Pub Date : 2022-12-13DOI: 10.4102/sajhrm.v20i0.1900
Olaniyi J. Olabiyi
Orientation: When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners.Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa.Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations.Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study.Main findings: Study results showed that the CRM worked better in South Africa than those in Nigeria. South Africa, based on a comparative review of the study, may have one of the most advanced systems for resolving industrial conflicts on the African continent.Practical implication: An effective approach to conflict resolution can help prevent negative outcomes of organisational dispute.Contribution: The study’s findings contribute to harmonious, non-violent, non-disruptive conflict resolution practices in the workplace.
{"title":"A study of conflict resolution mechanisms and employment relations in multinational corporations in Africa: Empirical evidence from Nigeria and South Africa","authors":"Olaniyi J. Olabiyi","doi":"10.4102/sajhrm.v20i0.1900","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1900","url":null,"abstract":"Orientation: When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners.Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa.Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations.Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study.Main findings: Study results showed that the CRM worked better in South Africa than those in Nigeria. South Africa, based on a comparative review of the study, may have one of the most advanced systems for resolving industrial conflicts on the African continent.Practical implication: An effective approach to conflict resolution can help prevent negative outcomes of organisational dispute.Contribution: The study’s findings contribute to harmonious, non-violent, non-disruptive conflict resolution practices in the workplace.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"24 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85920595","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-06DOI: 10.4102/sajhrm.v20i0.2043
Nkosana Tshisa, F. van der Walt
Orientation: Despite continuous sexual-orientation discrimination against sexual minorities in the workplace, many queer individuals have managed to create meaningful and happy lives inside and outside the organisation.Research purpose: To explore the work experiences of African queer employees and establish how their work experiences as sexual minorities have affected their emotional well-being within the work context.Motivation for the study: Most previous research studies focusing on the queer population have been conducted in Western countries. There is, therefore, scant empirical research focusing on African queer individuals. In addition, most previous studies explored queer individuals in general society from a pathological perspective. Because of the increased focus on the mental health crises in Africa and the detrimental impact, it may have on organisations; the current study explored the well-being of a marginalised group within the African work context.Research approach/design and method: This qualitative study included nine black queer participants working in Africa. Data were collected using snowball sampling.Main findings: The findings of the study show that the participants experienced both positive and negative affects. Although some reported to be satisfied with their work, others reported a neutral or a negative stance.Practical/managerial implications: More needs to be done to ensure that queer employees’ feel included and accepted in the workplace. Hostile working environments affect queer employees’ work experiences and well-being, and as such, management plays an indispensable role in creating a welcoming and supportive working environment.Contribution/value-add: The findings of the study contribute to the limited body of knowledge on the work experiences of black African queers. The findings should be of value to human resource practitioners and leaders who seek to create harmonious working environments in which all employees can excel and flourish.
{"title":"Emotional well-being of black African queer employees in the workplace","authors":"Nkosana Tshisa, F. van der Walt","doi":"10.4102/sajhrm.v20i0.2043","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2043","url":null,"abstract":"Orientation: Despite continuous sexual-orientation discrimination against sexual minorities in the workplace, many queer individuals have managed to create meaningful and happy lives inside and outside the organisation.Research purpose: To explore the work experiences of African queer employees and establish how their work experiences as sexual minorities have affected their emotional well-being within the work context.Motivation for the study: Most previous research studies focusing on the queer population have been conducted in Western countries. There is, therefore, scant empirical research focusing on African queer individuals. In addition, most previous studies explored queer individuals in general society from a pathological perspective. Because of the increased focus on the mental health crises in Africa and the detrimental impact, it may have on organisations; the current study explored the well-being of a marginalised group within the African work context.Research approach/design and method: This qualitative study included nine black queer participants working in Africa. Data were collected using snowball sampling.Main findings: The findings of the study show that the participants experienced both positive and negative affects. Although some reported to be satisfied with their work, others reported a neutral or a negative stance.Practical/managerial implications: More needs to be done to ensure that queer employees’ feel included and accepted in the workplace. Hostile working environments affect queer employees’ work experiences and well-being, and as such, management plays an indispensable role in creating a welcoming and supportive working environment.Contribution/value-add: The findings of the study contribute to the limited body of knowledge on the work experiences of black African queers. The findings should be of value to human resource practitioners and leaders who seek to create harmonious working environments in which all employees can excel and flourish.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"37 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84381407","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 : 2022-11-25DOI: 10.4102/sajhrm.v20i0.2006
S. O’Neil, N. J. Davel, N. Holtzhausen
Orientation: Learnerships has been operationalised in South Africa as part of the National Skills Development Strategy (NSDS). The success of a learnership programme is influenced by stakeholder involvement.Research purpose: This study set out to explore the value of learnerships from an organisational stakeholder point of view.Motivation for the study: The stakeholder theory perspective posits the importance of stakeholders buy-in and involvement in learnership implementation.Research approach/design and method: Semi-structured interviews with three key stakeholders in a specific learnership programme were conducted in 2020. Data were analysed by means of thematic analysis using Atlas.ti 8.1.Main findings: Although the primary objective of learnerships is to develop vocational skills, the organisation and even larger community also reap benefits from hosting a learnership. These benefits include lower recruitment costs, capacity building with employees that understands the culture of the organisation, simplified onboarding, and community involvement.Practical/managerial implications: Skills development in the learnerships is largely facilitated by means of social and informal learning. Although formal training opportunities are an important part of learnership, it should be designed to include interaction and collaboration with employees in the organisation.Contribution/value added: Skills development as operationalised in the NSDS is part of the learner benefit of the learnership programme in South Africa. This article highlights how external stakeholders can reap greater benefits in terms of capacity building if the learners are engaged in meaningful organisational contribution.
{"title":"A short report of the value of learnerships from an organisational stakeholder point of view","authors":"S. O’Neil, N. J. Davel, N. Holtzhausen","doi":"10.4102/sajhrm.v20i0.2006","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2006","url":null,"abstract":"Orientation: Learnerships has been operationalised in South Africa as part of the National Skills Development Strategy (NSDS). The success of a learnership programme is influenced by stakeholder involvement.Research purpose: This study set out to explore the value of learnerships from an organisational stakeholder point of view.Motivation for the study: The stakeholder theory perspective posits the importance of stakeholders buy-in and involvement in learnership implementation.Research approach/design and method: Semi-structured interviews with three key stakeholders in a specific learnership programme were conducted in 2020. Data were analysed by means of thematic analysis using Atlas.ti 8.1.Main findings: Although the primary objective of learnerships is to develop vocational skills, the organisation and even larger community also reap benefits from hosting a learnership. These benefits include lower recruitment costs, capacity building with employees that understands the culture of the organisation, simplified onboarding, and community involvement.Practical/managerial implications: Skills development in the learnerships is largely facilitated by means of social and informal learning. Although formal training opportunities are an important part of learnership, it should be designed to include interaction and collaboration with employees in the organisation.Contribution/value added: Skills development as operationalised in the NSDS is part of the learner benefit of the learnership programme in South Africa. This article highlights how external stakeholders can reap greater benefits in terms of capacity building if the learners are engaged in meaningful organisational contribution.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"520 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77051227","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 : 2022-11-25DOI: 10.4102/sajhrm.v20i0.2127
Salah Gad, T. Nazarova, Svetlana Rzanova, S. Makar
Orientation: The effectiveness of social service delivery depends on the motivation of social workers to perform their work well. Motivation is directly related to social workers’ job satisfaction.Research purpose: The study aimed to determine the factors of job dissatisfaction among social workers and identify ways to address them.Motivation for the study: The research tries to solve the existing problem of low job satisfaction among social workers, given the low wages in this area, the great complexity of the work (associated with emotional tension) and difficult working conditions.Research approach/design and method: The study relies on a qualitative approach – a subjective approach to the research from the social worker’s point of view.Main findings: The research found that social workers, being a rather specific category of employees, consider the issue of job satisfaction in a rather complex symbiosis. Factors such as relatively low pay or paper records and documentation keeping are of little importance. Instead, the irrational fear of losing a job influences social workers’ perceptions of work and their job satisfaction the most.Practical/managerial implications: Social workers value and are satisfied not with the job in the sense of their performance or the result obtained but with the actual availability of the job (the workplace).Contribution/value-add: Compared with other international studies, the study opens a new vector of scientific inquiry – the elimination of the fear factor from the model of job satisfaction assessment for social workers.
{"title":"Social workers’ job satisfaction in public institutions","authors":"Salah Gad, T. Nazarova, Svetlana Rzanova, S. Makar","doi":"10.4102/sajhrm.v20i0.2127","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2127","url":null,"abstract":"Orientation: The effectiveness of social service delivery depends on the motivation of social workers to perform their work well. Motivation is directly related to social workers’ job satisfaction.Research purpose: The study aimed to determine the factors of job dissatisfaction among social workers and identify ways to address them.Motivation for the study: The research tries to solve the existing problem of low job satisfaction among social workers, given the low wages in this area, the great complexity of the work (associated with emotional tension) and difficult working conditions.Research approach/design and method: The study relies on a qualitative approach – a subjective approach to the research from the social worker’s point of view.Main findings: The research found that social workers, being a rather specific category of employees, consider the issue of job satisfaction in a rather complex symbiosis. Factors such as relatively low pay or paper records and documentation keeping are of little importance. Instead, the irrational fear of losing a job influences social workers’ perceptions of work and their job satisfaction the most.Practical/managerial implications: Social workers value and are satisfied not with the job in the sense of their performance or the result obtained but with the actual availability of the job (the workplace).Contribution/value-add: Compared with other international studies, the study opens a new vector of scientific inquiry – the elimination of the fear factor from the model of job satisfaction assessment for social workers.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"45 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86404335","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 : 2022-11-25DOI: 10.4102/sajhrm.v20i0.2086
Malebo Motshwane, A. Van Niekerk
Orientation: Employee investment is an important contributor to advancing both the employee and the organisation. Using the correct criteria to select employees to participate in a human capital investment (HCI) initiative is vital.Research purpose: The purpose of the study was to explore the impact of HCI within an organisation and to understand how selection criteria are determined and applied when selecting knowledge assets in which to invest. The study also aimed to formulate recommendations on suitable selection criteria for HCI beneficiaries.Motivation for the study: The ability to effectively identify relevant skills to invest in provides an opportunity to leverage employees’ innovation capacity, crucial in the development of commercial products and the improvement of business processes.Research approach/design and method: A qualitative, interpretive research design was adopted within the phenomenological paradigm. Eight semistructured interviews were conducted with purposively selected participants. Data were analysed using thematic analysis while all ethical protocols were observed.Main findings: The findings reveal a disparity in perceptions regarding criteria used in the application and selection process of HCI beneficiaries. The findings also reveal the risks and benefits of HCI programmes for both the employee and the organisation.Practical/managerial implications: Standardised procedures, processes and criteria, aligned to organisational strategy and for the purpose of employee development and succession planning, should be clearly formulated and communicated to all the stakeholders.Contribution/value-add: Recommendations are made to management, human resources practitioners and researchers on ensuring effectively developed HCI initiatives.
{"title":"Human capital investment selection criteria: Who is worth the investment?","authors":"Malebo Motshwane, A. Van Niekerk","doi":"10.4102/sajhrm.v20i0.2086","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2086","url":null,"abstract":"Orientation: Employee investment is an important contributor to advancing both the employee and the organisation. Using the correct criteria to select employees to participate in a human capital investment (HCI) initiative is vital.Research purpose: The purpose of the study was to explore the impact of HCI within an organisation and to understand how selection criteria are determined and applied when selecting knowledge assets in which to invest. The study also aimed to formulate recommendations on suitable selection criteria for HCI beneficiaries.Motivation for the study: The ability to effectively identify relevant skills to invest in provides an opportunity to leverage employees’ innovation capacity, crucial in the development of commercial products and the improvement of business processes.Research approach/design and method: A qualitative, interpretive research design was adopted within the phenomenological paradigm. Eight semistructured interviews were conducted with purposively selected participants. Data were analysed using thematic analysis while all ethical protocols were observed.Main findings: The findings reveal a disparity in perceptions regarding criteria used in the application and selection process of HCI beneficiaries. The findings also reveal the risks and benefits of HCI programmes for both the employee and the organisation.Practical/managerial implications: Standardised procedures, processes and criteria, aligned to organisational strategy and for the purpose of employee development and succession planning, should be clearly formulated and communicated to all the stakeholders.Contribution/value-add: Recommendations are made to management, human resources practitioners and researchers on ensuring effectively developed HCI initiatives.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"26 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80423454","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 : 2022-11-24DOI: 10.4102/sajhrm.v20i0.2079
Mavela T. Gumede, C. Govender
Orientation: Human capital development (HCD) initiatives are crucial in the education sector to improve the delivery of quality education. At the centre of quality teaching and learning are educators and lecturers who are competent and well-equipped to adapt to the changing environment.Research purpose: To explore whether HCD was the key responsibility of line managers in the South African (SA) education sector.Motivation of the study: Line managers are expected to continuously develop the competencies of educators and lecturers by implementing HCD interventions. There is limited empirical evidence that explored HCD responsibilities performed by line managers in the SA education sector.Research approach/design and method: This study adopted a qualitative research method underpinned by the interpretivist paradigm. Semistructured interviews were conducted with n = 12 purposively selected participants. The data collected were analysed using thematic analysis.Main findings: The findings of this article indicated that line managers are responsible for identifying training gaps, implementing HCD interventions and monitoring performance. The study also found that support from key stakeholders is imperative for line managers to effectively implement HCD activities. Furthermore, the study revealed that line managers do not utilise evaluation models to determine the effectiveness of HCD interventions.Practical/managerial implications: The study proposed reciprocal support for HCD stakeholders’ model that can assist policymakers, line managers and HCD professionals within the education sector. The model provides for the division and allocation of HCD tasks.Contributions/value-add: This study contributes to the body of knowledge in HCD within the SA education sector. In the practical context, this article proposed a reciprocal support for HCD stakeholders’ model to improve the effectiveness of HCD initiatives implemented by line managers.
{"title":"Human capital development as a line manager responsibility in the South African education sector","authors":"Mavela T. Gumede, C. Govender","doi":"10.4102/sajhrm.v20i0.2079","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2079","url":null,"abstract":"Orientation: Human capital development (HCD) initiatives are crucial in the education sector to improve the delivery of quality education. At the centre of quality teaching and learning are educators and lecturers who are competent and well-equipped to adapt to the changing environment.Research purpose: To explore whether HCD was the key responsibility of line managers in the South African (SA) education sector.Motivation of the study: Line managers are expected to continuously develop the competencies of educators and lecturers by implementing HCD interventions. There is limited empirical evidence that explored HCD responsibilities performed by line managers in the SA education sector.Research approach/design and method: This study adopted a qualitative research method underpinned by the interpretivist paradigm. Semistructured interviews were conducted with n = 12 purposively selected participants. The data collected were analysed using thematic analysis.Main findings: The findings of this article indicated that line managers are responsible for identifying training gaps, implementing HCD interventions and monitoring performance. The study also found that support from key stakeholders is imperative for line managers to effectively implement HCD activities. Furthermore, the study revealed that line managers do not utilise evaluation models to determine the effectiveness of HCD interventions.Practical/managerial implications: The study proposed reciprocal support for HCD stakeholders’ model that can assist policymakers, line managers and HCD professionals within the education sector. The model provides for the division and allocation of HCD tasks.Contributions/value-add: This study contributes to the body of knowledge in HCD within the SA education sector. In the practical context, this article proposed a reciprocal support for HCD stakeholders’ model to improve the effectiveness of HCD initiatives implemented by line managers.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"44 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73735660","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 : 2022-11-18DOI: 10.4102/sajhrm.v20i0.2069
R. Setyaningrum, Muafi Muafi
Orientation: Indonesia is currently in the industrial revolution 4.0 and 5.0. Woman entrepreneurs must be able to increase creativity, innovative behaviour and trust in digital technology to have sustainable competitive advantage for their firm.Research purpose: This study aimed to examine and analyse the impact of creativity and innovative behaviour on competitive advantage mediated by trust in digital technology for women entrepreneurs.Motivation for the study: The literature of creativity, innovative behaviour, trust in digital technology and competitive advantage is still limited in women entrepreneur context.Research approach/design and method: A quantitative approach with cross-sectional survey design was used to collect data from 300 small and medium enterprises (SMEs) female entrepreneurs in the Special Region of Jogjakarta and West Java, but only 206 were sampled. The data analysis technique used structural equation modelling with partial least squares (SEM-PLS) 23.Main findings: Creativity and trust in digital technology have no significant effect on competitive advantage, but creativity positively and significantly affects trust in digital technology and innovative behaviour. Innovative behaviour positively and significantly affect trust in digital technology and competitive advantage. Trust in digital technology does not mediate the effect of creativity on competitive advantage.Practical/managerial implications: Women entrepreneurs are able to increase competitive advantage with innovative behaviour. Likewise, creativity and innovative behaviour require trust in digital technology and become able to increase competitive advantage.Contribution/value-add: This study fills the literature gap by explaining the relationship between creativity, innovative behaviour, trust in digital technolog, and competitive advantage in the context of women entrepreneurs in Indonesia.
{"title":"The effect of creativity and innovative behavior on competitive advantage in womenpreneur","authors":"R. Setyaningrum, Muafi Muafi","doi":"10.4102/sajhrm.v20i0.2069","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2069","url":null,"abstract":"Orientation: Indonesia is currently in the industrial revolution 4.0 and 5.0. Woman entrepreneurs must be able to increase creativity, innovative behaviour and trust in digital technology to have sustainable competitive advantage for their firm.Research purpose: This study aimed to examine and analyse the impact of creativity and innovative behaviour on competitive advantage mediated by trust in digital technology for women entrepreneurs.Motivation for the study: The literature of creativity, innovative behaviour, trust in digital technology and competitive advantage is still limited in women entrepreneur context.Research approach/design and method: A quantitative approach with cross-sectional survey design was used to collect data from 300 small and medium enterprises (SMEs) female entrepreneurs in the Special Region of Jogjakarta and West Java, but only 206 were sampled. The data analysis technique used structural equation modelling with partial least squares (SEM-PLS) 23.Main findings: Creativity and trust in digital technology have no significant effect on competitive advantage, but creativity positively and significantly affects trust in digital technology and innovative behaviour. Innovative behaviour positively and significantly affect trust in digital technology and competitive advantage. Trust in digital technology does not mediate the effect of creativity on competitive advantage.Practical/managerial implications: Women entrepreneurs are able to increase competitive advantage with innovative behaviour. Likewise, creativity and innovative behaviour require trust in digital technology and become able to increase competitive advantage.Contribution/value-add: This study fills the literature gap by explaining the relationship between creativity, innovative behaviour, trust in digital technolog, and competitive advantage in the context of women entrepreneurs in Indonesia.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"140 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77515718","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 : 2022-11-15DOI: 10.4102/sajhrm.v20i0.1939
F. Opoku, I. 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":"F. Opoku, I. T. Kwao, Agyemang-Prempeh Johnson","doi":"10.4102/sajhrm.v20i0.1939","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1939","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":"48 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85389454","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 : 2022-11-15DOI: 10.4102/sajhrm.v20i0.1962
Dimitri A. Rockman, J. K. Aderibigbe, Charles O. Allen-Ile, B. Mahembe, Desiree Hamman-Fisher
Orientation: The life of working-class postgraduates can be exhilarating and daunting, juggling the commitments of full-time employment and postgraduate studies. Insofar as can be established, little, if any, research has been conducted on exploring the experiences of such students in the Western Cape Province of South Africa. An in-depth investigation is necessary to assist management and academic institutions to support such students.Research purpose: The purpose of the study was to understand the selected working-class postgraduate students’ perceptions of studying while working simultaneously, as well as explore the experiences, challenges and coping mechanisms of the cohort of students.Motivation for the study: The severe financial challenges, psychological burnout and other obstacles that working-class postgraduates face, which often impair their ability to perform optimally in both their career and studies, motivated the research. Therefore, recommendations can be made to management and institutions of higher learning to assist such students.Research approach/design and methods: The study was positioned in the qualitative research paradigm and used explorative single case study research design and semi-structured interview approach to collect data from the research participants. Four-stage content analysis method was used to analyse the interview transcripts, because the focus was on understanding the content and contextual meaning derived from the transcribed texts. Seven themes were identified, namely, development and growth, applicability of knowledge across school and work, time management and planning, drive and ambition, struggles and sacrifices, support systems/services and work–study balance.Main findings: The results indicate that time management skills and planning, drive and ambition, work–study balance and support from employers and family are significant coping factors that promote working-class postgraduates’ success in their careers and studies.Practical/managerial implications: Given the positive role that time management skills and support play in ensuring professional and academic success, the researchers advocate for professional and institutional interventions. Such interventions could be in the education, training and development domain that can ameliorate the effects of conflicting demands of work and postgraduate studies.Contribution/value-add: Initiating the conceptualisation of a coping mechanism model that combines effective management with high motivation and goal setting can stimulate additional empirical-related research towards validating the conceptual model.
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