For the domain of compensation structure, the three factors extracted from the alternative bases for paying teachers including differential pay, competencies pay and teach load pay are significant predictors of their retention tendency. / For the domain of working conditions for teachers, the results show that the classroom teaching conditions and the school support are two extracted factors that have predictive effects on the retention tendency of English subject teachers in Hong Kong. / Teachers and teacher salaries are the two major scarce resources in the provision of education. Teacher shortage problems are common and have been a concern in nearly all countries. High teacher attritions other than retirement have called public and government attention in enhancing retention of teachers as a way to solve teacher shortage problems. The shortage of teachers varies with subjects and levels. In Hong Kong, the shortage of quality English teachers has long been a social concern because of the importance for its citizen to attain high English proficiency levels to maintain the competitiveness as an international city. / The predictors in the personal variables domain are: Major in English, professionally trained and taking professional development programmes. (Abstract shortened by UMI.) / The purpose of this study is to investigate the predictors affecting the retention tendency of inservice English teachers in Hong Kong secondary schools from the labour economics perspective with a quantitative survey. Through a more thorough understanding of the predictors affecting their retention tendency, policies can be formulated with a view to enhancing the retention of English subject teachers. The survey was carried out in September, 2002. Questionnaires were sent to 111 publicly funded secondary schools in Hong Kong. A total of 490 completed questionnaires have been collected from an estimated sample size of 1332 English subject teachers in Hong Kong secondary schools. The response rate is 36.8%. / The results show that three domains of predictors: compensation structure, working conditions and personal variables affect the retention tendency of English teachers to continue teaching English. The variance explained by the whole model is 0.211. / Ko Kwok-wai. / "July 2003." / Adviser: Yue Ping Chung. / Source: Dissertation Abstracts International, Volume: 64-07, Section: A, page: 2391. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (p. 294-313). / Available also through the Internet via Current research @ Chinese University of Hong Kong under title: The effects of compensation structure and working conditions on the retention tendency of English subject teachers in Hong Kong secondary schools (China) / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese. / School code: 1307.

The purpose of the study was to explore the lived experiences of nurses on the implementation of occupational specific dispensation (OSD). Qualitative research using hermeneutic phenomenology was conducted in the three selected public hospitals in the Umgungundlovu district in KwaZulu-Natal (KZN). Data was collected by means of in-depth interviews with professional nurses, enrolled nurses and nursing assistants and focus group discussions with nurse managers purposively selected at the public hospitals in the Umgungundlovu district. Parse’s extraction synthesis analysis of data was done and seven (7) themes emerged from the participants’ dialogical conversation exploring the experiences of the implementation of OSD. The findings suggested that nurses viewed OSD as unfair labour practice because it divided nurses; there are those who grossly benefitted and those who benefitted less. The researcher concluded that the study will assist the authorities in the department of health both nationally and provincially to review OSD for nurses and close the gaps identified during the implementation as they were the pilot group. / Health Studies / M.A. (Health Studies)

The purpose of the study was to explore the lived experiences of nurses on the implementation of occupational specific dispensation (OSD). Qualitative research using hermeneutic phenomenology was conducted in the three selected public hospitals in the Umgungundlovu district in KwaZulu-Natal (KZN). Data was collected by means of in-depth interviews with professional nurses, enrolled nurses and nursing assistants and focus group discussions with nurse managers purposively selected at the public hospitals in the Umgungundlovu district. Parse’s extraction synthesis analysis of data was done and seven (7) themes emerged from the participants’ dialogical conversation exploring the experiences of the implementation of OSD. The findings suggested that nurses viewed OSD as unfair labour practice because it divided nurses; there are those who grossly benefitted and those who benefitted less. The researcher concluded that the study will assist the authorities in the department of health both nationally and provincially to review OSD for nurses and close the gaps identified during the implementation as they were the pilot group. / Health Studies / M. A. (Health Studies)

University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration

Bibliography: pages 273-351 / The context of this research is the occupational wellbeing of employees in the healthcare industry in South Africa. The purpose of this study was to identify occupational wellbeing types that cluster as a result of variables (burnout, work engagement, workaholism and job satisfaction) which can be plotted on the circumplex model of wellbeing, and determining the extent of type differences in as far as it pertains to psychosocial antecedent variables (age, job demands, job resources and work-related sense of coherence), as well as positive and negative outcome variables (comprising organisational commitment and turnover intention). A quantitative survey was conducted on a convenience sample of healthcare workers (N = 461). The population consisted of predominately black African females, aged between 31 and 45 from the nursing profession. Cluster analysis using k-means found statistically significant support for three occupational wellbeing types, namely, Exhausted, Engaged and Burned-Out. Results from MANOVA revealed a difference between all occupational wellbeing types and the psychosocial antecedent variables of job demands, job resources and work-related sense of coherence. The occupational wellbeing types did not however differ, based on the age of the participants. Multinomial logistic regression analysis revealed that age was additionally not a significant predictor of the occupational wellbeing types, whilst Work-SoC predicted the engaged type, and job demands and job resources predicted the engaged and exhausted types in comparison to the burned-out type. Hierarchical moderated regression analysis concluded that each of the occupational wellbeing types played a significant role by moderating the relationship between the psychosocial antecedent variables of job resources and work-related sense of coherence, and the positive and negative outcomes of organisational commitment and turnover intention. Theoretically the study highlighted the importance of addressing the occupational wellbeing concerns and challenges faced by healthcare employees in South Africa face. The empirical value of the study was the identification of the occupational wellbeing types and a potential nomological net. The knowledge derived from the relationship between the variables may be valuable in informing a holistic affective wellbeing model which could direct practices within the healthcare industry in South Africa. / Die konteks van hierdie navorsing is die beroepswelstand van werknemers in die gesondheidsorgbedryf in Suid-Afrika. Die doel van hierdie studie was om tipes beroepsmatige welstand te identifiseer wat saamgevoeg word as gevolg van veranderlikes, naamlik uitbranding, werkbetrokkenheid, werksverslawing en werkstevredenheid wat op die sirkumpleksmodel van welstand geteken kan word, en om die omvang van tipe verskille in so ver aangesien dit betrekking het op psigososiale antesedente veranderlikes, naamlik ouderdom, werksvereistes, werksbronne en werkverwante samehang, sowel as positiewe en negatiewe uitkomsveranderlikes (wat organisatoriese toewyding en omsetintensiteit bevat). 'N Kwantitatiewe opname is gedoen oor 'n gerieflikheidsteekproef van gesondheidswerkers (N = 461). Die bevolking het bestaan uit hoofsaaklik swart vroulike vroue, tussen 31 en 45 jaar oud, uit die verpleegberoep. Cluster-analise met behulp van k-middele het statisties beduidende ondersteuning gevind vir drie tipes beroepswelstand, naamlik uitgeputting, betrokkenheid en uitgebranding. Resultate van MANOVA het 'n verskil aan die lig gebring tussen alle tipes beroepswelstand en die psigososiale antesedente veranderlikes van werksvereistes, werkbronne en werkverwante samehang. Die tipes beroepswelstand verskil egter nie op grond van die ouderdom van die deelnemers nie. Multinomiale logistieke regressie-analise het aan die lig gebring dat ouderdom ook nie 'n beduidende voorspeller was van die tipes beroepswelstand nie, terwyl Work-SoC die betrokke tipe voorspelling en werksvereistes voorspel het, en dat werkbronne die betrokke en uitgeputte tipes voorspel in vergelyking met die uitgebrande tipe. Hiërargiese gemodereerde regressie-analise het tot die gevolgtrekking gekom dat elkeen van die tipes beroepswelstand 'n belangrike rol gespeel het deur die verhouding tussen die psigososiale voorgaande veranderlikes van werkbronne en werkverwante sin vir samehang te modereer, en die positiewe en negatiewe uitkomste van organisatoriese toewyding en omsetintensiteit. Teoreties het die studie die belangrikheid daarvan beklemtoon om die kommer en uitdagings wat gesondheidswerkers in Suid-Afrika in die gesig staar, aan te spreek. Die empiriese waarde van die studie was die identifisering van die tipes beroepswelstand en 'n potensiële nomologiese netwerk. Die kennis wat verkry word uit die verband tussen die veranderlikes, kan waardevol wees om 'n holistiese affektiewe welstandsmodel in te lig wat praktyke binne die gesondheidsbedryf in Suid-Afrika kan rig. / Umongo walolu cwaningo wukuphila kahle kwabasebenzi abasembonini yezokunakekelwa kwempilo eNingizimu Afrika. Inhloso yalolu cwaningo kwakuwukuhlonza izinhlobo zenhlalakahle yomsebenzi ezihlangana ngenxa yokuguquguqukayo (ukutubeka, ukuzibandakanya emsebenzini, ukusebenza ngokweqile nokweneliseka emsebenzini) okungabekwa kumodeli yenhlalakahle ye-circumplex, nokunquma ubukhulu bezinhlobonhlobo zohlobo kuze kube manje njengoba kumayelana nokuhlukahluka kokuphikisana kwengqondo (iminyaka, izidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi), kanye nokuhlukahluka kwemiphumela emihle nemibi (ehlanganisa ukuzibophezela kwenhlangano kanye nenhloso yenzuzo). Ucwaningo oluningi lwenziwe kusampula elula yabasebenzi bezokunakekelwa kwezempilo (N = 461). Isibalo besinabantu besifazane ikakhulukazi abamnyama base-Afrika, abaneminyaka ephakathi kuka-31 no-45 abavela emsebenzini wobunesi. Ukuhlaziywa kweqoqo ngokusebenzisa izindlela ezingama-k kutholwe ukwesekwa okubalulekile kwezibalo zezinhlobo ezintathu zomsebenzi, okungukuthi, Ukhathele, Ukuhlanganyela kanye Nokushiswa. Imiphumela evela kwa-MANOVA iveze umehluko phakathi kwazo zonke izinhlobo zenhlalakahle yomsebenzi kanye nokuhlukahluka kokuphikiswa kwengqondo kwezidingo zomsebenzi, izinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi. Izinhlobo zezenhlalakahle zomsebenzi azizange zehluke, ngokuya ngeminyaka yabahlanganyeli. Ukuhlaziywa kokuhlelwa kabusha kwezinto kwamazwe amaningi kuveze ukuthi iminyaka yobudala ibingeyona imbonakaliso ebalulekile yezinhlobo zenhlalakahle yomsebenzi, ngenkathi i-Work-SoC ibikezela uhlobo lokuzibandakanya, nezimfuno zomsebenzi, nezinsizakusebenza zibikezela izinhlobo ezibandakanyekile nezikhathele uma kuqhathaniswa nohlobo olushile. Ukuhlaziywa kokuhlehliswa kwe-hierarchical kuphethe ukuthi uhlobo ngalunye lwezinhlalakahle zomsebenzi lubambe iqhaza elibalulekile ngokuhlolisisa ubudlelwano phakathi kokuhlukahluka kokuphikiswa kwengqondo kwengqondo kwezinsiza zomsebenzi kanye nokuzwana okuhlobene nomsebenzi, kanye nemiphumela emihle nemibi yokuzibophezela kwenhlangano kanye nenhloso yenzuzo. Ngokwezifundo lolu cwaningo luqhakambisa ukubaluleka kokubhekana nezinkinga nezinselele ezibhekene nabasebenzi bezempilo eNingizimu Afrika ababhekene nazo. Inani lezobuciko lolo cwaningo kwakuwukuhlonzwa kwezinhlobo zenhlalakahle yomsebenzi kanye nenetha elingaba namandla lokuqanjwa. Ulwazi olususelwe ebudlelwaneni obuphakathi kokuguquguqukayo lungaba lusizo ekwaziseni imodeli yenhlalakahle ephelele engaqondisa izindlela ezenziwa embonini yezokunakekelwa kwempilo eNingizimu Afrika. / Industrial and Organisational Psychology / D. Phil. (Psychology)

Nurses constitute the largest professional group in South Africa's health care services. Factors contributing to South African nurses' emigration were studied qualitatively by analysing expatriate nurses' responses to open-ended questions, and quantitatively by analysing newly registered nurses' responses to structured questionnaires. These results were contextualised within Maslow's Hierarchy of Needs Theory, revealing that nurses' inability to meet their physiological needs, due to inadequate remuneration, was the major factor contributing to nurses' emigration potential. While improved salaries might enable more nurses to remain in South Africa, expatriate nurses would not return to South Africa unless certain esteem and self-actualisation needs could also be satisfied. Improving nurses' salaries is essential to address South African nurses' emigration potential. However, improved working conditions, enhanced workplace security, improved levels of job satisfaction and the appointment of nurses into currently frozen posts are also necessary, as is governmental and public recognition of the value of the profession. The South African nursing profession, health care services, Government and society should urgently address factors contributing to South African nurses' emigration potential; otherwise a serious shortage of nurses could cause the collapse of this country's health care services. / Health Studies / DLITT ET PHIL (HEALTH ST)

Nurses constitute the largest professional group in South Africa's health care services. Factors contributing to South African nurses' emigration were studied qualitatively by analysing expatriate nurses' responses to open-ended questions, and quantitatively by analysing newly registered nurses' responses to structured questionnaires. These results were contextualised within Maslow's Hierarchy of Needs Theory, revealing that nurses' inability to meet their physiological needs, due to inadequate remuneration, was the major factor contributing to nurses' emigration potential. While improved salaries might enable more nurses to remain in South Africa, expatriate nurses would not return to South Africa unless certain esteem and self-actualisation needs could also be satisfied. Improving nurses' salaries is essential to address South African nurses' emigration potential. However, improved working conditions, enhanced workplace security, improved levels of job satisfaction and the appointment of nurses into currently frozen posts are also necessary, as is governmental and public recognition of the value of the profession. The South African nursing profession, health care services, Government and society should urgently address factors contributing to South African nurses' emigration potential; otherwise a serious shortage of nurses could cause the collapse of this country's health care services. / Health Studies / DLITT ET PHIL (HEALTH ST)

Orientation: Over the years, the increase in executive remuneration in both the private sector and state-owned entities (SOEs) has been the subject of intense discussions. The poor performance of some SOEs with highly remunerated executives begs the question whether chief executive officers (CEOs) in South African SOEs deserve the high levels of remuneration they receive. Research purpose: The main purpose of the study was to determine whether there is a relationship between CEOs’ remuneration and company performance in South Africa’s Schedule 2 SOEs. Motivation for the study: A greater understanding of the relationship between CEO remuneration and organisational performance would expand knowledge when developing optimal CEO remuneration systems to ensure sustainability of SOEs in the South African context. If a relationship exists, it could justify the high remuneration received by CEOs. Research design, approach, and method: This quantitative, longitudinal study, conducted over a nine-year period, collected secondary data from the annual reports of 18 Schedule 2 SOEs. The primary statistical techniques used in the study included were OLS multiple regression analysis and correlational analysis on a pooled dataset. Main findings/results: The primary finding was that there is a relationship between CEO remuneration and company performance (mainly an inverse relationship), with no consistent trend between the constructs. Turnover appears to be an important component, as it was the most stable measure of company performance during the study period. The results indicate that the CEOs’ remuneration continued to increase, even when the SOEs were performing poorly. Practical managerial implications: Since the study focused on the relationship between CEOs’ remuneration and company performance, it may aid policymakers in forming new rules and regulations that would help improve the country’s economic performance while attracting international investors. Contribution/value-add: The study provides new knowledge to the limited research available on SOEs in South Africa. Further, this research focused on three different components of CEOs’ remuneration, thereby shedding more light on the relationship between their remuneration and company performance. / Business Management / PhD (Management Studies)

Summary in Afrikaans and English / Hierdie verhandeling omvat 'n beskrywing van die ontstaan en ontwikkeling van die onderwysersvereniging wat vanaf 1893 onder meer as die Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), die Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) vanaf 1903 en sedert 1923 as die Transvaalse Onderwysersvereniging (TO) bekend gestaan het. Die klem val op uitsprake van TO-voorsitters en aktiwiteite wat deur die TO van stapel gestuur is ter bevordering van die professionaliteit en professionele status van onderwysers en onderwyseresse. Die verhandeling sluit ook 'n ontleding van en kritiese besinning oor die kenmerke van professionaliteit in. In die verband word gefokus op die verhouding van die TO met enkele onderwysbelanghebbendes, die bevordering van die professionele beeId van onderwysers/onderwysersesse en die beginsels wat die TO tydens salarisonderhandelinge gehandhaaf het. 'n Belangrike gevolgtrekking waartoe gekom word, is dat die TO vir meer as 100 jaar nie net professionaliteit in onderwysverband bevorder het nie, maar dat sy uitsprake en aktiwiteite op sigself getuig van 'n professionele ingesteldheid. / This thesis comprises an account of the origin and development of the teachers' association known from 1893 as the Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), as the Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) from 1903, and since 1923 as the Transvaalse Onderwysersvereniging (TO). The accent is on pronouncements of TO chairpersons and activities initiated by the TO to promote professional qualities among teachers and to secure professional status for them. The thesis also includes an analysis and critical consideration of the criteria of professionalism, with special reference to the relationship between the TO and roleplayers with an interest in education, the promotion of the professional image of teachers, and the principles upheld by the TO in salary negotiations. An important conclusion drawn is that for more than 100 years of its existence, the TO not only promoted professional qualities in the educational context, but epitomises professionalism in its pronouncements and activities. / Educational Studies / M.Ed. (Historiese Opvoedkunde)

Summary in Afrikaans and English / Hierdie verhandeling omvat 'n beskrywing van die ontstaan en ontwikkeling van die onderwysersvereniging wat vanaf 1893 onder meer as die Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), die Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) vanaf 1903 en sedert 1923 as die Transvaalse Onderwysersvereniging (TO) bekend gestaan het. Die klem val op uitsprake van TO-voorsitters en aktiwiteite wat deur die TO van stapel gestuur is ter bevordering van die professionaliteit en professionele status van onderwysers en onderwyseresse. Die verhandeling sluit ook 'n ontleding van en kritiese besinning oor die kenmerke van professionaliteit in. In die verband word gefokus op die verhouding van die TO met enkele onderwysbelanghebbendes, die bevordering van die professionele beeId van onderwysers/onderwysersesse en die beginsels wat die TO tydens salarisonderhandelinge gehandhaaf het. 'n Belangrike gevolgtrekking waartoe gekom word, is dat die TO vir meer as 100 jaar nie net professionaliteit in onderwysverband bevorder het nie, maar dat sy uitsprake en aktiwiteite op sigself getuig van 'n professionele ingesteldheid. / This thesis comprises an account of the origin and development of the teachers' association known from 1893 as the Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), as the Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) from 1903, and since 1923 as the Transvaalse Onderwysersvereniging (TO). The accent is on pronouncements of TO chairpersons and activities initiated by the TO to promote professional qualities among teachers and to secure professional status for them. The thesis also includes an analysis and critical consideration of the criteria of professionalism, with special reference to the relationship between the TO and roleplayers with an interest in education, the promotion of the professional image of teachers, and the principles upheld by the TO in salary negotiations. An important conclusion drawn is that for more than 100 years of its existence, the TO not only promoted professional qualities in the educational context, but epitomises professionalism in its pronouncements and activities. / Educational Studies / M.Ed. (Historiese Opvoedkunde)