scholarly journals A generational perspective on work values in a South African sample

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Petronella Jonck ◽  
Freda Van der Walt ◽  
Ntomzodwa C. Sobayeni
Keyword(s):  
South African ◽  
Generation X ◽  
Work Values ◽  
Management Strategies ◽  
Cross Sectional Study ◽  
Generational Cohorts ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Similarities And Differences ◽  
African Sample

Orientation: In order to ensure harmonious relationships in the workplace, work values of different generational cohorts need to be investigated and understood.Research purpose: The purpose of this study was to investigate the work values of a South African sample from a generational perspective, in order to foster an understanding of the similarities and differences of different generational cohorts in terms of work values.Motivation of the study: Understanding the work values of different generational cohorts could assist organisations to manage and retain human capital in an increasingly competitive environment. Furthermore, it could assist organisations to develop an advanced understanding of employee behaviour, which should inform conflict-resolution strategies to deal with reported conflict between different generational cohorts.Research design, approach and method: The study was conducted within the positivist paradigm and was quantitative in nature. Data were gathered from 301 employees representing three different generational cohorts, namely the Baby Boomers, Generation X and Generation Y. A cross-sectional study was conducted, and data were collected once off by means of the Values Scale. The psychometric properties of the Values Scale have a reliability coefficient of 0.95, and the scale has been applied successfully in various iterations.Main findings: The findings indicate statistically significant differences and similarities between the various generational cohorts in terms of work values. More specifically, similarities and differences between the various generational cohorts were observed with regard to the values of authority, creativity, risk and social interaction in the work context.Practical/managerial implications: Organisations can use the findings of the study to strengthen employee interaction within the work environment. In addition, the findings can be used to inform retention and management strategies, in order to ensure harmonious relationships in the workplace.Contribution/value-add: The study contributes to the literature on South African generational cohorts and work values.

scholarly journals Generational differences in psychological ownership

2021 ◽  
Vol 47 ◽  
Author(s):  
Chantal Olckers ◽  
Corné Booysen
Keyword(s):  
Generational Differences ◽  
Measurement Equivalence ◽  
Cross Sectional Study ◽  
Psychological Ownership ◽  
Generational Cohorts ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Public And Private ◽  
Generational Groups ◽  
Managerial Implications

Orientation: Several generational groups are employed in the workplace today, each with distinctly different attitudes, values and work behaviours. Little is known about how generational cohorts differ in terms of psychological ownership.Research purpose: The purpose of this study was to investigate the measurement equivalence of the South African Psychological Ownership Questionnaire (SAPOS) across three generational cohorts (Baby Boomers, Generation Xers and Generation Yers).Motivation for the study: Before meaningful inferences and comparisons can be made about psychological ownership across the generational cohorts, it is essential to ensure that the psychological ownership scale measures the same trait across all three generational cohorts.Research approach/design and method: A cross-sectional study was conducted with a convenience sample of 945 skilled respondents employed in various public and private organisations employing a multigroup confirmatory factorial analytical approach.Main findings: The tripartite model of the SAPOS, comprising identity, responsibility and autonomy, was confirmed across the three generational cohort. Measurement invariance was established on configural, metric and scalar level across the three generational cohorts.Practical/managerial implications: The three generational cohorts perceive the items as was measured by the psychological ownership scale in the same way. Meaningful comparisons can thus be made between the groups and organisations can tailor their interventions to enhance the levels of psychological ownership of each of these generational cohorts.Contribution/value-add: This study is one of the first to provide empirical evidence of generational differences in respect of psychological ownership and to evaluate the measurement equivalence of a psychological ownership inventory across generational cohorts.

scholarly journals The influence of organisational rewards on workplace trust and work engagement

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Janine Victor ◽  
Crystal Hoole
Keyword(s):  
South African ◽  
Work Engagement ◽  
Management Strategies ◽  
Talent Management ◽  
Cross Sectional ◽  
Job Satisfaction Survey ◽  
Business Environments ◽  
Strong Positive Relationship ◽  
Managerial Implications ◽  
Workplace Trust

Orientation: In volatile and competitive business environments, organisations are faced with challenges to retain talented workers. Employees are increasingly leaving their jobs for a number of reasons, one of them being a perceived lack of adequate reward practices. Consequently, this has impacted on employee work engagement and confidence and trust in organisations.Research purpose: The study sought to determine whether there is a relationship between rewards, trust and engagement, as well as whether rewards are able to predict trust and engagement in the South African workplace.Motivation for the study: Organisations can no longer solely rely on extrinsic rewards to retain talent. Companies must draw on both extrinsic and intrinsic reward strategies to improve retention levels through endorsing higher levels of workplace trust and work engagement levels.Research design, approach and method: A quantitative, exploratory and cross-sectional research design was utilised. Non-probability sampling using questionnaires consisting of scales from the Job Satisfaction Survey, Intrinsic Motivation Inventory, Psychological Meaningfulness Scale, Basic Needs at Work Scale, Workplace Trust Survey and Utrecht Work Engagement Scale were administered to a sample (N = 251) of South African employees in various industries within the Gauteng region.Main findings: Results indicated that there is a moderate-to-strong positive relationship between the three constructs, and that rewards are able to predict trust and engagement.Practical and managerial implications: The findings provide insight for behavioural practitioners to potentially draw upon when improving talent management strategies. Both extrinsic and intrinsic rewards are important factors in keeping employees engaged and ultimately retaining them.Contribution: The study provided insight into the influence that organisational rewards may have on workplace trust, work engagement and retaining employees. Findings contribute towards improving talent management strategies.

scholarly journals The relative importance of different types of rewards for employee motivation and commitment in South Africa

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Aleeshah Nujjoo ◽  
Ines Meyer
Keyword(s):  
Intrinsic Motivation ◽  
South African ◽  
Affective Commitment ◽  
Management Strategies ◽  
Employee Motivation ◽  
Extrinsic Rewards ◽  
Cross Sectional ◽  
Organisational Effectiveness ◽  
Monetary Rewards ◽  
Managerial Implications

Orientation: Employees’ perceptions of rewards are related to their affective commitment and intrinsic motivation, which have been associated with staff turnover.Research purpose: The study sought to establish the relationship between intrinsic and different extrinsic rewards with intrinsic motivation and affective commitment.Motivation for the study: South African organisations are grappling with employee retention. Literature shows that employees who are more motivated and committed to their organisation are less likely to quit. Rewards management strategies serve to create a motivated and committed workforce. Using the correct types of rewards can thus provide a competitive advantage.Research design, approach and method: A cross-sectional, correlational study was conducted. Questionnaire data of 399 South African employees were analysed using bivariate correlations and multiple regression.Main findings: Three main findings emerged. Firstly, there is a relationship between all types of rewards investigated and the two outcome variables. Secondly, this relationship is stronger for intrinsic than for extrinsic rewards and thirdly, monetary rewards do not account for the variance in intrinsic motivation above that of non-monetary rewards.Practical/managerial implications: Rewards management strategies should focus on job characteristics and designs to increase staff intrinsic rewards and include non-monetary rewards, such as supportive leadership, to encourage employees’ intrinsic motivation and affective commitment.Contribution/value-add: This research demonstrated the important role different rewards, particularly intrinsic non-monetary rewards, play in creating a committed and motivated workforce. The insights gained from this study can promote organisational effectiveness. Suggestions of how to expand on and refine the current study are addressed.

scholarly journals Concordance between fasting plasma glucose and HbA1c in the diagnosis of diabetes in black South African adults: a cross-sectional study

BMJ Open ◽  
2021 ◽  
Vol 11 (6) ◽  
pp. e046060
Author(s):  
Alisha N Wade ◽  
Nigel J Crowther ◽  
Shafika Abrahams-Gessel ◽  
Lisa Berkman ◽  
Jaya A George ◽  
...  
Keyword(s):  
Insulin Resistance ◽  
South African ◽  
Plasma Glucose ◽  
Fat Distribution ◽  
Cross Sectional Study ◽  
Secondary Outcome ◽  
Sectional Study ◽  
South African Population ◽  
Cross Sectional ◽  
Black South African

ObjectivesWe investigated concordance between haemoglobin A1c (HbA1c)-defined diabetes and fasting plasma glucose (FPG)-defined diabetes in a black South African population with a high prevalence of obesity.DesignCross-sectional study.SettingRural South African population-based cohort.Participants765 black individuals aged 40–70 years and with no history of diabetes.Primary and secondary outcome measuresThe primary outcome measure was concordance between HbA1c-defined diabetes and FPG-defined diabetes. Secondary outcome measures were differences in anthropometric characteristics, fat distribution and insulin resistance (measured using Homoeostatic Model Assessment of Insulin Resistance (HOMA-IR)) between those with concordant and discordant HbA1c/FPG classifications and predictors of HbA1c variance.ResultsThe prevalence of HbA1c-defined diabetes was four times the prevalence of FPG-defined diabetes (17.5% vs 4.2%). Classification was discordant in 15.7% of participants, with 111 individuals (14.5%) having HbA1c-only diabetes (kappa 0.23; 95% CI 0.14 to 0.31). Median body mass index, waist and hip circumference, waist-to-hip ratio, subcutaneous adipose tissue and HOMA-IR in participants with HbA1c-only diabetes were similar to those in participants who were normoglycaemic by both biomarkers and significantly lower than in participants with diabetes by both biomarkers (p<0.05). HOMA-IR and fat distribution explained additional HbA1c variance beyond glucose and age only in women.ConclusionsConcordance was poor between HbA1c and FPG in diagnosis of diabetes in black South Africans, and participants with HbA1c-only diabetes phenotypically resembled normoglycaemic participants. Further work is necessary to determine which of these parameters better predicts diabetes-related morbidities in this population and whether a population-specific HbA1c threshold is necessary.

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 High prevalence of lipoatrophy in pre-pubertal South African children on antiretroviral therapy: a cross-sectional study

2012 ◽  
Vol 12 (1) ◽  
Author(s):  
Steve Innes ◽  
Mark F Cotton ◽  
Richard Haubrich ◽  
Maria M Conradie ◽  
Margaret van Niekerk ◽  
...  
Keyword(s):  
Antiretroviral Therapy ◽  
South African ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
African Children ◽  
High Prevalence ◽  
South African Children

scholarly journals Clinical Assessment and Management of Spondyloarthritides in the Middle East: A Multinational Investigation

2015 ◽  
Vol 2015 ◽  
pp. 1-6 ◽  
Author(s):  
Mohammed Hammoudeh ◽  
Hanan Al Rayes ◽  
Adel Alawadhi ◽  
Kamel Gado ◽  
Khalid Shirazy ◽  
...  
Keyword(s):  
Middle East ◽  
Disease Burden ◽  
Clinical Laboratory ◽  
Management Strategies ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
East Region ◽  
Appropriate Treatment ◽  
Treatment Data ◽  
Middle East Region

Data on spondyloarthritis (SpA) from the Middle East are sparse and the management of these diseases in this area of the world faces a number of challenges, including the relevant resources to enable early diagnosis and referral and sufficient funds to aid the most appropriate treatment strategy. The objective was to report on the characteristics, disease burden, and treatment of SpA in the Middle East region and to highlight where management strategies could be improved, with the overall aim of achieving better patient outcomes. This multicenter, observational, cross-sectional study collected demographic, clinical, laboratory, and treatment data on 169 consecutive SpA patients at four centers (Egypt, Kuwait, Qatar, and Saudi Arabia). The data collected presents the average time from symptom onset to diagnosis along with the presence of comorbidities in the region and comparisons between treatment with NSAIDs and biologics. In the absence of regional registries of SpA patients, the data presented here provide a rare snapshot of the characteristics, disease burden, and treatment of these patients, highlighting the management challenges in the region.

scholarly journals Circulating Levels of MicroRNAs Associated With Hypertension: A Cross-Sectional Study in Male and Female South African Participants

2021 ◽  
Vol 12 ◽  
Author(s):  
Don M. Matshazi ◽  
Cecil J. Weale ◽  
Rajiv T. Erasmus ◽  
Andre P. Kengne ◽  
Saarah F. G. Davids ◽  
...  
Keyword(s):  
South African ◽  
Expression Profiles ◽  
Cross Sectional Study ◽  
Therapeutic Interventions ◽  
Hypertension Status ◽  
Cross Sectional ◽  
Progression Of Disease ◽  
Polymerase Chain ◽  
Circulating Levels ◽  
Diagnosis Of Hypertension

MicroRNAs are non-coding, post-transcriptional regulators of gene expression and their dysregulation has been associated with development of various diseases, including hypertension. Consequently, understanding their role in the pathogenesis and progression of disease is essential. Prior research focusing on microRNAs in disease has provided a basis for understanding disease prognosis and offered possible channels for therapeutic interventions. Herein, we aimed to investigate possible differences in the expression profiles of five microRNAs in the blood of participants grouped on the basis of their hypertension status. This was done to elucidate the possible roles played by these microRNAs in the development of hypertension. Using quantitative reverse transcription polymerase chain reaction, we evaluated the expression levels of miR-126-3p, 30a-5p, 182-5p, 30e-3p, and 1299 in the whole blood of 1456 participants, normotensive (n = 573), screen-detected hypertensive (n = 304) and known hypertensive (n = 579). The expression of miR-126-3p and 182-5p was significantly higher in known hypertensives relative to both screen-detected hypertensives and normotensives, and also in screen-detected hypertensives vs normotensives. A significant association between the expression of miR-126-3p, 182-5p, and 30a-5p and known hypertension was also evident. This study demonstrated dysregulated miR-126-3p, 182-5p, and 30a-5p expression in hypertension, highlighting the possible efficacy of these microRNAs as targets for the diagnosis of hypertension as well as the development of microRNA-based therapies.

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