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An evaluation of the conditions of employment for domestic workers in Thulamela Local MunicipalityMasidwali, Busisiwe Murembiwa 05 1900 (has links)
MPM / Oliver Tambo Institute of Governance and Policy Studies / See the attached abstract below
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Challenges in the recruitment and retention of nurse educators : a case of Limpopo College of Nursing, South AfricaRikhotso, Edith Tintswalo January 2019 (has links)
Thesis (MPA.) -- University of Limpopo, 2019 / The Limpopo College of nursing had a high vacancy rate of nurse educators. in 2014 only 74 posts out of 147 were filled. The purpose of the study was to identify challenges in recruiting and retaining nurse educators and recommend strategies to deal with the challenges. The qualitative approach was found suitable as the study intended to explore nurse educators‟ experiences and the meaning they attach to recruitment and retention. Nurse educators who have been at the campuses for a period of five years or more were the target population; purposive convenience sampling was used. Thirteen (n=13) nurse educators were interviewed in focus groups, individual interviews were conducted with ten (n=10) heads of department (HOD‟S). Thematic data analysis was used. The findings revealed that to recruit and retain nurse educators; salaries improvement, advertisement of vacated posts, proper physical infrastructure maintenance and adequate equipment provision are the strategies to implement.
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Challenges of performance management system and its impact on the improvement of productivity in the Thulamela Municipality, Vhembe DistrictRaedani, Mphiliseni Meshack 05 1900 (has links)
MPM / Oliver Tambo Institute of Governance and Policy Studies / See the attached abstract below
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An assessment of the effectiveness of personnel training and development: a case study of Vhembe District MunicipalityNetshitenzhe, Mashudu Reuben 13 January 2015 (has links)
MPM / Oliver Tambo Institute of Governance and Policy Studies
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Knowledge,attitudes and practices of professional nurses regarding notification of notifiable infectious diseases at Greater Tzaneen Municipality of Mopani District in Limpopo Provice, South AfricaLowane, Mygirl Pearl 24 July 2015 (has links)
MPH / Department of Public Health
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Endogenous attributes of successful youth entrepreneurs in selected wards of Thulamela Local MunicipalityIwara, Ishmael Obaeko 18 May 2018 (has links)
MRDV / Institute for Rural Development / Given that successful enterprises globally, play pivotal roles in job creation, income generation, and sustainable livelihood, they can contribute to the economic development of South Africa if such activities are supported. Unfortunately, many youth-run enterprises fail in the first year of operation. This study distilled inherent success driving attributes which could provide learning points for future youth entrepreneurs. A mixed design was applied in which qualitative and quantitative data was gathered. Yamane’s (1973) formula was used to identify a sample of 140 youth entrepreneurs from Dididi, Dumasi, Hasane, and Botsoleni villages in Thulamela Local Municipality. Simple random sampling techniques were used to select the respondents. Open-ended and closed-ended questionnaires were used to collect data through one-on-one interviews. The analysis was done using Statistical Package for the Social Sciences (SPSS) software version 25, where descriptive statistics and other related inferential statistics were performed. Atlas-ti software version 8 was used to analyse the qualitative data. Five major factors, namely: survey, entrepreneurs’ standards, advertisements, clients, and employees and several attributes linked to each factor were identified. Entrepreneurs’ ability to explore existing markets, follow-up trends of innovation, and evaluate ideas were core attributes of survey. Youths’ potential to set goals and targets, make savings for reinvestments, and introduce new businesses were linked to entrepreneurs’ standards. Advertisements, skills to use social media, communicate with clients, and relate with other entrepreneurs were mentioned. Ability to follow up with clients, and give quality services at competitive price were the main attributes associated to clients, while the ability to define task and allocate duties, make timely and healthy payments were identified under employee factor. These attributes informed a model for the enhancement of success endogenous attributes of entrepreneurs. The study recommends the implementation of the model to enhance improved entrepreneurship capacity building through formal and informal education. / NRF
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Organisational climate, psychological contract breach and employee outcomes among university employees in Limpopo Province: moderating effects of ethical leadership and trustTerera, Sharon Ruvimbo 20 September 2019 (has links)
PhD (Human Resource Management) / Department of Human Resource Management and Labour Relations / Globally, the economic, political and social environment is constantly changing, and this has
posed various challenges for organisations in the world of work. South African universities
have also not been spared from these changes as they are expected to meet international
standards whilst operating in an environment where there are many changes in their work
environment with regard to technology, language policy, decolonisation of the curriculum and
globalisation. The dynamics in these aspects shape the organisational climate and
psychological contracts of all institutions. Any changes in the organisational climate and
psychological contracts may influence employee outcomes of organisational citizenship
behaviour and intention to leave among employees. Therefore, this study responds to calls
from previous studies on organisational climate and psychological contract research to
investigate the role of moderators in their association with employee outcomes. There is an
urgent demand for organisational leaders to practice ethical leadership and become
trustworthy in order to inspire employees to exhibit organisational citizenship behaviour and
reduce any intentions of leaving the organisation.
The aim of this study was to examine the relationships between organisational climate,
psychological contract breach and employee outcomes among university employees. It also
further investigated the moderating roles of ethical leadership and trust on those
relationships. Six objectives were developed based on the aims of the study. To answer the
objectives of this study, the research followed cross-sectional design and a quantitative
approach was adopted. A total of 202 employees were selected through stratified random
sampling to participate in the study and a self- administered questionnaire was used to
collect the data. The sample was made up of both academic and administration staff working
in the universities. Item analysis was conducted to check the reliability of the scales and all
the scales obtained acceptable Cronbach alphas. To explore the factor structure of the
scales, exploratory factor analysis was conducted, and poor items were removed until a
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clear and desirable factor solution was obtained. Confirmatory factor analysis was conducted
to validate the data and all the goodness of fit indexes achieved the required level. In
addition, the composite reliability and average variance extracted for all scales met the
required level.
Moderated multiple regression analysis was conducted to measure the moderator roles of
ethical leadership and trust in the organisational climate, psychological contract breach and
employee outcomes relationships. The results showed that ethical leadership moderated the
relationship between organisational climate and organisational citizenship behaviour (Δ R² =
.078, F(3,148) = 8.994. p <.001, β = .285, p < .001); and also the relationship between
psychological contract breach and organisational citizenship behaviour (Δ R² = .056,
F(3,148) = 7.373, β = -.247, p < .005). However, non-significant results were found when
testing the moderating role of ethical leadership in the relationship between organisational
climate and intention to leave (Δ R² =.000, F(3,148) = 6.275, β =.000, p >.005); and also in
the relationship between psychological contract breach and intention to leave (Δ R² = 0.03,
F(3.148) = 12.878, β =.055, p > .05). In addition, the results also revealed that trust
moderated the relationship between organisational climate and organisational citizenship
behaviour (Δ R² =.030, F(3, 148) = 6.521, β =.175, p < .01); and also the relationship
between psychological contract breach and organisational citizenship behaviour (Δ R² =.049,
F(3.148) = 7.719, β = -.222, p < .001). However, non-significant results were also found in
testing trust as moderator in the relationship between organisational climate and intention to
leave (Δ R² =.001, F(3,148) = 10.373, β = -.022, p > .01); and also in the relationship
between psychological contract breach and intention to leave (Δ R² = 014, F(3, 148) =
17.207, β =.120, , p > .05).
The results provides sufficient evidence that organisational climate, psychological contract
breach, ethical leadership, and trust can shape employee behavioural outcomes either
positively or negatively. This study, therefore recommends that organisations should develop
a strong and positive organisational climate in order to improve organisational citizenship
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behaviour and reduce employees` intentions to leave the organisation. This is achievable
with policies that speak to effective communication structure, job recognition, and career
development paths. In addition, human resources managers are urged to prevent cases of
psychological contract breach through providing employees with realistic overviews of the
task to be performed and policy that can aid employees to air their grievances. The study
further recommends the establishment of ethical corporate culture within the organisations
through which only employees who meet the ethical standards of the organisation are
promoted into leadership positions in order to improve the practice of organisational
citizenship behaviour and in turn reduce employees` intention to leave the organisation. / NRF
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Experiences of professional nurses working in the Maximum Security Ward - A Case study of Hayani Hospital, Vhembe DistrictMulaudzi, Mulatedzi Precious 17 May 2019 (has links)
MCur / Departrment of Advanced Nursing Science / In mental health, a Maximum-Security Ward is a special setting for care of patients
who are unique and exceptional. People who have committed crimes due to their
mental conditions are admitted for care, treatment and rehabilitation. Patients admitted
in this ward are verbally and physically aggressive, violent, unpredictable,
unmanageable and at times manipulative. Professional nurses working in the
Maximum-Security Ward are at risk of suffering from occupational stress, burnout, lack
motivation and are anxious. The aim of this study is to investigate the experiences of
professional nurses working in the Maximum-Security Ward at Hayani hospital. A
qualitative approach using a descriptive, exploratory and contextual design was used.
A purposive, convenient sampling was used to sample professional nurses working in
the Maximum-Security Ward of Hayani hospital. In-depth interviews were used to
collect data. A voice recorder was utilised to record all data and the researcher being
the main instrument for data collection. Dependability, confirmability and transferability
were upheld to ensure trustworthiness of the findings. Data was analysed using Tech’s
eight steps approach. Three themes with their categories and subcategories emerged
after data analysis. The themes were as follows: the participants’ views on type of
patients admitted in the ward, participants’ views on safety in the ward and
participants’ views on staff interaction. The study recommended the following:
Emotional counselling and debriefing sessions to be conducted at regular intervals or
after a traumatic incident. Motivational and team building activities to be organised for
professional nurses. Safety of professional nurses must be of significant value. More
support is needed in times of emotional difficulties. Development of a model to support
professional nurses. / NRF
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