory and CT use. By exploring tangible boundary management behaviors, the present study offers interesting implications that could ultimately assist organizations in developing policies regarding CT use both at home and at work.