Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012

Thesis (MPA.) -- University of Limpopo, 2010 / The purpose of this study was to evaluate the implementation of Performance Management System in the Ba-Phalaborwa Municipality. The need for this study was considered relevant and necessary as municipalities today have become focus points for service delivery as per their constitutional obligations. Central to the constitutional mandate, amongst other things, the Municipal Systems Act 32 of 2000 requires municipalities to establish a Performance Management System that will play a pivotal role in promoting a culture of Performance Management. It is through Performance Management that priorities, objectives and targets set, as contained in the Integrated Development Plan, are implemented and measured. In this study, the researcher evaluates the capacity of the management of the Ba-Phalaborwa Municipality to implement Performance Management System, the compliance of the Performance Management System with legislation and the perceptions of labour unions in the implementation of the Performance Management System. The study further provides an analysis of the state of the Performance Management System in the Ba-Phalaborwa Municipality. It discloses several issues that require immediate attention by management in order to make Performance Management fully compliant and functional. Amongst other things, the study reveals that there is minimal employee involvement in the planning of Performance Management, lack of training opportunities to address identified weaknesses, non-payment of performance bonus to good performing employees and majority of employees not knowing their performance targets as reflected in the Service Delivery and Budget Implementation Plan. The study concludes by providing recommendations to management of the Ba-Phalaborwa municipality on how to enhance good Performance Management. Some of the recommendations proposed are payment of performance bonus to good performing employees, consultations with all employees on the implementation of the system, cascading of the Performance Management to all lower levels employees, to cite just but few examples. The correct implementation of Performance Management System will serve as a means to enhance organizational efficiency, effectiveness and accountability in the use of resources in accelerating access to good quality services and a better life for all.

This investigation uses the model proposed by Ferris et al.(1989)to study the relationships among the perceptions of organizational politics, organizational influences, work environment influences, personal influences, & study the relationships among the perceptions of organizational politics, job satisfaction , job stress, organizational commitment ,work performance , job involvement, organization citizenship behavior ,turnover intention. Understanding & perceived of control as moderators to influence perceptions of organizational politics & outcome variables were examined. The sample consisted of 2559 employee selected from 36 organizations of 9 industries in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, correlation, regression & multiple linear regression. The major findings of this study are as fallow: Perceptions of organizational politics were found have a negative relationship with organizational influences, & positive relationship with Machiavellians & hierarchical level of personal influences as well. Perceptions of organizational politics were found have a positive relationship with job stress. Understanding & perceived of control as moderators of the relationships between perceptions of organizational politics & employee¡¦s work performance, organization citizenship. Perceived of control as a moderator of the relationships between perceptions of organizational politics & job satisfaction, job stress, organizational commitment, and work performance, organization citizenship behavior.

In order to enhance competence of companies , flexible human resource strategies have become more and more important in many companies as well as in hospitals. Hospitals now focused in decreased cost to improve profit and maintain their high quality of medical treatment. Flexible nursing manpower has become the main human resource strategy used in hospitals. This study focuses to investigate different working status nursing staffs in hospitals and analysis their organizational commitment , professional commitment and work performance . The critical findings of this study are as follows 1. Different demographic characteristics of nursing staffs have significant difference in organizational commitment , professional commitment and work performance. 2. Different working status nursing staffs in organizational commitment and professional commitment are different but not significant. 3. With the same working status of nursing staffs, they have stronger professional commitment than organizational one. 4. Formal nursing staffs have stronger organizational citizenship behavior than contingent ones. 5. The correlation shows that organizational commitment and professional commitment of formal nursing staffs relates positively to their behaviors of work performance. Based on the findings of this study, suggestions are made at two levels¡GThe hospitals and future research. For the hospitals , enhancing organizational and professional commitment of nursing staffs is good at their behaviors of work performance. Besides , if hospital can rearrange work tasks , it is good idea to use contingent nursing staffs to reduce manpower cost of hospital. For the future researches , they can compare behaviors among different industries and different professional areas.

RD&E professionals will lead the direction of industries in Taiwan and also are the key factor of affecting business¡¦ survival in the future. This study explores the effects of RD&E professionals¡¦ work value, perfectionism, workaholism, and money ethic on professional commitment, pay satisfaction, and work performance. There are 1029 copies of valid samples obtained out of 2209 copies of bulk samples. The Pearson Correlation Analysis and the Blocked Regression Analysis are used to examine the hypotheses of this research and the findings of this study indicate that: 1. Work value, Perfectionism, Workaholism, and Money Ethic have a significant forecast ability on predicting dependent variables. 2. Work Value has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, pay satisfaction, and work performance. 3. Personal Standards has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, and work performance; Personal Standards has a significant negative influence on pay satisfaction. 4. Concern over Mistakes has a significant negative influence on the professional involvement, and work performance; Concern over Mistakes has a significant positive influence on the willingness to stay in the same profession. 5. Doubts about Actions has a significant negative influence on the willingness to stay in the same profession, and work performance; Doubts about Actions has a significant positive influence on the professional identification. 6. Parental Expectations has a significant positive influence on pay satisfaction. 7. Parental Criticism has a significant negative influence on the professional identification and involvement, and the willingness to stay in the same profession. 8. Non-Required Work has a significant positive influence on the professional identification and involvement, and work performance. 9. Control of Others has a significant positive influence on the professional identification and involvement, and work performance; Control of Others has a significant negative influence on the willingness to stay in the same profession. 10. Rich/Motivators has a significant negative influence on pay satisfaction, and work performance; Rich/Motivators has a significant positive influence on the professional involvement. 11. Making Money has a significant negative influence on the willingness to stay in the same profession; Making Money has a significant positive influence on the professional identification and involvement, and work performance. 12. Intrinsic Motivation has a significant positive influence on the professional identification, and pay satisfaction.

In recent years, under internationalization, liberalization and competition from China, Taiwan has the urgent need of high quality of human resource and subsequently it makes the ¡§human¡¨ management more complicated. Therefore, medium & small companies faces another new challenge and human resource management has become a big brand of knowledge for nowadays industry operation and management. How to use minimum investment to earn maximum employee loyalty is a big challenge for future human resource management. In the scope of the human resource management, compensation management is key section, like improper compensation management will cause another compensation dispute and the rise of dispute will force industry to pay more attention on the employee¡¦s legal labor rights. Furthermore, poor handle of dispute, consequently if seriously, will cause the dispute between labor and capital, even slightly, will have negative impact on company overall morale, and furthermore, affect company human resource performance. This resource will have medium & small companies as resource targets and focus on probing the relationship between compensation system, labor condition and human resource performance. Followings are the major research results: 1.Technical based compensation system will have effect on the assignment achievement performance. 2.It will have positive effect on the employee salary satisfactory and work performance if medium & small companies offer subsidy for further education, uniform, meal, weddings and funerals allowance and Mid-Autumn festival bonus. 3.There are obvious relationships among different compensation types, compensation basis and conditional performance. 4.Medium & small companies offer for subsidy of further education, transportation, training, other bonuses and annual bonus or not will have significant differences on employee¡¦ salary satisfactory and work achievement performance. 5.Selecting different work hours per week, calculation basis of overtime (holiday) work pay, total annual vacation days given, calculation basis of special rest days will have significant differences on compensation basis, salary satisfactory and work achievement performance. 6.Different employee characteristics will have remarkable differences on compensation basis, employee leave tendency, salary satisfactory and work achievement performance.

The diligent working attitude of Taiwanese employees has created miracle in Taiwanese economy. The result of investing too much time in their career does not only affect their psychological well-being but also impact their family dynamic. According to some researches, working overtime does not always bring benefit to the organizations; nevertheless, working overtime is still a widespread phenomenon even though there are labor laws to regulate such behavior in Taiwan, Karoshi is quite common on the news. This research samples knowledge workers to investigate the relationship between employees¡¦ motivations, cognitions, and behaviors of working overtime; the moderating effects specific to job characteristic will be studied as well. Furthermore, we have identified the motivations for work overtime into three main categories: immediate rewards, seeking for career growth potential, and peer pressure from other employees. The first category is immediate rewards, which simply referred to overtime pay or extra vacation days employees earn from working overtime. The second category of motivations to work overtime is to seek for a career growth potential in the near future. By working overtimes, the employees hope the employers can see the dedication employees had put into their work then provide employees opportunities to move onto a higher level position or an increase in compensation. Peer pressure is the third category of motivation for people to work overtime. The employees feel pressure to be the first one to step out off the office while others are still working after their regular work hours. In addition, this research also analyzed the relationship between work performance evaluations and emotions associated with overtime; identifying specific behaviors associated with working overtime by analyzing the relationship between how man overtime hours worked and how often one will need to work overtime. By doing this research, we hope that we hope we can provide a better understanding of the extended hours overtime phenomenon in Taiwan. Through the real example analyses, this research acquires the following results: 1.There is no obvious relation between seeking a career growth potential and employees¡¦ feeling toward overtime; nor there direct connection between motivation for overtime and emotions which associated with working overtime. 2.However, our real example analyses do show a positive relationship between motivation due to peer pressure for working overtime and work performance evaluation for overtime. Nerveless, the research data shows a inverse relation between motivations due to peer pressure for working overtime and emotions associated with working overtime. 3.There is a positive relationship between seeking a career growth potential and hours worked. 4.If one is concerned his/her evaluations from his/her supervisor, then there will be an obvious increasing in his/her overtime working days and hours but there is no connection with the work emotions. 5.The individual control of work will cause negative interference with the motives and the evaluations of overtime working; the feedback and the integrity of work will cause positive interference.

The aim of this research revolved around the following issues: *What is the nature of motivation and morale? *What external factors play a role in determining motivation and morale? *How do certain factors influence Afrikaans-speaking educators to cause a negative attitude towards their profession as well as creating a low morale? In order to attain the above aim, a literature and empirical study was undertaken. The literature study was done by using primary and secondary sources. In the first instance it was necessary to investigate the meaning of the concepts motivation, work motivation, work satisfaction, morale, organisation climate, work performance, work productivity, stress, and change. It was found that these concepts are interdependent, creating a complete picture. After the nature and factors of motivation and morale had been identified and discussed, a questionnaire was compiled. Schools in the North West and Northern Cape provinces were involved to complete the questionnaire. The information thus assembled was statistically analysed by means of the SAS computer programme and interpreted. From the data, findings were reported and recommendations made. The empirical investigation indicated that Afrikaans-speaking educators are currently motivated to a certain degree, although there are factors that cause these educators to be unmotivated towards their work. These factors are among others the unrealistic demands made by Curriculum 2005, work overloading and undisciplined learners. Based on the empirical investigation, recommendations were made in conclusion. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2004.

Thèse numérisée par la Division de la gestion de documents et des archives de l'Université de Montréal

The aim of this research revolved around the following issues: *What is the nature of motivation and morale? *What external factors play a role in determining motivation and morale? *How do certain factors influence Afrikaans-speaking educators to cause a negative attitude towards their profession as well as creating a low morale? In order to attain the above aim, a literature and empirical study was undertaken. The literature study was done by using primary and secondary sources. In the first instance it was necessary to investigate the meaning of the concepts motivation, work motivation, work satisfaction, morale, organisation climate, work performance, work productivity, stress, and change. It was found that these concepts are interdependent, creating a complete picture. After the nature and factors of motivation and morale had been identified and discussed, a questionnaire was compiled. Schools in the North West and Northern Cape provinces were involved to complete the questionnaire. The information thus assembled was statistically analysed by means of the SAS computer programme and interpreted. From the data, findings were reported and recommendations made. The empirical investigation indicated that Afrikaans-speaking educators are currently motivated to a certain degree, although there are factors that cause these educators to be unmotivated towards their work. These factors are among others the unrealistic demands made by Curriculum 2005, work overloading and undisciplined learners. Based on the empirical investigation, recommendations were made in conclusion. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2004.