Communication is regarded as the lifeblood of any organisation. It plays a vital role in ensuring the smooth functioning of all organisational activities. Communication enables individuals and departments to work together harmoniously to achieve a common goal. It allows leaders to inform, influence and motivate employees towards goal attainment. The survival and profitability of the protection services department studied depends on their leaders ability to effectively communicate with its workforce. Effective communication should be an ongoing process in this organisation. The purpose of this dissertation was to investigate the effectiveness of communication amongst supervisors at the protection services department. The key dimensions that were explored in this study are the defensive scores dimension (namely, evaluation, neutrality, control, superiority, strategy and certainty) and the supportive scores dimension (namely, provisionalism, spontaneity, empathy, problem orientation, equality, and description). The research was conducted at the protection services department in Marianhill, Durban. Cluster sampling was used in this study. Various statistical techniques were used to test the six hypotheses. The results were analysed and a presentation and discussion of the respondents perceptions were presented. From this study, it is evident that there is an immediate need for development in the two key dimensions, namely, the defensive scores dimension (evaluation, neutrality, control, superiority, strategy and certainty) and the supportive scores dimension (provisionalism, spontaneity, empathy, problem orientation, equality and description). The limitations of the study and suggestions for further research are also outlined. Furthermore, a discussion of the possible causes for the findings are included, along with recommendations to improve the effectiveness of communication amongst supervisors in the organisation. / Thesis (M.A.)-University of Durban-Westville, 2003.

The aim of the study was to investigate flexitime as a potential moderator to reduce the administrative employee stress, and to reduce the negative aspects associated with stress through the use of flexitime programmes. This exploratory study was conducted in a tertiary environment. The literature review explores the core areas of the main and sub-variables. A literature review was conducted relating to the key variables of the study, that is, flexitime and stress. In terms of flexitime, emphasis was placed on the benefits of flexitime, flexible work practice and the drawbacks of flexitime. In terms of stress, emphasis was placed on stress reduction, work/life balance and employee commitment. This study was conducted with a sample of 97 subjects from a tertiary environment. The data was collected using questionnaires, and reliability was also determined. Various statistical techniques were used to test the hypotheses. Data was analysed using both descriptive and inferential statistics and the results were presented using tabular and graphical representations. Furthermore, comparisons were made with studies of other researchers who have embarked on this area of the study or studies close to this research topic. The study shows correlations and significant associations with employee stress and flexitime. The findings also indicate that stress can be reduced through the moderator, that is, flexitime. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2011.

The aim of this study was to determine whether a relationship exists between job satisfaction and organisational commitment. A sample of 73 employees from the South African Police Services - Stanger was utilised. Data was collected using questionnaires and unstructured interviews. The job satisfaction questionnaire designed by Weiss, Dawis, Lofquist and England (1977) was used to measure the different dimensions of job satisfaction whilst the organisational commitment questionnaire developed by Allen and Meyer (1990) was used to measure the different dimensions of organisational commitment. The results indicated variations in the subject's levels of job satisfaction, whereas moderate levels of affective, normative and continuous commitment was found. The correlation analysis showed no significant relationship among the dimensions of organisational commitment (Affective, Normative and Continuance). In terms of job satisfaction, significant relationships occurred among pay, working conditions, supervision, opportunities for advancement and recognition but there was no significant relationship among pay and equitable rewards. No significant relationship occurred between the dimensions of job satisfaction and affective and continuance commitment but there was a significant relationship between job satisfaction dimensions and normative commitment. There was no significant difference in the organisational commitment dimensions and job satisfaction dimensions among gender. No significant difference was found between affective and continuance commitment among the other biographical variables. However, there was a significant difference in the level of normative commitment among the age group, home language group and ethnic group. A significant difference was found between the job satisfaction dimensions and the other biographical variables. According to the results of the multiple regression, opportunities for advancement was the best predictor of affective commitment, working conditions, supervision, relation with co-workers and equitable rewards were the best predictors of normative commitment and relation with co-workers was the best predictor of continuance commitment. / Thesis (M.Admin)-University of KwaZulu-Natal, Westville, 2004.

21st century human resource (HR) managers face new challenges that require the management of employee resources and the management of information resources overload to support human resource management (HRM). The proposed research will examine the integrated approach that could be adopted by human resource information systems (HRISs) to identify, classify, store and evaluate human resource information assets to meet the strategic needs of HRM in the 21st century organisational era. The information assets may include databases, documents, policies, procedures, as well as the un-captured tacit expertise and experience stored in individual’s heads, in the form of knowledge. We live in an information economy powered by the human capacity to create value out of knowledge – an intangible asset that is referred to as Due to scarcity in natural resources, modern and knowledge organisations increasingly depend on the knowledge contained in the organisation to succeed and remain competitive. This study examines the perceptions of Human Resource Information System usage for knowledge management in the context of human resource management. Data for the study was obtained from a sample of 70 human resource employees employed at retail organisations within South Africa. The data was quantitatively analysed using descriptive and inferential statistical techniques. The study indicated uncertainty about the use of HRIS functions while the respondents agree with using technology as a tool for sharing information. The concept of knowledge was explored as a strategic asset for the organisation to capitalise on as a competitive advantage, and the study explained that while HR employee’s value and recognise the various forms of the knowledge assets within employees, HR employees were uncertain about knowledge challenges. Although knowledge is generally shared within organisations, the benefits must be further explained in order to gain commitment and support. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2010.

The study examined the factors affecting the African foreign doctors' perception of knowledge transfer with special reference to South African provincial hospitals. The influence of three organisational factors (Interpersonal relationships, Language & communication and organisational culture) and the demographic variables on knowledge transfer were assessed. From these variables four hypotheses were formulated and tested. The study employed a cross-sectional study and a total of 62 African foreign doctors practicing in South African provincial hospitals completed a structured questionnaire. The findings indicated that interpersonal relationships, language and communication as well as organisational culture influenced knowledge transfer. Also, there was a variation on the influence of language and communication on knowledge transfer among different age groups in the organisation. Based on the research findings the results were discussed and compared and contrasted to previous research and the literature review. The recommendations as outlined in a graphical representation indicate how the organisation can improve the transfer of knowledge and improve their efficacy in the process subsequently. / Thesis (M.A.)-University of KwaZulu-Natal, Westville, 2012.