The relationship between employee wellness and work engagement in a non-governmental organisation
- Authors: Coopasamy, Kubashinie
- Date: 2020
- Subjects: Employee health promotion
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/47685 , vital:40323
- Description: Employee wellness and work engagement have a positive influence on organisational behaviour. The main aim of the research study was to understand whether a relationship existed between employee wellness and work engagement in a Non-Governmental organisation (NGO). The research used a cross-sectional design and a composite questionnaire to measure employee wellness and work engagement. This was a paper and pen-based questionnaire which was distributed to 160 employees. Of the 160 questionnaires distributed only 155 participants responded. These participants are employed at NGO’s based in Port Elizabeth, Johannesburg and East London. An exploratory factor analysis determined a new more reliable factor structure for PWS. Employee wellness lost items and became a three-factor structure. The results showed that the new EFA model was best suited for the present study. Work Engagement remained a three-factor structure. T-tests and ANOVAs revealed significant differences between the constructs and the demographic groups. Correlations showed the main findings of the study to be a relationship between employee wellness and work engagement in a non-governmental organisation.
- Full Text:
- Date Issued: 2020
- Authors: Coopasamy, Kubashinie
- Date: 2020
- Subjects: Employee health promotion
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/47685 , vital:40323
- Description: Employee wellness and work engagement have a positive influence on organisational behaviour. The main aim of the research study was to understand whether a relationship existed between employee wellness and work engagement in a Non-Governmental organisation (NGO). The research used a cross-sectional design and a composite questionnaire to measure employee wellness and work engagement. This was a paper and pen-based questionnaire which was distributed to 160 employees. Of the 160 questionnaires distributed only 155 participants responded. These participants are employed at NGO’s based in Port Elizabeth, Johannesburg and East London. An exploratory factor analysis determined a new more reliable factor structure for PWS. Employee wellness lost items and became a three-factor structure. The results showed that the new EFA model was best suited for the present study. Work Engagement remained a three-factor structure. T-tests and ANOVAs revealed significant differences between the constructs and the demographic groups. Correlations showed the main findings of the study to be a relationship between employee wellness and work engagement in a non-governmental organisation.
- Full Text:
- Date Issued: 2020
Funding mechanisms for local authorities in Malawi –Blantyre city council
- Authors: Mvula, Towera Innocentia
- Date: 2019
- Subjects: Finance, Public -- Malawi -- Blantyre , Financial management -- Malawi -- Blantyre Local finance -- Malawi -- Blantyre
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: http://hdl.handle.net/10948/41730 , vital:36576
- Description: Funding for local government is crucial so that the local governments can continue delivering on their mandate. The trend around the world is that local governments are underfunded and highly dependent on central government transfers, which limits their autonomy. This study on funding mechanisms for local councils in Malawi took Blantyre City Council as its case study. The study aims to evaluate the funding mechanisms of local councils in Malawi and find alternative sources, or ways to optimize the current funding mechanisms. Literature on local government funding was reviewed and challenges facing local government funding were identified. A purposive sampling method was used to select study participants that were drawn from the financial sector, NGO’s and from local government. Data collection was done through structured in-depth interviews and document study. Data analysis was done through framework analysis. The study found that the main revenue sources for local councils in Malawi are transfers from central government, that on average make up more than 80% of their total revenues. A large chunk of these central transfers come in as conditional grants, which means that the councils spend most of their efforts implementing central government priorities. Revenue from own sources is very low even in councils that have wider tax resource bases. Some of the urban councils are able to generate a substantial amounts from own sources; however, most of these funds go towards meeting the recurrent expenditure budgets. As a result, all of the councils still rely on central government to finance their capital expenditure budgets. The study found that more can be done to fully exploit revenue abilities of local sources through addressing current bottlenecks. Amongst others, local councils currently face the following challenges that negatively affect their revenues: legal limitations, political interference, outdated revenue management systems, theft, weak legislation, financial mismanagement, outdated and complicated processes, lack of human and technical expertise and weak oversight. To boost current revenues, the study amongst others, recommends strengthening the current legal framework, processes review and improvements, capacitation of personnel, introduction of new levies and exploring external financing.
- Full Text:
- Date Issued: 2019
- Authors: Mvula, Towera Innocentia
- Date: 2019
- Subjects: Finance, Public -- Malawi -- Blantyre , Financial management -- Malawi -- Blantyre Local finance -- Malawi -- Blantyre
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: http://hdl.handle.net/10948/41730 , vital:36576
- Description: Funding for local government is crucial so that the local governments can continue delivering on their mandate. The trend around the world is that local governments are underfunded and highly dependent on central government transfers, which limits their autonomy. This study on funding mechanisms for local councils in Malawi took Blantyre City Council as its case study. The study aims to evaluate the funding mechanisms of local councils in Malawi and find alternative sources, or ways to optimize the current funding mechanisms. Literature on local government funding was reviewed and challenges facing local government funding were identified. A purposive sampling method was used to select study participants that were drawn from the financial sector, NGO’s and from local government. Data collection was done through structured in-depth interviews and document study. Data analysis was done through framework analysis. The study found that the main revenue sources for local councils in Malawi are transfers from central government, that on average make up more than 80% of their total revenues. A large chunk of these central transfers come in as conditional grants, which means that the councils spend most of their efforts implementing central government priorities. Revenue from own sources is very low even in councils that have wider tax resource bases. Some of the urban councils are able to generate a substantial amounts from own sources; however, most of these funds go towards meeting the recurrent expenditure budgets. As a result, all of the councils still rely on central government to finance their capital expenditure budgets. The study found that more can be done to fully exploit revenue abilities of local sources through addressing current bottlenecks. Amongst others, local councils currently face the following challenges that negatively affect their revenues: legal limitations, political interference, outdated revenue management systems, theft, weak legislation, financial mismanagement, outdated and complicated processes, lack of human and technical expertise and weak oversight. To boost current revenues, the study amongst others, recommends strengthening the current legal framework, processes review and improvements, capacitation of personnel, introduction of new levies and exploring external financing.
- Full Text:
- Date Issued: 2019
Job embeddedness and employee retention in higher education
- Authors: Esterhuizen, Christa
- Date: 2019
- Subjects: Employee retention -- South Africa , Organizational behavior -- South Africa Work -- Psychological aspects Employee morale -- South Africa Universities and colleges -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39852 , vital:35483
- Description: The only sustainable competitive advantage for organisations worldwide, including higher education institutions, is their human resources. Therefore, to acquire and maintain a sustainable competitive advantage, the ability to effectively retain knowledge employees has become high-priority. The job embeddedness model presents an alternative approach to the traditional constructs of job satisfaction, organisational commitment and job involvement, for understanding the retention concept. The aim of the research was to determine the interaction effect of job embeddedness on retention, which could be used to intensify the attachment of academic staff in a higher education institution and to dissuade turnover cognitions. An empirical study consisting of a web-based questionnaire was conducted amongst 100 academic staff members across all campuses of Nelson Mandela University. The purpose of the survey was to measure job embeddedness, retention, and the relationship between job embeddedness and retention. The results indicated that organisational embeddedness, rather than community embeddedness, influenced the intention to leave. Employees that had a positive experience with the organisation in terms of fit, links and sacrifice, were less likely to leave the organisation. It is recommended that job embeddedness should form the basis for the development of an effective integrated human resource management retention strategy to attract, retain, motivate and develop employees, to improve organisational performance and achieve organisational goals and objectives. The implication is that recruitment and selection should be done carefully to create a fit between the employee and the organisation. Talent should be fully used in an environment that fosters autonomy and teamwork should be crafted and encouraged.
- Full Text:
- Date Issued: 2019
- Authors: Esterhuizen, Christa
- Date: 2019
- Subjects: Employee retention -- South Africa , Organizational behavior -- South Africa Work -- Psychological aspects Employee morale -- South Africa Universities and colleges -- Employees
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/39852 , vital:35483
- Description: The only sustainable competitive advantage for organisations worldwide, including higher education institutions, is their human resources. Therefore, to acquire and maintain a sustainable competitive advantage, the ability to effectively retain knowledge employees has become high-priority. The job embeddedness model presents an alternative approach to the traditional constructs of job satisfaction, organisational commitment and job involvement, for understanding the retention concept. The aim of the research was to determine the interaction effect of job embeddedness on retention, which could be used to intensify the attachment of academic staff in a higher education institution and to dissuade turnover cognitions. An empirical study consisting of a web-based questionnaire was conducted amongst 100 academic staff members across all campuses of Nelson Mandela University. The purpose of the survey was to measure job embeddedness, retention, and the relationship between job embeddedness and retention. The results indicated that organisational embeddedness, rather than community embeddedness, influenced the intention to leave. Employees that had a positive experience with the organisation in terms of fit, links and sacrifice, were less likely to leave the organisation. It is recommended that job embeddedness should form the basis for the development of an effective integrated human resource management retention strategy to attract, retain, motivate and develop employees, to improve organisational performance and achieve organisational goals and objectives. The implication is that recruitment and selection should be done carefully to create a fit between the employee and the organisation. Talent should be fully used in an environment that fosters autonomy and teamwork should be crafted and encouraged.
- Full Text:
- Date Issued: 2019
Accountability of councillors through the batho pele principles in Lukhanji Local Municipality
- Authors: Tshambu, Avela
- Date: 2017
- Subjects: Municipal officials and employees -- South Africa -- Eastern Cape Local officials and employees -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape Leadership
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10948/21384 , vital:29510
- Description: The main objective of the study is to explore the accountability of the ward councillors through the application of the Batho Pele principles in Lukhanji Municipality. Accountability is regarded as the key aspect for any government in which it should be monitored and maintained. The main problem to be addressed by this study is the ways in which the ward councillors can improve accountability applying the Batho Pele principles. To address the research problem and to achieve the aims of this study, an empirical research was done by distributing self-administered questionnaires to the participants in Lukhanji Municipality. The research findings revealed that in Lukhanji Municipality poor accountability of the ward councillors in which it needs improvement. Another finding is that poor accountability is caused by the lack of understanding of the Batho Pele principles, lack of understanding of the accountability mechanisms and poor relations between the community and ward councillors. The research findings of the study pointed to the necessity to make a set of recommendations on improving accountability through the application of Batho Pele principles in Lukhanji Municipality.
- Full Text:
- Date Issued: 2017
- Authors: Tshambu, Avela
- Date: 2017
- Subjects: Municipal officials and employees -- South Africa -- Eastern Cape Local officials and employees -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape Leadership
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: http://hdl.handle.net/10948/21384 , vital:29510
- Description: The main objective of the study is to explore the accountability of the ward councillors through the application of the Batho Pele principles in Lukhanji Municipality. Accountability is regarded as the key aspect for any government in which it should be monitored and maintained. The main problem to be addressed by this study is the ways in which the ward councillors can improve accountability applying the Batho Pele principles. To address the research problem and to achieve the aims of this study, an empirical research was done by distributing self-administered questionnaires to the participants in Lukhanji Municipality. The research findings revealed that in Lukhanji Municipality poor accountability of the ward councillors in which it needs improvement. Another finding is that poor accountability is caused by the lack of understanding of the Batho Pele principles, lack of understanding of the accountability mechanisms and poor relations between the community and ward councillors. The research findings of the study pointed to the necessity to make a set of recommendations on improving accountability through the application of Batho Pele principles in Lukhanji Municipality.
- Full Text:
- Date Issued: 2017
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