Browsing by Author "Ramdial, Suresh."

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Assessment of job involvement among staff in the Faculty of Health Sciences, University of KwaZulu-Natal.
(2010) Maharaj, Shannie M.; Ramdial, Suresh.
This research study examines the Job involvement among staff in the Faculty of Health Science, University of KwaZulu-Natal. The researcher conducted a literature review on how involved staff are in the their job, great turnover, remuneration and benefits. In a time where costs are mounting, budgets are shrinking and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure work stability. Research indicates that job involvement and satisfaction are of a paramount importance to employees. This study examined the association of job involvement, job satisfaction, organizational culture and organizational commitment among staff in the Faculty of Health Science. The findings highlight the significance of these variables in relation to job involvement. This study revealed that staff are adequately pleased with their jobs, but continuously seek greener pastures, ensuring an increase in staff turnover. This has financial repercussions on the Schools as well as the Faculty at large. This study provides vital information and practical recommendations have been made.
The perceptions of the link between knowledge sharing and management development in the South African workplace.
(2019) Singh, Shernice.; Ramdial, Suresh.
Knowledge sharing has been highly associated with organizational success, project completion, and the achievement of organizational objectives (Castaneda & Toulson, 2013). Previous studies have found that knowledge sharing was directly linked to the organizational culture and the actions of top management. Certain factors have been studied in relation to knowledge sharing including: management support, personality types, incentive/reward structures, organizational culture. Pillani (2007), as cited by Naicker (2010) found that there were eight factors for knowledge management sharing success: understanding and defining knowledge management; finding a commonplace between individual and business needs; carefully selecting and integrating knowledge management champions and a support team; gaining senior management support, educating on the benefits of financial and non-financial rewards; and creating a balance between IT and people. Although there is a wide variety of literature demonstrating the positive effects of knowledge sharing and knowledge management, there is a scarcity of literature sources that discuss the importance of knowledge sharing for the success of management development programmes. Most importantly there is no study according to the researcher’s knowledge, that addresses the gaps in organizational understanding of knowledge sharing and knowledge management. The study used a web-based questionnaire that was administered to 54 managers from various levels of the University of Kwazulu-Natal. Findings confirmed the tenets of the social exchange theory in relation to knowledge sharing in the workplace, and the significance and value of knowledge sharing in the organizational context. The results confirmed the existence of a high level of competition and knowledge hoarding behaviors within the organization. The findings described a disconnect between organizational objectives and management development objectives, and highlighted some of the shortfalls of existing management development programmes. This study sought to address the link between knowledge sharing and management development by seeking to uncover the perceptions and understanding of these two concepts and if they perceive the two to be linked. This broad work to investigate a link between knowledge sharing and management development spurs on a more refined investigation in this area of research, and has particular significance for the improvement of knowledge systems and management development initiatives within the organization.
The relationship between quality of work life and organisational commitment of supervisors in the Durban-Pietermaritzburg metropolitan areas.
(1993) Ramdial, Suresh.; Thomson, Elza.
A sample of 304 supervisors was randomly drawn from the Durban-Pietermaritzburg metropolitan areas to investigate the relationship between quality of work life and organisational commitment. Organisational commitment and quality of work life questionnaires were used to analyse the relevant constructs. The results indicate that there is a significant relationship between organisational commitment and some quality of work life factors (organisational climate, work group processes, supervisory leadership, task characteristics, general satisfaction output, role behaviour, utilisation and future orientation). There is, however, no significant difference in organisational commitment across the biographical variables of marital status, age, length of service and span of control. Overall, the research indicates that there is a significant relationship between organisational commitment and quality of work life.
Work life conflict and intention to leave amongst educators at selected schools in KZN.
(2014) Ridhoo, Tholsie.; Naidoo, Jayram Mervyn.; Ramdial, Suresh.
The overall aim of this research was to examine the relationship between, and the extent to which educators experience work life conflict and intention to leave. A convenience sample of 494 educators from the Pinetown and Umlazi district of KwaZulu-Natal was selected. The study was cross sectional using questionnaires to collect data. The results showed a statistically significant correlation between work life conflict (work to family conflict and family to work conflict) and intention to leave. Participants slightly agreed to experiencing work to family conflict and disagreed that family to work conflict was experienced. It was also found that participants were unsure of their intention to leave. Both types of work life conflict were found to be significant predictors of intention to leave. South African studies amongst educators at schools on the issues of work life conflict and intention to leave are limited. This study will add to the body of knowledge available in this country, on the relationship between work life conflict and intention to leave in the education sector.