Pub Date : 2022-08-30DOI: 10.4102/sajhrm.v20i0.1920
Wasnaar Mokoena, C. Schultz, L. P. Dachapalli
{"title":"A talent management, organisational commitment and employee turnover intention framework for a government department in South Africa","authors":"Wasnaar Mokoena, C. Schultz, L. P. Dachapalli","doi":"10.4102/sajhrm.v20i0.1920","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1920","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"14 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74780829","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 : 2022-08-10DOI: 10.4102/sajhrm.v20i0.1909
Marius Badenhorst, D. Botha
‘bullying’
{"title":"Workplace bullying in a South African higher education institution: Academic and support staff experiences","authors":"Marius Badenhorst, D. Botha","doi":"10.4102/sajhrm.v20i0.1909","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1909","url":null,"abstract":"‘bullying’","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"27 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79155570","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 : 2022-07-25DOI: 10.4102/sajhrm.v20i0.1835
H. Shava, W. Chinyamurindi
No abstract available.
没有摘要。
{"title":"Erratum: The moderating role of career adaptability on the relationship between workplace spirituality and employee mental and physical health","authors":"H. Shava, W. Chinyamurindi","doi":"10.4102/sajhrm.v20i0.1835","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1835","url":null,"abstract":"No abstract available.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"90 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83533337","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 : 2022-07-15DOI: 10.4102/sajhrm.v20i0.1865
Magdalene Bartrop-Sackey, A. O. Boakye, P. Muah, N. Y. Oppong
{"title":"Exploring the talent retention strategies of Cape Coast Technical University in Ghana","authors":"Magdalene Bartrop-Sackey, A. O. Boakye, P. Muah, N. Y. Oppong","doi":"10.4102/sajhrm.v20i0.1865","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1865","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"15 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77023618","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 : 2022-07-13DOI: 10.4102/sajhrm.v20i0.1901
C. Easton, Renier Steyn
{"title":"Millennials hold different cultural values to those of other generations: An empirical analysis","authors":"C. Easton, Renier Steyn","doi":"10.4102/sajhrm.v20i0.1901","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1901","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"44 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75317992","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 : 2022-07-11DOI: 10.4102/sajhrm.v20i0.1823
S. Alajlani, Lawal O. Yesufu
{"title":"The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates","authors":"S. Alajlani, Lawal O. Yesufu","doi":"10.4102/sajhrm.v20i0.1823","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1823","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"62 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89503863","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 : 2022-06-29DOI: 10.4102/sajhrm.v20i0.1930
Puleng Ratlabala, N. Terblanche
{"title":"Supervisors’ perspectives on the contribution of coaching supervision to the development of ethical organisational coaching practice","authors":"Puleng Ratlabala, N. Terblanche","doi":"10.4102/sajhrm.v20i0.1930","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1930","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"35 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77976083","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 : 2022-06-23DOI: 10.4102/sajhrm.v20i0.1809
N. Arifin, Eko N. Fuad, Ali Muhson
Purpose: This study aims to analyse the effect of spiritual leadership (SL) and work-life balance (WLB) on innovative behaviour with employee engagement (EE) as a mediating variable in the theory of planned behaviour (TPB) perspective.Design/methodology/approach: Cluster sampling was used to gather a sample of 200 private employees. A questionnaire was used to collect data, which was then analysed using the structural equation model (SEM).Findings: Spiritual leadership has a positive effect on innovative behaviour, WLB has a positive effect on innovative behaviour, SL has a positive effect on EE, WLB has a positive effect on EE, EE has a positive effect on innovative behaviour and EE mediates the effect of SL and WLB on innovative behaviour.Research limitation/implication: It is necessary to apply innovative behaviour from a religious-based TPB perspective so that the intention to work is based on religious values in work interaction relationships.Practical implications: The need of a sincere attitude in the workplace must be socialised to employees so that it becomes a daily attitude and a work guide; leaders become role models (uswah) in straightening intents at work.Originality/value: This study contributes to this research area by developing and examining an integrative conceptual framework of innovative behaviour in religious organisation.
{"title":"Innovative behaviour in religious-based theory of planned behaviour perspective","authors":"N. Arifin, Eko N. Fuad, Ali Muhson","doi":"10.4102/sajhrm.v20i0.1809","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1809","url":null,"abstract":"Purpose: This study aims to analyse the effect of spiritual leadership (SL) and work-life balance (WLB) on innovative behaviour with employee engagement (EE) as a mediating variable in the theory of planned behaviour (TPB) perspective.Design/methodology/approach: Cluster sampling was used to gather a sample of 200 private employees. A questionnaire was used to collect data, which was then analysed using the structural equation model (SEM).Findings: Spiritual leadership has a positive effect on innovative behaviour, WLB has a positive effect on innovative behaviour, SL has a positive effect on EE, WLB has a positive effect on EE, EE has a positive effect on innovative behaviour and EE mediates the effect of SL and WLB on innovative behaviour.Research limitation/implication: It is necessary to apply innovative behaviour from a religious-based TPB perspective so that the intention to work is based on religious values in work interaction relationships.Practical implications: The need of a sincere attitude in the workplace must be socialised to employees so that it becomes a daily attitude and a work guide; leaders become role models (uswah) in straightening intents at work.Originality/value: This study contributes to this research area by developing and examining an integrative conceptual framework of innovative behaviour in religious organisation.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"378 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80614302","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 : 2022-06-19DOI: 10.4102/sajhrm.v20i0.1799
Mohamed Mostafa Saad, Hazem R. Abdelwakeel, A. Labib
{"title":"Examining the impact of the various dimensions of employees’ engagement on commitment. Evidence from small and medium enterprises in Egypt","authors":"Mohamed Mostafa Saad, Hazem R. Abdelwakeel, A. Labib","doi":"10.4102/sajhrm.v20i0.1799","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1799","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"39 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80825670","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 : 2022-06-15DOI: 10.4102/sajhrm.v20i0.1844
Xander van Lill, N. Taylor
Orientation: Disconnected scholarly work on the theoretical and empirical structure of individual work performance negatively impacts predictive studies in human resource management. Greater standardisation in the conceptualisation and measurement of performance is required to enhance the scientific rigour with which research is conducted in human resource management in South Africa. Research purpose: The present study aimed to conceptualise and empirically validate the structural validity of five broad generic dimensions of individual work performance, based on 20 narrow dimensions of performance. Motivation for the study: A generic model and standardised measurement of individual work performance, measuring performance at the appropriate level of breadth and depth, may help human resource professionals to make accurate decisions about important work-based criteria and their related predictors. A validated generic model of performance could further increase the replicability of science around performance measurement in South Africa. Research approach/design and method: A cross-sectional design was implemented by asking 448 managers across several organisations to rate the performance of their subordinates on the Individual Work Performance Review (IWPR). The quantitative data were analysed by means of hierarchical confirmatory factor analyses. Main findings: An inspection of the discriminant validity of the 20 narrow performance dimensions supported the multidimensionality of performance to a fair degree. The bifactor statistical indices, in turn, suggested that the five broad factors explained a significant amount of common variance amongst the manifest variables and could therefore be interpreted as more unidimensional. Practical/managerial implications: Practitioners can interpret the broader performance dimensions in the IWPR as total scores, especially when high-stakes decisions are made about promoting or rewarding employees. The interpretation of the narrow performance dimensions might be more useful in low-stakes development situations. Cross-scale interpretations are encouraged to enable a holistic understanding of employees’ performance, as the narrow performance dimensions covary.
{"title":"The validity of five broad generic dimensions of performance in South Africa","authors":"Xander van Lill, N. Taylor","doi":"10.4102/sajhrm.v20i0.1844","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1844","url":null,"abstract":"Orientation: Disconnected scholarly work on the theoretical and empirical structure of individual work performance negatively impacts predictive studies in human resource management. Greater standardisation in the conceptualisation and measurement of performance is required to enhance the scientific rigour with which research is conducted in human resource management in South Africa. Research purpose: The present study aimed to conceptualise and empirically validate the structural validity of five broad generic dimensions of individual work performance, based on 20 narrow dimensions of performance. Motivation for the study: A generic model and standardised measurement of individual work performance, measuring performance at the appropriate level of breadth and depth, may help human resource professionals to make accurate decisions about important work-based criteria and their related predictors. A validated generic model of performance could further increase the replicability of science around performance measurement in South Africa. Research approach/design and method: A cross-sectional design was implemented by asking 448 managers across several organisations to rate the performance of their subordinates on the Individual Work Performance Review (IWPR). The quantitative data were analysed by means of hierarchical confirmatory factor analyses. Main findings: An inspection of the discriminant validity of the 20 narrow performance dimensions supported the multidimensionality of performance to a fair degree. The bifactor statistical indices, in turn, suggested that the five broad factors explained a significant amount of common variance amongst the manifest variables and could therefore be interpreted as more unidimensional. Practical/managerial implications: Practitioners can interpret the broader performance dimensions in the IWPR as total scores, especially when high-stakes decisions are made about promoting or rewarding employees. The interpretation of the narrow performance dimensions might be more useful in low-stakes development situations. Cross-scale interpretations are encouraged to enable a holistic understanding of employees’ performance, as the narrow performance dimensions covary.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":"44 1","pages":""},"PeriodicalIF":1.1,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79514508","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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