Assertiveness is arguably one of the strongest predictors of success among business leaders and professionals. The study focuses on imposter phenomenon (IP), which occurs when an individual, normally considered to be a high achiever, undergoes an internal experience of feeling like an intellectual fraud or experiences a fear of failure upon achieving success, and the relationship of IP with assertiveness. Due to an absence of research on the relationship between IP and assertiveness, particularly in professionals in South Africa, this study investigates the way these two variables relate to each other. The purpose of this study is to 1) investigate whether IP is prevalent in female professionals in South Africa, 2) investigate whether IP and assertiveness are correlated and 3) determine whether IP is a predictor of assertiveness. The study was conducted on working professionals in South Africa (N = 165) and questionnaires were distributed online. The instruments used were the Clance Imposter Phenomenon Survey and elements of the Adaptive and Aggressive Assertiveness Scales. The professionals assessed were drawn from different industry sectors and across all job functions. The results suggest that IP is prevalent in professionals in South Africa and bears a moderately negative relationship to assertiveness. Another finding was that IP is a negative predictor of assertiveness. Gender also had an effect on the relationship between the two variables; the relationship was only found to be significant among women when the sample was split.
{"title":"Effects of the Imposter Phenomenon on Measures of Assertiveness in Female Professionals in South Africa","authors":"Lyapa Nakazwe-Masiya, G. Price, Karl Hofmeyr","doi":"10.25159/2520-3223/3768","DOIUrl":"https://doi.org/10.25159/2520-3223/3768","url":null,"abstract":"Assertiveness is arguably one of the strongest predictors of success among business leaders and professionals. The study focuses on imposter phenomenon (IP), which occurs when an individual, normally considered to be a high achiever, undergoes an internal experience of feeling like an intellectual fraud or experiences a fear of failure upon achieving success, and the relationship of IP with assertiveness. Due to an absence of research on the relationship between IP and assertiveness, particularly in professionals in South Africa, this study investigates the way these two variables relate to each other. The purpose of this study is to 1) investigate whether IP is prevalent in female professionals in South Africa, 2) investigate whether IP and assertiveness are correlated and 3) determine whether IP is a predictor of assertiveness. The study was conducted on working professionals in South Africa (N = 165) and questionnaires were distributed online. The instruments used were the Clance Imposter Phenomenon Survey and elements of the Adaptive and Aggressive Assertiveness Scales. The professionals assessed were drawn from different industry sectors and across all job functions. The results suggest that IP is prevalent in professionals in South Africa and bears a moderately negative relationship to assertiveness. Another finding was that IP is a negative predictor of assertiveness. Gender also had an effect on the relationship between the two variables; the relationship was only found to be significant among women when the sample was split.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130504968","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}
Teaching is characterised by high reported levels of turnover and occupational stress. This study examined the nature of the relationship between work-family conflict (WFC), supervisor’s and colleagues’ support, and intention to quit among female teachers with young children in Kenyan urban public schools. The specific objectives were to: 1) compare the intention to quit of female teachers working in the city of Nairobi vis-à -vis those working in secondary urban centres; 2) examine the relationship between intention to quit and WFC; 3) examine the relationship between support and turnover intention; and 4) assess whether support moderates the relationship between WFC and intention to quit. Data were collected by means of 375 self-administered questionnaires and analysed using t-test and hierarchical regression. Questionnaires were distributed to teachers in primary and secondary schools in secondary urban centres and in the Nairobi city. Results show that intention to quit was statistically higher among secondary school teachers, and teachers working in the city. There was a positive relationship between WFC that originates from work and intention to quit, but not between WFC that originates from family and intention to quit. There was a negative relationship between supervisor’s support and intention to quit but not between colleagues’ support and intention to quit. Supervisor support did not moderate the relationship between WFC and intention to quit. Practical and theoretical implications of the study are also provided.
{"title":"Work-Family Conflict, Support and Intention to Quit Among Kenyan Female Teachers in Urban Public Schools","authors":"Gladys Muasya","doi":"10.25159/2520-3223/3767","DOIUrl":"https://doi.org/10.25159/2520-3223/3767","url":null,"abstract":"Teaching is characterised by high reported levels of turnover and occupational stress. This study examined the nature of the relationship between work-family conflict (WFC), supervisor’s and colleagues’ support, and intention to quit among female teachers with young children in Kenyan urban public schools. The specific objectives were to: 1) compare the intention to quit of female teachers working in the city of Nairobi vis-à -vis those working in secondary urban centres; 2) examine the relationship between intention to quit and WFC; 3) examine the relationship between support and turnover intention; and 4) assess whether support moderates the relationship between WFC and intention to quit. Data were collected by means of 375 self-administered questionnaires and analysed using t-test and hierarchical regression. Questionnaires were distributed to teachers in primary and secondary schools in secondary urban centres and in the Nairobi city. Results show that intention to quit was statistically higher among secondary school teachers, and teachers working in the city. There was a positive relationship between WFC that originates from work and intention to quit, but not between WFC that originates from family and intention to quit. There was a negative relationship between supervisor’s support and intention to quit but not between colleagues’ support and intention to quit. Supervisor support did not moderate the relationship between WFC and intention to quit. Practical and theoretical implications of the study are also provided.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129417368","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 recent years, various initiatives, protocols and legislation have been developed globally to promote gender equality and address existing discrimination against women. South Africa is no exception to this trend. In the global mining industry, equal opportunity and mining legislation introduced by various countries, including South Africa, have opened up former bastions, such as mining, to women.Since the introduction of the Mineral and Petroleum Resources Development Act 28 of 2002 and the accompanying Broad-Based Socio- Economic Empowerment Charter, in 2004, the number of women in the mining industry has increased significantly. However, the “gender issue†still remains contentious and very problematic in the industry and women are still subjected to various challenges.This article aims to reveal the barriers women encounter in the industry. This study adopted a qualitative research design. Data were collected by means of semi-structured individual and group interviews. The research findings show that women are subjected to social, physiological, structural and employment barriers. Therefore, it is of paramount importance that the relevant government departments, top and senior management in the mining industry, as well as human resource managers and employment relations practitioners embrace and support a clear-cut vision of gender diversity in the industry.
{"title":"Barriers to Career Advancement of Women in Mining: A Qualitative Analysis","authors":"D. Botha","doi":"10.25159/2520-3223/3766","DOIUrl":"https://doi.org/10.25159/2520-3223/3766","url":null,"abstract":"In recent years, various initiatives, protocols and legislation have been developed globally to promote gender equality and address existing discrimination against women. South Africa is no exception to this trend. In the global mining industry, equal opportunity and mining legislation introduced by various countries, including South Africa, have opened up former bastions, such as mining, to women.Since the introduction of the Mineral and Petroleum Resources Development Act 28 of 2002 and the accompanying Broad-Based Socio- Economic Empowerment Charter, in 2004, the number of women in the mining industry has increased significantly. However, the “gender issue†still remains contentious and very problematic in the industry and women are still subjected to various challenges.This article aims to reveal the barriers women encounter in the industry. This study adopted a qualitative research design. Data were collected by means of semi-structured individual and group interviews. The research findings show that women are subjected to social, physiological, structural and employment barriers. Therefore, it is of paramount importance that the relevant government departments, top and senior management in the mining industry, as well as human resource managers and employment relations practitioners embrace and support a clear-cut vision of gender diversity in the industry.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121981814","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}
{"title":"International and Comparative Employment Relations: National Regulation, Global Changes, 6th Edition 2016.","authors":"J. Maree","doi":"10.25159/2520-3223/3771","DOIUrl":"https://doi.org/10.25159/2520-3223/3771","url":null,"abstract":"Book Review","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131213900","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 regulation of labour in the workplace is never an easy task but it is even more complex and challenging if it has to take place across national borders in a globalised world. Globalisation and a transnational labour environment impact on the ability of the employer to regulate or manage a labour force that is based in different countries. The migration of workers across national borders, the existence of multinational companies and the demands of transnational labour relations present management with many challenges. This article is premised on the conviction that corporate social responsibility codes and other codes of conduct, due to their voluntary nature, are not enough to effectively manage and regulate labour in a transnational environment. The authors suggest that international framework agreements are a far more effective management tool for transnational labour regulation.
{"title":"The Role of International Framework Agreements in Transnational Labour Regulation","authors":"H. D. Preez, P. Smit","doi":"10.25159/2520-3223/3770","DOIUrl":"https://doi.org/10.25159/2520-3223/3770","url":null,"abstract":"The regulation of labour in the workplace is never an easy task but it is even more complex and challenging if it has to take place across national borders in a globalised world. Globalisation and a transnational labour environment impact on the ability of the employer to regulate or manage a labour force that is based in different countries. The migration of workers across national borders, the existence of multinational companies and the demands of transnational labour relations present management with many challenges. This article is premised on the conviction that corporate social responsibility codes and other codes of conduct, due to their voluntary nature, are not enough to effectively manage and regulate labour in a transnational environment. The authors suggest that international framework agreements are a far more effective management tool for transnational labour regulation.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121259536","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 South Africa employees are protected by various pieces of legislation. Section 23 of the Constitution of the Republic of South Africa 1996 provides for a right to fair labour practice. In its preamble the Labour Relations Act 66 of 1995 (hereafter referred to as the LRA) states that the purpose of the Act is to advance economic development, social justice, labour peace and democratisation of the workplace. The LRA also states that one of its objectives is to give effect to and regulate the fundamental rights conferred by section 27 of the Constitution. The Occupational Health and Safety Act as amended by the Occupational Health and Safety Amendment Act 181 of 1993 provides for the health and safety of persons at work and for the health and safety of persons in connection with the use of plant and machinery. The LRA provides for dismissal for incapacity and dismissals for misconduct. It also differentiates between the two. The LRA provides for both substantive and procedural fairness when dismissing an employee for incapacity and misconduct. This paper will examine the rationale behind differentiating between dismissal for drunkenness and dismissal for alcoholism.
{"title":"Drawing the Line between Dismissal for Alcoholism (Incapacity) and Dismissal for Drunkenness (Misconduct). Are the Boni Mores Compromised?","authors":"Thandekile Phulu","doi":"10.25159/2520-3223/3769","DOIUrl":"https://doi.org/10.25159/2520-3223/3769","url":null,"abstract":"In South Africa employees are protected by various pieces of legislation. Section 23 of the Constitution of the Republic of South Africa 1996 provides for a right to fair labour practice. In its preamble the Labour Relations Act 66 of 1995 (hereafter referred to as the LRA) states that the purpose of the Act is to advance economic development, social justice, labour peace and democratisation of the workplace. The LRA also states that one of its objectives is to give effect to and regulate the fundamental rights conferred by section 27 of the Constitution. The Occupational Health and Safety Act as amended by the Occupational Health and Safety Amendment Act 181 of 1993 provides for the health and safety of persons at work and for the health and safety of persons in connection with the use of plant and machinery. The LRA provides for dismissal for incapacity and dismissals for misconduct. It also differentiates between the two. The LRA provides for both substantive and procedural fairness when dismissing an employee for incapacity and misconduct. This paper will examine the rationale behind differentiating between dismissal for drunkenness and dismissal for alcoholism.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"145 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126677569","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 purpose of this study was to determine whether there is a relationship between emotional intelligence and leadership effectiveness among senior leaders in a South African financial services organisation. The sample consisted of 973 participants. A convenience sample was used because the leaders were part of a strategic organisational initiative that included the completion of the measurement instruments used for the current study. The participants completed the Bar-On EQ-i, a measure of emotional intelligence, and the leadership effectiveness data were obtained from an organisation specific Multi-rater that accessed self-ratings, peer and subordinate ratings, as well as manager ratings in terms of leadership behaviours linked to organisational worldviews of leadership effectiveness. Partially due to the large sample size, the results showed that there were statistically significant correlations between emotional intelligence and the leadership variables as measured for the leaders, but the prediction value between these variables was not practically significant.
{"title":"Emotional Intelligence and Leadership in a South African Financial Services Institution","authors":"A. Toit, R. Viviers, C. Mayer, Deléne Visser","doi":"10.25159/2520-3223/3765","DOIUrl":"https://doi.org/10.25159/2520-3223/3765","url":null,"abstract":"The purpose of this study was to determine whether there is a relationship between emotional intelligence and leadership effectiveness among senior leaders in a South African financial services organisation. The sample consisted of 973 participants. A convenience sample was used because the leaders were part of a strategic organisational initiative that included the completion of the measurement instruments used for the current study. The participants completed the Bar-On EQ-i, a measure of emotional intelligence, and the leadership effectiveness data were obtained from an organisation specific Multi-rater that accessed self-ratings, peer and subordinate ratings, as well as manager ratings in terms of leadership behaviours linked to organisational worldviews of leadership effectiveness. Partially due to the large sample size, the results showed that there were statistically significant correlations between emotional intelligence and the leadership variables as measured for the leaders, but the prediction value between these variables was not practically significant.","PeriodicalId":143111,"journal":{"name":"African Journal of Employee Relations","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133403411","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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