3. Electronic Theses and Dissertations (ETDs) - All submissions
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Item Comparing the Job Location Choices of University-trained and College-trained Professional Nurses in South Africa(2018) Vambe, DebrahBackground: In South Africa, university-trained professional nurses attain a degree after 4 years of training and college-trained professional nurses attain a diploma after 4 years of training. The competence of degree versus diploma nurses has been debated for a number of years. It is argued that degree programmes provide students with critical thinking skills, leadership and management, and a more in-depth study of the physical and social sciences, as well as community and public health nursing. There is also inconclusive evidence suggesting that university-trained nurses are more competent than college-trained nurses in certain areas. This has led to a shift towards university-trained nurses in many countries with the intention of improving patient safety and quality of care. The debates have mainly focused on the relative nursing skills of these two training routes, but there is limited evidence on the retention and job location choices of university-trained and college-trained professional nurses for different sectors (public or private), areas (rural or urban), or facility types (hospital, clinic/community health centre (CHC). Hence this study was conducted to compare the job location choices of college-trained and universitytrained professional nurses, as well as the factors associated with these choices over time as well. Methodology: This study was a secondary analysis of data from a prospective cohort study of South African college and university professional nursing graduates from two provinces in 2009 up to 2015. Job location choices, defined as working in the public or private sector; rural or urban area; and hospital, clinic/community health centre (CHC) or other facilities were the primary outcomes for this study. The main exposure variable was the training institution type which was defined as either university or college-training. Job location choices of these university-trained and college-trained professional nurses was assessed after 6 years of follow-up using Pearson’s chi-squared test followed by binary and multinomial logistic regression to adjust for confounders. Information on potential predictors of job location choices other than training institution type were assessed using Pearson’s chi-squared test and t-tests. All professional nursing graduates started in the public sector for community service, so we also evaluated the time to first move to the private sector during the period 2009-2015 using survival analysis. Kaplan-Meier curves were used to compare this outcome between university and college-trained nurses. A Cox proportional hazard model was used to determine the possible association of predictor variables and to obtain adjusted hazard ratios. Data were analysed using Stata version 14.0. Results: The results show that type of sector (public, private for-profit and private not-forprofit) was the only job location choice associated with training institution type after 6 years of follow up (p=0.019), with more college-trained professional nurses in the public sector (78.3%) as compared to university-trained nurses (62.5%). Work area (urban or rural) and facility type (clinic/community health centre, hospital or other), were not associated with training institution type, (p=0.179) and (p=0.459) respectively. When adjusted for confounders, training institution type was found not to be significantly associated with any job location choice including type of sector. Instead being male (OR=2.57; 95%CI=1.11-5.44), being white (OR=7.70; 95%CI:2.02-29.36), under 30 years (OR=2.30; 95%CI:1.10-4.89), having a child (OR=0.46; 95%CI:0.23-0.91) and having nursing as first career choice (OR=0.47; 95%CI=0.22-0.99) were strong predictors of choosing private sector job location as compared to public sector. In the survival analysis, the proportion leaving the public sector at any given time was higher and earlier among university-trained compared to college-trained professional nurses (p=0.010). When adjusted for confounders, change from public to private sector was found not to be significantly associated with training institution type but age below 30 years (HR=2.21; 95%CI:1.35-3.62), being white (HR=3.16; 95%CI:1.64-6.03) and nursing as first career choice (HR=0.56; 95%CI:0.36-0.89) were strong predictors for moving to the private sector. The top 3 reasons for job location changes from public to private, rural to urban and clinic/CHC to hospital were job dissatisfaction (64.1%), wanting to be closer home (46.8%) and wanting to earn higher salary (33.7%). The main reasons for movement from public to private sector alone were job dissatisfaction (27.3%), wanting to earn higher salary (19.5%) and advancement in career/wanting new challenge (12.7%). Implications, Recommendations and Conclusions: The study found some association between sector (private or public) and training institution type of professional nurses on bivariate analysis. On multivariate analysis, the association was no statistically significant but certain sociodemographic factors such as gender, age, having children, ethnicity and choosing nursing as first career choice were stronger predictors of job location choice. This analysis suggests that retention of degree-trained nurses in the public sector or rural areas is not significantly different to that of diploma-trained nurses, although larger studies from a wider range of training institutions are required to confirm this. This study provides useful evidence for policy makers involved in the reform of nursing education in South Africa in order improve nursing skills and health care service quality, particularly in underserved communities. The South African government could therefore consider implementing the nursing education reforms and promoting primary health care re-engineering since these cadres have almost similar job location choices.Item Implicit leadership theories, leader-member exchange and its workplace outcomes: a case of South African call centre agents(2015) Jansen, AltheaThe purpose of this research is to investigate the role of implicit leadership theories (ILTs) in leader-member exchanges (LMX) and the association of these leadership variables on employee outcomes, customer service orientation and turnover intentions. The specific context for this study is call centres. The growth in the call centre industry has warranted an investigation into variables that lead to their success. With an increased focus on retaining satisfied customers, the need to understand the factors that lead to this is emphasised. The importance of leadership and its impact on the success of organisations is often accentuated in the literature This research aimed to gain a better understanding of the variables which affect the success of call centres from a leadership perspective. The effect of leadership and specifically leader- member exchange - on employee and organisational outcomes is studied. These outcomes include job satisfaction, commitment, psychological empowerment, turnover intentions and customer orientation. The effect of implicit leadership theories (ILTs) on LMX was also assessed. This research was conducted in the South African call centre context. The target population was defined as call centre agents in the Gauteng region. 192 call centre agents from various call centres formed part of the sample. Data was gathered using self-report questionnaires. The questionnaire was administered in two parts and once all the data was collected, the relationships were tested using structural equation modelling in the SAS 9.3 statistical program. Various other tests were conducted, including tests for reliability and validity. Cronbach alphas were calculated in order to confirm the reliability of the variables. A confirmatory factor analysis was conducted in order to confirm validity. Furthermore, correlation analysis iv and path analysis was conducted to ascertain the significance of the relationships identified. LMX and psychological empowerment were found to be central in this research, having the greatest impact on the outcome variables studied; turnover intentions and customer orientation. Important recommendations for further research include the assessment of a more balance mix of in-bound and out-bound call centres since differences may exist and this research was predominantly comprised of in-bound call centres. With one of the most significant paths identified being psychological empowerment to employee customer orientation, the findings suggest that call centre managers may need to consider the long term effects of psychological empowerment on employee customer orientation and turnover intentions. The cost involved with employees leaving the organisation or losing dissatisfied customers may warrant an initiative to empower call centre agents. The use of self-managed teams may be one way to achieve this. Leaders were also found to play a central role in the outcomes studied in this research. In this regard, leaders should also go on extensive training programmes on how to deal with individual employees and on establishing good relationships with them. Managers could get peer reviews of leaders to understand where and if any problems exist. The use of team building exercises may also assist in developing good, high quality LMX relationships.Item Electronic medical records: an empirical study of South African health workers' attitudes, use and perceptions of impacts(2014-08-19) Katsande, TinasheSuccessful implementation of electronic medical record systems (EMRs) can result in many benefits. However, the adoption and use of EMRs by health workers is often problematic. Understanding the perceptions and attitudes of health workers towards the use of these systems is therefore important. This study has contributed by examining (a) perceptions of health workers towards the characteristics of EMR systems, (b) perceptions of the impacts of EMR use on healthcare delivery and other workplace outcomes (i.e. individual work performance and job satisfaction), (c) their intentions to continue using EMRs. The DeLone and McLean Information System Success model and the Information Systems Continuance model were used to underpin the study and to hypothesize inter-relationships amongst these perceptions and attitudes. The empirical context of the study was Tygerberg Hospital in Cape Town, South Africa. A survey was carried out and 142 responses were obtained from the nurses at the hospital. Results showed that system characteristics, namely, system quality, information quality and service quality were significant predictors of user satisfaction, which in turn was found to be a significant predictor of EMR use. Satisfaction together with perceptions of individual impacts and healthcare impacts was found to lead to continuance intention. Users reported statistically significantly higher levels of job satisfaction than non-users. Healthcare impact perceptions was positively associated with job satisfaction. Based on the results of the study, it is recommended that decision makers, policy makers and EMR vendors pay close attention to the service quality and the system quality of EMRs as these are the key determinants of user satisfaction. It is also recommended that managers ensure that all healthcare workers be given access to and encouraged to use EMRs to perform their work related task as EMR users have been shown to have higher levels of job satisfaction than non-users.Item Users' experiences and feelings of a green building and perceived organisational outcomes.(2014-07-24) Hart, SharmiThere has been numerous research that has hypothesised that ‘green’ buildings contribute to more positive outcomes than that of their conventional counterpart, such as increased well-being (psychological and physical) and productivity. However, recent studies have shown that results have been inconclusive, showing a discrepancy within this realm. In the present study, the researcher investigated the relationship between ‘green’ buildings and organisational outcomes (well-being, productivity, job satisfaction, absenteeism, and presenteeism), as well as, factors that may impact on this relationship. This was achieved by examining a sample of participants within the Nedbank Menlyn Maine building, whereby, a 5-star ‘As-Built’ Green Rating has been achieved. A non-experimental, longitudinal, correlational mixed methods design was employed. Quantitative data was collected using a demographic questionnaire, Warwick-Edinburgh Mental well-being scale, Sick Building Syndrome Questionnaire, perceptions of physical work conditions questionnaire, and single item scales measuring productivity, job satisfaction, absenteeism, and presenteeism. Data was compared over three time frames (approximately 6 months apart) in order to see if there was a change. Qualitative data was collected by means of nine in-depth interviews. Most the results demonstrated that the ‘green’ building did not produce significantly better physical or psychological wellbeing, increased job satisfaction or higher perceived productivity. Qualitative data revealed that green buildings could not be examined in isolation, and that aspects, such as legitimacy of the green concept, education, resistance, unconscious impacts, office design, culture, and health effects needed to be examined in order to understand the quantitative results. The implications of the results and the limitations of the study are discussed, and suggestions for further research are made.Item Motivation, work values, organisational commitment and job satisfaction : age and generational cohort effects.(2014-03-03) Nkomo, EmmanuelSince the year 2000, younger workers born after 1980 have been entering the South African workforce in large numbers. The experienced Baby Boomer generation, born between 1945 and 1964 has started leaving the workplace in retirement. With organisations currently facing the challenge of skills shortages in some professions/trades, it is important for organisations to recognise the potential influence of work values on attitudes and behaviours at work in order to retain staff and groom future leaders. Different Generations are assumed to bring their own norms and values into the work place and an understanding of what motivates these different generations will ensure that organisations better plan retention strategies. As South Africa receives the latest generation of workers (Generation Y) into the work force, managers need to be encouraged to deal with the potential generational differences among workers. The purpose of this quantitative study was to research and examine the relationship between age, sources of motivation, work values, organisational commitment and job satisfaction across generations in the South African work force. A research model was developed to test theory on generational differences. Cohort membership was hypothesised to influence motivation, work values, organisational commitment and job satisfaction. Work values and sources of motivation were also hypothesised to influence organisational commitment and job satisfaction. A quantitative study was conducted to investigate the association between age (which represented cohort membership) and sources of motivation, work values, organisational commitment and job satisfaction. The study was designed to answer the main question: Are there significant differences in sources of motivation, work values, organisational commitment and job satisfaction across the three generations found in the South African workforce today? Data were collected using both an on line and hard copy questionnaire distributed to corporate companies that participate in career exhibitions at the University of the Witwatersrand. Data were analysed using SPSS software version 19 and 20.The findings largely confirm previous findings which suggest that there are significant differences between generations in sources of motivation, work values, organisational commitment and job satisfaction. Consistent with research, older workers, Baby Boomers were found to have higher job satisfaction than younger workers. An interesting finding of this study was that contrary to research literature, younger workers, generation Y, were found to have higher organisational commitment than Baby Boomers and generation X. Consistent with previous studies, Baby Boomers were found to have higher levels intrinsic work values than both generation X and Y. The results indicate that there are differences between generations and this has implications for Human Resource practitioners and researchers. Based on the findings of this research, further research is warranted specifically in understanding organisational commitment across generations.Item Working ourselves to happiness: finding meaning at work through coaching in South Africa(2014-02-27) Bailes, Silvia AnaHappiness and meaning in individual and organisational functioning is addressed, as well as the role of executive and business coaching in supporting this process. Theories of applied positive psychology, as the conceptual framework underpinning happiness, and philosophies of meaning, are defined and tested within a South African context of trauma and violence. Happiness, the science, is controversial, but is explored as scientific research reports positive affects that could be relevant in alleviating related SA-specific conditions of stress and dysfunction. The study is qualitative, with data collected via semi-structured one-on-one interviews. An inductive approach is applied to the interpretation of data to arrive at recurring themes. Happiness is found to be both a concept and an outcome. The outcome is shown to comprise personal needs, intrinsic motivations and balance, the sum of which represents a construct of well-being, that leads to personal growth and performance. Limitations of the intrinsic motivations on personal growth are discussed, and the meaning motivation shown to be ‘unlimited’ and sustainable. Combining the intrinsic motivations with positive behaviours, with meaning, as a central theme, is demonstrated to result in sustainable positive impacts for individuals and their organisations. Happiness and meaning, namely, well-being, are found to be important elements of individual and organisational functioning and effectiveness. Differences in frames of reference relative to happiness are relevant in the South African context and socio-economic environment. Individuals overlook potential opportunities of benefit to organisations by ignoring the socio-economic environment when restricting the influence of their roles to their internal environments. Organisations can help employees to find meaning in their work that leads to workplace happiness and work satisfaction. Organisational threats to well-being are evidenced in negative affects that impact performance and pose a potential governance risk. Reciprocal benefits to employees and employers are evident when employees are supported by effective embedded organisational well-being programmes that mitigate this risk. Threats to employees in the well-being areas of being treated as human beings, purpose, learning, and balance, are evident. This includes existential angst and loss of hope which is attributed to SA-specific socioeconomic problems of significant proportion. In combination with trauma and violence that is endemic to SA society, this results in negative affects that impact on well-being and performance. These are important areas that could benefit from coaching support. Organisations can implement coaching processes to support employees find meaning in their personal and work lives that are of benefit to organisations. Differing perceptions of coaching needs between individuals and organisations are evident. Organisations do not appear to be aware of employees’ need for coaching in the area of purpose and meaning. Specialists express discomfort when dealing with organisations on soft issues of this nature, indicative of mindsets in need of change if coaching is to be given the organisational emphasis it deserves in supporting sustainable well-being. Findings are synthesised into a conceptual model of meaning for sustainable individual and organisational well-being, with specific reference to the coaching process. The conceptual model outlines the component parts of well-being and their symbiotic and systemic relationships for supporting personal meaning at work.Item Psychological capital and work-related attitudes : the moderating role of a supportive organisational climate.(2013-09-30) Naran, VandanaThis study aimed to investigate the relationship between psychological capital and the work-related attitudes of job satisfaction and organisational commitment recognising the hierarchical nature of the data. This relationship was examined in light of a supportive organisational climate as defined by supervisor support which played the role of a moderator in this relationship. Data was gathered using a number of structured questionnaires which were distributed to employees via an online link. The Psychological Capital Questionnaire (Luthans, Youssef & Avolio, 2007), Organisational Commitment Questionnaire (Mowday, Steers & Porter, 1982), Warr, Cook and Wall’s (1979) measure of job satisfaction and Eisenberger’s (1986) adapted measure of supervisor support were administered. A total of 14 departments participated in the study and 50 employees completed the questionnaires. A Hierarchical Linear Model analysis (HLM) was used to analyse the data along with Pearson product moment correlations and a two-way ANOVA. Results indicated that psychological capital was related moderately and positively to job satisfaction but was not related to organisational commitment. Supervisor support was related to both job satisfaction and organisational commitment. Finally supervisor support moderated the relationship between psychological capital and job satisfaction but no interaction was found for the relationship between psychological capital and organisational commitment as moderated by supervisor support. This paper concludes with a discussion of the results, implications of the findings, limitations and directions for future research.Item Role stress, individual cultural orientation, perceived organisational support and job satisfaction.(2012-07-09) Solarsh, Jenna LeighResearch has revealed that job-related stress impacts on psychological and psychosomatic functioning with detriments to both individual and organisational level outcomes (Beehr, Jex, Stacy & Murray, 2000; Cooper, Kirkcaldy & Brown, 1994; Johnson & Cooper, 2003). As a result stress research has typically been associated with destructive consequences for the individual and organisation, thus highlighting the need to explore variables which may alleviate workplace stressors. This study aims to explore the potential moderating effects of individual cultural orientation and perceived organisational support on the relationship between role stressors (role conflict) and job satisfaction. One hundred and fifty-two men and women, employed by South African organisations, completed the multidimensional role conflict questionnaire, the horizontal and vertical individualism and collectivism scale, the survey of perceived organisational support and the job satisfaction survey. Results revealed that horizontal individualism interacting with person role conflict and intersender conflict had inverse moderating effects on job satisfaction, while perceived organisational support interacting with intersender and intrasender conflict had positive moderating effects on job satisfaction. Findings further indicated that a collectivist cultural orientation and perceived organisational support were related to increases in job satisfaction. Practical implications of the study and directions for future research are discussed.Item Ethical climate fit, leader-member exchange and employee job outcomes(2012-02-15) Mutsvunguma, Patricia S.The study sought to investigate whether the effects of an employee’s fit or misfit with the ethical climate of an organisation is mitigated or exacerbated by the quality of the leader-member exchange experienced. The outcome variables looked at includes organisational commitment, job satisfaction and turnover intentions. Data was gathered from a total sample of 125 employees from three different non profit making organisations. Pearson Product Moment Correlations and moderated regressions were used to address the main research questions of the study. Despite, the implied theoretical link between ethical climate fit and leader member exchange, partly as a function of the constructs being centred on the notion of fit, and the role organisational leaders play in the formation of ethical climates, no significant moderation effects were found. Both variables were found to relate significantly to all job outcomes, but no combined effects of these variables on job outcomes were found. The findings of the study highlight a need for further empirical research on these concepts, and for the inquiring of existing theoretical propositions linking leaders to ethical climates.Item The role of leader-member-exchange in mediating the relationship between work locus of control and job satisfaction.(2011-05-19) Ntsebeza, CastroThe aim of this study was to examine the relationship between work locus of control, the quality of exchanges between subordinates and leaders (leader-member exchange) and job satisfaction. The research design of this study was a non-experimental, cross-sectional mediator design. A biographical questionnaire was used to ascertain the demographic information for the participants. Work locus of control was assessed using Spector’s (1988) work locus of control measure. Leader Member exchange was measured utilizing the member form of the leader member exchange scale LMX7. Job satisfaction of the employees was measured using The Warr 15-item Job Satisfaction Scale (JSS). The sample consisted of 115 employees from all levels of the organisation with the exception of members in top management. The sampling strategy that was utilised was non-probability sampling in which participants were recruited on the basis of their willingness to participate in the study. The study used correlations and regression analyses to analyse the data. The results of this study indicated that work locus of control had an inverse relationship with job satisfaction and leader member exchange. Mediation regression analysis indicated that leader member exchange partially mediated the relationship between work locus of control and job satisfaction. In view of the findings of this study, it is suggested that researchers on industrial relations could focus on ways in which South African organisations could improve employee-manager relations through the management of employee work locus of control, leader-member exchanges and workplace factors that contribute to employee job satisfaction