Tesis sobre el tema "Employee morale"
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Beck, Karen. "The development of affective organisational commitment /". Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.
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Leone, Teresa A. "The manager's role in motivating employees for increased productivity and performance". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.
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Bugaari, Lynn. "A post restucturing assessment of employee attitudes in South African National Science Council". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1013702.
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Research problem: The restructuring of an organisation can be classified as a transformational intervention (Litwin & Burke, 1992). As such is it has a potential to significantly influence key employee attitudes that are related to employee and organisational performance. Any deterioration in these attitudes could impact negatively on organisational outcomes. As part of the monitoring and review of change interventions, management needs to understand the change in employee attitudes towards their work and management in their business units and towards the broader organisation in order that, if necessary, corrective action can be taken. Research objectives: To address the research problem, research objectives and questions were established. The main objective of the study was to investigate whether there has been a change in attitudes of employees in two business units of a South African National Science Council after the implementation of restructuring in the organisation and the business units. The key attitudes to be measured are job and management satisfaction, perceived organisational support, organisational commitment and a dimension of employee engagement, dedication. Research questions: Four research questions were established and these were; What is the change in employee attitudes post-restructuring? In particular what is the change in employee job satisfaction; management satisfaction, employee engagement, commitment to the organisation and perceived organisational support? What is the relationship between the sub-groups, distinguished by gender, occupational level, race, home language, age, number of years of service and business unit, and employee attitudes pre-restructuring? What is the relationship between the sub-groups distinguished by gender, occupational level, race, home language, age, number of years of service and business unit, and employee attitudes post-restructuring? What is the relationship between the sub-groups distinguished by gender, occupational level, race, home language, age, number of years of service and business unit, and the change in employee attitudes pre and post-restructuring? Research design: The nature of this research is descriptive. In order to solve the research questions the researcher used a pre-test and post-test measurement of employee attitudes. A survey using a structured self-administered questionnaire was used to collect information regarding employee attitudes before and after the restructuring of the organisation and business units. Major findings: The results from the survey showed that there was a change in the levels of organisational commitment, job satisfaction and management satisfaction at the National Science Council after the restructuring had taken place. Also, the impact of the sub-groups in the organisation on affective factors was evident in the level of occupation and employee engagement, race and management satisfaction, the business unit and the levels of perceived organisational support, management satisfaction and employee engagement, home language and employee engagement, the number of years the employee had worked for the organisation and management satisfaction, age and job satisfaction and employee engagement.
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Conway, Channing Craig. "School Restructuring and Employee Morale: Unintended Consequences of Involuntary Transfers". Diss., Temple University Libraries, 2011. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/144417.
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Educational AdministrationEd.D.
This study examined the morale of fifteen teachers in a Mid Atlantic State Public School System after the implementation of restructuring per the corrective action continuum mandated by the No Child Left Behind federal legislation. Per the legislation, schools which fail to meet Adequate Yearly Progress (AYP) for six consecutive years were required to select one of the suggested school restructuring options. These options were: replace most of the school personnel, including the principal; convert the school in to a charter school; release the control of the school to the state department of education; or contract the services of an outside agency to operate the school. The participants in this case study consisted of fifteen faculty members; five faculty members who remained at the study school, five faculty members who were displaced from the study school and five turnaround teachers who were newly assigned to the study school. As qualitative studies focus on `How' and `Why' questions, it was appropriate to utilize this type of framework as the researcher identified and explored how the morale of the faculty changed after the implementation of the restructuring process. The results of this study show only one of 15 of the study participants expressed that the implementation of the restructuring at the two study schools yielded a positive change in faculty morale. On the contrary, 14 of 15 study participants felt the restructuring process, as carried out in both study schools, had a negative impact on employee morale. Additionally, study participants indicted both study schools as having more of a positive climate prior to the implementation of restructuring as all of the interviewed subjects reported the restructuring process negatively impacted the student body, their parents and the entire school community.
Temple University--Theses
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Oliver, Laura A. "Work Breaks, Employee Morale, and Satisfaction in the Restaurant Industry". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3057.
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Work breaks during an individual's shift can be a powerful motivational tool for management; however, not all individuals receive breaks during their shifts. The purpose of this phenomenological, qualitative study was to explore how work breaks affect employee morale and satisfaction in the casual and fine dining restaurant industry. The questions explored in this study were related to the breaks effect employee satisfaction and morale in the casual and fine dining restaurant industry. Thirteen participants with a minimum of 5 years' experience as wait staff who worked more than 6 hours per day were interviewed using semi structured interviews. The results were analyzed using a modified version of van Kaam's method and MAXqda software. The results suggested that breaks did not directly affect employee satisfaction and morale; however, management style directly affected employee satisfaction and morale. The results from this study may help managers have a better understanding of how their interactions and dealings with employees affect employee satisfaction and morale. This research may spur a field-changing management training, which could promote positive social change for employees.
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Naina, Ruweida Anastacia. "An investigation of the effects of leadership training on junior managements' (sic) morale at three manufacturing organisations within the Buffalo City Area". Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/105.
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The present study was undertaken to determine the effects that leadership training has on employees’ morale at work. The study was conducted on 15 students from three organisations within the Buffalo City area, studying towards a Diploma in Manufacturing Management at the Johnson & Johnson Leadership Development Institute, Rhodes University, East London Campus. The main aims of the study were: · to review the literature of the leadership training conducted at the Johnson & Johnson Leadership Development Institute (JJLDI), and to assess the effects it has on employees’ morale at work. · to provide industry with documented evidence that the leadership training conducted at the JJLDI has a positive influence on employees morale. · to provide the JJLDI with valuable information as to whether or not the course material and methods has a positive impact on meeting industry demands. A secondary objective of the study was to provide a medium in which students undergoing the leadership training were able to address their concerns with regard to course content and structure. Fieldwork comprised a 5-day, week (40 hours) of intensive lectures and group discussions at Rhodes University. Students were then assigned a 4-month workbased project with the lecturer acting as mentor to each student. The researcher used self- administered electronic questionnaires as the research tool. Results revealed the following: · that the students morale increased by more than 20 percent after having undergone leadership training; that the students communication skills has increased, and, · that the students interpersonal relations with co-workers has shown a significant increase Future implications are that students exposed to this type of leadership training will have a positive influence on their co-workers. This will spurn a new organisational culture that will cope with global demands. In some cases these future leaders will be the source of sustained competitive advantage over insurgents through increasing the organisation’s human, social and knowledge capital.
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Gono, Charles Saye. "The impact of participatory management on productivity, quality, and employees' morale". Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001gonoc.pdf.
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Botha, Anton Ivan. "Motivation and complexity : an exploration of a complexity approach in employee motivation with specific focus on a Lacanian model of desire". Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1232.
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Since employee motivation contributes to overall organisational success, reliable motivation theory should inform management and reward practices. Yet, motivation theory is currently in a state of paralysis, with no constructive theorising taking place. Analysis of its methodological presuppositions reveals that it relies on out-dated binary thinking, prioritising, e.g. either a ‘machine-like’ (body driven) or ‘god-like’ (rationally driven) understanding of humanity. In this study it is argued that the revival of motivation theory requires a paradigmatic shift towards a complexity methodology because human motivation was found to be a complex system and must be theorised accordingly. It was found that McAdams’ theory of personality which brought together personality traits, conditioning, and motives could form the basis of a complex theory of motivation. On this basis, a complex model was developed which incorporated elements of existing motivational theories. This model proposed that drives, which motivate behaviour, are a combination of instincts, needs, and desires, mediated by personality traits, rational processing, and conditioning. All of these interconnected elements, as well as biological and environmental conditions, have an impact on, and are influenced by one another. For the purposes of understanding employee motivation the element of desire was isolated as a potential means to value segment employees. A Lacanian theory was utilised to elaborate on the element of desire. This theory postulated that individuals tend to display a dominance is one of nine kinds and modes of desire. An instrument was developed to test the applicability of the Lacanian model. It was developed in five phases which included three pilot studies and two samplings. A total of 591 respondents participated in the empirical research study with 428 in the first sample and 70 in the second; the remaining 93 made up the pilot studies. Unlike the initial version of the instrument used in the first sample (n=428) the data obtained by the last version (n=70) revealed that the instrument held some form of reliability and validity. Once analysed through descriptive and inferential statistics the data supported the view that individuals tended to display dominance in a kind and mode of desire as per the Lacanian model, and sufficient variance existed to preliminarily conclude that this model could be used as a means to value segment employees. Recommendations were as follows: (1) that complexity methodology should inform future motivation theorising, (2) that the proposed complexity models be further empirically tested, (3) that an adequately complex, flexible rewards system be considered, (4) that both managers and employees make use of the developed instrument to aid them in the selection of rewards that will lead to increased satisfaction.
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Piek, Stephanie Helena. "Factors contributing to the low morale of officials in the Department of Correctional Services an Employee Assistance Programme perspective /". Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-11192008-171203.
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Wolfaardt, Michelle. "Exploring employee morale at the Port Elizabeth plant of Cadbury (South Africa)". Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1003129.
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In the current business climate, performance is increasingly determined by how flexibly and effectively companies can utilize their human resources and this in tum, is influenced by employee morale. Morale refers to a state of psychosomatic health marked by an energetic, decisive resolution to achieve a given goal. When morale is low, employees may do what is required but do not have the energy to 'go the extra mile'. The importance of maintaining high morale is thus evident. The following project involved a study of morale in Cadbury's Port Elizabeth plant. Cadbury management was concerned about low morale following a recent merger with Bromor Foods. They thus wanted to assess: the state of current morale; any factors that may be influencing it; indicators of low morale (so that it may be monitored in the future) and finally, ways of addressing any existing morale issues. In order to achieve these aims, the researcher conducted interviews with various people to explore morale issues from employees' perspectives. She then sought confirmation for these views at the organizational level through the use of a survey. Statistical and thematic analyses showed morale to be low for middle managers and revealed a variety of indicators and influencing factors, as well as suggestions for addressing them. Despite the need to boost the sample size with convenience sampling, and thus, reduced representivity, the research was successful in answering the research aims.
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Price, Evan. "The antecedents of frontline employee morale in a services marketing context". Thesis, Queensland University of Technology, 2002.
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Zayach, Jeffrey J. "A diagnosis and intervention strategy for improving morale in a food safety program". [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/JZayach2005.pdf.
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Ip, Bonnie Wai Yue. "Morale of the non-civil service contract staff in Hong Kong Special Administrative Region". access abstract and table of contents access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/ezdb/dissert.pl?ma-sa-b21431267a.pdf.
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Thesis (M.A.)--City University of Hong Kong, 2006."A capstone project submitted in partial fulfillment of the requirements for the Master of Arts in Public Policy and Management at City University of Hong Kong." Title from title screen (viewed on Oct. 26, 2006) Includes bibliographical references.
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Lance, Charles E. "Evaluation of competing models of the causal relationships among job satisfaction and organizational commitment as precursors to voluntary employee turnover". Diss., Georgia Institute of Technology, 1985. http://hdl.handle.net/1853/29210.
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Dolfi, Sharon A. Israel. "Correlates of union and organizational commitment : a survey of former Eastern Airlines employees". FIU Digital Commons, 1994. http://digitalcommons.fiu.edu/etd/3072.
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Former Eastern Airlines flight attendants were surveyed regarding their levels of union, organizational, and dual commitment, union participation, strike participation and support, and current feelings of job stress, job affect and job satisfaction. It was found that union commitment was positively correlated with union participation. Due to the unique situation at Eastern, it was also found that there was no difference in levels of strike participation and support between those dually committed and those unilaterally committed to the union. Strike participation and support also correlated positively with one measure of current job stress. Other findings included a positive correlation between job affect and satisfaction, and a negative correlation between both of these measures and job stress.
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Kanyi, Juliet. "A frame for improving employee commitment to a sustainability strategy". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3832.
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The changing business environment has increasingly driven organisations to incorporate sustainability into their corporate strategy for them to remain competitive. The economic, social and environmental goals and objectives of the organisation are now being factored into corporate strategy. This is as a result of the opportunities presented with the adoption of sustainability as a strategy and the threats caused by failure to adopt sustainability within their corporate strategy. For organisations to reap any benefits of incorporating sustainability, successful implementation of the strategy is needed. The role employees’ play in the implementation process of the sustainability strategy is critical. For successful implementation of the strategy, employee commitment is required as they have to adjust their actions and behaviours to be congruent with those required for the successful implementation of the sustainability strategy. However literature suggests that employees have received little attention in past research in regard to sustainability especially in emerging markets where research on sustainability has been limited. For this reason, the research problem for this study was how employee commitment can be improved towards the implementation of the sustainability strategy in their day-to-day operations. To achieve this objective, a conceptual framework was developed by investigating the organisational factors that impact on employee commitment to implementing sustainability in their day-to-day activities. To develop the conceptual framework, a literature review was conducted. The conceptual framework served as a basis for the construction of the questionnaire, to determine the nature of employee commitment to sustainability, to what extent they were implementing sustainability in their day-to-day activities and finally for the employees who were committed and were implementing sustainability what were the organisational factors that influenced their commitment to the sustainability strategy. The questionnaire was distributed to employees of different organisations in the Nelson Mandela Bay Metropolitan area who were MBA students at Nelson Mandela Metropolitan University. The findings of the empirical study indicate that the majority (75.5%) of the respondents were committed to all the tenets of sustainability, and were implementing the sustainability strategy. Though there were trade-offs in how the sustainability strategy was implemented, with the economic aspect having precedence where 84.5% of the respondents were implementing it, 70% of the respondents were implementing the social aspect of sustainability and 72.2% implementing the environmental tenet of sustainability. The organisational factors that influenced employee commitment to sustainability as was developed in the conceptual framework were all positively confirmed by the findings of the empirical study. Employee socialisation had the highest influence on commitment, followed by leadership, culture, communication, sustainability programmes and finally performance management. Formal and informal socialisation in the form of training and influence from experienced employees was the leading organisational factor that influenced commitment. The different roles top and middle management played in regard to sustainability followed. The organisational culture that existed in the organisation and the internal communication that was received all contributed to employee commitment to sustainability. The sustainability programmes in place and performance management systems in place were all organisational factors contributing to employee commitment to sustainability.
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James, Dawn Marie. "Employee interpersonal communication| The relationship to morale within the professional learning community". Thesis, Trevecca Nazarene University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3565659.
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The study investigated the relationship between perceived levels of positive and negative employee interpersonal communication and morale within a large public school system in Tennessee (N = 714) using the Workplace Morale Questionnaire. Correlational research during Phase 1 (n = 187), using Pearson r tests and qualitative data, suggested significance among all findings, including a strong, direct relationship between expressed appreciation and morale; strong, indirect relationship between backbiting and morale. Pre-experimental, one-group pretest/posttest research, during Phase 2 (in-service, n = 48; two-month challenge, n = 54; follow-up survey, n = 291), using qualitative data, chi square and independent samples t tests, examined whether changes in employee interpersonal communication altered perceived levels of morale, suggesting no difference based on condition.
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Ladson, Deniqua Arshay. "Strategies for Increasing Employee Morale and Mitigating Turnover in the Banking Industry". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7689.
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Bank leaders who fail to implement effective leadership strategies experience low employee morale and high employee turnover. The estimated failure rate of bank industry leadership to attain some organizational targets such as desired levels of employee morale, employee retention, and profitability is as high as 60%. The purpose of this single case study was to explore strategies bank leaders implemented to improve employee morale and mitigate employee turnover. The population for this study included 4 bank leaders in the United States who successfully applied effective leadership to improve morale and mitigate employee turnover for more than 5 years. Data were collected from semistructured interviews with bank leaders and from artifacts such as the company website. The transformational leadership theory guided this research as the conceptual framework. Data triangulation was employed. Data were analyzed using Yin’s 5 steps of data analysis. Three themes emerged from analysis of the data: adopting motivational leadership techniques, applying open and transparent communication skills, and applying recognition or rewards. The application of findings from this study could contribute to positive social change because society may benefit from an improved banking intermediation system to support employment retention and the improvement of citizens’ livelihoods.
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Matsaung, R. G. (Raesibe Granny). "Factors Influencing the morale of employees at the greater Tzaneen municipality". Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/41809.
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The purpose of the study was mainly to explore factors influencing the morale of employees at the Greater Tzaneen Municipality (GTM). Morale is the psychological state of a person as expressed in self-confidence, enthusiasm, and/or loyalty to a cause or organisation and it flows from people's conviction about the righteousness or worth of their actions and the hopes of considerable rewards (material or otherwise) in the future. The study was conducted at the Greater Tzaneen Municipality, Tzaneen Area in Limpopo. The investigation consisted of a literature review about morale in order to gain an understanding to answer the research question which is: What are factors influencing morale of employees at the GTM?
The sample of the study comprised 103 employees at the GTM including, directors, managers, supervisors and first line level employees. The samples were drawn from the population of the GTM using stratified random sampling and the required number of respondents was further selected proportionally from each stratum using random sampling. Quantitative research was performed utilising a questionnaire as a data collection tool. A theoretical background on morale, Employee Assistance Programme and working conditions of employees was provided through a literature study.
The empirical findings were gathered based on the information received from the respondents. The findings of the study were based on 97% of the questionnaires received and/or returned by the respondents. The findings were presented and analysed using tables, graphs, pie charts and also interpreted in words. The majority of the respondents who participated in the study, revealed that the expectation of receiving a desired reward contributes to high morale, with expected monetary rewards having a larger influence than non-monetary rewards, but praise for a job well done and a feeling of accomplishment were also indicated to contribute positively to employee morale.
The results also revealed that there is a significant correlation between positive attitudes toward work and morale, and a positive correlation between performance management, commitment, leadership, employees’ salaries, compensation, training and development with employee morale. The demographic characteristics were shown not to have a discernable influence on workplace morale. Based on the findings of the study, recommendations and conclusions were made regarding strategies to be implemented by both management and employees to deal with morale in the Greater Tzaneen Municipality.Dissertation (MSW)--University of Pretoria, 2014.
lmchunu2014
Social Work and Criminology
unrestricted
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Botha, Marcel. "Employee satisfaction as a catalyst for improved efficiency, productivity and customer satisfaction". Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/1228.
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Dissertation submitted in fulfilment of the requirements for the degree
Master of Technology: Quality
in the Faculty of Engineering
at the Cape Peninsula University of TechnologyThis research will focus on employee satisfaction in the workplace. The research will be conducted as a result of the high number of factory staff resigning due to unhappiness in their work environment. This transposes into not only productivity being lost, but also that the efficiency of the organisation is being compromised. The purpose of this research is to establish if employee satisfaction could serve as a catalyst for improved efficiency, productivity and customer satisfaction.The research will be conducted at Anchor Lining Systems (ALS). The company is based in Cape Town South-Africa and manufactures a concrete protection liner referred to as Anchor Knob Sheet (AKS). The product represents a „state of the art‟ robust concrete protection liner system. It is designed to protect concrete structures in chemically aggressive environments.The research question which will be researched to mitigate the research problem reads as follows: “What approach could be deployed to minimise employee dissatisfaction in a manufacturing organisation to improve its overall efficiency, profitability and customer satisfaction?”Applied research will be conducted in this thesis, as the research will be designed to apply its findings to solve a specific, existing problem. The research will furthermore fall in the social world as social science has to do with how things are, and why. The research, due to the fact that it would require intensive textual investigation will be theoretical in nature, which can be define as, “contemplative of the mind, on intellectual faculties”. Furthermore, theoretical research is commonly associated with the phenomenological paradigm, which is used to answer questions about the complex nature of a phenomena, often with the purpose of describing and understanding the phenomena from the participant‟s view. These concepts are also commonly referred to as the „qualitative paradigm‟.The proposed research in this dissertation would be of specific benefit to the manufacturing industry in South-Africa, due to the high levels of staff turnover being experienced in the industry due to employee dissatisfaction. Such high levels of turnover de-stabilises the industry in that key resources are lost to organisations. If turnover can be minimised by elevating the levels of employee satisfaction then efficiency, productivity and customer satisfaction can be exponentially improved.
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Hardy, Ben. "Morale : definitions, dimensions and measurement". Thesis, University of Cambridge, 2010. https://www.repository.cam.ac.uk/handle/1810/229514.
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Morale is a commonly used term both in business and society but the concept of morale is relatively poorly defined and understood. In a recent paper Liefooghe et al. (2004) expressed surprise that "when reviewing the literature, no strong theory to explain morale as such is in evidence, nor are there many empirical studies that offer solid ground to advise organisations"(p 1). This thesis aims to provide these theories and this empirical evidence in order to produce a better understanding of morale. This research identifies a number of deficiencies in the current understanding of morale. These range from elision with other concepts to disagreement about whether it is an individual or group phenomenon. In this study, four principal domains are examined: (i) what morale is; (ii) how it differs from other concepts; (iii) the antecedents of morale and (iv) its consequences. A mixed methods approach was adopted combining idiographic and nomothetic research. The idiographic phase of the research adopted a Straussian (1998) grounded theory approach, involving data collection from seven different organisations. The data was accrued from a combination of site visits, informal contacts, external research, and 203 semi-structured interviews which were supplemented with psychometric instruments. The data were then coded and analysed. Morale could be readily differentiated from other concepts and emerged as a phenomenon with three dimensions: affective, future/goal and interpersonal. It was also viewed as a single phenomenon which was generalisable across situations and rooted in the individual although perceived members of the group exerted considerable influence. The antecedents of morale impacted on the three dimensions outlined above. Its consequences were the zeal with which tasks are undertaken, creativity and engagement. The nomothetic element of the research developed a number of measurement scales, grounded in the qualitative phase. These allowed morale to be differentiated from other phenomena and offered insights into individual and group perceptions of morale and the influence of personality variables. Further quantitative research confirmed the three dimensional structure of the concept. The results of these two phases were then integrated to provide a picture of the phenomenon of morale, differentiate it from other concepts and elucidate its antecedents and consequences. An appraisal of the limitations of the research is also made. Finally the implications of this research for both academic researchers and practitioners are discussed along with suggestions for future research.
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Willems, Sharon A. "Employee satisfaction and its affects (sic) on customer service in a healthcare facility". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005willemss.pdf.
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Mahloane, Katiso William. "Organisational restructuring and its impact on job satisfaction, career moblity and stress levels of employees at Lesotho Highlands Development Authority". Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/188.
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Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
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Iwu, Chukwuma Gervase. "A model of employee satisfaction amongst health-related professionals in South Africa : the case of Western Cape". Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/2617.
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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2012.This study's main aim was to develop a model of employee satisfaction for health-related professions in South Africa. Health-related professions refer to a variety of practitioners who work in the healthcare sector mostly in support capacity to the clinical or medical practitioner. They include laboratory technologists, pharmacists, radiographers, emergency medical services (paramedics), nurses, and optometrists. These practitioners comprise a diverse group who deliver high quality care to patients across a wide range of care pathways and in a variety of settings. This band of professionals was chosen as the focus of the study because most studies, which relate to health workers' satisfaction and motivation in South Africa, have concentrated on medical doctors and nurses without a commensurate interest in other health-related professionals. The study is a multi-faceted one, and incorporates both qualitative and quantitative approaches. The study is also exploratory because no model of this kind exists amongst health-related professions of South Africa. Permission to access selected institutions for the study was granted before the researcher approached the population for the study. The researcher decided not to use a sample, but to include all members of this population in the participating institutions in order to get as many participants as possible. From a total population of 987, only 117 usable questionnaires were returned. Data that was collected was coded for Statistical Program for Social Science (SPSS) suitability. SPSS was utilized to generate the frequency and descriptive statistics. The data collection instrument was the Plus Delta Organizational Climate Questionnaire, which was modified on the basis of a preliminary study. The data instrument achieved a coefficient alpha (Cronbach) of 0.8, which extended its reliability. With the use of factor analysis, this study was able to identify seven (7) factors which influence employee satisfaction within the health-related professions in South Africa. These factors include Role Clarification and Job Design, Equitable Performance Management, Integrated Leadership and Knowledge Sharing and Self-efficacy, while the other factors include Family-friendly Work Environments, Leader Credibility and Innovation, and Excellent Customer Relations and Technology. These factors make up the model of employee satisfaction for health-related professions considered in this research. While the researcher suggests that further studies should be conducted in order to establish the validity of the model, the researcher also makes a call for a data collection instrument to be distilled from the model. However, this study will undoubtedly add to the sparse literature on health-related practitioners. This position is assumed because most literature on health professions' job satisfaction/dissatisfaction favours doctors and nurses. The study will also assist in understanding some of the reasons for the often reported sense of job insecurity among practitioners in South Africa. The study has produced a model, which health-related professions can utilise to manage themselves better. It is hoped that the model will serve health-related professions with better gains, such as reduction in health-related professional attrition, elimination of low levels of trust between management and staff and reduction in high incidences of absenteeism, which constituted research problems of this study.
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Jeremiah, Andrew. "The effect of employee rewards on staff morale in Western Cape public TVET colleges". Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2861.
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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2018.The purpose of this study was to investigate the impact of intrinsic and extrinsic rewards on the job satisfaction and morale of educators in Western Cape Public Technical Vocational Education and Training (TVET) institutions. The study endeavoured to determine factors that contributed to public TVET educators’ dissatisfaction with intrinsic and extrinsic rewards offered by public TVET institutions in the Western Cape. In addition, the study investigated the job satisfaction of public TVET educators as well as the resultant morale, attrition and absenteeism brought about by educators’ dissatisfaction with rewards offered. The study was also expected to present findings and make recommendations to public TVET institutions and the Department Higher Education and Training (DHET). Recommendations were supposed to be made to bring about an improvement in the job satisfaction and morale of public TVET educators in the Western Cape. A stratified purposive sampling procedure was utilised in drawing up the sample from some population of 1535 educators in the Western in 2013. The Research Advisors (2006) and Krejcie and Morgan (1970) Sample Size Tables were utilised. However, out of 308 JDI questionnaires that were initially distributed 265 were returned duly completed. The two hundred and sixty-five JDI questionnaires were processed using SPSS Version 23. As suggested by statistical analysis, the overall conclusion drawn from the research was that extrinsic and intrinsic rewards significantly predicted the job satisfaction and morale of educators in a sample of 308 derived from some population of 1535 educators in Western Cape public TVET institutions. This study revealed that extrinsic and intrinsic rewards had a significant influence or impact on the job satisfaction and morale of public TVET educators in the Western Cape. It was discovered that beside extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself were important in the job satisfaction and morale of educators. Beside the above it was also discovered that supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were instrumental in enhancing the job satisfaction and morale of educators. Beside the above mentioned, it was discovered that learners’ grades after assessments also played a major role in the motivation of public TVET educators. It was confirmed that extrinsic and intrinsic rewards complimented each other in fostering and enhancing the job satisfaction and morale of public TVET educators in the Western Cape. The results of this study showed that job satisfaction among public TVET educators in the Western Cape could be explained by the type of rewards (extrinsic and intrinsic) offered by public TVET institutions as previously indicated. In other studies, mentioned in this study it was confirmed that beside extrinsic rewards, intrinsic rewards such as the job itself and the educational institution enhanced the educator’s job satisfaction and morale. When an employer fulfils the educator’s intrinsic and extrinsic reward expectations, an educator’s affective commitment, job satisfaction and morale is enhanced.
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Gordi, Michelle Romilla. "Job satisfaction of call centre representatives". Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&.
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The aim of the study is to prove that a correlation exist between job satisfaction and the levels of absenteeism, turnover, performance and customer satisfaction. Data were collected using the Job Satisfaction Survey which is a self-administered questionaire to measure job satisfaction of call centre representatives. Additional data were collected using the company's existing measures for measuring absenteeism, turnover, performance and customer satisfaction. The study found a relationship between job satisfaction and performance, between job satisfaction and turnover and between job satisfaction and customer service. However, no relationship was found between job satisfaction and absenteeism, which is consistent with previous studies.
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Fiedler, Anne M. "The effect of vision congruence on employee empowerment, commitment, satisfaction, and performance". FIU Digital Commons, 1993. http://digitalcommons.fiu.edu/etd/3317.
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Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization.
Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable.
The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.
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Goranflo, III Richard John. "Faculty Job Satisfaction and Morale in Biomedical Research". PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/3773.
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High faculty morale and job satisfaction are vital for optimum performance and important to the quality and vitality of the academic enterprise. However, research on faculty morale and job satisfaction has historically been limited to faculty at traditional comprehensive institutions and specific professional programs. Faculty who conduct biomedical research at academic health centers experience substantial differences in employment expectations and how they are funded than other faculty. The purpose of this study was to explore how personal and professional factors contribute toward positive morale and job satisfaction for faculty in biomedical research programs at one academic health center. This qualitative study used individual semi-structured interviews to explore work-life aspects associated with self-reported levels of morale and job satisfaction. Results from this study indicated that biomedical research faculty enjoy their work and highly value collaborating with their colleagues. The persistent need to fund at least half of their salaries through soft money, the loss of valued colleagues due to turnover, and a lack of identity with their institution decreases job satisfaction. It was also found that job satisfaction is expressed differently by gender and length of employment at one's current institution. Female faculty expressed feelings of limited support for those raising families while faculty employed longer expressed lower satisfaction than those recently hired. Better understanding of what influences job satisfaction and morale for this population will help academic health centers further support their research faculty as well as increase positive faculty identification with the institution.
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Mau, Yu-keung. "A study on expectancy of other ranks members on in-service appointment in Fire Services Department". access abstract and table of contents access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/ezdb/dissert.pl?ma-sa-b21433823a.pdf.
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Thesis (M.A.)--City University of Hong Kong, 2006."Dissertation submitted to the Department of Public and Social Administration of Hong Kong City University in partial fulfillment of the requirements for the degree of Master of Arts in Policy and Management." Title from title screen (viewed on Oct. 26, 2006) Includes bibliographical references.
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Gouws, Erika. "An investigation of the factors necessary in the development of a retention strategy for a financial organization". Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1008198.
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rhe research study investigated the factors necessary for the development of an organizational retention ;trategy for a financial organization pertaining to key equity employees. Equity employees are those employees jescribed as such in the Employment Equity Act 55 of(1998). Bussin's (2002) Total Rewards Model was used as the theoretical framework for the study. The investigation was conducted within an interpretive paradigm and employed a qualitative methodology. Thematic analysis was used in the interpretation of the three data sources gained access through the data collection process. A previously completed employee relationship audit's findings, and the data derived from nine exit interviews formed the basis for the twenty-four semi-structured individual interviews, which were conducted with a sample ofthe employees. A purposive sampling technique enabled the identification of particular employees, who were the equity participants in the study. An additional component of the Total Rewards Model, namely Talent Management was identified from an analysis of the results. Six salient factors were highlighted in the investigation. The factors identified were: A need for a short-term incentive plan, which would provide recognition above and beyond an employee's monthly salary. The need for career development opportunities. The utilization of new skills from the training initiated by the organization. The representation of women and Black people in senior management positions. The need for formal performance support. The standardization of the recruitment process, the management of unrealistic or unattainable expectations and listening to employees' concerns.KMBT_363
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Heine, Gardielle. "The influence of integrity and ethical leadership on trust and employee work engagement". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80031.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: This study investigated the emerging concept of work engagement and how organisational leaders can exert influence on it. It was therefore important to obtain understanding of and deeper insight into the impact of these key stakeholders on the employee’s work engagement and related concepts. The aim of the study was to investigate existing relationships between constructs that play a significant role in the relationship between leader and follower in the organisation. These constructs include integrity, ethical leadership and trust in the leader, and the effect these constructs have on employee work engagement. The study thus was undertaken to obtain more clarity about these aspects. Based on research on the existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 204 completed questionnaires were returned. The final questionnaire comprised four subscales, namely the 17-item Utrecht Work Engagement Scale (UWES), the 14-item Leader Trust Scale (LTS), the 17-item Leadership of Ethics Scale (LES), and the 9-item Behavioural Integrity Survey (BIS). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results indicated positive relationships between trust in the leader and work engagement; ethical leadership and work engagement; ethical leadership and trust in the leader; integrity and ethical leadership; and integrity and trust in the leader. The present study contributes to existing literature on work engagement and ethical leadership by providing insights into the nature of the relationships among these constructs. The study also identifies practical implications to be considered in management practices in order to enhance and encourage these constructs, as well as the relationships between these constructs in the workplace. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies.
AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die belangrikheid van werkstoewyding in die werkplek en op hoe leiers in die organisasie dit beïnvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van hierdie belangrike rolspelers op die werknemer se werkstoewyding. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat binne die organisasie ‘n beduidende rol in die verhouding tussen die leier en ondergeskikte speel, te ondersoek. Hierdie konstrukte omvat integriteit en etiese leierskap, asook die vertroue tussen leier en ondergeskikte, en die graad van invloed wat die veranderlikes op die werknemer se werkstoewyding uitoefen. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 204 voltooide vraelyste is terugontvang. Die finale vraelys is uit vier subvraelyste saamgestel, te wete die 17-item Utrecht Work Engagement Scale (UWES), die 14-item Leader Trust Scale (LTS), die 17-item Leadership of Ethics Scale (LES), en die 9-item Behavioural Integrity Survey (BIS). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is met behulp van die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen vertroue in die leier en werkstoewyding; etiese leierskap en werkstoewyding; etiese leierskap en vertroue; integriteit en etiese leierskap; en integriteit en vertroue in die leier aangedui. Hierdie studie dra by tot die bestaande literatuur aangaande beide werkstoewyding en etiese leierskap deurdat dit insig bied in die aard van verhoudings tussen hierdie konstrukte. Die studie identifiseer ook praktiese implikasies om in bestuurspraktyke in aanmerking geneem te word om die betrokke konstrukte, asook die verwantskappe tussen die veranderlikes, te versterk en aan te moedig. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.
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Phillips, Deborah Ann. "Employee engagement model for the multi-family rental housing industry". Diss., Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/28231.
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Thesis (M. S.)--Building Construction, Georgia Institute of Technology, 2009.Committee Chair: Kangari, Roozbeh; Committee Co-Chair: Roper, Kathy; Committee Member: Castro, Daniel; Committee Member: Cummings, William; Committee Member: Thomas-Mobley, Linda.
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Shwababa, Fundiswa. "The implications of the merger on the morale of staff at the Walter Sisulu University". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021091.
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The merger has consequently brought about a lot of challenges on Walter Sisulu University (WSU) employees. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, have terminated their service long before the merger even took place. The aim of this study was to explore the implications of the merger on the morale of employees at WSU. The objective of this study aimed firstly, to provide an understanding of those inherent factors, which adversely affected the morale of staff at Walter Sisulu University (WSU) and secondly, to reflect on the impact of the restructuring process on employees. This study employed a quantitative descriptive research design to analyse the data, using statistical procedures. Target population for this study was fifty academic and fifty non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. There were, therefore, 100 questionnaires distributed electronically (e-mail), and also a few hand-delivered to the offices of the respondents, in order for them to complete at a time convenient to them. This study used purposive sampling because it is based entirely on the judgment of the researcher. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. Through the findings that emerged in this research, conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. Suggestions and recommendations are espoused to eliminate the situation.
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Czekalski, Scott. "Development and testing of a gainsharing formula in a mid-size company in northwest Wisconsin". Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006czekalskis.pdf.
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Zweni, Tembela. "An assessment of the impact of organisational restructuring on the morale of employees at a selected financial institution". Thesis, Nelson Mandela Metropolitan University, 2004. http://hdl.handle.net/10948/204.
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Rising global competition, the influence of advances in information technology and the re-engineering of business processes are some of the imperatives that force organisations to restructure their businesses. In South Africa, the situation is even more compelling, with the recent democratisation of the country that requires companies to implement certain restructuring programmes designed to empower previously disadvantaged individuals. Organisational restructuring is therefore inevitable for any organisation. These changes, however, do affect organisations and employees. Employees become insecure, confused about their jobs, and therefore less productive. To the extent that change can adversely affect both organisations and employees, it becomes critical that organisations should implement it carefully, if they are to survive. To achieve this, requires managers to fully understand drivers of change, the possible consequences of change on both organisation and employees, and to take appropriate actions. The main objective of this study was to identify possible approaches that organisations can pursue in implementing restructuring without adversely affecting the employees. The practical context chosen was an organisation that had recently implemented organisational restructuring. The research methodology for this study entailed the conducting of an intensive study of the relevant literature, to determine what the theory reveals in respect of restructuring strategies that can assist organisations in effectively implementing the restructuring process. Dissertations, theses, research reports and journals were consulted, in an attempt to formulate a theoretical basis for this study. The contemporary literature reveals that there are various strategies that organisations can employ to effectively restructure their organisations with minimal adverse influence on employees. The restructuring organisations should ensure that employees are genuinely involved in the process at the iv outset. The desired changes and the benefits thereof, should be clearly and consistently communicated to the employees at the beginning of the restructuring process. An empirical study was then conducted at the chosen organisation that had recently embarked on an organisational restructuring. The focal point of the empirical study was to determine how this organisation had implemented its restructuring process. The main purpose was to establish the impact that this restructuring had on the morale and motivation of the employees. The final step of this study included an assessment of the findings. This was done so that suitable conclusions could be drawn and appropriate recommendations made. The conclusions revolved around the effects of restructuring on the employees of this organisation. The focus of the recommendations was on what approaches the restructuring organisations should follow to successfully and effectively implement the restructuring process, without adversely affecting the employees.
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Weintraub, Linda Anne. "Case study of blackjack dealers : their work environment and their relationship with management /". Online version of thesis, 1993. http://hdl.handle.net/1850/11586.
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Lockhart, Terri L. "A tiger's tale of toys, tea time and tributes, the enhancement of employee morale through workplace celebration". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0016/MQ49226.pdf.
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Badinelli, Kimberle A. "The effects of managerial behavioral characteristics on subordinate job satisfaction". Thesis, This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-12162009-020135/.
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Hellwig, Sharon Donahue. "The relationship between climate and nurses work satisfaction in two types of hospitals /". Access Digital Full Text version, 1995. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11790489.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1995.Includes tables. Typescript; issued also on microfilm. Sponsor: Keville Frederickson. Dissertation Committee: Elizabeth Tucker. Includes bibliographical references (leaves 77-83).
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Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality". Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.
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Hutchinson, Joe Carruth. "An examination of individual level effects of downsizing in a foodservice organization". Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40055.
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This research examined the effect of downsizing on the stress-related perceptions and work-related attitudes and behaviors of employees of a school food service organization. A major purpose of this study was to investigate individual level responses according to the severity of the downsizing. The research also examined the relationships between employees' stress-related perceptions and their work-related attitudes and behaviors, and the moderating effect of demographic factors on these relationships.
Data for this research was collected from 527 cafeteria employees from 87 campuses of the focal organization. The results indicated that downsizing severity, expressed as the percentage of school cafeteria labor hour reductions during the past year, had little impact on employees' subjective interpretations or their attitudinal and behavioral responses. There was also a significant and positive relationship between downsizing severity and the campus-level productivity, as measured by the increase in meals served per labor hour.
The results indicated no significant relationships between perceived job insecurity and employee attitudinal and behavioral reactions. However, significant and positive relationships were reported between employee role stress, as measured through role conflict and role ambiguity, and their work-related attitudes and behaviors. The correlations between perceived job insecurity and selected demographic variables were found to be either insignificant or contrary to predictions.Ph. D.
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Ellis, John Alfred. "The factors that motivate teachers and administrative staff in an educational institution". Thesis, Hong Kong : University of Hong Kong, 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18036995.
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Thesis (M. Ed.)--University of Hong Kong, 1987.Cover title: The factors that motivate teaching and administrative staff in an educational institution. Includes bibliographical references (leaf 74-79).
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Baker, W. Kevin. "The role of organizational commitment and job satisfaction in progressive withdrawal behaviors : testing a comprehensive model with integrated methodology /". Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-10032007-171731/.
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Clarke, Cassandre M. "The influence of activation on recall and perception of a negative performance appraisal". CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1024.
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Nguyen, Lynda. "An eye for an eye : investigating the interactive effects among psychological contract breach, interactional justice and negative reciprocity in predicting workplace revenge /". [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20084.pdf.
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Hoke, Cassandra N. "The Effectiveness of an Electronic-Mail Campaign to Modify Stress Levels, Mood States, and Coping Techniques Among Employed Adults". Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4262/.
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The present study was conducted to explore the effectiveness of a worksite stress management program delivered via electronic mail (e-mail). One hundred and thirty-seven employed adults (36 males, 102 females; mean age = 29.46) from several diverse businesses consented to participate. The volunteers completed Cohen's Perceived Stress Scale, the Daily Hassles Scale, the Daily Work Hassles Scale, the TCU Self-Ratings Scales, and a demographic and opinion questionnaire. Individuals in the treatment group received e-mail messages twice weekly and had access to a website for three months about a variety of cognitive-behavioral techniques for managing worksite stress. A MANCOVA of post-intervention stress levels indicated that individuals who received the stress management messages perceived the same amount of stressors and hassles as individuals who did not receive the messages [F (5, 86) = 0.95, p = .45]. However, a MANCOVA of post-intervention perceived mood states revealed a tendency for individuals in the treatment group to be less depressed, anxious, and angry than individuals in the control group [F (3, 92) = 2.44, p = .07]. Demographic variables did not influence the outcome variables and pre- and post-test absenteeism and illness rates were similar for treatment and control groups. Coping skill usage was similar in amount and frequency, but differed in quality between the groups. The findings of the present study indicate that health promotion programs can be feasibly and effectively delivered via e-mail in the worksite.
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Van, der Merwe Izak Wilhelmus. "A critical analysis of factors that influence employee work performance". Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/829.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2008.ENGLISH ABSTRACT: The modern world of business has accepted the fact that true organisational competitive ability lies hidden in the depths of individual human beings and their commitment to deliver super standard outputs. The secret to outperforming competitors has become increasingly dependent on the levels of performance delivered by an organisation’s employees, and an age old burning question has yet again risen to the fore: What are the factors that influence employee work performance? This study presents the background to this question by clearly defining the problem and the relevant definitions of concepts and terms generally used in the arena of employee work performance. An overview of employee work performance is introduced by applying a suitable model to explain job performance where after the measurement of employee work performance is investigated. Consideration is given to the different types of performance measurement, the people responsible for measuring employee work performance as well as the reasons for measuring performance. Upon clearly establishing a proper frame of reference with regard to employee work performance, the factors influencing performance are discussed under the topics of motivation and rewards. Motivation and its influence on employee work performance is approached from a top down perspective considering in the first place the different groupings or categorisation of motivational theories, where after those motivational theories under consideration are discussed in more detail. Rewards, as a factor influencing employee work performance, is considered to be applied in the form of remunerative compensation and relational rewards, while constantly applying the concept of total rewards and it’s ability to influence employee work performance as a more recent approach to reward management. Remunerative compensation is first considered as applied by three theories of motivation upon which follows a more detailed discussion on the details of remunerative compensation rewards. Relational rewards are considered in different categories or groups with special emphasis on their role as applied to the total rewards approach. The study concludes by summarising the findings with regard to employee performance, employee motivation and rewards, and finally presents a discussion on different trends pertaining to reward management.
AFRIKAANSE OPSOMMING: Die moderne besigheidswêreld het reeds aanvaar dat die ware vermoë van ‘n maatskappy om te kompeteer in die diepte van individuele mense en hul toewyding tot bo-gemiddelde uitsette rus. ‘n Maatskappy se vermoë om suksesvol te kompeteer word meer-en-meer afhanklik van die vlakke van prestasie van die maatskappy se werknemers, en die oer-oue vraag kom daagliks weer na vore: Watter faktore beϊnvloed ‘n werknemer se werksprestasie? Die studie lewer die agtergrond tot hierdie vraag deur die probleem duidelik te identifiseer asook die relevante definisies van algemeen gebruikte konsepte en terme wat betrekking het op werknemer werksprestasie. ‘n Oorsig van werknemer werksprestasie word voorgestel deur die toepassing van ‘n gepaste model om werksprestasie te verduidelik waarna die meting van werksprestasie ondersoek word. Verskillende tipes prestasie-meting, die mense wat verantwoordelik is vir die meting van werknemer werksprestasie asook die redes vir die meting van werksprestasie word oorweeg. Nadat ‘n duidelike verwysingsraamwerk met betrekking tot werknemer werksprestasie daargestel is, word die faktore wat werksprestasie beϊnvloed onder die hoofde van motivering en vergoeding bespreek. Die invloed van motivering op werknemer werksprestasie word benader vanuit ‘n oorhoofse perspektief deur eers die verskillende groeperings en kategorieë van motiveringsteorieë te oorweeg, waarna die spesifieke motiveringsteorieë wat betrekking het op hierdie studie in meer detail bespreek word. Vergoeding, as ‘n faktor wat werknemer werksprestasie beϊnvloed, word beskou in die vorm van geldelike vergoeding asook verhoudings-vergoeding, terwyl die konsep van totale of algehele vergoeding en die invloed wat dit op werknemer werksprestasie het, deurentyd toegepas word as ‘n meer moderne benadering tot vergoedingsbestuur. Geldelike vergoeding word eerstens beskou uit die standpunt waar drie motiveringsteorieë respektiewelik daarop toegepas word, waarna ‘n meer gedetaileerde bepreking aangaande geldelike vergoeding volg. Verhoudingsvergoeding word beskou soos toegepas in verskillende groepe of kategorieë met spesiale fokus op die rol wat gespeel word in die totale of algehele vergoedingsbenadering. Die studie volstrek deur die bevindinge met betrekking tot werknemer werksprestasie, werknemers motivering en vergoeding op te som, waarna met ‘n finale bespreking van verskillende toekomspatrone met betrekking tot vergoedingsbestuur afgesluit word.
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Holland, Annabelle J. M. "Visual corporate identity and internal customer perceptions : Employee response to corporate colours and symbols in an education environment". Thesis, University of Bradford, 2012. http://hdl.handle.net/10454/5684.
Texto completoResumen
This thesis examines the importance of employee perceptions of their
organisation¿s visual corporate identity (VCI) particularly the symbolic ¿corporate
logo¿. Employees¿ views of the logo reveal their perceptions of the organisation
itself (Henderson and Cote 1998:15, Olins 1995:73) so are an important
indicator of their positive or negative feelings towards their establishment.
Previous research recognises the significance of employees¿ opinions, but has
overlooked their perceptions of the VCI. In education, external marketing
(including VCI) is of growing interest but there has been little concern with
internal marketing. Methodology
A mixed methods, sequential, explanatory case study into a UK independent
school was undertaken. Quantitative data was obtained from questionnaires,
distributed to the schools¿ employees and qualitative data from interviews;
analysis reveals convergent and divergent findings.Findings
The majority of the schools¿ employees consider the corporate colours and logo
important, associate positive meanings with the logo and were proud to be
linked to the school by wearing branded items. Employees felt affiliation for the
logo and considered the VCI to be strong although responses differed
depending upon gender, full or part-time employment, department, seniority and
length-of-service. A new model has been developed, the IMP Test, that reveals
the perceptions; the importance, meanings, and pride that employees attach to
their VCI. Implications
These findings reinforce and add to previous research of employee perceptions
of their VCI (particularly in education) and it follows, towards their organisation.
Utilising this approach, managers can gain a deeper understanding of employee
perceptions which has implications for morale and motivation.
49
Roberts, Roshan Levina. "The relationship between rewards, recognition and motivation at an insurance company in the Western Cape". Thesis, University of the Western Cape, 2005. http://etd.uwc.ac.za/index.php?module=etd&.
Texto completoResumen
Increasingly, organisations are realising that they have to establish an equitable balance between the employee&rsquos contribution to the organisation and the organisation&rsquo
s contribution to the employee. Establishing this balance is one of the main reasons to reward and recognise employees. Organisations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition (Deeprose, 1994). Studies that have been conducted on the topic indicates that the most common problem in organisations today is that they miss the important component of recognition, which is the low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005). Research has proven that employees who get recognised tend to have higher self-esteem, more confidence, more willingness to take on new challenges and more eagerness to be innovative (Mason, 2001). The aim of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographical and Work Motivation Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that there is a positive relationship between rewards, recognition and motivation. The results also revealed that women, and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. Future research on the latter issues could yield interesting insights into the different factors that motivate employees. Notwithstanding the insights derived from the current research, results need to be interpreted with caution since a convenience sample was used, thereby restricting the generalisability to the wider population.
50
Adams, Romeo. "Work motivation amongst employees in a government department in the provincial government Western Cape". Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9004_1220340062.
Texto completoResumen
The South African social, political and economic landscape has been characterized by profound changes during the past several years. Many organizations and their management are faced with inter alia, downsizing decisions, affirmative action policies to be implemented and a overabundance of other factors which could sway motivation and morale, attitudes and views of employees. The general research aim was to measure work motivation amongst employees in a government department in the Provincial Government Western Cape. Research has shown that motivated and satisfied employees are more productive and there is an improvement in service delivery.