Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2006 xvii, 137 leaves / The purpose of this study is to assess the job satisfaction of employees at selective IT SMEs in Durban and to ascertain if the personal characteristics of gender, age, race, and tenure influenced job satisfaction. This was assessed by determining if these employees were satisfied with their reward structure, their work environment, and the impact of gender, age, race and tenure on job satisfaction. / M

published_or_final_version / Public Administration / Master / Master of Public Administration

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2006 xvii, 137 leaves / The purpose of this study is to assess the job satisfaction of employees at selective IT SMEs in Durban and to ascertain if the personal characteristics of gender, age, race, and tenure influenced job satisfaction. This was assessed by determining if these employees were satisfied with their reward structure, their work environment, and the impact of gender, age, race and tenure on job satisfaction.

Thesis (M.B.A.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 72-73).

Dissertation submitted in partial fulfilment of the requirements for the degree of Magister Technologiae: Business Administration in the Faculty of Business at the Cape Peninsula University of Technology, 2012 / The purpose of this research study was to investigate the effect that different leadership styles have on employee job satisfaction and organisational commitment within a high-tech South African organisation. The sample of this study consisted of 126 full time and part-time employees working in all functional levels in Company-x. The sample included both male and female respondents. Data was gathered by using a structured survey questionnaire which was delivered on site at Company-x. The questionnaire included a demographic/biographic section and three instruments namely the Mohrman-Cook-Mohrman Job Satisfaction Scales (MCMJSS), the Leaders Behaviour Descriptive Questionnaire (LBDQ) and the Organisational Commitment Questionnaire (OCQ). Of the 126 questionnaires that were returned only two were not completed. The results indicate that respondents perceive their leaders’ leadership style as being equal for initiating structure and consideration-oriented leadership styles. The results also indicated that respondents have a higher level of extrinsic job satisfaction than intrinsic job satisfaction and that the level of affective organisational commitment is above average. The findings show that only consideration-oriented leadership play a role in predicting 17.1 per cent of intrinsic job satisfaction and that initiating structure leadership has no significant effect in predicting intrinsic job satisfaction. The results showed that initiating structure and consideration-oriented leadership styles contribute to 36 per cent of the total variance that occurs within extrinsic job satisfaction. The findings also reveal that certain ratio and discrete demographic/biographic variables have no effect on job satisfaction and organisational commitment. A number of conclusions and recommendations were drawn from this study which was based on the obtained results. The recommendations were aimed at improving the levels of intrinsic and extrinsic job satisfaction as well as the level of affective organisational commitment.

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.

Employee turnover has been one of the most serious issues facing the hotel industry for many years. Both researchers and practitioners have devoted considerable time and effort to better understand and indentify ways to decrease employee turnover. The purpose of this study was to examine the impact of individual differences focusing on career motivation and polychronicity on job satisfaction and its influence on employee turnover intention in the hotel industry. This study surveyed 609 non-supervisory employees working at two Dallas hotels. Respondents provided information regarding career motivations, polychronicity, job satisfaction, and turnover intention. Career motivations were significantly related to employee job satisfaction which impacted employee turnover intention. This finding can be useful to hotel companies and their managers when attempting to understand employee motivation.

Cílem této diplomové práce je návrh na zlepšení motivačního systému společnosti Baude Kabeltechnik s.r.o. Pro analýzu současné spokojenosti zaměstnanců byl použit dotazníkový průzkum a rozhovory s vedením společnosti. Jak pro analýzu, tak pro návrhy byly využity poznatky z nejznámějších teorií motivace. Návrhy by měly zlepšit pracovní prostředí, zvýšit spokojenost zaměstnanců, zvýšit produktivitu a snížit pracovní absenci, což povede ke zvýšení tržeb a ziskovosti společnosti.

This study examines the determinants of job satisfaction for women and men working in self-managed work teams. The data used are from a 1990 survey sample of 99 production employees in an electronics manufacturing plant.

In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.