Introduktion: Pandemin och dess konsekvenser innebar flera år av utmaningar på alla nivåer i samhället. Det var särskilt utmanande för ledare att styra sin organisation i rätt riktning då framtiden var oviss och förändringen var oundviklig. Ledarskap påverkas av flera faktorer, varav en avgörande faktor är kontexten. Tidigare forskning framhåller betydelsen av kontexten för att bestämma vilken ledarskapsstil som fungerar bäst. Coronapandemin skulle kunna anses utgöra en sådan kontext där ledare snabbt behövde anpassa sig för att möta de nya kraven. Coronapandemin medförde även utmaningar för ledare att hantera medarbetares välmående. Vår studies relevans bekräftas av tidigare forskning, vilka framhåller behovet av mer forskning för att förstå distansens påverkan på ledarskapet. Vidare blir vår studie särskilt relevant eftersom det är få studier gjorda i Sverige, vilket gör det intressant att undersöka landets unika strategi och dess effekter på ledarskapet i denna kontext. Tidigare forskning framhåller att betydelsen av att förstå effektivt ledarskap har ökat under coronapandemin, och att det är viktigt att ompröva och utveckla befintliga ledarskapsteorier med tanke på de kontinuerliga förändringarna i dagens samhälle.   Syfte: Vår studies syfte är att bidra till ökad förståelse för hur svenska ledare, till följd av införandet av restriktionen gällande att arbeta hemifrån, har anpassat sin ledarskapsstil i en extraordinär situation.   Teoretisk referensram: Den teoretiska referensramen bygger på tidigare studier och teorier om psykosocial arbetsmiljö samt ledarskapsstilarna: transaktionellt-, transformativt- och situationsanpassat ledarskap som vi anser är relevanta för vår studie. Vidare ges även en introduktion till området organisation och distansteorierna presenteras.   Metod: Vår studie genomförs med ett abduktivt angreppssätt och en kvalitativ forskningsmetod. Ett målinriktat urval används för att finna respondenter som uppfyller förutbestämda kriterier. Data från sju respondenter samlas in genom semistrukturerade intervjuer som sedan transkriberas. Avslutningsvis analyseras insamlad data med hjälp av en tematisk analys.   Slutsats: Coronapandemin verkar inte medfört att grunden i ledarnas ledarskap har förändrats i någon större utsträckning. Coronapandemin har dock ställt helt andra krav på ledarna under distansarbetet som i större utsträckning behövt ta hänsyn till medarbetarnas välmående och ta mer ansvar för de sociala delarna som medarbetarna har gått miste om till följd av distansarbetet. I motsats till tidigare forskning, fann vi att tilliten inte blev lidande till följd av distansarbetet. Resultatet indikerade även att respondenterna tidigare erfarenhet av att leda på distans och bättre digitala förutsättningar hade en påverkan på hur smidigt omställningen till att arbeta på distans har kunnat ske.

Följande examensarbete ämnar undersöka och förmedla en djupare bild av kvinnliga ledares upplevelse av att leda i den svenska bygg- och anläggningsbranschen. Uppsatsen är en kvalitativ studie där åtta kvinnliga ledare djup-intervjuats om deras personliga upplevelser gällande de utmaningar som de navigerat sig genom under sitt avancemang i arbetslivet. Dessa utmaningar är i denna studie uppdelade i fem kategorier för att skapa en tydlighet för läsaren genom uppsatsen. Syftet är att generera en större förståelse för de utmaningar som kvinnliga ledare förhåller sig till, vilket i sin tur kan bidra till att utvecklingen går framåt inom branschen. Samt att undersöka om tidigare forskning kring de metaforer som används för att beskriva dessa utmaningar går att tillämpa på kvinnornas upplevelser av bygg- och anläggningsbranschen. Urvalet till studien omfattar åtta kvinnliga ledare med befattningar som platschef och arbetsledare, där majoriteten av den grupp som de leder består av män. Resultatet av studien visade att tidigare forskning gällande teorin om glaslabyrinten passar in på upplevelserna kvinnorna hade från sina karriärsliv, och andra föregående metaforer anses mindre relevanta i sammanhanget. Inledningsvis uttryckte flertalet av intervjupersonerna att de inte upplevde några svårigheter att leda i branschen. Under intervjuerna uppdagades dock flera faktorer som kvinnorna tidigare inte upplevt som utmaningar, men som författarna till studien tolkar som svårigheter de fått förhålla sig till. Detta uppfattar författarna till uppsatsen vara en del av en copingstrategi för att hantera den rådande kulturen och således bli accepterad och respekterad av sina medarbetare. Dock framkom det i studien att den svenska bygg- och anläggningsbranschen på senare tid haft en positiv utveckling, men för att ytterligare förbättringar ska kunna genomföras behöver dessa utmaningar fortsätta att uppmärksammas i samhället. / This thesis aims to investigate and convey a deeper picture of female leaders' experience of leading in the Swedish construction industry. The essay is a qualitative study in which eight female leaders were interviewed in depth about their personal experiences regarding the challenges they navigated around during their advancement in working life. These challenges are in this study divided into five categories to create clarity for the reader through the essay. The aim is to generate a greater understanding of the challenges that female leaders face, which in turn can contribute to progress in the industry. As well as investigating whether previous research on the metaphors used to describe these challenges can be applied to women's experiences of the construction industry. The sample for the study includes eight female leaders with positions such as site manager and supervisor where the majority of the group they lead consists of men. The results of the study showed that previous research regarding the theory of the glass labyrinth fits the experiences the women had from their career lives and other preceding metaphors are considered less relevant in the context. Initially, the majority of the interviewees expressed that they did not experience any difficulties in leading in the industry. During the interviews, however, several factors were discovered that the women previously did not experience as challenges, but which the authors of the study interpret as difficulties they had to deal with. The authors perceive this to be part of a coping strategy to deal with the prevailing culture and thus be accepted and respected by their employees. However, it emerged in the study that the Swedish construction industry has recently had a positive development, but in order for further improvements to be implemented, these challenges need to continue to be noticed in society.

D. Tech. (Business, Faculty of Management Sciences), Vaal University of Technology / Organisational performance in the public sector has emerged as a critical topic in the post-1994 era in South Africa. This could ostensibly be attributed to the inability of the majority of most public organisations in the country to deliver a satisfactory standard of service to the public. An intense controversy has also emerged the world over on the selection of performance measures that are appropriate for use in public organisations. This debate is actuated by the existence of a multiplicity of performance measurement indices as well as frameworks that can be applied to manage performance in organisations. The existence of these multiple measurement mechanisms tends to confound the entire process of managing organisational performance. Another unresolved controversy focuses on the extent to which various organisational resources impact on organisational performance. The purpose of this study was to examine the relationship between organisational performance and three organisational resources; specifically, the human factor, organisational systems and organisational processes. A quantitative design was adopted in which a survey questionnaire was administered to 272 managers and employees of a South African National Government Department. Respondents were selected using a blend of purposive sampling and convenience sampling approaches. Data were analysed using the Statistical Packages for the Social Sciences (SPSS version 20.0). Reliabilities were measured using Cronbach’s alpha coefficient. Exploratory factor analysis was used to identify the human factors, organisational systems and organisational processes. Spearman’s correlation and multiple linear regression analyses were used to investigate the relationship between organisational performance and the sub-elements under each of the three organisational resources. The impacts of each of the three factors on organisational performance were compared using the mean-score ranking technique. Performance of the National Government Department was measured using the four performance yardsticks of the Balanced Scorecard; namely, customer satisfaction, financial performance, innovation and learning, and internal processes The findings of the study revealed that performance of the National Government Department was highest in four strategic areas; which are the promotion of good corporate ethics and values, client satisfaction, service quality and relations with external organisations. However, performance shortfalls were observed in four key areas; namely, organisational speed, attrition of manpower, overloading of employees and the overburdening of divisions with high workloads. Correlation analysis showed that there were positive relationships between organisational performance and the five human factor components; life satisfaction, quality of work life, ability utilisation, creativity and autonomy. Regression analysis indicated that there were significant and predictive relationships between organisational performance and three human factor elements; namely, quality of work life, ability utilisation and life satisfaction. Among the five human factor elements, life satisfaction exerted the greatest impact on organisational performance. Significant, positive and predictive associations were also found between organisational performance and three organisational system factors; quality, innovation and inter-organisational systems, with quality exerting the greatest impact on organisational performance. Significant, positive and predictive relationships were further observed between organisational performance and the four organisational process factors identified in the study; namely, organisational structure, organisational change, team processes and organisational change. Among these, team processes exerted the greatest influence on organisational performance. Overall, the human factor applied the greatest impact on organisational performance, followed by organisational processes with organisational systems having the least impact. Based on these findings, recommendations were made and implications for further studies were suggested. The findings of the study provide empirical confirmation of the effectiveness of the Balanced Scorecard as a tool for the measurement and management of performance in public sector organisations. Additionally, managers in different public organisations may enhance the performance of their organisations by optimising the sub-elements of the three organisational resources examined in this study.

Foreign exchange banking organisations afford individuals great career opportunities, and therefore endeavour to attract high-caliber employees who are self-motivated and create the dynamic, innovative and professional culture characteristic of the organisation. Retaining key talent characterised by skills shortages has become an imperative for sustaining competitive business performance in a fast-changing economic environment. The general aim of this research was to develop a model of employee motivation and job satisfaction for staff retention practices in a foreign exchange banking organisation. The concepts of employee motivation, job satisfaction and employee retention were discussed with regard to their history, conceptual foundation, theoretical approaches, types, variables and consequences. The theoretical model was developed accordingly on the basis of the literature review, and revealed the factors that could influence employee retention. The main purpose of the empirical research was to operationalise the theoretically derived motivation and job satisfaction concepts, statistically determine the underlying variables of motivation and job satisfaction that influence employee retention and develop a structural equation model to verify the theoretical model. A quantitative empirical research paradigm using the survey method was followed. Explanatory and descriptive research was used in this study, with a sample of 341 foreign exchange banking individuals drawn from a financial institution. Three questionnaires and a biographical questionnaire were adapted and administered to employees. The Work Preference Inventory (WPI) measured employee motivation, the Job Satisfaction Survey (JSS) measured job satisfaction, and the Employee Retention Questionnaire (ERQ) measured employee retention intention. A structural equation model development strategy produced a new best-fitting retention model based on the new constructs postulated in the factor analysis. The model indicated that job satisfaction explained the highest variance of retention when compared to motivation. The research should contribute towards a comprehensive understanding of the factors that influence employee retention. The new model of employee motivation and job satisfaction for staff retention practices in a South African foreign exchange banking organisation could assist organisations in retaining skilled and talented staff. The study should encourage practitioners to take cognisance of the fact that organisations are different and that the motivation and job satisfaction factors for employee retention need to be considered. / Public Administration and Management / D. Com. (Industrial and Organisational Psychology)

In this research, a cross-sectional quantitative survey was conducted on a convenience sample of working adults (N = 550) from different race, gender, age, qualification, job level and tenure groups in various South African organisations, with the intention of developing a psychosocial model of career wellbeing for the working adult in the South African context. To identify the elements and nature of the model, the relationship dynamics between the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and the outcome of career satisfaction were examined. The mediating effect of psychological career resources and psychosocial career preoccupations on the relationship dynamics between occupational passion and career satisfaction was determined. The moderating effect of certain sociodemographic variables (race, gender, age, qualification, job level, and tenure) on the relationship dynamics between the research constructs was measured. In addition, an evaluation of the differences manifested by individuals from various sociodemographic backgrounds (race, gender, age, qualification, job level, and tenure) regarding the research constructs added to an understanding of the manifested model. Correlation and inferential statistical analyses (multi-level mediation modelling, regression analysis and tests for significant mean differences) indicated that career management practices should consider harmonious passion to be an important intrinsic motivational antecedent in explaining the variance in individuals’ career satisfaction as it can facilitate the development of important psychosocial resources. These resources include flexible career preferences, well-crafted career plans and actions to achieve career goals, career harmonisers (i.e. self-esteem, behavioural adaptability and emotional literacy) and a strong need to be upskilled and employable (career adaptation needs). These elements manifested as the core elements of the psychosocial career wellbeing profile. Job level and race were further indicated as important sociodemographic variables in explaining levels of career satisfaction. Differences between race, gender, age, qualification, job level and tenure groups, for the constructs of occupational passion, psychological career resources, psychosocial career preoccupations and career satisfaction, also need to be considered in the career wellbeing profile. Theoretically, the results advanced career theory by empirically validating the core elements of the career wellbeing profile. These may be applied to inform career management practices and consequently enhance the career wellbeing of working adults. / Industrial and Organisational Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

O sofrimento mental relacionado ao trabalho é um campo de estudos relativamente novo, que vem ganhando cada vez mais importância em virtude das sérias repercussões que o adoecimento mental mediatizado pelos processos laborativos traz para as sociedades. No caso específico dos trabalhadores do Poder Judiciário, tal condição ganha importância cada vez maior, visto que as psicopatologias se constituem a principal causa de afàstamento neste grupo de trabalhadores. A presente pesquisa objetivou identificar os efeitos da tecnologia que contribuem para o adoecimento mental nos trabalhadores do Poder Judiciário no Estado do Paraná. Foi investigado em que medida o trabalho, enquanto categoria analítica, age como catalisador dos desarranjos psiquiátricos nestes trabalhadores. O percurso metodológico escolhido consistiu em duas etapas, sendo a primeira pesquisa documental em relatórios estatisticos produzidos pelo Serviço de Saúde Ocupacional da instituição-alvo. Estes relatórios informam o total de trabalhadores afastados por motivos médicos por grupos de doenças, ordenados conforme a Classificação Internacional de Doenças - CID-lO - da Organização Mundial de Saúde. Analisaram-se os relatórios que trazem os afastamentos médicos motivados por Transtornos Mentais e Comportamentais (Capítulo V da CID-lO). Os dados compilados foram: "total de pessoas acometidas", "total de dias de afàstamento", e "transtorno mental e comportamental específico". De posse dos dados, procedeu-se análise acurada do histórico médico de magistrados e servidores escolhidos por critérios pré- definidos. Com isso foi possível identificar individuos que não possuíam histórico pregresso de patologias psiquiátricas anteriores ao ingresso na instituição. Posteriormente, foi aplicada entrevista semiestruturada a sujeitos previamente selecionados. Esta consistiu de perguntas objetivas e abertas, cujo objetivo foi identificar as possiveis relações entre o trabalho executado e o aparecimento de transtornos psiquicos. As respostas coletadas foram analisadas pela metodologia da Análise do Discurso do Sujeito Coletivo. A orientação epistemológica do presente estudo será a Psicodinâmica do Trabalho conforme proposta por Christophe Dejours, em sua interface com as relações de trabalho na atual sociedade capitalista. A pesquisa forneceu elementos de análise dos processos de sofrimento mental relacionado ao trabalho nesta categoria de profissionais, sinalizando que a adoção de novas tecnologias e as consequentes modificações nos processos de trabalho guardam relação com o adoecimento mental dos servidores da instituição analisada. Deste modo, aponta a necessidade da propositura de ações com vistas a minimizar potenciais danos à saúde mental de magistrados e servidores. / Mental suffering related to labour activities is a relatively new tleld of study which has gained increasing importance due to the serious implications that work-processed mental ilInesses bring to societies. In the specitlc case of the Judiciary workers, this condition becomes increasingly more and more important once the pathologies associated to the psychic system are the main cause of work leaves in this group of workers. This research aimed at identifying the effects of technology on mental illnesses in the workers of the Judiciary in the State of Paraná. It has been investigated to which extent the work, as an analytical category, accounts for psychiatric disorders in these workers. The methodological choices consisted of two stages, being the tirst a documentary research in the statistical reports produced by the Occupational HeaIth Service of the target institution. These reports show the total number of workers who asked for a work leave by disease groups organised according to the World Health Organization's Intemational Classitlcation of Diseases (ICD- IO). Reports of medicaI leaves motivated by Mental and Behavioral Disorders (Chapter V of ICD-IO) have been analyzed. The compiled data were: "total number of people affected", "total of days off work", and "specitlc mental and behavioral disorder". With such data, an accurate analysis of the medicaI history of magistrates and public servants chosen by pre-detined criteria was carried ou!. Thus, it was possible to identify individuaIs who did not have previous history of psychiatric pathologies prior to joining the institution. Subsequently, a semi-structured interview was applied to previously selected individuais. This consisted of objective and open questions, whose aim was to identify the possible relationships between the work performed and the development of psychic disorders. The collected responses were analyzed on the lenses of the Discourse Analysis of the Collective Subject methodology. The epistemological path of this research wilI be the Psychodynamics of Work interfaced with labor relations in the present capitalist society as proposed by Christophe Dejours. The research provided elements of analysis of the processes of mental suffering related to work in this category of professionals, pointing to the adoption of new technologies and the consequent changes in work processes that might be related to the mental illnesses of the public servants of the analysed institution. Therefore, it points out to the need of proposing actions with a view to minimizing potential damages to the mental health ofmagistrates and public servants.

O sofrimento mental relacionado ao trabalho é um campo de estudos relativamente novo, que vem ganhando cada vez mais importância em virtude das sérias repercussões que o adoecimento mental mediatizado pelos processos laborativos traz para as sociedades. No caso específico dos trabalhadores do Poder Judiciário, tal condição ganha importância cada vez maior, visto que as psicopatologias se constituem a principal causa de afàstamento neste grupo de trabalhadores. A presente pesquisa objetivou identificar os efeitos da tecnologia que contribuem para o adoecimento mental nos trabalhadores do Poder Judiciário no Estado do Paraná. Foi investigado em que medida o trabalho, enquanto categoria analítica, age como catalisador dos desarranjos psiquiátricos nestes trabalhadores. O percurso metodológico escolhido consistiu em duas etapas, sendo a primeira pesquisa documental em relatórios estatisticos produzidos pelo Serviço de Saúde Ocupacional da instituição-alvo. Estes relatórios informam o total de trabalhadores afastados por motivos médicos por grupos de doenças, ordenados conforme a Classificação Internacional de Doenças - CID-lO - da Organização Mundial de Saúde. Analisaram-se os relatórios que trazem os afastamentos médicos motivados por Transtornos Mentais e Comportamentais (Capítulo V da CID-lO). Os dados compilados foram: "total de pessoas acometidas", "total de dias de afàstamento", e "transtorno mental e comportamental específico". De posse dos dados, procedeu-se análise acurada do histórico médico de magistrados e servidores escolhidos por critérios pré- definidos. Com isso foi possível identificar individuos que não possuíam histórico pregresso de patologias psiquiátricas anteriores ao ingresso na instituição. Posteriormente, foi aplicada entrevista semiestruturada a sujeitos previamente selecionados. Esta consistiu de perguntas objetivas e abertas, cujo objetivo foi identificar as possiveis relações entre o trabalho executado e o aparecimento de transtornos psiquicos. As respostas coletadas foram analisadas pela metodologia da Análise do Discurso do Sujeito Coletivo. A orientação epistemológica do presente estudo será a Psicodinâmica do Trabalho conforme proposta por Christophe Dejours, em sua interface com as relações de trabalho na atual sociedade capitalista. A pesquisa forneceu elementos de análise dos processos de sofrimento mental relacionado ao trabalho nesta categoria de profissionais, sinalizando que a adoção de novas tecnologias e as consequentes modificações nos processos de trabalho guardam relação com o adoecimento mental dos servidores da instituição analisada. Deste modo, aponta a necessidade da propositura de ações com vistas a minimizar potenciais danos à saúde mental de magistrados e servidores. / Mental suffering related to labour activities is a relatively new tleld of study which has gained increasing importance due to the serious implications that work-processed mental ilInesses bring to societies. In the specitlc case of the Judiciary workers, this condition becomes increasingly more and more important once the pathologies associated to the psychic system are the main cause of work leaves in this group of workers. This research aimed at identifying the effects of technology on mental illnesses in the workers of the Judiciary in the State of Paraná. It has been investigated to which extent the work, as an analytical category, accounts for psychiatric disorders in these workers. The methodological choices consisted of two stages, being the tirst a documentary research in the statistical reports produced by the Occupational HeaIth Service of the target institution. These reports show the total number of workers who asked for a work leave by disease groups organised according to the World Health Organization's Intemational Classitlcation of Diseases (ICD- IO). Reports of medicaI leaves motivated by Mental and Behavioral Disorders (Chapter V of ICD-IO) have been analyzed. The compiled data were: "total number of people affected", "total of days off work", and "specitlc mental and behavioral disorder". With such data, an accurate analysis of the medicaI history of magistrates and public servants chosen by pre-detined criteria was carried ou!. Thus, it was possible to identify individuaIs who did not have previous history of psychiatric pathologies prior to joining the institution. Subsequently, a semi-structured interview was applied to previously selected individuais. This consisted of objective and open questions, whose aim was to identify the possible relationships between the work performed and the development of psychic disorders. The collected responses were analyzed on the lenses of the Discourse Analysis of the Collective Subject methodology. The epistemological path of this research wilI be the Psychodynamics of Work interfaced with labor relations in the present capitalist society as proposed by Christophe Dejours. The research provided elements of analysis of the processes of mental suffering related to work in this category of professionals, pointing to the adoption of new technologies and the consequent changes in work processes that might be related to the mental illnesses of the public servants of the analysed institution. Therefore, it points out to the need of proposing actions with a view to minimizing potential damages to the mental health ofmagistrates and public servants.

The general focus of this thesis is on how the family, work and the welfare system are intertwined. A major determinant is the way responsibilities are shared by the state, the market and civil society in different welfare state regimes. An introductory chapter will therefore be dedicated to the development of the social dimension in the process of European integration. A first chapter will then go deeper into the comparative analysis of welfare state regimes, to comment on the provision of welfare in societies with a different mix of state, market and societal welfare roles and to assess the adequacy of existing typologies as reflections of today’s changed socio-economic, political and gender reality. Although they stand strong on their own, these first two chapters also contribute to contextualising the research subject of the remainder of the thesis: the study and comparison of the differential situation of women and men and of mothers and non-mothers on the labour markets of the EU-15 countries as well as of the role of public policies with respect to the employment penalties faced by women, particularly in the presence of young children. In our analysis, employment penalties are understood in three ways: (i) the difference in full-time equivalent employment rates between mothers and non-mothers, (ii) the wage penalty associated with motherhood, and (iii) the wage gap between part-time and full-time workers, considering men and women separately. Besides from a gender point of view, employment outcomes and public policies are thus assessed comparatively for mothers and non-mothers. Because women choose to take part in paid employment, fertility rates will depend on their possibilities to combine employment and motherhood. As a result, motherhood-induced employment penalties and the role of public policies to tackle them should be given priority attention, not just by scholars, but also by politicians and policy-makers. / Doctorat en Sciences économiques et de gestion / info:eu-repo/semantics/nonPublished

The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status, tenure and job level) influence an employees’ decision to stay with or to leave the organisation. A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector / Human Resource Management / M. Com. (Human Resource Management)

Text in Afrikaans / Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word. / This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness. / Social Work / M. Diac. (Maatskaplike Werkrigting)