The influence of perceptions of organisational justice on job satisfaction among administrative staff at a university of technology in South Africa
| dc.contributor.author | Cana, Nolubabalo | |
| dc.contributor.co-supervisor | Joubert, P. A., Prof. | |
| dc.contributor.supervisor | Grobler, B., Prof. | |
| dc.date.accessioned | 2022-12-12T03:03:38Z | |
| dc.date.available | 2022-12-12T03:03:38Z | |
| dc.date.issued | 2020 | |
| dc.description | M. Tech. (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. | en_US |
| dc.description.abstract | The purpose of this study was to determine the perception of organisational justice on job satisfaction among administrative staff members at a university of technology in South Africa. A critical function of the administrative staff at a university of technology is to ensure that all students and other staff members are assisted as effectively and efficiently as possible. Administrative staff at a university of technology in South Africa needs to be committed and have a high morale to ensure that the vision of the University of Technology is fulfilled. This study promotes the application of the Equity Theory. People prefer to work in an environment that is perceived as just. Employees will experience satisfaction with their job in terms of Equity when the Equity Theory is applied fairly. However, inequity will lead to tension at the workplace. In order for the administrative staff at a university of technology in South Africa to function effectively, it is essential for a university of technology to ensure that their administrative staff is satisfied. In this study, a quantitative approach was undertaken to gain an understanding of the perception of organisational justice and its dimensions on job satisfaction. This involved distributing questionnaires to 200 administrative staff at a university of technology in South Africa. Two primary tests were used to assess the suitability of the data for factor analysis. These tests are the Kaiser-Meyer Olkin measure of sampling adequacy and Bartlett’s test of sphericity. The Pearson correlation coefficient was used to examine the correlations among the constructs. A means analysis was conducted to assess the perceptions of the employeesin respect of distributive justice, procedural justice, interactional justice and job satisfaction. Regression analysis was executed to examine whether the independent variables of distributive justice, procedural justice and interactional justice predict the dependent variable job satisfaction. The Cronbach alpha coefficient test provided an adequate indication of reliability of the instrument. Face/content, construct and convergent validity methods were applied to establish validity of the study. A positive relationship between organisational justice and job satisfaction was found in this study. The administrative staff will be able to improve the job satisfaction levels of other administrative staff by making positive improvements when applying organisational justice to influence the various elements of job satisfaction identified in this study. This will effectively enable administrative staff to meet the challenge of providing improved service. The proper implementation of organisational justice will, ultimately, lead to the organisations’ success, as well as the progression of its employees. Since a university of technology depends on human resources, the organisation is required to assess the current organisational justice practices and create a working environment that stimulates and motivates employees so that their job satisfaction levels increase. The recommendations proposed for this study offer vital information on organisational justice practices that could assist a university of technology to improve the perceptions of administrative staff. Accordingly, the application can improve employees’ low morale resulting from perceived unfairness and injustice, thereby increasing the job satisfaction levels among administrative staff. The findings of the research may generate guidelines for organisational justice practices. Recommendations include a systematic and transparent reward system that recognises employees’ excellent performance and rewards them accordingly. Another recommendation is the creation of a well-structured consultative forum to grant employees an opportunity to provide management with their perceptions of unfair practices. Future research should extend to other sectors within the public sector environment, as well as expanding the research to include several other job satisfactionelements. Further, research using both mediation and moderation to investigate the associations between organisational justice and job satisfaction is recommended. | en_US |
| dc.identifier.uri | http://hdl.handle.net/10352/582 | |
| dc.language.iso | en | en_US |
| dc.publisher | Vaal University of Technology | en_US |
| dc.subject | Organisational justice | en_US |
| dc.subject | Distributive justice | en_US |
| dc.subject | Procedural justice | en_US |
| dc.subject | Interactional justice | en_US |
| dc.subject | Job satisfaction | en_US |
| dc.subject.lcsh | Dissertations, Academic -- South Africa | en_US |
| dc.subject.lcsh | Job satisfaction -- South Africa | en_US |
| dc.subject.lcsh | Distributive justice -- South Africa | en_US |
| dc.subject.lcsh | Administrative assistants | en_US |
| dc.subject.lcsh | Organizational commitment | en_US |
| dc.title | The influence of perceptions of organisational justice on job satisfaction among administrative staff at a university of technology in South Africa | en_US |
| dc.type | Thesis | en_US |