scholarly journals Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites

2019 ◽  
Vol 17 ◽  
Author(s):  
Jaco Van Niekerk ◽  
Pharny Chrysler-Fox ◽  
Rene Van Wyk
Keyword(s):  
Content Analysis ◽  
Career Development ◽  
Psychological Contract ◽  
Financial Services ◽  
Quantitative Data ◽  
Quantitative Content ◽  
Potential Association ◽  
Managerial Implications ◽  
Employee Relationship ◽  
Value Add

Orientation: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships.Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites.Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship.Research approach/design and method: A quantitative content analysis was identified inducements and expectations on the websites of the 2015 Business Times Top 100 organisations. As two of the companies had merged with existing companies, a total of 98 companies were analysed. A codebook on content associated with the psychological contract generated quantitative data from a qualitative analysis.Main findings: Comparisons between different industries (manufacturing, wholesale and financial services) yielded significant differences between organisational policies and career development inducements. Comparisons revealed that organisations with a career section convey more inducements and expectations than organisations without a career section.Practical/managerial implications: Organisations are offered a means to identify inducements and expectations that are publicly conveyed through their websites and inform the psychological contract.Contribution/value-add: The findings contribute to existing theory of the psychological contract. More insight is gained into the expression of inducements and expectations and the potential association with employees’ psychological contract.

scholarly journals Values underlying perceptions of breach of the psychological contract

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Leon Botha ◽  
Kgope P. Moalusi
Keyword(s):  
Psychological Contract ◽  
Interpersonal Relations ◽  
Social Recognition ◽  
Employee Perceptions ◽  
Intention To Stay ◽  
Employment Contracts ◽  
Managerial Implications ◽  
Formal Employment ◽  
Value Add ◽  
Willingness To Contribute

Orientation: This study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred.Research purpose: The study identifies the most important breaches and investigates which values underlie employee perceptions of breach of the psychological contract. It also addresses values that lead to employees interpreting incidents as breaches.Motivation for the study: The study calls on the fact that employees make inconsequential contributions to the terms of many formal employment contracts may imply that such contracts cannot be viewed as documents between equals.Research design, approach and method: The study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred.Main findings: The data revealed lack of promotion, poor interpersonal relations between colleagues and bad treatment by seniors as three main breaches of the contract, and social recognition, world of peace and sense of accomplishment as three dominant values that underlie perceptions of contract violation.Practical/managerial implications: The competent and intelligent manner in which lack of promotion is handled and communicated to employees is vital because it has implications for their willingness to contribute, their career prospects and their intention to stay in the organisation.Contribution/value-add: This research can serve as the basis for the development of survey or research instruments that are appropriate and relevant to the population.

scholarly journals Assessing the relative appropriateness of the credit management policies of South African universities of technology

2019 ◽  
Vol 12 (1) ◽  
Author(s):  
Gauda J. Maseko ◽  
Merwe Oberholzer ◽  
Susanna L. Middelberg
Keyword(s):  
South African ◽  
Quantitative Data ◽  
Best Practice ◽  
Institutional Environment ◽  
Management Policy ◽  
Mixed Method Research ◽  
Credit Management ◽  
Managerial Implications ◽  
Management Policies ◽  
Value Add

Orientation: The study explores credit management on the South African higher education landscape in the context of the institutional theory.Research purpose: To calculate a best practice frontier to assess the extent to which universities’ credit management policy as an institutional resource is appropriate for its environment.Motivation for the study: The study was undertaken to investigate how the institutional environment influences the development of formal university structures.Research design, approach and method: A parallel mixed-method research design was followed to collect both qualitative data and quantitative data: document analysis to assess five universities of technology’s credit management policies and quantitative data testing 1392 senior students’ perspectives on the credit management policies of these five universities of technology.Main findings: The lesson learnt from this study is that the more aggressive the credit management policy, the more the students rated it as appropriate (fair, understandable and accurate). Furthermore, contrary to extant literature, no evidence was found that a stringent or aggressive credit management policy is experienced as rigorous.Practical/managerial implications: Universities of technology may apply aggressive credit management policies without the fear that they will be perceived as rigorous.Contribution/value-add: Policymakers should note that students desire a credit management policy that: (1) is well communicated to them; (2) encourages them, by granting discounts, to do early settlements of debt; (3) is strictly implemented; and (4) is strict with regard to the collection and recovery of (deferred) debt.

scholarly journals How coaching aligns the psychological contract between the young millennial professional and the organisation

2019 ◽  
Vol 17 ◽  
Author(s):  
Chantelle Solomon ◽  
Salome Van Coller-Peter
Keyword(s):  
Career Development ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Phenomenological Approach ◽  
Structured Interviews ◽  
Coaching Efficacy ◽  
Business Context ◽  
Work Related ◽  
Managerial Implications ◽  
Improved Performance

Orientation: Coaching has the potential to align the expectations between young millennial professionals and their organisations as coaching in a business context should result in mutually beneficial outcomes valued by both the coachee and the organisation.Research purpose: The research reported in this article explored how coaching contributes to the alignment of the psychological contract between an organisation and the young millennial professional.Motivation for the study: The work-related preferences and expectations of millennials can result in misalignment in the psychological contract between organisations and young millennial professionals, negatively affecting their level of engagement; performance and tenure. There is a paucity of research into building psychological contract mutuality and the coaching of millennials.Research approach/design and method: A phenomenological approach within a qualitative research design was followed. This included semi-structured interviews with seven young millennial professionals who had been coached and email interviews with five coaches who had coached young millennial professionals.Main findings: Coaching can enhance the psychological contract between young millennial professionals and their organisations, particularly with regard to career development. Alignment in expectations regarding career development may result in improved performance; enhanced affective commitment and lower turnover.Practical/managerial implications: Coaching is a viable strategy for organisations to engage and retain their young millennial professionals by cultivating psychological contract alignment in the employer-employee relationship.Contribution/value-add: This research supplements the limited body of knowledge on building psychological contract mutuality and coaching efficacy for young millennials.

scholarly journals Job-hopping amongst African Black senior management in South Africa

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Khanyile C.C. Nzukuma ◽  
Mark Bussin
Keyword(s):  
South Africa ◽  
Career Development ◽  
Target Population ◽  
Senior Managers ◽  
African Black ◽  
Value Propositions ◽  
Managerial Implications ◽  
Two Phases ◽  
Value Add ◽  
Push And Pull

Orientation: The study focuses on understanding labour turnover trends amongst African Black senior managers in South Africa. There is a perception that turnover amongst African Black senior managers is higher than average. There is also a perception that African Black senior managers are only motivated by financial rewards when considering job change.Research purpose: The study focused on understanding why African Black senior managers have a propensity to change jobs and how organisations can resolve the trend.Motivation for the study: To develop a better understanding of the push and pull factors for African Black senior managers in organisations.Research design, approach and method: The research was conducted in two phases, namely as part of a qualitative study and a quantitative study: Creswell (2003) refers to this approach as triangulation. The target population was African Black senior managers on the database of a large Human Resources Consultancy, The South African Rewards Association and the Association of Black Actuaries and Investment Professionals (ABSIP) (n = 2600). A total of 208 usable responses were received.Main findings: The main findings and contribution to the field of study was that African Black senior managers do not trust organisations with their career development. They would rather take control of their own career development by moving from organisation to organisation to build their repertoire of skills and competence. They want to be in charge of their careers. This finding has profound implications for organisations employing African Black managers in the senior cadre.Practical/managerial implications: Managers of African Black senior managers need to create attractive employee value propositions that address the main findings. Contribution/value-add: The research shows that African Black senior managers generally seek corporate environments that encourage a sense of belonging and with a clear career growth plan.

scholarly journals The utilisation of a career conversation framework based on Schein’s career anchors model

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Magda Bezuidenhout ◽  
Anton Grobler ◽  
Elizabeth C. Rudolph
Keyword(s):  
Career Development ◽  
Practical Implementation ◽  
Dynamic Nature ◽  
Career Anchors ◽  
Development Interventions ◽  
Managerial Implications ◽  
E Learning ◽  
Value Add ◽  
The Right ◽  
Post Hoc

Orientation: This  study  constituted  and  reported  on  the  outcomes  of  a  structured  career conversation  framework  based  on  Schein’s  eight  career  anchors  in  an  open  distance  and e-learning (ODeL) university in South Africa.Research purpose: The purpose of the research was to report on the utilisation of a structured career conversation framework based on Schein’s career anchors model.Motivation for the study: The rationale for the study was the paucity of studies investigating career anchors in South Africa’s multicultural organisational context.Research design, approach and method: A quantitative approach was adopted in the study. The population consisted of 4200 employees at a university in South Africa. Statistical analysis was performed using one-way analysis of variance (ANOVA) as well as a Scheffe post hoc test.Main  findings: The  findings  of  this  study  suggest  that  career  conversation  has  a  dynamic nature (i.e. it changes) over a period of time. Consequently, career development interventions in the workplace need to approach the workforce holistically.Practical/managerial implications: The findings and results will assist managers, practitioners and  career  development  specialists  in  the  practical  implementation  of  the  career  anchor concept.Contribution/value-add: The career conversation framework based on Schein’s career anchors has expanded the existing theory to find the right balance between career conversations and career anchors to keep people motivated to perform optimally in an organisation.

scholarly journals The next step in the strategy–as–practice evolution: A comparative typology matrix

2016 ◽  
Vol 16 (1) ◽  
Author(s):  
Karen Stander ◽  
Marius Pretorius
Keyword(s):  
Content Analysis ◽  
Design Approach ◽  
Present Moment ◽  
Strategy Research ◽  
Research Attention ◽  
Managerial Implications ◽  
Strategy As Practice ◽  
Key Variables ◽  
Value Add

Orientation: In 2009, Strategy-as-Practice (S-as-P) research, as a subfield of strategy research, was grouped into nine different domains, and researchers were advised to frame their research within these domains. The papers or works (herein used interchangeably) published with S-as-P as subject, were counted, categorised, and a typology matrix was constructed.Researchers use this count to indicate a need for research in a specific domain.Research purpose: The main purpose of this study is to construct a comparative S-as-P typology matrix which accurately depicts the number of papers published in each domain between 2008 and 2015.Motivation for the study: The S-as-P typology matrix was first published in 2009 (Jarzabkowski & Spee 2009), and at the present moment, six years later, researchers still use the dated number of papers counted in each of the S-as-P domains to indicate a research gap.Research design, approach and method: A content analysis of all papers, listed by researchers on the official S-as-P website, was conducted. The papers were disseminated and key variables were counted.Main findings: The comparative typology matrix shows that relative to other domains, domain D appears overly researched, whilst no research has been carried out on domains C and H from 2008 to 2015.Practical/managerial implications: The comparative S-as-P typology matrix allows researchers to accurately evaluate the need for current research within the chosen domain.Contribution/value-add: The comparative typology matrix should prevent, as is the case currently with domain D, that domains are over-researched, whilst others receive no research attention.

scholarly journals The career development processes of women refugees in South Africa: An exploratory study

2019 ◽  
Vol 45 ◽  
Author(s):  
Tatenda Nyabvudzi ◽  
Willie T. Chinyamurindi
Keyword(s):  
South Africa ◽  
Career Development ◽  
Sampling Procedure ◽  
Women Refugees ◽  
Structural Constraints ◽  
Snowball Sampling ◽  
Managerial Implications ◽  
Development Processes ◽  
Value Add ◽  
Psychology Literature

Orientation: There is an observed global movement of labour (freely and forcibly). South Africa emerges as a popular receiving ground for refugees. Within the career psychology literature, scant attention is given to understanding the career development concerns, post-settlement, of women refugees in the host country.Research purpose: The study explored the career development processes of women refugees, post-settlement, in South Africa as a host country.Motivation for the study: Calls have been made within local and international literature for studies that give attention to understanding the career development processes of minority groups.Research approach/design and method: Using a narrative inquiry approach, this study explored the career development processes of women refugees using a sample of 20 women refugees in South Africa. Relying on a snowball sampling procedure to recruit the participants, in-depth interviews were utilised as a data collection technique.Main findings: Drawing on participants’ narratives, the findings illustrate how women refugees have been more concerned with fulfilling a short-term desire for survival and acquiring basic commodities at the expense of a longer focus of advancement and career progression. This is mainly compounded by the structural constraints that limit both their career development and their lived experiences. Issues exclusive to the women refugees are also revealed. Overall, the results illustrate how all the aforementioned factors intersect as barriers that hinder women refugees in developing their careers.Practical/managerial implications: The study provides information and strategies that policymakers in South Africa and other developing nations that are hosting refugees can use to facilitate the career development processes of women refugees.Contribution/value-add: This study contributes to the growing body of knowledge focussing on career development of women refuges, a populace that previously received limited focus both locally and internationally.

scholarly journals EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION

2021 ◽  
Vol 6 (1) ◽  
pp. 11-31
Author(s):  
Anne Kamau ◽  
Susan Wasike ◽  
Bernard Muturi
Keyword(s):  
Career Development ◽  
Sample Size ◽  
Psychological Contract ◽  
Quantitative Data ◽  
Employee Performance ◽  
Job Security ◽  
Unique Contribution ◽  
Staff Members ◽  
Qualitative Approaches ◽  
Service Commission

Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results:  The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05). Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.

scholarly journals Developing creative and innovative thinking and problem-solving skills in a financial services organisation

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Cherylene De Jager ◽  
Anton Muller ◽  
Gert Roodt
Keyword(s):  
Problem Solving ◽  
Financial Services ◽  
Point Of View ◽  
Problem Solving Skills ◽  
Individual Level ◽  
Corporate Context ◽  
Sustainable Innovation ◽  
Managerial Implications ◽  
Innovative Thinking ◽  
Value Add

Orientation: An important evaluation function is to determine whether creative and innovative thinking and problem-solving skills can be developed through training and to assess whether these skills, on their own, are sufficient to ignite innovation in organisations. Research purpose: The evaluation question that the present study aimed to address is whether employees in a corporate context, such as a financial services organisation, can develop creative and innovative thinking and problem-solving skills through an intervention such as a workshop. Motivation for the study: A financial services organisation commissioned the primary author of this article to design a workshop with the intent to develop the creative and innovative thinking and problem-solving skills of their employees in order to ignite innovation and competitiveness. Research design, approach and method: This study employed mainly qualitative research. Utilisation-focused evaluation (UFE) was employed and findings from the literature review, questionnaires, pen-and-paper tests and interviews were used. The unit of analysis was a niche business unit in a South African financial services organisation.Main findings: From this study’s point of view, the most critical finding related to the confirmation that individuals can acquire creative and innovative thinking and problemsolving skills. The acquisition of these skills, however, is not sufficient on its own to establish a culture supportive of creativity and sustainable innovation. Practical/managerial implications: The development of creative and innovative thinking and problem-solving skills of employees is not sufficient on its own to support sustainable innovation. Managers should consciously establish determinants on an organisational as well as an individual level to create an environment supportive of sustainable innovation. Contribution/value-add: The present study indicated how a workshop can assist individuals to develop creative and innovative thinking and problem-solving skills. The acquisition of these skills is not sufficient on its own to ignite sustainable innovation.

scholarly journals An empirically sound telemedicine taxonomy – applying the CAFE methodology

2021 ◽  
Author(s):  
Lorenz Harst ◽  
Lena Otto ◽  
Patrick Timpel ◽  
Peggy Richter ◽  
Hendrikje Lantzsch ◽  
...  
Keyword(s):  
Content Analysis ◽  
Information Systems ◽  
Statistical Analysis ◽  
Quantitative Data ◽  
Evaluation Research ◽  
Is Research ◽  
Coding Scheme ◽  
Research Fields ◽  
Quantitative Content ◽  
Structure Research

Abstract Aim Because the field of information systems (IS) research is vast and diverse, structuring it is a necessary precondition for any further analysis of artefacts. To structure research fields, taxonomies are a useful tool. Approaches aiming to develop sound taxonomies exist, but they do not focus on empirical development. We aimed to close this gap by providing the CAFE methodology, which is based on quantitative content analysis. Subject and methods Existing taxonomies are used to build a coding scheme, which is then validated on an IS project database. After describing the methodology, it is applied to develop a telemedicine taxonomy. Results The CAFE methodology consists of four steps, including applicable methods. It helps in producing quantitative data for statistical analysis to empirically ground any newly developed taxonomy. By applying the methodology, a taxonomy for telemedicine is presented, including, e.g. application types, settings or the technology involved in telemedicine initiatives. Conclusion Taxonomies can serve in identifying both components and outcomes to analyse. As such, our empirically sound methodology for deriving those is a contribution not only to evaluation research but also to the development of future successful telemedicine or other digital applications.

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