M.A. / Aihoewel die tradisionele organisasie oor die algemeen 'n soliede vergoedingstelsel met 'n sterk fokus op koste-effektiwiteit en administratiewe presisie gehad het, het die moderne organisasie, wat gekenmerk word deur platter organisasiestrukture, groter buigsaamheid, 'n meer deelnemende bestuurstyl en 'n groter mate van openheid, ander vereistes gestel aan die tradisionele vergoedingstelsel. Die modeme vergoedingstelsel, wat die modeme organisasie kenmerke ondersteun, word beskou as 'n stelsel wat uitset gerig is, met min salarisvlakke, wat min of geen status simbole bevat, wat groter deursigtigheid bevorder en waar meganistiese beheer stelsels vervang word met analitiese bestuursbeheer. Dit het aanleiding gegee daartoe dat nuwe moderne vergoedingspraktyke, onder meer ook bandverbreding, die lig gesien het. Die verhandeling het ten doel om bandverbreding, wat gedefinieer word as die vermindering van posvlakke en die dienooreenkomstige verbreding van salarisbande, om sodoende 'n platter organisasiestruktuur te skep wat groter aanpasbaarheid en dinamika tot gevolg sal he, te verken en te omskryf. Die fokus val veral op die ontwerp en die proses van implementering van bandverbreding binne 'n Suid-Afrikaanse organisasie. Die tradisionele posevalueringstelsel, wat die hart van enige vergoedingstelsel gevorm het, het sterk onder die vergrootglas gekom nadat die bandverbredingsproses bekendgestel is. Die invloed van bandverbreding op die onderskeie posevalueringstelsels asook op die plek daarvan binne 'n holistiese vergoedingstrategie word van naderby bekyk en beskryf Die teoretiese oorsig dek ook onder andere die redes waarom organisasies bandverbreding implementeer, die gereedheid van organisasies vir die bandverbredingsproses, die praktiese probleme waarmee organisasies gekonfronteer word wanneer bandverbreding geimplementeer word en mites aangaande die proses. Twee Suid-Afrikaanse organisasies binne die finansieledienste bedryf wat bandverbreding in sy voile omvang geimplementeer het, het die basis gevorm van die ondersoek. Die faktore wat aanleiding gegee het tot die implementering van bandverbreding, en wat die gereedheid van die organisasie beinvloed het, die potensiele struikelblokke, die ontwerp van die bandverbredingstrukture asook die implementeringsproses wat beide organisasies gevolg het, het die navorser in staat gestel om 'n aanbeveling to maak aangaande 'n implementeringsmodel. Die implementeringsmodel, wat beskou kan word as 'n opsomming van die bevindinge van die navorsing, beveel aan dat bandverbreding as deel van 'n holistiese vergoedingstrategie geimplementeer word en dat die proses deur 'n vergoedingsfilosofie, wat die bandverbredingsfilosofie komplimenteer, ondersteun word. Dit is egter duidelik dat alhoewel die bandverbredingskonsep 'n groot bydrae kan maak tot die vestiging van die modeme organisasie, die sukses daarvan opgesluit le in die effektiewe implementering en toepassing daarvan.

D.Cur. / The aim of this study was to describe a job grading system for nurses in a specific private health service. Nursing personnel form a significant component of the manpower in private health services and must therefor be utilized in the most costeffective manner. The Labour Relations Act (South Africa, 1996) demands that the principles of fair labour practice must be applied in all dimensions of personnel management. In the dynamic relationship between the employer and employee within private health services, the nurse as employee has the right to fair labour practice. The job grading system is described by means of a qualitative, exploratory and descriptive research design within the context of a specific private health service in South-Africa. The system is described according to the Paterson job grading system (1957), the NIPN-Q system of the Institute for Personnel Management, the Peromnes system, the Hay-method and the JE Manager method of job grading. The methodological assumptions of the study are based on Botes' research model (1994) which implies a functional approach to the practice of Nursing Science. The context of the study is a particular private health service where all categories of nurses are employed. The aim of the system is the facilitation of fair labour practice as included in the legislation concerning labour relations. Within the context of this study, the implementation of the job grading system is the duty of the nursing human resources manager and to function as agent for the implementation of the job grading system implies specific internal sources such as abilities, attitudes and values in order to facilitate fair labour practice. The study takes place in four phases. During phase one of the study the expectations of the role-players with regard to a job grading system for nurses in a particular private health service were explored and described by means of focus group interviews as well as individual interviews with top management and supported by literature. Applying the strategies as suggested by Lincoln and Guba (1985:290) ensured trustworthiness. From this data a total of twenty-one statements were formulated. A theoretical framework for the job grading system was described during phase two of the study based on the identified concepts and relevant national and international literature. During the description of the theoretical framework, deductive logic was utilized to formulate statements for each concept. At the end of the theoretical framework, six sets of statements were formulated with a total of fifty statements. The contents of the job grading system were derived from the generated statements of the expectations and the statements from the conceptual framework by means of deductive and inductive logic. During phase three of the study, which comprised the development of the job grading system, the system was validated and refined by a representative profile of the different role-players. The system was also made available in English and guidelines for implementation was described. The emphasis in the guidelines is based on the principles of democracy and the facilitation of fair labour practice. During phase four of the study the system was validated and evaluated for its' operationalization value by means of individual application of the system by nurses holding certain posts in the specific private health care service. Content validity was determined by means of a content validity index as described by Lynn (1986). The unique contribution of this study is the description of a job grading system for nurses with fair labour practice as purpose. The strength of the study is grounded in the verification, validation and operationalization of the system, which is significant of the implement value of the system in the practice.

M.Comm. / Henry Ford once said: "work does more than get us our living; it gets us our life..." Taking this to heart, unemployment is one of the biggest problems facing the South African social and economic environment and is in many cases the cause of violence, poverty and crime. The unemployment rate for South Africa for the year 2000 is 37.7%, one of the highest in the world and is primarily the result of high population growth, low economic growth and outdated technology. Despite the highest growth in GDP since 1996, 3% for the year 2000, the loss in jobs increased from 1.9% for 1999 to 2.7% for the year 2000. Nearly all sectors suffered job losses in the period March 1996 to March 1999. Thus, currently more jobs are lost than being created in a jobless growth economy. All over the world job creation and job creation programmes are receiving more attention. But business, government and labour are looking at this issue from different angles. In order to create jobs all of the parties mentioned need to simulate their energies and work together. Therefore the National Economic Forum (NEF) set out to allocate funds to viable job creation programmes in the provision and maintenance of urban and rural infrastructure and the enhancing of skills. The goal of the study was to research the potential of these job creation programmes to create jobs and to evaluate the success of current job creation programmes in combating unemployment. The study also sets out to show that certain development initiatives could be promoted by these projects. At the end of the study guidelines are offered which are seen to be crucial to the success of job creation programmes. The main conclusions reached through the research were that job creation programmes create jobs for thousands of workers over the long and the short run using labour intensive methods to provide infrastructure in urban and rural areas. These projects create sustainable jobs by coordinating the demand for better infrastructure as well as the commercial demand for waste products. The goal of these projects - to combat poverty in rural and urban areas by asset creation, training and to provide single parents, youth and the disabled with a lifeline - is what makes these projects worthwhile. But the most important spin-off of job creation programmes is that previously unemployed people are becoming economically active and independent, learning basic life skills while becoming self-confident and employable. Of the many guidelines presented the most crucial one for the success of such a programme is a clear goal, focus and vision. For one thing is certain, job creation programmes creates jobs. And South Africa needs jobs urgently. Therefore in the words of Thomas Carlyle: "Blessed is he who has found his work. Let him ask no other blessedness."

M.Comm.

M.Com. (Business Management) / The main objective of any service organisation should be to make a profit. This objective can only be achieved by increasing the employees’ performance, which is subsequently related to Emotional Intelligence (EI) and Job Satisfaction. The studies on the relationship between EI and Job Satisfaction are becoming prevalent in the academic literature. Currently, a debate is on as to determine the extent of the relationship between EI and Job Satisfaction amongst different demographics. Westcol FET, is seen as one of the top performing colleges in South Africa and it claims to make use of Job Satisfaction as part of a business strategy in order to increase performance. The purpose of this study was to determine the relationship between EI and Job Satisfaction amongst Westcol FET lecturers, while taking into consideration the organisation’s demographic characteristics. One hundred lecturers at Westcol FET were asked to complete the Genos Emotional Intelligence Inventory (short version) and the Job Diagnostic Survey (JDS). The sample consisted of 56 participants across different ages, genders, qualifications and lecturing fields. A convenience sampling method was used. All the participants completed the Genos EI in order to measure EI whereas the JDS was used in order to measure Job Satisfaction. The research results show that there was a statistically significant relationship between EI and Job Satisfaction among the Westcol FET lecturers and more specifically in relation to race, gender, years of service and qualifications. Recommendations were made with regard to EI, Job Satisfaction and demographics.

M.Com. (Industrial Psychology) / The study examines the antecedents of job satisfaction, focusing on the influence of co-worker relations (work role fit, co-worker support, supervisor support, norm adherence and self- consciousness), and psychological safety. The primary research objective was to examine the levels of job satisfaction experienced by academics. Respondents from a higher education institution were asked to complete an online survey containing, the Minnesota Job Satisfaction Questionnaire and an extract from the Workplace Characteristics Questionnaire compiled by May, Harter, & Gilson (2004). The results report relatively high levels of job satisfaction for both intrinsic and extrinsic satisfaction. Significant differences in perceived job satisfaction were obtained for age, qualification type and staff classification. Psychological safety and co-worker relations reported a predictive relationship with job satisfaction (intrinsic and extrinsic). Work role fit, co-worker support and supervisor support were positively associated with psychological safety; adherence to co-worker norms and self-consciousness were negatively associated. The mediation analysis revealed that psychological safety mediates the relationship between co-worker relations and job satisfaction. Psychological safety mediates the influence of co-worker relations’ variables (co-worker support and self-consciousness) and intrinsic job satisfaction fully. Work role fit had a strong effect on both intrinsic and extrinsic satisfaction. Psychological safety partially mediated the relationship for both co-worker support and supervisor support, and extrinsic job satisfaction.

Health care professionals play a pivotal role in contributing towards the sustainability of a healthy economy and the standard of quality health care. It is therefore important that organisations understand what influences the job satisfaction levels of health care professionals as it could have an impact on their motivational levels and ultimately the quality of health care that is provided. The aim of this study was to assess the levels of job satisfaction amongst health care professionals in a public hospital in the Eastern Cape. Research for this study included a literature review to define what job satisfaction is and to establish a theoretical foundation to identify the factors that influence job satisfaction. Various motivational theories were explored after which Herzberg’s two-factor theory was identified to serve as a theoretical basis for investigating the job content and organisational factors that influence job satisfaction. Selected demographic factors that could possibly influence levels of job satisfaction were also identified. An empirical study, consisting of a survey with a questionnaire as measuring instrument, was conducted amongst 146 health care professionals at a public hospital in the Eastern Cape. The purpose of the questionnaire was to determine the extent to which job content factors and organisational factors that were associated with job satisfaction were present in the jobs of health care professionals in state hospitals. In addition, the purpose was also to determine whether selected demographic variables had an influence on the responses provided to the factors that were associated with job satisfaction and the job satisfaction levels of the target group. The major findings of the study indicated that all job content and organisational factors had an influence on the job satisfaction levels of health care professionals in a public hospital. Three factors namely Achievement, Responsibility and Work itself were identified to have a significant positive influence on the job satisfaction levels. Relationships between the demographic variables and the job content and organisational factors were identified. Work itself, Responsibility and Achievement were the top three factors whilst leadership/supervision, Human Resource systems and policies and Remuneration and benefits were the bottom three factors in terms of presence in the organisation and influence on the job satisfaction levels of health care professionals. Safety aspects, work environment standards, availability of resources, remuneration and benefits were amongst the major concerns highlighted. The job content factors were identified to be overall more present than the organisational factors. Recommendations were suggested to address the areas of concern that were highlighted in this study in order to ensure high levels of job satisfaction amongst the health care professionals.

The purpose of this exploratory study was to investigate whether there is any relationship between the strength of the culture in a hospital work group and the job involvement, upward striving, organizational commitment and job satisfaction of the employees within that work group. The conceptual framework for this study is the symbolic frame of reference for understanding organizational behaviour. The concept is described by Bolman and Deal (1984). Two hospitals participated in the study, which provided two data sets. Subjects were employees of certain departments within each of the hospitals. Each subject completed a four-part questionnaire. The first part collected demographic data, part two contained questions on job involvement, upward striving, and organizational commitment, part three focussed on job satisfaction, and part four was the culture strength scale. The culture strength scales were developed separately at each hospital and, therefore, contained items which were relevant to a specific facility. There were two major findings from the study. First, there is a positive relationship between job satisfaction and culture strength. Results at both hospitals were consistent in this regard. No relationships were found between job involvement, upward striving, and/or organizational commitment with culture strength. The second finding was that at the larger hospital there was a significant difference in culture strength scores among some work units, while at the smaller hospital this was not the case. This finding supports the idea that size of an organization is a factor in the predisposition to subculture formation. / Medicine, Faculty of / Population and Public Health (SPPH), School of / Graduate

This descriptive study was designed to further the exploration of job satisfaction among hospital-employed nurses by using an established theoretical formulation of job satisfaction called the Job Characteristics Model (Hackman & Oldham, 1976) and a standardized tool called the Job Diagnostic Survey (Hackman & Oldham, 1980) to identify and measure job design variables and job satisfaction. Specific study questions guided investigation into perceptions of job characteristics and satisfactions among nurses, the relationship between job design variables and job satisfaction, and the relationship between selected nurse characteristics and job satisfaction. The study was conducted at three geographically dispersed acute care hospitals in British Columbia. A convenience sample of 96 full-time employed registered nurses completed a Nurse Characteristics Questionnaire and a Job Diagnostic Survey. Data were analyzed and compared to normative data using descriptive statistics. Sample data were further analyzed using Pearson's correlation coefficient and the chi-square test of association. Overall, nurses perceived their jobs to be rich in terms of importance, skill variety, and human interaction; but poor in terms of autonomy and the ability to complete a whole and identifiable piece of work. Significant relationships were identified between specific job design variables and job satisfaction. Compared to other professionals, nurses were less satisfied with the autonomy and motivating potential of their job. There was little evidence to support an association between nurse characteristics and job satisfaction. / Applied Science, Faculty of / Nursing, School of / Graduate

Thesis (M.Com.(Human Resource Management)) -- University of Limpopo, 2016 / The purpose of this study is to explain the relationship between organisational commitment, job satisfaction and turnover intention of employees. A survey research design was employed to test hypotheses about the relationship between job satisfaction, organisational commitment and turnover intentions. Data was collected using three different structured questionnaires. Questionnaires comprised of the Minnesota Satisfaction Questionnaire, the Organisational Commitment Questionnaire and the Intention to Stay Questionnaire. The respondents comprised of employees from five offices of the Department of Rural Development and Land Reform in the Limpopo Province. The findings revealed a positive relationship between organisational commitment and job satisfaction. There is a negative relationship between organisational commitment and turnover intention. Tables and figures were used to present the results of the study. Turnover intention has been seen as a huge problem at different organisations or institutions and has negative influence on organisational performance and this organisation was not different given the findings. Key concepts Organisational commitment, job satisfaction, turnover intention.