Abstract
This study assesses factors that determined employee job satisfaction at the South African Social Security Agency (SASSA) in the Pietermaritzburg office of the KwaZulu-Natal Province. The intention of this study is to recommend workable strategies and mechanisms that can be considered by SASSA as they enhance their organisational development and employee standards. The two-factor theory of Herzberg was applied to comprehend the motivating issues that might determine the fulfilment and discontentment of workers at work. The case of SASSA is used to fill a gap in the literature regarding work values and to provide lessons that can be learnt by other organisations that aspire to improve employee job satisfaction. In order to respond to the aim of this study, the data was collected and analysed using a mixed research methodology. A purposive sample was drawn from the employees who had interest and understanding of job satisfaction using mainly interviews and questionnaires. The findings that the political and socio-economic factors have a potential to limit SASSA from offering a suitable and viable healthy working environment, hence job satisfaction might not be realised. Even though it was revealed that some employees were dissatisfied with their working conditions, none of them were planning to leave their jobs. The findings of this study contribute towards the understanding of job satisfaction aspects of human resources management.
Highlights
Organisational resources are imperative for an organisation’s success and growth in the changing and globalised world of work
This study reports on the extent to which employees at the South African Social Security Agency (SASSA) offices in Pietermaritzburg are valued by assessing factors that contributes towards employee job satisfaction
This study assessed factors that impact on employee job satisfaction
Summary
Organisational resources are imperative for an organisation’s success and growth in the changing and globalised world of work. The employees, being one of the key assets of an organisation, need to be valued; as certain factors can impact on their work adversely or positively. Employees have more flexibility to seek for jobs that motivate them to increase growth and profits of the organisation they work for. They can have an adverse effect on the input of employees’ work in an organisation. Mafini (2018) states that there is a need to assess employee attitudes towards work in South Africa in order close the existing gap in the research that probes employee values in South Africa. According to Javed (2014), organisations must make sure that the morale of employees is in a healthy state and it is of great significance for every organisation, in that happy employees can be productive at work when they take rests and when they are not over-worked
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