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Faculty of Management Sciences

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Start date: 2020Subject: search.filters.subject.Job satisfaction

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Now showing 1 - 4 of 4
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    Job satisfaction amongst employees in the Department of Education in eThekwini region, South Africa
    (2024-03) Ndaleni-Sibiya, Lindiwe Memory; Fagbadebo, Omololu Michael; Mbandlwa, Zamokuhle
    The case study was conducted in the Department of Education, Umlazi and Pinetown district in the eThekwini region. The study was confined to managers of Umlazi and Pinetown employees, out-of-service employees and office-based employees and explores how job satisfaction influences employee turnover in the department. The researcher examines how the working environment of the Department’s districts influences job satisfaction. The study further examines the correlation between job satisfaction and employee turnover at the Department of Education, as well as how intrinsic and extrinsic motivational factors influence job satisfaction. A mixed methods approach employed both qualitative and quantitative data collection and analysis. For qualitative data, seven managers and four out-of-service employees were interviewed for in-depth understanding of the challenges affecting job satisfaction. Quantitative data were collected from 238 employees on their feelings and perceptions regarding job satisfaction. The quantitative data were analysed through SPSS 28.0, while thematic analysis was utilised for qualitative data. Recommendations are provided in the final chapter on how to improve and enhance employee loyalty and the level of job satisfaction. The recommendations seek to assist the Department of Education in eThekwini region to improve employee job satisfaction, job performance and employee loyalty with the aim of attracting and retaining high-quality skilled employees.
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    The impact of work design on job satisfaction : a case study of the Electricity Stores department, eThekwini Municipality
    (2023-06) Maniram, Dhanesh; Chetty, Gopalkrishna
    This study sought to examine the relationship between work design factors and job satisfaction with the eThekwini Electricity stores as the case study. The primary objective of the study was the assessment of the impact of work design factors on job satisfaction. Job satisfaction plays a crucial role in employee motivation and productivity that generally contributes to the attainment of organisational goals. Studies globally suggest that practicable work designs are associated with the enhancement of employee morale and motivation, hence increasing job satisfaction. In South Africa municipalities have come under scrutiny for buildings and offices that are derelict in appearance. Moreover, due to the deficiency of capital resources by local government, the maintenance and refurbishing of buildings, equipment and machinery are generally being neglected. Acceptable work designs are dependent on meticulous building infrastructure and appropriate machinery and equipment; hence, this study is devoted to the eThekwini Electricity stores’ environment in Durban. eThekwini Electricity has twelve (12) stores located within the Metropolitan region that holds and supplies stock for maintenance and construction purposes. The study findings are based on a sample of 65 respondents with a response rate of 92.30% for the self-administered questionnaires. As part of a mixed methods research approach, five (5) participants were also interviewed. The study’s theoretical framework is undergirded by the Work Design Questionnaire of Morgeson and Humphrey (2006) and the motivation theory by Herzberg that uses motivators as factors that seek to enhance job satisfaction, while the job characteristics model by Hackman and Oldham employs skill, variety, task variety, task significance, autonomy and feedback as factors to be incorporated into work design to enhance employee morale . The results from this study suggest work design factors such as autonomy and task variety are perceived by employees as significant contributors to job satisfaction, while work design factors job complexity, information processing and problem-solving point to an appreciable proportion of contribution toward job satisfaction, but equally does not contribute to job dissatisfaction. This study also revealed a pronounced dissatisfaction with work design factors such as ergonomics, physical demands and work conditions. The findings in this study point to arenas within eThekwini Electricity stores that can be improved upon in respect of work design. The appropriate managerial interventions ought to address the perceived deficiencies. Review of existing work methods together with appropriate training and development can be employed to address work factors such as job complexity, information processing and problem solving, while the use of appropriate technology and mechanisation ought to be used for work design factors such as ergonomics, physical demands and work conditions. Additionally, it is proposed that improved health and safety standards together with ‘green environment’ initiatives be encouraged to enhance job satisfaction outcomes with employees. The study used the Work Design Questionnaire and adapted it uniquely to suit the eThekwini Electricity Municipality stores’ environment. The approach and methodology utilised in this study could certainly be adopted in any warehousing environment, especially in a local government setting.
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    Examining the reasons behind teachers leaving the profession : a case study of Umlazi Education District
    (2021) Ndende, Tandeka; Govender, Saths
    In the uMlazi Education District, there has been a surge of teachers leaving the teaching profession for various reasons. Statistics have revealed that since 2012,the uMlazi Education District has lost 1116 teachers and the number is still rising as eachers are constantly not being replaced by the uMlazi Educational District. It is against this backdrop that this study was conductedin order to analyse the causes of teachers leaving the profession, specifically in the uMlazi Education District. A qualitative study was conducted to probe the target audience’s inner emotions and perceptions about the reasons propelling teachers to leave the profession. In this regard, interviews were conducted with the teachers to ascertain their feelings and emotions. The target population for this study was all the ex-teachers who have quit or left the teaching profession in the uMLaziEducation District. A sample size of 10 former teachers was used. Data collected from the interviews were analysed using thematic and content analyses. The findings of this study show that the factors that cause teachers to abandon the profession are multidimensional,namelyphysical, social and psychological factors. It was also found that mentorship, professional development, good remuneration in the form of salaries, a sizeable workload and recognition could be used to motivate teachers and ensure job satisfaction and staff retention. In this regard, a staff retention model for teachers was developed as a framework that will guide education managers to address the problems confronting the uMlaziEducation District. Several recommendations have been provided to assist the ministry of education, education managers, scholars and policy-makers to improve the welfare of teachers, as well as to appreciate the bottlenecks crippling the education sector.
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    Job satisfaction amongst professional nurses at selected clinics in the Eastern Cape with particular reference to the Ideal Clinic System (ICS)
    (2021-04) Mpongoshe, Meshack; Nombela, N.P.; Jali, Lulu Fortunate
    Globally, professional nurses are the ‘engine’ of the healthcare system. Therefore, their job satisfaction needs to be taken into full consideration as they have a very important duty to perform in health care facilities. Arguably, if job satisfaction of nurses is ignored, then productivity and the outcome of the health care system could be negatively affected. Thus, the health care facilities have the duty to keep the nurses satisfied in order to have good standards of care. In 2013, an Ideal Clinic System (ICS) was developed by the South African government through the Department of Health to improve all healthcare facilities in the country. The ICS was developed to standardise all healthcare facilities nationally, to address gaps with regards to infrastructure between the rural and urban healthcare facilities. In relation to the implementation of Ideal Clinic System (ICS), no study has been conducted in the Eastern Cape Province, Chris Hani District to assess the job satisfaction of nurses. The questions raised therefore are: what is the level of job satisfaction amongst nurses in reference to the Ideal Clinic System? What are the recommendations can be made by the nurses and the researcher regarding the implementation of this system? The objective of this study was to examine the level of job satisfaction among nurses after the implementation of the Ideal Clinic System (ICS) at selected clinics in the Eastern Cape Province. This study was grounded on mixed research methods, quantitative epistemology in order to determine the cause-and-effect interactions between the variables and qualitative research method in the form of open ended questions. The sample of the population was 200 respondents. The respondents were selected using stratified random sampling technique from the selected clinics in the Eastern Cape Province. A structured questionnaire and open ended questions were used to collect data in the following clinics: Nyalasa clinic, Upper Lafutha clinic, Mceula clinic, Manzimahle clinic, Asketeon clinic, and Qiba clinic. Statistical Package for the Social Sciences (SPSS) version 25 was used with the assistant of the statistician to analyse data. Descriptive results were presented with respect to age and gender of the respondents. Gender results revealed that female participants dominate the nursing profession while the age results showed that those aged 51 years and above as well as those between 36 to 45 years dominated the nursing profession. The resulting study model reveal that recognition and training are the most influential as far as job satisfaction of nurses is concerned in the workplace. Therefore, any intervention measures meant to enhance job satisfaction for of nurses must be formulated based on these two aspects. The study concludes that in the Eastern Cape of South Africa, job satisfaction among nurses can be enhanced if intervention are designed around issues related to recognition and training. However, this is not to say that factors such as compensation and working conditions are not important. The study further concludes that in the Eastern Cape Province, the ICS plays no significant role in influencing the relationship between work environment (compensation, working conditions, recognition and training) and job satisfaction.