Theses And Dissertations

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Work-life balance among self-initiates academic expatriates: An explanatory study of academic at the University of Fort Hare, South Africa
(University of Fort Hare, 2015) Harry, Tinashe Timothy
This research investigated how self-initiated academic expatriates managed their work-life balance while in a foreign country. As many people are now self-initiating their career movement from one country to another, there is a need to understand how the self-initiated academic expatriates are managing the balance between work lives and personal lives. The research discussed and made use of a narrative and story-telling method in understanding the experiences of self-initiated academic expatriates. In order to generate knowledge specific to the local African context as most studies were conducted outside of Africa, narrative and storytelling method was seen as most suitable. A total of 25 participants were interviewed using semi-structured interviews.
Exploring the effects of intrinsic and extrinsic job satisfaction on employee intention to resign among tertiary institution employees: A case study of the University of Fort Hare.
(University of Fort Hare, 2014) Nini, Ndyebo
This study explores the impact of both intrinsic and extrinsic job satisfaction on employee intention to resign among University of Fort Hare employees. The intention to resign of administrative employees is of major concern to South African tertiary institutions. Thus, the retention of administrative staff helps tertiary institutions to achieve both their long and short term goals. The data for this study was collected from the administrative staff at the University of Fort Hare, located in the Eastern Cape province. A sample of 170 administrative staff was drawn from the population. Both intrinsic and extrinsic job satisfaction have a significant negative relationship with intentions to resign.
Exploring the effects of intrinsic and extrinsic job satisfaction on employee intention to resign among tertiary institution employees: A case study of the University of Fort Hare.
(University of Fort Hare, 2014) Nini, Ndyebo
This study explores the impact of both intrinsic and extrinsic job satisfaction on employee intention to resign among University of Fort Hare employees. The intention to resign of administrative employees is of major concern to South African tertiary institutions. Thus the retention of administrative staff helps tertiary institutions to achieve both their long and short term goals. The data for this study was collected from the administrative staff at the University of Fort Hare, located in the Eastern Cape province. A sample of 170 administrative staff was drawn from the population. Both intrinsic and extrinsic job satisfaction have a significant negative relationship with intentions to resign
Job insecurity and Work-family conflict in relation to Job engagement in the Energy Industry in selected organisations in Amathole District.
(University of Fort Hare, 2014) Chamisa, Shingirayi Florence
Most employees are failing to meet the competing work related and household strains leading to burnout, absenteeism and loss of the few existing highly skilled employees. The current study utilised the Job Demand-Resources Model to examine the relationship between job insecurity and work-family conflict on the one hand and job engagement on the other hand among technical personnel within selected Eskom depots in the Amathole District Municipality of the Eastern Cape. There is limited research regarding the impact of job insecurity and work-family conflict on job engagement among technicians in the energy industry. A quantitative cross-sectional survey was used. The sample (N= 221) comprised of technicians from Eskom branches. Data was collected through the questionnaire method and SPSS was used for data analysis.
Adopting employer-drive human resource development as a strategy in bridging the skills gap in South Africa
(University of Fort Hare, 2010-11-02) Samuel, Michael Olurunjuwon
Skills shortage has been generally and consistently identified as the single most important constraint to accelerated and sustainable economic growth in South Africa. The government is targeting an annual economic growth rate of 7%, but economic analysts and experts have predicted that government may not be able to achieve this objective unless there is a remarkable transformation of the skills profile presently obtainable in the country's labour market. This has necessitated a growing concern that a skill crisis was becoming a 'binding constraint' on development, prompting new government · interventions prioritising ways to address skills shortages and mismatches.
The relationship conscientiousness, extraversion and leadership effectiveness amomg local government managers in Bisho and East London
(University of Fort Hare, 2012-11-25) Bell, Clement
This study investigated the relationship between conscientiousness, extraversion, and leadership effectiveness among the local government managers in Bisho and East London. Conscientiousness and -extraversion were used as independent variables in the study while leadership effectiveness was used as the dependent variable. The data was collected from a sample of 222 local government managers using a self-designed biographical and occupational questionnaire. To measure conscientiousness and extraversion, a 24-item 5-point rating scale adopted from Finchan & Rhodes (2005) was used. To measure leadership effectiveness, a 6-item 5-point derailment rating scale adopted from Lombardo & McCauley (1994) was used. Data analysis was done using various statistical techniques, including t-tests, Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that both conscientiousness and extraversion are strongly associated with leadership effectiveness. Conscientiousness was a/so strongly associated with the individual components of leadership effectiveness, interpersonal relationships; molding a staff; making strategic transitions; follow-through and ability to work independently.
The relationship between job involvement, job satisfaction and organizational commitment among lewer-level employees at mercedes benz South Africa
(University of Fort Hare, 2011) Tonga, Raymond
This study investigated the relationship between job satisfaction, job involvement, and organisational commitment among lower-level employees in the South African motor-car manufacturing industry as represented by one such company - Mercedes Benz South Africa -situated in East London, South Africa. Job satisfaction and job involvement were used as independent variables in the study while organisational commitment was used as the dependent variable. Data was gathered from a random sample of 100 lower-level employees of the company· concerned. A questionnaire consisting of four-parts was used for data collection. To gather biographical and occupational data, a self-designed 40-item questionnaire was used. To measure job involvement, Kanungo 's (I 982) 10-item 5-point rating scale was used. To measure job satisfaction, Halpern 's (1966) 10-item 7-point rating scale was used.
Locus of control and its impact on job satisfaction and organisational commitment
(University of Fort Hare, 2009-12) Urayai, Tinashe
Previous research has indicated that employee attitudes toward their work could possibly have an influence on their behaviour in the organisation. Job satisfaction and organisational commitment are employee attitudes that have been widely studied by researchers. Satisfied and committed employees have been found to exhibit positive behaviours in the workplace such as low absenteeism and turnover rates, and higher job performance. The current research attempted to determine whether an individual's locus of control was associated with his/her level of job satisfaction and organisational commitment. The hope is that if an association is established, management might be able to shift an individual's locus of control, and so influence employee attitudes towards positive organisational behaviour among employees. A total of 101 respondents served as the sample. The sample consisted of all managerial and non-managerial employees employed at SAB and Johnson & Johnson in East London. Stratified random sampling was used for the present study. The Work Locus of Control Scale (Spector, 1988), the Internal-External locus of control scale (Rotter, 1966) and the Minnesota Satisfaction Questionnaire (Weiss, Dawis, Englana & Lofquist, 1967) were used to collect data from the respondents.
Organisational Restructuring and its Impact on job Satisfaction, Career Mobility and Stress Level of Employees at Lesotho Highlands Development Authority
(University of Fort Hare, 2009-04) Mohloane, William Katiso
As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives.
Managing of Work Stress Among Blue Collar Workers in the Mining Industry in Lesotho
(University of Fort Hare, 2008-11) Molaoa, Tsalong
There are various ways in which work can be harmful to our health. Accidents and violence on the job and exposure to noxious chemicals in factories and sealed office buildings account for substantial numbers of injuries and deaths every year. Another danger, stress affects millions of employees and costs companies millions of cash every year, but it operates in more silent and subtle way. Stress is a psychological agent that affects the health of workers, productivity, and morale worldwide.
Women in Industries: Research on the Resistance Against Change in Eastern Cape Industries
(University of Fort Hare, 2007) Yozi, Nonkululeko
One of the richest yet underutilized resources in South Africa is the talent of its women. This nation has for many years squandered this talent in a shameful fashion. Most South African industries comply with the new legislation that enhances the existence of women in industries, while in previous years they were denied opportunity to enter the labour market , especially in industry. Since then the new democratic country has come to realise the need for transformation in industries, and women are entering the labour market in good numbers.
Women under-Representation in Senior Management Positions in Institutions of Higher Learning in South Africa: Case Study of Eastern Cape Universities
(University of Fort Hare, 2007-11) Domela, Malinda
It is commonly thought that men and women differ in the extent or frequency with which each exhibit certain traits- especially traits that are frequently perceived to be of managerial relevance ( for example their social role, their organisational role and their cultural role). This leads to influence behaviour of men and women both in the workplace, with many real world consequences, not least of which are those often manifested in the differential treatment of men and women in management positions.
A Qualitative Study of the Problems Experienced by Black Career Women in the Border Region
(University of Fort Hare, 1993-02) Sishuba, Nandipha Megan
Black women in South Africa are exposed to double discrimination, because they are both black and women. However, very little is known about the black career woman, particularly the problems she experiences, her strengths which make her to move upwards on the occupational ladder despite her problems. This investigation explored these issues within a qualitative research paradigm, using a phenomenological approach. Ten black career women in the Border region were interviewed using a semi-structured interview to elicit responses about the problems they experience as black career women. Existing research on career women has tended to concentrate on white career women and there is also a lack of qualitative research in this area.
Service Satisfaction and Loyalty: A Comparison of Perceptions Between Bank Tellers and Internal Customer Groups in a Retail Bank in Zimbabwe
(University of Fort Hare, 2002-04) Chipunza, Crispen
It is no longer sufficient for service organisations to concentrate solely on good prices in marketing their products for business success. At the centre of many service organisations today is the realisation of improving organisational performance by attracting, satisfying and retaining customers. Such efforts are realised through the delivery of quality service (Steyn, 2000). Except in rare instances, quality service culminates in complete customer and employee satisfaction (Jones & Sasser, Jr 1995). Complete customer satisfaction is generally regarded as a good indicator of the level of service quality rendered by any service organisation. On the other hand, service quality is also regarded as having its roots in the contact employees (those with direct contact with customers on a daily basis) of service organisations (Ferrell & Hartline, 1996). As put forward by Rucc~ Kim and Quinn (1998), attention by service organisations in satisfying and retaining customers and employees help in the development of measures that show how well an organisation is doing with customers, employees and investors. The authors further pointed out that, a knowledge of such measures will only be realised by addressing a question like: "Do we have a knowledge or understanding of the several layers of factors that drive employee attitudes, that in turn affect employee retention and which in turn affect the drivers of customer satisfaction and retention?" (Rucci et al., 1998:84). Answers to such a question would establish the importance service organisations should place in customer and employee satisfaction for business success (Fournier, Dobsch & Mick 1998).
Adopting employer-driven human resource development as a strategy in bridging the skills gap in South Africa
(University of Fort Hare, 2010) Samuel, Michael Olorunjuwon
Skills shortage has been generally and consistently identified as the single most important constraint to accelerated and sustainable economic growth in South Africa. The government is targeting an annual economic growth rate of 7%, but economic analysts and experts have predicted that government may not be able to achieve this objective unless there is a remarkable transformation of the skills profile presently obtainable in the country’s labour market. This has necessitated a growing concern that a skill crisis was becoming a ‘binding constraints’ on development, prompting new government interventions prioritising ways to address skills shortages and mismatches. The primary objective of this study therefore was to conduct an empirical study in order to determine the contribution of employers and the Sector Education and Training Authorities (SETAs) towards employee training and development. In addition, the study evaluated the impact of affirmative action policy as it affects the shortage and turnover of highly-skilled South Africans. Equally central to this study was the need to establish the degree of misalignment between the skills that are being produced locally by the Higher Education and Training institutions on the one hand, and those skills that are needed for continuous economic growth in the country on the other hand. In order to achieve these objectives, 160 organisations, both in the public and private sectors of the economy were surveyed. A questionnaire, measured on a five-point Likert scale, and also containing some ordinal questions was used to collect primary data from respondents (Training and Development Managers). The data collected was analysed using various statistical methods in order to arrive at a meaningful interpretation and conclusions. The major findings of the study presented evidence of employees’ participation in various training programmes provided by employers and SETAs. However, these training programmes were not conducted within the context of the National Qualifications Framework band. This failure makes certification and national recognition of such training and development outcomes to be difficult. The study further finds that employers were almost equally divided on the extent to which implementation of the affirmative action policy (through the Employment Equity Act, Act 55 of 1998) in the workplaces has contributed to skills shortages and turnover of highly skilled employees and professionals in South Africa. Statistical data of bachelor degree graduates from 2005 – 2008 was collected from six comprehensive universities and universities of technology. The data indicates the fields of study by undergraduate bachelor degree graduates. This was done in order to assist in determining the supply-side of skills trajectory. The data was analysed and compared with the demand-side characteristics of skills, which was established through literature review. The result of the analysis shows that there was a significant misalignment between the demand and supply side trajectories. This suggests that the demand for certain skills that are needed for sustainable economic growth far outstrip those currently produced by the Higher Education and Training system. The study made appropriate recommendations to the Education and Labour authorities in South Africa based on the findings of the research. Limitations of the study were identified and possible directions for future research were highlighted.
The relationship between the quality of employee training and development on service delivery: a case study of buffalo city municipality, Eastern Cape.
(University of Fort Hare, 2011) Mpofu, Mthokozisi
Service delivery, by local municipal authorities, has proved to be a significant problem. One of the main problems affecting the efficient provision of basic services by municipalities has proven to be the poor performance of municipal employees. Municipalities are faced with the problem of how best to improve the provision of basic services within their communities. One way of improving the efficient and effective provision of basic services is through improved employee performance, which can be achieved through quality employee training and development programmes. This study seeks to investigate the relationship between the quality of employee training and development and service delivery in the Buffalo City Municipality. Thus the perceptions and opinions of both employees and residents of Buffalo City Municipality were investigated, in relation to service delivery issues and the quality and effect of training and development programmes on those who are employed by the Buffalo City Municipality. Using a quantitative design, structured questionnaires were distributed to a sample of respondents, which was comprised of residents and employees of Buffalo City Municipality. Stratified random sampling was used to select the sample through the organization of the population into homogenous subsets. The data was subjected to a number of statistical analyses, including the Analysis of Variance (ANOVA) tests, to determine the differences in perceptions of the groups under study. Findings from this study reveal that quality employee training and development leads to improved employee performance. This, in turn, leads to improvements in the provision of basic services to communities. The findings also indicate that residents have an important role to play in the efficient and effective provision of basic services by municipalities in their communities.
Organisational restructuring and its impact on job satisfaction, career mobility and stress levels of employees at Lesotho highlands development authority
(University of Fort Hare, 2009) Katiso, Mahloane Wiliam
As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
An Exploratory Study of the Impacts of Climate Variability on Food Production Availability and Access in Chivi District, Zimbabwe.
(University of Fort Hare, 2013) Raphael, Gwindi
The impacts of climate variability have been of global concern for many years. These impacts are affecting economic, social, cultural, agricultural, health and political structures in different countries. Although the impacts of climate variability on agricultural production are being experienced globally, it is generally accepted that the developing countries are the worst affected due to a variety of reasons. Given the high susceptibility of developing countries to climate variability, this study maps and analyses the impacts of climate variability on agricultural production, food production, availability and access in Chivi District, Zimbabwe. The study aimed at finding out experiences, so it used a qualitative approach. The study uses in-depth and focus group discussions to collect data. Chivi district is experiencing erratic weather patterns which are impacting agricultural production in general and food production in particular. Consequently, food availability and access is on the decline in the district. Even though smallholder farmers have devised coping and adaptation strategies, this is not sufficient to help them fully deal with the impacts of climate variability. This is due to their limited assets, inadequate technology and climate information among other things. In an attempt to assist these smallholder farmers cope and adapt to the impacts of climate variability, NGOs and Government Departments have instituted a number of community interventions. This assistance includes agricultural extension services, farming input support and provision of climate change information and a lot of other things. In view of these findings, the study recommends the universal adoption and growing of small grain drought resistant crops in climate variability affected Chivi. It further recommends that farmers adopt conservation agriculture, get into partnerships and co-operatives to practice irrigation gardening where those without water sources provide equipment, labour and knowledge. The study also recommends that more climate science research be conducted in Zimbabwe by both NGOs and Government Departments. Furthermore, government and NGOs should provide more support for farmers in the form of climate change related training, knowledge and technology transfer among other things.
The contributions of Property and Inheritance Rights (PIR) programmes to the empowerment of widows: A study of selected Non-governmental Organisations (NGOs) in Binga, Zimbabwe.
(University of Fort Hare, 2014) Tshuma, Roselyn
This study examines the contributions of Non-Governmental Organizations (NGOs) driven Property and Inheritance Rights (PIR) programmes towards the empowerment of widows in Binga District, Zimbabwe. Focusing on two NGOs, Ntengwe and Zubo, this study examines how patriarchal power is legitimized through customary law and the impacts of such on widows after the death of their husbands. It further explores whether the PIR programmes/projects run by Zubo and Ntengwe are providing the necessary knowledge and empowering widows to fight property grabbing after the death of their husbands. The contributions of these PIR programmes/projects towards the enhancement of Binga widows’ livelihoods are also explored. In answering the study research questions a qualitative approach was used. Triangulation was employed as it allowed the study to answer and analyze the research questions from multiple perspectives. The study found that Ntengwe and Zubo PIR programmes/projects play a significant role towards the empowerment of widows in rural Binga. This has led to the enhancement of their livelihoods. The study also found that strategies used for contesting property grabbing by the widows in partnership with NGOs are effective and contributing to the empowerment of widows in the community. Among many other recommendations, the study proposes that NGOs should secure more funding so that they widen their operations in Binga wards. Such an increase in operations will enable more Binga widows to be empowered through the NGO run PIR programmes and projects.
Occupational stress and intrinsic motivation as determinants of job engagement in the South African Police Service in Greater Kokstad Municipality.
(University of Fort Hare, 2016) Jojo, Avela
Occupational stress, intrinsic motivation and job engagement are areas of importance for today’s management. The main objective of this study was to explore the combined effect of occupational stress and intrinsic motivation in determining job engagement in the South African Police Service. Moreover, the study investigated the relationship between occupational stress, intrinsic motivation and job engagement. The study also sought to enquire into the effects rank and gender has on the study variables. A quantitative approach was adopted. A structured self – administered questionnaire comprising of four sections: biographical information, police stress questionnaire, intrinsic motivation inventory and job engagement scale was used to collect data. Statistical Package for the Social Sciences (SPSS) was used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between occupational stress and job engagement. A positive relationship between intrinsic motivation and job engagement was also found. There was no combined effect of occupational stress and intrinsic motivation on job engagement. Lastly, no significant differences in the way police experience stress were found among rank and gender. The researcher concluded that even when police officers are under great amounts of stress they are still engaged in their jobs. Where levels of intrinsic motivation were high for the police officers, so were the levels of job engagement. Demographic variables did not yield any significant relationships to the study variables. These findings are of significance in creating a police force which is productive and meets the goals and objectives of the South African Police Service.

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