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Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.

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Thesis (MBA.) -- University of Limpopo, 2016 / This paper evaluated the relationship between the Chief Executive Officer’s gender and firm performance. This study was conducted by evaluating the differential effect of CEO’s gender and sales turnover, share price and net profit. The study was deemed necessary because related researches in South Africa did not address the relationship between gender and variables such as turnover, share price and net profit. Hence this research focuses on the evaluation of the differential effect between CEO's gender and the corporate turnover, share price and net profit. The methodological approach used in this study was the quantitative approach. Data were collected from the archives of Socially Responsible Investing Index companies in the JSE. The T-test of difference was applied for data analysis of sixteen (16) selected companies. Three specific objectives were examined as follows: (1) To evaluate the relationship between the CEO's gender and company turnover (2) To assess the relationship, the CEO's gender and share price (3) To examine the relationship between the CEO's gender and net profit. Findings from the statistical analysis revealed that there is no significant relationship between CEO gender and sales turnover. It was further identified that no relationship exists between CEO gender and share price. It was also discovered that there is no differential effect between CEO gender and net profit. Findings from statistical analysis revealed that P-Value was greater than 5 percent indicating that there was no significant relationship between CEO gender and sales turnover, share price and net profit. This means that within the companies examined, CEO gender had no influence on sales turnover, share price and net profit. Based on the findings above, women CEOs can perform as well as the men CEOs. Therefore, women should be afforded the CEO’s positions as their presence have no negative effect on firm performance. Key words: CEO gender, firm performance, sales turnover, share price, net profit, JSE listed companies, corporate profitability, shareholder value and gender stereotyping.

Only a small number of U.S. businesses have implemented the Baldrige Criteria for Performance Excellence to improve their performance. The purpose of this multiple case study was to explore strategies that executive business leaders use to implement the Baldrige Criteria for Performance Excellence. The study population consisted of 6 business executives and 2 organizations in the U.S. state of Texas, all with experience in implementing the Baldrige Criteria for Performance Excellence. The theory of high performance work systems provided the conceptual framework for the study. Data were gathered from interviews and record reviews that were conducted within the organizations. Inductive analysis was used to identify words, phrases, ideas, and actions that were consistent among participants and organizations as well as to identify patterns and themes. Triangulation of sources between the interview and record review data was used for consistency. Three main themes emerged from data analysis: organizational leaders embedded the Baldrige Criteria for Performance Excellence into native work models; they also used robust strategy deployment systems with accountability for action plans to spread the Baldrige Criteria for Performance Excellence; and, rather than specifically create goals to align with the Baldrige Criteria for Performance Excellence, they identified actions to reach organizational strategic goals that were created using the Criteria as a business model. Implications for positive social change arising from this study include the potential to increase the number of available jobs by improving overall organizational performance through the increased implementation and use of the Baldrige Criteria for Performance Excellence among U.S. organizations.

Organizations, including the military and their managers, have used transformational leadership for over 30 years to increase job satisfaction. The purpose of this correlation research study was to determine whether a relationship existed between transformational leadership and job satisfaction among retired Army noncommissioned officers who had rejoined the military workforce in South Korea. The research question was grounded in a synthesis of theories concerning transformational leadership and job satisfaction. The Multifactor Leadership Questionnaire (MLQ5X), the Job Descriptive Index (JDI), and Job in General (JIG) scales were used to gather data from 141 participants. Univariate analyses were used to document that MLQ5X transformational leadership subscale scores were high among the participants, and that they were satisfied with their jobs along all JDI/JIG subscales, except opportunity for promotion. Linear regression analysis and the chi-square test of independence were used to test associations between MLQ5X and JDI/JIG scores. The results from the linear regression indicated no significant relationship existed between transformational leadership and job satisfaction. To compensate for violations of parametric assumptions, a chi-square test was conducted with MLQ5X and JDI/JIG scores recoded into high/low transformational leadership and 3 levels of satisfaction (dissatisfied, undecided, satisfied). A significant association between transformational leadership and job satisfaction was observed. The combined results contributed to the conclusion that transformational leadership can contribute to job satisfaction, but that it can also lead to dissatisfaction if organizational conditions do not support the approach. The study contributes to positive social change by inform planning to improve higher morale and increased productivity among soldiers.

Thesis (MBA) --University of Limpopo, 2007 / The main purpose of the study was to investigate the implementation of a performance management system for educators, named by the Department of Education: the Integrated Quality Management System (IQMS). The investigation took place in the Zebediela schools of the Limpopo province. The research study targeted members of the School Development Teams (SDT’S) and the Principals of the schools in their capacity as accounting officers. The investigation was done by identifying the possible factors influencing the implementation of the system and its impact on the teaching profession, the motivation/productivity of educators and the efficiency of service delivery. Appropriate recommendations were suggested to improve the implementation of the IQMS. The study obtained primary data through structured questionnaires, interviews and secondary sources. Questionnaires were administered to all the 77 schools in the Zebediela area and personal interviews were conducted with a minimum of 15% of the population (schools) in each circuit of the Zebediela area. Ethical considerations were adhered to and all responses were treated as confidential while the names of the respondents will not be published if this research is published. The collected data were analysed using the Statistical Package for Social Sciences (SPSS) with the aid of a contingency table analysis. The findings suggest that the implementation of the Integrated Quality Management System in Zebediela area is very slow while numerous respondents were undecided as to whether there was really implementation in the schools or not. This research attributed this slackness to various factors ranging from insufficient training, uncoordinated activities, lack of commitment, a high workload for only a low salary increase percentage and the slow progression through the professional ranks. All these factors were leading too the low morale of the educators. Based on the findings it is recommended that the Department of Education as an employer should offer thorough training and development for educators, well coordinate activities, competitive salaries, proper job design and team work, favourable working conditions and a better promotional system. ii These interventions will contribute to an increase in the motivational levels of educators’ that will ultimately uplift the low morale of educators.

Thesis (M. Dev.) -- University of Limpopo, 2015 / Although a number of studies have recognised the relationship between human resource development (HRD) and organisational performance, the mechanisms through which HRD leads to school performance remain still unexplored. The purpose of this study is to clarify the significance of human resource development and its effect on school performance in the White Hazy Circuit, in Mpumalanga Province. HRD plays a critical role in directing school programmes and the realisation of the set goals. Educators and the management of the schools are the engines in the operation of the school. Alignment of the individual goals to the school goal creates a comprehensive working environment. The purpose of HRD is to build a capacitated workforce that will enhance school performance. Performance management does not entail one activity only, it is part of the employee development life cycle. The results of the survey indicate that performance management and the development processes should not be underestimated. School managers should ensure that goals are clearly communicated. Thus, this study does not only support that HRD has a positive influence on school performance but also explains the mechanisms through which HRD improves school performance.