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You searched for subject:(Alternative Job Opportunities). Showing records 1 – 2 of 2 total matches.

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University of South Africa

1. Ngambi, Hellicy Chakosamoto. Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life .

Degree: 1999, University of South Africa

The primary aim of this survey is to: * explore whether there is potential for job-sharing in the South African labour market; * * describe the characteristics of potential job-sharers and to explain why Job-sharing would be an appropriate and feasible solution to unemployment, massive retrenchments, poor quality ofwork life (QWL) and low worker productivity Job-sharing has been used in many developed countries to address a variety of problems at the individual, organisational and national level. These include allowing workers to have a balance between their work and non-work life; to increase worker productivity and QWL and to increase employment opportunities. The literature survey affirms that these problems are prevalent in Africa as a whole and in South Africa specifically. The survey results reveal that the environment in South is Africa is conducive to jobsharing and that slightly over one third of the workers and organisations and two thirds of the jobseekers are willing to job-share. The results of this study also reveals that QWL, productivity and unemployment does influence the willingness to job-share and that approximately 80% of the employees would rather either job-share, work-share or opt for some other alternative than to have retrenchments. Thus by implication, job-sharing would address the problems relating to poor QWL, low worker productivity, fewer employment opportunities, as well as massive retrenchments in South Africa. The study has also explored possible reasons and obstacles to job-sharing and found that whether these are perceived as significantly important or not, depends on whether one is an employer, employee or job-seeker . The job-seekers feel more than others, that there is no reason insurmountable or obstacle preventing the introduction of job-sharing by which to avert their unemployed status. There are also differences in willingness to job-share among subgroups with regard to the industry, area of work, position held in the organisation and the availability of job-sharing positions in the organisation. This thesis reports that there is potential for job-sharing in the South African labour market, to address a variety of problems pertaining to workers, organisations, job-seekers and, therefore, the whole nation at large. Advisors/Committee Members: Rall, P. J (advisor).

Subjects/Keywords: Job-sharing; Quality of work life; Productivity; Unemployment; Employment opportunities; Lay-offs; Retrenchments; Alternative work schedules; Alternative work arrangements; Job-seekers

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Ngambi, H. C. (1999). Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life . (Doctoral Dissertation). University of South Africa. Retrieved from http://hdl.handle.net/10500/17565

Chicago Manual of Style (16th Edition):

Ngambi, Hellicy Chakosamoto. “Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life .” 1999. Doctoral Dissertation, University of South Africa. Accessed February 28, 2020. http://hdl.handle.net/10500/17565.

MLA Handbook (7th Edition):

Ngambi, Hellicy Chakosamoto. “Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life .” 1999. Web. 28 Feb 2020.

Vancouver:

Ngambi HC. Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life . [Internet] [Doctoral dissertation]. University of South Africa; 1999. [cited 2020 Feb 28]. Available from: http://hdl.handle.net/10500/17565.

Council of Science Editors:

Ngambi HC. Job-sharing in the South African labour market : its potential, feasibility and impact on unemployment, productivity and quality of work life . [Doctoral Dissertation]. University of South Africa; 1999. Available from: http://hdl.handle.net/10500/17565

2. Zulqarnain, Muhammad. The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function.

Degree: Docteur es, Sciences de gestion, 2011, Aix-Marseille 3

Un design de recherche des études quantitatives et transversales a été utilisé pour collecter les données à partir d’un échantillon déterminé de 957 employés et managers travaillant dans les organisations publiques (gouvernement), privées et semi-gouvernementales situées dans la province de Punjab au Pakistan. Les échelles de Likert allant de 1 jusqu'à 7 ont été utilisées pour mesurer les différentes variables de l’étude. Les données ont été collectées par l’administration de questionnaires par le chercheur lui-même ou à travers les contacts dans les organisations sélectionnées avec un taux de réponse de 81%. Les deux analyses séparées AFE et AFC (utilisées pour mesurer les variables du modèle) ont été appliquées sur des échantillons différents. Les résultats démontrent que les variables indépendantes modératrices ou dépendantes disposent de propriétés psychométriques très satisfaisantes. Nous avons testé nos hypothèses de recherche à l’aide de MANOVA et de l’analyse discriminante. Les analyses ont révélé que les variables indépendantes suivantes: la congruence de l’ancre de carrière, la congruence du profil professionnel dominant, la nature du travail (permanent /contractuel), le soutien organisationnel perçue, les opportunités de carrières perçues dans l’organisation, la multiplicité des ancres de carrière dominantes et la complémentarité des ancres de carrière dominantes multiples ont un effet direct sur les variables dépendantes: l’intention de quitter, succès de carrière, l’engagement organisationnel, la performance et la satisfaction au travail. Egalement, les effets directs des contraintes dans la vie privée (CVP) sur l’intention de quitter et l’engagement organisationnel, et ceux des opportunités alternatives de l’emploi sur l’intention de quitter se sont avérés significatifs. Cependant la variable Type de l’ancre de carrière (par exemple, basée sur le talent, sur les besoins et sur les valeurs) n’a pas eu d’effet significatif sur aucunes des variables dépendantes.Les effets de l’interaction entre la congruence des ancres de carrière et la congruence du profil professionnel dominant ont été significatifs démontrant que la congruence du profil professionnel dominant modère les effets de la congruence de l’ancre de carrière sur les variables dépendantes comme le succès de carrière subjectif, l’engagement organisationnel, la performance perçue et la satisfaction au travail mais n’a pas eu d’effet sur l’intention de quitter. De la même façon, les effets de l’interaction entre les opportunités de carrières perçues dans l’organisation et la congruence de l’ancre de carrière se sont avérés aussi significatifs. Les résultats démontrent que le profil professionnel dominant (PPD) modère les effets de la congruence de l’ancre de carrière sur l’intention de quitter et la performance au travail mais pas sur le succès de carrière, l’engagement organisationnel et la satisfaction au travail.A cet effet, les preuves ont été fournies en faveur de l’objectif clé de cette recherche qui visait à démontrer les effets significatifs… Advisors/Committee Members: Roger, Alain (thesis director).

Subjects/Keywords: Les ancres de carrière primaires; La congruence de l’ancre de carrière; Le succès de carrière; La satisfaction au travail; L’engagement organisationnel; L’intention de quitter; La performance au travail; Le support organisationnel perçu; Les opportun; Primary Career Anchors; Career Anchor Congruence; Career Success; Job Satisfaction; Organizational commitment; Turnover Intentions; Work Performance; Organizational and Supervisor Support; Alternative Job Opportunities; Personal life constraints

Record DetailsSimilar RecordsGoogle PlusoneFacebookTwitterCiteULikeMendeleyreddit

APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Zulqarnain, M. (2011). The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function. (Doctoral Dissertation). Aix-Marseille 3. Retrieved from http://www.theses.fr/2011AIX32023

Chicago Manual of Style (16th Edition):

Zulqarnain, Muhammad. “The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function.” 2011. Doctoral Dissertation, Aix-Marseille 3. Accessed February 28, 2020. http://www.theses.fr/2011AIX32023.

MLA Handbook (7th Edition):

Zulqarnain, Muhammad. “The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function.” 2011. Web. 28 Feb 2020.

Vancouver:

Zulqarnain M. The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function. [Internet] [Doctoral dissertation]. Aix-Marseille 3; 2011. [cited 2020 Feb 28]. Available from: http://www.theses.fr/2011AIX32023.

Council of Science Editors:

Zulqarnain M. The effects of match or mismatch between employees' career anchors and job settings on their career outcomes : Identification of new prognostic biomarkers in multiple myeloma and evaluation of their biological function. [Doctoral Dissertation]. Aix-Marseille 3; 2011. Available from: http://www.theses.fr/2011AIX32023

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