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This research study had three aims. The first aim was to identify if any changes in job characteristics and the motivating potential of jobs occurred when workers were provided with their own personal desktop computers for accessing automated integrated information management systems, wordprocessing and spreadsheeting facilities. The second aim of the study was to determine if any changes in job satisfaction occurred as a result of such changes in job characteristics and the motivating potential of jobs. The third aim of the study was to determine whether changes in job satisfaction that resulted from changes in job characteristics and changes in the motivating potential of jobs were moderated by the following factors: workers' perceptions of the impact of the new technology on their work practices, workers' prior knowledge of computing, and workers' age, gender and job category. A survey questionnaire was used to collect information for this research study. The complete version of the Job Diagnostic Survey formed the major portion of this questionnaire. The additional portions of the questionnaire were designed to collect information relating to workers' perceptions of the impact of the new technology, their prior computing knowledge and their age, gender and job category. A quasi-experimental multiple time-series research design was used to fulfill the aims of this study. The experimental group comprised 19 workers who had been using the new technology for no longer than five months. In order to maximise discrimination between effects that resulted from the introduction of the new technology and effects that resulted from other organisational factors, two control groups were used in this research study. The "established users" group comprised 10 workers who had been using the new technology in their jobs for at least six months, and the "non-users" group comprised 22 workers who had not used the new techno�logy in their jobs and would not do so for the duration of the study. A period of 18 months elapsed between the pretest and the posttest. In total, 51 respondents completed both the pretest and posttest questionnaires. These respondents' results were analysed using Statview 512+ and JMP (version 2). The participants of this research study were all employees of the National Library of Australia (NLA). Although computer technology has been in use at the NLA since the 1980s, the new technology that has been the focus of this research study differs from previous technology because it provides staff of the NLA with instant access to an information system that is both fully automated and fully integrated. This has been achieved in two ways. Firstly, the development of a local area network, the installation of a Dynix Integrated Library Management System, and the provision of Epsom personal computers equipped with Word for Windows and Excel for Windows have collectively made it possible for staff of the NLA now to access all the NLA's existing and new automated systems from a single personal computer instead of having to use different equipment for different automated tasks as has previously been the case. Secondly, rather than having to share equipment with other staff, each staff member has been supplied with their own PC. The study found that the introduction of the new technology did not have any significant effects on job characteristics and the motivating potential of jobs. However, there was a significant decrease in job satisfaction after the introduction of the new technology. It was found that workers had very positive perceptions of the effects of the technology on their jobs, and very high levels of prior computing knowledge, and therefore it was concluded that these factors did not have any moderating effects on the relationship between the introduction of the new technology and job satisfaction. No relationships were found between the decrease in job satisfaction and workers' age, gender and job category. Results of further analysis, however, reveal that there was a relationship between the decrease in job satisfaction after the introduction of the new technology and two other factors. These were a reduction in workers' perceptions of the value of the skills required to complete their work tasks and a decrease in their social satisfaction. Further research is suggested in order to determine the general applicability of these results to other organisations and other occupational groups.

<p>Arbetstillfredsställelse kan definieras som ”en positiv (eller negativ) evaluerande värdering av arbetet eller arbetssituationen” (Kaufmann, G.,  & Kaufmann, A.  2005 s. 269). Denna studie fokuserar på delaktighet,  arbetsinriktning, fysiska betingelser, lön, ledarskap och sociala betingelser som delar i arbetstillfredsställelse. Syftet med studien var att undersöka hur extraarbetande högskolestudenter på lager uppfattade sin arbetstillfredsställelse, därför intervjuades nio studenter varav tre kvinnor i åldern 21-33. Meningskoncentrering användes som analysmetod och undersökningen visade att studenterna hade en låg arbetstillfredsställelse men genom att få en bra kontakt med arbetskollegor skapades trivsel. Studien verifierar tidigare teorier om arbetstillfredsställelse och tillför hur extraarbetande studenter kan uppleva trivsel då de arbetar på lager.</p>

<p>It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the </p><p>question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction. Through interviews with both employees and their boss certain </p><p>discrepancies has emerged. One of these discrepancies concern a job characteristic which in </p><p>the theory is acknowledged for having a big impact on employee satisfaction, however </p><p>employees rated this characteristic to be of very little importance for overall employee </p><p>satisfaction. Another discrepancy was found when the boss was to give his take on how to </p><p>create employee satisfaction. Both the theory and the employees rated one characteristic to be </p><p>of high importance for overall employee satisfaction, this view was not shared by the boss </p><p>which drastically downplayed the importance of that job characteristic on overall employee </p><p>satisfaction.</p>

This thesis is intended to provide the management of small to medium sized job shop companies with a written plan to implement a formal computerized manufacturing planning and control system. The research stemmed from a case study performed at a typical job shop where growth of production activities was complicating the informal control system being used. A review of the literature and a survey of job shops provided the necessary foundation for this implementation. Research indicated that typical material requirements planning (MRP) systems do not provide the type of shop floor control that most job shops require. This thesis suggests alternatives that not only provide the type of shop floor control required by a typical job shop, but software that can be managed effectively by current employees with minimal changes to the education and training of these employees. The plan contains ten steps that are designed to be used by a job shop wishing to implement a formal computerized control system. A decision making heuristic is used in the first step that provides a method for estimating the benefits that might result from implementation. Sample criteria for evaluating current shop floor control software, development of an implementation timeline, cost considerations, educational requirements for employees, and suggested methods for measuring project performance are also included. Examples of the type of improvement that can be expected for each of the business activities is also discussed. The overall goal is to provide a comprehensive plan that will guide managers through the steps necessary to implement a computerized shop floor control system and to inform managers of the benefits which can accrue from such a system. / Graduation date: 1999

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.