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Faculty of Management Sciences

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Has files: YesSubject: search.filters.subject.Quality of work life

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    Job and career satisfaction in higher education institutions: a case study of university “A” in South Africa
    (Business Perspectives, 2015) Dorasamy, Nirmala; Letooane, Mpho Kenneth
    Orientation: This article focuses on the job and career satisfaction of a higher education institution in South Africa. The findings from this investigation will assist employees and management alike to understand factors that can improve career and job satisfaction, in order for university “A” to be an employer of choice that will attract, develop and retain suitably qualified employees. Research aim and objective: This study investigates job and career satisfaction amongst university “A” employees. The objective that was set for this research was to determine the level of job and career satisfaction within university “A” and therefore make recommendations to university “A” management on how to purposefully improve the job and career satisfaction and quality of work life (QoWL) of its employees. Motivation for the study: Job and career satisfaction is a challenge in higher education institutions. For organizations to achieve their strategic objectives or goals, employee’s satisfaction should be at a high level. Research design, approach and methods: The quantitative approach was employed where structured questionnaires were distributed to the population size of 160 of which 142 were completed, with the response rate of 89%. The reliability score of (0.896) was reached. This indicates a high degree of acceptable consistency. The qualitative data were collected by open ended questions that were presented to the participants and these were analyzed by N-VIVO N10. The researcher also observed the participants and recorded information relating to the research in a field diary. Findings: The findings of this research suggest that career advancement is one of the main reasons identified to lead to job and career dissatisfaction. Even though a high majority of the study participants agree that they have a clear set of goals and aims that enable them to do their job, only a marginal number agree that when they have done a good job it is acknowledged by their line manager. The findings furthermore indicate that employees are not satisfied with the training they receive. Other factors that lead to job and career dissatisfaction include poor organizational culture, disintegrated systems, lack of communication, poor facilities, poor registration processes, remuneration, unfair allocation of duties, work overload and division amongst departments. The finding also show that there are other considerations that may not be regarded as the principal functions of the employees, but these may be very critical determinants of job and career satisfaction such as job insecurity, which was one of the prominent concerns of respondents. Practical/managerial implications: The results from this research could be utilized by management and supervisors, in order to minimize the potential factors that could negatively impact on the job and career satisfaction of employees in higher education institutions. Contribution and value added: Given the importance of job and career satisfaction, it is important to ensure a good QoWL for employees. The study will assist in identifying the critical dynamics of job and career satisfaction at university “A”, and highlight those that are a cause for concern and need to be addressed with a view of improving job and career satisfaction and QoWL of employees.
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    The relationship between quality of work life factors and organizational commitment within the pulp and paper industry in the Durban Metropolitan Area
    (2013-06-05) Ngcobo, Nathi Cedrick; Dlamini, Bongani Innocent
    It has become imperative for organisations to create family-friendly work-environments, where employees can effectively balance work and family life, in order to ensure employee satisfaction and increased productivity. A critical review of the quality of work life factors and organizational commitment literature was therefore conducted, in order to ascertain their psychometric applicability to knowledge workers within the Pulp and Paper industry in the greater eThekwini Metropolitan Area. A total of 450 questionnaires were distributed to employees in the pulp and paper industry within the eThekwini metropolitan area. The employees were randomly selected, while the organisations were stratified selected. A questionnaire was used to measure the different dimensions of quality of work life factors as well as the different dimensions of organisational commitment. The gathered data was processed through an SPSS program. A number of statistical tests were then performed on the collected data, where biographical variables were compared with the independent variables. The questionnaire was considered moderately reliable because the overall coefficient alpha was 0.525. The Pearson’s value indicated that there was a positive relationship at 0.01 level of significance between the majority of the quality of work factors (organizational climate, task characteristics, job satisfaction, role behaviour, utilization and future orientation) and the organisational commitment. No relationship was found between remuneration and organizational commitment. There was no significant difference in organizational commitment across the biographical variables of marital status, age, length of service and span of control. There was, however, a significant difference in organizational commitment across different levels of education. The Analysis of variance indicated that there was no significant difference in organizational commitment across marital status group. There was however a significant difference in organizational commitment across length of service. There was a significant difference I organizational commitment across supervisory span of control. The results from the hierarchical multiple regression indicated that with the exception of age, education and experience, all other demographics variables do not have an impact on affective commitment. The results also indicated that age, education and experience had an impact on continuance commitment. Similarly, age and education contribute significantly to normative commitment. The structural equation model comparative technique was performed to all constructed models and indicated that all models had a good fit in relation to the data based on the GFI. The best-fitting model for consequences demonstrated that organisational citizenship behaviour and procedural justice were important variables. Apart from that, affective, continuance and normative commitment were also found to be part of the model.