Pub Date : 2023-04-25DOI: 10.4102/sajhrm.v21i0.2120
T. De Wet, S. Rothmann
Orientation: Education trends in Africa indicate that key ingredients for effective education are elusive, impacting the teachers who need to remain productive, motivated and healthy in this environment.Research purpose: Using machine learning active learning technology, the study aimed to review current literature related to the factors affecting the capabilities and functionings of secondary school teachers in sub-Saharan Africa (SSA).Motivation for the study: The Capability Approach (CA) provides a framework for studying the sustainable employability (SE) of teachers, including what they require to be able to convert valued opportunities into the needed achievements.Research approach/design and method: A systematic literature review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, using Machine Learning Active Learning Technology. Eighty six articles from 14 SSA countries were included for analysis, prioritising articles in the South African context first.Main findings: Analysis identified four groupings of resources that are potentially useful or valuable, creating access or empowerment if utilised effectively, namely knowledge commodities, soft commodities, hard commodities, and organisational commodities. Sub-resources were also identified.Practical/managerial implications: This research would assist policy and decision-makers to focus their interventions in the most effective way to sustain productivity and well-being in the workplace. The resource groupings should be included in a model that focuses on enhancing secondary school teachers’ capabilities to promote their well-being and productivity.Contribution/value-add: This article provides new applied knowledge related to machine learning active learning technology as a methodology, and provides further insight into secondary school teacher employability.
{"title":"Capabilities of secondary school teachers in sub-Saharan Africa: A systematic literature review","authors":"T. De Wet, S. Rothmann","doi":"10.4102/sajhrm.v21i0.2120","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2120","url":null,"abstract":"Orientation: Education trends in Africa indicate that key ingredients for effective education are elusive, impacting the teachers who need to remain productive, motivated and healthy in this environment.Research purpose: Using machine learning active learning technology, the study aimed to review current literature related to the factors affecting the capabilities and functionings of secondary school teachers in sub-Saharan Africa (SSA).Motivation for the study: The Capability Approach (CA) provides a framework for studying the sustainable employability (SE) of teachers, including what they require to be able to convert valued opportunities into the needed achievements.Research approach/design and method: A systematic literature review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, using Machine Learning Active Learning Technology. Eighty six articles from 14 SSA countries were included for analysis, prioritising articles in the South African context first.Main findings: Analysis identified four groupings of resources that are potentially useful or valuable, creating access or empowerment if utilised effectively, namely knowledge commodities, soft commodities, hard commodities, and organisational commodities. Sub-resources were also identified.Practical/managerial implications: This research would assist policy and decision-makers to focus their interventions in the most effective way to sustain productivity and well-being in the workplace. The resource groupings should be included in a model that focuses on enhancing secondary school teachers’ capabilities to promote their well-being and productivity.Contribution/value-add: This article provides new applied knowledge related to machine learning active learning technology as a methodology, and provides further insight into secondary school teacher employability.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"4 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85988100","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 : 2023-04-14DOI: 10.4102/sajhrm.v21i0.2131
D. Botha, Gerda Van Dijk, Amori Marais
Orientation: Globally, the repercussions of the coronavirus disease 2019 (COVID-19) pandemic infiltrated many areas within societies. Like all other institutions, higher education institutions (HEIs) had to migrate to online and blended activities, and work-from-home (WFH) became characteristic of the ‘new normal’.Research purpose: The main purpose of the study was to determine the perspectives on work engagement and WFH among employees of an HEI in South Africa during the global COVID-19 pandemic.Motivation for the study: There is limited published research reporting on WFH and work engagement in HEIs.Research approach/design and method: The study employed a quantitative-based cross-sectional design. The target population of this study included all employees an HEI in South Africa who worked from home during the COVID-19 lockdown. A web-based survey was used to collect the data. In total, 399 respondents participated in the research.Main results: The results of the study revealed that the employees were to a great extent engaged in their work because of the organisational support received from the institution. It was also evident that some employees experienced difficulties with establishing a work routine, a lack of sufficient equipment and resources to function at home, work–home interference, increased workload and working hours, isolation and work–life balance issues.Practical/managerial implications: The results of the study are important to inform business decisions regarding the WFH model as an alternative working arrangement to be considered in HEIs.Contribution/value-add: This study contributes to the body of knowledge regarding work engagement and WFH in HEIs in the context of the global COVID-19 pandemic.
{"title":"The COVID-19 pandemic: Perspectives on work engagement and work-from-home in a higher education institution","authors":"D. Botha, Gerda Van Dijk, Amori Marais","doi":"10.4102/sajhrm.v21i0.2131","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2131","url":null,"abstract":"Orientation: Globally, the repercussions of the coronavirus disease 2019 (COVID-19) pandemic infiltrated many areas within societies. Like all other institutions, higher education institutions (HEIs) had to migrate to online and blended activities, and work-from-home (WFH) became characteristic of the ‘new normal’.Research purpose: The main purpose of the study was to determine the perspectives on work engagement and WFH among employees of an HEI in South Africa during the global COVID-19 pandemic.Motivation for the study: There is limited published research reporting on WFH and work engagement in HEIs.Research approach/design and method: The study employed a quantitative-based cross-sectional design. The target population of this study included all employees an HEI in South Africa who worked from home during the COVID-19 lockdown. A web-based survey was used to collect the data. In total, 399 respondents participated in the research.Main results: The results of the study revealed that the employees were to a great extent engaged in their work because of the organisational support received from the institution. It was also evident that some employees experienced difficulties with establishing a work routine, a lack of sufficient equipment and resources to function at home, work–home interference, increased workload and working hours, isolation and work–life balance issues.Practical/managerial implications: The results of the study are important to inform business decisions regarding the WFH model as an alternative working arrangement to be considered in HEIs.Contribution/value-add: This study contributes to the body of knowledge regarding work engagement and WFH in HEIs in the context of the global COVID-19 pandemic.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"63 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-04-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78328392","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 : 2023-03-31DOI: 10.4102/sajhrm.v21i0.2138
Zain D. Reddiar, C. Schultz
Orientation: Globalisation necessitated the physical movement of talented employees, leading to expatriate assignments to foreign countries. Investigative studies and strategy development were needed to moderate the high failure rate of such assignments.Research purpose: To explore the constraining and contributing factors of an expatriate assignment lifecycle.Motivation for the study: With only 40% of assignments being successful, there is an urgent need to find and rectify the reasons for the failure in order to mitigate the associated financial losses and threatened sustainability of businesses.Research approach, design and method: A qualitative research methodology within an exploratory research design was used. The opinions of the expatriates were compared using subjective, interpretivist and phenomenological dimensions.Main findings: Based on the lived experience of the expatriates, the constraining factors were a lack of training and mentoring, inadequate cultural acclimatisation, ambiguous policies, unsupportive host organisation, low-quality logistics support and ineffective re-induction of the expatriates into the home country. The expatriates strongly consider career path planning, effective ongoing training and mentoring, a caring organisational culture, clear assignment policies and social relations to be decisive contributing factors.Practical and managerial implications: The international human resource management process can use the findings to reduce the global assignment failure rates. It provides clear directions for driving relevant strategies and processes for successful expatriation operations.Contribution: The study contributes to the existing body of knowledge on the constraining and contributing factors of the expatriate assignment. It sets a course to initiate further studies to evolve a sustainable framework for an efficient global mobility programme.
{"title":"Constraining and contributing factors of an expatriate assignment life cycle","authors":"Zain D. Reddiar, C. Schultz","doi":"10.4102/sajhrm.v21i0.2138","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2138","url":null,"abstract":"Orientation: Globalisation necessitated the physical movement of talented employees, leading to expatriate assignments to foreign countries. Investigative studies and strategy development were needed to moderate the high failure rate of such assignments.Research purpose: To explore the constraining and contributing factors of an expatriate assignment lifecycle.Motivation for the study: With only 40% of assignments being successful, there is an urgent need to find and rectify the reasons for the failure in order to mitigate the associated financial losses and threatened sustainability of businesses.Research approach, design and method: A qualitative research methodology within an exploratory research design was used. The opinions of the expatriates were compared using subjective, interpretivist and phenomenological dimensions.Main findings: Based on the lived experience of the expatriates, the constraining factors were a lack of training and mentoring, inadequate cultural acclimatisation, ambiguous policies, unsupportive host organisation, low-quality logistics support and ineffective re-induction of the expatriates into the home country. The expatriates strongly consider career path planning, effective ongoing training and mentoring, a caring organisational culture, clear assignment policies and social relations to be decisive contributing factors.Practical and managerial implications: The international human resource management process can use the findings to reduce the global assignment failure rates. It provides clear directions for driving relevant strategies and processes for successful expatriation operations.Contribution: The study contributes to the existing body of knowledge on the constraining and contributing factors of the expatriate assignment. It sets a course to initiate further studies to evolve a sustainable framework for an efficient global mobility programme.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"16 2 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75551041","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 : 2023-03-30DOI: 10.4102/sajhrm.v21i0.1910
M. Isa, Nur Indrayati
Orientation: Many employees find it difficult to balance their role in family and work. For the organisation to be successful in achieving its goals, management must be fully aware of the employee’s needs as well as responsibilities towards the employee’s family.Research purpose: This study aimed to analyse the effect of work–family conflict on work–life balance, the effect of work–family conflict on performance, the effect of work–life balance on performance and the effect of work–family conflict on employee performance through work–life balance as the intervening variable.Research approach/design and method: The population of this study comprised all taxation civil services in The Solo Region totaling 694 participants. A sample of 254 people. The primary data was obtained through questionnaires distributed to respondents. This research employed the partial least square analysis method.Main findings: Work–family conflict had a negative and significant effect on work–life balance and performance. Work–life balance had a positive and significant effect on employee performance. Work–family conflict showed a negative and significant effect on employee performance through work–life balance.Practical/managerial implications: In an effort to minimise the possibility of work–family conflict, employees should remain knowledgeable in balancing the fulfilment of role demands in work and life domains. The organisation is expected to create a comfortable and supportive work atmosphere in order to avoid employee role conflicts efficiently.Contribution/value-add: This study provides a new contribution to proving the theory of the relationship between work–family conflict, work–life balance and individual performance.
{"title":"The role of work–life balance as mediation of the effect of work–family conflict on employee performance","authors":"M. Isa, Nur Indrayati","doi":"10.4102/sajhrm.v21i0.1910","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.1910","url":null,"abstract":"Orientation: Many employees find it difficult to balance their role in family and work. For the organisation to be successful in achieving its goals, management must be fully aware of the employee’s needs as well as responsibilities towards the employee’s family.Research purpose: This study aimed to analyse the effect of work–family conflict on work–life balance, the effect of work–family conflict on performance, the effect of work–life balance on performance and the effect of work–family conflict on employee performance through work–life balance as the intervening variable.Research approach/design and method: The population of this study comprised all taxation civil services in The Solo Region totaling 694 participants. A sample of 254 people. The primary data was obtained through questionnaires distributed to respondents. This research employed the partial least square analysis method.Main findings: Work–family conflict had a negative and significant effect on work–life balance and performance. Work–life balance had a positive and significant effect on employee performance. Work–family conflict showed a negative and significant effect on employee performance through work–life balance.Practical/managerial implications: In an effort to minimise the possibility of work–family conflict, employees should remain knowledgeable in balancing the fulfilment of role demands in work and life domains. The organisation is expected to create a comfortable and supportive work atmosphere in order to avoid employee role conflicts efficiently.Contribution/value-add: This study provides a new contribution to proving the theory of the relationship between work–family conflict, work–life balance and individual performance.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"12 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81130888","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 : 2023-03-28DOI: 10.4102/sajhrm.v21i0.2123
Tatiana Page, John J. Mgwenya
Orientation: There is a growing body of knowledge on the role of human resource (HR) professionals in workplace bullying, but their role in perpetuating a toxic leadership culture in organisations remains unscrutinised. Human resource professionals are uniquely positioned to influence toxic leadership styles as they are required to cultivate and sustain the organisational leadership culture.Research purpose: The aim of this study was to identify gaps in HR practices that could contribute to toxic leadership in organisations.Motivation of the study: The inherent role conflict of the HR professional and competing demands from organisational stakeholders are likely to create toxic outcomes.Research approach/design and method: A phenomenological study was carried out at a South African organisation to gain insight into the practices of HR professionals. Data were collected using semi-structured interviews and the key findings of the study were identified through a thematic analysis.Main findings: Three themes emerged that contribute to creating gaps in HR practices that support toxic leadership: toxic HR practices, challenges faced by HR professionals and business results at any cost.Practical/managerial implications: The findings suggest a need to alleviate the inherent role conflict experienced by HR professionals, so that their contributions to toxic leadership are minimised.Contribution/value-add: This study contributes to the literature on toxic leadership by expounding on the role of the human resources professionals (HRP) and gaps in their practices that contribute to toxic leadership. Suggested guidelines and recommendations are offered to address the gaps in HR practices.
{"title":"Conformer or colluder? The human resource professional’s contribution to toxic leadership","authors":"Tatiana Page, John J. Mgwenya","doi":"10.4102/sajhrm.v21i0.2123","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2123","url":null,"abstract":"Orientation: There is a growing body of knowledge on the role of human resource (HR) professionals in workplace bullying, but their role in perpetuating a toxic leadership culture in organisations remains unscrutinised. Human resource professionals are uniquely positioned to influence toxic leadership styles as they are required to cultivate and sustain the organisational leadership culture.Research purpose: The aim of this study was to identify gaps in HR practices that could contribute to toxic leadership in organisations.Motivation of the study: The inherent role conflict of the HR professional and competing demands from organisational stakeholders are likely to create toxic outcomes.Research approach/design and method: A phenomenological study was carried out at a South African organisation to gain insight into the practices of HR professionals. Data were collected using semi-structured interviews and the key findings of the study were identified through a thematic analysis.Main findings: Three themes emerged that contribute to creating gaps in HR practices that support toxic leadership: toxic HR practices, challenges faced by HR professionals and business results at any cost.Practical/managerial implications: The findings suggest a need to alleviate the inherent role conflict experienced by HR professionals, so that their contributions to toxic leadership are minimised.Contribution/value-add: This study contributes to the literature on toxic leadership by expounding on the role of the human resources professionals (HRP) and gaps in their practices that contribute to toxic leadership. Suggested guidelines and recommendations are offered to address the gaps in HR practices.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"69 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75915295","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 : 2023-03-23DOI: 10.4102/sajhrm.v21i0.2168
M. Bhore, Poornima Tapas
Orientation: Since April 2022, there has been a 30% increase in Data Science job openings globally. The majority of these positions are filled by Generation Z talent (Gen Z). According to research, businesses that promote gender diversity have higher earnings and revenues.Research purpose: The purpose of this study is to identify factors that will help organizations in designing policies and work environment to attract and foster Gen Z women employees in Data Science.Motivation for the study: There is limited research focusing on Gen Z women professionals and factors influencing their career choices in the field of Data Science in the Indian context.Research approach/design and method: Structured questionnaire was distributed online. Purposive sampling technique was adopted and 216 responses from Gen Z women studying in technology institutes pan India and working in Data Science were collected. Multiple linear regression statistical technique was leveraged for data analysis.Main findings: Technical education, job opportunities, compensation and conducive environment significantly and positively influence career decisions of Gen Z women in Data Science.Practical implications: Organizations will be able to define policies to encourage hiring of Gen Z women, break stereo types that prevent women from pursuing career in Data Science and create a conducive work environment that acknowledges and rewards the performance of Gen Z women.Contribution/value-add: The findings of this study will encourage more women from Gen Z to pursue careers in Data Science, boosting gender diversity and inclusivity in Data Science.
{"title":"An exploratory study of factors influencing career decisions of Generation Z women in Data Science","authors":"M. Bhore, Poornima Tapas","doi":"10.4102/sajhrm.v21i0.2168","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2168","url":null,"abstract":"Orientation: Since April 2022, there has been a 30% increase in Data Science job openings globally. The majority of these positions are filled by Generation Z talent (Gen Z). According to research, businesses that promote gender diversity have higher earnings and revenues.Research purpose: The purpose of this study is to identify factors that will help organizations in designing policies and work environment to attract and foster Gen Z women employees in Data Science.Motivation for the study: There is limited research focusing on Gen Z women professionals and factors influencing their career choices in the field of Data Science in the Indian context.Research approach/design and method: Structured questionnaire was distributed online. Purposive sampling technique was adopted and 216 responses from Gen Z women studying in technology institutes pan India and working in Data Science were collected. Multiple linear regression statistical technique was leveraged for data analysis.Main findings: Technical education, job opportunities, compensation and conducive environment significantly and positively influence career decisions of Gen Z women in Data Science.Practical implications: Organizations will be able to define policies to encourage hiring of Gen Z women, break stereo types that prevent women from pursuing career in Data Science and create a conducive work environment that acknowledges and rewards the performance of Gen Z women.Contribution/value-add: The findings of this study will encourage more women from Gen Z to pursue careers in Data Science, boosting gender diversity and inclusivity in Data Science.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"27 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85716972","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 : 2023-03-22DOI: 10.4102/sajhrm.v21i0.2020
M. Irfan, Nabila Khurshid, Jamila Khurshid, Arif Masih Khokhar
Purpose: This study is an endeavour to find the effect of human resource development on organisational performance. Human resource development is essential for better organisational productivity and effectiveness.Research purpose: This study specifically investigates the impact of organisational context, resourcing, training and development, skills, attitude and behaviour on organisational performance.Design/Methodology/Approach: This research study focuses on manufacturing companies in Islamabad and Rawalpindi, Pakistan. A standardised questionnaire with a response rate of 85% was used to gather data from a random sample of 50 manufacturing companies. The structural equation modelling technique was used for data analysis.Findings: Organisational performance has a positive association with all the independent factors studied in this article: resourcing, training and development, employees’ abilities, employee attitudes, employee behaviour and the organisational context. In addition, the outcomes of this research support the idea that human resource development methods might have a favourable influence on manufacturing business performance. There is no direct correlation between resourcing and organisational performance, although training and development activities are favourably connected with it.Contribution: For the first time, this research aims to evaluate how human resource management (HRM) influences organisational performance in Pakistan by examining theoretically created pathways between key exogenous and endogenous factors.
{"title":"Human resource development and organisational performance: Evidence from Pakistan","authors":"M. Irfan, Nabila Khurshid, Jamila Khurshid, Arif Masih Khokhar","doi":"10.4102/sajhrm.v21i0.2020","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2020","url":null,"abstract":"Purpose: This study is an endeavour to find the effect of human resource development on organisational performance. Human resource development is essential for better organisational productivity and effectiveness.Research purpose: This study specifically investigates the impact of organisational context, resourcing, training and development, skills, attitude and behaviour on organisational performance.Design/Methodology/Approach: This research study focuses on manufacturing companies in Islamabad and Rawalpindi, Pakistan. A standardised questionnaire with a response rate of 85% was used to gather data from a random sample of 50 manufacturing companies. The structural equation modelling technique was used for data analysis.Findings: Organisational performance has a positive association with all the independent factors studied in this article: resourcing, training and development, employees’ abilities, employee attitudes, employee behaviour and the organisational context. In addition, the outcomes of this research support the idea that human resource development methods might have a favourable influence on manufacturing business performance. There is no direct correlation between resourcing and organisational performance, although training and development activities are favourably connected with it.Contribution: For the first time, this research aims to evaluate how human resource management (HRM) influences organisational performance in Pakistan by examining theoretically created pathways between key exogenous and endogenous factors.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"82 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85550550","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 : 2023-03-15DOI: 10.4102/sajhrm.v21i0.1939
Felix K. Opoku, Isaac T. Kwao, Agyemang-Prempeh Johnson
Orientation: This article focuses on workplace policies, employee engagement and work–life balance in higher education.Research purpose: This study examined the mediation of employee engagement on the relationship between human resource (HR) policies and work–life balance among employees in the College of Distance Education (CODE) in Ghana.Motivation for the study: Although there is a plethora of research linking HR policies and employees’ work–life balance, the same cannot be said of the variables that mediate this relationship, as there are only few studies in that perspective.Research approach/design and method: The study adopted a purely quantitative approach, using the descriptive survey design. Data were collected from 232 staff of the CODE in Ghana. The Structural Equation Modelling was used to analyse the data.Main findings: The results indicated that employee engagement is a complementary partial mediator of the nexus between HR policies and work–life balance. It was also found that HR policies had a statistically significant effect on work–life balance.Practical/managerial implications: In order to effectively improve their staff’s work–life balance, management of the college must formulate policies that support employee engagement. Specifically, they can use flexible work arrangements, leave policy, and caretaking policies to positively influence their employees’ work engagement.Contribution/value-add: The results from this study offer a remarkable new knowledge that can be applied in promoting the work–life balance of employees in higher education.
{"title":"Human resource policies and work–life balance in higher education: Employee engagement as mediator","authors":"Felix K. Opoku, Isaac T. Kwao, Agyemang-Prempeh Johnson","doi":"10.4102/sajhrm.v21i0.1939","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.1939","url":null,"abstract":"Orientation: This article focuses on workplace policies, employee engagement and work–life balance in higher education.Research purpose: This study examined the mediation of employee engagement on the relationship between human resource (HR) policies and work–life balance among employees in the College of Distance Education (CODE) in Ghana.Motivation for the study: Although there is a plethora of research linking HR policies and employees’ work–life balance, the same cannot be said of the variables that mediate this relationship, as there are only few studies in that perspective.Research approach/design and method: The study adopted a purely quantitative approach, using the descriptive survey design. Data were collected from 232 staff of the CODE in Ghana. The Structural Equation Modelling was used to analyse the data.Main findings: The results indicated that employee engagement is a complementary partial mediator of the nexus between HR policies and work–life balance. It was also found that HR policies had a statistically significant effect on work–life balance.Practical/managerial implications: In order to effectively improve their staff’s work–life balance, management of the college must formulate policies that support employee engagement. Specifically, they can use flexible work arrangements, leave policy, and caretaking policies to positively influence their employees’ work engagement.Contribution/value-add: The results from this study offer a remarkable new knowledge that can be applied in promoting the work–life balance of employees in higher education.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135698260","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 : 2023-02-28DOI: 10.4102/sajhrm.v21i0.2080
Shanil J. Haricharan
{"title":"Leadership, management and organisational implications for public service employee well-being and performance","authors":"Shanil J. Haricharan","doi":"10.4102/sajhrm.v21i0.2080","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2080","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"40 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73651605","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 : 2023-02-28DOI: 10.4102/sajhrm.v21i0.1989
T. M. Mutegi, P. M. Joshua, Jesse K. Maina
Orientation: The manufacturing sector in Kenya has been experiencing employee safety and productivity issues despite adopting safety programmes and laws regulating employee safety. Employee safety attitudes significantly worsen workplace safety and productivity problems.Research purpose: The study determined the intervening effect of workplace safety attitudes on the relationship between workplace safety and employee productivity in manufacturing firms in Kenya.Motivation for the study: Manufacturing firms adopt new technologies that expose employees to new safety risks, while globalisation has led to a diverse workforce with diverse safety attitudes.Research approach/design and method: This study is grounded on the risk homeostasis theory; it adopted a cross-sectional survey research design guided by a positivist research philosophy. The target population comprised 853 manufacturing firms registered with the Kenya Association of Manufacturers. A sample of 124 firms distributed across the 14 sub-sectors in the manufacturing sector was obtained using a statistical formula to ensure all sectors were represented. Regression analysis was carried out in four steps to assess the intervening effect of workplace safety attitude on the relationship between workplace safety attitude and employee productivity.Main findings: The coefficients were significant in each step, therefore leading to the conclusion that employee safety attitude significantly intervened in the relationship between workplace safety and employee productivity.Practical/managerial implications: The study offers managerial insights into the situational position of workplace safety, employee safety attitudes and employee productivity.Contribution/value-add: The study provides epistemological insights on the impact of employee safety attitudes on workplace safety and employee productivity.
{"title":"Workplace safety, Employee safety attitudes and employee productivity of manufacturing firms","authors":"T. M. Mutegi, P. M. Joshua, Jesse K. Maina","doi":"10.4102/sajhrm.v21i0.1989","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.1989","url":null,"abstract":"Orientation: The manufacturing sector in Kenya has been experiencing employee safety and productivity issues despite adopting safety programmes and laws regulating employee safety. Employee safety attitudes significantly worsen workplace safety and productivity problems.Research purpose: The study determined the intervening effect of workplace safety attitudes on the relationship between workplace safety and employee productivity in manufacturing firms in Kenya.Motivation for the study: Manufacturing firms adopt new technologies that expose employees to new safety risks, while globalisation has led to a diverse workforce with diverse safety attitudes.Research approach/design and method: This study is grounded on the risk homeostasis theory; it adopted a cross-sectional survey research design guided by a positivist research philosophy. The target population comprised 853 manufacturing firms registered with the Kenya Association of Manufacturers. A sample of 124 firms distributed across the 14 sub-sectors in the manufacturing sector was obtained using a statistical formula to ensure all sectors were represented. Regression analysis was carried out in four steps to assess the intervening effect of workplace safety attitude on the relationship between workplace safety attitude and employee productivity.Main findings: The coefficients were significant in each step, therefore leading to the conclusion that employee safety attitude significantly intervened in the relationship between workplace safety and employee productivity.Practical/managerial implications: The study offers managerial insights into the situational position of workplace safety, employee safety attitudes and employee productivity.Contribution/value-add: The study provides epistemological insights on the impact of employee safety attitudes on workplace safety and employee productivity.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"5 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81376408","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：