Human Resources Management

Permanent URI for this community

https://hdl.handle.net/10352/214

Browse

Now showing 1 - 6 of 6

Career mobility of employees with disabilities in a Gauteng-based state-owned enterprise
(Vaal University of Technology, 2022-08) Modise, Catherine Mmanare; Joubert, P. A., Prof.; Kasonkola, K., Dr.
This study noted the implications of the absence of a strategic framework to manage the career mobility of employees with disabilities in the Gauteng-based, state-owned enterprise (SOE). In response to the limited research on career mobility of employees with disabilities (EwDs), the study aimed to investigate EwDs understanding of the phenomenon, identify its enablers and inhibitors, as well as propose a strategic framework for managing it. The study is significant for the inclusion of EwDs and contributing to employers achieving employment equity targets, as required of them by the Employment Equity Act (55 of 1998). In order to achieve the study’s objectives, an exploratory design was employed by conducting individual interviews with five purposively selected participants on junior management levels. A semi-structured interview schedule was developed and piloted with two champions who represent the interests of EwDs in disability forums within the SOE. Given the prevailing circumstances of the COVID-19 pandemic, the researcher collected the data online via Microsoft Teams (MS Teams). The data were analysed manually for emerging themes using Braun and Clarke’s six steps of data analysis. The study found that career mobility was understood by participants to include promotion (job change), succession planning and gainful employment supported by opportunities for skills transfer and reasonable accommodation. Factors identified as enablers of career mobility are training and career development, disability awareness and sensitisation, reasonable accommodation, social networks and benchmarking. Those factors perceived as inhibiting career mobility are mind-set, inaccessible training, lack of confidence and poor succession planning. Through conversations with the participants, the researcher identified critical components for the development of a strategic framework to enhance career mobility for EwDs as organisational diagnostics (input factor), enabling policies and support systems (process factors) and inclusion and career mobility evident in employment equity targets being met (outcomes) to manage career mobility of EwDs in the workplace. The main limitations of the study are that the results cannot be generalised to other settings without validation of the proposed strategic framework due to the sample size involved. It is recommended that future studies consider sensitivity regarding the prevailing circumstances around research during periods of pandemics and the use of language in the field of disability research. It is further recommended that employers consider implementing benchmarked disability awareness and sensitisation programmes to create a conducive environment for EwDs to achieve career mobility in the workplace. Lastly, employers should develop and implement programmes that will enhance mental health and well-being of EwDs and consider the establishment of empowered disability forums.
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.
The influence of organisational justice on organisational citizenship behaviour of employees at a railway company in Johannesburg, Gauteng
(Vaal University of Technology, 2021) Kgomo, Moratuwa; Dhurup, M., Prof.; Joubert, P. A., Prof.
In South Africa, rail transport is an important element to support economic development and this service is provided by the railway company as the focus of this study. Similar to other companies, the selected railway company depends on its employees as a crucial resource to execute duties aimed at the realisation of its objectives. For the company to remain successful, its employees must have positive behaviours and attitudes and have the ability to work in a fair and just environment. Organisational justice, as an indicator of a fair and just work environment, and organisational citizenship behaviour, influence work-related behaviours and attitudes and are critical for the smooth operation of any organisation. Currently, the railway company seems to have a high number of reported incidents relating to organisational citizenship behaviour including misconduct, disciplinary, criminal and/or civil action. This might be an outcome of employee perceptions of organisational justice. This study examines the relationship between organisational justice and organisational citizenship behaviour for the first time in the rail industry in South Africa. Drawing on the Social Exchange Theory, the primary aim of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour in a railway company in Johannesburg, Gauteng. The study adopted a deductive research approach and a quantitative method was used to collect data. Utilising a structured questionnaire, respondents were solicited to provide their demographic variables and their responses to four different measurement scales, namely procedural justice, distributive justice, interactional justice and organisational citizenship behaviour using a seven-point Likert scale ranging from 1=strongly disagree to 7=strongly agree. Using convenience sampling, questionnaires were distributed to 400 identified employees of the railway company in Johannesburg, Gauteng. A total of 378 questionnaires were returned and this constituted the sample size of the study. The Spearman’s rho correlation coefficient was used to find the strength of relationships with the use of the Statistical Package for Social Sciences (SPSS) version 25.0. To assess the employees' perceptions of organisational justice, their levels of organisational citizenship behaviour and the relationship between the constructs, descriptive statistical analysis, correlation and regression analysis were used. Based on the findings, the results of the correlation analysis revealed no significant relationships between all three dimensions of organisational justice (procedural justice, distributive justice, interactional justice) and organisational citizenship behaviour. Regression analysis also resulted in no predictive relationships between organisational justice and organisational citizenship behaviour. Evidence indicates that the fairness of distribution, procedures and interactions are not the key contributors in affecting the level of organisational citizenship behaviour of employees at the railway company. The study makes various recommendations including that management should treat employees fairly and equally and apply fair decision-making processes with fair outcomes. Additionally, to improve, increase and keep the standard of OCB, an organisational policy on organisational justice should be in place, which must constantly be updated. Research on OJ and OCB is still limited, particularly in the field of rail transport, as this study is the first and only study that has been conducted in South Africa. This represents an opportunity for academics and labour relations practitioners to further engage in research on antecedents and outcomes of organisational behaviour in the railway industry.
The influence of person-environment fit, person-organisation fit and person-job fit on career satisfaction and intention to leave among university academics
(Vaal University of Technology, 2020) Sebolaoa, Refiloe Engelina; Joubert, P. A., Prof.; Dhurup, M., Prof.
The face of South African (SA) universities’ academic environment has changed over the past decade, primarily propelled by transformation issues, new policies and practices, which also required academics to have certain skills and attributes. Recruiting and retaining key academics in the public higher education (HE) are not once-off events; they are ongoing processes that involve analysing the needs, culture and practices of the organisation and identifying individuals whose skills and personalities better meet those organisational needs. Given the rapid restructuring and transformation of SA public HE, recruiting and retaining of essential talent has been a huge challenge experienced by higher education institutions (HEIs). Research relating to how HEIs could better attract and retain key talent has, however, been scarce; as such, this study aims to fill the existing gap in the literature. Against this background, this study aimed at exploring the influence of person-environment fit (PEF), person-organisation fit (POF) and person-job fit (PJF) on career satisfaction (CS) and the influence of CS on intention to leave (ITL) among university academics. Embedded within a positivist paradigm, the study followed a quantitative research approach. A structured questionnaire was used to measure study constructs. In addition to the soliciting information on the demographic variables, respondents were requested to complete five different measuring scales, namely the general environment fit scale (GEFS), organisational culture profile (OCP), the knowledge, skills and ability profile (KSAP), the career satisfaction scale (CSS) and the intention to leave scale (ITLS). A total of 550 questionnaires were distributed to the identified sample of university academics and from that distribution only 202 questionnaires were used for data analysis. Descriptive statistics techniques as well as correlation and regression analysis were used to evaluate academics’ perceptions and relationships between study constructs. Findings revealed the existence of strong positive associations between the three fit constructs and CS and a negative association between CS and ITL. The findings also propose that the HEI could use fit dimensions to increase the level of academics’ CS and reduce their proclivity to leave the HEI. Academics’ CS can be enhanced by the implementation of a career advancement policy that will ensure that academics are provided with fair and equal training and development opportunities and are promoted based on their individual performances. To constantly reduce the propensity to leave the institution, the HEI could continuously satisfy career goals of academics through the provision of career progression opportunities.
Job stress, work tension and job satisfaction of academics at a University of Technology
(Vaal University of Technology, 2020-11) Maliwa, Ncumisa; Joubert, P. A., Prof.; Dhurup, M., Prof.
Until recently, the majority of the academics viewed the life of an academic as idyllic, autonomous and well protected. However, this scenario has since changed due to economic constraints and the reduction of government funding and funding from government agencies. Congruent to these transformations, technology advancements, students’ diversity, blended learning and the introduction of learning platforms has created further challenges in the way students learn and how modules are offered. It has become pivotal for academics to make contributions in the field of work through teaching and learning, community engagement, undertaking research activities, being part of staff training activities, performing administrative work, planning lectures, setting and marking of assessments providing feedback on academic performance, among other activities. These responsibilities often generate stress within the working environment. University academics face high stress levels that arise from persistent demands of academic life. This research drew from the confluence of the job demand control-support model and Herzberg’s motivation-hygiene theory. The research fits within a post-positivist quantitative paradigm whereby survey data was acquired from 250 academics from a university through a convenience sampling technique. A structured questionnaire encompassing the study constructs was used. Before data collection, a pilot study was done by administering the questionnaire to 40 respondents. The demographic variables of respondents namely gender, age, ethnicity and education were analysed using bar graphs and pie charts. The data was tested for normality and heteroscedasticity. The results showed that the assumptions were not violated. The study observed the effect of role conflict, role ambiguity, role overload and time stress on work tension and the influence of work tension on job satisfaction. The reliability analysis showed that all the constructs under investigation yielded an internal consistency reliability that is acceptable. Descriptive statistics were computed to summarise the data into usable information by making use of measures of central tendency. They were presented for each construct. The mean values for each construct was approximately neutral, which implies that many of the respondents neither agreed nor disagreed with the items. Regression and correlation analysis were undertaken to examine the effect of the various study constructs in line with the objectives of the study. The findings of the research depicted that there was a positive association between role conflict (RC), role ambiguity (RA), role overload (RO), time pressure (TP) on work tension (WT). The association between work tension (WT) and job satisfaction (JS) was found to be negative and significant. It was recommended among other things that the university management should put in place strategies to moderate RC, RA, RO, TP to reduce WT and job dissatisfaction.
Trade union members' perception of the effectiveness of and satisfaction with their unions in municipalities in Gauteng South
(Vaal University of Technology, 2021-10) Mbuli, Sibongile; Dhurup, M., Prof.; Joubert, P. A., Prof.
For decades, trade unions have been entrusted to represent and protect the interest of employees in a workplace. They have been the voices of employees throughout the globe. Throughout the years, they have successfully built strong relationships with their union members and obtained recognition in many organisations. Consequently, trade unions have negotiated better working conditions and better wages for their members. However, in recent years there have been numerous reports of membership decline in trade unions globally. The primary objective of the study is to determine trade union members’ perceptions of the effectiveness of and satisfaction with their trade unions in municipalities in Gauteng south. To achieve the objective of this study, a quantitative research approach was used to examine the relationship between union effectiveness and member satisfaction among 330 union members. Furthermore, means and factor analysis were performed to determine the level of union effectiveness and member satisfaction among union members and to establish the underlying factors of the constructs, respectively. Additionally, correlation analysis was conducted to determine the strength and direction of the relationship between factors. Finally, regression analysis was performed to confirm the predictive relationship between factors. The findings of this study showed a positive correlation between union effectiveness and the four factors of member satisfaction, namely, conditions of employment, representation of union members, education and training and member service. The positive relationship between union effectiveness and member satisfaction indicates that union effectiveness has a huge impact on member satisfaction. A predictive relationship was observed between three factors of member satisfaction, namely, conditions of employment, representation of union members, and education and training; however, no predictive relationship was observed between union effectiveness and member satisfaction. Based on the findings it was recommended that trade unions ought to do more for their members and to show that they have their best interests at heart. According to the findings, union members currently may feel neglected and not accurately represented by their trade unions.

Browse

Browsing Human Resources Management by Author "Joubert, P. A., Prof."

Results Per Page

Sort Options