Job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District
- Authors: Binqela, Thembisa
- Date: 2013
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11553 , http://hdl.handle.net/10353/d1007092 , Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Description: The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.
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- Authors: Binqela, Thembisa
- Date: 2013
- Subjects: Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11553 , http://hdl.handle.net/10353/d1007092 , Job satisfaction -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work -- Psychological aspects , Role conflict , Women employees -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape , Working mothers -- South Africa -- Eastern Cape
- Description: The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.
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The impact of women in the ward development committees: a case study of Nkonkobe Municipality Alice, Eastern Cape
- Authors: Maama, T A
- Date: 2012-04
- Subjects: Leadership in women -- South Africa -- Eastern Cape , Sex discrimination against women -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/29119 , vital:76644
- Description: Customarily, men have always been regarded as superior to women and they were accorded more opportunities than women. This imbalance placed women at the receiving end and it impacted negatively on their socio-economic rights such as education. Women were also not allowed to be in decision-making nor hold any positions in both public and private sphere. However, a number of international instruments call for the inclusion of women in decision-making bodies and most countries have many women in decision-making now. This study revealed that women in leadership positions are agents of change nationally, regionally and internationally. In Nkonkobe Municipality, the study concealed that the impact of women in decision-making is remarkably significant, as women have not only brought about social changes and addressed the needs of other women and children in the society but they have also worked hard in fighting poverty in the communities. However, patriarchy, culture, lack of education and lack of funds are the major obstacles to women‟s visibility in the ward committees and in decision-making. The study recommends that men should support women as their equal counterparts instead of opposing them. Further, women must have confidence in themselves and they should also support one another instead of supporting men. In addition, Municipalities should have women friendly policies and they should implement them to empower women. , Thesis (MA) -- Faculty of Law, 2012
- Full Text:
- Authors: Maama, T A
- Date: 2012-04
- Subjects: Leadership in women -- South Africa -- Eastern Cape , Sex discrimination against women -- South Africa -- Eastern Cape , Women executives -- South Africa -- Eastern Cape
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/29119 , vital:76644
- Description: Customarily, men have always been regarded as superior to women and they were accorded more opportunities than women. This imbalance placed women at the receiving end and it impacted negatively on their socio-economic rights such as education. Women were also not allowed to be in decision-making nor hold any positions in both public and private sphere. However, a number of international instruments call for the inclusion of women in decision-making bodies and most countries have many women in decision-making now. This study revealed that women in leadership positions are agents of change nationally, regionally and internationally. In Nkonkobe Municipality, the study concealed that the impact of women in decision-making is remarkably significant, as women have not only brought about social changes and addressed the needs of other women and children in the society but they have also worked hard in fighting poverty in the communities. However, patriarchy, culture, lack of education and lack of funds are the major obstacles to women‟s visibility in the ward committees and in decision-making. The study recommends that men should support women as their equal counterparts instead of opposing them. Further, women must have confidence in themselves and they should also support one another instead of supporting men. In addition, Municipalities should have women friendly policies and they should implement them to empower women. , Thesis (MA) -- Faculty of Law, 2012
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