VUT DigiResearch
Digiresearch is the VUT electronic open access archive. Its purpose is to collect, distribute and preserve the research performed by the VUT Research community
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Employee empowerment, career satisfaction and intention to stay of employees in a printing organisation in Pretoria
(Vaal University of Technology, 2022-07) Mqokozo, Adelaide Zandile; Joubert, P. A., Prof.
This study aimed at investigating a relationship between employee empowerment, career satisfaction and intention to stay of employees in a printing organisation in Pretoria, South Africa. One of the crucial tasks of government is to build a public service that is capable of meeting the needs of South African citizens. Government will not be able to improve public service delivery without working together with the public servants, who are the major role-players in ensuring that the above is achieved successfully. The study was intended to investigate the relationship between employee empowerment and career satisfaction with a view to retain the employees of the Government Printing Works.
This study followed a quantitative research approach, and a structured questionnaire was used to collect data on the constructs. The questionnaire consisted of four sections. Section A solicited information on participants’ demographic profile. Section B contained questions on Employee empowerment, Section C on career satisfaction and Section D on intention to stay.
The results of the correlation analysis in this study revealed that there is a significant moderate positive relationship between employee empowerment and career satisfaction. The results also revealed a weak positive relationship between employee empowerment and intention to stay. Based on the findings, a number of recommendations were made to help improve employee empowerment, career satisfaction and increase the intention to stay of employees. It was therefore recommended that conditions which may lead to employees feeling powerless should be identified and removed and certain powers should be delegated to employees to enable work decisions to be taken quicker and encourage innovativeness of employees.
Since the study results highlighted an existence of a strong relationship between career satisfaction and intention to stay, it is necessary to increase career satisfaction in order to increase intention to stay. In order to improve career satisfaction among employees, it was therefore recommended that Government Printing Works should avail opportunities for growth and more responsibility for employees by providing them with jobs that will not only challenge them but give them a sense of reward and fulfilment at the same time.
The study contributes to the body of knowledge by providing increased understanding of employee empowerment, career satisfaction and intention to stay of employees in the government sector, specifically in the unexplored territory of government printing. The study also suggests future research opportunities on its constructs, specifically in the printing and public sectors. It is recommended that future research incorporate more than one organisation in the printing sector and more than one government department. Since this study made use of a quantitative research design, future research on these constructs could take on a qualitative or mixed methods approach to gain a deeper understanding of the constructs and their relationships.
An investigation of the damping response and structural strength of a fibreglass and rubber particle composite sleeper
(Vaal University of Technology, 2022-09-12) Mbatha, Abednigo Jabu; Maube, O., Dr.; Nkomo, N. Z., Dr.; Alugongo, Prof.
A railway sleeper is a supporting and dampening beam placed underneath the railway track and can be made of different materials. There are four main types of railroad sleeper materials: timber or wooden, steel, concrete and composite material. The railway structural material often suffers from aggressive loading and vibration in the locomotive industry, and the sleepers' current durability and their vibration properties are not sufficiently resilient to vibration. There is a need for a structural material that can withstand significantly higher static and dynamic loads as trains become heavier and faster.
Tyre disposal is a global challenge to the environment, with approximately 1.5 billion tyre waste generated annually. Tyres are non-biodegradable, making their disposal extremely difficult.This study seeks to find a way to recycle the waste tyres in an environmentally friendly manner in accordance with Sustainable Development Goal 11, which focuses on sustainable cities and communities. The study aimed to optimize a hybrid composite sleeper using waste tyres ground into particles, fibreglass reinforcement and polyester resin to enhance the composites' structural strength while increasing the composite sleeper's damping. The specific objectictives were to characterized rubber particles of waste tyres and fabricate a composite railroad sleeper material using waste rubber particles, glass fibre, and polyester resin..Thereafter , evaluate the mechanical properties of the composite sleeper under loading conditions and damped vibration properties .Lastly , determine the optimal composite sleeper .
The rubber particles were characterized through sieving, moisture analysis and SEM. Thereafter, the composite was fabricated following the full experimental design. After that composite was fabricated using the hand lay-up method where the rubber volume fraction of 5, 10, 15 and 20% were varied, and fibreglass volume fractions of 5, 6, 7 and 8 % were obtained. The UTM (universal testing machine) was used to carry out mechanical tests, which included tensile strength, compression strength and flexural strength. Then Leeb hardness was carried out, and the damping properties of composites were determined using a shaker table. Minitab software was used for the optimisation of the composite mix
The ANOVA test showed the model's accuracy in predicting tensile strength, compression strength, flexural strength, and vibrational damping, as shown by R2 values of 60.69%, 86.60%, 60.05% and 81.41 %, respectively. However, the model was not reliable for hardness which had an R2 value of 37.87%.
The optimisation model indicated that rubber particles of size 150 μm with 7.48% volume fraction of rubber particles and fibreglass volume fraction of 8% are optimum. The corresponding mechanical properties responses for the optimum are tensile strength of 13.3851 MPa, the compression strength of 36.0272 MPa, the flexural strength of 36.5865 MPa and Leeb hardness of 647.7510. The damping properties of composite gave a value of 0.1416. Thereafter, optimum results were validated experimentally, and the model was shown to represent the data accurately. The fabricated composite could help to absorb aggressive forces caused by heavily loaded trains. At the same time, maintain the composite's mechanical strength and eliminate pollution caused by tyres in our environment.
Further investigation is required into the impact of using a variety of rubber particle sizes 75 m on the vibrational damping and mechanical characteristics of the composite railway sleeper. Studying the impacts of various synthetic and natural rubber kinds on composite characteristics is also necessary.
Validation of the employability of entry-level HR graduates in the South African Labour context
(Vaal University of Technology, 2023-03) Zeni, Marchelle Marelize; Van Rensburg, Christine Jane, Dr.; Marais, Christel, Dr.
Background
Role players navigating the world of work must make timely paradigm shifts as work realities constantly change nationally and worldwide. After graduation, the conventional idea of being competent for entry-level positions has given way to the notion of employability, which is now crucial in the evolving workplace and implies the necessity for obtaining new skills and traits. Students no longer attend higher education institutions solely for the goal of academic advancement. It must be said that employability is a competitive edge in the South African labour market, which has a relatively low demand for new entrants. Today, automation and technology advancements have altered the nature of the labour market, where mismatches and skill shortages are being experienced as opposed to academic qualifications. In addition, the industry expressed concern over the fact that graduates do not always meet their demands and expectations and expect HEIs to align their curricula to promote employability. Universities also have difficulty producing skilled graduates since they place an undue emphasis on topic knowledge, which employers view as inadequate given the status of the economy today.
Furthermore, HEIs find it challenging to stay abreast with the macro-environment changes and the continuously changing skills expectations of the industry. Some of the skill changes significantly impact workers and the companies they work for, with entry-level job seekers particularly affected. The employer’s expectations of entry-level graduates are high and are growing as they expect more and more from the new graduates.
Aims
This study investigates the validation of the employability of entry-level HR graduates in the South African labour context. The focus was centred around employers’ expectations and experiences. Relevant theoretical and empirical objectives supported the study’s primary objective.
Methodology
The study’s epistemological stance culminated in a positivist research approach. The invitation to participate in the study was distributed via the SABPPs monthly newsletter and social media platforms. Due to the implications of protecting private information (POPI Act) and the challenges of data collection during the COVID-19 pandemic, a non-probability (small-scale) self-selection sampling method resulted in a sample size of n=161 respondents. The configuration of Hinchliffe and Jollie’s (2011) “Graduate identity and employability” was adapted with their permission for this study. Consequently, a structured questionnaire, guided by the study’s empirical objectives, consisted of nine sections. Section A sought informed consent and Section B elicited the respondent’s demographic data. In sections C through H, questions about the experiences and expectations of the entry-level HR graduate were posed. Lastly, Section I explored how the COVID-19 pandemic affected respondents' expectations and experiences of entry-level HR graduates. Respondents indicated their answers using Google forms.
In the initial pilot study (n=31 respondents), feedback received culminated in a refined and effective measuring instrument. The pilot studies’ reliability coefficients ranged from 0.757 to 0.976, which exhibited satisfactory reliability. In addition, these results indicate that the questionnaire was suitable for collecting information for the main inquiry. Aspects related to the statistical processes used and ethical considerations guiding the study were highlighted.
Results and discussion
Empirical conclusions reached were supported by the statistical analysis of the data and the discussion thereof. Descriptive statistics facilitated the determination of the employer’s (respondents) expectations (A) and their experiences (B) of the entry-level HR graduate. Frequencies and percentages emanating from sections C to H were presented in tables, charts, or figures. Each section consisted of A expectations and B experiences. Additionally, the mean, SD, minimum, maximum, skewness and kurtosis were used to explain the distribution of the results. The data as frequencies and percentages could be compared for the expectations and experiences of the various sections (sections C to H). This studys reliability coefficients presented alpha values ranging from 0.839 to 0.959, which shows satisfactory reliability. Thereafter, a t-test was conducted to determine the Cohen’s-d value. The results revealed a large effect across sections C to H. Finally, a t-test with a one-way ANOVA test was done. The detailed discussion of the findings discerned that respondents’ expectations (A) were higher throughout the study than their actual experiences (B).
General
Despite a plethora of lists that supposedly indicate skills needed by graduates to secure employment, there is little consensus amongst existing scholarship while defining skills and the concept of employability. The skills approach was identified as ‘old-fashioned’ and made way for the graduate identity approach to give a clear understanding of graduate employability. Through experiences, interactions and self-discovery during their time at HEIs, the graduates can build their graduate identity and with this identity they can present themselves to potential employers. Therefore, the graduate identity profile consists of more than just skills and attributes.
Conclusions
The findings highlight significant insight into employers’ expectations of entry-level HR graduates. The results show that employers place high expectations on HR graduates. Technological advancements and HR trends contribute to employers’ high expectations, which makes it difficult for an entry-level graduate to secure employment. The graduate’s transition from university to the labour market is influenced by these high expectations and the high unemployment rate that makes securing a job even harder.
Obtaining a degree is no longer the main requirement of employers. Graduates are expected to develop outside-the-classroom competencies and more. The graduate is exposed to new knowledge through self-discovery and personal interactions with others. These interactions will grant the graduate an opportunity to build their graduate profile. Employers want young graduates to participate in mentoring programs, join a committee and do community service. In addition, the competencies acquired during their study at university must be demonstrated to have significant value for potential employers.
Employers, therefore, have higher expectations of entry-level HR graduates than they did in the past. The study found that enhancing graduates' employability prospects requires more than merely preparing them for the workforce by giving them the required skills, attributes and subject knowledge. Graduates must also gain job experience at university and learn about the industry they want to work in. The graduate should be flexible, work remotely and be eager to learn as their circumstances change. According to the study's findings, employers demand a graduate identity that will suit their culture from day one and this identity is vulnerable to challenges and change.
Recommendations
The study’s findings and recommendations are significant for HEIs, the HR industry and HR graduates. Rather than concentrating solely on theoretical subject knowledge, it is recommended that the HR curricula include methodologies for skill development. The quality of the workforce's skills impacts the economy of SA. Therefore, it is recommended that HEIs consider the demands of a more comprehensive labour market, influenced by technological advancements, AI innovations and HR trends. These changes will require a workforce with higher skill levels.
Further, it is recommended that HEIs and the industry collaborate to improve existing Work integrated learning (WIL) programmes to enhance graduate employability. This partnership can also build relevant and required competencies into the curriculum to benefit all role players. Graduates are encouraged to acknowledge that obtaining a degree is but one aspect of securing future employment. A proactive approach to learning and development could enhance their employability prospects as they advance. Taking ownership of their graduate identity profile could expand the graduates’ efforts, interactions and the process of self-discovery. Graduates should continuously learn new skills and obtain knowledge outside the classroom through part-time work and networking.
Analysing the travel behaviour of the halal tourist market in South Africa
(Vaal University of Technology, 2022-11-30) Basson, R. L.; Labuschagne, V., Dr.; Slabbert, E., Prof.
Halal tourism is a form of tourism in compliance with Sharia Law. Travel within the Muslim community is compulsory, according to Sharia, as a mandate for Hajj and Umrah. More Muslims are also travelling for leisure purposes, in addition, to travel for religious purposes. This has resulted in an increasing number of Muslim travellers exploring non-Muslim countries for leisure purposes. The presence of Muslim travellers becomes more evident in South Africa.
This resulted in a growing need for the South African tourism industry to comply with the travel needs of the Muslim traveller. The latter instilled a greater interest in researchers, policy makers, the industry, tourism bodies and government on the readiness of South Africa to become a destination of choice for the Muslim traveller, referred to in this study aTourism is one of the leading sectors to drive the South African economy and that of many other countries. The recent global health pandemic, COVID-19, instigated global tourism decision-makers to seize all opportunities to recover from the economic catastrophe. This resulted in a readiness to serve every tourism market. Knowledge of Halal tourism is pertinent for South Africa to reap the benefits of the fast-growing tourism niche market. Halal tourism can contribute significantly to the recovery and growth of the South African and global economies. This study explores the linkage between religion and tourism (for this study, the Islamic religion) and presents a theoretical framework for the concept of Halal tourism.s the Halal tourism market.
Religion is a broad definition that shares an interrelation with tourism. This is profound in the Muslim religion, where Hajj is one of the Five Pillars of Islam, which makes clear reference to travel like no other religion. The major destination leading the religious holiday destination is Mecca. The majority of representation of gender was males, the leading role of males in the Muslim community could contribute this. The travel behaviour reflects that the majority of respondents come from families and are married, this might be the high value put on family and marriage within the Muslim community. Reasons for not travelling might be influenced by the higher costs of holidays due to petrol increases and high accommodation rates. The leading Muslim concentrations in South Africa are in Cape Town, Durban, Port Elizabeth, East London, Kimberley, Pretoria and Johannesburg.
There is a need to increase awareness of the compliance for Halal Tourism and Halal Tourist products in South Africa. Tourism product owners should be sensitised and alerted on the topic of Halal Tourism. It is recommended to conduct future research on the topic of Halal Tourism as a contributor towards the recovery and revitalisation of the global economy to address the impact of the COVID-19 pandemic. Further study on Halal tourism will re-affirm, re-calibrate and renew tourism as a leading, growing sector from a South African and global perspective, post-COVID-19.
Influence of training and development on job satisfaction, loyalty and retention: A study among academics at a selected University of Technology
(Vaal University of Technology, 2022-06-30) Mampuru, Motlokoe Philharmon; Mokoena, B. A., Prof.; Isabirye, A. K., Dr.
This study has extended the research on the influence of training and development on job satisfaction, loyalty, and retention among academics at a university of technology. The Universities of Technology (UoTs) were established in South Africa with the aim of rearranging the higher education system. The introduction of these new types of universities into the higher education setup was faced with various challenges that included, but not limited to extreme competition among the institutions of higher learning. As newcomers into the higher education environment, the Universities of Technology performed poorly compared to traditional universities in terms of research and innovation activities. To be competitive in the higher education environment, UoTs had to embark on training and development of their staff. To this day, training and development interventions are common practices within UoTs.
This study used a quantitative research approach and a non-probability convenience sampling technique to determine the relationships between training and development, job satisfaction, loyalty, and retention among academics. Out of 350 hand-delivered questionnaires, 270 were completed and returned by the participants. A pilot study and pre-testing of the questionnaire were undertaken prior the main study to ensure reliability of the scales.
The collected data were analysed through descriptive statistics, correlation analysis, and regression analysis using Statistical Packages for Social Sciences (SPSS) version 26. The relationships between the study’s constructs were determined through correlation and regression analyses. All the results of correlational combinations showed that all possible relationships of variables were significant at the 0.01 level. The overall research results revealed the existence of significant positive relationships between training and development, job satisfaction, loyalty, and retention.