Organisations are constantly evolving and the importance of their human capital is
regularly brought to the fore. More and more companies are investigating issues
such as organisational climate and job satisfaction in an effort to find ways to
retain staff and increase productivity. However, this issue is not just limited to the
private sector. The public sector is also feeling the effects of low job satisfaction
among employees. One of the major contributing factors to employee happiness
is the organisational climate and the manner in which this is perceived by staff.
While research has been conducted in the private sector there is limited research
available on organisational climate in the public sector. The aim of this study was
to assess the organisational climate in a Government Department and to discover
if there is a link between organisational climate and employee job satisfaction.
The objectives were to identify the perceived nature of the organisational climate
in a Government Department, to identify the level of job satisfaction of employees
in the Department, to compare the employees’ perceptions of the organisational
climate to that of the managers and to identify those factors of organisational
climate which impacted most on employee job satisfaction. A questionnaire was
developed using QuestionPro and was distributed to employees of the
Department. Seventy employees responded. Overall it was found that there was
a negative perception of the organisational climate in the Department. In terms of
job satisfaction, the majority of employees indicated that they were dissatisfied.
However, it was found that managers were more satisfied with the organisational
climate than the junior staff. Overall it was found that there is a relationship
between organisational climate and employee job satisfaction. A number of
recommendations were developed such as team-building exercises and
recognition by managers of performance by staff, involve staff in decision making,
issues need to be resolved timeously, and performance assessment needs to
become less intimidating to deal with some of the issues identified. This study
was limited in that it only considered one department in KwaZulu-Natal.
Therefore, the results cannot be generalised to the public sector across South
Africa. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:ukzn/oai:http://researchspace.ukzn.ac.za:10413/9693 |
| Date | January 2011 |
| Creators | Ramloutan, Ashena M. |
| Contributors | Singh, Anesh Maniraj. |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
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