Pub Date : 2022-04-05DOI: 10.25159/2664-3731/10154
Grant Son
Workplace health and safety is an important aspect of the success of organisations as it considers the well-being of both employees and the company. Present research is based on the impact of coaching on a perception of developing a health and safety culture. In this regard, the qualitative study has been conducted to assess the role of coaching in developing the health and safety culture for Eskom’s Matla power plant in South Africa which is prone to workplace risk. The outcomes of the study are based on both the primary and secondary data wherein 20 middle managers of four plants of Eskom’s Matla have been selected. The analysis brought forth the outcome that coaching is the effective way to provide the practical experience related to a health and safety environment among new employees. However, existing managers faced the issue of consumption of time in coaching and workload. Subsequently, it was found that coaching makes it easy for the business to reduce the gap between employees and management which leads to set the safety culture in the right manner and to reduce the risk. Coaching can therefore be provided for adopting the changes in the current practices of imparting knowledge to employees and for enabling them to support the organisation to ensure its long-run survival.
{"title":"Determinants of Successful Coaching Outcomes: Case Review of Eskom’s Matla Power Plant, South Africa","authors":"Grant Son","doi":"10.25159/2664-3731/10154","DOIUrl":"https://doi.org/10.25159/2664-3731/10154","url":null,"abstract":"Workplace health and safety is an important aspect of the success of organisations as it considers the well-being of both employees and the company. Present research is based on the impact of coaching on a perception of developing a health and safety culture. In this regard, the qualitative study has been conducted to assess the role of coaching in developing the health and safety culture for Eskom’s Matla power plant in South Africa which is prone to workplace risk. The outcomes of the study are based on both the primary and secondary data wherein 20 middle managers of four plants of Eskom’s Matla have been selected. The analysis brought forth the outcome that coaching is the effective way to provide the practical experience related to a health and safety environment among new employees. However, existing managers faced the issue of consumption of time in coaching and workload. Subsequently, it was found that coaching makes it easy for the business to reduce the gap between employees and management which leads to set the safety culture in the right manner and to reduce the risk. Coaching can therefore be provided for adopting the changes in the current practices of imparting knowledge to employees and for enabling them to support the organisation to ensure its long-run survival.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122135532","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 South African public service is noted to be in a state of flux with challenges affecting employee health. The study investigated the influence of career adaptability on the relationship between workplace attachment and employee health. Employee health was measured through two facets, namely physical and mental health. The study formulated four hypotheses. Data to test these proposed hypotheses were collected through a survey making use of a self-administered questionnaire among a sample of 214 public service employees. The findings indicate support for a relationship to exist between workplace attachment and facets of employee health. However, no evidence existed to support the moderating role of career adaptability on the relationship between workplace attachment and facets of employee health. Based on these findings, a range of interventions targeted at employees and the public service are suggested.
{"title":"Determinants of Employee Physical and Mental Health: The Role of Career Adaptability and Workplace Attachment in the South African Public Service","authors":"W. Chinyamurindi, H. Shava","doi":"10.25159/2664-3731/9015","DOIUrl":"https://doi.org/10.25159/2664-3731/9015","url":null,"abstract":"The South African public service is noted to be in a state of flux with challenges affecting employee health. The study investigated the influence of career adaptability on the relationship between workplace attachment and employee health. Employee health was measured through two facets, namely physical and mental health. The study formulated four hypotheses. Data to test these proposed hypotheses were collected through a survey making use of a self-administered questionnaire among a sample of 214 public service employees. The findings indicate support for a relationship to exist between workplace attachment and facets of employee health. However, no evidence existed to support the moderating role of career adaptability on the relationship between workplace attachment and facets of employee health. Based on these findings, a range of interventions targeted at employees and the public service are suggested.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127283568","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 pervasiveness of precariousness facing non-standard employees in Zimbabwe’s private security industry has for long become a major cause of concern, specifically as the global demand for decent employment is gaining momentum. This qualitative research study examined strategies applied by and challenges facing employers in curbing precariousness among the predominantly fixed-term contracted employees in the private security industry in Zimbabwe. The study involved 15 participants who were purposively identified from the Security Association of Zimbabwe, the largest employer association in the industry. A major finding of the study was that the nature of business service in the security industry led companies to engage personnel mostly on a fixed-term contractual type of employment. Such employment was found to be associated with poor and decimating conditions of work for the security personnel in the industry, and that much of their work life was enveloped in intense precariousness. The major impediments amplifying the failure to tackle employee precariousness in the security industry include the existence of fragmented relationships between two divergent employer associations in the industry, the prevalence of unregistered security firms, perceived improper regulation of the industry, and weakened employee representation by workers’ committees and trade unions operating in the industry. It is the study contention that the creation of an enabling environment to redress unfair and poor working conditions facing security guards is indispensable. Government lobbying to restructure the business regulatory framework is considered fundamental to the independent and autonomous functioning of the industry, and a precursor to tackling aggravated employee precariousness.
{"title":"Curbing Precariousness Facing Non-Standard Employees in the Private Security Industry: Employers’ Viewpoint","authors":"M. Bhebhe","doi":"10.25159/2664-3731/7350","DOIUrl":"https://doi.org/10.25159/2664-3731/7350","url":null,"abstract":"The pervasiveness of precariousness facing non-standard employees in Zimbabwe’s private security industry has for long become a major cause of concern, specifically as the global demand for decent employment is gaining momentum. This qualitative research study examined strategies applied by and challenges facing employers in curbing precariousness among the predominantly fixed-term contracted employees in the private security industry in Zimbabwe. The study involved 15 participants who were purposively identified from the Security Association of Zimbabwe, the largest employer association in the industry. A major finding of the study was that the nature of business service in the security industry led companies to engage personnel mostly on a fixed-term contractual type of employment. Such employment was found to be associated with poor and decimating conditions of work for the security personnel in the industry, and that much of their work life was enveloped in intense precariousness. The major impediments amplifying the failure to tackle employee precariousness in the security industry include the existence of fragmented relationships between two divergent employer associations in the industry, the prevalence of unregistered security firms, perceived improper regulation of the industry, and weakened employee representation by workers’ committees and trade unions operating in the industry. It is the study contention that the creation of an enabling environment to redress unfair and poor working conditions facing security guards is indispensable. Government lobbying to restructure the business regulatory framework is considered fundamental to the independent and autonomous functioning of the industry, and a precursor to tackling aggravated employee precariousness.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"69 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124072410","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 literature is clear that maintaining psychological contracts between employers and employees is important, and that psychological contract breach often leads to negative outcomes, including the withdrawal of discretionary activities such as innovative work behaviour. Although most literature suggests that a psychological contract breach affects the desired outcomes negatively, the same literature is silent about under which type of psychological contract these outcomes occur. This research aims to empirically determine the way in which psychological contract breach affects the relationship between different psychological contracts (relational and transactional) and innovative work behaviour. A cross-sectional survey design was used, with respondents answering questions on psychological contracts, psychological contract breach and innovative work behaviour. Three results were dominant: transactional psychological contract did not correlate with innovative work behaviour, whereas relational psychological contract did so in a significant way; psychological contract breach correlated positively and significantly with transactional psychological contract and negatively and significantly with relational psychological contract, but not with innovative work behaviour; and psychological contract breach did not moderate the relationship between relational psychological contract and innovative work behaviour. The psychological contract type (relational psychological contract) therefore has a direct effect on innovative work behaviour, but psychological contract breach did not relate significantly to innovative work behaviour. Managers are alerted to the importance of relational psychological contracts when innovative work behaviour is the desired outcome, given the omnipresent psychological contract breach. Researchers are encouraged to investigate through which mechanisms psychological contract breach influences innovative work behaviour, as this link seems well supported by the literature.
{"title":"The Effects of Psychological Contracts, and the Breach thereof, on Innovative Work Behaviour","authors":"Larysa Botha, Renier Steyn","doi":"10.25159/2664-3731/9906","DOIUrl":"https://doi.org/10.25159/2664-3731/9906","url":null,"abstract":"The literature is clear that maintaining psychological contracts between employers and employees is important, and that psychological contract breach often leads to negative outcomes, including the withdrawal of discretionary activities such as innovative work behaviour. Although most literature suggests that a psychological contract breach affects the desired outcomes negatively, the same literature is silent about under which type of psychological contract these outcomes occur. This research aims to empirically determine the way in which psychological contract breach affects the relationship between different psychological contracts (relational and transactional) and innovative work behaviour. A cross-sectional survey design was used, with respondents answering questions on psychological contracts, psychological contract breach and innovative work behaviour. Three results were dominant: transactional psychological contract did not correlate with innovative work behaviour, whereas relational psychological contract did so in a significant way; psychological contract breach correlated positively and significantly with transactional psychological contract and negatively and significantly with relational psychological contract, but not with innovative work behaviour; and psychological contract breach did not moderate the relationship between relational psychological contract and innovative work behaviour. The psychological contract type (relational psychological contract) therefore has a direct effect on innovative work behaviour, but psychological contract breach did not relate significantly to innovative work behaviour. Managers are alerted to the importance of relational psychological contracts when innovative work behaviour is the desired outcome, given the omnipresent psychological contract breach. Researchers are encouraged to investigate through which mechanisms psychological contract breach influences innovative work behaviour, as this link seems well supported by the literature.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131633300","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}
Many sectors of the South African economy have felt the effect of the coronavirus, except for a few companies such as the Shoprite Group. The Shoprite Group kept its stores open during the Covid-19 lockdown levels and regulations in South Africa, except for its liquor stores owing to lockdown regulations that prohibited the sale of alcohol. The Shoprite Group did not retrench its workforce, but created thousands of jobs since Covid-19 hit the country. Retail workers such as Shoprite workers are deemed essential workers and are allowed to go to work during the Covid-19 lockdown periods. The retail giant is required to provide protective equipment such as face masks and hand sanitisers to its workforce. The workforce at Shoprite consist of full-time permanent workers and sub-standard workers (i.e. temporary, labour brokers and casual workers). This article highlights that Covid-19 provides an opportune time for both government and Shoprite to revisit the employment status of some workers, particularly sub-standard workers. They should recognise them as essential workers and give them essential, decent full-time permanent jobs with decent salaries, protection and benefits.
{"title":"Retail Workers in the Context of the Coronavirus (Covid-19) and Lockdown Regulations: An Analysis of Shoprite Workers in South Africa","authors":"J. Mathekga","doi":"10.25159/2664-3731/9945","DOIUrl":"https://doi.org/10.25159/2664-3731/9945","url":null,"abstract":"Many sectors of the South African economy have felt the effect of the coronavirus, except for a few companies such as the Shoprite Group. The Shoprite Group kept its stores open during the Covid-19 lockdown levels and regulations in South Africa, except for its liquor stores owing to lockdown regulations that prohibited the sale of alcohol. The Shoprite Group did not retrench its workforce, but created thousands of jobs since Covid-19 hit the country. Retail workers such as Shoprite workers are deemed essential workers and are allowed to go to work during the Covid-19 lockdown periods. The retail giant is required to provide protective equipment such as face masks and hand sanitisers to its workforce. The workforce at Shoprite consist of full-time permanent workers and sub-standard workers (i.e. temporary, labour brokers and casual workers). This article highlights that Covid-19 provides an opportune time for both government and Shoprite to revisit the employment status of some workers, particularly sub-standard workers. They should recognise them as essential workers and give them essential, decent full-time permanent jobs with decent salaries, protection and benefits.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126866029","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}
This quantitative study explored group differences in organisational commitment and fairness perceptions across two national contexts. Integrating the social identity and intergroup theories, we analysed categories in relation to proposed differences in power relations in South Africa in a private organisation with over 30 000 employees and the United Kingdom in a public organisation with 10 000 employees. In both countries, White men perceived the organisation as most fair. Black men in South Africa and Black women in the United Kingdom perceived the organisation as least fair. A positive and significant relationship between commitment and organisational fairness for all ethnic-gender groups in both countries were found except for White men in the United Kingdom. In South Africa, White men were significantly more committed to the organisation than White men in the United Kingdom. We categorised groups on the basis of intersecting identities and power relations that are meaningful in a specific context to understand personal or organisational diversity attitudes and outcomes. Our approach offers a new avenue for meaningful examination of diversity outcomes in organisations. Our findings suggest that organisations should not only employ fair and inclusive organisational policies but may also need to differentially manage diversity perceptions for different ethnic-gender groups.
{"title":"Context, Power and Diversity Perceptions: A Comparison of UK and South African Employees","authors":"Anita Maharaj, Doyin Atewologun","doi":"10.25159/2664-3731/7541","DOIUrl":"https://doi.org/10.25159/2664-3731/7541","url":null,"abstract":"This quantitative study explored group differences in organisational commitment and fairness perceptions across two national contexts. Integrating the social identity and intergroup theories, we analysed categories in relation to proposed differences in power relations in South Africa in a private organisation with over 30 000 employees and the United Kingdom in a public organisation with 10 000 employees. In both countries, White men perceived the organisation as most fair. Black men in South Africa and Black women in the United Kingdom perceived the organisation as least fair. A positive and significant relationship between commitment and organisational fairness for all ethnic-gender groups in both countries were found except for White men in the United Kingdom. In South Africa, White men were significantly more committed to the organisation than White men in the United Kingdom. We categorised groups on the basis of intersecting identities and power relations that are meaningful in a specific context to understand personal or organisational diversity attitudes and outcomes. Our approach offers a new avenue for meaningful examination of diversity outcomes in organisations. Our findings suggest that organisations should not only employ fair and inclusive organisational policies but may also need to differentially manage diversity perceptions for different ethnic-gender groups.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114437234","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 : 2022-01-17DOI: 10.25159/2664-3731/10043
Michelle Wolfswinkel, C. Enslin
With critical global talent shortages, the compounding effect of socio-economic challenges and the impact of the Covid-19 pandemic, companies in South Africa and other emerging marketplace economies are struggling to attract and retain the talent required for organisational success. The literature supports the use of employer brand-building practices to attract talent and internal branding to retain talent. The corporate brand plays a central role in both talent attraction and retention as it navigates the employer and internal brand and aligns all stakeholders, including talent. A lack of insight into talent attraction and retention through brand building in South Africa fuelled the need for a qualitative study in companies rated as top South African brands. Interviews with cross-functional strategic leaders provided data for thematic analysis. Notably, the dominant theme, which accounted for more than half of the cumulative content data, indicated the prominence of the corporate brand in talent attraction and retention. In this article, we discuss the significance of this finding in context of the current business landscape in emerging economies such as South Africa, in which widespread disruption continues to change the reality within which talent is attracted and retained. Ten leading practices are presented, along with five related management implications, which provide human resources and talent management with guidance on leveraging the corporate brand to attract and retain talent. Research limitations related to the sample of top South African brands inform recommendations for further research into brand building for talent attraction and retention in other emerging economies.
{"title":"Leveraging the Corporate Brand to Attract and Retain Talent in South Africa and Other Emerging Economies","authors":"Michelle Wolfswinkel, C. Enslin","doi":"10.25159/2664-3731/10043","DOIUrl":"https://doi.org/10.25159/2664-3731/10043","url":null,"abstract":"With critical global talent shortages, the compounding effect of socio-economic challenges and the impact of the Covid-19 pandemic, companies in South Africa and other emerging marketplace economies are struggling to attract and retain the talent required for organisational success. The literature supports the use of employer brand-building practices to attract talent and internal branding to retain talent. The corporate brand plays a central role in both talent attraction and retention as it navigates the employer and internal brand and aligns all stakeholders, including talent. A lack of insight into talent attraction and retention through brand building in South Africa fuelled the need for a qualitative study in companies rated as top South African brands. Interviews with cross-functional strategic leaders provided data for thematic analysis. Notably, the dominant theme, which accounted for more than half of the cumulative content data, indicated the prominence of the corporate brand in talent attraction and retention. In this article, we discuss the significance of this finding in context of the current business landscape in emerging economies such as South Africa, in which widespread disruption continues to change the reality within which talent is attracted and retained. Ten leading practices are presented, along with five related management implications, which provide human resources and talent management with guidance on leveraging the corporate brand to attract and retain talent. Research limitations related to the sample of top South African brands inform recommendations for further research into brand building for talent attraction and retention in other emerging economies.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"57 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134317225","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}
Introduction I believe that all of us have experienced most probably one of the most dramatic situations in modern day work life, namely Covid-19. It has impacted on all spheres of society, from Global, National, organisational and personal levels. This was evident in the recent articles received by AJER, many of them has a broad, or even a direct Covid-19 theme, specifically from an employee relations, leadership and human resource perspective. The AJER wants to provide a forum of learning opportunities, also during these challenging times for all those interested and involved in the management of human resources including practitioners, researchers, academics, trainers and educators as well as to policy makers in the private, public and semi-public sectors of South Africa (SA), Southern Africa, Africa and other countries. The direct impact on the journal was also felt, specifically with the availability of reviewers, as well as the slower than usual turnaround time of reviews. It is with this in mind that I want to invite all our readers who are interested and qualified to become part of the pool of reviewers of AJER. You can send an e-mail indicating your interest to me as Chief Editor (grobla@unisa.ac.za). 2020 content As mentioned in the introduction, AJER has adopted a more continental approach, and it is evident that there is a growing African interest, especially if one looks at the articles published in 2020. Although the papers from SA are still the majority, there were also articles from Kenya, Zimbabwe, and Nigeria. Four articles typically falls within the Industrial Psychology domain, with the first one determining the relationship exists between the state of the psychological contract and emotional intelligence, and whether emotional intelligence is a predicting variance of the state of the psychological contract. The second article from this category studied whether the socio-demographic variables of age, race, gender, marital status, educational level, years employed, employment status, and home language predict work engagement, psychological capital and turnover intention of teachers. Both these studies were conducted with a SA. In the third article, a measure of the maturity of the organisational leadership development process that is fit for use in southern Africa across the different levels of leadership, was developed and validated. The fourth study was conducted in Ghana, looking to determine the relationship between mental health and innovative behaviour among bank employees, as well as the effect of age on the mental health of the respondents. Two articles broadly focused on labour issues, with one investigating the impact of setting minimum wages in the environment and culture sector as an appropriate wage strategy intervention policy under the South Africa’s Expanded Public Works Programme. The other article sought to unveil the factors behind the precariat who soldier on despite challenges face
{"title":"Editorial note 2020","authors":"A. Grobler","doi":"10.25159/2664-3731/9664","DOIUrl":"https://doi.org/10.25159/2664-3731/9664","url":null,"abstract":"Introduction \u0000I believe that all of us have experienced most probably one of the most dramatic situations in modern day work life, namely Covid-19. It has impacted on all spheres of society, from Global, National, organisational and personal levels. This was evident in the recent articles received by AJER, many of them has a broad, or even a direct Covid-19 theme, specifically from an employee relations, leadership and human resource perspective. The AJER wants to provide a forum of learning opportunities, also during these challenging times for all those interested and involved in the management of human resources including practitioners, researchers, academics, trainers and educators as well as to policy makers in the private, public and semi-public sectors of South Africa (SA), Southern Africa, Africa and other countries. \u0000The direct impact on the journal was also felt, specifically with the availability of reviewers, as well as the slower than usual turnaround time of reviews. It is with this in mind that I want to invite all our readers who are interested and qualified to become part of the pool of reviewers of AJER. You can send an e-mail indicating your interest to me as Chief Editor (grobla@unisa.ac.za). \u0000 \u00002020 content \u0000As mentioned in the introduction, AJER has adopted a more continental approach, and it is evident that there is a growing African interest, especially if one looks at the articles published in 2020. Although the papers from SA are still the majority, there were also articles from Kenya, Zimbabwe, and Nigeria. \u0000Four articles typically falls within the Industrial Psychology domain, with the first one determining the relationship exists between the state of the psychological contract and emotional intelligence, and whether emotional intelligence is a predicting variance of the state of the psychological contract. The second article from this category studied whether the socio-demographic variables of age, race, gender, marital status, educational level, years employed, employment status, and home language predict work engagement, psychological capital and turnover intention of teachers. Both these studies were conducted with a SA. In the third article, a measure of the maturity of the organisational leadership development process that is fit for use in southern Africa across the different levels of leadership, was developed and validated. The fourth study was conducted in Ghana, looking to determine the relationship between mental health and innovative behaviour among bank employees, as well as the effect of age on the mental health of the respondents. \u0000Two articles broadly focused on labour issues, with one investigating the impact of setting minimum wages in the environment and culture sector as an appropriate wage strategy intervention policy under the South Africa’s Expanded Public Works Programme. The other article sought to unveil the factors behind the precariat who soldier on despite challenges face","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"206 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114840942","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 Global Competitiveness Report of 2014 rated the South African labour market as the lowest (137th position) out of the 137 countries measured with regard to employment relationship, which included cooperation in labour–employer relations. In the 2018 report, 148 countries were rated, and again South Africa was placed in the last position. The antagonism that continues to characterise employment relationship in the South African workplace in general and the public sector in particular has impacted equally negatively on employment relations satisfaction and the fulfilment of the psychological contract. This article explores the interrelationship between the three variables (employment relationship, employment relations satisfaction and psychological contract), and the effect that each has on workplace relations in general. The study adopted a quantitative research approach and used a survey design. A proportionate stratified random sampling method was used to determine the sample size, and the data were collected through a structured questionnaire. A scientific analysis of the data results revealed that psychological contract was a mediator and that employment relationship was a predictor that had a direct influence on both psychological contract and employment relations satisfaction. Based on the mediation results, the researchers reached the conclusion that employment relationship and employment relations satisfaction were both influenced by psychological contract. Therefore they recommend that, to improve relationships in the South African workplace, management and employees should invest more effort in encouraging a positive employment relationship and the fulfilment of psychological contract obligations.
{"title":"The Relationship between Employment Relationship, Employment Relations Satisfaction and Psychological Contracts in the South African Public Sector Workplace","authors":"David Isaac Ntimba, K. Lessing, I. Swarts","doi":"10.25159/2664-3731/8129","DOIUrl":"https://doi.org/10.25159/2664-3731/8129","url":null,"abstract":" \u0000The Global Competitiveness Report of 2014 rated the South African labour market as the lowest (137th position) out of the 137 countries measured with regard to employment relationship, which included cooperation in labour–employer relations. In the 2018 report, 148 countries were rated, and again South Africa was placed in the last position. The antagonism that continues to characterise employment relationship in the South African workplace in general and the public sector in particular has impacted equally negatively on employment relations satisfaction and the fulfilment of the psychological contract. This article explores the interrelationship between the three variables (employment relationship, employment relations satisfaction and psychological contract), and the effect that each has on workplace relations in general. The study adopted a quantitative research approach and used a survey design. A proportionate stratified random sampling method was used to determine the sample size, and the data were collected through a structured questionnaire. A scientific analysis of the data results revealed that psychological contract was a mediator and that employment relationship was a predictor that had a direct influence on both psychological contract and employment relations satisfaction. Based on the mediation results, the researchers reached the conclusion that employment relationship and employment relations satisfaction were both influenced by psychological contract. Therefore they recommend that, to improve relationships in the South African workplace, management and employees should invest more effort in encouraging a positive employment relationship and the fulfilment of psychological contract obligations.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121577939","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}
Women’s career development is seen to be complex, and more research is needed to gain more knowledge about the psychosocial factors that influence the career satisfaction of professional women. The current research explored the interplay between career adaptability and psychosocial career preoccupations to explain the variance in levels of career satisfaction. Data were collected from a random sample (N = 576) of professional women in scarce skills fields in the South African organisational context. Hierarchical moderated regression analysis indicated that individuals with high career adaptability and low career establishment and work/life adjustment preoccupations exhibited relatively higher levels of career satisfaction than those with high preoccupations. The study concluded that individuals’ career preoccupations negatively moderated the positive link between their career adaptability resources and career satisfaction. Career discussions should address the career development concerns of professional women in order to enhance their career satisfaction.
{"title":"Career Satisfaction of Professional Women: The Interplay between Career Adaptability and Psychosocial Career Preoccupations","authors":"M. Coetzee, Ndayiziveyi Takawira","doi":"10.25159/2664-3731/3764","DOIUrl":"https://doi.org/10.25159/2664-3731/3764","url":null,"abstract":"Women’s career development is seen to be complex, and more research is needed to gain more knowledge about the psychosocial factors that influence the career satisfaction of professional women. The current research explored the interplay between career adaptability and psychosocial career preoccupations to explain the variance in levels of career satisfaction. Data were collected from a random sample (N = 576) of professional women in scarce skills fields in the South African organisational context. Hierarchical moderated regression analysis indicated that individuals with high career adaptability and low career establishment and work/life adjustment preoccupations exhibited relatively higher levels of career satisfaction than those with high preoccupations. The study concluded that individuals’ career preoccupations negatively moderated the positive link between their career adaptability resources and career satisfaction. Career discussions should address the career development concerns of professional women in order to enhance their career satisfaction.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115511818","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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