Magister Commercii - MCom / The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry. / South Africa

Literature has also shown that how long an employee stays in an organisation is determined by their relationship with their manager. By identifying the key managerial behaviours that are considered by knowledge workers to be important for retention, organisations will stand a greater chance of retaining these individuals. This research investigated what impact the knowledge worker’s perception of his manager’s behaviour has on his intention to stay with the organisation. The research also aimed to establish whether perceived managerial behaviour affected retention differently for the different race groups. A quantitative study was done which was based on a previous study by Rhule (2004). The current study focuses on knowledge workers in a leading Pulp and Paper company in South Africa. The study found that there is a strong relationship between the knowledge workers perception of the manager’s behaviour and intention to stay. Another key finding is that there is no significant difference between black and white respondents in how competent they perceive their managers to be on managerial behaviours they consider important for retention. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Dissertation submitted in partial compliance with the requirements for the Master's Degree in Technology: Education (Management), Durban Institute of Technology, 2003. / Induction is the process of introducing new employees to the goals of the organisation, its policies and procedures, to co-workers as well as to the activities or the tasks to be performed in the job. / M

Gold-collar employees are defined as key employees who have a discernible influence on the realisation of an organisation’s strategic goals and vision. These employees’ competitive advantage lies in their conceptual skills and specifically in their knowledge and creativity. However, because of their unique competencies, they are high in demand and it is more difficult for organisations to attract and retain them. The main research problem in this study was to investigate the concept of a gold-collar employee, the needs and expectations of these employees, as well as retention strategies that can be used to retain them, with specific focus on academics in an institution of higher education. To address the main and identified sub-problems, a literature study was conducted on gold-collar employees, the dilemma of retaining these employees, their needs and expectations and retention strategies. Interviews were conducted with selected senior level employees from various disciplines that had extensive experience in research, teaching and academic management, to establish how they perceived a gold-collar employee in the context of the university and what in their experience they considered as factors that enhanced the retention of these employees. An HTML survey questionnaire was administered to a target group of academics ranging from associate lecturer, lecturer, senior lecturer and associate professor to professor, including academic managers. The survey focused on their level of teaching and research experience, needs and expectations and their perceptions of the retention strategies used at the university. The results from the empirical study revealed that respondents were experienced in teaching development and practices, but not recognised on an internal, national and international level. Flexible working conditions were regarded as most important along with opportunities for self-fulfilment. Employees with more experience in teaching had a greater need and expectation for empowerment while those with more research experience needed and expected more remuneration, rewards and recognition. The respondents also deemed being located in a city or town that allowed for a high quality of living as important. Retention of highly skilled employees is important especially in a knowledge environment as they contribute strategically to the vision and competitive advantage of the organisation. Their skills and knowledge are costly and not easy to replace. Therefore it is important to put strategies in place to retain these gold-collar employees.

As human resources become part of strategic management in many organisations, employees are said to play a crucial role in helping their organisations fulfil their goals. It is a fact that organisations are now relying heavily on the competence of their human resources to gain a competitive edge over their competitors. It is therefore important that organisations should have employees that are committed and motivated in order to be able to compete. This study seeks to improve organisational commitment of the employees in the maintenance section of the selected telecommunications company, by investigating whether variables such as appreciative leadership, organisational citizenship behaviour, psychological empowerment (as measured by perceived control, perceived competence and goal internalisation), job satisfaction and employee rewards are significantly or not significantly related to the organisational commitment of the employees in the selected company. A sample, consisting of 120 employees, including technicians, supervisors and managers, was selected. The study achieved a response rate of about 52% (51.7) after 120 questionnaires were distributed. The empirical results of the study showed that only psychological empowerment (as measured by goal internalisation) and job satisfaction were significantly related to organisational commitment of the employees of the selected company. The implementation of the recommendations of this study should contribute to increased organisational commitment in the selected company.

In order to understand if and how employer branding influences employees’ work behaviours and enhances employees’ ability to contribute to organizational productivity, effectiveness, and competitiveness, one needs to examine its functionality and capacities beyond that of employee attraction and retention to that of employee development, engagement, and performance. This research aims to do that by answering the following questions:1. What are the factors present in the content and delivery of employer brand promises and how might they influence employee performance?2. What influence does employees’ perceived level of employer brand promise fulfilment by their organization have on their level of organizational citizenship and task performances? A mix method case study was conducted on one of Canada’s best-of-the-best employers. In total, 19 managers were interviewed and 316 employees were surveyed. Five themes emerged to reflect the employer brand promise content factors that could influence performance. They are the factors of personal sustainability, personal connectedness and belonging, opportunities and growth, personal stake and influence, as well as significance and esteem. Three themes emerged to reflect the employment benefit materialization factors. They are brand championship, branding control, and stakeholder selection and interaction. Quantitative results suggest that as a whole, statistically significant, positive, and generally weak to moderate influence exists between employees’ perceived level of employer brand promise fulfillment and their organizational citizenship performance. The influence on task performance is much weaker. However, there is stronger indication that employees’ perceived fulfillment of employer brand promises positively influences their perception of 1) their employment experience as being desirable and distinctive, 2) their organization as being a great place to work, 3) their happiness to spend the rest of their career at the organization, and 4) their lack of frequency in thinking of leaving the organization, and these positive perceptions, in turn, further influence employees’ organizational citizenship and task performances.

The object of this dissertation is to argue a case for industrial democracy as a corollary to political democracy; to examine the historical development towards worker participation in the management of industry as conceived by the British Labour Movement, and to assess the capabilities and limitations of these achievements. Chapter One provides an initial theoretical discussion on the problem of what industrial democracy may be taken to mean by examining the views of various theorists on the topic. The chapter also offers a set of defining characteristics of industrial democracy, in particular the separation of ownership from control and the sole right to participate in the control of industry as being derived from the function of labour. Chapter Two charts the ascendancy of British Trade Unionism and the development of collective bargaining as the single mechanism of worker representation to the exclusion of strategies for industrial democracy. The tentative demands for some form of industrial democracy from the 1960's are explained in terms of worsening economic conditions, Britain's forthcoming entry into the E.E.C, and a: radicalization of the Labour Movement. These factors, it is argued, provided the main stimulus for the Bullock inquiry on industrial democracy. Chapter Three deals in some detail with the Royal Commission on Industrial Democracy, 1977. The main proposals put before the Committee are outlined together with the supporting evidence, and discussion is given to the Committee's rationale behind the proposals it eventually recommended. Reaction to the publication is discussed with regard to the Labour Government, the Confederation of British Industry, the Trade Union Movement, the media and academics. Chapter Four is concerned with the weaknesses of the Bullock Report and with the limitations on any future development of industrial democracy in Britain. Two "formative" Labour Governments (1929-31 and 1945-51) received particular attention and their inevitable failure is explained through a critical focus on Fabian ideology. It is argued that Fabianism has prevented a coherent and committed Labour Party policy on industrial democracy in the past and will continue to act against any possibility of future legislation on the subject. Similar treatment is given to the nature of trade unions whose insistence on the preservation of collective bargaining also works against the development of a unified labour demand for full industrial democracy. The final concluding chapter offers some analysis of moves towards workers' control in other countries. It concludes, however, that while Fabianism and collective bargaining remain sacred cows of the British Labour Movement the potentiality for real industrial democracy in Britain remains weak. / Arts, Faculty of / Political Science, Department of / Graduate

Thirty-four percent of people in the United States of America work for businesses that employ fewer than 100 people. However, many small business owners lack the strategies necessary to retain their valuable employees. Businesses that fail to retain valuable employees are as much as 28% less efficient. The purpose of this qualitative multiple case study was to explore strategies small construction business owners use to retain their valuable employees. Contingency theory provided the conceptual framework. The participants were three owners of three small businesses in the construction industry located in Mississippi which implemented successful policies and procedures to retain their employees. The data sources for this study were semistructured interviews, financial statements, newspaper articles, websites, and social media. A thematic analysis was used to analyze the data. Three themes morphed to include challenging employees and reward them accordingly, mitigating unplanned turnover, and treating employees and others fairly. Potential implications for positive social change are that increased profits among small business owners may enable them to provide better benefits and pay and incentive increases to their employees. Small business owners with increased profits may also be better equipped to participate in community-based charitable organizations.

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The study aimed to investigate the trends and patterns in Requests for Proposals (RFPs) for Employee Assistance Programme (EAP) services from ICAS Southern Africa. The sample was forty RFPs from the public and private sectors. The sample of forty was drawn from the ICAS Southern Africa archives of RFPs for 2012 to 2016, using probability sampling. The quantitative research approach was followed, using document analysis design. The researcher utilised the content analysis technique to extract the information from the RFPs and quantify it into a coding sheet. The findings reflect changes in requests for EAP services by corporate clients in South Africa over the past five years. There was a trend towards the integration of services from the EAP, Health and Wellness, Work-life and other related fields. The service delivery models requested also showed changes with electronic services emerging strongly, which presents an opportunity for the three fields to further integrate and provide holistic services. / Mini Dissertation (MSocSci)--University of Pretoria, 2017. / Social Work and Criminology / MSocSci / Unrestricted