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Performance management, vigour, and training and development as predictors of job satisfaction in low-income workers
SA Journal of Human Resource Management Pub Date : 2020-05-18 , DOI: 10.4102/sajhrm.v18i0.1257
Molefe J. Maleka , Leigh-Anne Paul-Dachapalli , Suzette C. Ragadu , Cecilia M. Schultz , Lize Van Hoek

Orientation: New insights into how managers can develop strategies to enhance job satisfaction, how researchers can use a different approach when collecting data by conducting a survey at a mall instead of an organisation, and an understanding of the relationship between performance management, vigour, and training and development of low-income workers form part of the orientation of this article. Research purpose: The authors endeavoured to determine whether performance management, vigour, and training and development positively predicted the job satisfaction of low-income workers in the South African context. Motivation for the study: Little, if any, research exists about the relationships between performance management, vigour, and training and development as well as the job satisfaction of low-income workers in the South African context. Research approach/design and method: The research approach was quantitative, descriptive and causal in nature. This study mostly comprised the units of analysis, namely low-income workers who were under-researched in the South African context. Hence, 877 respondents were purposefully selected for this study. Main findings: The results showed that performance management was the highest predictor of job satisfaction. The second highest predictor of job satisfaction was vigour, and the third highest predictor of job satisfaction was training and development. Practical/managerial implications: This research will empower managers to develop strategies to enhance employees’ job satisfaction by paying attention to performance management, vigour, and training and development. Contribution/value-add: This study was conducted on an under-researched sample, at a mall and suggested vigour as an intrinsic variable to be included in the Herzberg job satisfaction model.

中文翻译:

绩效管理,活力,培训和发展是低收入工人工作满意度的预测指标

方向:对管理人员如何制定战略以提高工作满意度的新见解,研究人员在商场而不是组织进行调查时如何在收集数据时使用不同的方法,以及对绩效管理,活力和工作能力之间关系的理解。低收入工人的培训和发展是本文定位的一部分。研究目的:作者致力于确定绩效管理,活力,培训和发展是否能积极预测南非背景下低收入工人的工作满意度。研究的动机:在南非,关于绩效管理,活力,培训与发展以及低收入工人的工作满意度之间的关系的研究很少(如果有的话)。研究方法/设计和方法:研究方法本质上是定量的,描述性的和因果关系的。这项研究主要包括分析单位,即在南非背景下研究不足的低收入工人。因此,有目的地选择了877位受访者进行这项研究。主要发现:结果表明,绩效管理是工作满意度的最高预测指标。工作满意度第二高的预测指标是活力,工作满意度第三高的预测指标是培训和发展。实际/管理方面的意义:这项研究将使管理人员能够通过关注绩效管理,活力,培训和发展来制定策略来提高员工的工作满意度。贡献/增值:这项研究是针对未充分研究的样本进行的,
更新日期:2020-05-18
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