The moderating role of decent work on the relationship between employee motivation and job peformance within the public sector
- Authors: Tungata, Nokwanda
- Date: 2022-04
- Subjects: Public service employment , Performance standards
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/58234 , vital:58772
- Description: Orientation: Organisational success is influenced by its ability to employ, develop, sustain and retain skilled employees. Retaining a strongly committed workforce has become a top priority for most organisations. Uncovering and addressing components which influence job insecurity helps retain employees. This is key to improving employee job performance. Research purpose: The purpose of the study was to investigate the moderating effects of decent work on the relationship between employee motivation and job performance using a sample of public service employees in the Eastern Cape Administration. The study aimed at determining the importance of individual-level performance when diagnosing performance issues in the public sector by focusing on the moderating role of decent work on the relationship between employee motivation and job performance. Motivation for the study: The South African public service is noted to undergoing challenges. Notably, affected are aspects related not only to employee motivation but also job performance. Needed are strategies that address these important organisational realities. Calls in the literature advocate the need to pay attention to the potential role of decent work. Research approach/design and method: A quantitative survey was employed using self-administered questionnaires. A total of 250 surveys were distributed. After data cleaning, a total of 188 surveys were deemed usable. Main findings: The overall findings highlighted in this study are that decent work and employee motivation have a positive relationship with job performance. They also have a significant positive influence on job performance. Additionally the research concludes that the three constructs of decent work that include free time and rest, access to health care and safe working conditions have a significant moderating effect on the relationship between employee motivation and job performance. Practical/managerial implications: This implies that there is need to find ways to keep employees motivated so that their job performance can also improve. Policy makers v should come up with effective work place policies which insure that conditions for employee motivation are ensured at work place as well as decent working conditions. This is important because it results in increased productivity and performance by public service employees. Contribution/value add: The findings provide preliminary insights that contribute to the body of knowledge concerned with decent work and employee job performance in the field of human resource in the South African context. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
- Authors: Tungata, Nokwanda
- Date: 2022-04
- Subjects: Public service employment , Performance standards
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/58234 , vital:58772
- Description: Orientation: Organisational success is influenced by its ability to employ, develop, sustain and retain skilled employees. Retaining a strongly committed workforce has become a top priority for most organisations. Uncovering and addressing components which influence job insecurity helps retain employees. This is key to improving employee job performance. Research purpose: The purpose of the study was to investigate the moderating effects of decent work on the relationship between employee motivation and job performance using a sample of public service employees in the Eastern Cape Administration. The study aimed at determining the importance of individual-level performance when diagnosing performance issues in the public sector by focusing on the moderating role of decent work on the relationship between employee motivation and job performance. Motivation for the study: The South African public service is noted to undergoing challenges. Notably, affected are aspects related not only to employee motivation but also job performance. Needed are strategies that address these important organisational realities. Calls in the literature advocate the need to pay attention to the potential role of decent work. Research approach/design and method: A quantitative survey was employed using self-administered questionnaires. A total of 250 surveys were distributed. After data cleaning, a total of 188 surveys were deemed usable. Main findings: The overall findings highlighted in this study are that decent work and employee motivation have a positive relationship with job performance. They also have a significant positive influence on job performance. Additionally the research concludes that the three constructs of decent work that include free time and rest, access to health care and safe working conditions have a significant moderating effect on the relationship between employee motivation and job performance. Practical/managerial implications: This implies that there is need to find ways to keep employees motivated so that their job performance can also improve. Policy makers v should come up with effective work place policies which insure that conditions for employee motivation are ensured at work place as well as decent working conditions. This is important because it results in increased productivity and performance by public service employees. Contribution/value add: The findings provide preliminary insights that contribute to the body of knowledge concerned with decent work and employee job performance in the field of human resource in the South African context. , Thesis (MA) -- Faculty of Business and Economic science, 2022
- Full Text:
- Date Issued: 2022-04
An analysis of the internship programme in the Sarah Baartman Health District of the Eastern Cape: a model for effective implementation
- Authors: Feni, Monde Ludick
- Date: 2022-03
- Subjects: Internship programs , Public service employment , South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/23359 , vital:57617
- Description: The study’s main purpose was to evaluate the processes for Internship Programme Implementation in the Sarah Baartman Health District of the Eastern Cape Department of Health, to determine a Model that can be postulated for improving the Internship Programme Implementation in the Sarah Baartman Health District, wide Public Service and Private Sector. An empirical Study reveals the process for the Internship Programme Implementation has been marred with a significant number of challenges. As part of the recommendations, it was highly stressed that the Sarah Baartman Health District must adopt and embrace the Internship Programme Implementation Model in Figure 6.1 to effectively implement the Internship Programme as a means to deal with the challenges. Data was collected by the investigator from four main groups within the Sarah Baartman Health District. These were Senior Managers, Corporate Services Managers, Mentors, current and past interns. All these groups were directly involved in the internships in the Sarah Baartman Health District Health Department. The investigator got accurate and verified reflections, experiences and understandings of four constructs surrounding the internship programme and they include recruitment and employment of Interns using Best Practices, Training and Development Programmes for Interns Training, Performance Management and Development System for Interns and Mentoring as a Tool to Transfer Knowledge, Skills, Competencies and Attitudes required to Perform Optimally. During interviews, the researcher requested permission from the participants to record their responses digitally. This was done to make sure that no data was lost during the writing of responses from the participants. The questionnaires that were distributed to the interns and mentors had closed-ended questions, but the validity of the questionnaire was ensured by having a space for comments under each question to allow participants to support their answers. An analysis of the questionnaire was done by employing Microsoft Excel and statistics that are descriptive and inferential. The study findings revealed that the recruitment and employment of interns using best practices had a mean score above the required mean of 3, meaning that it is applied acceptably. As much as the construct is acceptable and meets the standard, the item in the construct that pertained to security checks for interns was not done and this is a worrying factor, meaning that the recruitment and employment of interns might be at risk of bringing in interns into the programme who are risky for the organisation. , Thesis (PhD) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-03
- Authors: Feni, Monde Ludick
- Date: 2022-03
- Subjects: Internship programs , Public service employment , South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/23359 , vital:57617
- Description: The study’s main purpose was to evaluate the processes for Internship Programme Implementation in the Sarah Baartman Health District of the Eastern Cape Department of Health, to determine a Model that can be postulated for improving the Internship Programme Implementation in the Sarah Baartman Health District, wide Public Service and Private Sector. An empirical Study reveals the process for the Internship Programme Implementation has been marred with a significant number of challenges. As part of the recommendations, it was highly stressed that the Sarah Baartman Health District must adopt and embrace the Internship Programme Implementation Model in Figure 6.1 to effectively implement the Internship Programme as a means to deal with the challenges. Data was collected by the investigator from four main groups within the Sarah Baartman Health District. These were Senior Managers, Corporate Services Managers, Mentors, current and past interns. All these groups were directly involved in the internships in the Sarah Baartman Health District Health Department. The investigator got accurate and verified reflections, experiences and understandings of four constructs surrounding the internship programme and they include recruitment and employment of Interns using Best Practices, Training and Development Programmes for Interns Training, Performance Management and Development System for Interns and Mentoring as a Tool to Transfer Knowledge, Skills, Competencies and Attitudes required to Perform Optimally. During interviews, the researcher requested permission from the participants to record their responses digitally. This was done to make sure that no data was lost during the writing of responses from the participants. The questionnaires that were distributed to the interns and mentors had closed-ended questions, but the validity of the questionnaire was ensured by having a space for comments under each question to allow participants to support their answers. An analysis of the questionnaire was done by employing Microsoft Excel and statistics that are descriptive and inferential. The study findings revealed that the recruitment and employment of interns using best practices had a mean score above the required mean of 3, meaning that it is applied acceptably. As much as the construct is acceptable and meets the standard, the item in the construct that pertained to security checks for interns was not done and this is a worrying factor, meaning that the recruitment and employment of interns might be at risk of bringing in interns into the programme who are risky for the organisation. , Thesis (PhD) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-03
A review of the collective bargaining system in the public service with specific reference to the general public service sector bargaining council (GPSSBC)
- Authors: Oodit, Sharlaine
- Date: 2014
- Subjects: Collective bargaining -- South Africa , Public service employment , Labor unions -- South Africa , Labor movement -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10296 , http://hdl.handle.net/10948/d1021029
- Description: ollective bargaining continues to play a prominent role in shaping employment relations in South Africa, without which the individual worker is powerless and in a weaker bargaining position against his employer. Collective bargaining can be described as an interactive process that resolves disputes between the employer and employee. In South Africa the advent of democracy was accompanied by numerous interventions to level the historically uneven bargaining field. Therefore in examining the history of collective bargaining in South Africa it is necessary to reflect on the state of labour relations prior and post the 1994 democratic elections. The study provides an overview of the practices and processes of public service collective bargaining in the old and new public service. The public sector accounts for a very significant proportion of employment in all countries around the globe, South Africa is no exception. Although the state as employer is in a stronger position than its private sector counterpart, the public employee is potentially also in a stronger position than its private sector counterpart. A defining characteristic of most government activity and services is that they are the ones available to the public. This means that industrial action which disrupts such services has a very significant impact on the public, serving as a substantial leverage in collective bargaining. The bargaining councils in the public sector which ensure the effectiveness of collective bargaining are maintained, are examined to provide a comprehensive understanding of the workings of these institutions. Some of the gains and challenges are also explored to provide a holistic picture of state of collective bargaining in public service. A comparison of countries seeks to analyse and compare globally the developments of collective bargaining in public administrations. The different political systems around the world have developed various labour relations processes in the public service, an examination of the approaches and mechanisms provides alternative ways of doing things. Recommendations are made regarding the changes that need to be made, as well as matters, which need to be analysed and examined further.
- Full Text:
- Date Issued: 2014
- Authors: Oodit, Sharlaine
- Date: 2014
- Subjects: Collective bargaining -- South Africa , Public service employment , Labor unions -- South Africa , Labor movement -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10296 , http://hdl.handle.net/10948/d1021029
- Description: ollective bargaining continues to play a prominent role in shaping employment relations in South Africa, without which the individual worker is powerless and in a weaker bargaining position against his employer. Collective bargaining can be described as an interactive process that resolves disputes between the employer and employee. In South Africa the advent of democracy was accompanied by numerous interventions to level the historically uneven bargaining field. Therefore in examining the history of collective bargaining in South Africa it is necessary to reflect on the state of labour relations prior and post the 1994 democratic elections. The study provides an overview of the practices and processes of public service collective bargaining in the old and new public service. The public sector accounts for a very significant proportion of employment in all countries around the globe, South Africa is no exception. Although the state as employer is in a stronger position than its private sector counterpart, the public employee is potentially also in a stronger position than its private sector counterpart. A defining characteristic of most government activity and services is that they are the ones available to the public. This means that industrial action which disrupts such services has a very significant impact on the public, serving as a substantial leverage in collective bargaining. The bargaining councils in the public sector which ensure the effectiveness of collective bargaining are maintained, are examined to provide a comprehensive understanding of the workings of these institutions. Some of the gains and challenges are also explored to provide a holistic picture of state of collective bargaining in public service. A comparison of countries seeks to analyse and compare globally the developments of collective bargaining in public administrations. The different political systems around the world have developed various labour relations processes in the public service, an examination of the approaches and mechanisms provides alternative ways of doing things. Recommendations are made regarding the changes that need to be made, as well as matters, which need to be analysed and examined further.
- Full Text:
- Date Issued: 2014
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