4. Electronic Theses and Dissertations (ETDs) - Faculties submissions

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    Emergency Department Turnover Intention: Are Job Satisfaction and Burnout Really the Main Culprits?
    (University of the Witwatersrand, Johannesburg, 2022-11) Jonker, Yvonne Denise; Motara, Feroza; Moolla, Muhammed
    Background: Patient presentations to emergency departments (ED) keep increasing. High staff turnover is detrimental to the healthcare worker (HCW), the organisation and the patient. While high levels of burnout (BO) and low levels of job satisfaction (JS) lead to a higher intention to leave (ItL), there are other factors affecting the ItL that need to be evaluated. Objective: To determine the levels of BO, JS and ItL, including when, where and why HCWs want to leave in order to find ways to reduce staff turnover. Methods: This was a prospective observational cross-sectional study conducted in two tertiary-level EDs in Johannesburg, South Africa namely Chris Hani Baragwanath Academic Hospital (CHBAH) and Charlotte Maxeke Johannesburg Academic Hospital (CMJAH). Doctors and nurses were invited to complete self-administered questionnaires between 24 November 2020 and 24 March 2021. After analysis the results for doctors and nurses and the two units were compared in order to bring understanding to the different facets affecting staff turnover. Results: A total of 78 respondents (66% of doctors and 58% of nurses) completed questionnaires and were included for analysis. According to the Copenhagen Burnout Inventory 79% of CHBAH doctors, 62% of CHBAH nurses, 79% of CMJAH doctors and 84% of CMJAH nurses suffered from severe personal burnout, while 68% of CHBAH doctors, 62% of CHBAH nurses, 95% of CMJAH doctors and 68% of CMJAH nurses suffered from severe work-related BO and 42% for CHBAH doctors, 24% of CHBAH nurses, 47% of CMJAH doctors and 32% of CMJAH nurses had severe patient-related burnout. Doctors had significantly higher patient-related burnout (p=0.012). JS was average for all staff but nurses were significantly less satisfied (p=0.003). While 42% of staff intended to leave within a year, of which half wanted to leave as soon as possible, a total of 73 % wanted to leave within 5 years. CMJAH staff had higher levels of BO, lower levels of JS and higher levels of ItL. Higher levels of BO and lower levels of JS increased the ItL. The main reasons for leaving were career-related. Conclusion: Burnout levels were higher than similar populations before and during the Covid-19 pandemic, while job satisfaction levels were average. Although burnout and job satisfaction affected intention to leave, the main reasons for wanting to leave were career-related indicating that even when work conditions and burnout could be addressed successfully, the turnover of staff in tertiary level EDs may remain high.
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    Factors Contributing to Employee Turnover in the South African Renewable Energy Sector
    (University of the Witwatersrand, Johannesburg, 2024) Ngema, Dumsile Nondumiso; Seiff, Grant
    The primary objective of this study was to identify the key factors drivingemployee turnover. Concurrently, the study aimed to investigate the underlyingorganisational culture disparities across different age groups and gender profiles.Additionally, it explored the impact of leadership on turnover and the relationshipbetween employee compensation and turnover. Considering the complex natureof employee turnover's impact, the development of effective retention strategieshas become a crucial need for organisations in this rapidly growing industry.Implementing these strategies is vital for retaining top talent, safeguardinginstitutional knowledge, mitigating turnover-related costs, and enhancing overallorganisational productivity. To address the study’s objectives, a digitalquantitative research survey was conducted with a sizable sample of 300employees employed in the renewable energy sector. The survey achieved a95.67% response rate, providing a robust dataset for analysis. The collected dataunderwent rigorous statistical examination, which included both inferential anddescriptive statistics. Among the key findings, organisational culture emerged asthe primary driver of employee turnover within South Africa's renewable energysector. This highlights the significance of elements such as inclusivity, employeesupport, respect, work-life balance, and ethical conduct as crucial components ofthe organisational culture. Employee compensation also played a significant rolein influencing employee turnover in this sector, with job satisfaction acting as acritical mediator in explaining the relationship between culture and employeeretention. Interestingly, the study did not identify a similar mediating role betweencompensation and turnover. Additionally, other factors such as leadership andtraining and development did not demonstrate a significant relationship withturnover. The practical implications of these findings are significant for improvinghuman resource practices in the renewable energy sector. These findings alsohighlight the importance of strengthening organisational culture while alsofocusing on job satisfaction and competitive compensation packages.Policymakers and industry associations can draw valuable insights from thefindings of this study to enhance employee retention strategies. This studycontributes meaningfully to the understanding of employee turnover in thevrenewable energy sector, not only within South Africa but with potential relevancein a broader context
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    Psychological wellbeing, Organisational support, and Job Satisfaction in Aviation professionals in South Africa
    (University of the Witwatersrand, Johannesburg, 2024-05) Mohottalalage, Isira Jayamanna; Donald, Fiona
    The COVID-19 pandemic significantly disrupted the aviation industry, introducing new stressors for employees. This study examined relationships between psychological wellbeing, organizational support, and job satisfaction among 38 South African aviation professionals during the post-pandemic recovery period. Quantitative survey data was analysed using correlational and multiple regression techniques. Results revealed positive associations between organizational support, psychological wellbeing, and job satisfaction. In the multiple regression model, organizational support emerged as the strongest predictor, explaining over a quarter of variance in job satisfaction (β = .52, p < .001). This highlights its crucial buffering capacity amid acute pressures. Psychological wellbeing also exhibited a robust positive relationship with job satisfaction (β = .43, p < .01), emphasizing the importance of personal resources and positive appraisals for fulfilling work. Together, organizational support and psychological wellbeing significantly predicted job satisfaction, indicating their joint salience. Findings align with the job demands-resources model, with organizational and personal resources helping mitigate pandemic-related demands to sustain satisfaction and performance. Practical implications point to investing in supportive cultures, mental health provisions, and work-life balance policies to alleviate COVID-related strains as aviation companies rebuild. 4 However, limitations including the small sample size warrant caution in generalizing results. Addressing methodological constraints through expanded samples, longitudinal tracking, qualitative data, controlled experiments, and cross-national comparisons offers critical directions for subsequent research on optimizing occupational wellness in aviation during post pandemic transitions.
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    The impact of teleworking on job satisfaction in the Financial Services Sector: A case of a South African Bank
    (University of the Witwatersrand, Johannesburg, 2023) Ndlovu, Velile; Appiah, Erasmus Kofi
    Even though teleworking has been around for a while, recent developments with COVID- 19, which increased the rate of teleworking or working from home, led to the introduction of many employees to teleworking or working from home (WFH) for the first time. This quantitative research study used emotional support as an independent variable, job competencies as a moderator, as well as trust and equity inside a South African bank to investigate the relationship between job satisfaction with telework. A sample of 150 professionals from a South African bank make up the participants. The variables of interest are job satisfaction, emotional support, trust and equality, and finally job competencies were examined using regression and proportions analyses to determine the degree of shared variance and the strength of the relationships between them. The results of this study show that there is no significant connection between teleworking and the impact it can have on employees of a South African bank's level of job satisfaction. According to the analysis, work competence, emotional support, trust, and equity are all positively correlated with job satisfaction. There isn't much evidence to suggest that work and home borders are advantageous. Additionally, there was no statistically significant correlation between job satisfaction and having a suitable home workspace, technological aid, or training to perform the job
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    Job satisfaction of healthcare professionals in two East London public hospitals in South Africa in the context of Covid-19
    (University of the Witwatersrand, Johannesburg, 2023) Dlodlo, Nkosilathi; Magida, Ayanda
    Introduction: Job satisfaction of healthcare workers is important to provide better patient care and with the prediction by the World Health Organization (WHO) that there would be a shortage of healthcare workers by 2030. The Covid-19 pandemic affected healthcare workers differently and hence the reason for the study. The aim is to explore and understand healthcare workers’ job satisfaction during the Covid 19 pandemic and make recommendations for human resource management to keep healthcare workers satisfied. Methodology: data collection was done from the 10th of October 2022 to the 5th of January 2023, with 203 participants from Cecilia Makiwane Hospital (CMH) and Frere Hospital (FH). Convenience sampling was done through an online survey that compromised of demographic and modified job satisfaction survey questions (JSS). Results: 82% of the participants were dissatisfied with the pay and remuneration; 76% were dissatisfied with supervision from the hospital management, and 83% were dissatisfied with contingent rewards. The healthcare workers were only moderately satisfied with their relationships with co-workers, which had a 41% satisfaction level. Conclusion: there is a need to improve on financial and non-financial components that would then motivate the healthcare workers and inevitably lead to better job satisfaction levels through regular assessment and improved policies that meet the needs of the healthcare workers
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    South African academics’ intent to quit and intent to emigrate: an integration of turnover and emigration theories
    (University of the Witwatersrand, Johannesburg, 2022) Callaghan, Natasha Chomba; Milner, Karen
    The present study contributes to the existing body of knowledge on factors that affect academics’ intent to quit and intent to emigrate. The objective of the study was to investigate relationships between individual differences (core self-evaluations), work attitudes (job satisfaction), contextual or work environment (perceived organisational support), and external or societal conditions (satisfaction with quality of life in South Africa), and their effects on academics’ intent to quit and intent to emigrate. The overarching goal was to integrate, review, and test turnover and migration theories and to investigate determinants of academics’ intent to quit, and intent to emigrate. Respondents (full time academics) from five higher education institutions, namely University of Pretoria, University of the Witwatersrand, University of Cape Town, Central University of Technology, and University of Fort Hare were invited to participate. Usable data from 471 respondents were analysed using statistical package for the social sciences (SPSS) software and structural equation modelling or SEM using Analysis of Moment Structures Software (AMOS SPSS). The direct relationship between core self-evaluations and academics’ intent to quit, and between core self-evaluations and intent to emigrate was tested in the presence of indirect paths (mediators, a moderator, and an interaction variable). A non-significant relationship between core self-evaluations and academics’ intent to quit, and a non-significant relationship between core self-evaluations and academics’ intent to emigrate was found. Tests of mediation found perceived organisational support to fully mediate the relationship between core self-evaluations and intent to quit, and to fully mediate the relationship between core self-evaluations and intent to emigrate. Job satisfaction was also found to fully mediate the relationship between core self-evaluations and intent to quit, and to fully mediate the relationship between core self-evaluations and intent emigrate. Results of tests of moderation found satisfaction with quality of life to moderate the relationship between core self-evaluations and intent to quit such that the relationship between core self-evaluations and intent to quit was stronger. Satisfaction with quality of life did not moderate the relationship between core self-evaluation’s and intent to emigrate. Although a majority of academics had no intention to quit or emigrate, an interesting finding was that those that were intending to emigrate were more than those intending to quit. This study contributes to the current literature on turnover and migration theory and extends the discussion to merging predictors of turnover and migration intentions in higher education contexts. This study also extends earlier turnover and migration research by confirming that predictors of turnover intentions and migration intentions are similar.
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    Employee perceptions of internal marketing and service quality at a South African University
    (2021) Zuma, Buhle N
    Research into service quality suggests that internal marketing is a solution that companies can use to deliver consistent service quality and maintain a competitive edge. However, studies have presented varying findings into the effectiveness of internal marketing in enhancing employee behaviour (Altarifi, 2014) which determine service quality. This study examines four elements of internal marketing–namely leadership, communication, training, rewards and recognition, and their influence on employee satisfaction, organisational commitment which are drivers of service quality. The study provides insight into the perceptions of professional administrative staff, a group of employees, whose job-related attitudes are overlooked by research focusing in higher education (Pitman, 2000). The study involved a sample of 254 staff members at a University in South Africa. Data was collected using a self-administered survey distributed electronically. The hypothesised relationships were tested using Amos-based structural equation modelling. The study found that the correlation between internal marketing and service quality is positive but weak. This means the internal marketing programme at the institution is not highly effective. Negative job satisfaction is recorded and yet the results also show positive organisational commitment. The study concludes that organisations should evaluate the impact of their internal marketing elements regularly to assess their impact in building the desired employee attitudes and work outcomes. The study also contributes to discussions about service quality in higher education and the findings are useful for practitioners who wish to promote service quality