The main objective of this study was to determine the relationships between sets of key variables, as portrayed in the theoretical model. This model suggested inter alia, that selected personality variables are the mediators of the relationship between job satisfaction and organisational culture. The final empirical predictive model revealed that the selected personality variables were not the mediators of the relationship between job satisfaction and organisational culture. The methodology of the study has been designed to answer the research questions. The research design is a quantitative design and the application of measuring instruments generated primary data. Five different questionnaires have been applied, namely the Minnesota Satisfaction Questionnaire, Five Factor Personality Inventory, Sense of Coherence Questionnaire, Self-Efficacy Scale and the Organisational Culture Scale. An ex post facto approach to data analysis has been used for retrospectively exploring the inter-relationships between the data sets. A two-stage process of data analysis has been followed. The objective of the first phase is to establish scale reliabilities before proceeding to the second phase. The objective of the second phase is to establish the nature of the relationships between key variables in applying multi-variate statistical techniques (e.g. multi factor analysis of variance (ANOVA) and General Linear Modeling (GLM) and to develop an empirical theoretical model for predicting organisational culture. In phase one, the statistical procedures applied include descriptive statistics, tests for sampling adequacy and tests for sphericity, in order to establish if the inter-correlation matrices were suitable for further factor analysis. The factor analyses are followed by iterative item analyses. From the descriptive scale one can infer that conscientiousness, agreeableness, goal-directedness, imposed personal demands, internal climate and intrinsic satisfaction are the best answered items. Three dimensions of the Minnesota Satisfaction Questionnaire, two dimensions of the Organisational Culture Scale, five dimensions of the Five Factor Personality Inventory and one scale each of the Sense of Coherence Questionnaire and Self-Efficacy Scale have been identified. These scales all presented high and acceptable Cronbach Alphas and the total score distributions indicate that parametric (normal distribution) inferential statistical procedures can be applied. In the second phase, inferential statistical procedures have been conducted to test the hypotheses. In applying bi-variate analyses (i.e. analyses of variance) the relationship between biographical variables, job satisfaction and organisational culture has been established. The main findings of this part of the research can be summarised as follows: • Significant differences in the mean scores between the race groups – Blacks compared to the Coloured/Asians and Whites - and imposed personal demands were found. • Significant differences in the mean scores between the education groups – Basic diploma and specialised diploma and Basic diploma with additional qualifications – and intrinsic satisfaction were found. • Significant differences in the mean scores between the home language groups and job satisfaction dimensions – personal demands and extrinsic satisfaction -- were found. A similar statistical procedure has been applied by using the GLM, in which all the biographical variables and personality variables were included in the equation to predict job satisfaction. The findings are: • Selected personality variables (Five Factor Model) predicted job satisfaction and, in certain cases, the personality variables were moderated by a biographical variable, namely hospital type. In applying the GLM to determine job satisfaction as predictor of organisational culture, the following results have been obtained: • Imposed Personal Demands did predict organisational culture – with regard to goal-directedness, however, a negative regression line was shown. • Extrinsic Satisfaction predicted organisational culture – goal-directedness and internal climate depended on diploma and specialised diploma. In applying the GLM to determine the selected personality variables as the mediators of the relationship between job satisfaction and organisational culture, no empirical significant results have been achieved. With regard to the relationship between biographical variables, selected personality variables and organisational culture, it has been found that personality variables did predict organisational culture (goal-directedness and internal climate). The biographical variables acted as moderators of the personality variables. The hypothesised difference between the five-work units’ organisational cultures revealed no statistical significant differences in the mean scores. In applying the GLM, it was found that the CTICU was a moderator of conscientiousness in the prediction of the internal climate. It was found that the biographical variables, hospital type, educational level and unit of work, were the moderators of selected personality variables in the prediction of job satisfaction and organisational culture. It was found that the job satisfaction dimensions explained more variance in the prediction of organisational culture, opposed to the selected personality variables that primarily predicted job satisfaction and secondarily perceived organisational culture. However, a moderating effect was present in this prediction. The findings have some theoretical value as the nursing professionals were included for the first time in a study of this nature. A more sophisticated multi-variate General Linear Model (GLM) was applied for the prediction of job satisfaction and organisational culture. Different predictors explained the variance in job satisfaction and organisational culture, which resulted in a parsimonious predictive empirical model. The model also illustrates possible significant moderating effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining organisational culture. A final review of the research indicated clearly that all the literature and empirical objectives, as set out in the beginning of the study, have been met at the end of this research. A final integrated multivariate empirical model for subjective organisational culture was the result. / Prof. G. Roodt

Customer satisfaction measurement (CSM) is a common practice. Some companies, that are new to CSM, experience difficulties as their CSM programs (CSMPs) fail to deliver expected results. This thesis stresses that preparation and the usage of the results from measurements could be at least as important as measuring. Further it argues that the most severe CSMP issues are not related to measurement, but to what comes before and after measuring. Issues related to measurement tend to be symptoms of more severe issues. The proposed CSMP model involves three phases: Preparation, measurement and action. Each phase has their inherent issues. This thesis identifies (1) lack of commitment, (2) ineffective action, and (3) vague starting point as common CSMP issues. Lack of commitment may cause failure at any phase of the CSMP and, if the results from measurement are not utilized, the entire effort has been wasted. To plan for and follow through with action is essential. Enabling effective action and creating commitment are both far-reaching challenges with many implications. These implications are similar to those of change management. CSM and change management can be seen as neighboring fields and many issues of CSMPs could be solved from a change management perspective. Vague starting point infers poor strategic alignment between selected method, intended purpose and present conditions. A good enough strategic alignment is crucial to a CSMP. There are many reasons why achieving this alignment is challenging. Those new to CSM are faced with many unknown unknowns, and even for those who know the questions, finding the answers may be difficult. / Kundnöjdhetsmätningar är vanliga. Vissa företag som börjar med kundnöjdhetsmätningar kan uppleva att programmen misslyckas att leverera förväntat resultat. Detta arbete visar att förberedelse och tillämpning av mätningsresultatet är minst lika viktigt som själva mätningen. Ytterligare hävdar den att de allvarligaste problemen med  undnöjdhetsmätningsprogram inte är kopplade till själva mätningen utan till det som sker före och efter mätning. Problem relaterade till mätningen är oftast symptom av andra allvarligare problem. Den föreslagna kundnöjdhetsmätningsmodellen involverar tre distinkta steg: Förberedelse, mätning och handling. Detta arbete identifierar (1) brist på engagemang, (2) ineffektiv uppföljning och (3) vag utgångspunkt som kärnproblem. Brist på engagemang kan stjälpa ett program i alla dess faser och, ifall resultaten från mätningen inte används så är hela ansträngningen förgäves. Att planera och utföra uppföljningsarbete är viktigt. Möjliggöra uppföljning och att bygga engagemang är långtgående utmaningar med många implikationer. Dessa implikationer liknar de som uppstår vid change management. Kundnöjdhetsmätning och change management är närliggande områden. Därmed kan flera problem med kundnöjdhetsmätningsprogram angripas från ett change management perspektiv. En vag utgångspunkt innebär bristande strategisk koppling mellan den valda metoden, ämnade syftet och närvarande förhållanden. Det finns flera anledningar koppling svår att uppnå. De som är nya med kundnöjdhetsmätning möts av många unknown unknowns, men även för de som känner till frågorna kan svaren vara svåra att hitta.

Thesis (M.A.)--香港中文大學硏究院社會學部. / Reprint of manuscript. / Includes bibliographical references (leaves 298-318). / Thesis (M.A.)--Xianggang Zhong wen da xue yan jiu yuan she hui xue bu. / 圖表目錄 --- p.Xiii / 解說圖表目錄 --- p.XX / 附錄目錄 --- p.Xxi / Chapter 第一章 --- 緒論 --- p.1 / Chapter 一 --- 研究問題的性質 --- p.1 / Chapter 二 --- 研究目的 --- p.4 / Chapter 三 --- 研究的意義 --- p.7 / Chapter 四 --- 研究的限制 --- p.12 / Chapter 五 --- 重要概念詮釋 --- p.14 / Chapter 六 --- 論文結構 --- p.22 / Chapter 第二章 --- 文獻探討：台灣製造業及其勞工概況 --- p.25 / Chapter 一 --- 製造業在台灣經濟結構中的地位 --- p.26 / Chapter 二 --- 台灣製造業員工概況 --- p.33 / Chapter 1 --- 就業人數 / Chapter 2 --- 年齡結構 / Chapter 3 --- 教育程度 / Chapter 4 --- 工作時數 / Chapter 5 --- 薪資 / Chapter 6 --- 工作年資 / Chapter 7 --- 求職方式 / Chapter 8 --- 轉業意向 / Chapter 9 --- 轉業類型 / Chapter 10 --- 轉業率 / Chapter 11 --- 轉業因素 / Chapter 第三章 --- 文獻探討：相關理論與研究 --- p.49 / Chapter 一 --- 工作投入 --- p.50 / Chapter 二 --- 轉業行為 --- p.67 / Chapter 三 --- 工作投入與轉業行為 --- p.76 / Chapter 第四章 --- 研究假設 --- p.87 / Chapter 第五章 --- 研究設計與方法 --- p.98 / Chapter 一 --- 研究對象 --- p.98 / Chapter 二 --- 研究工具 --- p.103 / Chapter 三 --- 研究程序 --- p.109 / Chapter 四 --- 資料分析法 --- p.117 / Chapter 第六章 --- 研究結果的描述 --- p.135 / Chapter 一 --- 樣本特徵、工作投入和轉業行為的分部型態 --- p.136 / Chapter （一） --- 樣本特徵 --- p.136 / Chapter （二） --- 工作投入 --- p.146 / Chapter （三） --- 轉業行為 --- p.157 / Chapter 二 --- 樣本特徵、工作投入和轉業行為三者之間的関联性 --- p.163 / Chapter （一） --- 個人基本資料與四種工作態度及轉業行為 --- p.164 / Chapter （二） --- 組織投入與轉業行為 --- p.171 / Chapter （三） --- 行業投入與轉業行為 --- p.176 / Chapter （四） --- 工作滿意與轉業行為 --- p.182 / Chapter （五） --- 組織投入與行業投入 --- p.187 / Chapter （六） --- 工作投入類型與轉業行為 --- p.189 / Chapter 第七章 --- 研究結果的分析和討論 --- p.195 / Chapter 一 --- 樣本特徵的分析和討論 --- p.196 / Chapter （一） --- 個人基本資料 --- p.198 / Chapter （二） --- 工作態度 --- p.207 / Chapter （三） --- 轉業行為 --- p.226 / Chapter 二 --- 假設測定和分析 --- p.240 / 副假設 --- p.240 / 副假設 --- p.243 / 副假設 --- p.245 / 副假設 --- p.248 / 副假設 --- p.251 / 副假設 --- p.253 / 中心假設 --- p.263 / Chapter 第八章 --- 摘要和結論 --- p.272 / Chapter 一 --- 研究摘要 --- p.272 / Chapter 二 --- 研究貢獻 --- p.277 / Chapter 三 --- 再研究的建議 --- p.284 / 附錄 --- p.291 / 書目 --- p.298

Researchers have noted the important role which passion plays in people's lives. This study investigated an existing theoretical framework of passion and suggests an additional construct, inhibition, to this framework in regards to sexual passion. Additionally, this study investigated the constructs of passion and how they relate to sexual and relationship satisfaction. A sample of 1,429 men and women completed the Sexual Passion Scale, the Sexual Satisfaction Scale, and the Relationship Satisfaction Scale. Confirmatory factor analyses revealed that sexual passion may represent three distinct approaches (harmonious, obsessive, inhibited). In terms of sexual and relationship satisfaction, data analyses revealed that the harmonious passion scale is the best predictor. Overall, these findings may further the discussion in understanding the complex nature of sexual passion in committed, long-term relationships.

Thesis (MBA.) -- University of Limpopo, 2015 / This research report investigated job satisfaction and organisational commitment in a changing environment at Sefako Makgatho Health Sciences University (SMU). The desire to this enquiry was a result of the recent de-merger and name change experienced at the University hence the researcher developed curiosity to determine if employees are still satisfied with their jobs and whether they are still committed to work for the organisation. The research also investigated the perceptions of employees regarding management of change at SMU. Evidence from the obtained data shows that employees are generally satisfied to work for SMU hence it seems to suggest that they are also committed to work for SMU. The research was quantitative in nature utilising convenient sampling method. A convenient sample size of (114) was utilised in the execution of this research. The sample was drawn from both administrative and academic staff of the institution. Sections A, B and C of the questionnaire were analysed using SPSS version 22 and section D of the questionnaire was analysed using thematic analysis.

Déterminer si un problème de satisfaction de contraintes (CSP) a une solution ou non est NP-complet. Les CSP sont résolus par inférence (c’est-à-dire, en appliquant un algorithme de cohérence), par énumération (c’est-à-dire en effectuant une recherche avec retour sur trace ou backtracking), ou, plus souvent, en intercalant les deux mécanismes. La propriété de cohérence la plus courante appliquée en cours du backtracking est la GAC (Generalized Arc Consistency). Au cours des dernières années, de nouveaux algorithmes pour appliquer des cohérences plus fortes que le GAC ont été proposés et montrés comme étant nécessaires pour résoudre les problèmes difficiles.Nous nous attaquons à la question de balancer d’une part le coût et, d’autre part, le pouvoir d’élagage des algorithmes de cohérence et posons cette question comme étant celle de déterminer où, quand et combien une cohérence doit-elle être appliquée en cours de backtracking. Pour répondre à la question « où », nous exploitons la structure topologique d'une instance du problème et focalisons la cohérence forte là où des structures cycliques apparaissent. Pour répondre à la question « quand », nous proposons une stratégie simple, réactive et efficace qui surveille la performance du backtracking puis déclenche une cohérence forte lorsque l’effort du retour sur trace devient alarmant. Enfin, pour la question du « combien », nous surveillons les mises à jour provoquées par la propagation des contraintes et interrompons le processus dès qu’il devient inactif ou coûteux même avant qu’il n’atteigne un point fixe. Les évaluations empiriques sur des problèmes de référence établissent l’efficacité de nos stratégies. / Determining whether or not a Constraint Satisfaction Problem (CSP) has a solution is NP-complete. CSPs are solved by inference (i.e., enforcing consistency), conditioning (i.e., doing search), or, more commonly, by interleaving the two mechanisms. The most common consistency property enforced during search is Generalized Arc Consistency (GAC). In recent years, new algorithms that enforceconsistency properties stronger than GAC have been proposed and shown to be necessary to solve difficult problem instances.We frame the question of balancing the cost and the pruning effectiveness of consistency algorithms as the question of determining where, when, and how much of a higher-level consistency to enforce during search. To answer the ‘where’ question, we exploit the topological structure of a problem instance and target high-level consistency where cycle structures appear. To answer the ‘when’ question, we propose a simple, reactive, and effective strategy that monitors the performance of backtrack search and triggers a higher-level consistency as search thrashes. Lastly, for the question of ‘how much,’ we monitor the amount of updates caused by propagation and interrupt the process before it reaches a fixpoint. Empirical evaluations on benchmark problems demonstrate the effectiveness of our strategies.

Thesis (MBA) -- University of Limpopo, 2011 / The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.

The purposes of this dissertation were to provide additional information about life satisfaction – globally and in regard to relevant dimensions of life satisfaction – and the relationship between these aspects of life satisfaction in a sample of profoundly gifted youth. Participants in the Davidson Young Scholars Program (DYS) – a program designed specifically for profoundly gifted youth – completed a 90-item survey that included items pertinent to a variety of life domains. Findings paint a picture of profoundly gifted adolescents as satisfied across life dimensions and, perhaps, more satisfied than their peers. Their satisfaction was not related to gender, though varied with age. Their school satisfaction was related to their accelerative dose, though not with whether they had been radically accelerated. The five dimensions of life satisfaction provided a very good fit (45.2%) for understanding global satisfaction in this sample and add context to existing knowledge about satisfaction among profoundly gifted adults. Further research should address how satisfaction with self-changes over time and the lack of differences in satisfaction between genders during adolescence becomes significantly different over time.

This thesis aimed to test the relationship between resident satisfaction and staff satisfaction. Using a cross-sectional design, administrators, staff and residents from 24 LTC homes were surveyed. Logistic regression models predicting high resident satisfaction were developed with a primary focus on the relationship to direct care staff satisfaction, while controlling for facility, staff and resident characteristics (and facility-level clustering). Regression models were developed for overall staff satisfaction and three other domains of job satisfaction. The odds of high overall resident satisfaction decreased by 27% and 31% for each 1-unit increase in overall job satisfaction and satisfaction with workload, respectively. In contrast, the odds of high overall resident satisfaction increased by 5.56 times for each 1-unit increase in mean staff satisfaction with work content. LTC homes may be able to improve staff and resident experiences concurrently by encouraging direct care staff to enter into meaningful relationships with residents.

Canada is challenged with a perceived nursing shortage. Better understanding of the factors that influence satisfaction and turnover may help to formulate improved strategies for retention of the nursing workforce. Our analysis revealed that satisfaction levels in both the job and the nursing profession are high in the Canadian nursing workforce corresponding to relatively high retention rates in the workforce. We found that dissatisfaction with the job and nursing are distinct concepts that are intrinsically associated. Dissatisfaction in the job significantly increased the likelihood of dissatisfaction with being a nurse and vice versa for RNs. Also, nurses were more likely to express intentions to switch jobs than intentions to leave nursing. Job dissatisfaction was the strongest predictor for both the intentions to leave nursing and switch jobs. The findings suggest that targeting both the job structures and the profession’s role would help to maintain and improve retention rates for nurses.