scholarly journals An empirical study of the reward preferences of South African employees

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Robin J. Snelgar ◽  
Michelle Renard ◽  
Danie Venter
Keyword(s):  
South African ◽  
Demographic Variables ◽  
Reward Systems ◽  
High Performing ◽  
Job Level ◽  
Variable Pay ◽  
Managerial Implications ◽  
African Context ◽  
Value Add ◽  
The Impact

Orientation: Adapting traditional reward systems to focus on employee preferences has become a necessity as companies strive to attract, motivate and retain a skilled and high performing workforce.Research purpose: The aim of the study was to identify certain categories of rewards that employees consider to be most important, including base pay, contingency pay, benefits, performance and career management, quality work environment, and work–home integration. The impact of these reward categories on an organisation’s ability to attract, motivate and retain employees was explored, together with the influence of demographic variables on reward preferences.Motivation for the study: There is much debate over whether reward packages should be tailor-made to suit individual employees. It has been argued that a ‘one-size-fits-all’ approach with regard to rewards is no longer effective.Research design, approach and method: A structured questionnaire, based on the total rewards model, was used to achieve the objectives of the study. A sample of 250 employees from 11 medium-sized to large-sized organisations participated in the study.Main findings: The results showed that base pay is deemed to be the most preferred reward component amongst respondents; however, they are most dissatisfied with the level at which this reward is provided by their current employers. Base pay is also the most important reward when attracting and retaining employees. Differences between reward preferences and demographic variables, including age, gender and job level, were found.Practical/managerial implications: Organisations should design their reward systems according to the preferences of their employees by focusing on base pay and contingency or variable pay. These rewards will also serve to retain them; although, to motivate employees, non-cash awards and recognition should be emphasised.Contribution/value-add: This study contributes to literature on reward preferences, which is lacking in a South African context. It also provides support for segmentation of rewards based on certain demographic variables.

scholarly journals Confirming theoretical pay constructs of a variable pay scheme

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Sibangilizwe Ncube ◽  
Mark H.R. Bussin ◽  
Lukas De Swardt
Keyword(s):  
South African ◽  
Quantitative Research ◽  
Measurement Instrument ◽  
Critical Success ◽  
Confirmatory Factor ◽  
Variable Pay ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact ◽  
Purposive Sample

Orientation: Return on the investment in variable pay programmes remains controversial because their cost versus contribution cannot be empirically justified. Research purpose: This study validates the findings of the model developed by De Swardt on the factors related to successful variable pay programmes.Motivation for the study: Many organisations blindly implement variable pay programmes without any means to assess the impact these programmes have on the company’s performance. This study was necessary to validate the findings of an existing instrument that validates the contribution of variable pay schemes.Research design, approach and method: The study was conducted using quantitative research. A total of 300 completed questionnaires from a non-purposive sample of 3000 participants in schemes across all South African industries were returned and analysed.Main findings: Using exploratory and confirmatory factor analysis, it was found that the validation instrument developed by De Swardt is still largely valid in evaluating variable pay schemes. The differences between the study and the model were reported.Practical/managerial implications: The study confirmed the robustness of an existing model that enables practitioners to empirically validate the use of variable pay plans. This model assists in the design and implementation of variable pay programmes that meet critical success factors.Contribution/value-add: The study contributed to the development of a measurement instrument that will assess whether a variable pay plan contributes to an organisation’s success.

scholarly journals Online appendix 1:Confirming theoretical pay constructs of a variable pay scheme

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Sibangilizwe Ncube ◽  
Mark H.R. Bussin ◽  
Lukas De Swardt
Keyword(s):  
South African ◽  
Quantitative Research ◽  
Measurement Instrument ◽  
Critical Success ◽  
Online Appendix ◽  
Confirmatory Factor ◽  
Variable Pay ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact

Orientation: Return on the investment in variable pay programmes remains controversial because their cost versus contribution cannot be empirically justified. Research purpose: This study validates the findings of the model developed by De Swardt on the factors related to successful variable pay programmes.Motivation for the study: Many organisations blindly implement variable pay programmes without any means to assess the impact these programmes have on the company’s performance. This study was necessary to validate the findings of an existing instrument that validates the contribution of variable pay schemes.Research design, approach and method: The study was conducted using quantitative research. A total of 300 completed questionnaires from a non-purposive sample of 3000 participants in schemes across all South African industries were returned and analysed.Main findings: Using exploratory and confirmatory factor analysis, it was found that the validation instrument developed by De Swardt is still largely valid in evaluating variable pay schemes. The differences between the study and the model were reported.Practical/managerial implications: The study confirmed the robustness of an existing model that enables practitioners to empirically validate the use of variable pay plans. This model assists in the design and implementation of variable pay programmes that meet critical success factors.Contribution/value-add: The study contributed to the development of a measurement instrument that will assess whether a variable pay plan contributes to an organisation’s success.

scholarly journals Social entrepreneurship as a catalyst to break the poverty trap: An analysis of the motivational factors in South Africa

2019 ◽  
Vol 19 (2) ◽  
Author(s):  
Roger M. Elliott
Keyword(s):  
South African ◽  
Social Entrepreneurship ◽  
Strong Support ◽  
Social Entrepreneur ◽  
Educational Institutions ◽  
Hierarchical Regression ◽  
The Social ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact

Orientation: Social entrepreneurship has been advocated as a way of overcoming poverty but many of the studies purporting to explain the intention to become a social entrepreneur have resulted in inconsistent and inconclusive results.Research purpose: The purpose of this article was to examine the moderating influence of gender, family entrepreneurial background and culture (operationalised in this study as individualism or collectivism) on the antecedents to the formation of an intention to become a social entrepreneur in respect of financially disadvantaged students.Motivation for the study: Educational institutions in Africa have not implemented programmes to encourage students to become social entrepreneurs.Research design, approach and method: A questionnaire survey was conducted using a convenience sampling method in which a sample of 200 students was selected from a South African university. The data were analysed using hierarchical regression analysis.Main findings: Results provide strong support for the proposition that students’ gender and culture moderate the impact of the antecedents identified in this study (being close to the social problem and innovative) on the intention to become a social entrepreneur.Practical/managerial implications: There needs to be more collaboration and dialogue within and across all South African universities so that all educational programmes can be developed that embrace the challenges face by contemporary South African society.Contribution/value-add: This article demonstrates that current intention-based models are not adequate to explain the intention to become a social entrepreneur as they exclude extraneous personal and environmental factors.

scholarly journals The South African perspective on the lean manufacturing Respect for People principles

2019 ◽  
Vol 45 ◽  
Author(s):  
Rojanette Coetzee ◽  
Cara Jonker ◽  
Karl Van der Merwe ◽  
Liezl Van Dyk
Keyword(s):  
South African ◽  
Lean Manufacturing ◽  
Phenomenological Approach ◽  
South African Context ◽  
The South ◽  
Managerial Implications ◽  
African Context ◽  
African Perspective ◽  
Value Add ◽  
Tools And Techniques

Orientation: Many industries have adopted the popular continuous improvement (CI) approach, lean manufacturing, to facilitate CI initiatives. However, several studies have confirmed that the low success rate of lean implementation can be attributed to the disproportionate focus on lean tools and techniques at the expense of the human factor, as expressed in the Respect for People (RFP) principles mentioned in lean literature.Research purpose: To provide qualitative insight into the understanding and applicability of the Japanese RFP principles within the South African context.Motivation for the study: An improved understanding of these RFP principles within the South African context can contribute to more successful lean implementations.Research approach/design and method: A phenomenological approach was followed to conduct the study in different South African industries. Purposive, expert sampling was used and 22 individuals took part in the exploratory discussions. Data analysis was performed using applied thematic analysis.Main findings: The South African participants identified all the Japanese RFP principles as applicable to the South African context. However, additional RFP themes were also identified, specifically job security and aligned commitment.Practical/managerial implications: These findings are of importance to organisations planning to implement a Japanese-designed optimisation technique within a South African context. Organisations should pay attention to the original Japanese RFP themes and the additional RFP themes identified in this study.Contribution/value-add: This study contributes to the limited research available on lean manufacturing and the RFP principles within the South African context. New RFP themes are provided for organisations implementing a Japanese CI methodology within a South African context. The comparison of the understanding of the RFP themes in Japan and South Africa also contributes to the field of industrial psychology.

scholarly journals The impact of COVID-19 on an employee assistance programme in a multinational insurance organisation: Considerations for the future

2021 ◽  
Vol 47 ◽  
Author(s):  
Dieter Veldsman ◽  
Ninette Van Aarde
Keyword(s):  
South African ◽  
Well Being ◽  
Employee Assistance ◽  
External Context ◽  
Assistance Programme ◽  
Managerial Implications ◽  
Education And Awareness ◽  
Value Add ◽  
The Impact

Orientation: The coronavirus disease 2019 (COVID-19) has led to an increased focus on the effectiveness of employee assistance programmes (EAPs).Research purpose: To evaluate the impact of COVID-19 on the value, utilisation and scope of an EAP within the South African insurance sector.Motivation for the study: Higher levels of stress and anxiety experienced by employees because of COVID-19 has necessitated the need to better understand the reasons for EAPs utilisation and its effectiveness within organisations.Research approach/design and method: The study provided an overview of employee well-being and an overview of the origins and evolution of EAPs. The study utilised thematic analysis to analyse 1002 cases with a sample of n = 907, pre-and post-onset of the COVID-19 pandemic.Main findings: The utilisation of EAPs increased because of COVID-19, yet the reasons for accessing these programmes remained largely consistent before and during COVID-19. At a sub-theme level, the priority of themes differed across the time periods influenced by external context and circumstance.Practical/managerial implications: The study found a need to clearly define employee well-being and reposition the role of EAPs within the organisation. Organisations need to broaden the scope of EAPs and through continuous education and awareness create an environment where employees feel like they can safely access these services.Contribution/value-add: The study contributes towards the current literature on employee well-being and providing a perspective on the relevance, value and utilisation of EAPs before and during a pandemic.

scholarly journals Teleworking in South Africa: Employee benefits and challenges

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Nicholas Baard ◽  
Adèle Thomas
Keyword(s):  
South Africa ◽  
South African ◽  
Virtual Work ◽  
Working Hours ◽  
Employee Perceptions ◽  
Employee Benefits ◽  
Primary Data ◽  
Managerial Implications ◽  
African Context ◽  
Value Add

Orientation: Virtual working arrangements present possible benefits to organisations and their employees. However, in South Africa, few organisations have implemented teleworking as a specific form of virtual work. The benefits and challenges to teleworkers are therefore largely unknown.Research purpose: The present study aimed to identify employee perceptions of personal benefits and challenges of teleworking.Motivation for the study: The study sought to contribute insights for South African business practice in this under-researched field.Research design, approach and method: This exploratory study collected primary data through the distribution of an electronic questionnaire to 94 employees at three South African organisations, with a 67% response rate. The survey included both closed and open-ended questions that were analysed using a combination of quantitative and qualitative techniques.Main findings: Most of the internationally identified benefits of teleworking were supported by participants, such as improved productivity, increased job satisfaction and organisational loyalty, decreased stress and improved work-life balance. Challenges identified included an increase in working hours and the lack of availability of training opportunities.Practical/managerial implications: The possible employee benefits and challenges of teleworking may assist organisations in devising teleworking practices and procedures that leverage benefits and address challenges inherent in this form of work practice.Contribution/value add: The study aims to supplement the dearth of knowledge about teleworking, specifically in the South African context, to assist organisations practically in their development of this form of virtual work arrangement for the benefit of organisations and their employees.

scholarly journals Exploring the development of an organisational culture of control and dependency from a systems psychodynamic perspective

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
René Van Eeden
Keyword(s):  
South African ◽  
Mutual Effect ◽  
Management Team ◽  
Managerial Implications ◽  
Group Interviews ◽  
Value Add ◽  
Group Consultation ◽  
The Impact ◽  
Consultation Session ◽  
Different Levels

Orientation: Globalisation and accelerating rates of change characterise the work environment.Research purpose: The aim of this research was to study the impact of the change process at a plant of a South African production company.Motivations for the study: Problems were experienced in terms of production and a need for transformation at different levels was expressed. Co-dependence in the environment necessitated exploration of intra-organisational dynamics.Research design, approach and method: The study focused on the management team at a specifc plant, but by applying the systems psychodynamic perspective it was possible to also explore the mutual effect of relationships with other systems in the organisation, the company as a whole and the environment. Respondents included the directors of manufacturing and of human resources, the general manager, an 11-member management team and staff representatives. Semi-structured one-to-one interviews, group interviews and a group consultation session were held.Main findings: Hypotheses were formulated regarding the change experienced in the company, the overemphasis of control in the various systems, efforts to move from dependency to interdependence, personal authority as a requirement for interdependent functioning and problems with interrelatedness.Practical/managerial implications: The study illustrates the application of the systems psychodynamic approach in exploring the interaction between and mutual infuence of various organisational systems, especially in times of change.Contribution/value add: At a broader level, the study contributes to the understanding of the application of the theory as well as suggesting the use of a methodology. Recommendations for an intervention of this nature were also made.

scholarly journals A temperature reading of COVID-19 pandemic employee agility and resilience in South Africa

2021 ◽  
Vol 47 ◽  
Author(s):  
Cristy Leask ◽  
Shaun Ruggunan
Keyword(s):  
South Africa ◽  
South African ◽  
Survey Design ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Temperature Reading ◽  
Managerial Implications ◽  
African Context ◽  
New Challenges ◽  
Value Add

Orientation: Employee agility and resilience are central to the flourishing of employee and organisational life. The coronavirus disease 2019 (COVID-19) pandemic amplified stressors and added new challenges for employees in South Africa. The study reported here provides a temperature reading of the agility and resilience of South African employees in the context of the pandemic.Research purpose: The aim of this study was to engage in a temperature reading of South African employees’ agility and resilience during the COVID-19 pandemic.Motivation for the study: The study was motivated by the need to understand how South African employees fare in terms of their agility and resilience levels in the context of profound social and economic disruptive events such as the COVID-19 pandemic.Research approach/design and method: A cross-sectional survey design was used employing quantitative methodologies. A total of 185 permanently employed respondents from South Africa were conveniently sampled. Descriptive and inferential statistics were used to analyse the data.Main findings: Whilst respondents reported high resilience and agility capacity, the findings also suggest that respondents’ gender, age, upskilling intentions, size of employer, organisational communication and individual renewal strategies influence their resilience and agility behaviours.Practical/managerial implications: The study prompts a discussion on how practitioners can better serve the wellness agenda of organisational life during sustained periods of organisational stress.Contribution/value-add: This study extends the theoretical and practical debate on employee agility and resilience in South African context.

scholarly journals Factors influencing restaurateurs’ choice of wines and wine lists: A replication study in a South African context

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Nic S. Terblanche ◽  
Chris D. Pentz
Keyword(s):  
South African ◽  
Research Problem ◽  
Marketing Strategies ◽  
Individual Factors ◽  
Emotional Experiences ◽  
Factors Influencing ◽  
Academic Publications ◽  
Managerial Implications ◽  
African Context ◽  
Value Add

Orientation: The restaurant environment is highly competitive. Restaurants’ wine lists offer value, prestige and positive emotional experiences to customers.Research purpose: The research problem studied here focuses on the factors that restaurateurs consider when they design a wine list for a fine dining restaurant. The objective is to replicate the work of Sirieix et al. (2011) in a South African context.Motivation for the study: The primary motivation for this study is the absence in academic publications about why and how South African restaurateurs select wines for their wine lists.Research design, approach and method: Sixty one restaurants offering fine dining, are not part of a franchise and offered wines from other estates and producers were approached and agreed to participate in the study. Personal interviews were conducted with owners, managers or sommeliers. Restaurateurs’ strategy preferences were analysed with Finn and Louviere’s (1992) Best-Worst methodology.Main findings: The two individual factors selected the most by South African restaurateurs for inclusion on a wine list, that a wine should match well with the food offered and that it must taste good, are similar to those of the Sirieix et al. (2011) study.Practical/managerial implications: The findings may enable wine producers and wine marketers to refine their marketing strategies and tactics to restaurants that offer fine dining.Contribution/value-add: Wine contributes on average 29% to the turnover of restaurants and is therefore by implication of great importance to customer satisfaction and restaurateurs.

scholarly journals Investigating the impact of technostress on productivity and overall life satisfaction of managers working at a South African ferrochrome smelting company

2021 ◽  
Vol 19 ◽  
Author(s):  
Daniël J. Le Roux ◽  
Petrus A. Botha
Keyword(s):  
Life Satisfaction ◽  
South African ◽  
Negative Impact ◽  
Negative Relationship ◽  
The Body ◽  
Managerial Implications ◽  
Value Add ◽  
Managerial Employees ◽  
The Impact ◽  
Overall Life Satisfaction

Orientation: Information and Communication Technology (ICT) advances such as computers, tablets, and cell phones allow for information flow like never before, both in terms of speed and volume. But, unfortunately, this has resulted in technostress.Research purpose: To investigate the impact of technostress on the productivity and the overall life satisfaction of managers working in ferrochrome smelters.Motivation for the study: Limited research has been conducted on technostress in a South African context. Most of the researches on technostress were conducted amongst computer professionals and Information Technology (IT) consultants and they did not focus on non-ICT specialists such as managers who are exposed to ICT as a regular part of their workday.Research approach/design and method: This study was conducted within a quantitative paradigm using a correlational design.Main findings: The managers experience low levels of technostress, high levels of IT-enabled productivity, and above-average life satisfaction. No practically significant differences exist for any of the research factors between males and females, whilst techno-complexity and techno-uncertainty increase with age. Technostress does not affect productivity, but a negative relationship exists between technostress and life satisfaction.Practical/managerial implications: Techno-uncertainty and techno-complexity are present amongst older managerial employees. Techno-complexity decreases the self-reported levels of productivity. Strategies such as training and assistance to reduce the techno-complexity for older managerial employees should be considered.Contribution/value-add: This study creates an awareness of the potential negative impact of ICT on productivity and life satisfaction. It contributes to the body of knowledge by quantifying the impact of the managers’ perceived technostress on productivity and life satisfaction.

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