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Nilsson (2010) holds the view that public sector organisations in South Africa find it difficult to overcome the challenge of underperformance in most disciplines of their operations.
Practical and/or managerial implications: Strategic interventions involving positive adjustments on the five employee satisfaction dimensions examined in this study may be initiated and applied to improve overall organisational performance in public organisations.
Public organisations in South Africa face immense pressure to excel in their performance, notwithstanding the highly unstable and competitive environment in which they operate.
This study tries to make a link between workplace design with the employee intent to stay through employee satisfaction.
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Contact us if you experience any difficulty logging in.Logistics Department, Vaal University of Technology, South Africa Correspondence to: Chengedzai Mafini Postal address: Private Bag X021, Vanderbijlpark 1900, South Africa Dates: Received: 28 Jan. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 39(1), Art. The mean score ranking technique was used to compare the impact of the individual employee satisfaction factors on organisational performance.2013 Accepted: 11 June 2013 Published: 12 July 2013 How to cite this article: Mafini, C., & Pooe, D. Main findings: Positive correlations were observed between organisational performance and all five employee satisfaction factors, namely working conditions, ability utilisation, creativity, teamwork and autonomy.There is thus a serious need to correct the situation as failure to address the problems associated with underperformance impacts negatively on the South African economy and the societies served by public sector organisations, as well as other stakeholders and international relations (Local Government Research Centre, 2009). Previous studies which sought to shed light on performance issues within the public sector in South Africa did so from socio-economic perspectives rather than specific dimensional aspects of human behaviour. This is an Open Access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.Amongst the five factors, teamwork had the greatest impact on organisational performance, followed by ability utilisation, creativity, autonomy, with working conditions exerting the least influence.However, underperformance continued despite these interventions (Carrim, 2009; Nilsson, 2010; Van der Heijden & Mlandi, 2005). To this extent, there have been very few interventions that have enjoyed widespread or sustainable success (Molefe et al., 2011). The result of hypothesis testing showed workplace design features of hospitality industry to positively influence employee’s intent to stay through job satisfaction. (2019), "Workplace environment, employee satisfaction and intent to stay", International Journal of Contemporary Hospitality Management, Vol. While the employee satisfaction and commitment has been a significant research topic for more than decades, barely any research has been conducted that focuses specifically on workplace design features of a hospitality industry.