M.Com. (Human Resource Management) / This research focused on the measurement of job satisfaction in two related faculties in a higher education institution comprising 300 academic staff. The research was quantitative and non-experimental. The Job Descriptive Index was used as the basis to determine the most significant factors that contribute to job satisfaction. Five factors were identified, namely the actual job, supervision, relations with co-workers, remuneration and promotion. Sub-factors relating to these factors were identified through an in-depth literature study. A questionnaire was compiled Oil the basis of essence of each of these sub-factors. A statistical analysis was done' using forced ranking, factor analysis, reliability analysis (Cronbach alpha), Friedman tests, spiderweb plots and correspondence analysis. From the results it is apparent that academics consider their work to be interesting, rewarding and challenging. Academics feel respected in their work context. Academics are satisfied with their supervision, which includes adequate planning and communication and the acknowledgement of excellent work. Academics are satisfied with their relations with co-workers. This includes a pleasant work environment, responsible co-workers and team work. Academics do not agree about remuneration. Most of the academics feel underpaid and regard promotion as a sensitive issue. Deviations in the results include routine work, fairness in remuneration, promotions based on equity policies and infrequent promotions. On the basis of the results of the study, it was recommended that the workload of academics should be examined, fairness in remuneration should be apparent, sound communication between the institution and its employees and the benefit of equity policies in promotions should be highlighted.

As argued by authors like Franzen on whose work the greater part of the introduction, the main problem and sub-problem has been based, the objective of this study was to establish the extent to which the performance evaluation system currently in use at the subject Institution conforms to the benchmark performance management systems as espoused in literature. Further, the objective was to establish the differences and commonalities between the performance management systems practiced in the corporate sector and current practice at the subject Institution. Best practice was thus lifted to form part of the recommendation of this study. A questionaire was designed based on the guidelines in the literature study in order to determine how the subject Institution conducts its performance appraisal and how this relates to the four general purposes of performance management mentioned in the study. The respondents' opinion obtained from the questionaire were compared with the guidelines in literature and clustered around the four identifiable general purposes of performance management. The study concludes with a statement of current practice at the subject Institution, and outlines the extent of conformance to benchmark practice on performance management systems. Recommendations are made based on best practice and direction is given to future research into contemporary practices with the express aim of enhancing quality in higher education applying the quality-related procedures of industry and commerce, where quality is crucial to success (Winch, 1996: 9-13). The current performance management system at the subject Institution proves to be largely conforming to the benchmark. However it should require comments made by the respondents that pertain to improvement.

Please read the abstract in the section 00front of this document / Thesis (DPhil (Education Management))--University of Pretoria, 2006. / Education Management and Policy Studies / unrestricted

Submitted in fulfillment of the requirement for the degree of Masters in Technology specialising in Human Resource Management, Department of Human Resource Management, Durban University of Technology, Durban, South Africa, 2015. / The study arose as a result of a merger between the former Technikon Natal and former M.L. Sultan Technikon, culminating in the formation of a new institution in 2002, called the Durban Institute of Technology (now known as the Durban University of Technology). The focus of the study was on the impact of mergers on lower level employee motivation and staff morale at the Durban University of Technology. Furthermore, the study focused on examining the perceptions of lower level employees towards the merger process which included the pre-merger, during and post-merger phases. A mixed methods research design was used in this study. The quantitative sample was n=50. In addition, six in-depth interviews were conducted for the qualitative part of the study. This study concluded that the merger had a negative impact on the perceptions of lower level employees regarding the merger process in the post-merger phase. The results indicated that staff morale of lower level employees was low post-merger. Some lower level employees proved to be less satisfied than others who adopted the new changes as a result of the merger. Interestingly, the results indicated a high level of motivation amongst lower level employees post-merger. Minimal communication originated from top management to lower level employees. It was recommended, amongst other suggestions that communication and training should be strengthened amongst lower level employees, supervisors and management in higher education institutions. Whilst lower level employees may have low skills and education, an attempt should be made to involve lower level employees early on and throughout higher education mergers.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2018. / As the worldwide demand for quality higher education seems to be increasing, growing concern for the foreseeable future over the supply and talent retention of researchers and academics has become a major discussion amongst higher education institutions in South Africa Higher Education South Africa (HESA, 2014). Today almost half of South Africa’s population is under 25 years old and 30 percent are under 15 years old (World Bank, 2015:38). While the country is experiencing this demographic window of opportunity, the majority of academics are entering the retirement phase of their careers (HESA, 2014). Under such circumstances, these academic staff will need to be replaced with talented employees thus alerting scholars to investigate the issue. To reach target levels of education and skills development which will promote growth and development of the economy, it will be essential for the country to attract talented academic staff (Zuma, 2014). It is essential for South Africa to attract academic staff in order to enable government to reach target levels of education and skills development which will promote growth and development of the economy (Zuma, 2014). Retaining academic staff will further ensure that tertiary institutions accomplish their visions and missions and thereby becoming centres of excellence (Ng’ethe, Iravo and Namusonge, 2012). In a study by Currie (2006:119) it was found that the financial costs associated in losing experienced academic staff makes it necessary to retain them. Currently, there appears to be limited research studies on talent attraction and retention factors in higher learning institutions. Previous scholars that have attempted to research into talent management components in higher education (Theron, Barkhuizen and du Plesis, 2014) only focused on factors in academic turnover and retention factors while some scholars only researched on intention to quit factors amongst Generation Y academics in higher education (Robyn and du Preez, 2013). The talent management domain is not receiving enough attention and gaps in research seem to exist in the context of talent management system in higher learning institutions. The research focused on the emerging trends relating in the discipline of talent management specifically on talent attraction and retention which have become predominant topics in the higher education. The study provides comprehensive overview of challenges and obstacles that are found in the aspect of talent management within the higher education sector. It is against this background that the primary aim of the researcher was to introduce a framework model to attract and retain talented employees as the means to harness the issue of talent management in the higher education sector.

The challenge being experienced by higher education to attract and retain talented academics, particularly black staff, motivated this particular study. The challenge has been experienced by the higher education sector since the democratic dispensation in South Africa in 1994 with minimal published research having been undertaken in this specific field. In addition, it did not appear that there was a tangible solution or strategy by education leaders to respond to the crisis facing higher education. Meanwhile, seasoned academics, particularly white staff, continue to retire taking with them invaluable intellectual capital at a loss to academe. The challenges cited by academics for leaving academe do not augur well for the academic profession as a career of choice particularly for young black potential academics. The present study adopted a mixed methods approach using data collection instruments associated with both the quantitative and qualitative research paradigms. Talent management typically consists of four pillars of intervention viz. attraction, retention, development and deployment. The first part of the doctoral thesis focussed on the analysis of literature and empirical documents found in three of the four talent management pillars, namely attraction, retention and development. Deployment is not practical in the academic sector. The second part of the doctoral thesis focussed on a sample of academics in particular colleges or faculties at three South African universities. In the process following the implementation of the survey and interviews, ideas and themes were identified in the data. The research study presented a recommendation in response to the challenge to attract and retain academics, particularly black staff, with a particular emphasis on the development of black academics at lower levels. This is within the broader context of the academic employer value proposition. The study recommends that to attract and retain talented academics, particularly black staff, education leaders should focus on investing resources into the management of talent inherent in black academics at lower levels. / Public Administration / D. P. A.

Internal marketing and internal communication are essential tools to align em-ployees’ mindsets with the necessary tasks which bring about employee satis-faction and organisational prosperity. Electronic newsletters serve as an internal marketing communication medium which can convey the necessary information to employees regarding the organisation’s goals and objectives. They also act as a medium to build relationships with employees and encourage improved service delivery and customer-oriented employee mindsets. Employees’ willingness to make use of electronic newsletters for the purpose of disseminating organisational information is an indication of employees’ acceptance of the organisational information and use thereof in performing organisational tasks successfully as the organisation intends. The purpose of the current study was to determine employees’ acceptance of electronic newsletters, as an internal marketing communication medium, in order to disseminate organisational information which contributes to the attainment of organisational goals, objectives and success. An empirical study was conducted to determine employees’ acceptance of elec-tronic newsletters by means of an adapted technology acceptance model, self-administered, e-mail survey disseminated to employees of a higher education institution. The study followed a quantitative research approach, utilising re-gression in the analysis of the data. Based on the research results, employees do accept the electronic newsletter for the dissemination of organisational information, albeit with suggestions on how it can be better utilised in future. / Business Management / M. Com (Business Management)

A boa produtividade laboral é uma importante condição para as empresas e entre as possíveis causas de variação dessa medida estão as condições psicofisiológicas, que podem alterar o comportamento dos trabalhadores e influenciar seu desempenho. O objetivo do estudo foi avaliar a influência das Condições Psicofisiológicas Individuais de Trabalhadores de uma Instituição de Ensino Superior na sua produtividade laboral. Para isso foi realizada uma pesquisa de campo, aprovada pelo Comitê de Ética em Pesquisas da UTFPR, com 50 trabalhadores de um Centro Universitário em Santa Catarina e que foram submetidos a 5 avaliações em um dia de trabalho, a cada duas horas, totalizando 250 momentos de avaliação. Foram coletados dados da dor, através da Escala Visual Analógica (EVA), dos Estados de Humor, através da Escala de Humor Brasileira (BRAMS), da Pressão Arterial, a partir de medição digital e da Variabilidade da Frequência Cardíaca (VFC), através de frequencímetro. Todas os dados desses desfechos foram associados aos valores de Produtividade que foi obtido através do Instrumento Rápido para Avaliação da Produtividade de Trabalhadores (IAPT), que foi desenvolvido, validado e teve sua consistência interna aferida, para atender aos objetivos da pesquisa. Os dados foram tratados a partir da estatística descritiva e inferencial onde para identificar a influência combinada das variáveis independentes sobre a produtividade foram utilizados métodos de regressão linear múltipla e regressão logística binária no software SPSSTM v. 23.0. Os níveis de significância para a pesquisa atenderam à p0,05. Os dados demonstraram uma produtividade abaixo do que é considerado o ideal pela literatura e que houve variação significativa da mesma entre os períodos do dia e entre os dias da semana. Os dados da regressão linear múltipla mostraram que houve influência das variáveis independentes nessa variação produtividade. Por técnica stepwise obteve-se um modelo de predição onde os estados de humor combinados (vigor, raiva, fadiga e tensão) geraram um índice preditivo de 65,2% (R2=0,652) sobre a produtividade obtida. Nenhuma outra variável aferida gerou influência significativa. Além disso, foi observada no modelo de Regressão Logística uma maior razão de probabilidade para que bons índices de produtividade estejam relacionados com sujeitos com bons níveis de Vigor, ausência de Dor e baixos índices de fadiga. Por fim, observou-se que as condições psicofisiológicas, mais particularmente dor e estados de humor, influenciam de forma decisiva na produtividade dos trabalhadores e que estas devem ser consideradas por gestores empresariais e pesquisadores interessados na área. / Work productivity is an important condition for companies and one of the possible causes of variation of this measure are in psychophysiological conditions, which can alter the behavior of workers and influence their performance. The aim of the study was to evaluate the influence of the Individual Psychophysiological Conditions of Workers of an University Center in their labor productivity. For this reason, this research was carried out, approved by UTFPR's Research Ethics Committee, with 50 workers from a University Center at Santa Catarina, Brazil, who were submitted to 5 evaluations in a working day, increasingly, totaling 250 moments of evaluation. Pain data were obtained through the Visual Analogue Scale (VAS), Mood States were carried out by the Brazilian Humor Scale (BRAMS), Blood Pressure from digital measurement and Heart Rate Variability (HRV) were obtained through of frequencimeter. All data were correlated to the Productivity components that were obtained through the Rapid Instrument for the Evaluation of Worker Productivity (IAPT), which was developed, validated and had its internal consistency ascertained, to meet the research objectives. The data are treated by descriptive and inferential statistics. To identify a combined influence of the independent variables on productivity, linear variable regression and binary logistic regression were carried out. SPSS software v. 23.0 was used for all analysis. The significance levels for the data respond to p0.05. The data showed a productivity below what is considered ideal for the literature and a variance of these index between the periods of the day and between the days of the week. The multiple linear regression data showed that there was influence of the independent variables in this productivity variation. By stepwise technique, a prediction model was obtained where the combined mood states (vigour, anger, fatigue and tension) generated a predictive index of 65.2% (R2 = 0.652) on a productivity obtained. No other measured variable generated significant influence. In addition, a greater probability ratio was observed without Logistic Regression model so that good productivity indices are related to subjects with good Vigour levels, absence of prices and low rates of fatigue. Finally, it was observed that psychophysiological conditions, more particularly, pain and mood states, have a decisive influence on worker productivity and must be considered by business managers and researchers interested in this subject.

Dissertation submitted in partial fulfilment of the requirements for the degree Master of Technology Human Resource Management in the Faculty of Business at the Cape Peninsula University of Technology / It is acknowledged that the South African Department of Education has accomplished some of its goals in changing the Further Education and Training (FET) sector through transformation initiatives such as mergers of colleges of education within a short period. The FET sector has made great strides in enhancing equity, redress of resource allocation and providing high quality education for all South Africans and enhancing access to Further Education and Training. However, the problem of staff retention and attraction still remains a setback. There is a growing concern in South Africa that the FET sector is losing or unable to retain its staff, with specific reference to academic and support staff. This problem is exacerbated by the growing number of learner enrolments within in the sector. This study investigated the factors affecting retention of staff within one specific FET college in Cape Town, South Africa. Due to the position taken by the said college on confidentiality and anonymity, the institution will be referred to as "College X". The objective was to assess the extent to which these factors influenced the decision to stay or leave College X. Linked to the objective was to come up with recommendations of how College X can build staff capacity and develop more innovative ways of attracting valuable talent and become an employer of choice. In order to assess the factors affecting retention in College X, the study used a blend of qualitative and quantitative research approach including the literature review. The survey questionnaires were used to collect data. In addition to the survey, the study also used focus group discussions. The study found that career development, remuneration and benefits, as well as performance management, were key in the retention of staff and this was congruent with the objectives of the study. However, the issue of culture, location, environment and leadership style varied across the college community but these were not deemed to be significant in the study. The study will confirm the important role that the factors affecting retention of talent plays in motivating employees to stay or quit College X. This study can be extended and repeated in a similar public FET college environment. Other possible areas for research include discovering from the entire FET sector what the factors are affecting the motivation of staff to stay or leave the sector. The study will also highlight the career development, remuneration and performance management which are critical factors to address if College X is to retain its staff and become competitive in the FET sector.

Submitted in Fulfillment of the Requirements for the Degree of Master of Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2017. / The purpose of this study was to investigate the impact of job satisfaction on organizational effectiveness at Buffalo City College in the Eastern Cape. When job satisfaction levels are low, the organizations efforts to attain organizational effectiveness may be compromised. For any organisation to be effective, it should have satisfied and committed workers. The levels of employee performance may be increased by job satisfaction in an organisation including the further education and training sector. The individual commitment of employees in the workplace may be stimulated by job satisfaction. This means that the satisfaction of employees is necessary for the development of any establishment. A quantitative methodological style was used for the collection of data in this study. The target population consisted of 100 lecturers at Buffalo City College. The personal method of administering the questionnaire was used and a 75% response rate was obtained. The Statistical Program for Social Sciences (SPSS) version 24.0 was used for statistical examination. Significant findings emerged from the empirical analysis and results. Some respondents experienced job satisfaction while others experienced dissatisfaction with growth opportunities, pay, working conditions and recognition. The recommendations highlighted that top management should consider improving the working conditions of employees and opening up opportunities for individual advancement of the workers. Further, it was recommended that top management of Buffalo City College should pay a fair salary to the lecturers and involve them in decision making particularly on those things that have a direct impact on them. The study concludes by providing directions for future research. / M