Dissertation submitted in compliance with the requirements for the Masters Diploma: Mechanical Engineering, Technikon Natal, 1990. / Increasing fuel prices have forced marine engineers and diesel engine manufacturers to look at methods of. reducing fuel consumption without a loss in output power. Engineers are always Investigating the following points: (1) decreasing the specific fuel consumption (2) enabling engines to use worse fuels ... (3) extending part load capability (4) using as much waste heat as possible. The sources of heat loss are investigated and the design of an efficient heat recovery system has been evaluated for Ideal temperature and heat conditions. after taking lnto consideration the various methods of heat recovery that are possible on the fishing trawler MFV Roxana Bank. Sources of heat loss identified by engine manufacturers are found primarily in engine cooling water and exhaust systems. These methods are investigated and extra heat transfer systems have become apparent. The use of exhaust gas boilers in diesel engine installations has become widespread as there is always a demand for heating services regardless of vessel type. The predominant form of heat transfer on the Roxana Bank is by forced convection and fluids must always remain in a turbulent state when passing through heat exchange apparatus. The introduction to heat exchangers shows that a high degree of turbulence in both primary and secondary fluids will the overall heat transfer coefficient and also reduce fouling. The design parameters of the heat recovery systems discussed as suitable for the Roxana Bank require the existing cooling water system to be scrapped and a fresh water system with one central cooler to be designed with a high temperature and a low temperature circuit together with a variable speed pump arrangement. should be fitted with such central cooling systems for a number of reasons. The central cooler system Is discussed In detail and it is shown that existing ships and/or new buildings The heat recovery system requires a certain degree of automation to prevent undercooling of the main engine systems and to maintain set Inlet and outlet temperatures to makers specifications. After attending the Roxana Bank on the 09/10 November 1989, the monitored operati~g parameters show a marked deviation to the Ideal temperatures, particularly In the cylinder cooling water circuit ... temperatures. The adverse effects these deviations have on the heat recovery and combined engine load fluctuations found on the Roxana Bank show that steady state heat recovery Is difficult to achieve on this particular type of vessel. Through calculation it Is shown that the envisaged steam turbine alternator is not practical due to the combination of low feed water inlet temperatures to the boiler and insufficient driving steam. The consequence of the reduction in electrical load on the power take off alternators have on the exhaust gas mass flow rates due to reduced engine load are also discussed. A brief mention is also made of organic fluid and thermal oil systems as a form heat recovery and possibilities for efficient heat transfer using these systems. ii Recommendations are made to Irvin and Johnson with regards to a centralised cooling system and the benefits that can be realised with regard to more efficient heat exchanger operations, but that heat recovery on the Roxana Bank from the proposed sources is not a viable proposition. / M

Magister Commercii - MCom / The relationship between organizational commitment among public health employees within South Africa is becoming a big concern as highlighted in media and studies. The aim of this study was to investigate the relationship between organizational commitment and absenteeism amongst different occupational clases within a health sector environment in the Western Cape region. / South Africa

Companies are facing unprecedented pressure from various stakeholders to behave as responsible corporate citizens. The issue of Corporate Social Responsibility (CSR) has therefore gained prominence as a central facet of both social and business platforms in recent years. There is overwhelming evidence from research literature that CSR is an emerging and increasingly important driver of employee engagement and organisational commitment. Studies however also point out that businesses that have engaged in CSR have generally failed to embrace fully the fact that it can be an important driver of employee engagement and not many of them are using this potentially powerful tool to attract, engage and retain employees. The primary objective of the study is to investigate the perceived economic benefit, social impact and environmental impact of CSR on employee engagement and organisational commitment in business firms. Convenience sampling was used to select a stratified sample of 150 employees from six different industries in the Nelson Mandela Bay Metropolis. While 150 questionnaires were distributed, only 91 respondents eventually participated (response rate = 60.7 percent). The data analyses included the calculation of Cronbach alpha coefficients, descriptive statistics (percentages, means, standard deviation and frequency scores), multiple regression, Pearson correlations and Scheffé tests. The empirical results show, among others, that the economic benefit of CSR has the strongest effect on affective commitment of employees; that the environmental benefit of CSR plays a big role in employees wanting to stay with their firms (continuance commitment) and feeling obliged to stay with their firms (normative commitment); and that the social benefit of CSR has a strong effect on the level of employee engagement. The managerial implications of these findings are discussed. The shortcomings of the study and gaps for future research are also highlighted.

Small and medium-sized enterprises (SMEs) have the potential to enhance economic growth and innovation, create jobs, assist large businesses in the distribution of goods and services, and stimulate competition in the economy. However, SMEs face several challenges that influence their longevity, growth, and success. Poor leadership has been highlighted as influencing the job satisfaction and organisational commitment levels of employees, ultimately contributing to employee turnover and SME failure. This study mentions the dishonest, selfish and corrupt nature of modern leadership and identifies a gap in the literature regarding the practice of leadership, especially among South African SMEs. Against this background, the primary objective of this study was to assess the levels of several contemporary leadership styles displayed by SME owners, namely Servant, Authentic, Ethical and Participative leadership, and to investigate their influence on the Job satisfaction and Organisational commitment levels of employees working in SMEs in the Eastern Cape. A quantitative research paradigm was adopted and a sample was drawn from employees working in SMEs in the Eastern Cape Province. The selection of the sample was done using judgement and convenience sampling. A cross-sectional survey using a structured questionnaire was undertaken, and a total of 236 usable questionnaires were returned on which to undertake the statistical analysis. In order to assess the validity of the dependent variables, namely Job satisfaction and Organisational commitment, tests for uni-dimensionality (using factor analysis) were undertaken. An exploratory factor analysis (EFA) was undertaken on the independent variables and four factors were extracted, which corresponded with the theoretical dimensions of Relational leadership, Participative leadership, Servant leadership and Ethical leadership. The items intended to measure Authentic leadership did not load as expected, but a factor named Relational leadership emerged as a result of several items measuring Ethical and Servant leadership loading together. All the independent and dependent variables returned Cronbach’s alpha coefficients of greater than 0.7. As such, sufficient evidence of validity and reliability for the scales measuring the dependent and the independent variables was provided. The data collected was also subjected to several statistical analyses. These included descriptive statistics, Pearson’s product moment correlations, multiple regression analyses, and analysis of variance (ANOVA). The majority of respondents agreed that they experienced Job satisfaction in the SMEs in which they were employed and that they were committed to these businesses. Relational leadership returned the highest mean score while the lowest score was returned for Participative leadership. The majority of respondents also agreed that the SME owners for whom they worked displayed the leadership styles under investigation. All the independent variables were significantly and positively correlated with the dependent variables, Job satisfaction and Organisational commitment. In addition, significant positive correlations were reported between all the independent variables. The multiple regression analyses revealed that three of the four leadership styles investigated in this study had a significant positive influence on both the Job satisfaction and Organisational commitment levels of employees working in the SMEs. These leadership styles were Servant, Relational, and Ethical leadership. In addition, the results of this study showed that Job satisfaction mediates the relationship between Servant, Relational and Ethical leadership, and the Organisational commitment displayed by employees working in SMEs, but does not mediate the relationship between Participative leadership and Organisational commitment. The findings also showed that the demographic variables investigated in this study had no influence on how SME employees perceived the Servant and Relational leadership behaviours of SME owners. However, the results showed that female respondents perceived SME owners as displaying a Participative leadership style more so than male employees did. The findings also revealed that employees with a post-matric qualification perceived that SME owners displayed higher levels of Participative leadership than those without a post-matric qualification. In addition, the ANOVA revealed that White respondents perceived that SME owners exhibited more ethical behaviours than Black respondents did. Given the findings of this study, several recommendations were put forward to enhance the levels of Servant, Relational and Ethical leadership among SME owners, and to ultimately enhance the levels of Job satisfaction and Organisational commitment experienced by their employees. As such SME owners were provided with practical recommendations on how to attract and retain employees by adopting appropriate leadership behaviours. Employees play a vital role in achieving the goals and vision of a business. Satisfied and committed employees put more effort into ensuring the goals and vision of the business are achieved, contributing to business success and ultimately the economy as a whole.

En el escenario empresarial actual se puede presenciar diversos cambios coyunturales, uno de ellos el aumento de la competitividad, factor que incide directamente en el aumento de tasa de rotación. Esta situación se hace más evidente en el personal de la Fuerza de Ventas, quiénes se encuentran directamente relacionados en el proceso de construcción de relación con los clientes. Ante ello, las organizaciones deben ser creativas para lograr la retención de su personal, comprometiéndolos y generando work engagement a través de herramientas organizacionales como la gestión de los canales internos, específicamente para la presente investigación, los boletines internos. Si bien se encontró un caso de estudio que ratifica la relación directa entre la gestión de los canales de comunicación y el work engagement (Randstad, 2017), aún no se ha hallado literatura que relacione ambas variables en el público de la Fuerza de Ventas, colaboradores con una alta tasa de rotación, regidos por una comisión de venta y que no se encuentran dentro de una oficina permanentemente, por lo que la recepción de mensajes juega otra dinámica. Ante esta situación, la presente investigación tiene como propósito analizar la relación entre la gestión de contenido, diseño y frecuencia de envíos de los boletines internos y el work engagement en la Fuerza de Ventas de una aseguradora peruana. Debido a que se encontró evidencias que indicaban la posible relación entre ambas variables, se planteó la siguiente hipótesis: la gestión de contenido, diseño y frecuencia de envíos de los boletines internos y el work engagement se relacionan de manera determinante en el caso de una aseguradora peruana. Se aplicó un diseño metodológico no experimental evaluando la relación y correlación de las variables, utilizando el método de investigación de caso de estudio y la técnica cuantitativa concluyente. Se obtuvo que ambas variables poseen diversas tendencias entre sí, debido a las diferencias significativas encontradas entre los instrumentos de medición empleados, lo que demuestra una relación parcial entre las dos variables aplicadas a la Fuerza de Ventas. / In the current business scenario, several short-term changes can be witnessed, one of them is the increased competitiveness, factor that directly affects in the increase of the turnover rate. This situation becomes more evident in the Sales Force, who are directly related in the process of building a relationship with customers. Given this, organizations must be creative to achieve the retention of their staff, committing them and generating work engagement through organizational tools such as the management of internal channels, specifically for this research, internal newsletters. Although a case study was found that ratifies the direct relationship between the management of communication channels and work engagement (Randstad, 2017), no literature has yet been found that relates both variables in the Sales Force, employees with a high turnover rate, governed by sales commission and who are not permanently in an office, so receiving messages plays another dynamic. Given this situation, this research aims to analyze the relationship between content management, design and frequency of publishment of internal newsletters and work engagement in the Sales Force of a peruvian insurer. Due to evidence that indicates the possible relationship between both variables, the following hypothesis was raised: content management, design and frequency of publishment of internal newsletters and work engagement have a decisively connection applied in the case of a peruvian insurer. A non-experimental methodological design was applied, studying the relation and correlation of the variables, using the case study research method and a conclusive quantitative technique. It was found that both variables have several tendencies among themselves, due to the significant differences found between the measurement instruments used, which demonstrates a partial connection between the two variables applied to the Sales Force of a peruvian insurer. / Tesis

Researchers suggest that value congruence in superior-subordinate dyads results in positive outcomes for an organization (Kemelgor, 1980; Meglino, Ravlin, & Adkins, 1989; 1990; Parkington & Schneider, 1979; Senger, 1971; Weeks, Chonko, Kahle, 1989). Further, evidence is presented which suggests that commitment at the organizational level is achieved, in part, through value congruence at the individual level of analysis. Analysis at the individual level reflects the effect of shared values on interpersonal relations. Work value congruence in a dyad enhances the development of a high quality dyadic relationship. The subordinate in such a relationship perceives being allowed more participation in decision making, more positive work experiences, and less role stress (Turban & Jones, 1988). These items have been found to be predictor variables of commitment from Steer's (1977) framework of antecedents. In this study, a research model was proposed which suggests that work value congruence in the subordinate-superior dyad leads to organizational commitment through its effect on subordinate perceptions of role stress characteristics, participation, and work experiences. The model integrates the organizational aspects of the Steer's (1977) framework for organizational commitment with the interpersonal effect of work value congruence. A field study design using a sample of 96 subordinate-superior dyads at a large Midwestern manufacturing corporation was used for the study. The influence of dyadic work value congruence on organizational commitment as mediated by subordinate perceptions of role stress, participation, and initiation structure/consideration were tested using hierarchical regression. The results of the study indicate that value congruence has a direct influence on OC rather than being mediated by perceptions of role stress characteristics, participation in decision making, and work experiences as predicted in the proposed model. Role stress characteristics and participation in decision making were also found to directly influence levels of OC, however, support was not found for the positive influence of work experiences.

The purpose of this case study is to evaluate two methods of strategic planning within organizational visioning: Strengths, Weaknesses, Opportunities, Threats (SWOT) analysis and Appreciative inquiry (Ai).  SWOT analysis is a method of strategic planning that is popular within companies and organizations due to its simple, yet thorough, approach.  Ai has recently emerged as an approach to strategic visioning and planning within organizational development.  However, little research has been conducted to evaluate either approach to organizational visioning, and there is a growing need to compare the two techniques.  In this case study, participants within one organization were divided, with half of the staff participating in Ai and the other half participating in SWOT.  Data for this mixed methods study was gathered through observation, focus group interviews, and pre-test, post-test, and delayed post assessments tests.  Through the explanatory sequential design, quantitative data evaluated the change in organizational commitment and vision clarity as a result of the interventions; while, qualitative data further explored participants\' perception of the intervention process and resulting effects.  The study found a statistically significant interaction between intervention treatments and the pre-test and post-test scores within the organizational commitment construct.  Seven themes emerged from the qualitative data; however, only two themes were specifically associated with an intervention treatment.  Participants in the SWOT intervention described the visioning process to be frustrating and negative; while, Ai participants found that the visioning process confirmed many of their beliefs and values about the department.  Recommendations for future practice suggest the use of Strengths, Opportunities, Aspiration, Results (SOAR) as an approach that combines and maximizes Ai and SWOT.  Suggestions for future research are to explore SWOT as a precursor to di-visioning within the Visioning Process Model. / Master of Science in Life Sciences

Organizational commitment has been linked to several important outcomes, including employee turnover and work performance. Despite that the antecedents of organizational commitment have been a subject of research for several decades, the relation between personality and organizational commitment is relatively unexplored. The aim of this study was to examine the relations between the personality traits in the five-factor model (Conscientiousness, Agreeableness, Neuroticism, Openness to Experience, and Extraversion) and organizational commitment. Personality was measured by the IPIP30 questionnaire. Three types of organizational commitment (affective commitment, continuance commitment, and normative commitment) were measured by the Organizational Commitment Questionnaire. The respondents (N = 303) consisted of workers from both the public and the private sector in Sweden. Multiple linear regression analyzes showed that Conscientiousness was statistically significantly related to affective commitment. Agreeableness, Neuroticism, and Extraversion were statistically significantly related to continuance commitment. Practical implications of the results as well as future research directions are discussed.

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Relatively little is known in existing research about how cooperative education (co-op) students experience mentoring. The parameters within which co-op students are employed are different from those of full-time professionals. Co-op students are temporary employees, and they are typically younger and have less professional experience than full-time employees. Co-op students also may complete each of their three work terms at a different company site. These unique characteristics of co-op students and co-op employment could prevent the direct application of known mentoring practices to the co-op setting. Further research on the intricacies of mentoring as it is experienced by co-op students could yield a set of mentoring best practices to be used by co-op employers and university co-op administrators. The purpose of this study was to compare organizational commitment, mentoring satisfaction, and mentoring function levels of co-op students according to mentoring type (formal and informal) and work term number. Participants were undergraduate engineering students at a large public land-grant university in the Southeast United States. The research design was causal-comparative; an online survey composed of existing instruments was used to capture student perceptions of mentoring experiences during recently completed work terms. Mentoring activity was found to be high, with 92.8% of students reporting involvement in a mentoring relationship. Students who were mentored showed higher organizational commitment than students who were not mentored. Students who reported higher levels of organizational commitment also reported an intention to stay with the company after graduation if offered a full-time position, but student satisfaction with mentoring did not share a relationship with intention to stay. Students were also equally satisfied with their mentors regardless of mentoring type (formal or informal). Student perceptions of psychosocial support increased as the number of work terms completed increased, and students in formally arranged mentoring relationships reported higher levels of psychosocial support than students in informal mentoring relationships. The type of mentoring was not related to any differences in mentoring outcomes. The researcher concluded that companies that want to convert co-op students into full-time employees should ensure that these students receive positive mentoring experiences during their co-op work terms.