This study extends job embeddedness and job satisfaction theory in several notable directions. As hypothesized, structural equation modeling revealed that community embeddedness was a partial mediator of the relationship between core self-evaluations and job satisfaction. Contrary to job embeddedness theory, this study found that organizational embeddedness and job satisfaction were best represented by a single latent factor. Thus, organizational embeddedness did not act as a mediator of the relationship between core self-evaluations and job satisfaction nor did it act as a multiple mediator with community embeddedness. Explanations of these results and new avenues for research are discussed. / Ph. D.

This research seeks to understand and explain job satisfaction levels, dissatisfaction and turnover at the North West Housing Corporation in the Department of Local Government and Traditional Affairs. It is a six-fold study; with level one addressing the background of the study paying particular attention to a number of areas which include the statement of the problem, objectives of the study. research questions and others. Secondly it looks at the background of the North West Housing Corporation and how it was established. Thirdly this study presents the background theory of this research in terms of the various approaches and theories pertaining to the subject of job satisfaction. controversies and raging academic debates that seek to push the thinking of the subject forward. Fourthly, it addresses the methodology adopted in this research. Fifthly. it presents empirical descriptive and analytical empirical findings of the research. Lastly, it presents the overall conclusion of this study. It is important to recognise that by paying particular attention to job satisfaction levels, dissatisfaction and turnover at the North West Housing Corporation, using approaches and theories developed elsewhere, this study breaks new ground in pushing the thinking around this topic in ways in which others have not appreciated. The method used by the researcher was a questionnaire to collect data from there pendent. From the literature survey, it was established by this research that the work performance of employees does help an organisation to improve service delivery. Alongside this various approaches and theories to job satisfaction were survey at great detail in this research. The relationship between job satisfaction and employee was also addressed within the context of the literature survey in this study. Inconsistencies within the literature concerning turnover were also found especially with regard to the uncertainty surrounding both definition and measurement of job satisfaction. Within this context it was found that the concept of job satisfaction was strongly connected to an employee· s intention to leave present employment which triggered turnover within that particular organisation. The literature survey of this research is very broad and wide paying particular attention to the raging debates and controversies around the topic under study in ways that contribute to the understanding of the social science disciplines. The empirical findings of this research have been presented in ways that strengthen the understanding and explanation of job satisfaction, dissatisfaction and turnover. It was found that the human resource management did not adequately address aspects relating to the job satisfaction of its employees and that negatively impacted on productivity. This study sought to attribute this failure to the transformation process that was under way at the time when the research was undertaken. It fol lows therefore that this research could not confirm the notion that job satisfaction was connected to an employee's intention to leave present employment and therefore resulting in turnover with in the Corporation as suggested by the survey literature. The inconsistencies found in the literature were confirmed when tested against the research findings of this study. This study established that there was turnover, with some employees moving out of the Corporation, but for reasons that could not be explained by any single factor. It is therefore noteworthy that the empirical findings of this study are presented in ways that contributes to the understanding and explanation of the topic under study. / Thesis (MBA) North-West University, Mafikeng Campus, 2011

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In the current South African context, job insecurity has become a phenomenon to be reckoned with. Although research on this phenomenon is still scarce, a growing interest in the perceived experience of job insecurity and its different underlying constructs is obvious from the increase of job insecurity research. A comprehensive summary of previous research studies and relevant outcomes is therefore relevant. Up to now, South African studies on job insecurity have accepted the assumptions and context of international research studies on job insecurity. It is now time to investigate the influence of the South Afncan context on this phenomenon and to include this background in future studies. The main objective of this study was to review, investigate, compare, evaluate and interpret existing research, conducted internationally and nationally, in order to set a research agenda through proposing a theoretical model for job insecurity in South Afncan organisations. The model will primarily serve as an academic tool to new research scholars to identify new research problems, existing sources of information, relevant measuring instruments, and contextual variables that may be of interest. The model will also be applicable as a management tool to understand and deal with job insecurity in South Ahcan organisations. A qualitative, descriptive research design was followed to perform content analysis and an extensive literature review. Results of the qualitative content analysis were enhanced with semi-structured interviews with managers from different organisations (N = 24). Results indicated gaps between international and South African research studies as well as the gaps indicated between theory and practice. This was indicated by a comparison between the South African research results and the results from the semi-structured interviews with selected managers. These results were integrated into a proposed model for job insecurity in order to serve as a guideline for future research. It also serves as a tool for managers to be aware of the presence of job insecurity, and to enable them to improve their management intervention. Conclusions and limitations of the study were discussed and recommendations for organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.