Faculty of Commerce, Law and Management

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Organisational support and its influence on teachers job satisfaction and job performance in Limpopo province of South Africa
(2014) Chinomona, R
The importance of organisational support is increasingly being recognized because of its potential positive influence on employee performance. However, studies that seek to investigate the influence of organisational support on the teachers’ job satisfaction and consequently their workplace performance at high school level have largely remained scant, particularly in developing countries of Southern Africa. Therefore, the primary objective of this study is to fill this void. Three research hypotheses are posited and a sample data of 162 collected from the Limpopo Province of South Africa is used to empirically test the hypotheses. The results of this study show that, organisational support positively influences teachers’job satisfaction and their job performance. Managerial implications of the findings are discussed and limitations and future research directions are indicated.
Revisiting employee motivation and job satisfaction within the context of an emerging economy: Theoretical representation and developing the model
(2014) Ncube, CM; Samuel, MO
The world’s economic attention is rapidly shifting towards the direction of emerging economies. In order to facilitate and accelerate this process, it is important that designated economic hubs are well positioned in terms of infrastructural and social development. This can only be achieved through an integrated human resource practices that recognises the importance of human beings (employees) as the most important factor for the success or failure of any social or economic project. This imperative therefore places employee motivation and job satisfaction in the forefront. It was against this background that this research was conducted to determine the level at which municipal employees of one of the world-class socio-economic cities in South Africa enjoyed job satisfaction using selected motivational variables. The study adopted a survey research method using quantitative research design. A measuring instrument with a Cronbach alpha coefficient of above 0.70 was developed and used to collect primary data from 300 employees of the municipal council. Main hypotheses were formulated and tested using both regression and correlation statistical analyses. Results show that intrinsic and extrinsic motivational variables impacted significantly on the level at which employees derived job satisfaction. Management can therefore develop a job satisfaction practice around identified motivational variables in order to maximise employee productivity and enhance quality service delivery.
DETERMINANTS OF JOB SATISFACTION
(2011-05-19) Moodliar, Desigan
Human Resources (HR) practioners embark on numerous initiatives in order to make the workplace more effective and to help employees become more productive and satisfied. However there is some doubt as to whether these initiatives are as effective as they could be. The objective of this study was to identify and rank the factors that impact job satisfaction in South Africa and to establish whether employee preferences of these factors differed significantly across the demographics of gender, generation, race and organisational level. Twenty-two job satisfaction variables were identified and investigated. The main findings of this research are that employees desire to be passionate about the work that they do and they want to be remunerated well. In addition employees desire acknowledgement for their contribution, the opportunity to grow and develop around a leader that they can look up to and colleagues with whom they can have good relations. A total of 18 significant differences across the demographics of gender, generation, race and organisational level were identified

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