Pub Date : 2023-01-17DOI: 10.25159/2664-3731/10741
A. Grobler
Leadership is regarded as essential in life, in society and in organisations. It is for this reason that this article studies leadership, in particular employees’ perceptions of leadership, with regard to social exchange and institutional (behavioural) isomorphism theories, acknowledging the contextual differences between the private and the public sectors. The purpose of the article is to compare the perceptions of employees from organisations in the private and the public sector based on 12 independent cross-sectional studies (conducted over five years). Eight leadership styles were examined, namely, authentic, empowering, ethical, servant, transformational, transactional, and ubuntu or Afrocentric leadership, and leader–member exchange. One of the studies included a measurement of organisational culture, to be brought in relation with leadership. The results of this study indicate that the employees in the private sector have a significantly better perception of leadership compared to those in the public sector (except for transactional leadership). It was further found that the two sectors differ significantly with regard to the perceived cultures, and that the cultural types are related to the perception of leadership. Recommendations are not only made in general, but also with regard to improving the perception of leadership (which has an impact on employee behaviour, attitudes and organisational performance) in the public sector, based on the findings of this study.
{"title":"Perceptions of Leadership and Culture in Private and Public Organisations: A Sectoral Comparison Over Five Years and 12 Independent Studies","authors":"A. Grobler","doi":"10.25159/2664-3731/10741","DOIUrl":"https://doi.org/10.25159/2664-3731/10741","url":null,"abstract":"Leadership is regarded as essential in life, in society and in organisations. It is for this reason that this article studies leadership, in particular employees’ perceptions of leadership, with regard to social exchange and institutional (behavioural) isomorphism theories, acknowledging the contextual differences between the private and the public sectors. The purpose of the article is to compare the perceptions of employees from organisations in the private and the public sector based on 12 independent cross-sectional studies (conducted over five years). Eight leadership styles were examined, namely, authentic, empowering, ethical, servant, transformational, transactional, and ubuntu or Afrocentric leadership, and leader–member exchange. One of the studies included a measurement of organisational culture, to be brought in relation with leadership. The results of this study indicate that the employees in the private sector have a significantly better perception of leadership compared to those in the public sector (except for transactional leadership). It was further found that the two sectors differ significantly with regard to the perceived cultures, and that the cultural types are related to the perception of leadership. Recommendations are not only made in general, but also with regard to improving the perception of leadership (which has an impact on employee behaviour, attitudes and organisational performance) in the public sector, based on the findings of this study.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122261029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In developing countries, the integration of family farmers and wage earners (WEs) into petty commodity producers (PCPs) in global value chains linked to international agribusiness is evident. These forms of production were driven by colonial governments and were associated with the plantation sector. Currently, these forms of integration are encouraged by the state, development agencies, and agribusiness. This study investigated the invariance in the perceived value (PV) between WEs and PCPs about their relationship with Xinavane Sugarcane (ADX), a foreign multinational capital agribusiness in Maputo Province, Mozambique. The reduced 12-item PERVAL scale related to four first order latent constructs of PV underlying the concept was explored: functional value (FV), emotional value (EV), social value (SV), and monetary value (MV). The perceptual differences between the groups were assessed using multi-group confirmatory factor analysis (MCFA). The results indicated no statistically significant differences regarding the groups’ perceptions of MV, while the remaining perceptual differences can be partly explained by the PCPs’ characteristics. Future research should compare both groups’ PV, according to the modalities of integration, functions and the type of partnership agreement established with ADX. The study highlighted cognitive-economic judgment as a crucial factor in relational value creation in the agricultural context, and the dependence of the affective and social aspects on cognitive-utilitarian aspects of the relationship. The study also served to gauge the benefits and sacrifices perceived by the PCPs’ and WEs’ decision whether or not to continue their relationship with ADX. The PV was applied in the context of a relationship in the provision of agricultural services. The study captured the PV from a multidimensional perspective which encompassed cognitive-utilitarian and hedonic aspects in emotional terms as well as social consequences derived from the relationship, in a comparative approach of groups with distinct characteristics evaluated simultaneously.
{"title":"Perceptual Differences of the Multidimensional Value of a Relationship with Agribusiness in South Mozambique: A Multi-group Confirmatory Factor Analysis","authors":"J. Joaquim, Ana Sampaio, João Mosca","doi":"10.25159/2664-3731/9080","DOIUrl":"https://doi.org/10.25159/2664-3731/9080","url":null,"abstract":"In developing countries, the integration of family farmers and wage earners (WEs) into petty commodity producers (PCPs) in global value chains linked to international agribusiness is evident. These forms of production were driven by colonial governments and were associated with the plantation sector. Currently, these forms of integration are encouraged by the state, development agencies, and agribusiness. This study investigated the invariance in the perceived value (PV) between WEs and PCPs about their relationship with Xinavane Sugarcane (ADX), a foreign multinational capital agribusiness in Maputo Province, Mozambique. The reduced 12-item PERVAL scale related to four first order latent constructs of PV underlying the concept was explored: functional value (FV), emotional value (EV), social value (SV), and monetary value (MV). The perceptual differences between the groups were assessed using multi-group confirmatory factor analysis (MCFA). The results indicated no statistically significant differences regarding the groups’ perceptions of MV, while the remaining perceptual differences can be partly explained by the PCPs’ characteristics. Future research should compare both groups’ PV, according to the modalities of integration, functions and the type of partnership agreement established with ADX. The study highlighted cognitive-economic judgment as a crucial factor in relational value creation in the agricultural context, and the dependence of the affective and social aspects on cognitive-utilitarian aspects of the relationship. The study also served to gauge the benefits and sacrifices perceived by the PCPs’ and WEs’ decision whether or not to continue their relationship with ADX. The PV was applied in the context of a relationship in the provision of agricultural services. The study captured the PV from a multidimensional perspective which encompassed cognitive-utilitarian and hedonic aspects in emotional terms as well as social consequences derived from the relationship, in a comparative approach of groups with distinct characteristics evaluated simultaneously.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"63 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116539172","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Z. W. Shabane, C. Schultz, K. Lessing, Catharina E. Van Hoek
In order to positively influence the levels of employee job satisfaction and create work engagement, organisations need to ensure that employee relations are harmonious and strategically designed. Job satisfaction has been identified as a strategic tool for organisational success and sustainability. To date, no studies have investigated the influence of job satisfaction on employee relations and work engagement in a military setting in South Africa. The research design of this study was quantitative, utilising a structured, self-administered questionnaire. The responses were extrapolated and analysed. The questionnaire was distributed to 618 members of the targeted population of 13 741 personnel in the South African Army Formation. The response rate was 56.8% (N = 349). A 5-point Likert-scale comprising 67 questions was used to collect the data. The statistical analysis used structural equation modelling and revealed that the questionnaire had a relatively high internal validity and reliability. A key outcome was a validated framework for improving work engagement through employee relations and job satisfaction in the military. The themes and sub-themes that emerged concerned employee relations, job satisfaction and work engagement. The study contributes to the existing body of knowledge regarding human resource management, particularly employee relations, job satisfaction and work engagement. Further, the study demonstrated that there was generally a linkage between job satisfaction, employee relations and work engagement among the population under study. The limitation of the study was that the generalisability of the results across the entire military and other sectors is not feasible. It was recommended that management put strategies in place to ensure that job satisfaction is enhanced and maintained so that it can positively contribute to high levels of employee relations and work engagement.
{"title":"Influence of Job Satisfaction on Employee Relations and Work Engagement","authors":"Z. W. Shabane, C. Schultz, K. Lessing, Catharina E. Van Hoek","doi":"10.25159/2664-3731/9669","DOIUrl":"https://doi.org/10.25159/2664-3731/9669","url":null,"abstract":"In order to positively influence the levels of employee job satisfaction and create work engagement, organisations need to ensure that employee relations are harmonious and strategically designed. Job satisfaction has been identified as a strategic tool for organisational success and sustainability. To date, no studies have investigated the influence of job satisfaction on employee relations and work engagement in a military setting in South Africa. The research design of this study was quantitative, utilising a structured, self-administered questionnaire. The responses were extrapolated and analysed. The questionnaire was distributed to 618 members of the targeted population of 13 741 personnel in the South African Army Formation. The response rate was 56.8% (N = 349). A 5-point Likert-scale comprising 67 questions was used to collect the data. The statistical analysis used structural equation modelling and revealed that the questionnaire had a relatively high internal validity and reliability. A key outcome was a validated framework for improving work engagement through employee relations and job satisfaction in the military. The themes and sub-themes that emerged concerned employee relations, job satisfaction and work engagement. The study contributes to the existing body of knowledge regarding human resource management, particularly employee relations, job satisfaction and work engagement. Further, the study demonstrated that there was generally a linkage between job satisfaction, employee relations and work engagement among the population under study. The limitation of the study was that the generalisability of the results across the entire military and other sectors is not feasible. It was recommended that management put strategies in place to ensure that job satisfaction is enhanced and maintained so that it can positively contribute to high levels of employee relations and work engagement.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129442778","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-28DOI: 10.25159/2664-3731/10622
J. Mathekga, Audrey Mahlaela, Loyiso Maciko
There has been a renewed call nationally for the private sector to contribute to knowledge and skills development (i.e., capacity building) in South Africa. Yet, only a handful of writers have acknowledged the recent progress of Sasol Limited’s (hereafter Sasol or the company) contribution to knowledge and skills development in South Africa. Skills development is placed centrally as a means of empowering people to participate in the South African economy; to pursue alternative career opportunities; and to become self-employed. This article assesses a study that researched Sasol’s contribution to knowledge and skills development in South Africa. Sasol is a global integrated chemicals and energy company. The company was established in 1950 in Sasolburg, in the former Orange Free State (now Free State) province of South Africa, as a state-owned entity. The company was partially privatised in 1979 and wholly privatised in the early 2000s. The study aimed to explore Sasol’s skills development programmes. The information in the article was obtained from the company’s annual reports, as well as an interview with the company’s senior manager responsible for learning and development. The interview was conducted on 11 October 2021. The findings indicated that Sasol’s skills development is linked to the development agenda of the South African government and its key policies, notably, the National Development Plan 2030 (NDP); the Medium-Term Strategic Framework 2019–2024 (MTSF); the White Paper on Science, Technology and Innovation (WPSTI); and the Industrial Policy Action Plan 2018/19–2020/21 (IPAP). Further, Sasol contributes to women’s empowerment in South Africa through its skills development programme.
{"title":"Evidence of Sasol Limited’s Contribution to Skills Development in Democratic South Africa","authors":"J. Mathekga, Audrey Mahlaela, Loyiso Maciko","doi":"10.25159/2664-3731/10622","DOIUrl":"https://doi.org/10.25159/2664-3731/10622","url":null,"abstract":"There has been a renewed call nationally for the private sector to contribute to knowledge and skills development (i.e., capacity building) in South Africa. Yet, only a handful of writers have acknowledged the recent progress of Sasol Limited’s (hereafter Sasol or the company) contribution to knowledge and skills development in South Africa. Skills development is placed centrally as a means of empowering people to participate in the South African economy; to pursue alternative career opportunities; and to become self-employed. This article assesses a study that researched Sasol’s contribution to knowledge and skills development in South Africa. Sasol is a global integrated chemicals and energy company. The company was established in 1950 in Sasolburg, in the former Orange Free State (now Free State) province of South Africa, as a state-owned entity. The company was partially privatised in 1979 and wholly privatised in the early 2000s. The study aimed to explore Sasol’s skills development programmes. The information in the article was obtained from the company’s annual reports, as well as an interview with the company’s senior manager responsible for learning and development. The interview was conducted on 11 October 2021. The findings indicated that Sasol’s skills development is linked to the development agenda of the South African government and its key policies, notably, the National Development Plan 2030 (NDP); the Medium-Term Strategic Framework 2019–2024 (MTSF); the White Paper on Science, Technology and Innovation (WPSTI); and the Industrial Policy Action Plan 2018/19–2020/21 (IPAP). Further, Sasol contributes to women’s empowerment in South Africa through its skills development programme.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125375369","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In global contexts, labour unions play a crucial role in enhancing the employment relationship (ER) between employers and employees by negotiating and protecting employee rights and interests. Effective union strategies use the fourth industrial revolution (4IR) to advance employee development; contribute to the business; and grow themselves and economies. This article presents the results of an in-depth mixed methods research exploration of the South African information and communications technology (ICT) union-management strategy towards finding and proposing a strategic management framework for 4IR union effectiveness. There is scarce literature on the relationship between union leadership, effectiveness, limitations, strategies and 4IR integration with people, productivity and planetary advancement. In the ICT sector, which is fundamental to advancing the 4IR and growing the economy, effective labour-management strategies must defend employee interests. This empirical study adopted a three-phased sequential mixed methods research design. Phase 1 included quantitative findings (N = 314), Phase 2 qualitative findings (N = 12), while Phase 3 triangulated the findings from phases 1 and 2. Factor analysis was employed for the quantitative phase and thematic analysis for the qualitative phase. All aspects regarding ethical considerations adhered to research ethics. The Phase 3 findings revealed several common quantitative factors which were correlated with the qualitative themes. To advance in the 4IR workplace, union leaders must comply with International Labour Organisation (ILO) and national legislation; collaborate and network on effective strategies; and develop themselves, employees and societies. Theoretically, the study adds to the body of knowledge in union-management strategy in the 4IR, ICT and South Africa.
{"title":"Mixed Methods Exploration towards a Proposed Strategic Union Management Framework for 4IR Union Effectiveness","authors":"Hlalele Matebese, C. Govender","doi":"10.25159/2664-3731/9141","DOIUrl":"https://doi.org/10.25159/2664-3731/9141","url":null,"abstract":"In global contexts, labour unions play a crucial role in enhancing the employment relationship (ER) between employers and employees by negotiating and protecting employee rights and interests. Effective union strategies use the fourth industrial revolution (4IR) to advance employee development; contribute to the business; and grow themselves and economies. This article presents the results of an in-depth mixed methods research exploration of the South African information and communications technology (ICT) union-management strategy towards finding and proposing a strategic management framework for 4IR union effectiveness. There is scarce literature on the relationship between union leadership, effectiveness, limitations, strategies and 4IR integration with people, productivity and planetary advancement. In the ICT sector, which is fundamental to advancing the 4IR and growing the economy, effective labour-management strategies must defend employee interests. This empirical study adopted a three-phased sequential mixed methods research design. Phase 1 included quantitative findings (N = 314), Phase 2 qualitative findings (N = 12), while Phase 3 triangulated the findings from phases 1 and 2. Factor analysis was employed for the quantitative phase and thematic analysis for the qualitative phase. All aspects regarding ethical considerations adhered to research ethics. The Phase 3 findings revealed several common quantitative factors which were correlated with the qualitative themes. To advance in the 4IR workplace, union leaders must comply with International Labour Organisation (ILO) and national legislation; collaborate and network on effective strategies; and develop themselves, employees and societies. Theoretically, the study adds to the body of knowledge in union-management strategy in the 4IR, ICT and South Africa.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133506504","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-28DOI: 10.25159/2664-3731/10076
T. van der Westhuizen, Proctus Lucky Shange
Questions have been raised by organisations such as the South African Department of Education regarding the value of the investment made towards employees in respect of the implementation of a workplace skills plan in their organisations. A further question pertains to the levels of competencies of human resource officials, who are often saddled with the responsibility of implementing a workplace skills plan in their organisation. In this article, we focus on the role of strategic human resource management across the implementation of a workplace skills plan throughout the twenty-first century to improve the performance of organisations in developing countries. The recent advances in the structure of organisations demand robust employee development, especially regarding role players who are involved in the implementation of a workplace skills plan for the improved performance of their organisations. We conducted and investigated a quantitative analysis of an existing structure for development and implementation of a workplace skills plan in the Limpopo Department of Education with regard to its adoption and performance. A total of 75 managers were sampled through probability sampling based on data gathered from the Limpopo Department of Education which indicated a population size of 1 019 managers. In the study, we provide insights for organisations into implementing a workplace skills plan in public sectors, identifies bottlenecks encountered in the process of implementation, and propose strategies that can be employed to overcome relevant challenges.
{"title":"Key Success Factors for a Workplace Skills Plan: A Case of a Developing Country","authors":"T. van der Westhuizen, Proctus Lucky Shange","doi":"10.25159/2664-3731/10076","DOIUrl":"https://doi.org/10.25159/2664-3731/10076","url":null,"abstract":"Questions have been raised by organisations such as the South African Department of Education regarding the value of the investment made towards employees in respect of the implementation of a workplace skills plan in their organisations. A further question pertains to the levels of competencies of human resource officials, who are often saddled with the responsibility of implementing a workplace skills plan in their organisation. In this article, we focus on the role of strategic human resource management across the implementation of a workplace skills plan throughout the twenty-first century to improve the performance of organisations in developing countries. The recent advances in the structure of organisations demand robust employee development, especially regarding role players who are involved in the implementation of a workplace skills plan for the improved performance of their organisations. We conducted and investigated a quantitative analysis of an existing structure for development and implementation of a workplace skills plan in the Limpopo Department of Education with regard to its adoption and performance. A total of 75 managers were sampled through probability sampling based on data gathered from the Limpopo Department of Education which indicated a population size of 1 019 managers. In the study, we provide insights for organisations into implementing a workplace skills plan in public sectors, identifies bottlenecks encountered in the process of implementation, and propose strategies that can be employed to overcome relevant challenges.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121907564","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Employees’ perceived fairness may greatly influence their employee relations, attitudes and behaviours. A demographic analysis to investigate the perceived fairness among engineers at a South African energy provider has not yet been conducted. Thus, the purpose of the current research study was to analyse the demographics of engineers at a South African energy provider in terms of organisational justice. A quantitative research method was used and 229 engineers – 164 engineers, 44 senior engineers and 21 chief engineers – participated in the study. The results showed that there were no significant relationships between the demographic variables and organisational justice. There were significant differences in how the different occupational levels perceived procedural justice, but no difference in how they perceived interpersonal justice. For the chief engineers, gender and occupational level significantly predicted organisational justice. A practical implication of the study is that the findings provided useful insight regarding the occupational level of chief engineer who perceived procedural justice in a positive light, while the occupational levels of chief engineer and engineer held a positive perception regarding organisational justice. The contribution of the study lies in the fact that all occupational levels of engineers should be treated in the same way and that demographic differences should be taken into consideration in doing so. It is recommended that management encourage a culture of employee interactions since this will improve interpersonal justice; ensure transparency regarding what is happening in the organisation; and eliminate uncertainty through employee engagement sessions.
{"title":"Organisational Justice among Engineers at a South African Energy Provider: A Demographic Analysis","authors":"C. Schultz, A. G. Molopo, K. Lessing","doi":"10.25159/2664-3731/9667","DOIUrl":"https://doi.org/10.25159/2664-3731/9667","url":null,"abstract":"Employees’ perceived fairness may greatly influence their employee relations, attitudes and behaviours. A demographic analysis to investigate the perceived fairness among engineers at a South African energy provider has not yet been conducted. Thus, the purpose of the current research study was to analyse the demographics of engineers at a South African energy provider in terms of organisational justice. A quantitative research method was used and 229 engineers – 164 engineers, 44 senior engineers and 21 chief engineers – participated in the study. The results showed that there were no significant relationships between the demographic variables and organisational justice. There were significant differences in how the different occupational levels perceived procedural justice, but no difference in how they perceived interpersonal justice. For the chief engineers, gender and occupational level significantly predicted organisational justice. A practical implication of the study is that the findings provided useful insight regarding the occupational level of chief engineer who perceived procedural justice in a positive light, while the occupational levels of chief engineer and engineer held a positive perception regarding organisational justice. The contribution of the study lies in the fact that all occupational levels of engineers should be treated in the same way and that demographic differences should be taken into consideration in doing so. It is recommended that management encourage a culture of employee interactions since this will improve interpersonal justice; ensure transparency regarding what is happening in the organisation; and eliminate uncertainty through employee engagement sessions.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131029613","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this article, I focus on climate change in the context of employment relations in Zimbabwe. I seek to establish the relationship between climate change and employment through exploring the impact that climate change has on selected sectors and subsequently on the labour market. The literature reviewed established a link between climate change and employment relations as a significant number of jobs worldwide are dependent on ecosystems. A qualitative research approach was used to gather information relating to key economic sectors affected by climate change in Zimbabwe. The National Employment Councils on the identified sectors were selected using purposive sampling. In this study, I adopt a qualitative research methodology relying on face-to-face interviews with 21 respondents participating from a sample frame of 72 participants. The interview data collected from the respondents were analysed using a thematic approach and coding. The findings of the study indicate that climate change has led to unfavourable working conditions, a decline in productivity, loss of employment and gender disparities at the workplace. Consequently, worker rights and human rights issues arise necessitating the interrogation of the role of trade unions, the labour and climate legislation, related policies and institutions. The article brings out a new dimension in Zimbabwe’s employment relations as climate change issues in employment relations have not yet been fully explored. I recommend an integration of climate change and employment policies to facilitate justification and adaptation strategies which support an environment that is conducive to industrial relations.
{"title":"The Effects of Climate Change on Employment Relations in Zimbabwe","authors":"Rose Mambo","doi":"10.25159/2664-3731/9202","DOIUrl":"https://doi.org/10.25159/2664-3731/9202","url":null,"abstract":"In this article, I focus on climate change in the context of employment relations in Zimbabwe. I seek to establish the relationship between climate change and employment through exploring the impact that climate change has on selected sectors and subsequently on the labour market. The literature reviewed established a link between climate change and employment relations as a significant number of jobs worldwide are dependent on ecosystems. A qualitative research approach was used to gather information relating to key economic sectors affected by climate change in Zimbabwe. The National Employment Councils on the identified sectors were selected using purposive sampling. In this study, I adopt a qualitative research methodology relying on face-to-face interviews with 21 respondents participating from a sample frame of 72 participants. The interview data collected from the respondents were analysed using a thematic approach and coding. The findings of the study indicate that climate change has led to unfavourable working conditions, a decline in productivity, loss of employment and gender disparities at the workplace. Consequently, worker rights and human rights issues arise necessitating the interrogation of the role of trade unions, the labour and climate legislation, related policies and institutions. The article brings out a new dimension in Zimbabwe’s employment relations as climate change issues in employment relations have not yet been fully explored. I recommend an integration of climate change and employment policies to facilitate justification and adaptation strategies which support an environment that is conducive to industrial relations.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"92 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126191778","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The Covid-19 pandemic rapidly changed and is still changing the way people live and work on a global scale. During the pandemic, most organisations are forced to implement a work-from-home solution, irrespective of employees’ preferences, abilities, and the nature and extent of jobs. In this research, we aimed to explore perspectives on employee engagement, work from home and an employee wellness programme in the context of the Covid-19 pandemic among employees of an organisation that focuses on outsourced debt collections. The study was conducted within a positivistic research paradigm. A quantitative cross-sectional, survey design was employed. Total population sampling was used. Data were collected from 95 respondents through a web-based survey using a coded questionnaire. From the results of study, it became evident that the proactive approach taken by the leadership of the organisation early in 2020, in anticipation of the effects of the Covid-19 pandemic, resulted in positive outcomes for the organisation. The results indicated that the employees were, to a great extent, engaged in the workplace, mainly owing to organisational and leadership support, the flexibility allowed in the work-from-home model and organisational concern for the health and wellness of employees. However, the employees were subjected to challenges generally experienced by homeworkers during the Covid-19 pandemic, such as increased workloads and working hours, loneliness due to isolation, and inadequate office infrastructure. The results of the study are important to inform business decisions regarding the work-from-home model as a temporary or alternative working arrangement in the organisation under investigation and may benefit organisations operating in similar contexts.
{"title":"Covid-19 Pandemic: Perspectives on Employee Engagement, Work From Home and an Employee Wellness Programme in a Debt Collection Organisation in Gauteng, South Africa","authors":"D. Botha, R. Coetzee","doi":"10.25159/2664-3731/9235","DOIUrl":"https://doi.org/10.25159/2664-3731/9235","url":null,"abstract":"The Covid-19 pandemic rapidly changed and is still changing the way people live and work on a global scale. During the pandemic, most organisations are forced to implement a work-from-home solution, irrespective of employees’ preferences, abilities, and the nature and extent of jobs. In this research, we aimed to explore perspectives on employee engagement, work from home and an employee wellness programme in the context of the Covid-19 pandemic among employees of an organisation that focuses on outsourced debt collections. The study was conducted within a positivistic research paradigm. A quantitative cross-sectional, survey design was employed. Total population sampling was used. Data were collected from 95 respondents through a web-based survey using a coded questionnaire. From the results of study, it became evident that the proactive approach taken by the leadership of the organisation early in 2020, in anticipation of the effects of the Covid-19 pandemic, resulted in positive outcomes for the organisation. The results indicated that the employees were, to a great extent, engaged in the workplace, mainly owing to organisational and leadership support, the flexibility allowed in the work-from-home model and organisational concern for the health and wellness of employees. However, the employees were subjected to challenges generally experienced by homeworkers during the Covid-19 pandemic, such as increased workloads and working hours, loneliness due to isolation, and inadequate office infrastructure. The results of the study are important to inform business decisions regarding the work-from-home model as a temporary or alternative working arrangement in the organisation under investigation and may benefit organisations operating in similar contexts.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128956766","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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