Happiness levels in South Africa
- Authors: Georgiou, Michael
- Date: 2018
- Subjects: Happiness -- South Africa , Well-being Social capital (Sociology)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/30161 , vital:30849
- Description: One of the fundamental aspects of human life is the attempt to achieve happiness. Traditionally, happiness has been expressed within two specific spheres of understanding, these being the hedonic view and the eudemonic view. The former is the pursuit of wellbeing through pleasure, enjoyment and comfort, whereas the latter focuses on the pursuit of personal development, developing the best in oneself and keeping in line with one’s highest held principles. Such examples may include acting to the best of one’s abilities, expressing kindness, gratitude and the fulfilment of one’s potential. The philosophical tradition has now been incorporated into contemporary psychology for the development of the science of wellbeing. Recently, the term Happiness or what was commonly referred to as subjective well-being, has surged into the spotlight of positive psychology researchers worldwide, as it has shown to influence individuals and thereby organisations and society as well. There is evidence that indicates that an increase or decrease in individual happiness can have a positive influence on the lives of individuals, the way society operates and how economic structures perform. Many countries therefore are beginning to look at the measurement of happiness in an attempt to capitalise on the advantages this brings to their societies, economic activity and performance, and the improvement in the quality of the lives of its citizens. These countries are attempting to include the elements required to increase subjective well-being within the economic policies of the countries. This study aims at evaluating the Happiness Levels of South Africans and also aims at providing a basis for the current levels of happiness in the country, identify challenges that need to be addressed, and to provide a platform for further research where required. The primary data was collected through an online questionnaire, utilising the QuestionPro system supplied by the University. There were 840 valid respondents who completed the questionnaire in full. The questionnaire was developed utilising the happiness literature and previous questionnaires that have been developed in similar studies. A proposed conceptual model was developed and then tested utilising exploratory factor analysis, confirmatory factor analysis and structural equation modelling. A new model was iv developed which can be used to determine the happiness levels of South Africans. The study concluded with recommendations that governments, leaders, organisations and individuals in society can implement to increase the overall happiness of South Africans and to move the country forward in a positive and meaningful way so that we can all enjoy higher levels of happiness, prosperity and social capital. The results of this study further indicate that South Africans are generally happy and that optimism, workplace networks and work-life balance are important to their happiness. South African citizens generally have little faith in the government, the South African court system, the police services and the South African education system.
- Full Text:
- Date Issued: 2018
- Authors: Georgiou, Michael
- Date: 2018
- Subjects: Happiness -- South Africa , Well-being Social capital (Sociology)
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/30161 , vital:30849
- Description: One of the fundamental aspects of human life is the attempt to achieve happiness. Traditionally, happiness has been expressed within two specific spheres of understanding, these being the hedonic view and the eudemonic view. The former is the pursuit of wellbeing through pleasure, enjoyment and comfort, whereas the latter focuses on the pursuit of personal development, developing the best in oneself and keeping in line with one’s highest held principles. Such examples may include acting to the best of one’s abilities, expressing kindness, gratitude and the fulfilment of one’s potential. The philosophical tradition has now been incorporated into contemporary psychology for the development of the science of wellbeing. Recently, the term Happiness or what was commonly referred to as subjective well-being, has surged into the spotlight of positive psychology researchers worldwide, as it has shown to influence individuals and thereby organisations and society as well. There is evidence that indicates that an increase or decrease in individual happiness can have a positive influence on the lives of individuals, the way society operates and how economic structures perform. Many countries therefore are beginning to look at the measurement of happiness in an attempt to capitalise on the advantages this brings to their societies, economic activity and performance, and the improvement in the quality of the lives of its citizens. These countries are attempting to include the elements required to increase subjective well-being within the economic policies of the countries. This study aims at evaluating the Happiness Levels of South Africans and also aims at providing a basis for the current levels of happiness in the country, identify challenges that need to be addressed, and to provide a platform for further research where required. The primary data was collected through an online questionnaire, utilising the QuestionPro system supplied by the University. There were 840 valid respondents who completed the questionnaire in full. The questionnaire was developed utilising the happiness literature and previous questionnaires that have been developed in similar studies. A proposed conceptual model was developed and then tested utilising exploratory factor analysis, confirmatory factor analysis and structural equation modelling. A new model was iv developed which can be used to determine the happiness levels of South Africans. The study concluded with recommendations that governments, leaders, organisations and individuals in society can implement to increase the overall happiness of South Africans and to move the country forward in a positive and meaningful way so that we can all enjoy higher levels of happiness, prosperity and social capital. The results of this study further indicate that South Africans are generally happy and that optimism, workplace networks and work-life balance are important to their happiness. South African citizens generally have little faith in the government, the South African court system, the police services and the South African education system.
- Full Text:
- Date Issued: 2018
Employee happiness in general motors
- Authors: Cooper, Julian
- Date: 2016
- Subjects: Job satisfaction -- South Africa , Corporate culture -- South Africa , Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4365 , vital:20590
- Description: Happiness is essentially the degree to which you find and judge your existence as favourable, in addition to an enduring, psychological feeling of contentment. In the hedonic view, happiness is pleasant feelings and favourable judgements, while the contrasting eudaimonic view describes it as doing what is morally right, what is righteous, that will enhance growth and that is meaningful to an individual. Both these views contribute to the overall happiness of an individual. People that are pleased with their lives usually experience greater satisfaction in their jobs. This is in line with the literature as happiness is positively correlated with job satisfaction, which suggests that a happy employee will most likely result in one that is satisfied with his/her job. In addition, happiness is correlated with evidence of success in the workplace and can increase an employee’s effectiveness at work. It is, therefore, essential that organisations identify the factors which influence employee happiness in order to enhance its cultural value-offering for employees and, in turn, increase their levels of job satisfaction. Job satisfaction is essentially the degree to which a person enjoys his/her job. It is the positive emotional state resulting from the evaluation of one’s work experience. This has profitable outcomes such as improved work performance. Furthermore, people who experience satisfaction in their jobs are better ambassadors for their organisation, demonstrate greater commitment, are more engaged and perform better within the organisation than their unhappy peers. Job satisfaction can be deemed an attitude. It is therefore important to understand the dimensions of the job, which are complex and interrelated in nature, in order to understand job attitudes. Organisational culture has been shown to influence the attitude and behaviour of employees through shared values and beliefs in the organisation. It is for this reason that there is a significant need to determine the factors in organisational culture that influence employee happiness and, in turn, job satisfaction. An organisation’s employees, through their participation and commitment, can be regarded as the most important source of success for the organisation. Organisational culture can therefore, greatly influence the efficiency and effectiveness of an organisation through its employees. Moreover, the culture of an organisation has a significant influence on the commitment and satisfaction of its employees. It inspires employees not only to feel committed to the organisation but also to perform well. The correlation between organisational culture and job satisfaction have been examined by various authors in the literature. All of these authors found a positive relationship between the two concepts. These conclusions show that the culture of an organisation can actually influence an employee’s job satisfaction and therefore his/her happiness. This research investigates the cultural value-offering of General Motors South Africa (GMSA) and its alignment to the needs of its employees. Until the end of 2012, an employee needs-analysis regarding employee happiness and his/her job satisfaction, was non-existent in the organisation. Towards the end of 2012 the organisation introduced a “Workplace of Choice” survey to perform an employee needs-analysis in order to investigate if there was a difference between employee needs and the organisation’s cultural value-offering. Another “Workplace of Choice” survey followed in 2014. This, however, was performed with the staff employees only and not with the hourly employees. Many organisations neglect to analyse the workplace needs of their employees to ensure that the organisation fully understands and is able to satisfy or accommodate these needs. Understanding employee needs is crucial to an organisation’s success. It is therefore important that the organisation investigates the employee needs to be able to align them with the cultural value-offering of the organisation. The purpose of this study is to advance the current understanding of Employee Happiness in the workplace by conducting a systematic analysis of the factors in Organisational Culture that influence Employee Happiness and, in turn, their Job Satisfaction in GMSA.
- Full Text:
- Date Issued: 2016
- Authors: Cooper, Julian
- Date: 2016
- Subjects: Job satisfaction -- South Africa , Corporate culture -- South Africa , Happiness -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/4365 , vital:20590
- Description: Happiness is essentially the degree to which you find and judge your existence as favourable, in addition to an enduring, psychological feeling of contentment. In the hedonic view, happiness is pleasant feelings and favourable judgements, while the contrasting eudaimonic view describes it as doing what is morally right, what is righteous, that will enhance growth and that is meaningful to an individual. Both these views contribute to the overall happiness of an individual. People that are pleased with their lives usually experience greater satisfaction in their jobs. This is in line with the literature as happiness is positively correlated with job satisfaction, which suggests that a happy employee will most likely result in one that is satisfied with his/her job. In addition, happiness is correlated with evidence of success in the workplace and can increase an employee’s effectiveness at work. It is, therefore, essential that organisations identify the factors which influence employee happiness in order to enhance its cultural value-offering for employees and, in turn, increase their levels of job satisfaction. Job satisfaction is essentially the degree to which a person enjoys his/her job. It is the positive emotional state resulting from the evaluation of one’s work experience. This has profitable outcomes such as improved work performance. Furthermore, people who experience satisfaction in their jobs are better ambassadors for their organisation, demonstrate greater commitment, are more engaged and perform better within the organisation than their unhappy peers. Job satisfaction can be deemed an attitude. It is therefore important to understand the dimensions of the job, which are complex and interrelated in nature, in order to understand job attitudes. Organisational culture has been shown to influence the attitude and behaviour of employees through shared values and beliefs in the organisation. It is for this reason that there is a significant need to determine the factors in organisational culture that influence employee happiness and, in turn, job satisfaction. An organisation’s employees, through their participation and commitment, can be regarded as the most important source of success for the organisation. Organisational culture can therefore, greatly influence the efficiency and effectiveness of an organisation through its employees. Moreover, the culture of an organisation has a significant influence on the commitment and satisfaction of its employees. It inspires employees not only to feel committed to the organisation but also to perform well. The correlation between organisational culture and job satisfaction have been examined by various authors in the literature. All of these authors found a positive relationship between the two concepts. These conclusions show that the culture of an organisation can actually influence an employee’s job satisfaction and therefore his/her happiness. This research investigates the cultural value-offering of General Motors South Africa (GMSA) and its alignment to the needs of its employees. Until the end of 2012, an employee needs-analysis regarding employee happiness and his/her job satisfaction, was non-existent in the organisation. Towards the end of 2012 the organisation introduced a “Workplace of Choice” survey to perform an employee needs-analysis in order to investigate if there was a difference between employee needs and the organisation’s cultural value-offering. Another “Workplace of Choice” survey followed in 2014. This, however, was performed with the staff employees only and not with the hourly employees. Many organisations neglect to analyse the workplace needs of their employees to ensure that the organisation fully understands and is able to satisfy or accommodate these needs. Understanding employee needs is crucial to an organisation’s success. It is therefore important that the organisation investigates the employee needs to be able to align them with the cultural value-offering of the organisation. The purpose of this study is to advance the current understanding of Employee Happiness in the workplace by conducting a systematic analysis of the factors in Organisational Culture that influence Employee Happiness and, in turn, their Job Satisfaction in GMSA.
- Full Text:
- Date Issued: 2016
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