The aim of this research project is three-barrelled: • to ascertain the nature of job satisfaction; • to ascertain which factors, according to literature, lead to the job satisfaction of the female head of department at a secondary school; • to ascertain which factors in the practice of education lead to the job satisfaction of the female head of department at a secondary school. To achieve these goals a literary study as well as an empirical research was undertaken. The literary study was done from primary and secondary sources. A DIALOG computer search was done with the following words: females, sex fairness, leaders, women administrators, career leaders, promotion, motivation, work satisfaction, female teachers, secondary school. Consequently the nature of job satisfaction was discussed. After having identified the management factors that have an influence on the female head of department job satisfaction, these factors were grouped and discussed under the following sub-divisions: • Factors that are situated in the head of department herself • Interpersonal relations • Factors concerning the job situation • Career development • Factors on managerial level that have an influence on job satisfaction Based on these factors a questionnaire was compiled from existing questionnaires (those of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996; Kirsten, 2000 and the Minnesota Importance Questionnaire, 1985). A systemized sample was used by which female heads of department of secondary schools in the North West Province were involved. The questionnaires were sent to the study population. The information thus gathered was statistically processed and interpreted. On account of these data, recommendations were made. The empirical research showed that female heads of department of secondary schools experience to a certain extent job satisfaction, but also that certain factors need attention. Based on the empirical study, recommendations were made. The most important one being the need to look incisively into adaptable scales of salary according to qualifications, as well as compensation that compares well with comparable jobs. It is important that the programme of rationalisation should be completed as soon as possible so that the matter of job security can be looked into seriously. The education authorities need to look into effective and fair evaluation for promotion, as well as into the physical work conditions of the female head of department / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2001

The aim of this research project is three-barrelled: • to ascertain the nature of job satisfaction; • to ascertain which factors, according to literature, lead to the job satisfaction of the female head of department at a secondary school; • to ascertain which factors in the practice of education lead to the job satisfaction of the female head of department at a secondary school. To achieve these goals a literary study as well as an empirical research was undertaken. The literary study was done from primary and secondary sources. A DIALOG computer search was done with the following words: females, sex fairness, leaders, women administrators, career leaders, promotion, motivation, work satisfaction, female teachers, secondary school. Consequently the nature of job satisfaction was discussed. After having identified the management factors that have an influence on the female head of department job satisfaction, these factors were grouped and discussed under the following sub-divisions: • Factors that are situated in the head of department herself • Interpersonal relations • Factors concerning the job situation • Career development • Factors on managerial level that have an influence on job satisfaction Based on these factors a questionnaire was compiled from existing questionnaires (those of Hillebrand, 1989; Esterhuizen, 1989; Du Toit, 1994; Engelbrecht, 1996; Kirsten, 2000 and the Minnesota Importance Questionnaire, 1985). A systemized sample was used by which female heads of department of secondary schools in the North West Province were involved. The questionnaires were sent to the study population. The information thus gathered was statistically processed and interpreted. On account of these data, recommendations were made. The empirical research showed that female heads of department of secondary schools experience to a certain extent job satisfaction, but also that certain factors need attention. Based on the empirical study, recommendations were made. The most important one being the need to look incisively into adaptable scales of salary according to qualifications, as well as compensation that compares well with comparable jobs. It is important that the programme of rationalisation should be completed as soon as possible so that the matter of job security can be looked into seriously. The education authorities need to look into effective and fair evaluation for promotion, as well as into the physical work conditions of the female head of department / Thesis (M.Ed.)--Potchefstroom University for Christian Higher Education, 2001

Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

Orientador: Vladimir Antonio Paulon / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Engenharia Civil, Arquitetura e Urbanismo / Made available in DSpace on 2018-08-04T21:27:25Z (GMT). No. of bitstreams: 1 Fujimoto_Aparecido_D.pdf: 2103182 bytes, checksum: 92d418417c767a23ba7dd2dbb5d11f99 (MD5) Previous issue date: 2005 / Resumo: O trabalho analisa e reforça a importância da educação permanente para o desenvolvimento e eficiência dos trabalhadores na área da construção civil, na cidade de Campinas e região, nos últimos 10 anos, bem como identificar os problemas que afetam o trabalhador e pesquisar as empresas na forma como conduzem a qualificação profissional e elaborar propostas de treinamentos baseados na educação. A metodologia usada é descritiva qualitativa, que procura trabalhar com o desempenho e comportamento do trabalhador, ou seja, coletar dados e confrontá-los, interpretar e não deduzir. Constata-se que o trabalhador consciente e responsável na atividade que desenvolve contribui para obtenção do controle de qualidade total, minimizando perda de tempo e material, satisfazendo a empresa, a sociedade, e sobretudo a si próprio. Os dirigentes das empresas da construção civil devem ter autoconfiança o suficiente para transmitirem tanta autoridade quanto for possível aos seus funcionários. Assim, assegura-se o respeito pela humanidade como sua filosofia de administração. Segundo a pesquisa realizada, as empresas que promovem treinamentos baseados na educação, apresentam alto grau de satisfação com o desempenho de seus funcionários, da mesma forma que a reciprocidade ocorre. A maioria dos trabalhadores demonstra eficiência nas tarefas quando treinados sistematicamente. Em geral, percebe-se que após os treinamentos, a integração do trabalhador, empresa e seus pares é eficaz, melhorando a qualidade de serviço, interação entre as equipes e, principalmente, a satisfação pessoal. Ao privilegiar a abordagem humanística, através da educação permanente, reconhece-se que entre o comportamento e o desempenho há o valor das pessoas / Abstract: The main purpose of this study is to analyze the importance of permanent education for development and efficiency of workers in the civil construction in Campinas city and region for the last ten years, as well as to raise the problems that affect the worker and to survey about companies and how they conduct the professional qualification, and to elaborate proposals of training based on education. The applied methodology is the qualitative descriptive that tries to work with the performance and behavior of the worker, that is to collect and analyse data and compare them, to interpret not to deduce than. One evidence is that the conscientious and responsible worker contributes for attainment of the total quality control minimizing waste of time and construction material, satisfying the company, society, and especially the worker himself. The leaders of the civil construction companies must have enough confidence to transmit as much authority as possible to their employees. Thus, the respect for humanity is assured as a philosophy of management. According to this research, the companies that promote training based on the education present high degree of satisfaction with the performance of their employees, likewise reciprocity occurs. The majority of the workers demonstrates efficiency in their tasks when trained systematically. In general, it is noticed that after the training, the integration of the workers with the company and their partners is efficient, improving the quality of work, interaction between teams and mainly the personal satisfaction. When insisting on this humanistic boarding, through the permanent education, it is recognized that the behavior and the performance have the people's values / Doutorado / Edificações / Doutor em Engenharia Civil

The thesis is dealing with the motivation of human resources in a small firm producing the specialized medical equipment. The aim is to analyse the actual situation of a motivation stucture and work satisfaction through the use of an empirical research and to suggest recommendations for the improvement of this area of the company's human resource management. The theoretical part characterizes a question of work motivation, system of assessment and remuneration of workers including employee benefits. The practical part of the thesis characterizes these areas of the personnel work in the company and then it analyses factors of motivation and work satisfaction of employees. Results of the questionnaire examination are used for the suggestions of some measures for the improvement of work motivation, satisfaction and stabilisation of the company's employees.

The diploma thesis aims to explore work motivation and satisfaction of employees in chosen company, based on the assumption that these are at the lower level. On the ground of gained information subsequently proposes a suitable motivational program for language school employees. Considering low number of respondents there are several research methods used in the thesis, including personal and written questioning of employees, interviews with former employees, Bales interaction analysis, and comparison with another institution of similar nature. Based on the research has been confirmed the hypothesis about dissatisfaction of employees on the workplace. Taking into account the structure of statements is whole research and its conclusions grounded in Herzberg theory of work motivation and proposed program includes both hygienic and motivational elements.

El presente estudio se ha realizado a partir de diferentes investigaciones enfocadas en las nuevas perspectivas en el diseño de espacios de trabajo y su relación con la productividad. El criterio de selección del corpus analizado gira en torno a la pertinencia del tema y la fecha de publicación de las fuentes, las cuales datan del 2015 al 2020 debido a que es necesario que la información estudiada sea la más relevante y vigente. A partir de ello, se han formulado cuatro objetivos específicos que engloban y apoyan los argumentos planteados en la investigación. El primero es determinar las diferencias que existen en el uso de los conceptos asociados con el análisis de los espacios de trabajo por parte de los autores consultados. En segundo lugar, se pretende presentar los diferentes enfoques que empresas y usuarios independientes en países altamente industrializados le dan al espacio de trabajo y cómo estos influyen en sus actividades. Luego de ello, se busca identificar el comportamiento de los trabajadores con respecto a sus espacios de trabajo a partir de las variables etaria, generacional y de género, y el impacto que tienen sobre su rendimiento laboral. Finalmente, los autores procuran establecer la conexión que ellos encuentran entre los espacios de trabajo y la productividad de las empresas. Por otra parte, la principal conclusión a la que llega este artículo es que no existe un consenso definitivo entre los autores, pues mientras que para un grupo de investigadores los cambios en el diseño de los espacios de trabajo mejoran la productividad de los colaboradores, otros refieren que estos espacios pueden deshumanizar y perjudicar la productividad empresarial. Asimismo, se debe considerar que los espacios de trabajo se han ido adaptando a las nuevas necesidades de los colaboradores para ser más productivos y crecer profesionalmente, y a las nuevas expectativas que tienen las empresas con respecto a ello. / This paper has been carried out from different research focused on new perspectives in the design of working spaces and their relationship with productivity. The selection criteria of the corpus of analysis implies the relevance of the topic and the date of publication of the sources: publications in the period 2015 - 2020. Based on this, four specific objectives have been formulated that support the arguments raised in the research. First, determining the differences that exist in the use of the concepts associated with the analysis of the working spaces by the analyzed authors. Second, it will contrast the different approaches that companies adopt in highly industrialized countries with respect to the working space that improve the activities of their users. After that, it is sought to identify the behavior of workers regarding to their working spaces based on the variables: age, generation and gender, and the impact these have on their work performance. Finally, it is looking to propose the relationship that the authors attribute to the working spaces on the productivity of the companies. The main conclusion reached by this paper establishes that there is no clear consensus among the authors: whereas for a group of researchers the changes in the design of working spaces improve the productivity of users, others refer that these spaces can dehumanize and harm business productivity. Besides, it is important to consider that the working spaces have been adapting to the new requirements that the users look to be more productive and get better opportunities in laboral promotions. / Trabajo de Suficiencia Profesional

El objetivo del estudio fue realizar un análisis bibliométrico sobre el estado de las tesis de grado de satisfacción laboral en colaboradores del rubro minero recogidos de la base de datos Alicia entre el periodo de tiempo 2016 al 2020. Se encontró un total de 13 tesis, de las cuales quedaron seleccionadas 9 investigaciones que cumplían con los criterios de inclusión. Posteriormente, se realizó el análisis de la información en las investigaciones recopiladas. En cuanto a los resultados, se destaca que la totalidad de la producción científica incluye introducción, objetivo, hipótesis, método, resultados, conclusiones, recomendaciones y referencias. No obstante, solo el 22.22% no presenta en su estructura un resumen, abstract, palabras claves y discusión; y el 11.11% no cuenta con una sección de análisis de datos. Finalmente se concluye que, la producción científica en relación a la satisfacción laboral en población minera durante los últimos 5 años es escasa y que la mayoría de tesis de grado presentan una estructura. / The objective of the study was to perform a bibliometric analysis on the status of theses of degree of job satisfaction in collaborators of the mining sector collected from the Alicia database between 2016 and 2020. A total of 13 theses were found, of which were selected 9 investigations that met the inclusion criteria. Subsequently, the analysis of the information in the collected investigations was carried out. The results showed that the entire scientific production includes an introduction, objective, hypothesis, method, results, conclusions, recommendations and references. However, only 22.22% do not present a summary, abstract, keywords and discussion in their structure; and 11.11% do not have a data analysis section. Finally, it is concluded that the scientific production in relation to job satisfaction in the mining population during the last 5 years is scarce and that most of the degree theses present a structure. / Trabajo de investigación

Este estudio trata acerca de la comunicación interna y su incidencia en la satisfacción laboral en una Unidad de Gestión Educativa Local de Lima Metropolitana. Dentro de los objetivos se planteó determinar la relación entre la comunicación interna y la satisfacción laboral en los colaboradores de una Unidad de Gestión Educativa Local de Lima Metropolitana. Para ello, se diseñó una investigación de tipo descriptiva correlacional, en donde se aplicó una encuesta por cuestionario de 54 ítems a 143 colaboradores de una Unidad de Gestión Educativa Local de Lima Metropolitana para medir las variables de investigación. El instrumento se elaboró con la escala de Likert, con puntajes del 1 al 5, se ha determinado según el Coeficiente de Pearson (R=0,675) y T student, que existe una relación entre las variables de estudio; el nivel de percepción de la comunicación interna se encontró predominantemente un nivel alto en 62%, para la variable Satisfacción laboral se encontró predominantemente un nivel alto en 54%. / This study is about the internal corporate communication and its incidence on job satisfaction in a Local Educational Management Unit in Metropolitan Lima. Within the objectives there are set goals to determine the relationship between internal corporate communication and job satisfaction in the collaborators in the Local Educational Management Unit in Metropolitan Lima. For this, there has been designed a descriptive correlational research, where a questionnaire survey of 54 items was applied to 143 collaborators of a Local Educational Management Unit in Metropolitan Lima to measure the research variables. The instrument was developed with the Likert scale, with scores from 1 to 5, it has been determined according to Pearson's Coefficient (r = 0.675) and Student's T, that there is a relationship between the study variables; The level of perception of internal corporate communication was found to be a predominantly high level of 62%, for the variable Job satisfaction a predominantly high level was found of 54%. / Tesis

En la actualidad las empresas se preocupan por la satisfacción de sus colaboradores, puesto que reconocen que son un pilar importante para el desarrollo y crecimiento del negocio. Por ello, se considera importante contar con líderes que se enfoquen tanto en el personal como en los objetivos de la empresa. Uno de los estilos de liderazgos que adopta el enfoque antes mencionado es el liderazgo transformacional. La presente investigación tiene como propósito determinar la existencia de influencia de la variable liderazgo transformacional en la variable satisfacción laboral de los trabajadores del área comercial de las empresas del sector higiene en Miraflores, año 2021. El estudio tiene un alcance explicativo y un método de investigación cuantitativo no experimental transversal. Para la recolección de la información se aplicó una encuesta de tipo Likert a 126 colaboradores de las empresas del sector higiene que tienen ubicada su oficina principal en el distrito de Miraflores. Según los resultados obtenidos, concluimos que la investigación confirma la existencia de la influencia de la variable liderazgo transformacional en la variable satisfacción laboral. Evidenciando que este estilo de liderazgo permite que el trabajador se sienta más satisfecho dentro de la compañía para la cual trabaja, puesto que el líder transformacional muestra consideración e interés sobre el bienestar de su personal, aumenta la confianza, los motiva y genera seguridad en ellos mismos para realizar sus labores. / Currently, companies are concerned about the satisfaction of their employees, since they recognize that they are an important pillar for the development and growth of the business. For this reason, it is considered important to have leaders who focus on both, the people and the objectives of the company. One of the leadership styles that the aforementioned approach adopted is transformational leadership. The present research aims to determine the existence of influence of the transformational leadership variable on the job satisfaction variable of workers in the commercial area of ​​companies in the hygiene sector in Miraflores, year 2021. The study has an explanatory scope and a research method quantitative non-cross-sectional experimental. To collect the information, a Likert-type survey was applied to 126 employees of the hygiene sector companies located in the district of Miraflores. According to the results obtained, we conclude that the research confirms the existence of the influence of the transformational leadership variable on the job satisfaction variable. Evidence that this leadership style allows the worker to feel more satisfied within the company for which he works, since the transformational leader shows consideration and interest in the well-being of his staff, increases confidence, motivates them and generates security in them. themselves to do their jobs. / Tesis