The effect of perceived organisational support and organisational commitment on turnover intention among academic staff at the University of Fort Hare
- Authors: Xabiso Ngabase
- Date: 2013
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11555 , http://hdl.handle.net/10353/d1007110 , Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
- Full Text:
- Date Issued: 2013
- Authors: Xabiso Ngabase
- Date: 2013
- Subjects: Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11555 , http://hdl.handle.net/10353/d1007110 , Employee assistance programs -- South Africa -- Eastern Cape , Employee competitive behavior -- South Africa -- Eastern Cape , Employee empowerment -- South Africa -- Eastern Cape , Employee loyalty -- South Africa -- Eastern Cape , Employee morale -- South Africa -- Eastern Cape , Employee motivation -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Universities and colleges -- South Africa -- Eastern Cape
- Description: Perceived organisational support and organisational commitment plays a vital role in determining turnover intention. When employees feel that their organisation supports them levels of commitment can increase. Thus, employees feel more obligated because of favourable benefits such as organisational effectiveness and reduced turnover. The purpose of the present study was to investigate the effect perceived organisational support and organisational commitment have on turnover intention. The study followed a descriptive survey method. A questionnaire, measured on a Likert Scale was used to collect data from respondents. The sample comprised 98 academic staff at the University of Fort Hare and the response rate was 56.6 percent. The results indicated that perceived organisational support and organisational commitment are negatively and significantly related to turnover intention. The study also revealed perceived organisational support and organisational commitment on turnover intention did not account for a higher variance when put together, however moderate variance was found. Perceived organisational support in this study was identified as the most effective predictor of turnover intention. In addition to managerial implications and limitations of the study, direction for future research is also suggested at the end of this study. The findings of this study will help in terms of understanding the state of organisational commitment of academics and its relationship with their intentions to leave.
- Full Text:
- Date Issued: 2013
A critical analysis on underutilization of Ante Natal Care services and identification of legislative implementation challenges. A case study in some health centers of Senqu Health sub-District in the Eastern Cape
- Authors: Yekani-Mati, Nokonwaba
- Date: 2014
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11713 , http://hdl.handle.net/10353/d1015248
- Description: Attention has recently focus on improved Ante Natal Care (ANC) Service utilization as one the Department of Health’s strategies in, promoting better health, ensuring safe mothers and babies, reducing HIV/Aids infection of unborn babies , their mothers and their partners, reaching out as many people, who are at the child bearing age as possible and reaching out to those people who are legible for ART during pregnancy so as to put them on ARV treatment if necessary and ensuring that the mothers, babies and partners enjoy support during the pregnancy of mothers and to prepare them for delivery . The idea is to ensure, by antenatal preparation, the best possible pregnancy outcome for women and their babies (Guidelines for MATERNITY CARE in South Africa NDOH 2007: 19).The departmental guidelines through ante natal care seek to ensure that the following take place timorously: Screening for pregnancy problems: women are done physical and examination and blood test are done to identify or exclude pregnancy problems. Assessment of pregnancy risks: Any pregnancy risks that whether physical, medical, psychological and psychosocial are identified and the mother is advised on better pregnancy management. Treatment of problems that may arise during the antenatal period: when there are existing problems that need treatment the mother get managed and is treated as according to the identified problem.
- Full Text:
- Date Issued: 2014
- Authors: Yekani-Mati, Nokonwaba
- Date: 2014
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11713 , http://hdl.handle.net/10353/d1015248
- Description: Attention has recently focus on improved Ante Natal Care (ANC) Service utilization as one the Department of Health’s strategies in, promoting better health, ensuring safe mothers and babies, reducing HIV/Aids infection of unborn babies , their mothers and their partners, reaching out as many people, who are at the child bearing age as possible and reaching out to those people who are legible for ART during pregnancy so as to put them on ARV treatment if necessary and ensuring that the mothers, babies and partners enjoy support during the pregnancy of mothers and to prepare them for delivery . The idea is to ensure, by antenatal preparation, the best possible pregnancy outcome for women and their babies (Guidelines for MATERNITY CARE in South Africa NDOH 2007: 19).The departmental guidelines through ante natal care seek to ensure that the following take place timorously: Screening for pregnancy problems: women are done physical and examination and blood test are done to identify or exclude pregnancy problems. Assessment of pregnancy risks: Any pregnancy risks that whether physical, medical, psychological and psychosocial are identified and the mother is advised on better pregnancy management. Treatment of problems that may arise during the antenatal period: when there are existing problems that need treatment the mother get managed and is treated as according to the identified problem.
- Full Text:
- Date Issued: 2014
A review of Tribal Armed Conflict Resolution in selected counties in Lakes State, South Sudan
- Authors: Zakaria, John Lat
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11712 , http://hdl.handle.net/10353/d1015247
- Description: This mini-dissertation, aims to review tribal armed conflict resolution in selected Counties in Lakes State, South Sudan. The objectives of the study were to find out the consequences of the tribal armed conflicts on governance and service delivery and strategies to mitigate peace and tribal armed conflict resolution in order to enable development in the selected counties of Lakes state. Quantitative and qualitative data was collected from a sample of three hundred and ten (310) respondents who included the County Commissioners, Judges and Magistrates, Law enforcement officers, local government officers and traditional leaders through questionnaires and interviews. The study sought to review the effects of tribal armed conflicts on service delivery in the selected communities. It further examined conflict resolutions mechanisms and strategies that have been used by various actors and stakeholder to ameliorate tribal armed conflict in Lakes State, South Sudan. The results of the study showed that ethnicity in conflicts in South Sudan has played a significant role and has posed many challenges to scholars, political leaders, appointed public officials and communities alike. Some of the challenges include; tribalism, ethnic conflicts, and struggle over scarce resources. This has often led to rampant underdevelopment, under-representation in governance; unemployment and poverty, among administrative perils and dysfunctions that have subsequently been major drivers of tribal armed conflicts. Many youth who are unemployed are often involved in cattle raiding, hence revenge attacks often lead to frequent tribal armed conflicts. The study recommends that effective and sustainable peace building can be achieved through empowerment of the communities and use of traditional strategies in tribal armed conflict resolution in Lakes State. This is because external players often attempt to engage in peace building activities without seeking sustainable solutions at the grassroots level. Very often conflict resolution has been the preserve of NGOs and diplomats, who have no intimate acquaintance with local contexts. The study suggests that provision of services to the people through sustainable development of the rural areas and through the creation of alternative forms of livelihood, such as jobs, has to engage with and include the youth in economic development, so that tribal armed conflicts are ameliorated.
- Full Text:
- Date Issued: 2013
- Authors: Zakaria, John Lat
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11712 , http://hdl.handle.net/10353/d1015247
- Description: This mini-dissertation, aims to review tribal armed conflict resolution in selected Counties in Lakes State, South Sudan. The objectives of the study were to find out the consequences of the tribal armed conflicts on governance and service delivery and strategies to mitigate peace and tribal armed conflict resolution in order to enable development in the selected counties of Lakes state. Quantitative and qualitative data was collected from a sample of three hundred and ten (310) respondents who included the County Commissioners, Judges and Magistrates, Law enforcement officers, local government officers and traditional leaders through questionnaires and interviews. The study sought to review the effects of tribal armed conflicts on service delivery in the selected communities. It further examined conflict resolutions mechanisms and strategies that have been used by various actors and stakeholder to ameliorate tribal armed conflict in Lakes State, South Sudan. The results of the study showed that ethnicity in conflicts in South Sudan has played a significant role and has posed many challenges to scholars, political leaders, appointed public officials and communities alike. Some of the challenges include; tribalism, ethnic conflicts, and struggle over scarce resources. This has often led to rampant underdevelopment, under-representation in governance; unemployment and poverty, among administrative perils and dysfunctions that have subsequently been major drivers of tribal armed conflicts. Many youth who are unemployed are often involved in cattle raiding, hence revenge attacks often lead to frequent tribal armed conflicts. The study recommends that effective and sustainable peace building can be achieved through empowerment of the communities and use of traditional strategies in tribal armed conflict resolution in Lakes State. This is because external players often attempt to engage in peace building activities without seeking sustainable solutions at the grassroots level. Very often conflict resolution has been the preserve of NGOs and diplomats, who have no intimate acquaintance with local contexts. The study suggests that provision of services to the people through sustainable development of the rural areas and through the creation of alternative forms of livelihood, such as jobs, has to engage with and include the youth in economic development, so that tribal armed conflicts are ameliorated.
- Full Text:
- Date Issued: 2013
Women in organisational management in Zimbabwe: theory and practice
- Authors: Zikhali, Whitehead
- Date: 2009
- Subjects: Businesswomen , Discrimination in employment -- Zimbabwe , Women executives -- Zimbabwe , Success in business -- Zimbabwe , Corporate culture -- Zimbabwe , Leadership -- Zimbabwe
- Language: English
- Type: Thesis , Doctoral , PhD (Social Science Dev)
- Identifier: vital:11415 , http://hdl.handle.net/10353/d1001185 , Businesswomen , Discrimination in employment -- Zimbabwe , Women executives -- Zimbabwe , Success in business -- Zimbabwe , Corporate culture -- Zimbabwe , Leadership -- Zimbabwe
- Description: The study was premised on the truism that men have historically served in higher echelons of organizational management structures and women are under-represented. The principal objective was to explore the constraints faced by women in accessing higher leadership and senior management positions in public, private and non-governmental organisations in Zimbabwe. This study adopted the triangulation method, that is, qualitative and quantitative approaches. These mixed research methods, were upgraded by the feminist research methodologies, thereby making a contribution in the field of research. The study found out that the constraints that mostly hinder women from accessing leadership and senior management positions in public, private and NGOs were cultural practices, which represent levels of power and control that in turn hinder reforms; and women's socialisation into feminised roles. The study also found out that in most organisations, most females work under male leadership, and this traditional organisational culture, needs to be deconstructed and reversed in order to achieve gender equality. The study recommended for a human centric and integrated organizational management strategy for public, private and NGOs in Zimbabwe. The adoption of a human centric and integrated management approach should aim at gender equity and reduce women's under-representation. A human centred organizational culture has to be practiced, that would create organisational ethos that guide organizational management. An integrated organizational management approach should integrate all systems and processes into one complete framework, enabling people to work as a single unit, unified by organizational goals, shared vision and common values. The system should depend on a balanced mix of the masculine and feminine attributes. The approach should put its weight towards adoption of measures to attract, advance and empower women so as to benefit from their qualifications, experience and talent in a highly competitive environment.
- Full Text:
- Date Issued: 2009
- Authors: Zikhali, Whitehead
- Date: 2009
- Subjects: Businesswomen , Discrimination in employment -- Zimbabwe , Women executives -- Zimbabwe , Success in business -- Zimbabwe , Corporate culture -- Zimbabwe , Leadership -- Zimbabwe
- Language: English
- Type: Thesis , Doctoral , PhD (Social Science Dev)
- Identifier: vital:11415 , http://hdl.handle.net/10353/d1001185 , Businesswomen , Discrimination in employment -- Zimbabwe , Women executives -- Zimbabwe , Success in business -- Zimbabwe , Corporate culture -- Zimbabwe , Leadership -- Zimbabwe
- Description: The study was premised on the truism that men have historically served in higher echelons of organizational management structures and women are under-represented. The principal objective was to explore the constraints faced by women in accessing higher leadership and senior management positions in public, private and non-governmental organisations in Zimbabwe. This study adopted the triangulation method, that is, qualitative and quantitative approaches. These mixed research methods, were upgraded by the feminist research methodologies, thereby making a contribution in the field of research. The study found out that the constraints that mostly hinder women from accessing leadership and senior management positions in public, private and NGOs were cultural practices, which represent levels of power and control that in turn hinder reforms; and women's socialisation into feminised roles. The study also found out that in most organisations, most females work under male leadership, and this traditional organisational culture, needs to be deconstructed and reversed in order to achieve gender equality. The study recommended for a human centric and integrated organizational management strategy for public, private and NGOs in Zimbabwe. The adoption of a human centric and integrated management approach should aim at gender equity and reduce women's under-representation. A human centred organizational culture has to be practiced, that would create organisational ethos that guide organizational management. An integrated organizational management approach should integrate all systems and processes into one complete framework, enabling people to work as a single unit, unified by organizational goals, shared vision and common values. The system should depend on a balanced mix of the masculine and feminine attributes. The approach should put its weight towards adoption of measures to attract, advance and empower women so as to benefit from their qualifications, experience and talent in a highly competitive environment.
- Full Text:
- Date Issued: 2009
Decentralised cooperative governance in the South African metropolitan municipalities
- Authors: Zimba, Anthony Andile
- Date: 2012
- Subjects: Community development -- South Africa , Local government -- South Africa , Intergovernmental cooperation -- South Africa , Public administration -- South Africa , Human services -- South Africa , Municipal government -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD (Social Science Dev)
- Identifier: vital:11427 , http://hdl.handle.net/10353/536 , Community development -- South Africa , Local government -- South Africa , Intergovernmental cooperation -- South Africa , Public administration -- South Africa , Human services -- South Africa , Municipal government -- South Africa
- Description: The study emanates from the constitutional imperatives with regard to the role of local government in community development. The notion of cooperative governance is envisaged in the South African Constitution which stipulates that all spheres of government must adhere to the principles of cooperative government and must conduct their activities within the parameters prescribed by the Constitution. The purpose is to support and strengthen the capacity of the local governments to manage their own affairs and to perform their functions. The basic values and principles governing public administration entail that: it must be broadly representative of the people of South Africa in order to redress the imbalances. The existing gaps in the legislation on decision making power at the local level of the municipality, be it in a ward committee or sub council, have not been adequately addressed in the post 1994 democratic dispensation. It is in this context that this study seeks to address these gaps and obstacles, and contribute to the design and development of a decentralized cooperative governance model, specifically to the six metropolitan municipalities and also provide a basis for further research. The findings of the research could be adapted as a national policy in the empowering of municipalities through the dispersal of democratic power which is an essential ingredient of inclusive governance. Based on a case study of six metropolitan municipalities, the research is intended to contribute to the development of empirically grounded; praxis and practical guideline in decentralized cooperative governance which can be adopted and institutionalized in public administration. It is believed that a study of decentralized cooperative governance adds value in that it seeks to link decentralized power and local development. Rather than civil society organisations being seen as adversarial, a creative partnership with the state in local development is crucial. This political assimilation is critical in the construction of democracy through fusing the substantive values of a political culture with the procedural requisites of democratic accountability. This serves to fragment and disperse political power and maintain a system of checks and balances with regard to the exercise of governmental power. The capacity for innovation, flexibility and change can be enhanced at the local level, and it is a cliché that local decision making is viewed as more democratic in contrast to central, top-down decision-making processes. A syncretistic model for local government based on the political adaptation of political and inclusive decentralisation is outlined.
- Full Text:
- Date Issued: 2012
- Authors: Zimba, Anthony Andile
- Date: 2012
- Subjects: Community development -- South Africa , Local government -- South Africa , Intergovernmental cooperation -- South Africa , Public administration -- South Africa , Human services -- South Africa , Municipal government -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD (Social Science Dev)
- Identifier: vital:11427 , http://hdl.handle.net/10353/536 , Community development -- South Africa , Local government -- South Africa , Intergovernmental cooperation -- South Africa , Public administration -- South Africa , Human services -- South Africa , Municipal government -- South Africa
- Description: The study emanates from the constitutional imperatives with regard to the role of local government in community development. The notion of cooperative governance is envisaged in the South African Constitution which stipulates that all spheres of government must adhere to the principles of cooperative government and must conduct their activities within the parameters prescribed by the Constitution. The purpose is to support and strengthen the capacity of the local governments to manage their own affairs and to perform their functions. The basic values and principles governing public administration entail that: it must be broadly representative of the people of South Africa in order to redress the imbalances. The existing gaps in the legislation on decision making power at the local level of the municipality, be it in a ward committee or sub council, have not been adequately addressed in the post 1994 democratic dispensation. It is in this context that this study seeks to address these gaps and obstacles, and contribute to the design and development of a decentralized cooperative governance model, specifically to the six metropolitan municipalities and also provide a basis for further research. The findings of the research could be adapted as a national policy in the empowering of municipalities through the dispersal of democratic power which is an essential ingredient of inclusive governance. Based on a case study of six metropolitan municipalities, the research is intended to contribute to the development of empirically grounded; praxis and practical guideline in decentralized cooperative governance which can be adopted and institutionalized in public administration. It is believed that a study of decentralized cooperative governance adds value in that it seeks to link decentralized power and local development. Rather than civil society organisations being seen as adversarial, a creative partnership with the state in local development is crucial. This political assimilation is critical in the construction of democracy through fusing the substantive values of a political culture with the procedural requisites of democratic accountability. This serves to fragment and disperse political power and maintain a system of checks and balances with regard to the exercise of governmental power. The capacity for innovation, flexibility and change can be enhanced at the local level, and it is a cliché that local decision making is viewed as more democratic in contrast to central, top-down decision-making processes. A syncretistic model for local government based on the political adaptation of political and inclusive decentralisation is outlined.
- Full Text:
- Date Issued: 2012
An empirical investigation into the factors affecting the performance of small and medium enterprises in the manufacturing sector of Harare, Zimbabwe
- Authors: Zindiye, Stanislous
- Date: 2008
- Subjects: Business enterprises -- Zimbabwe , Government business enterprises -- Zimbabwe
- Language: English
- Type: Thesis , Masters , M Com (Business Management)
- Identifier: vital:11319 , http://hdl.handle.net/10353/128 , Business enterprises -- Zimbabwe , Government business enterprises -- Zimbabwe
- Description: This research investigates the factors that affect the performance of Small and Medium Enterprises (SMEs) in the manufacturing sector of Harare, Zimbabwe. To achieve this objective, the research hypothesised that a lack of skilled human resources contributes to the poor performance of SMEs in the manufacturing sector of Harare, Zimbabwe. The research further hypothesized that poor management skills such as human resources, financial management, general management, production management and marketing management result in the poor performance of SMEs in the manufacturing sector of Harare, Zimbabwe. A research proposition was also stated which stipulated that the current hyperinflation environment affects the profitability of SMEs in the manufacturing sector of Harare in terms of profitability. This study is important because SMEs, despite their contributions to the Zimbabwean economy, have not been given due attention as the research of performance has been biased towards large enterprises. The results indicate that managerial aspects which are in short supply have negative effects on the performance of SMEs in the manufacturing sector. The results also indicate that the high rate of inflation and other economic factors such as foreign currency shortage, interest rate and exchange rate affect their performance negatively. Lastly, the study recommends that SMEs, the Zimbabwean government and other supporting institutions such Empretec, ILO and SEDCO take measures to ensure the survival, growth and development of this sector which has the potential to steer the economy. These measures are expected to improve the managerial skills in the SME sector and consequently result in improved performance.
- Full Text:
- Date Issued: 2008
- Authors: Zindiye, Stanislous
- Date: 2008
- Subjects: Business enterprises -- Zimbabwe , Government business enterprises -- Zimbabwe
- Language: English
- Type: Thesis , Masters , M Com (Business Management)
- Identifier: vital:11319 , http://hdl.handle.net/10353/128 , Business enterprises -- Zimbabwe , Government business enterprises -- Zimbabwe
- Description: This research investigates the factors that affect the performance of Small and Medium Enterprises (SMEs) in the manufacturing sector of Harare, Zimbabwe. To achieve this objective, the research hypothesised that a lack of skilled human resources contributes to the poor performance of SMEs in the manufacturing sector of Harare, Zimbabwe. The research further hypothesized that poor management skills such as human resources, financial management, general management, production management and marketing management result in the poor performance of SMEs in the manufacturing sector of Harare, Zimbabwe. A research proposition was also stated which stipulated that the current hyperinflation environment affects the profitability of SMEs in the manufacturing sector of Harare in terms of profitability. This study is important because SMEs, despite their contributions to the Zimbabwean economy, have not been given due attention as the research of performance has been biased towards large enterprises. The results indicate that managerial aspects which are in short supply have negative effects on the performance of SMEs in the manufacturing sector. The results also indicate that the high rate of inflation and other economic factors such as foreign currency shortage, interest rate and exchange rate affect their performance negatively. Lastly, the study recommends that SMEs, the Zimbabwean government and other supporting institutions such Empretec, ILO and SEDCO take measures to ensure the survival, growth and development of this sector which has the potential to steer the economy. These measures are expected to improve the managerial skills in the SME sector and consequently result in improved performance.
- Full Text:
- Date Issued: 2008
The relationship between emotional stability, stress and work family conflict, among Standard Bank female employees in the Border region
- Authors: Zingwe, Tawanda
- Date: 2012
- Subjects: Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11558 , http://hdl.handle.net/10353/d1007133 , Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Description: The aim of this study was to investigate the relationship that exists between emotional stability, stress and work-family conflict among Standard Bank female employees. For this purpose data was collected from the female employees of Standard Banks in Alice, Fort Beaufort, King Williams and East London Town’s in the Eastern Cape. A sample of 72 female bank employees was drawn from the population. Neuroticism is the opposite of emotional stability and it was mostly often used in place of emotional stability in the study. Results of the study indicated that all study variables are significantly positively correlated with one another. The findings of this study is helpful in the banking industry in order to design human resources policies which will reduce the work-family conflict and decrease stress for female bank employees and for future research in respective topics. The implications of this study are discussed along with recommendations for future research and professional managerial practice.
- Full Text:
- Date Issued: 2012
- Authors: Zingwe, Tawanda
- Date: 2012
- Subjects: Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11558 , http://hdl.handle.net/10353/d1007133 , Standard Bank Limited , Bank employees -- South Africa -- Eastern Cape , Role conflict , Women employees -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Work and family -- South Africa -- Eastern Cape , Sexual division of labor -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Work-family conflict , Stress , Emotional stability , Neuroticism , Banks , Females
- Description: The aim of this study was to investigate the relationship that exists between emotional stability, stress and work-family conflict among Standard Bank female employees. For this purpose data was collected from the female employees of Standard Banks in Alice, Fort Beaufort, King Williams and East London Town’s in the Eastern Cape. A sample of 72 female bank employees was drawn from the population. Neuroticism is the opposite of emotional stability and it was mostly often used in place of emotional stability in the study. Results of the study indicated that all study variables are significantly positively correlated with one another. The findings of this study is helpful in the banking industry in order to design human resources policies which will reduce the work-family conflict and decrease stress for female bank employees and for future research in respective topics. The implications of this study are discussed along with recommendations for future research and professional managerial practice.
- Full Text:
- Date Issued: 2012
Effects of management and leadership styles of school managers on teaching and learning in Fort Beaufort basic education district Eastern Cape Province
- Authors: Zinto, Sinekhaya Homeboy
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11717 , http://hdl.handle.net/10353/d1016106
- Description: The aim of the study was to investigate the management and leadership styles of school managers and how it affects quality teaching and learning in Debe Nek schools at Fort Beaufort District. It was a mixed study that used both the qualitative and quantitative research methods. It adopted a correlation survey research design that helped in establishing the relationship of management and leadership styles and quality teaching and learning. In this regard, data for this study was collected on the independent variables, which was management and leadership styles, and that of the dependent variables, which was quality teaching and learning. The relationship between the two variables was investigated in order to determine the strength of the relationship that exists between them. The literature reviewed identify many factors affecting quality teaching and learning in schools. To achieve the aim of the study, the researcher administrated a number of questionnaires, conducted interviews and observed what is happening in schools during school visits. The findings of the assessment showed that there is relationship between management and leadership styles and quality teaching and learning. The researcher analysed democratic and autocratic management and leadership styles in relation to quality teaching and learning. The study established a positive relationship from the use of democratic management and leadership style and quality teaching and learning. The study also established that autocratic management and leadership style has a negative effect in quality teaching and learning in schools. The key recommendation of the study was the need for the programmes that must focus at development of management and leadership skills among school managers with the help from Districts in partnership with the Universities so as to help in the overall improvement of the schools.
- Full Text:
- Date Issued: 2013
- Authors: Zinto, Sinekhaya Homeboy
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11717 , http://hdl.handle.net/10353/d1016106
- Description: The aim of the study was to investigate the management and leadership styles of school managers and how it affects quality teaching and learning in Debe Nek schools at Fort Beaufort District. It was a mixed study that used both the qualitative and quantitative research methods. It adopted a correlation survey research design that helped in establishing the relationship of management and leadership styles and quality teaching and learning. In this regard, data for this study was collected on the independent variables, which was management and leadership styles, and that of the dependent variables, which was quality teaching and learning. The relationship between the two variables was investigated in order to determine the strength of the relationship that exists between them. The literature reviewed identify many factors affecting quality teaching and learning in schools. To achieve the aim of the study, the researcher administrated a number of questionnaires, conducted interviews and observed what is happening in schools during school visits. The findings of the assessment showed that there is relationship between management and leadership styles and quality teaching and learning. The researcher analysed democratic and autocratic management and leadership styles in relation to quality teaching and learning. The study established a positive relationship from the use of democratic management and leadership style and quality teaching and learning. The study also established that autocratic management and leadership style has a negative effect in quality teaching and learning in schools. The key recommendation of the study was the need for the programmes that must focus at development of management and leadership skills among school managers with the help from Districts in partnership with the Universities so as to help in the overall improvement of the schools.
- Full Text:
- Date Issued: 2013
A critical analysis of service delivery system in the health institutions: a case study of Queenstown Private Hospital in Chris Hani District 2013
- Authors: Zonke, Noncendo
- Date: 2014
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11709 , http://hdl.handle.net/10353/d1015240
- Description: Service delivery challenges have been reported between from the health care industry more especially in the Eastern Cape Province this is due to a number of factors such as job satisfaction, productivity, absenteeism and turnover among healthcare employees and as such it affects employees’ organizational commitment and the quality of healthcare services. The aim of the study was to determine the factors influencing job satisfaction among healthcare professionals at Queenstown Private Hospital in relation to the service delivery. The study was conducted among 30 participants. Self-administered questionnaires were used to collect data from the participants. Data was then analysed using statistical tools such as pie charts and graphs. The results showed a high level of job satisfaction result in optimum service delivery in the service industry, more especially in the Queenstown private hospital. Almost 90% of participants were satisfied with their jobs, and there was a high level association between job satisfaction and socio-demographic characteristics. Variables such as opportunity to develop, responsibility, patient care and staff relations were found to be significantly influencing job satisfaction and there was a significant positive medium association between job satisfaction and opportunity to develop,responsibility, patient care and staff relations for both clinical and clinical support staff and consequently the employee performance in their jobs, which resulted in the improved delivery of health care in the hospital at all the times. Satisfaction with one’s job can affect not only motivation at work but also career decisions, relationship with others and personal health. Job satisfaction is also an essential part of ensuring high quality care. Dissatisfied healthcare providers give poor quality, less efficient care.
- Full Text:
- Date Issued: 2014
- Authors: Zonke, Noncendo
- Date: 2014
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11709 , http://hdl.handle.net/10353/d1015240
- Description: Service delivery challenges have been reported between from the health care industry more especially in the Eastern Cape Province this is due to a number of factors such as job satisfaction, productivity, absenteeism and turnover among healthcare employees and as such it affects employees’ organizational commitment and the quality of healthcare services. The aim of the study was to determine the factors influencing job satisfaction among healthcare professionals at Queenstown Private Hospital in relation to the service delivery. The study was conducted among 30 participants. Self-administered questionnaires were used to collect data from the participants. Data was then analysed using statistical tools such as pie charts and graphs. The results showed a high level of job satisfaction result in optimum service delivery in the service industry, more especially in the Queenstown private hospital. Almost 90% of participants were satisfied with their jobs, and there was a high level association between job satisfaction and socio-demographic characteristics. Variables such as opportunity to develop, responsibility, patient care and staff relations were found to be significantly influencing job satisfaction and there was a significant positive medium association between job satisfaction and opportunity to develop,responsibility, patient care and staff relations for both clinical and clinical support staff and consequently the employee performance in their jobs, which resulted in the improved delivery of health care in the hospital at all the times. Satisfaction with one’s job can affect not only motivation at work but also career decisions, relationship with others and personal health. Job satisfaction is also an essential part of ensuring high quality care. Dissatisfied healthcare providers give poor quality, less efficient care.
- Full Text:
- Date Issued: 2014
An appraisal of the South African Government Macroeconomic Policies and Strategies (1994-2012)
- Authors: Zuma, Siziwe Monica
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11687 , http://hdl.handle.net/10353/d1013582
- Description: This study sought to do an overview and the role of Public Administration both as an academic discipline and as a discipline in practice. It sought to do a literature analysis of the macroeconomic policies and strategies that the democratic from 1994- 2012 particularly with regards to lowering unemployment and meeting public needs. The literature review on the Freedom Charter and the South African democratic government’s macroeconomic policies namely the RDP, GEAR, ASGISA, New Growth Plan, and the National Development Plan were studied in great detail in this study. Public Finance in terms of the tax revenues collected and public debt servicing costs have contributed to the capacity of the SA government to meet its public needs and social needs including poverty eradication. It identified that the NDP because of its longer term plan approach its goals could be realizable. It identified that the South African democratic government macroeconomic policy has been consistent since 1994 that of belt tightening or fiscal policy that is tight on fiscal spending and monetary policy also has remained the same although different names have been used over the period 1994-2012. The South African democratic government since 1994 has been pursuing austere fiscal policy. This is because it inherited a government that had high public debt and therefore had to prioritise of servicing that debt. That meant that there has been less funds available to spend on public needs as the aspirations of the people when they drafted and adopted in a congress of the ANC the freedom charter in 1955. The South African democratic government through its macroeconomic policy has created a number of positive changes in the country economically and socially that have benefited a lot of the previously marginalized people of South Africa however the macroeconomic objectives of reducing unemployment, growing the economy, increasing exports and lowering inflation still remain a huge challenge in this country. This study concludes that in order to increase revenues to meet public needs government needs to look at increasing its revenue base rather than borrowing the money as that will create the same challenge that it is currently facing hence it adopted the austere fiscal policy.
- Full Text:
- Date Issued: 2013
- Authors: Zuma, Siziwe Monica
- Date: 2013
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11687 , http://hdl.handle.net/10353/d1013582
- Description: This study sought to do an overview and the role of Public Administration both as an academic discipline and as a discipline in practice. It sought to do a literature analysis of the macroeconomic policies and strategies that the democratic from 1994- 2012 particularly with regards to lowering unemployment and meeting public needs. The literature review on the Freedom Charter and the South African democratic government’s macroeconomic policies namely the RDP, GEAR, ASGISA, New Growth Plan, and the National Development Plan were studied in great detail in this study. Public Finance in terms of the tax revenues collected and public debt servicing costs have contributed to the capacity of the SA government to meet its public needs and social needs including poverty eradication. It identified that the NDP because of its longer term plan approach its goals could be realizable. It identified that the South African democratic government macroeconomic policy has been consistent since 1994 that of belt tightening or fiscal policy that is tight on fiscal spending and monetary policy also has remained the same although different names have been used over the period 1994-2012. The South African democratic government since 1994 has been pursuing austere fiscal policy. This is because it inherited a government that had high public debt and therefore had to prioritise of servicing that debt. That meant that there has been less funds available to spend on public needs as the aspirations of the people when they drafted and adopted in a congress of the ANC the freedom charter in 1955. The South African democratic government through its macroeconomic policy has created a number of positive changes in the country economically and socially that have benefited a lot of the previously marginalized people of South Africa however the macroeconomic objectives of reducing unemployment, growing the economy, increasing exports and lowering inflation still remain a huge challenge in this country. This study concludes that in order to increase revenues to meet public needs government needs to look at increasing its revenue base rather than borrowing the money as that will create the same challenge that it is currently facing hence it adopted the austere fiscal policy.
- Full Text:
- Date Issued: 2013
Business Mathematics: AMB 111
- Date: 2010-07
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17469 , http://hdl.handle.net/10353/d1010284
- Description: Business Mathematics: AMB 111, examination July 2010.
- Full Text: false
- Date Issued: 2010-07
- Date: 2010-07
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17469 , http://hdl.handle.net/10353/d1010284
- Description: Business Mathematics: AMB 111, examination July 2010.
- Full Text: false
- Date Issued: 2010-07
Business Mathematics: AMB 121
- Date: 2012-01
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17468 , http://hdl.handle.net/10353/d1010283
- Description: Business Mathematics: AMB 121, supplementary examination January/February 2012.
- Full Text: false
- Date Issued: 2012-01
- Date: 2012-01
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17468 , http://hdl.handle.net/10353/d1010283
- Description: Business Mathematics: AMB 121, supplementary examination January/February 2012.
- Full Text: false
- Date Issued: 2012-01
Business Mathematics: AMB 111
- Date: 2010-06
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17471 , http://hdl.handle.net/10353/d1010286
- Description: Business Mathematics: AMB 111, June examination 1st semester 2010.
- Full Text: false
- Date Issued: 2010-06
- Date: 2010-06
- Subjects: Business mathematics
- Language: English
- Type: Examination paper
- Identifier: vital:17471 , http://hdl.handle.net/10353/d1010286
- Description: Business Mathematics: AMB 111, June examination 1st semester 2010.
- Full Text: false
- Date Issued: 2010-06