Exploring the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown
- Authors: Soga, Thabile
- Date: 2014
- Subjects: Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11562 , http://hdl.handle.net/10353/d1015062 , Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Description: The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.
- Full Text:
- Date Issued: 2014
- Authors: Soga, Thabile
- Date: 2014
- Subjects: Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11562 , http://hdl.handle.net/10353/d1015062 , Job satisfaction -- Organizational justice , Employee motivation -- Distributive justice
- Description: The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.
- Full Text:
- Date Issued: 2014
Job engagement as a moderator variable to organisational stress and employees’ intention to quit among administrative personnel at the University of Fort Hare in the Eastern Cape
- Authors: Mxenge, Sandiswa Vuyokazi
- Date: 2014
- Subjects: Job engagement -- Intention to quit , Organisational stress -- Vigour , Dedication -- Absorption -- Workplace , Higher learning -- Ill-health
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11563 , http://hdl.handle.net/10353/d1015074 , Job engagement -- Intention to quit , Organisational stress -- Vigour , Dedication -- Absorption -- Workplace , Higher learning -- Ill-health
- Description: This research study investigated the effect of job engagement to organisational stress and the employees’ intention to quit among administrative personnel at the University of Fort Hare. The main objectives of this study were determining the effects of organisational stress on employees’ intention to quit, examining the role of job engagement as a moderator of the relationship between organisational stress and employees’ intention to quit, and providing results that would lead to a deeper understanding of the nature and extent of the relationship between organisational stress and intention to quit. A survey method was adopted for this study. A questionnaire comprising of four sections: biographical information, ERI questionnaire for stress, turnover intention, and UWES scale, was administered to non-academic support personnel of the University of Fort Hare in all three campuses namely Alice, Bhisho, and East London. Simple random sampling was used to select the participants. The literature reviewed displayed a great need for managers to understand organisational stress and its causes, and how to manage and cope with stress so as to avoid losing employees, especially highly competent employees. The study yielded results that show that there are interrelationships amongst the three variables, and that job engagement does moderate the relationship between organisational stress and employees’ intention to quit.
- Full Text:
- Date Issued: 2014
- Authors: Mxenge, Sandiswa Vuyokazi
- Date: 2014
- Subjects: Job engagement -- Intention to quit , Organisational stress -- Vigour , Dedication -- Absorption -- Workplace , Higher learning -- Ill-health
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11563 , http://hdl.handle.net/10353/d1015074 , Job engagement -- Intention to quit , Organisational stress -- Vigour , Dedication -- Absorption -- Workplace , Higher learning -- Ill-health
- Description: This research study investigated the effect of job engagement to organisational stress and the employees’ intention to quit among administrative personnel at the University of Fort Hare. The main objectives of this study were determining the effects of organisational stress on employees’ intention to quit, examining the role of job engagement as a moderator of the relationship between organisational stress and employees’ intention to quit, and providing results that would lead to a deeper understanding of the nature and extent of the relationship between organisational stress and intention to quit. A survey method was adopted for this study. A questionnaire comprising of four sections: biographical information, ERI questionnaire for stress, turnover intention, and UWES scale, was administered to non-academic support personnel of the University of Fort Hare in all three campuses namely Alice, Bhisho, and East London. Simple random sampling was used to select the participants. The literature reviewed displayed a great need for managers to understand organisational stress and its causes, and how to manage and cope with stress so as to avoid losing employees, especially highly competent employees. The study yielded results that show that there are interrelationships amongst the three variables, and that job engagement does moderate the relationship between organisational stress and employees’ intention to quit.
- Full Text:
- Date Issued: 2014
The impact of learning advancement and quality of work-life on turnover intentions among nurses in Amathole District, South Africa
- Authors: Marufu, Tandiwe Joy
- Date: 2014
- Subjects: Nurses -- Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/5630 , vital:29353
- Description: Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.
- Full Text:
- Date Issued: 2014
- Authors: Marufu, Tandiwe Joy
- Date: 2014
- Subjects: Nurses -- Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/5630 , vital:29353
- Description: Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.
- Full Text:
- Date Issued: 2014
The impact of learning advancement and quality of work-life on turnover intentions among nurses in Amathole District, South Africa
- Authors: Marufu, Tandiwe Joy
- Date: 2014
- Subjects: Nurses -- Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/2182 , vital:27666
- Description: Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.
- Full Text:
- Date Issued: 2014
- Authors: Marufu, Tandiwe Joy
- Date: 2014
- Subjects: Nurses -- Job satisfaction -- South Africa -- Eastern Cape Employee retention -- South Africa -- Eastern Cape Labor turnover -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10353/2182 , vital:27666
- Description: Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.
- Full Text:
- Date Issued: 2014
The role of secondary education in operator employability in the automotive industry
- Authors: Puchert, Juliet
- Date: 2014
- Subjects: Operators -- Selection -- Secondary education , Aptitude -- Automotive industry
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/933 , vital:26510 , Operators -- Selection -- Secondary education , Aptitude -- Automotive industry
- Description: This study was designed to assess the role of secondary education in the employability of operators in the South African automotive industry. Five types of secondary education are referred to, namely, a secondary education including Mathematics and Science as subjects; a matriculation with Mathematics as a subject; a secondary education inclusive of Science as a subject; a technical type Grade 12 qualification and a general form of secondary education. A two-phase aptitude testing selection process, employing three sub-tests from the Differential Aptitude Test (DAT-K) and five from the Trade Aptitude Test (TRAT) batteries, was utilised to assess whether there were significant differences in aptitude test scores of applicants with different types of secondary education. These aptitude measures were administered to 2 463 preselected respondents. Descriptive statistics such as median, mode and frequency distribution graphs were used. Statistical analysis was also carried out, using the Chi-square test of independence, to determine the differences in aptitude test results obtained by the groups in the study. The study‟s findings revealed that the type of Grade 12 qualification held by applicants is an important criterion to be considered in the selection of automotive operators. The findings specifically indicated that a secondary education that included Mathematics and/or Science as subjects resulted in notable performance in the aptitude instruments employed in this study. The findings are broadly relevant to the South African automotive industry and are of value to human resource practitioners, educators, social scientists and other researchers.
- Full Text:
- Date Issued: 2014
- Authors: Puchert, Juliet
- Date: 2014
- Subjects: Operators -- Selection -- Secondary education , Aptitude -- Automotive industry
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/933 , vital:26510 , Operators -- Selection -- Secondary education , Aptitude -- Automotive industry
- Description: This study was designed to assess the role of secondary education in the employability of operators in the South African automotive industry. Five types of secondary education are referred to, namely, a secondary education including Mathematics and Science as subjects; a matriculation with Mathematics as a subject; a secondary education inclusive of Science as a subject; a technical type Grade 12 qualification and a general form of secondary education. A two-phase aptitude testing selection process, employing three sub-tests from the Differential Aptitude Test (DAT-K) and five from the Trade Aptitude Test (TRAT) batteries, was utilised to assess whether there were significant differences in aptitude test scores of applicants with different types of secondary education. These aptitude measures were administered to 2 463 preselected respondents. Descriptive statistics such as median, mode and frequency distribution graphs were used. Statistical analysis was also carried out, using the Chi-square test of independence, to determine the differences in aptitude test results obtained by the groups in the study. The study‟s findings revealed that the type of Grade 12 qualification held by applicants is an important criterion to be considered in the selection of automotive operators. The findings specifically indicated that a secondary education that included Mathematics and/or Science as subjects resulted in notable performance in the aptitude instruments employed in this study. The findings are broadly relevant to the South African automotive industry and are of value to human resource practitioners, educators, social scientists and other researchers.
- Full Text:
- Date Issued: 2014
- «
- ‹
- 1
- ›
- »