Thesis (M.A.)--Ohio State University, 2009. / Title from first page of PDF file. Includes vita. Includes bibliographical references (p. 41-45).

The career development theory of Holland (1985) maintains that people whose vocational interests have congruence (or "fit") with their work environments will be more satisfied than those whose interests are incongruent. This study investigated whether this theory held for a group of 120 unskilled workers, and for 54 teachers. The key issues were whether interest-job congruence correlated with job satisfaction, and whether the congruence-satisfaction relationship was a function of the congruence measure used. While previous studies showed positive correlations between person-job congruence and satisfaction, most of these used professionallyemployed subjects, and some used students; few researchers investigated the experiences of unskilled workers. A meta-analysis of previous research, carried out in this study revealed an overall mean correlation between congruence and satisfaction of .16, which was very low. Structured interviews in workplaces were used to gather data from the unskilled subjects, and a questionnaire was devised for use with the skilled subject group. The interviews and questionnaires used a card-sort procedure to ascertain subjects' vocational interests, asked questions about subjects' L jobs, collected details on education levels and job tenure, and concluded with a job satisfaction measure. The data gathered were analysed in various ways. Two different interest coding systems, and four congruence measures were applied, to see whether different measures gave differing results. Congruence levels were significantly higher in the skilled subjects than the unskilled subjects when one set of interest codings were used, but were low for both groups when the other codings were applied. Average job satisfaction levels were similar in each group of subjects. When congruence and job satisfaction were correlated, no significant correlations were found, using either subject group, either interest coding method,'or any congruence measure. Similarly, when certain factors (tenure, education levels and gender) were statistically controlled, there were still no significant correlations between congruence and total job satisfaction scores. Certain individual items on the job satisfaction questionnaires showed significant correlation with congruence levels, however, indicating that congruent people were happier than incongruent people with certain aspects of their jobs. On the whole, the results did not support Holland's (1985) theory of vocational choice. The current study suggests that interest may not be a strong predictor of satisfaction, at least in the group of Australian workers sampled. There are implications for career guidance with less academically-inclined people; careers advisers must address other needs as well as interests, in assisting clients to make work and study decisions.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 201-203). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 201-203). Also available on the Internet.

Using theoretical and empirical approaches, this thesis asks whether skilled and unskilled labour complement or substitute one another in production. We primarily investigate whether an increase in the proportion of workers with skills would raise or lower demand for those who remain unskilled. A secondary issue is the role of factor prices in labour demand. To study the role of factor prices, we estimate labour demand elasticities and Alien elasticities of substitution between capital and up to five occupations in South Africa. We supplement firmlevel data with household survey information and confirm theoretically that the elasticities can be estimated from a cost function under non-constant returns to scale. We show that separable disaggregated inputs can be used to find aggregate elasticities: more skilled and less skilled aggregates are p-complements, so a fall in skilled wages would lead to a rise in demand for less skilled labour. Disaggregated estimates suggest unskilled workers are p-complements with semi-skilled workers but p-substitutes with skilled/artisanal labour. We investigate the effects of a rise in skill supply on the relatively unskilled by estimating Hicks elasticities of complementarity and factor price. Aggregated estimates suggest more skilled and less skilled labour are q-complements, so an exogenous rise in the supply of skilled labour would raise demand for less skilled labour. Disaggregated estimates suggest skilled/artisanal and unskilled labour are q-complements while semi-skilled and unskilled labour are q-substitutes. The results allow for imperfectly elastic product demand and rigid wages. Using an endogenous growth model, we show technological progress is skill-biased in the South if it is in the North, resulting in rising wage inequality in developing countries. Assuming skilled and unskilled labour are perfect substitutes, we model expanded educational access as it adds relatively educated cohorts to the labour market. A rising skill composition causes accelerated skill-biased technological change and wage inequality. Relaxing the assumption of perfect substitutability, a one-off rise in skill supply only raises wage inequality if the elasticity of substitution is high, higher than existing empirical estimates.

Thesis (Ph. D.)--University of Washington, 1991. / Vita. Includes bibliographical references (leaves [87]-112).

The topics of motivation and job satisfaction have been of interest to researchers over the past decades. Many researchers and practitioners have studied the driving factors to motivate staff in the workplace, but no specific findings have shown correlation between motivation and job satisfaction. Problems of motivation and job satisfaction have continued to plague many developing countries like Malaysia. This study is an attempt to improve the understanding of the human contribution to variability in manufacturing industries and the focus areas are work motivation, satisfaction and performance as well as relationships with learning behaviours of employees in the workplace. The research work can be categorized into three parts. The first part consists of pilot study which was conducted to determine the practicality and validity of method/instruments used in the research. The pilot study also helped to correct the flaws/weaknesses of the method before employing it in the full-scale research study. Secondly, an experimental study was carried out to identify the motivation, satisfaction, performance and learning behaviour of unskilled and skilled employees doing simple or complex tasks individually or in group. The final part was an industrial study conducted with 356 employees from various positions and backgrounds in selected manufacturing industries in Malaysia. Based on the findings, it has been shown that unskilled employees preferred doing complex tasks in a group rather than doing simple tasks and skilled employees preferred doing complex tasks individually rather than in a group. It increased their work motivation, satisfaction and performance. It was found that task identity (simple tasks) and learning behaviours (individual learning of unskilled employees) can be the reason for employees to leave in the future. The task identity (task complexity) can be an important factor in job design in organisations and it is significant in the learning process of unskilled and skilled employees in manufacturing industries, particularly in Malaysia. It was also found that learning in a team (group) appears to be a very significant factor in workplace learning for both unskilled and skilled employees. The study has shown that there are relationships between motivational and learning behaviours of skilled and unskilled employees and this knowledge is expected to be useful for employers and policy makers in organisations especially in manufacturing industries in Malaysia.

Amidst economic growth in South Africa, there is increasing job losses. Although a decline in work opportunities is a worldwide trend, in South Africa it is aggravated by the imbalance between skilled and unskilled labour. Recent HSRC (Human Sciences Research Council) research indicated that further job losses (especially for unskilled labour) can be expected over the next five years. Job creation is important to South Africa. Entrepreneurial activity is seen as an essential source of economic growth and the development of small, medium, and micro enterprises (SMMEs) can stimulate job creation. Self-employment is seen as the driving force of economic growth. In South Africa there has been a growth of 15% in self-employment since 1991. Unfortunately, failure is the rule. True entrepreneurship entails value creation for owners, stakeholders, customers, employees and the economy as whole. South Africa with its high unemployment urgently needs to assure that self-employment is truly entrepreneurial rather than only a job substitute to merely survive. It has been indicated that successful SMMEs were generally run by highly educated and experienced entrepreneurs the world over. If these highly educated employers were to be inspired to create more jobs, the constraints they experience, should be addressed. The development of human capital is the first step towards economic growth. Quality education and not just quantity of education is required. More co-operation between tertiary institutions, government, and the business world with regard to contents of programmes and opportunities for practical experience is required. First, however, the skills required for growth need to be identified and developed. Quality education can contribute to skills development and quality businesses that can increase exports that are of high quality and tailor-made to the needs of the consumer. Skills that need to be improved are leadership skills, technical, managerial, accounting, communication, marketing, and sales skills that are required for successful entrepreneurship in the global village. The main focus of the study is thus on the required skills that could differentiate between self¬employment and entrepreneurship. The role of especially communication skills is looked into with more depth. Although different roles are required at various stages of development in a business, at each stage communication is crucial. Prior to the start-up phase, networks with a high level of interaction should be developed, as networks link entrepreneurs to resources and provide information exchange opportunities. Once the venture has been initiated and begins to grow, the leader needs to become more concerned with communicating the vision or plan with providing subordinates with the power to accomplish tasks and participate in the process. The main success factors are discussed. A positive attitude was the first step towards success. Perseverance, hard work, trustworthiness, and responsibility were the main factors that contributed to success. True leaders who use transformational processes to achieve goals and persuade others to accept their vision for the organisation can achieve perseverance, hard work, trustworthiness, and responsibility. Open communication builds trust that leads to more open communication and more trust. Strong leadership instead of only narrow technical skills were required. For venturing and further growth, enhanced information and communication systems were required. In order to deal with change and turbulent environments, organisations must incorporate communication mechanisms for coordination. The network strategy of organization is appropriate for organisations that have to cope with high levels of uncertainty. In growth organizations, close collaboration of a manager with other people was necessary in resolving differences and in inspiring others towards a common goal. The main constraints to achieving desired goals were high taxation, market constraints, crime, access to finance, labour legislation, scarce skills, and inadequate opportunities for communication and networking. The perception among some self-employed graduates that labour market laws impact on their businesses, the high unemployment in the country and the fact that most self-employed graduates indicated that they did not wish to increase the staff complement of their companies (even those who had a high turnover), places a question mark on the appropriateness or appropriate communication of the requirements of the present regulations and legislation. Even if many of the legislative requirements were not applicable to most self-employed graduates, the perception was there that it impacted or will impact on their businesses if they increase their staff complement. Even a perception has its consequences. It is crucial to address the legislation and communicate clearly that which is required from very small firms as opposed to that which is required from medium and large firms in more simplified terms. It is crucial that government takes note of the constraints, as many self-employed graduates did not have the will to grow in fear of detrimental consequences for their businesses, may it be high taxation, crime or the impact of legislation. / Dissertation (MPhil)--University of Pretoria, 2005. / Communication Management / MPhil / Unrestricted

No description available.

Behind the fortunes in diamonds, the great open mines and the teeming town that was early Kimberley, were African labourers. Diggers seemed scarcely to care about them unless they were "in short supply", and many historians have been interested only in the guns they carried home with them. This study is concerned with these men: where they came from, why and how they came, and their treatment while they worked in Kimberley. The initial inspiration for the study came from the chapter on diamond production in Sheila van der Horst's Native Labour in South Africa, a remarkable contribution to the history of the Diamond Fields. The later studies by G.V. Doxey and more recently by John Smalberger which have expanded on aspects of Van der Horst's work, have led me to delve more deeply into other areas upon which they have not touched. One potentially fruitful line of study which was beyond the scope of this work was an investigation into the degree to which the Griqualand West labour question affected the attempts at South African federation in the 1870's. The main sources for the work have been the Griqualand West archives in the Cape Archives, for the period 1872-1880, and the various Kimberley newspapers. Labour returns were printed monthly in the Griqualand West Government Gazette for most years, till 1880. Cape Blue Books were useful sources for the period after 1880. De Beers Consolidated Mines Ltd. hold very little material relating to the pre-amalgamation period, though the extant minute books of the De Beers and Kimberley Central Diamond Mining Companies provided valuable information. A considerable number of contemporary published works were also consulted but, though most made some reference to African labour, few contained anything worthy of mention.