Pub Date : 2022-06-13DOI: 10.4102/sajhrm.v20i0.1819
Tsitsi T. Kanonge, M. Bussin
{"title":"Pre-conditions for employee motivation to curb Zimbabwe’s academic brain drain","authors":"Tsitsi T. Kanonge, M. Bussin","doi":"10.4102/sajhrm.v20i0.1819","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1819","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"218 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75616932","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 : 2022-06-03DOI: 10.4102/sajhrm.v20i0.1639
Jyoti Bhadana, N. Saxena, Archana Bhatia
Orientation: In today’s fast-paced workplace, the notion of work-life balance is becoming increasingly relevant. Work-life balance has emerged as a critical area of human resource management, attracting the attention of government, researchers, and professionals in search of innovative ways to boost employee morale, retain employees, and provide employers with tools to help them achieve a better work-life balance. Employees’ emotional and physical health’s are both affected by an unhealthy work environment. Stress was viewed as a sign of weakness in many businesses.Research purpose: This study investigates the mediating effect of occupational stress on the relationship between work-life balance (WLB) and organisational work environment among academics, as well as the moderating effect of demographic variables such as gender, job levels, and marital status of this relationship.Research approach/design and method: Using a survey method, primary data was collected from academics working in India. A structured questionnaire was drafted and introduced as a method for data collection. Respondents were chosen using a judgemental sampling method. To test the hypothesis, the mediating effect and moderating effect were used, and the statistical regression analysis was done with the help of Professor Andrew’s process macro and partial least squares smart (PLS).Main findings: The organisational work environment had a significant impact on the WLB of academics employed at higher education institutes in India. When comparing male and female academics, the effect of the organisational work environment on occupational stress was found to be higher for female academics. For academics at various job levels, the impact of the organisational work environment on occupational stress was found to be significant. Marital status had no significant moderating association effect on academics between WLB, occupational stress, and organisational work environment.Implications: Institutions are encouraged to provide family-friendly policies and create a good work environment for academics that helps decrease the stress level, improve the WLB and increase the efficiency and effectiveness of academics.Contribution: An investigation into relationships between work-life balance, occupational stress and working environment holds a number of implications in the management of educational set-up. This research might be very useful to school administrators in terms of improving work-life balance and reducing occupational stress among academics, in order to create a work environment that everyone is glad to be a part of. As a result, academic institutions’ organisational efficiency and effectiveness will improve.
{"title":"Uttar Pradesh academics’ occupational stress, organisational work environment and work-life balance: A quantitative study","authors":"Jyoti Bhadana, N. Saxena, Archana Bhatia","doi":"10.4102/sajhrm.v20i0.1639","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1639","url":null,"abstract":"Orientation: In today’s fast-paced workplace, the notion of work-life balance is becoming increasingly relevant. Work-life balance has emerged as a critical area of human resource management, attracting the attention of government, researchers, and professionals in search of innovative ways to boost employee morale, retain employees, and provide employers with tools to help them achieve a better work-life balance. Employees’ emotional and physical health’s are both affected by an unhealthy work environment. Stress was viewed as a sign of weakness in many businesses.Research purpose: This study investigates the mediating effect of occupational stress on the relationship between work-life balance (WLB) and organisational work environment among academics, as well as the moderating effect of demographic variables such as gender, job levels, and marital status of this relationship.Research approach/design and method: Using a survey method, primary data was collected from academics working in India. A structured questionnaire was drafted and introduced as a method for data collection. Respondents were chosen using a judgemental sampling method. To test the hypothesis, the mediating effect and moderating effect were used, and the statistical regression analysis was done with the help of Professor Andrew’s process macro and partial least squares smart (PLS).Main findings: The organisational work environment had a significant impact on the WLB of academics employed at higher education institutes in India. When comparing male and female academics, the effect of the organisational work environment on occupational stress was found to be higher for female academics. For academics at various job levels, the impact of the organisational work environment on occupational stress was found to be significant. Marital status had no significant moderating association effect on academics between WLB, occupational stress, and organisational work environment.Implications: Institutions are encouraged to provide family-friendly policies and create a good work environment for academics that helps decrease the stress level, improve the WLB and increase the efficiency and effectiveness of academics.Contribution: An investigation into relationships between work-life balance, occupational stress and working environment holds a number of implications in the management of educational set-up. This research might be very useful to school administrators in terms of improving work-life balance and reducing occupational stress among academics, in order to create a work environment that everyone is glad to be a part of. As a result, academic institutions’ organisational efficiency and effectiveness will improve.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"152 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78953381","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 : 2022-05-31DOI: 10.4102/sajhrm.v20i0.1746
Thobile P. Mthupha, Estelle Bruhns
Orientation: A section of the workforce in the studied entity was not fully appreciative of implemented enterprise resources planning (ERP) systems. The study viewed that using human resource (HR) factors as external variables of the technology acceptance model (TAM) could predict ERP systems acceptance and assist the organisation’s ERP systems acceptance levels.Research purpose: The study focused on evaluating HR factors that affected ERP system implementation at an identified government entity in South Africa.Motivation for the study: The findings of this study could help increase ERP systems’ acceptance and utilisation.Research approach/design and method: This study used structured questionnaires in a survey of 154 employees who were selected from a government entity using convenience sampling methods. Data were analysed using descriptive statistics and structural equation modelling (SEM).Main findings: This study identified organisational support to users, training, employee motivation and job satisfaction as key HR factors that affected users’ attitudes and use of ERP systems.Practical implications: There is a need for improved coordination between operational departments and HR units in ERP systems implementation as factors and organisational areas under an HR manager’s control play a major influence in ERP acceptance and use. The HR function has an important role in managing the identified HR factors that, in turn, influence ERP systems usage.Contribution/value-add: This study established a critical link between HR-related factors and change and ERP systems acceptance. It puts HR managers at the centre of technology acceptance in organisations as factors within their control determine user attitude and intentions towards such technologies.
{"title":"Human resource factors affecting enterprise resource planning acceptance","authors":"Thobile P. Mthupha, Estelle Bruhns","doi":"10.4102/sajhrm.v20i0.1746","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1746","url":null,"abstract":"Orientation: A section of the workforce in the studied entity was not fully appreciative of implemented enterprise resources planning (ERP) systems. The study viewed that using human resource (HR) factors as external variables of the technology acceptance model (TAM) could predict ERP systems acceptance and assist the organisation’s ERP systems acceptance levels.Research purpose: The study focused on evaluating HR factors that affected ERP system implementation at an identified government entity in South Africa.Motivation for the study: The findings of this study could help increase ERP systems’ acceptance and utilisation.Research approach/design and method: This study used structured questionnaires in a survey of 154 employees who were selected from a government entity using convenience sampling methods. Data were analysed using descriptive statistics and structural equation modelling (SEM).Main findings: This study identified organisational support to users, training, employee motivation and job satisfaction as key HR factors that affected users’ attitudes and use of ERP systems.Practical implications: There is a need for improved coordination between operational departments and HR units in ERP systems implementation as factors and organisational areas under an HR manager’s control play a major influence in ERP acceptance and use. The HR function has an important role in managing the identified HR factors that, in turn, influence ERP systems usage.Contribution/value-add: This study established a critical link between HR-related factors and change and ERP systems acceptance. It puts HR managers at the centre of technology acceptance in organisations as factors within their control determine user attitude and intentions towards such technologies.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"7 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78589189","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 : 2022-05-31DOI: 10.4102/sajhrm.v20i0.1848
Hamfrey Sanhokwe
Orientation: Beyond the motivation paradigm that underpins most telework research, the meaning paradigm offers a complementary vantage point to appreciate employees' desires in the face of emerging threats to the traditional workplace. Research purpose: The research developed and tested a multilevel moderated mediation model to explain the desire to telework. Motivation for the study: A high-performance culture based on leadership excellence dictates that organisations keep a pulse and act on desires of their employees, an urgent priority given the pandemic-induced structural changes to the traditional workplace. Research design or approach and method: Data were collected from a non-probability sample of 185 non-governmental sector employees. Mplus v8 was used to test the multilevel moderated mediation model. Main findings: The mediated relationship between quality of life and the desire to telework was significantly influenced by perceptions of workload and organisational support for telework. Organisational telework support had a compensatory effect on workload. There were significant differences in the desire to telework by gender, level and location of work. Practical and managerial implications: Despite the intensification and extensification of work characterising teleworking environments, the results affirm a growing desire to utilise telework opportunities as circumstances permit. Ensuring access to and availability of appropriate telework resources is paramount to satisfying this desire. Contribution or value-add: Insights on employee desires and the associated influence levers offer leadership teams an opportunity to translate them into dedicated actions that enhance the employee experience, and by extension, create thriving organisations.
{"title":"Evaluating a desire to telework structural model: The role of perceived quality of life, workload, telework experience and organisational telework support","authors":"Hamfrey Sanhokwe","doi":"10.4102/sajhrm.v20i0.1848","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1848","url":null,"abstract":"Orientation: Beyond the motivation paradigm that underpins most telework research, the meaning paradigm offers a complementary vantage point to appreciate employees' desires in the face of emerging threats to the traditional workplace. Research purpose: The research developed and tested a multilevel moderated mediation model to explain the desire to telework. Motivation for the study: A high-performance culture based on leadership excellence dictates that organisations keep a pulse and act on desires of their employees, an urgent priority given the pandemic-induced structural changes to the traditional workplace. Research design or approach and method: Data were collected from a non-probability sample of 185 non-governmental sector employees. Mplus v8 was used to test the multilevel moderated mediation model. Main findings: The mediated relationship between quality of life and the desire to telework was significantly influenced by perceptions of workload and organisational support for telework. Organisational telework support had a compensatory effect on workload. There were significant differences in the desire to telework by gender, level and location of work. Practical and managerial implications: Despite the intensification and extensification of work characterising teleworking environments, the results affirm a growing desire to utilise telework opportunities as circumstances permit. Ensuring access to and availability of appropriate telework resources is paramount to satisfying this desire. Contribution or value-add: Insights on employee desires and the associated influence levers offer leadership teams an opportunity to translate them into dedicated actions that enhance the employee experience, and by extension, create thriving organisations.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"75 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77197879","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 : 2022-05-20DOI: 10.4102/sajhrm.v20i0.1745
Vusi Mthimkhulu, Hugo D. Van der Walt
No abstract available.
没有摘要。
{"title":"Erratum: Workers’ awareness of alcohol breathalyser test in the workplace and their alcohol consumption patterns","authors":"Vusi Mthimkhulu, Hugo D. Van der Walt","doi":"10.4102/sajhrm.v20i0.1745","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1745","url":null,"abstract":"No abstract available.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"107 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89974340","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 : 2022-05-17DOI: 10.4102/sajhrm.v20i0.1822
P. Rambe, Nosiphiwe Mpiti, P. Khaola
{"title":"Technology acquisition and the hair salon performance: The explanatory roles of HR practices","authors":"P. Rambe, Nosiphiwe Mpiti, P. Khaola","doi":"10.4102/sajhrm.v20i0.1822","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1822","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"87 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75705520","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 : 2022-04-28DOI: 10.4102/sajhrm.v20i0.1802
A. Winarno, A. Prasetio, Buchruddin S. Luturlean, Shinta K. Wardhani
Orientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an impact on minimising employees’ turnover intention (TI).Research purpose: To analyse the effect of human resources practices, perceived organisational support and EE in minimising employees’ TI in a state-owned transportation company.Motivation for the study: This study provides an in-depth analysis of factors affecting employees’ intention to leave and recommends solutions to develop a conductive, productive working atmosphere. Identifying the employee’s intention to leave is important in controlling turnover.Research approach/design and method: The study was conducted based on the social exchange theory. The researcher used a nonprobability, convenience sampling method and distributed 450 questionnaires to respondents with the help of the HR department. About 377 questionnaires were returned and met the criteria for data processing. The study uses a quantitative approach; data processing uses SEM procedures.Main findings: This research found that effective HRP in accordance with the needs of employees have a direct and significant influence on the increased perceived organisational support and EE. However, HRP was found not to affect TI. Further analysis shows that perceived organisational support and EE simultaneously act as mediating variables that link HRP and TI.Practical/managerial implications: The positive behaviour of employees can be developed through the company’s effort of establishing a conducive, supportive work environment for employees.Contribution/value-add: Studies related to work behaviour in State-owned Enterprise (SOEs) are important so that human resource leaders or managers and other policymakers have a broader point of view when putting together HR programmes, considering that they have a big impact on employees and enterprises. However, cross-sectional data collection makes the generalisation rate of the findings should be carefully observed.
{"title":"The link between perceived human resource practices, perceived organisational support and employee engagement: A mediation model for turnover intention","authors":"A. Winarno, A. Prasetio, Buchruddin S. Luturlean, Shinta K. Wardhani","doi":"10.4102/sajhrm.v20i0.1802","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1802","url":null,"abstract":"Orientation: Effective human resource practices (HRP) that include recruitment, orientation, training, career development, compensation and industrial relations that suit the needs of employees can improve the psychological aspects of organisational support and employee engagement (EE) that have an impact on minimising employees’ turnover intention (TI).Research purpose: To analyse the effect of human resources practices, perceived organisational support and EE in minimising employees’ TI in a state-owned transportation company.Motivation for the study: This study provides an in-depth analysis of factors affecting employees’ intention to leave and recommends solutions to develop a conductive, productive working atmosphere. Identifying the employee’s intention to leave is important in controlling turnover.Research approach/design and method: The study was conducted based on the social exchange theory. The researcher used a nonprobability, convenience sampling method and distributed 450 questionnaires to respondents with the help of the HR department. About 377 questionnaires were returned and met the criteria for data processing. The study uses a quantitative approach; data processing uses SEM procedures.Main findings: This research found that effective HRP in accordance with the needs of employees have a direct and significant influence on the increased perceived organisational support and EE. However, HRP was found not to affect TI. Further analysis shows that perceived organisational support and EE simultaneously act as mediating variables that link HRP and TI.Practical/managerial implications: The positive behaviour of employees can be developed through the company’s effort of establishing a conducive, supportive work environment for employees.Contribution/value-add: Studies related to work behaviour in State-owned Enterprise (SOEs) are important so that human resource leaders or managers and other policymakers have a broader point of view when putting together HR programmes, considering that they have a big impact on employees and enterprises. However, cross-sectional data collection makes the generalisation rate of the findings should be carefully observed.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"330 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80479931","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 : 2022-04-22DOI: 10.4102/sajhrm.v20i0.1710
Shela Mohatla,Mark Bussin
Orientation: The processes that newly appointed female board members undergo to gain the social knowledge and skills to migrate from outsiders to insiders are not well understood.Research purpose: This study aimed to explore the socialisation experiences of female board members in South Africa to determine whether the process is conducive to ensuring these individuals, as newcomers, are better equipped to navigate the challenges and nuances of the board in a short amount of time.Motivation for the study: A paucity of research exists concerning organisational socialisation processes (onboarding) that new female board members undergo to acquire the skills and social knowledge required to migrate from outsiders to insiders. This study intended to fill the gap.Research approach/design and method: A qualitative exploratory research method was followed. An inductive thematic analysis was conducted from semi-structured interviews consisting of 15 female board members from various industries.Main findings: The board organisational socialisation process needs to be strategic, deliberate, collaborative and iterative. A conceptual framework was developed from the summary of findings.Practical/managerial implications: There is a need for organisations to reassess how they perform board organisational socialisation to achieve its intended outcome and maximise the board’s performance and newcomer’s performance predisposed to challenges upon entry.Contribution/value-add: Using the proposed conceptual framework developed in this study, this research can lend itself useful to organisations, leaders and consultants involved in the socialisation of newcomers within non-traditional organisational structures.
{"title":"Exploring the socialisation experiences of female board members","authors":"Shela Mohatla,Mark Bussin","doi":"10.4102/sajhrm.v20i0.1710","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1710","url":null,"abstract":"Orientation: The processes that newly appointed female board members undergo to gain the social knowledge and skills to migrate from outsiders to insiders are not well understood.Research purpose: This study aimed to explore the socialisation experiences of female board members in South Africa to determine whether the process is conducive to ensuring these individuals, as newcomers, are better equipped to navigate the challenges and nuances of the board in a short amount of time.Motivation for the study: A paucity of research exists concerning organisational socialisation processes (onboarding) that new female board members undergo to acquire the skills and social knowledge required to migrate from outsiders to insiders. This study intended to fill the gap.Research approach/design and method: A qualitative exploratory research method was followed. An inductive thematic analysis was conducted from semi-structured interviews consisting of 15 female board members from various industries.Main findings: The board organisational socialisation process needs to be strategic, deliberate, collaborative and iterative. A conceptual framework was developed from the summary of findings.Practical/managerial implications: There is a need for organisations to reassess how they perform board organisational socialisation to achieve its intended outcome and maximise the board’s performance and newcomer’s performance predisposed to challenges upon entry.Contribution/value-add: Using the proposed conceptual framework developed in this study, this research can lend itself useful to organisations, leaders and consultants involved in the socialisation of newcomers within non-traditional organisational structures.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"52 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138539315","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 : 2022-04-19DOI: 10.4102/sajhrm.v20i0.1773
Shanil J. Haricharan
Orientation: Growing evidence indicates a positive relationship between emotional intelligence (EI) and leadership performance. However, in non-Western public service contexts, scholarship on the nature of this bivariate relationship trails behind.Research purpose: Using the behavioural EI model, this study examined the relationships between EI competencies and leadership performance of executive managers in the South African public service.Motivation for the study: A significant bivariate relationship using the behavioural EI model implies empirical significance and practical implications for policy and leadership development in the public service.Research approach/design and method: The multi-rater Emotional and Social Competence Inventory (ESCI) measured EI competencies of 35 executive managers rated by 230 respondents. Multi-source nominations from 371 respondents measured leadership performance. Five study hypotheses were tested using Spearman’s rank correlation coefficients and analysis of variance.Main findings: The results indicated significant positive correlations between leadership performance and all four EI clusters of competencies: self-awareness, self-management, social awareness and relationship management. Of the 12 EI competencies, adaptability, inspirational leadership, emotional self-awareness and positive outlook displayed the strongest correlations. Also, a significant negative relationship between the managers’ competency gap and (self-other agreement) their performance was observed.Practical/managerial implications: The results have implications for management and leadership development and recruitment in the public service.Contribution/value-add: Using the behavioural method, this quantitative study validated the positive relationship between EI and leadership performance in the South African public service.
{"title":"Is the leadership performance of public service executive managers related to their emotional intelligence?","authors":"Shanil J. Haricharan","doi":"10.4102/sajhrm.v20i0.1773","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1773","url":null,"abstract":"Orientation: Growing evidence indicates a positive relationship between emotional intelligence (EI) and leadership performance. However, in non-Western public service contexts, scholarship on the nature of this bivariate relationship trails behind.Research purpose: Using the behavioural EI model, this study examined the relationships between EI competencies and leadership performance of executive managers in the South African public service.Motivation for the study: A significant bivariate relationship using the behavioural EI model implies empirical significance and practical implications for policy and leadership development in the public service.Research approach/design and method: The multi-rater Emotional and Social Competence Inventory (ESCI) measured EI competencies of 35 executive managers rated by 230 respondents. Multi-source nominations from 371 respondents measured leadership performance. Five study hypotheses were tested using Spearman’s rank correlation coefficients and analysis of variance.Main findings: The results indicated significant positive correlations between leadership performance and all four EI clusters of competencies: self-awareness, self-management, social awareness and relationship management. Of the 12 EI competencies, adaptability, inspirational leadership, emotional self-awareness and positive outlook displayed the strongest correlations. Also, a significant negative relationship between the managers’ competency gap and (self-other agreement) their performance was observed.Practical/managerial implications: The results have implications for management and leadership development and recruitment in the public service.Contribution/value-add: Using the behavioural method, this quantitative study validated the positive relationship between EI and leadership performance in the South African public service.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"202 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138539306","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 : 2022-03-31DOI: 10.4102/sajhrm.v20i0.1620
D. Muleya, H. Ngirande, Sharon R. Terera
Orientation: Employees with affective commitment are significant assets to their organisations because they remain loyal even when faced with attractive external opportunities. Therefore, there is a need to understand how different organisational factors enhance the affective commitment of employees.Research purpose: The study aimed to investigate the impact of training and career development opportunities on affective commitment amongst employees at a selected higher education institution.Motivation of the study: Literature on the influence of training and career development opportunities on affective commitment is still limited in South Africa’s higher education sector, yet the sector requires a committed and highly skilled workforce.Research approach/design and method: Using a cross-sectional survey design, a quantitative approach was used to collect data from 274 employees at a selected South African higher education institution using a stratified sampling method. Item analysis, Confirmatory factor analysis (CFA), Pearson product-moment correlation coefficient, and multiple regression analyses were performed in analysing the data using Statistical Package for Social Sciences (SPSS) version 27 software.Main findings: Significant positive correlations were found between training, career development opportunities, and affective commitment. However, the availability of career development opportunities was the most significant predictor of affective commitment.Practical/managerial implications: Higher learning institutions are encouraged to invest in various types of training for their employees. However, more funding should be directed to career development opportunities, as these influence affective commitment.Contribution/value-add: The CFA carried out in this study validates the use of the training, career development opportunities, and affective commitment scales in a South African setting.
{"title":"The influence of training and career development opportunities on affective commitment: A South African higher education perspective","authors":"D. Muleya, H. Ngirande, Sharon R. Terera","doi":"10.4102/sajhrm.v20i0.1620","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1620","url":null,"abstract":"Orientation: Employees with affective commitment are significant assets to their organisations because they remain loyal even when faced with attractive external opportunities. Therefore, there is a need to understand how different organisational factors enhance the affective commitment of employees.Research purpose: The study aimed to investigate the impact of training and career development opportunities on affective commitment amongst employees at a selected higher education institution.Motivation of the study: Literature on the influence of training and career development opportunities on affective commitment is still limited in South Africa’s higher education sector, yet the sector requires a committed and highly skilled workforce.Research approach/design and method: Using a cross-sectional survey design, a quantitative approach was used to collect data from 274 employees at a selected South African higher education institution using a stratified sampling method. Item analysis, Confirmatory factor analysis (CFA), Pearson product-moment correlation coefficient, and multiple regression analyses were performed in analysing the data using Statistical Package for Social Sciences (SPSS) version 27 software.Main findings: Significant positive correlations were found between training, career development opportunities, and affective commitment. However, the availability of career development opportunities was the most significant predictor of affective commitment.Practical/managerial implications: Higher learning institutions are encouraged to invest in various types of training for their employees. However, more funding should be directed to career development opportunities, as these influence affective commitment.Contribution/value-add: The CFA carried out in this study validates the use of the training, career development opportunities, and affective commitment scales in a South African setting.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"14 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82767449","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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