’n Ondersoek na die bronne van werkstevredenheid en werkstres onder middelvlakbestuurders in die Wes-Kaap

Abstract

It is of great importance to any organization to determine the factors that cause and reinforce job satisfaction, job dissatisfaction and job stress. Middle level management is responsible for the implementation of plans and programmes. They simultaneously serve as manager and supervisor, and can then be seen as the bridge between the policymakers and the staff who implement the policies.The general aim of the study is to investigate the different attitudes and perceptions of middle level managers with regard to sources of job satisfaction and sources which contribute to job dissatisfaction and job stress. With a knowledge of these, an organization will benefit from a middle level manager who experiences job satisfaction with a minimum of job stressors. Such an organization can effectively utilise and mobilise their human resources and will be better in reaching long-term goals through a motivated and effective management team.With regards to the study, it was decided to make use of triangulation by which quantitative and qualitative research methods are used, with the target population being all middle level managers in the Western Cape region. Thematic analysis is used on the qualitative level to identify the possible sources of job satisfaction, dissatisfaction and stress.This method is quantitatively supported by a determination of the frequencies and percentages of subject responses by means of semistructured interviews. In the quantitative analysis, use was made of content analysis to form a number of manageable categories which would reflect the range of responses. The researcher pointed out that although they were not used in diffracting between the middle level managers, the following dependent variables were also kept in mind. Area in Western Cape where they worked, race, age, work experience, culture, income, qualifications and marital status.In both the qualitative and quantitative analyses, it was found that success and/or achievements are rated as the most important source of job satisfaction. Quantitative data showed however that the attainment of goals is just as an important source of job satisfaction. The same trend was not found in the qualitative data.Financial reward was also found to be an important source of job satisfaction. The qualitative results showed however that the work itself, the conditions in which middle level managers must work, and the role of subordinates and clients, play a greater role in job satisfaction than financial rewards.In the qualitative and quantative analysis of the sources that contribute to job dissatisfaction, conflicting results were found. The quantitative data showed interpersonal relationships to be the biggest contributing factor of job dissatisfaction. In contrast, analysis of the quantitative data found that a poor salary, internal politics and bad management practices by the superior were the main sources of job dissatisfaction. This tendency can be attributed to the supporting nature of the qualitative data.Analysis of qualitative and quantitative da...