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'n Perspektief op die gehalte van die werkslewe van geregistreerde verpleegkundiges in diens van plaaslike bestureJacobs, Itricia Petronella 11 1900 (has links)
Text in Afrikaans / 'n Opname is onder geregistreerde verpleegkundiges in diens van plaaslike besture onderneem met die doel om 'n perspektief op die gehalte van hul werkslewe te verkry, faktore te identifiseer wat hulle motiveer om 'n loopbaan in plaaslike besture te kies en die faktore te identifiseer wat werkstevredenheid positief /negatief be"lnvloed.
Ontleding van die data het aangedui dat negatiewe faktore in die
werkslewe soos onder andere die gebrek aan deelname in besluitneming
en beperkte loopbaangeleenthede werksontevredenheid tot gevolg kan he.
Positiewe faktore soos die geleentheid om gereelde diensure te werk en
die status wat geregistreerde verpleegkundiges in die gemeenskap geniet,
bevorder werkstevredenheid.
Dit is hoofsaaklik hul belangstelling in primere gesondheidsorg en die
geleentheid om gereelde diensure te werk wat geregistreerde
verpleegkundiges motiveer om 'n loopbaan in plaaslike besture te kies.
Aanbevelings om die kwaliteit van die werkslewe van geregistreerde
verpleegkundiges te verbeter en werkstevredenheid te bevorder, is
geformuleer. / A survey was undertaken among registered nurses in the service of local
authorities to obtain a perspective on the quality of their worklife, to
identify factors that influence registered nurses in local authorities and to
identify those factors that influence the quality of the worklife and job
satisfaction positively /negatively.
Analysis of the data indicated that negative factors in the worklife such as
limited participation in decision-making and limited career opportunities
could lead to dissatisfaction in the work situation.
Positive factors such as the ability to work regular hours and the status of
registered nurses in the community promote job satisfaction.
It is mainly their interest in primary health care and the opportunity to
work regular hours of duty, that motivate registered nurses to choose a
career in local authorities.
Recommendations to improve the quality of the worklife of registered
nurses and to promote job satisfaction were formulated. / Nursing Science / M.A. (Verpleegkunde)
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Part-time work, motherhood and accumulated role satisfaction : a study of white South African nurses.Christierson, Viveka, Anna, Britta January 1996 (has links)
A dissertation submitted to the Faculty of Arts,
University of the Witwatersrand, Johannesburg
for the Degree of Master of Arts / This Study examined the relationship between work status, job satisfaction.
parental satisfaction, self-esteem and life satisfaction. The sample
comprised 101 White South African nurses living in an urban area. They
were all married and had at least one child under 13 years of age living at
home. Forty of tbe nurses were employed full-time. 29 part-lime and 32
nurses were housewives. ( Abbreviation abstract ) / AC2017
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'n Perspektief op die gehalte van die werkslewe van geregistreerde verpleegkundiges in diens van plaaslike bestureJacobs, Itricia Petronella 11 1900 (has links)
Text in Afrikaans / 'n Opname is onder geregistreerde verpleegkundiges in diens van plaaslike besture onderneem met die doel om 'n perspektief op die gehalte van hul werkslewe te verkry, faktore te identifiseer wat hulle motiveer om 'n loopbaan in plaaslike besture te kies en die faktore te identifiseer wat werkstevredenheid positief /negatief be"lnvloed.
Ontleding van die data het aangedui dat negatiewe faktore in die
werkslewe soos onder andere die gebrek aan deelname in besluitneming
en beperkte loopbaangeleenthede werksontevredenheid tot gevolg kan he.
Positiewe faktore soos die geleentheid om gereelde diensure te werk en
die status wat geregistreerde verpleegkundiges in die gemeenskap geniet,
bevorder werkstevredenheid.
Dit is hoofsaaklik hul belangstelling in primere gesondheidsorg en die
geleentheid om gereelde diensure te werk wat geregistreerde
verpleegkundiges motiveer om 'n loopbaan in plaaslike besture te kies.
Aanbevelings om die kwaliteit van die werkslewe van geregistreerde
verpleegkundiges te verbeter en werkstevredenheid te bevorder, is
geformuleer. / A survey was undertaken among registered nurses in the service of local
authorities to obtain a perspective on the quality of their worklife, to
identify factors that influence registered nurses in local authorities and to
identify those factors that influence the quality of the worklife and job
satisfaction positively /negatively.
Analysis of the data indicated that negative factors in the worklife such as
limited participation in decision-making and limited career opportunities
could lead to dissatisfaction in the work situation.
Positive factors such as the ability to work regular hours and the status of
registered nurses in the community promote job satisfaction.
It is mainly their interest in primary health care and the opportunity to
work regular hours of duty, that motivate registered nurses to choose a
career in local authorities.
Recommendations to improve the quality of the worklife of registered
nurses and to promote job satisfaction were formulated. / Nursing Science / M.A. (Verpleegkunde)
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Causative factors of turnover among public sector registered nursesManona, Wellman Wela 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2000. / Full text to be digitised and attached to bibliographic record. / ENGLISH ABSTRACT: Managing human resources is crucial to the efficient and effective
delivery of quality health care. However, turnover of nurses constitutes
a major factor in the shortages of staff which are being experienced by
the nursing profession in the Republic of South Africa. Shortages of
trained nurses with experience, particularly in public sector hospitals,
have adverse effects on the provision of efficient and effective quality
health care to the consumers of this service.
The aim of the study was to provide an understanding of and insight
into those inherent problems in the health sector that propel nurses to
leave public sector institutions. The overall objective was to investigate
and identify some of the factors which exercised an influence on the
turnover of registered nurses in public sector hospitals, so as to be able
to provide suggestions to hospital managers on the more effective
management of human resources, in order to retain nursing personnel.
Theresearch was based on a model of nursing turnover which regarded
voluntary withdrawal as a process in which feelings of satisfaction with
pay, on the one hand, and the opportunity of obtaining alternative jobs
in the labour market, on the other, were proposed as the primary
causative factors of turnover behaviour. In addition the propositions,
made in literature reviewed, that age, tenure, kinship responsibility,
general training, education, professionalism, marital status, lintent to
stay', job satisfaction, routinization, job autonomy and responsibility,
instrumental communication, promotional opportunity, integration,
supervisory relationships, distributive justice, work-load, and local kin
acted as predictors of turnover, were also investigated.
The research was conducted with a sample of 123 nurses in one
hospital, Groote Schuur, situated in the Western Cape Province of the
Republic of South Africa. The sample included registered nurses, senior professional (registered) nurses, and chief professional (registered)
nurses. The data was gathered from respondents by means of a selfadministered
questionnaire. In addition, data was gathered by means of
semi-structured, open-ended discussions with nursing management.
The hypothesised interactions between variables influencing nursing
turnover were explored by means of basic statistics, which made it
possible to assess the effects of both independent and dependent
variables.
The results of data analysis provided some support for the proposition
contained in the hypothesis. The determinants whose increase
produced a greater degree of turnover were firstly, the many jobs
available outside the hospital and secondly, professionalism. The
determinants whose increase resulted in reductions in turnover were
"intent to stay" (which the researcher views as a dimension of
commitment), the existence of local kin (kinship responsibilities),
participation in making job-related decisions (job autonomy), the receipt
of sufficient work-related information (instrumental communication and
good supervisory relationships), and tenure. The determinants whose
decreaseresulted in increased turnover werepromotional opportunities,
distributive justice, pay satisfaction, job satisfaction, integration,
opportunity for self-development,age and tenure.
Turnover of nurses has serious ramifications for employers, patients,
and the nursing profession itself. Effective management of employee
turnover is of critical importance to health care providers, employees,
and patients. Better control of turnover can improve the quality of
patient care, reduce labour costs, and improve employee morale. / AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne is die deurslaggewende
omstandigheid ten einde die lewering van effektiewe en doeltreffende
gesondheidsorg van gehalte. Nietemin, dra die omset van
verpleegkundiges grotendeels by tot die personeeltekort wat tans deur
die verpleegprofessie in Suid-Afrika ondervind word. Die tekort aan
ervare, opgeleide verpleegkundiges, veral in die openbare sektor
staatshospitale, het 'n nadelige uitwerking op die voorsiening van
effektiewe en doeltreffende gesondheidsorg van gehalte aan die
verbruikers van hierdie diens.
Die doelwit van die studie was om 'n begrip te ontwikkel vir, en 'n insig
te probeer kry in, daardie inherente probleme binne die
gesondheidsektor wat verpleegkundiges dryf om die staatsinstellings te
verlaat. Die oorkoepelende doel was die ondersoek en identifikasie van
sommige faktore wat die omset van geregistreerde verpleegkundiges in
staatshospitale beïnvloed. Die doel hiervan was om voorstelle aan
hospitaal bestuurders te kan voorsien ten opsigte van die meer
doeltreffende bestuur van menslike hulpbronne, in die strewe na behoud
van verpleegpersoneel.
Die navorsing is gebaseer op 'n model van verpleegomset wat vrywillige
onttrekking as 'n proses beskou het waar gevoelens van salaristevredenheid,
aan die een kant, en geleentheid tot alternatiewe
betrekkings in die arbeidsmark, aan die ander, as die primêre
veroorsakende faktore van omset-gedrag voorgestel is. Daarbenewens
is die stellings vanuit die literatuurstudie dat die volgende dien as
voorspellers van omset ook ondersoek: ouderdom, ampstermyn of
dienstyd, verantwoordelikheid teenoor familie, algemene opleiding,
opvoeding, professionalisme, huwelikstatus, 'voorneme om te bly',
werksbevrediging, roetine, selfbestuur en verantwoordelikheid in die
werksomgewing, bevorderlike kommunikasie, bevorderingsgeleenthede, integrasie, toesighoudende verhoudings, toedelende gereg, werkslading
en plaaslike naasbestaandes.
Die navorsing is uitgevoer met gebruik van 'n monster van 123
verpleegkundiges van een hospital, die Groote Schuur Hospital, geleë in
die Wes-KaapProvinsie van die Republiek van Suid Afrika. Die monster
het geregistreerde verpleegkundiges, senior geregistreerde
verpleegkundiges en hoof geregistreerde verpleegkundiges ingesluit.
Die data is verkry van respondente deur middel van 'n self-toegediende
vraelys. Daarbenewens is data versamel deur half-gestruktureerde, niegeslote
besprekings met van die verpleegbestuur. Die interaksie tussen
veranderlikes ten opsigte van verpleegomset wat veronderstel is, is
ondersoek deur middel van basiese statistiek, dus kon die uitwerking
van afhanklike en onafhanklike veranderlikes bepaal word.
Die uitslae van data-ontleding het wel ondersteuning verleen aan die
voorstelling soos uiteengesit in die hipotese. Die determinante wie se
toename 'n toename in die omsetkoers tot gevolg gehad het was,
eerstens, meer werksgeleenthede buite die hospitaal en, tweedens,
professionalisme. Die determinante wie se toename tot 'n vermindering
in omset bygedra het was 'voorneme om te bly' (wat die navorser as
binne die omvang van toewyding beskou), deelname aan werksverwante
besluitneming (werks outonomie), die ontvangs van genoegsame
werksverwante inligting (bevorderlike kommunikasie en goeie
toesighoudende verhoudings), en ampsduur (dienstyd). Die
determinante wat tot 'n vermindering in omset lei is
bevorderingsgeleenthede, toedelende gereg, salaris bevrediging,
geleenthede tot self-ontwikkeling, ouderdom en ampsduur.
Die omset van verpleegkundiges het verreikende gevolge vir
werkgewers, pasiënte en die verpleegsberoep self. Doeltreffende
bestuur van werknemer-omsetis van kritiese belang vir gesondheidsorg
voorsieners, werknemers en pasiënte. Die meer effektiewe beheer van
omset kan die kwaliteit van pasiëntesorg verbeter, arbeidsonkoste
verminder en die moraal van werknemers verbeter.
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Work motivation amongst employees in a government department in the provincial government Western Cape.Adams, Romeo. January 2007 (has links)
<p>The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.</p>
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Work motivation amongst employees in a government department in the provincial government Western Cape.Adams, Romeo. January 2007 (has links)
<p>The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.</p>
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A model of co-operative education on peace support operations in AfricaDe Montfort, Pierre Juan January 2007 (has links)
Thesis (D. Tech.) - Central University of Technology, Free State, 2007 / The focus of this study is on a Model of Co-operative Education on Peace Support Operations (PSO) in Africa.
PSO are multi-functional operations involving military forces and diplomatic humanitarian agencies. They are designed to achieve humanitarian goals or a long-term political settlement, and are conducted impartially in support of a UN mandate. These include peacekeeping (PK), peace enforcement (PE), conflict prevention, peacemaking, peace building, and humanitarian operations.
Since the advent of democracy in 1994, domestic and international expectations have steadily grown regarding a new South African role as a responsible and respected member of the international community. These expectations have included a hope that South Africa will play a leading role in a variety of international, regional and sub-regional forums, and that the country will become an active participant in attempts to resolve various regional and international conflicts.
Peacekeeping is becoming more and more important as South Africa plays a vital role in African missions, mandates, deployment and restructuring. The core of peacekeeping operations in Africa is no longer about the deployment of armed forces, but the focus is shifting towards a more integrated approach including reconstruction, development, stability, civilian involvement and humanitarian aspects. While skills required for peace operations overlap with those required for war, there is increasing recognition that additional peace operations training is needed to successfully conduct these missions.
The demand, advancement and application of peacekeeping evolve worldwide, especially in Africa, where enormous funding is being poured into local research and development, testing and training.
The market for Education, Training and Development (ETD) in the field of PSO is growing, as South Africa is becoming increasingly involved in peacekeeping missions on the African continent. At present, there is no Co-operative Education programme on generic PSO on the operational/strategic level presented by any of the major universities in South Africa in order to enhance other PSO training.
The objectives of this research project are in phase one:
• To determine the need for and feasibility of a Co-operative Education Program on PSO.
• To write a instructional design (ISD) report for a Co-operative Education Model on PSO and,
• To draft possible curriculum content.
• The second phase of the project could involve the development of learning material, and the evaluation of the proposed Co-operative Education Model on PSO by running a pilot programme.
The principal product (output) of this research will consist out of an ISD report on a Model for Co-operative Education on PSO in Africa, presented by means of Correspondence Instruction with contact sessions. The key factors in production of the learning program include geo-political and security studies in order to create an understanding of the African battle space, PSO as presented by UNITAR POCI, the assessment of international practice with regards to PSO in order to relate the information to operations in Africa, PSO on the African continent, and Civil-Military Cooperation.
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