The harassed boss who faces an office full of mutinous, recalcitrant staff every morning may not believe it, but half of South Africa’s employees love their jobs and their employers. That’s according to TNS Research Surveys, which recently released the results of a survey into employee wellbeing and commitment. TNS director Neil Higgs issued a caution, though: because of the tough economic times, employers are likely to be stuck with the malcontents among their staff for longer than they might like (Ferreira, 2009). From the above mentioned it can be deduced that there are many employees who are currently not satisfied with their jobs. This poses a danger for employers and their productivity, as an unsatisfied employee is likely to be an unproductive employee. Satisfied employees are likely to make a better contribution to the economic growth of this country as more drive and motivation will be shown in the workplace. In these tough economic times, those employees who are not satisfied with their jobs are less likely to find employment elsewhere as mentioned above. The main purpose of this research paper was to identify certain factors impacting on job satisfaction. The first step was to complete a literature study on the selected factors which impacts on job satisfaction. The factors selected were that of recruitment and selection, rewards offered by employers, personality of employees and leadership characteristics of superiors. The literature study revealed which methods to use in attempting to deal with the selected factors impacting on job satisfaction. Secondly, the views of staff in various departments and views of staff specifically in the Human Resources department of the selected company were asked various questions in an empirical study. These questions were based on the selected factors mentioned in the previous paragraph, this involved them completing questionnaires. v Based on the findings of the literature study and the empirical study, the last step was to make recommendations to the selected company on how to improve job satisfaction of employees. Recommendations were also made as to what to look for to make it easier in recruiting new employees, who are likely to have enhanced job satisfaction for the good of the company.

A review of the literature on work environments suggests that workers in specific settings will have specific and unique job satisfactions. Porter and Lawler, however, suggest that these unique environmental perceptions may all be described in terms of their theoretical model linking job attitudes and performance. The present study examines the job satisfactions, personal histories and performance ratings of workers in the specific environment of isolated work settings in the Canadian Arctic, and tests a number of hypotheses based on the Porter-Lawler model. Job satisfactions are measured by an eighteen item adaptation of the Porter managerial questionnaire. Numerical measures are obtained of the fulfillment, dissatisfaction and importance perceived to exist for specific job factors related to the Physiological, Security, Social, Esteem, Autonomy and Self-Actualization needs described by Maslow. Personal history information is contained in a coded data sheet similar to that used in the Antarctic studies of Gunderson. Performance ratings of each worker are taken from the results of a rating scale and a rank order process carried out by each worker's manager and supervisor. The sample consisted of 228 workers interviewed by the writer in five small, isolated mining camps in the Yukon and Northwest Territories of Canada in the early winter of 1968. Results from each camp are analysed separately so as to provide answers to the following three problems: 1. The determination of overall differences between the fulfillment, dissatisfaction and importance of Maslow needs categories across all workers. 2. The determination of differences between the need perceptions of successful and unsuccessful workers. 3. The determination of differences between the personal and occupational histories of successful and unsuccessful workers. Analyses regarding problem 1 showed, that, in general, Esteem and Autonomy needs are the least fulfilled, that Esteem and Self-Actualization needs provide the most dissatisfaction and that Autonomy needs are considered to be the least important. Analyses regarding problem 2 showed that, in the two camps where valid performance ratings were obtained, the differences between the overall fulfillment and dissatisfaction scores of successful and unsuccessful workers were significant and in the predicted direction. Analyses regarding problem 3 showed there to be no significant differences between the personal histories of successful and unsuccessful workers. Conclusions are drawn as to the usefulness of the Porter-Lawler model and the Maslow theory for Manpower counsellors and for management. Comparisons are made between the present results and those obtained, in the Porter and Lawler management studies. Suggestions for future needed research include replications in other specific isolated and non-isolated job settings, and a field experiment in an isolated setting where rewards in the form of need fulfillment can be controlled and the resulting satisfactions monitored over time. / Education, Faculty of / Graduate

M.Sc. (Psychology) / Please refer to full text to view abstract

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Facing trend of globalization, each government actively upgrade its added value for competitiveness enhancement. In response to these, the spindle of growth value is to accomplish ¡§miniature but magnificent government.¡¨ In other words, government reengineering not only emphasizes on organizational reengineering but the most important is to changes the mindset and constitution of ¡§not action¡¨ and ¡§authority maximization but reject change¡¨ through the process of reengineering in order to enhance the government effectiveness and decision quality. The most serious organizational reengineering for government institution is department regroup and elimination that affects a lot on rights of employee. In addition, the process and outcome of this kind of reengineering cannot be controlled by executive and management. This research was to understand how a government strengthens and increases loyalty and working desire of employees with different attitude under uncertainty of current organization, tasks, and regulations so that to increase competitiveness and overall performance. In this research, personal factor was an independent variable, job satisfaction and devotion was middle variable, was to probe into whether performance would be effected by job satisfaction and devotion in an organization reengineering. The research conducted questionnaire and its target group of this research was mainly focus on coast guards located in Kaohsiung of Coast Guard Administration. Data analysis of this research adopted descriptive statistics, factor analysis, credibility analysis, independent sample T-test, one-way analysis of variance, regression analysis, and etc.. The way used to analyze the collected data was firstly to describe scores of each variable in sample and secondly by one-way analysis of variance to test significant difference between personal variable on job satisfaction/ devotion and performance. Meanwhile, multiple regression analysis was used to analyze effect and prediction among aspects of job devotion, job satisfaction, and performance and used to explore significant effect on job satisfaction, devotion and performance under organization realignment circumstances. The results of research showed that: (1) different personal variables have significant difference on work achievement and influence power which on aspects of job satisfaction; (2) department code under personal variables is significant different on job devotion; (3) academic level and gender have significant difference on job performance; (4) job autonomy and development, leadership satisfaction, achievement, influence power and evaluation which under aspects of job satisfaction are significant different on job devotion; (5) achievement which under job satisfaction has significant difference on performance; (6) job devotion has no significant difference on job performance. Based upon above-mentioned results, hereunder have some suggestions along with this research: (1) Manager or supervisor should pay more attention on employee needs and feedback to higher management team for improvement in order to shorten the period of adaptation of organization reengineering. (2) Increasing number of training courses on different professions will strengthen job adaptability and ability of supervision. By doing this, employees will accomplish their task smoothly and appropriately, and meanwhile to gain recognition and rewards from society. (3) Refining process of performance management and appraisal. One of performance management purpose is to feedback on employee hard working, attendance, and job outcome in timely manner so that job performance can be truly affected by employee job devotion. Hence, to add or remove evaluation items will be able to guide and lead our colleagues to learn and reinforce taking responsibility of value of social mainstream. (4) To praise, admire, and recognize excellent employee publicly will promote job achievement and performance.

ABSTRACT Due to the combined factors of the declining of the birth rate year by year; the impact caused by the change of population structure and the incapability of the highway supervising authorities to thoroughly implement Clause 35 of ¡§The rules governing the private driving schools¡¨, the livelihood of the coaches and the staff are adversely hampered and it is also against the anticipation of the management. This research is purposed to study how the management, under the circumstances, to stimulate the sense of belonging amongst the staff and to boost their morale through the job involvement as well as job satisfaction so as to achieve the competitiveness and the efficiency of an organization. This study uses the personal variants as the independent variable ; the job satisfaction and the job involvement as the middle variable trying to probe the possible correlations between the two abovementioned factors and the job efficiency. This thesis¡¦ object is the staff of the driving schools nationwide. It uses questionnaires to collect deta. With regard to the deta analysis, the methods of description statistics analysis, factor analysis, credibility analysis, the T-survey of independent objects, the single factor variation analysis and the regression analysis etc. are used. Firstly, it describes how the objects get scores among the variants. Secondly, the single factor variation analysis is used to examine whether the personal variants show up apparent differences to the job satisfaction, involvement and efficiency. The multiple regression analysis is used to analyze the possible influence and the predictability of the personal variants towards the job satisfaction, involvement and efficiency. multiple regression analysis is used to probe whether the job satisfaction has any apparent impact on the job involvement and job efficiency. The outcome shows: (1). The gender factor among the personal variants has no apparent differences after one-by-one comparison whereas this research finds that the male has higher exterior work satisfaction than the female. (2). The variety of divisions has apparent difference towards interior job satisfaction, so is the characters of work towards the interior satisfaction. (3). Through the difference analysis, it is found that the personal traits have no apparent difference towards the job autonomy of the staff. (4). The characters of work have apparent difference towards the job development. (5). Age has apparent difference towards job efficiency. (6). The age of the staff has apparent difference towards the job involvement. (7).The interior satisfaction of a satisfactory work has apparent difference towards job involvement. (8). Job satisfaction has no influence on the job efficiency. (9).The job involvement has no apparent impact on job efficiency. According to the outcome of the research, this thesis suggests that: (1).The employment and assignment of the work must accord with the specialty of the employees. (2).The furtherance of training is needed to enhance the work ability. (3).It needs to improve the mechanism of the efficiency evaluation.

Taiwan Railway Administration Bureau (TRAB) is a public transportation service unit; it has obtained the monopoly of Taiwan railway transportation business. Recently because of the policy of going private for most of the national business, the employee turn over rate is high, new employees who intend to resign from the company is increasing. Many competent employees left and caused big damage to the company, and many works can not be accomplished smoothly, how to build up a pleasant atmosphere and inspire the employees potential, increase their job satisfaction, reduce the turnover rate, in order to bring the maximum benefits for the organization becomes the most critical issues. This research is focused on the employees at Taiwan Railway Administration Bureau, their work attitude and the overview of the resignation inclination. The target groups are the employees at the head office and the engineering department, and the researcher chose the random selected people to fill in the questionnaires and test there opinions. This research covers 400 copies of questions, through the process of going private, the researcher intends to see the result of different people¡¦s personal attributes toward job involvement, job satisfaction, resignation inclination, etc. and try to get the variables and the result of the research: 1.Different employees¡¦ attitudes in TRAB with different personal attributes variables, they have significant difference in each dimension of job involvement, job satisfaction, and resignation inclination. 2.TRAB employees¡¦ attitudes with different degree of job involvement have the significant influence to resignation inclination. 3.TRAB employees¡¦ attitudes with different degree of job satisfaction have the significant influence to resignation inclination. 4.TRAB employees¡¦ attitudes that have the interrelation between job involvement in each dimension and personal attributes variables have the significant influence to resignation inclination. 5.TRAB employees¡¦ attitudes that have the interrelation between job satisfaction in each dimension and personal attributes variables and have the significant influence to resignation inclination. 6.TRAB employees¡¦ attitudes toward job involvement have significant positive co-relation to job satisfaction. According to the result of the research, this research are covered with the following suggestions to TRAB : 1.Set up fair and reasonable diversified performance evaluation and promotion system. 2.Increase feedback programs to the best performed employees, give them the opportunities to think and decide. 3.Set up the retention plan. 4.For the employees that have higher education or have higher position, the company should design more challenging, diversified, self-controlled jobs, and they have more opportunities to use different skills to complete various jobs, in order to increase the sense of job satisfaction. 5.Reinforce the employees¡¦ cohesiveness, reduce the resignation inclination. The suggestions to the following researchers: There are many factors that influence an employee to resign; this research is only focused on job satisfaction, job involvement and personal attributes variables, other variables such as organization climate, culture, leadership behaviors etc. have not been researched. This research suggests that the following researchers can concentrate on the resignation inclination in many other cases, and analyze with multiple variables.

The enterprise organizes and the related system need to adjust in accordance to the policy and the management¡A is following the product or in the service demand large fluctuation process¡A the staff population demand along with it fluctuation¡A in the related system is also biggest by the salary system to enterprise's transport business cost impact¡A the influence is also profoundest to the staff. Therefore the present paper is for the purpose of by the case analysis discussion enterprise development process¡A when organization system faced with significant transformation¡A salary system how appropriately in accordance to transformation and adjustment¡A and control related transformation theory and decision-making process.