scholarly journals Intrinsic rewards and work engagement in the South African retail industry

2014 ◽  
Vol 40 (2) ◽  
Author(s):  
Sara Jacobs ◽  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
South African ◽  
Work Engagement ◽  
Retail Industry ◽  
The South ◽  
Cross Sectional ◽  
Intrinsic Rewards ◽  
Gender And Age ◽  
Managerial Implications ◽  
Cross Sectional Design ◽  
Value Add

Orientation: There is a lack of South African research relating to the provision of intrinsic rewards to retail employees.Research purpose: The purpose of this research was to determine whether there is a relationship between intrinsic rewards and work engagement in the South African retail industry. Furthermore, it sought to validate an instrument to measure intrinsic rewards within the South African context.Motivation for the study: There is currently a paucity of research exploring intrinsic rewards, specifically their importance for work engagement. Furthermore, there is a lack of instruments validated in South Africa that can be used to measure intrinsic rewards.Research approach, design and method: This quantitative study was conducted using a cross-sectional design and non-probability sampling of 181 employees from a South African retail organisation. The questionnaire included a demographic section, the Utrecht Work Engagement Scale and the Work Engagement Profile.Main findings: Statistically significant, positive relationships were found between all subscales of the two instruments. There were significant differences in the means for intrinsic rewards and work engagement for gender and age. Notably, the exploratory factor analysis for both instruments did not support the factor structure indicated in the literature.Practical/managerial implications: South African retail organisations should create work environments that provide intrinsic rewards as part of their reward package, to encourage work engagement.Contribution/value-add: These findings add to the current body of literature regarding intrinsic rewards and work engagement and provide insight into variables that promote work engagement within the South African retail context.

scholarly journals Depressed, not depressed or unsure: Prevalence and the relation to well-being across sectors in South Africa

2012 ◽  
Vol 38 (1) ◽  
Author(s):  
Christa Welthagen ◽  
Crizelle Els
Keyword(s):  
South African ◽  
Work Engagement ◽  
Well Being ◽  
Cross Sectional ◽  
Work Related ◽  
Prevalence Of Depression ◽  
Managerial Implications ◽  
Value Add ◽  
Proactive Measures ◽  
The Relationship

Orientation: Work engagement, burnout and stress-related ill health levels of individuals, suffering from depression, who are unsure whether or not they suffer from depression, or who do not suffer from depression, have not been investigated in South Africa.Research purpose: The main objectives of this study were to investigate the prevalence of depression amongst employees in South African organisations and the relationship of depression with specific well-being constructs.Motivation for the study: Organisations should know about the prevalence of depression and the effects this could have on specific well-being constructs.Research design, approach and method: A cross-sectional design was followed. The availability sample (n = 15 664) included participants from diverse demographics. The South African Employee Health and Wellness Survey was followed to measure constructs.Main findings: The results showed that 18.3% of the population currently receive treatment for depression, 16.7% are unsure whether or not they suffer from depression and 65% do not suffer from depression. Depression significantly affects the levels of work engagement, burnout and the occurrence of stress-related ill health symptoms.Practical/managerial implications: This study makes organisations aware of the relationship between depression and employee work-related well-being. Proactive measures to promote the work-related well-being of employees, and to support employees suffering from depression, should be considered.Contribution/value-add: This study provides insight into the prevalence of depression and well-being differences that exist between individuals, suffering from depression, who are unsure whether or not they suffer from depression, and who do not suffer from depression. 

scholarly journals Employees’ work engagement and job commitment: The moderating role of career anchors

2014 ◽  
Vol 14 (1) ◽  
Author(s):  
Melinde Coetzee ◽  
Dries Schreuder ◽  
Rebecca Tladinyane
Keyword(s):  
South African ◽  
Work Engagement ◽  
Service Industry ◽  
Career Anchors ◽  
Cross Sectional ◽  
Job Commitment ◽  
Competitive Edge ◽  
Managerial Implications ◽  
Career Literature

Orientation: Organisations continue to focus on human resource initiatives for enhancingemployee commitment, satisfaction and engagement in order to gain a competitive edge in adynamic and fast-changing marketplace.Research purpose: The objective of the present study was to assess whether individuals’career anchors (measured by the career orientations inventory) significantly moderate therelationship between their work engagement (measured by the Utrecht work engagementscale) and job commitment (measured by the organisation-related commitment scale).Motivation for the study: Although the literature review suggests that people’s workengagement and job commitment may be influenced by their career anchors, there seems to bea paucity of research examining the interaction effects between these three variables.Research approach, design and method: A cross-sectional quantitative survey approach wasused. A non-probability purposive sample of adults (N = 318) employed in a human resourcecapacity in the South African service industry participated in the study. Stepwise hierarchicalmoderated regression analysis was performed to achieve the objective of the study.Main findings: The results showed that the work engagement-job commitment relationshipwas generally stronger for high career anchor preferences than for low career anchorpreferences.Practical/managerial implications: The results of the study can be useful when human resourceinterventions for enhancing employees’ engagement and commitment are developed.Contribution: The results of the study add new insights to the career literature by showing thatpeople’s career self-concepts (as reflected by their career anchors) are important to consider inenhancing their work engagement and job commitment.

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 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 Self-perceived employability among undergraduate students at a South African university

2021 ◽  
Vol 19 ◽  
Author(s):  
Doret Botha
Keyword(s):  
South Africa ◽  
South African ◽  
Undergraduate Students ◽  
Survey Design ◽  
The Self ◽  
The South ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Perceived Employability ◽  
Managerial Implications

Orientation: South Africa has been suffering from persistently high levels of unemployment since 2008. The youth is regarded as the most at-risk group in the South African labour market and unemployment amongst the youth is considered one of the most critical socio-economic problems in South Africa. Increasing one’s employability is essential to securing employment and enhancing one’s well-being.Research purpose: This study aimed to explore the self-perceived employability of undergraduate students at a South African university.Motivation for the study: Currently, there is a scarcity of published research on the self-perceived employability amongst undergraduate students at higher education institutions in South Africa.Research approach/design and method: The study was conducted within a positivistic research paradigm. A quantitative-based cross-sectional survey design was used. Convenience sampling was used to select the students who were included in the survey. Data were collected through a web-based survey, using a standardised coded questionnaire that consisted of a five-point Likert-type scale.Main findings: The results indicated that the respondents were relatively confident about their internal employability, but they were less confident about their opportunities in the external labour market.Practical/managerial implications: Understanding one’s employability and the accompanied issues creates awareness of one’s potential, skills and knowledge to become a successful citizen and employee.Contribution/value-add: The study shed light on the self-perceived employability of undergraduate students at a South African university and consequently contributes to the existing literature on employability in the South African context.

scholarly journals Talent management in the South African construction industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Sydwell Shikweni ◽  
Willem Schurink ◽  
Rene Van Wyk
Keyword(s):  
Construction Industry ◽  
South African ◽  
Management Practices ◽  
Talent Management ◽  
Research Approach ◽  
The South ◽  
Business Outcomes ◽  
Global Competitiveness ◽  
Managerial Implications ◽  
Value Add

Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent.Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices.Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive.Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents.Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness.Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation.Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

scholarly journals Measurement of Organisation-Professional Conflict in the industrial psychology profession

2012 ◽  
Vol 38 (1) ◽  
Author(s):  
Colette Lourens ◽  
Leon J. Van Vuuren ◽  
Riëtte Eiselen
Keyword(s):  
South African ◽  
Professional Associations ◽  
Professional Autonomy ◽  
Professional Services ◽  
Industrial Psychology ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Structured Questionnaire

Orientation: Professionals, employed in organisations, operate within professional and organisational contexts serving different stakeholders. Subsequently, professionals may experience tension or conflict between their role as professional and employee.Research purpose: To establish the measurement of the perceptions and experiences of industrial psychology (IP) professionals, employed in South African organisations, with regard to Organisation-Professional Conflict (OPC) as well as the antecedents associated with this phenomenon.Motivation for the study: Although the extent to which professionals experience OPC is well documented for medical and accountancy professionals, the extent to which IP professionals experience this phenomenon remains unclear.Research design, approach and method: A structured questionnaire was developed and applied as a cross-sectional survey to all registered South African IP professionals employed in organisations. Responses based on the N = 143 self-selecting respondents were captured and utilised for statistical analysis.Main findings: OPC in the IP profession can be considered as the incongruence between professional organisational roles and duties, and their responsibility to adhere to professional obligations. Professional autonomy and strategic alignment were found to mitigate the occurrence of OPC, whereas power tension and compromise of professionalism seem to exacerbate the occurrence thereof.Practical/managerial implications: The research might create an awareness of the existence of OPC amongst the respective stakeholders. Knowledge of OPC may have implications for professionals who render their professional services to organisations.Contribution/value-add: The findings may inform formal professional associations, industrial psychologists employed by organisations, their employing organisations, and the governing board, about the nature and extent of OPC.

scholarly journals Assessing cultural intelligence, personality and identity amongst young white Afrikaans-speaking students: A preliminary study

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Natasha Nel ◽  
J. Alewyn Nel ◽  
Byron G. Adams ◽  
Leon T. De Beer
Keyword(s):  
South Africa ◽  
Ethnic Identity ◽  
South African ◽  
Religious Identity ◽  
Quantitative Research ◽  
Cultural Intelligence ◽  
Factor Model ◽  
The South ◽  
Cross Sectional ◽  
Managerial Implications

Orientation: Cultural intelligence (CQ) is a relatively new construct to academia that has recently gained increasing attention. Its relevance in a multicultural context like South Africa is apparent since cultural interaction between different ethnic groups is unavoidable.Research purpose: The objective of this research is to determine the relationship between personality, identity and CQ amongst young Afrikaans-speaking South Africans.Research approach, design and method: A quantitative research design was used in this study. This study was cross-sectional in nature. For the purpose of this study, a sample of young South African university students (N = 252) was used. The personal identity subscale from the Erickson Psychosocial Stage Inventory, the Multi-Ethnic Identity Measure, the Religious Identity Short Scale, the South African Personality Inventory questionnaire and the Four Factor Model of Cultural Intelligence Scale were applied as the measuring instruments.Main findings: Religious identity and ethnic identity have a relationship with cognitive CQ. Soft-heartedness and conscientiousness have a relationship with behavioural CQ. Also, soft-heartedness, facilitating, extroversion and religious identity have a relationship with motivational CQ.Practical/managerial implications: Organisations within South Africa will gain a better understanding of CQ and the benefits of having a culturally intelligent workforce as a strengths-based approach. Culturally intelligent employees will be able to adjust to working with co-workers from another culture, not feel threatened when interacting with co-workers and clients and be able to transfer knowledge from one culture to another, which will aid the organisation in completing overseas assignments, cross-cultural decision-making, leadership in multicultural environments and managing international careers.Contribution/value-add: CQ is a relatively new concept and empirical research on positive subjects is still very limited. Research on personality, identity and CQ within the South African context is still very limited. Therefore, this study will contribute to literature on positive psychology and cultural intelligence.

scholarly journals Challenging the ‘Four Corner Press’ as framework for invitational leadership in South African schools

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Rita Niemann ◽  
Zendré Swanepoel ◽  
Nalize Marais
Keyword(s):  
School Leadership ◽  
South African ◽  
The Body ◽  
Eastern Cape ◽  
The South ◽  
Invitational Leadership ◽  
South African School ◽  
Managerial Implications ◽  
Value Add ◽  
Successful School

Orientation: Invitational leadership (IL) is consistent with current leadership trends and, because South African schools are in need of sound leadership, it is necessary to have a framework that can guide principals to act in accordance with the expectations of their educators.Research purpose: This study challenges the internationally accepted ‘Four Corner Press’ of Purkey and Novak (1984) as a framework for IL in the South African school context.Motivation for the study: IL appears to be a comprehensive model for successful school leadership. This necessitated an investigation to determine whether the ‘Four Corner Press’ reflects the expectations of teachers and, if so, whether it could serve as a valuable leadership tool.Research design, approach and method: A questionnaire containing 31 Likert-scale items, underpinned by the principles of IL, was disseminated to 600 educators conveniently drawn from the population of 88 828 teachers in Free State and Eastern Cape schools.Main findings: The data obtained from the survey enabled the researchers to perform a factor analysis, which revealed that South African educators’ expectations of leadership aligned with the ‘Four Corner Press’.Managerial implications: The ‘Four Corner Press’ can be used as a plausible framework for IL in South African schools, which has implications for the development and training of principals.Contribution/value-add: The ‘Four Corner Press’ can be regarded as a reliable prototype of IL expectations within the South African context, which contributes to extending the body of knowledge of education leadership in South Africa.

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.

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