scholarly journals Buridan’s ass syndrome: Dilemma of the human resources practitioner in workplace bullying

2019 ◽  
Vol 17 ◽  
Author(s):  
Manasseh Mokgolo ◽  
Antoni Barnard
Keyword(s):  
Human Resource ◽  
Workplace Bullying ◽  
Well Being ◽  
Constructivist Grounded Theory ◽  
Employee Relations ◽  
Structured Interviews ◽  
Grounded Theory Research ◽  
Managerial Implications ◽  
Human Resource Practitioners ◽  
Value Add

Orientation: Worldwide, bullying in the workplace is recognised as a sensitive and psychologically destructive issue. It has a detrimental effect on employee well-being, organisations’ productivity and employee relations. As a vital link between different constituencies in the organisation, human resource practitioners struggle in their attempts to address and manage workplace bullying.Research purpose: The aim of this article was to describe the challenges that human resource practitioners face when being tasked with addressing workplace bullying.Motivation for the study: Concern about human resource practitioners’ capacity to manage situations of workplace bullying requires a better understanding of their role in and perspective of the bullying phenomenon.Research approach/design and method: A constructivist, grounded theory research design was used to explore the perspectives of nine human resource practitioners on workplace bullying. Data were gathered through semi-structured interviews to gain insight into and understanding of their experiences of bullying in the workplace.Main findings: Paradoxical role demands, lack of decision-making power and their perceived lack of support from policy and management disable the human resource practitioners’ functionality in addressing workplace bullying.Practical/managerial implications: The study identifies dilemmas that human resource practitioners face, impeding their capacity to address workplace bullying effectively. Findings highlight the practical value of empowering such practitioners in the role they play in dealing with workplace bullying situations.Contribution/value-add: The present study contributes to the limited body of knowledge on human resource practitioners’ perspectives on workplace bullying within the South African context.

scholarly journals Factors influencing intention to leave of younger employees in an academic institution

2021 ◽  
Vol 19 ◽  
Author(s):  
Thapelo D. Chaacha ◽  
Elrie Botha
Keyword(s):  
Management Practices ◽  
Master's Degree ◽  
Intention To Leave ◽  
Well Being ◽  
Academic Institution ◽  
Structured Interviews ◽  
Factors Influencing ◽  
Managerial Implications ◽  
Master’S Degree ◽  
Value Add

Orientation: The retirement age of most of the academics currently in the workforce is approaching fast. To understand factors that would influence younger academics to leave the profession is becoming more important in order for institutions to avoid a knowledge gap and ensure information and skill transfer.Research purpose: The purpose of the study was to investigate factors influencing the intention to leave younger employees in an academic institution. The objective was to explore factors that would result in younger employees leaving the institution.Motivation for study: It is important to understand how younger employees experience the academic world in order to attract, develop and retain them within academia as employees.Research design, approach and method: Purposive sampling was utilised, which provided the researcher the opportunity to gain further understanding on participants whilst exploring their experiences. The participants were under the age of 35 years, either in possession of a master’s degree or in the process of obtaining a master’s degree. A thematic analysis was conducted after 17 semi-structured interviews were completed and transcribed.Main findings: The study revealed that employment practices are the leading reason for the intention to leave of younger academics followed by job satisfaction. Further reasons why employees considered leaving the institution were work engagement and well-being. These findings can assist in developing effective methods of attracting, managing, engaging and retaining these younger employees in the academic institution.Practical/managerial implications: The results of this study provide insights into human resource management practices to better manage and design methods to reduce younger academics’ intention to leave the institution.Contribution/value-add: Thoroughly exploring factors that can influence younger academics’ intention of leaving the profession, meaningful methods to encourage them to stay in these academic institutions could be designed.

scholarly journals Work–life balance policies: Challenges and benefits associated with implementing flexitime

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Caroline Downes ◽  
Eileen Koekemoer
Keyword(s):  
Human Resource ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Qualitative Research Design ◽  
Minimum Requirements ◽  
Managerial Implications ◽  
Human Resource Practitioners ◽  
Value Add

Orientation: Helping employees to balance their work and family lives is a business imperative. Work–life balance policies (like flexitime) aim to support employees to do so. However, implementing these policies is problematic.Research purpose: The aim of this article is to report on the challenges and benefits associated with implementing flexitime as a work–life balance policy.Motivation for the study: Organisations must develop and implement work–life balance policies. This requires human resource practitioners to investigate and understand experiences and perceptions about the challenges and benefits of flexitime.Research design, approach and method: The researcher used a qualitative research design with an exploratory approach. She drew a nonprobability purposive and voluntary sample (n = 15) from the financial sector. She used semi-structured in-depth interviews to collect the data and conducted content analyses to analyse and interpret them.Main findings: The researcher extracted four main themes (individual and general challenges, the aspects organisations need to implement flexitime effectively and the benefits that would follow its implementation) from the data. Its benefits vary from work–life balance to employee loyalty and commitment. Some challenges are maintaining productivity, a shortage of critical resources and understanding flexitime.Practical/managerial implications: The research identified requirements that human resource practitioners should attend to in order to ensure that organisations use flexitime more effectively.Contribution/value-add: The researcher obtained unique findings about the minimum requirements for implementing flexitime effectively. They could assist organisations to address the challenges that employees face.

Human resource practitioners as sexual harassment commissioners: Sisyphus amid gender inequalities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shani Kuna ◽  
Ronit Nadiv
Keyword(s):  
Sexual Harassment ◽  
Human Resource ◽  
Power Dynamics ◽  
Gender Inequalities ◽  
Theory Approach ◽  
Academic Education ◽  
Structured Interviews ◽  
Content Type ◽  
Human Resource Practitioners ◽  
Antecedents And Consequences

PurposeThere has been ample research on the antecedents and consequences of workplace sexual harassment (WSH), a volatile issue in contemporary labor markets. There is, however, a lingering gap in the scholarly literature regarding the organizational practices involved in contending with WSH incidents following their occurrence. By exploring the practices and challenges of sexual harassment commissioners, a mandatory role performed by Israeli human resource practitioners, this study aims to unpack the embedded power dynamics, which construct how WSH is both deciphered and handled within organizations.Design/methodology/approachIn-depth semi-structured interviews were conducted with 45 sexual harassment commissioners (SHCs) in various business organizations in Israel to explore practitioners' conceptions of the challenges underlying their role. A grounded theory approach was utilized.FindingsThe findings demonstrate that, while SHCs seemingly are empowered by their exclusive authority to inquire into an intricate organizational matter, counter practices have emerged to undermine their authority and influence. This negatively affects their ability to reduce the prevalence of WSH. SHCs' attempts to approach WSH utilizing a power discourse are eroded by systematic barriers that channel them toward adoption of the default legal discourse. The latter frames WSH in terms of individual misconduct rather than as a phenomenon stemming from and expressive of organizational and societal gender inequalities.Research limitations/implicationsThis study does not represent the voices of WSH complainants or of top executives. The data focused on SHCs' descriptions of their role challenges.Practical implicationsImplications are suggested regarding the academic education and training of SHCs.Originality/valueThis study sheds light on covert and unspoken barriers to gender equality in the labor market.

scholarly journals Prevalence of workplace bullying of South African employees

2012 ◽  
Vol 10 (3) ◽  
Author(s):  
Leanri Cunniff ◽  
Karina Mostert
Keyword(s):  
South African ◽  
Workplace Bullying ◽  
Demographic Characteristics ◽  
Negative Effects ◽  
Cross Sectional ◽  
Demographic Groups ◽  
Diversity Experiences ◽  
Managerial Implications ◽  
Value Add ◽  
Survey Approach

Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

scholarly journals Transformative consumer research: Its origins and possible enrichment of the field of consumer research in South Africa

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Leona M. Ungerer
Keyword(s):  
South Africa ◽  
Consumer Research ◽  
Well Being ◽  
Research Approach ◽  
Research Areas ◽  
Traditional Research ◽  
Managerial Implications ◽  
Additional Approach ◽  
Value Add ◽  
Transformative Consumer Research

Orientation: This article provides a rationale for considering transformative consumer research as a research approach for investigating the relationship between consumption and consumers’ well-being in South Africa.Research purpose: The purpose of this study is to explore the principles underlying transformative consumer research, including how it differs from traditional research methods and pointing out some established research areas in this field.Motivation for the study: Apart from pointing to a lack of literature, this article highlights the relevance of this approach for emerging countries by investigating the principles and practices embedded in transformative consumer research. It provides some indication of how an investigation of these areas may contribute to enhancing the relevance of consumer research to its various stakeholders.Research design, approach and method: The author used a literature review to conduct the study.Main findings: It appears that consumer research currently lacks external and internal relevance. A transformative consumer-research approach may address some of the fundamental problems in the way consumer psychologists plan and conduct their research, contributing to this lack of relevance.Practical/managerial implications: Most stages of the traditional research approach may need to be adapted for transformative research purposes. Some approaches appear particularly suited to transformative consumer research, including revelatory, incendiary, policy, participatory and coalition research. Contribution/value-add: This study’s primary contribution stems from suggesting a rather novel additional approach to enhance the relevance of consumer research in South Africa, pointing out some established practices in the field of transformative consumer research and suggesting how they may augment consumer research in South Africa.

scholarly journals How can work be designed to be intrinsically rewarding? Qualitative insights from South African non-profit employees

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
Performance Management ◽  
South African ◽  
Structured Interviews ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Non Profit ◽  
Performance Management Systems ◽  
Managerial Implications ◽  
Value Add ◽  
Traditional Performance

Orientation: Intrinsic rewards are personal, psychological responses to the work thatemployees perform, which stem from the manner in which their work is designed.Research purpose: This study sought to discover in what ways non-profit employees arepsychologically rewarded by the nature of their work tasks. The use of a qualitative approachto data collection and analysis ensured that in-depth responses from participants were gained.Motivation for the study: Intrinsic rewards are of particular importance to non-profitemployees, who tend to earn below-market salaries. This implies that their motivationoriginates predominantly from intrinsic as opposed to extrinsic rewards; yet, research into thisarea of rewards is lacking.Research approach, design and method: In-depth, semi-structured interviews were conductedusing a sample of 15 extrinsically rewarded non-profit employees working within South Africa.Thematic analysis was utilised in order to generate codes which led to the formation of fiveintrinsic rewards categories.Main findings: Intrinsic rewards were classified into five categories, namely (1) MeaningfulWork, (2) Flexible Work, (3) Challenging Work, (4) Varied Work and (5) Enjoyable Work.These rewards each comprise of various subcategories, which provide insight into why suchwork is rewarding to non-profit employees.Practical/managerial implications: Traditional performance management systems shouldbe re-evaluated in the non-profit sector to shift focus towards intrinsic rewards, asopposed to focusing only on the use of extrinsic rewards such as incentives to motivateemployees.Contribution/value-add: The study provides a qualitative understanding of how extrinsicallyrewarded non-profit employees perceive their work to be intrinsically rewarding, whichbridges the empirical gap pertaining to intrinsic rewards within this sector.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals Effective strategies followed by multinational enterprises expanding into Africa

2020 ◽  
Vol 13 (1) ◽  
Author(s):  
Zihné Coetzee ◽  
Henri Bezuidenhout ◽  
Gabriel Mhonyera
Keyword(s):  
Multinational Enterprises ◽  
Market Potential ◽  
Sub Saharan Africa ◽  
Retail Sector ◽  
International Expansion ◽  
Structured Interviews ◽  
International Partnerships ◽  
Managerial Implications ◽  
Sub Saharan ◽  
Value Add

Orientation: Retail sector multinational enterprises (MNEs) face challenges and follow diverse strategies when they expand into foreign markets.Research purpose: The major aim of this article is to determine how three well-established retail sector MNEs, namely, Walmart, Carrefour and Shoprite, addressed the challenges they faced and structured their market entry strategies in the African continent.Motivation for the study: While the opportunities in Africa are perpetual, breaking into the African market is not so straightforward. It is in this regard that the importance of determining the challenges faced by established retail MNEs in Africa and the valuable lessons that can be drawn by small and upcoming MNEs, from the experiences of these prominent MNEs studied, is exposed.Research approach/design and method: This article employs a mixed-method approach (i.e. case study and semi-structured interviews) to determine the challenges faced by Walmart, Carrefour and Shoprite when they expanded into Africa, and how they overcame those challenges.Main findings: The findings reveal that Walmart and Shoprite possess a substantial footprint in sub-Saharan Africa, while Carrefour enjoys a substantial footprint in North Africa and Francophone Countries of west Africa. Furthermore, Walmart follows a risk-averse approach when expanding into the African continent and only expands into new foreign markets based on the market potential and the ability to succeed. Carrefour’s main strategy is to achieve international expansion into Africa through the acquisition of international partnerships with local and regional firms. Shoprite, on the other hand, maintains that no written strategy was followed when the retail MNE expanded into Africa. It is also evident that external factors are significant for MNEs seeking to invest in Africa.Practical/managerial implications: Not all MNEs expanding into Africa have been successful. Accordingly, the practical value of this article rests upon the lessons that small and upcoming MNEs can learn from the experiences of MNEs that are now well established in African markets.Contribution/value-add: This article contributes to existing foreign direct investment (FDI) literature by identifying challenges that Walmart, Carrefour and Shoprite faced when they expanded into Africa. In addition, lessons that aspiring and small MNEs, specifically in the retail sector, can learn from these three retail MNEs that are now well established in African markets are drawn.

scholarly journals The Job Demands–Resources model: Challenges for future research

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Evangelia Demerouti ◽  
Arnold B. Bakker
Keyword(s):  
Safety Climate ◽  
Job Demands ◽  
Well Being ◽  
Work Place ◽  
Future Research ◽  
Special Issue ◽  
Quantitative Studies ◽  
Managerial Implications ◽  
Value Add ◽  
And Performance

Motivation: The motivation of this overview is to present the state of the art of Job Demands–Resources (JD–R) model whilst integrating the various contributions to the special issue.Research purpose: To provide an overview of the JD–R model, which incorporates many possible working conditions and focuses on both negative and positive indicators of employee well-being. Moreover, the studies of the special issue were introduced.Research design: Qualitative and quantitative studies on the JD–R model were reviewed to enlighten the health and motivational processes suggested by the model.Main findings: Next to the confirmation of the two suggested processes of the JD–R model, the studies of the special issue showed that the model can be used to predict work-place bullying, incidences of upper respiratory track infection, work-based identity, and early retirement intentions. Moreover, whilst psychological safety climate could be considered as a hypothetical precursor of job demands and resources, compassion satisfaction moderated the health process of the model.Contribution/value-add: The findings of previous studies and the studies of the special issue were integrated in the JD–R model that can be used to predict well-being and performance at work. New avenues for future research were suggested.Practical/managerial implications: The JD–R model is a framework that can be used for organisations to improve employee health and motivation, whilst simultaneously improving various organisational outcomes.

scholarly journals Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

2018 ◽  
Vol 10 (12) ◽  
pp. 4356 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
Asta Savanevičienė
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Well Being ◽  
Structured Interviews ◽  
Hrm Practices ◽  
Human Aspects ◽  
Real People ◽  
And Performance ◽  
Hr Managers ◽  
Core Characteristics

Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

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