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1
Worku, Zeleke. "A Study Of Employee Perceptions About Performance Appraisal At Transnet Engineering, South Africa." Journal of Applied Business Research (JABR) 35, no. 5 (2019): 145–56. http://dx.doi.org/10.19030/jabr.v35i5.10307.
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Transnet Engineering is a division of Transnet, which is a key South African state owned enterprise that is responsible for providing railroad, freight and logistics services to South African and international business enterprises. Transnet Engineering is located at Koedoespoort, just outside Pretoria, South Africa. This manuscript is a result of data gathered from 198 employees of Transnet Engineering as part of an attempt made by the company to describe and quantify the perception held by employees of Transnet Engineering on the degree to which the performance of appraisal system used by the company for performance appraisal was suitable enough for its intended purpose. The perception of employees was measured by using a benchmark defined by Pichler (2012) in which similar measurements were made under near-identical circumstances. All measurements were taken based on a standardised, validated and pre-tested instrument. Pearson’s two-by-two chi-squared tests of associations, discriminant analysis and logit regression were used for analyses. The study found that about 63% of participants were happy with the performance appraisal system used by the company, whereas about 37% of participants held a negative perception. The results confirmed that the perception of employees about the performance appraisal system used at Transnet Engineering was affected by the perception of employees on fairness, and the assessment of performance of employees based on key performance indicators. Findings obtained from the study are quite relevant and valuable to all other South African state owned enterprises.
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Croucher, Richard, and Lilian Miles. "Corporate Governance and Employees in South Africa." Journal of Corporate Law Studies 10, no. 2 (2010): 367–89. http://dx.doi.org/10.5235/147359710793129435.
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Igbaria, Magid, Guy Meredith, and Derek C. Smith. "Career orientations of information systems employees in South Africa." Journal of Strategic Information Systems 4, no. 4 (1995): 319–40. http://dx.doi.org/10.1016/0963-8687(95)80002-8.
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Smit, P. J., G. VandenBerg, and M. Surmon. "Work profiles of open surface mine employees in South Africa." International Congress Series 1280 (June 2005): 397–402. http://dx.doi.org/10.1016/j.ics.2005.03.066.
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Angumuthoo, Maryanne, Derek Lotter, and Shakti Wood. "Public Interest in Mergers: South Africa." Antitrust Bulletin 65, no. 2 (2020): 312–32. http://dx.doi.org/10.1177/0003603x20912882.
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In the pursuit of national policy objectives aimed at social and economic welfare for all South Africans, South African competition authorities have to use competition policy to achieve industrial policy goals through the implementation of public interest provisions in the Competition Act No. 89 of 1998. The recent amendments to the legislation further bolster these broader policy objectives. This issue of the Antitrust Bulletin examines the history, development, and impact of public interest considerations in merger proceedings through an analysis of seminal cases and key legislative reforms. Public interest considerations constitute a significant component to the merger review process and may involve interests represented by the competition authorities, government and employees, trade unions, and other affected third parties.
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Smulders, Sharon, Madeleine Stiglingh, Riel Franzsen, and Lizelle Fletcher. "Determinants of internal ta compliance costs: Evidence from South Africa." Journal of Economic and Financial Sciences 9, no. 3 (2016): 714–29. http://dx.doi.org/10.4102/jef.v9i3.67.
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Being tax compliant generates costs and these costs affect small business tax compliance behaviour and contribution. This study uses multiple regression analyses to investigate the key drivers of small business’s internal tax compliance costs (hours spent internally on tax compliance activities). This will assist Revenue Services in understanding what factors (determinants) could increase a small business’s internal tax compliance costs and might assist in managing tax compliance behaviour and contribution. The results expose the significant determinants per tax type, enabling a comparison to be made across the different tax types. Overall, turnover is the variable that had the most significant influence on internal tax compliance costs (time) (as opposed to the number of employees, which had a significant effect only on the internal time spent on employees’ tax). The analysis confirmed that there is a higher proportional burden for smaller businesses in respect of internal income tax and employees’ compliance activities.
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Browning, Vicky, and Fiona Edgar. "Reactions to HRM: An Employee Perspective from South Africa and New Zealand." Journal of Management & Organization 10, no. 2 (2004): 1–13. http://dx.doi.org/10.1017/s1833367200004478.
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ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.
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Browning, Vicky, and Fiona Edgar. "Reactions to HRM: An Employee Perspective from South Africa and New Zealand." Journal of the Australian and New Zealand Academy of Management 10, no. 2 (2004): 1–13. http://dx.doi.org/10.5172/jmo.2004.10.2.1.
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ABSTRACTThe aim of this paper is to provide a representation of the employee viewpoint on emerging issues related to HRM practices associated with the ‘new employment relationship’. Data obtained from employees across two studies in two very different countries – South Africa and New Zealand has been used to represent the employee perspective. Interestingly, a number of shared perceptions about these HRM practices are found to exist between employees from South Africa and New Zealand, suggesting the problems employees currently experience with the HR practices in the workplace that aim to promote this new relationship could be more widely shared.The areas of shared concern highlighted by employees were mainly related to the implementation of HRM practices. For example, insufficient line management commitment, unfairness and inconsistency in the application of HR policies were all issues that were commonly raised, as was poor communication. Employees attributed these problems to the inadequate skills of those responsible for the implementation of HRM, and tended to be of the view that they could effectively be resolved through the HR department playing a more central role in the implementation of HRM in an organisation, training of line managers to carry out their HR responsibilities more effectively and increased consultation with employees.Employees participating in these studies appeared to demonstrate a surprisingly high level of awareness and cognisance in identifying problems with HR practice and more significantly how these problems might be rectified. This would support the importance of accessing the employee perspective in both the implementation and research into HRM in practice. Based on the issues highlighted by the employees, increased co operation between line management, the HR department and employees is suggested to facilitate the effective design and implementation of HRM practice in this era of new employment relations.
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Ezeuduji, Ikechukwu O., and Thandokazi Lulu Mbane. "Employee Retention Factors: The Case of Hotels in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1 (2017): 6. http://dx.doi.org/10.22610/jebs.v9i1.1553.
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High turnover of employees in the hotel sector has been widely reported in academic papers. This high turnover has associated costs, such as financial costs, inconsistency in delivering service quality, and probable loss of customer loyalty. This empirical study investigates hotel employees’ responses to statements that relate to work conditions that support employee retention. Selected three, four and five star hotels in Cape Town, South Africa participated in this study. A structured respondent-completed questionnaire was used to collect data that were subjected to descriptive, bivariate and multivariate analyses. Result highlights suggest that hotel employees, dominated by the female population, are mostly not so desperate to leave their employment soon, however not many of them have worked in the hotel for more than five years. There are positive inter-correlations among ‘employee retention’ factor and other factors that relate to work conditions that support employee retention (compensation, employee development, work engagement, work relations, and working hours). Results also show that ‘strict supervision’, ‘long working hours’ and ‘perceived unfair salary’ are the top major concerns for hotel employees. These findings will enable hotel employers address employee concerns in order to curb the high employee turnover costs. Possible comparative research in other nations and continents will help establish cultural similarities and differences among nations or continents.
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Joubert, Pierre, Dolly Madau, and Bennie Grobler. "Employee retention and talent management at a sugar mill in South Africa." Problems and Perspectives in Management 15, no. 3 (2017): 306–15. http://dx.doi.org/10.21511/ppm.15(3-1).2017.14.
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Talent shortage due to failure by organizations to retain staff with the necessary expertise is becoming a reality and it is important that this challenge is addressed expeditiously. This article focuses on the relationship between employee retention and talent management at a sugar mill with a view to ascertaining whether or not the organization is possibly the reason for employees to leave. The study involved investigating and highlighting the need and importance of talent management, including the attraction and retention of staff with necessary skills. The study touched on the importance of competitive incentives and rewards in the attraction and retention of employees. A survey was conducted among 137 employees. Data were analyzed by means of descriptive and inferential (correlations and regressions) statistics. The interpreted results indicated that staff satisfaction leads to high productivity and plays a significant role in the retention of staff. The results further indicated that management strategies are not being used to the extent that they should be in the retention of talent, whilst most respondents felt that fringe benefits that used to be offered by the organization had a positive influence on staff satisfaction and on the retention of talented employees. The study revealed a commonly held perception by the non-designated group that people from designated groups use the provisions of the Employment Equity Act to find better opportunities with other organizations.
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Jenni, Gobind, and I. Ukpere Wilfred. "Labour pains: Lessons from South Africa for women employees and their employers." African Journal of Business Management 6, no. 46 (2012): 11549–57. http://dx.doi.org/10.5897/ajbm12.1389.
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Rothberg, Alan, and Karen Van Huyssteen. "Employees' perceptions of the Aid-for-AIDS disease-management programme, South Africa." African Journal of AIDS Research 7, no. 3 (2008): 335–39. http://dx.doi.org/10.2989/ajar.2008.7.3.10.657.
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FATOKI, Olawale. "ENVIRONMENTALLY SPECIFIC SERVANT LEADERSHIP AND EMPLOYEES’ PROENVIRONMENTAL BEHAVIOUR IN HOSPITALITY FIRMS IN SOUTH AFRICA." GeoJournal of Tourism and Geosites 37, no. 3 (2021): 943–50. http://dx.doi.org/10.30892/gtg.37328-730.
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Leaders can influence the prosocial behaviour of employees through their behaviour and action. The study investigated the effect of environmentally specific servant leadership (ESSL) on employees’ voluntary pro-environmental behaviour (PEB) in hospitality firms. In addition, the study examined the mediating role of harmonious environmental passion (HEP) in the relationship between ESSL and PEB. The study adopted the quantitative research design and the cross-sectional survey method was adopted for data collection. The Partial Least Square Structural Equation Modelling (PLS SEM) with Smart-PLS 3.2.8 software was used for data analysis. The results indicated a significant positive relationship between ESSL and employees’ PEB. The mediating effect of HEP is significant. Theoretical, empirical and managerial implications are discussed.
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Chinomona, Elizabeth. "Examining the Impact of Antecedents of Firm Performance on Companies in South Africa." Journal of Economics and Behavioral Studies 10, no. 6A (2019): 30–42. http://dx.doi.org/10.22610/jebs.v10i6a.2649.
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The aim of this study is to establish the impact of social media, information sharing and knowledge sharing on firm performance among companies in South Africa, Gauteng province in particular. In as much as the issue of social media communication has received great benefits and growth within organisations, little has been researched about the impact of social media on job performance, knowledge sharing and information sharing among companies in the Gauteng province, South Africa. Social Identity Theory (SIT) has been used to explain the associations in the model. Questionnaires were distributed to both management staff and lower level employees in the companies in Gauteng province of South Africa. This study used a quantitative research methodology using Smart PLS software. This software was employed to test the relationships among the four hypotheses. The results showed that there is a positive and significant relationship among the four proposed hypotheses. Basing on the findings of this research, recommendations were made to both the top-level employees and lower level employees in the companies in South Africa. This study is expected to have real-world and academic implications to policymakers for the companies in South Africa. On top of this, the study will provide new insights and added first-hand knowledge to the existing body of literature which is meagre in South African companies.
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Ezeuduji, Ikechukwu O., and Thandokazi Lulu Mbane. "Employee Retention Factors: The Case of Hotels in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1(J) (2017): 6–16. http://dx.doi.org/10.22610/jebs.v9i1(j).1553.
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High turnover of employees in the hotel sector has been widely reported in academic papers. This high turnover has associated costs, such as financial costs, inconsistency in delivering service quality, and probable loss of customer loyalty. This empirical study investigates hotel employees’ responses to statements that relate to work conditions that support employee retention. Selected three, four and five star hotels in Cape Town, South Africa participated in this study. A structured respondent-completed questionnaire was used to collect data that were subjected to descriptive, bivariate and multivariate analyses. Result highlights suggest that hotel employees, dominated by the female population, are mostly not so desperate to leave their employment soon, however not many of them have worked in the hotel for more than five years. There are positive inter-correlations among ‘employee retention’ factor and other factors that relate to work conditions that support employee retention (compensation, employee development, work engagement, work relations, and working hours). Results also show that ‘strict supervision’, ‘long working hours’ and ‘perceived unfair salary’ are the top major concerns for hotel employees. These findings will enable hotel employers address employee concerns in order to curb the high employee turnover costs. Possible comparative research in other nations and continents will help establish cultural similarities and differences among nations or continents.
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Botes, Anri. "The History of Labour Hire in Namibia: A Lesson for South Africa." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 16, no. 1 (2017): 505. http://dx.doi.org/10.17159/1727-3781/2013/v16i1a2320.
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Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1)(j) of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current strides in Namibia cannot be ignored.
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Nasser, M. E. "Perceptions of free enterprise and business: An examination of the status quo in South Africa." South African Journal of Business Management 16, no. 1 (1985): 1–6. http://dx.doi.org/10.4102/sajbm.v16i1.1063.
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Management has always contended that corporate employees have a very limited knowledge regarding the free enterprise and hence business system. The consequences of such a lack of understanding have always been apparent - worker dissatisfactions, labour unrest, conflict, and decreased productivity. This study is the first attempt to quantify the exact extent of this non-understanding among corporate employees in South Africa. This study has examined scientifically, via very extensive field work in 78 medium to large organizations situated in the PWV, western- and eastern Cape, and Natal regions, the perceptions of some 3 723 employees regarding business in South Africa. The analysis which covers six major categories of business comprehension, separated by education, position in the hierarchy, years of service, income level, sector, and race, provides very worrying evidence of the depth of the problem. The concomitant impacts accompanying the problem are also sketched so that management might better understand the nature and extent of the problems facing business in South Africa.
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Evelyn Chiloane-Tsoka, Germinah, and Bheki Tshabangu. "An investigation of entrepreneurial skills for contingent employees in small retail businesses as job security determinants." Problems and Perspectives in Management 14, no. 3 (2016): 642–49. http://dx.doi.org/10.21511/ppm.14(3-3).2016.07.
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SMEs provide employment to approximately 61 per cent of households in South Africa (SA). Though, entrepreneurial activity rate (TEA) still poses a great concern, at 5.9% which is far below that of the BRICS (Brazil, Russia, India, China). Contingent employees in small retail businesses continue to face job insecurity as a result of poor working conditions and un-unionized. This study aims to explore whether contingent employees have entrepreneurial skills for self-employability as an opportunity to offset job insecurity in Roodepoort, SA. Likewise, the study used a quantitative approach and sampled 129 contingent employees from 60 small retail businesses in Roodepoort. Findings revealed that there is a significant relationship between entrepreneurial skills, job insecurity and contingent employees regarding job insecurity. Keywords: contingent employees, SME, job insecurity, unions, entrepreneurial skills, Roodepoort and South Africa. JEL Classification: J46, L26
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Wiesner, R., L. P. Vermeulen, and C. R. Littler. "Survivor syndrome: Effects on middle managers in South Africa." South African Journal of Economic and Management Sciences 2, no. 3 (1999): 390–406. http://dx.doi.org/10.4102/sajems.v2i3.2587.
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The impact of organisational downsizing on employees who remain has been the subject of intense research, particularly in the USA. The issue of so-called survivor syndrome is critically important in relation to productivity growth and the success of restructuring. However, current conceptualisation has been based largely on American research. There has been little data on downsizing in the South African context. The purpose of this article is to discuss the extent of survivor syndrome in organisations that have restructured and downsized in South Africa. We ask the questions: does downsizing inevitably result in high levels of survivor syndrome; which factors intensify and modify survivor syndrome; and is there a restructuring cycle? The database constitutes 421 South African organisations.
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Van der Walt, R. "Sharing business information with employees." South African Journal of Economic and Management Sciences 6, no. 3 (2003): 542–61. http://dx.doi.org/10.4102/sajems.v6i3.3305.
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The adoption of legislation such as the Labour Relations Act No 66 of 1995 and the Promotion of Access to Information Act No 2 of 2000 has brought about radical change in the process of disclosure of information in South African organisations. The article reviews developments in respect of information disclosure in South Africa and other countries and discusses the effects of the LRA in regard to disclosure of information to trade unions and workplace forums. It then describes a study conducted by the author and discusses the findings. It concludes with pointing out certain shortcomings in the disclosure process and urges managements and the trade unions to work together to improve this important tool for achieving success in organisations and enhancing industrial democracy.
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Steyn, Renier, and Leon Jackson. "Gender-based discrimination in South Africa: A quantitative analysis of fairness of remuneration." South African Journal of Economic and Management Sciences 18, no. 2 (2015): 190–205. http://dx.doi.org/10.4102/sajems.v18i2.761.
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Equity is important to most individuals and its perceived absence may impact negatively on individual and organisational performance. The concept of equity presupposes fair treatment, while discrimination implies unfair treatment. The perceptions of discrimination, or being treated unfairly, may result from psycho-social processes, or from data that justifies discrimination and is quantifiable. Objectives: To assess whether differences in post grading and remuneration for males and females are based on gender, rather than on quantifiable variables that could justify these differences. Method: Biographical information was gathered from 1740 employees representing 29 organisations. The data collected included self-reported post grading (dependent variable) and 14 independent variables, which may predict the employees’ post gradings. The independent variables related primarily to education, tenure and family responsibility. Results: Males reported higher post gradings and higher salaries than those of females, but the difference was not statistically significant and the practical significance of this difference was slight. Qualification types, job specific training, and membership of professional bodies did not affect post grading along gender lines. The ways in which work experience was measured had no influence on post grading or salary for either males or females. Furthermore, family responsibility, union membership and the type of work the employees performed did not influence the employees’ post grading. The only difference found concerned the unfair treatment of males, particularly those who were well-qualified. Conclusions: Objective evidence of unfair gender-based discrimination affecting post grading and salary is scarce, and the few differences that do occur have little statistical and practical significance. Perceptions of being discriminated against may therefore more often be seen as the result of psycho-social processes and are not necessarily the result of justifiable differences in education, tenure and family responsibility.
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Visagie, J. C., H. M. Linde, and S. Garson. "Automation and Mechanics: How it Affects Employee Perceptions and Relationships at Work." Journal of Social Sciences Research, no. 62 (February 15, 2020): 185–99. http://dx.doi.org/10.32861/jssr.62.185.199.
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Automation, and new technologies, have become well-known terms over the last few decades but with this new "fame" a few negative aspects as well. Automation has always carried a particular shadow of fear wherever it went. This fear includes the anxiety of replacement, the fear of unemployment, the fear of conflict between employees and employers and the fear of losing valuable relationships at work if it were to be implemented. In South Africa, seeing as though South Africa is still a developing country, employees have not yet experienced the full impact of automation as in developed countries such as America, China and England. Automation has only been implemented on a small scale in some companies. Nevertheless, these small scale implementations still caused a negative ripple throughout the business sector of the country. Employees perceived automation as being a problem that will only lead to an employee being replaced or losing his or her work. The phenomenological study was done using qualitative research by interviewing low-level employees and their managers/employers. The interviews focused on how employees perceived the various factors of automation. The primary objective of this study was to identify the perceptions that employees had of automation and how they feel automation will affect their world of work. The researcher examined various ways that automation influenced the labour market regarding employees, especially low skilled workers. The results of the study showed that even though automation is still relatively new in South Africa, employees always feared its presence.
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Khale, Solomon. "Assessment of the quality of municipal services in the city of Tshwane, South Africa." Corporate Ownership and Control 13, no. 1 (2015): 678–95. http://dx.doi.org/10.22495/cocv13i1c6p6.
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The purpose of the study was to identify and quantify differential factors that undermine the quality of municipal services that are provided to residents of the City of Tshwane. Data was collected from a stratified random sample of size 1, 012 residents of the City of Tshwane. Stratification was done by geographical zone. Data was collected from respondents by using a structured, pre-tested and validated questionnaire of study consisting of 22 indicators of service quality. The questionnaire of study consisted of 5 dimensions of expectation and perception (reliability, assurance, tangibles, empathy and responsiveness). Each of the 1, 012 respondents in the study had to provide answers to 22 questions related to expectations plus 22 questions related to perceptions. As such, each of the 1, 012 respondents had to provide answers to 44 questions (22 questions on expectation + 22 questions on perception). Measurements of expectations and perceptions were done by using a 5-point ordinal scale. Face validity was used for ensuring validity. The Cronbach Alpha test was used for ensuring reliability and internal consistency. The expected and perceived quality of emergency services provided to the general public by employees of the City of Tshwane was analyzed by using SERVQUAL analysis. This was done by estimating gap scores (the average difference between expected and perceived scores). The study found that 84.37% of respondents who took part in the study were satisfied with the overall quality of municipal services that were provided to them by the City of Tshwane. Only 15.63% of respondents were not satisfied with the overall quality of services provided to them. The study showed that most of the respondents had a positive perception on the quality of routine municipal services such as water and lights and waste removal by employees of the City of Tshwane. The study found that as many as 87.13% of respondents had a positive perception about the degree of commitment shown to them by employees of the City of Tshwane. Based on results obtained from SERVQUAL analysis, 20 of the 22 gap scores were found to be significant at the 5% level of significance. There were only 2 items (out of a total of 22 items) that did not produce significant gap scores. These 2 items were items 2 and 3 of the dimension on responsiveness. Item 2 of the dimension on responsiveness was an assessment on the degree of suitability of the equipment used by municipal employees for carrying out routine services. Item 3 of the dimension on responsiveness was an assessment on the degree of physical fitness of employees of the City of Tshwane for carrying out routine municipal services effectively. With the expectation of the 2 gap scores corresponding to these 2 items, all other gap scores (20 out of 22) were statistically significant at the 5% level of significance. Based on results obtained from factor analysis, the perception and expectation of respondents on the quality of municipal services that were provided to them were significantly influenced by 4 key predictors of perception. These 4 predictor variables were the degree of motivation of employees of the City of Tshwane at work, the ability of employees of the City of Tshwane to treat all customers with respect, the ability of employees of the City of Tshwane to provide adequate answers promptly to queries raised by customers, and the degree to which employees of the City of Tshwane were skilled on technical issues, in a decreasing order of strength. Similar results were obtained from logit analysis. The results showed that the perception and expectation of respondents were influenced by similar variables of study.
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Mafini, Chengedzai. "Factors influencing job satisfaction among public sector employees: an empirical exploration." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 1 (2019): 116–35. http://dx.doi.org/10.25159/2520-3223/5903.
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Performance problems in public sector organisations in South Africa may be partially attributed to employee-related factors, including low job satisfaction levels. This study set out to examine factors influencing the job satisfaction of employees in a South African public sector organisation. A two-section survey questionnaire was administered to 246 government employees based in the Gauteng province of South Africa. The data were analysed using descriptive statistics of the sample and factor analysis to establish the factors that contributed to the job satisfaction of public sector employees. Reliabilities were measured with the aid of Cronbach’s alpha. Five underlying factors that contributed to job satisfaction, namely working conditions, ability utilisation, teamwork, creativity and autonomy were identified. Among these factors, teamwork emerged as the highest contributor to respondents’ job satisfaction. The findings suggest that to enhance employee job satisfaction levels, managers in public organisations should pay particular attention to each of the five factors identified in this study. This could be a solution to improving employee relations as well as meeting the performance challenges that currently face public organisations in South Africa.
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Diedericks, Leana. "The Employment Status of Magistrates in South Africa and the Concept of Judicial Independence." Potchefstroom Electronic Law Journal 20 (November 8, 2017): 1–32. http://dx.doi.org/10.17159/10.17159/1727-3781/2017/v20i0a1475.
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Protection in terms of labour law is primarily only available to persons with status as employees. In South Africa the courts have over the years developed different tests to establish who is an employee and therefore entitled to protection afforded by labour law. These tests have been incorporated into legislation. The Labour Relations Act 66 of 1995 provides for a definition and presumption of who is an employee. The Act further excludes certain categories of persons from its application and ambit. Although magistrates have not expressly been excluded from the application of the Act, it has been held that they are not employees, because such a categorisation would infringe upon the principle of judicial independence as guaranteed by the Constitution of the Repubblic of South Africa, 1996.
 The purpose of this paper is to evaluate whether magistrates could be categorised as employees in terms of the traditional tests of employment and still be able to maintain judicial independence as required by the South African Constitution.
 
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Tshilongamulenzhe, Maelekanyo Christopher, and Ndayiziveyi Takawira. "Examining the gender influence on employees’ work engagement within a South African University." Risk Governance and Control: Financial Markets and Institutions 5, no. 2 (2015): 110–19. http://dx.doi.org/10.22495/rgcv5i2c1art5.
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Organisations should prioritize and promote employees’ work engagement if they are to effectively realise their goals and objectives. This study seeks to examine the influence of gender on employees’ levels of work engagement within a South African university. A quantitative non-experimental cross-sectional survey design was used to collect data from 154 university employees who were purposefully selected to participate in this study. Data were analysed using SPSS software (version 23.0) and the findings show no statistically significant gender differences amongst employees with regard to their levels of work engagement. The findings provide scope for further research in South Africa which should examine ethnic and cultural connotations related to gender and further investigate how these influence employees’ work engagement.
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Marule, Thabang E., Willem J. S. Schurink, and Wilfred I. Ukpere. "Exploring the Work-Life Experiences of Temporary Employment Service Employees in South Africa." Journal of Reviews on Global Economics 8 (December 24, 2019): 1157–69. http://dx.doi.org/10.6000/1929-7092.2019.08.100.
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Jaisinghani, Dinesh. "Employees' compensation and profit persistence in emerging markets: empirical evidence from South Africa." African J. of Economic and Sustainable Development 6, no. 4 (2017): 225. http://dx.doi.org/10.1504/ajesd.2017.094858.
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Jaisinghani, Dinesh. "Employees' compensation and profit persistence in emerging markets: empirical evidence from South Africa." African J. of Economic and Sustainable Development 6, no. 4 (2017): 225. http://dx.doi.org/10.1504/ajesd.2017.10016175.
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Dorasamy, Nirmala, and Soma Pillay. "Advocating Service Learning for Developing Citizenship in University Students in South Africa." Industry and Higher Education 24, no. 4 (2010): 287–96. http://dx.doi.org/10.5367/000000010792609736.
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An effective and efficient public sector is largely dependent on employees who accept the responsibility for providing high-quality public services. It can be argued that public management students, as future employees in the public sector, need to be educated for responsible citizenship. Higher education institutions in South Africa are expected to promote social and economic development, and service learning can serve as a catalyst for developing responsible citizenship among public management students. This article investigates how service learning, as an experiential form of learning which has its roots in community service, meets community needs, enhances teaching and learning and contributes towards responsible citizenship. The extent to which service learning in public management as a discipline has been adopted by universities of technology in South Africa is also explored. It is argued that while public management students are expected to engage in experiential learning in the public sector, community-based learning should be included as a compulsory component of experiential learning. The authors suggest that service learning can make a significant contribution to socially responsible citizenship, an important value underpinning any public servant.
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Viljoen, J. "Corporate culture: The perceptions of personnel managers in South Africa." South African Journal of Business Management 18, no. 4 (1987): 235–42. http://dx.doi.org/10.4102/sajbm.v18i4.1023.
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In this paper some core dimensions along which corporate culture can be analysed are identified. It is argued that, for large scale studies of corporate culture, personnel managers are the most appropriate sampling base. Using a mailed questionnaire a sample of 199 South African companies was surveyed in order to isolate their cultural attributes as perceived by the personnel manager. The research findings revealed: (i) a strong association between strategic management style and perceived culture strength; (ii) greater perceived performance potential and better labour relations amongst strong culture companies, and (iii) significant differences in perceived culture strength between managerial and non-managerial employees. The implications of these findings are discussed.
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Garg, Ajay K., and Jan van der Rijst. "The benefits and pitfalls of employees working from home: Study of a private company in South Africa." Corporate Board role duties and composition 11, no. 2 (2015): 36–49. http://dx.doi.org/10.22495/cbv11i2art3.
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Working from home is a worldwide trend and effect companies in various ways. This study focussed on South African circumstances and examined the cost saving implications for a private company and their employees if they would be able and allowed to work from home. Further, relationships between structural and relational factors with experience with virtual work were studied. Based on the data collected from 48 respondents, study found that majority of the employees were willing to work from home and the savings to company was estimated at R1 058.25 per month on rental, electricity, levy, rates, sewer and water expenses, while employees could save an average of R8 822.06 per month if they do not travel to work. On the other hand employees will spend only R347 per employee if they work from home. Relationship between structural factors and relational factors with perceived virtual work experience was found positive. Professional isolation and job performance was found highly negatively correlated.
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Khale, Solomon, and Zeleke Worku. "Benefits of good corporate governance principles: A study of the city of Tshwane, South Africa." Corporate Ownership and Control 13, no. 1 (2015): 961–78. http://dx.doi.org/10.22495/cocv13i1c9p1.
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Annual reports issued by the City of Tshwane (2015) for the financial years 2010 to 2014 show that the City of Tshwane has received qualified audit reports from the South African Auditor General (2015). The two key causes of underperformance were lack of adherence to norms and standards that are applicable to municipal service delivery and lack of adherence to the fundamental principles of good corporate governance (King, 2009). A study was conducted in the City of Tshwane, South Africa in order to assess and evaluate the degree of adherence to good corporate governance principles stipulated by Mervin King (King, 2009) in the form of the King III report. Data was collected from a stratified random sample of size 1, 012 residents of the City of Tshwane. Stratification was done by geographical zone. Data was collected from respondents by using a structured, pre-tested and validated questionnaire of study consisting of 22 indicators of service quality. The study found that 84.37% of respondents who took part in the study were satisfied with the overall quality of municipal services that were provided to them by the City of Tshwane. Only 15.63% of respondents were not satisfied with the overall quality of services provided to them. The study showed that most of the respondents had a positive perception on the quality of routine municipal services such as water and lights and waste removal by employees of the City of Tshwane. The study showed that the degree of satisfaction of residents, ratepayers and stakeholders with the quality of municipal services that were provided to them was significantly influenced by the degree of motivation of employees of the City of Tshwane at work, the ability of employees of the City of Tshwane to treat all customers with respect, the ability of employees of the City of Tshwane to provide adequate answers promptly to queries raised by customers, and the degree to which employees of the City of Tshwane were skilled on technical issues, in a decreasing order of strength.
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Doman, Sanet, and Gerhard Nienaber. "Tax Education: Current Views And Preferences Of South African Employers." International Business & Economics Research Journal (IBER) 11, no. 8 (2012): 951. http://dx.doi.org/10.19030/iber.v11i8.7172.
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Various reasons caused the demand for tax practitioners to increase, creating a need for specialised tax education and training. Since the tax profession is not currently regulated in South Africa, educators receive little input from employers on their expectations regarding formal tax qualifications. This causes uncertainty as to whether or not employers are satisfied with tax education in South Africa. This article reports on the current and preferred composition of tax departments, considering South African employees qualifications. The article also highlights employers current views and preferences regarding theoretical knowledge and practical skills included in these qualifications. Any agreements between the employees current views and preferences are indicated. Data was gathered by using questionnaires and the population on which it was tested comprised partners of the tax departments of certain financial consulting firms. The results show that there is not a fundamental difference between the current and preferred composition of tax departments. There is also evidence that employers preferences regarding theoretical knowledge and practical skills differ from their current views. It is therefore recommended that tax education in South Africa is regulated to ensure that employers can provide input on the curricula included in tax qualifications.
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Ngele, Thulane, and Marteen Erasmus. "The adequacy of the current social plan to address retrenchment challenges in South Africa." SA Journal of Human Resource Management 6, no. 1 (2008): 29–36. http://dx.doi.org/10.4102/sajhrm.v6i1.133.
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The purpose of the Social Plan Guidelines is to manage large-scale retrenchments and ameliorate their effects on employees. In this study a comprehensive literature review and two case studies were conducted to review the theoretical and practical application of the Social Plan. The research findings identified various challenges that inhibit the effective management of retrenchments. These challenges were analysed and interpreted and a new model to effectively manage retrenchments was developed. The new model is centred on a company’s business plan; the concept is a participative performance-driven governance approach between management and employees focusing on business results. The new model suggests that the employment relations management and corporate social investment of an organisation be utilised as vehicles to manage retrenchments effectively.
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Zhou, Helper, and Victor Gumbo. "Rural-Urban Comparison of Manufacturing SMMEs Performance in KwaZulu Natal Province, South Africa." African Journal of Development Studies (formerly AFFRIKA Journal of Politics, Economics and Society) 11, no. 1 (2021): 7–31. http://dx.doi.org/10.31920/2634-3649/2021/v11n1a1.
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The paper investigated the role of location on the performance attributes of manufacturing Small, Micro and Medium Enterprises (SMMEs) in South Africa’s second-largest province of KwaZulu Natal (KZN). Panel data from 191 SMMEs covering three years between 2015 and 2017 were analysed using R software. The results utilising the Random Effects Within-Between (REWB) technique show that SMMEs in KZN have related characteristics but the extent to which they influence performance is moderated by location. The findings also indicate that the use of digital media and liability registration negatively affects the performance of urban-based, with no effect on rural-based enterprises. Based on the findings, it was recommended that SMMEs in KZN should focus on productivity, permanent employees, temporary employees and total assets to drive performance despite their locations. Based on this study, the government has an informed basis for the development of effective interventions for SMMEs in the province.
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Kweyama, Fortunate Slindile, Shahida Cassim, Elias Munapo, and Emanuel Mutambara. "Impact of corporate social responsibility on employee engagement: A case of Eskom in South Africa." Corporate Board role duties and composition 11, no. 2 (2015): 80–97. http://dx.doi.org/10.22495/cbv11i2art7.
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The emergence of Corporate Social Responsibility (CSR) as a business management concept in the fifties ushered in a new error in the way business view its various stakeholders. Chief among the stakeholders are the employees by virtue of being the brains behind the organization. This study assesses the impact of CSR programmes on Employee Engagement (EE) in the South African State Owned Power Company, Eskom. In particular, the study interrogates the impact of the three CSR dimensions of awareness, involvement and environmental awareness vis-a-vis the two dimensions of EE, namely, Job Engagement (JE) and Organizational Engagement (OE). A total of 380 Eskom employees were used as participants. The major findings were that organizational leaders are eager to implement CSR strategies. The study further revealed realistic and practical practises to broaden understanding of the current status of the organization, understanding EE and understanding the role CSR could play as a potential Human Resources (HR) tool to engage employees for Eskom and other organizations in general. The study concludes by recommending further research across industries to address the relationship between CSR initiatives and EE.
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Pillay, Dechlan, Karl Hofmeyr, and Albert Wöcke. "Mission attachment and job embeddedness in the trade union sector of South Africa." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 1 (2019): 31–52. http://dx.doi.org/10.25159/2520-3223/5899.
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The job embeddedness construct is a totality of forces that act as a web of attachments to mitigate employee turnover. This view has gained support from research by Holtom, Mitchell and Lee (2006) but further research is needed to expand our understanding of the concept. In this article the applicability of mission attachment as a fourth dimension of job embeddedness is tested, thereby adding to our understanding of the construct.Data from 134 (trade union) and 30 (comparison group) respondents were analysed quantitatively and it was found that within a social organisation such as a trade union there is a strong, consistent and positive ranking between mission awareness and organisational job embeddedness. The results also show that the different dimensions of mission attachment had a significant impact on employees in the trade union sample. An additional finding was that employees in the trade union sector who are highly attached to the mission of the organisation tend to be those who have been employed in that sector for a relatively short period and that mission attachment declines over time.
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Manona, W. W. "An Empirical Assessment of the Implications of the Merger at Walter Sisulu University, South Africa." Africa’s Public Service Delivery and Performance Review 3, no. 4 (2015): 117. http://dx.doi.org/10.4102/apsdpr.v3i4.100.
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This study investigated the implications of merger on the morale of staff at Walter Sisulu University (WSU), which is a new comprehensive university established in terms of the HigherEducation Act (101 of 1997), as amended. This study is undertaken because from the literature survey, scholars have not interrogated the implications of merger on the morale of those affected in those established comprehensive universities post amalgamation. This study employed a quantitative descriptive research approach, using statistical procedures. The target population was ninety academic and ninety non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. Participants were purposefully selected from the four campuses. Questionnaires were administered to ninety academics and ninety non-academic staff personnel. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. The merger of historically disadvantaged two technikons and a university within the rural South African setting presents a complex historical heritage.The three institutions that merged to form WSU are not only historically disadvantaged, but also have vast distances among them. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, terminated their service long before the merger even took place. Conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. The study advances suggestions and recommendations to alleviate the situation.
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Ngwenya, Sam, and Mahlomolo Khumalo. "CEO compensation and performance of state owned enterprises in South Africa." Corporate Ownership and Control 10, no. 1 (2012): 97–109. http://dx.doi.org/10.22495/cocv10i1art9.
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The study investigates the relationship between CEO compensation and performance of State Owned Enterprises (SOEs) in South Africa, using data for the period 2009 to 2011. The results indicated that there exist no positive relationship between CEO compensation and SOEs performance as measured by return on assets. The results also indicated a positive relationship between CEO compensation (base salary) and the size of SOEs as measured by total revenue and number of employees. The results suggest that board members of SOEs in South Africa should hold CEOs accountable for the performance of SOEs, and should not pay huge salaries and bonuses to non performing CEOs.
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Ntsanyu Nana, Constantine. "Sexual Harassment in the Workplace in South Africa: The Unlimited Vicarious Liability of Employers?" Journal of African Law 52, no. 2 (2008): 245–67. http://dx.doi.org/10.1017/s0021855308000119.
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AbstractThe South African Supreme Court of Appeal and Constitutional Court have ruled that the employer is vicariously liable for sexual violence perpetrated by his employee on a co-employee or on a third party in the workplace or in what can be considered as an extension of the workplace. This is similar to the current position in the United Kingdom. This article questions the rationale of holding employers vicariously liable for intentional acts of employees such as sexual harassment. In a bid to justify their position, these courts have adopted a sort of vicarious liability with no outer limit that is both needless and tortuous. This article submits that the law imposes a duty on employers to protect their employees and that this unwarranted development of vicarious liability could be avoided if due regard is given to the prescribed direct (and strict) liability of the employer.
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Keyser, Elsabé, Samson Adeoluwa Adewumi, and Rochelle Fourie. "Environmental Factors and Affective Well-Being Influence on Mine Workers Absenteeism in South Africa." European Journal of Interdisciplinary Studies 5, no. 3 (2019): 51. http://dx.doi.org/10.26417/ejis.v5i3.p51-60.
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Human resources remain the most important and valuable assets of every organisation. In effect, the strategic monitoring and management of related environmental factors and employees’ affective well-being for continued presence at work are becoming increasingly fundamental. The mining industry is characterised with different environmental factors and affective well-being puzzle that may likely affect employees’ turnaround time at work. While available studies have largely investigated how environmental factors predict employee’s well-being, what is unclear is how environmental factors and affective well-being determines employee’s absenteeism from work. Using a quantitative study, this study examines how environmental factors and affective well-being influence workers absenteeism in South African mine industry. A total of 280 mineworkers were randomly selected using a descriptive survey of the probability sampling technique. The retrieved data were analysed using both the simple and multivariate regression analysis. The findings revealed that both environmental factors and affective well-being do not predict mine workers absenteeism, although environmental factors show more variation in employee’s absenteeism than affective well-being. Similarly, the different environmental factors including exposure to noise, dust, vibration, temperature and heavy lifting do not show any evidence to have predicted mine workers turnaround time at work, except hazardous materials. The study concludes that mitigating the consequence provoked by hazardous materials on mine workers will significantly increase employees’ presence at work. Thus, the study makes a case for the revitalisation of the South African mining industry, especially in the area of setting out modalities for the control of strenuous environmental factors, particularly hazardous materials in the workplace.
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Surty, Sumayya, and Caren Brenda Scheepers. "Moderating effect of environmental dynamism on leadership practices and employees’ response to change in South Africa." Management Research Review 43, no. 7 (2020): 787–810. http://dx.doi.org/10.1108/mrr-03-2019-0094.
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Purpose The environment has become increasingly dynamic, characterised by hyper turbulence and high-velocity. While research has confirmed the influence of leadership on the effectiveness of change, the author knows less about how increased environmental dynamism influences the relationship. This study aims to investigate how this relationship is impacted under highly uncertain and dynamic external conditions. Design/methodology/approach To investigate the moderating effect of environmental dynamism on leadership practices and employees’ response to change, 1,536 employees’ survey responses were analysed from various organisations in South Africa. Moderator regression models were used to examine relationships. Findings Environmental dynamism has a slight significant strengthening effect on the relationship between leadership practices and response to change, with regard to commitment to the change; efficacy, that is, the belief in whether the change will lead to the efficacy of the organisation; and valence or attractiveness of the change. However, no significant positive moderator effect on the impact of leadership practices on active support for change. Tenure as control variable also did not have a significant influence on the model. Practical implications Organisations must take note that under dynamic conditions: employees’ belief about the efficacy of change is influenced by leadership practices, but not the active support for the change. Leadership must, thus, check whether employees’ positive responses are indeed going over in action to implement change. Originality/value This study contributes an important moderator effect: the more dynamic the environment, the greater the impact leadership practices have on employee response to change.
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Agabu Phiri, Maxwell, and Sifiso Mkhize. "Employees’ Perceptions of Customer Service at Telephone Communications (Telkom) Call Centres in South Africa." Journal of Communication 8, no. 1 (2017): 1–15. http://dx.doi.org/10.1080/0976691x.2017.1305682.
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Ngulube, Beatrice. "UNDERGRADUATE ECONOMICS CURRICULUM AND EMPLOYABILITY SKILLS IN SOUTH AFRICA." Problems of Education in the 21st Century 78, no. 6 (2020): 1000–1013. http://dx.doi.org/10.33225/pec/20.78.1000.
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Graduates with employability skills are considered as assets by employers because they are dynamic and adapt easily to today’s work environment. Thus, higher education globally is under pressure to produce graduates who are employable and able to continue learning and remain employed. This study examined the extent to which the undergraduate economics curriculum in South Africa equips economics graduates with employability skills. This was achieved through a qualitative approach using a content analysis design. Data analysed from advertisements extracted from the Sunday Times for four consecutive years and data from six undergraduate economics study guides indicated that there was a disjuncture between undergraduate economics skills and those required by the industry. The analysed study guides only cover about 29.4 % of the needed skills in the labour market. It is imperative for higher education institutions to produce employable graduates because evidence demonstrates that employers today do not hire employees solely based on academic qualifications. Recommendations are that there should be an alignment between employability skills required in the labour market and those offered by the academic institutions. Curricula and pedagogy should also be adjusted to enhance graduate skills outcomes. Keywords: employability skills, undergraduate curriculum, content analysis
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Cooper-Knock, Sarah-Jane. "BEHIND CLOSED GATES: EVERYDAY POLICING IN DURBAN, SOUTH AFRICA." Africa 86, no. 1 (2016): 98–121. http://dx.doi.org/10.1017/s0001972015000972.
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ABSTRACTStudies of everyday policing in predominantly white areas in South Africa often focus on the spectacle of secured architecture and private policing services, concluding that the growth of the private security industry has created atomized units of residence that are alienated from the state. Such conclusions are important but incomplete: they do not look sufficiently behind closed gates to explore how private security is justified, utilized, supplemented or avoided in daily life. In this article, I explore the everyday policing of theft and robbery in a predominantly white policing sector in Durban. I demonstrate that people have not simply transferred their dependence or allegiance from public to private policing. Instead, their approach to everyday policing straddles these two spheres, perpetually disrupts any simple dichotomy between them, and illustrates how all forms of policing are entangled in the wider inequalities and insecurities of post-apartheid South Africa. In making this argument, I highlight how residents remain reliant on the bureaucratic authority of the state police, are distrustful of their employees who supposedly protect them, and appear far more willing to take matters into their own hands than many interviewees admit or imagine.
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Ngcamu, Bethuel Sibongiseni. "Distorted governance: A case of the municipal unit in South Africa." Corporate Board role duties and composition 9, no. 3 (2013): 32–41. http://dx.doi.org/10.22495/cbv9i3art3.
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Local government community participation units or departments ineffectively and inefficiently operate based on the directive from their political organisations instead of achieving the objectives of the municipality as per the Integrated Development Plan (IDP). This has resulted in the marginalisation of the local communities on their participation in municipal governance which also has been exacerbated by the employment of employees based on political competencies rather than the unit’s core business requirements. On the backdrop of the above, this study aims to reveal municipal operational hindrances that prevent local communities to participate effectively in the eThekwini Municipality governance as permitted by South African local government legislation. This stated background has necessitated the study to adopt a qualitative approach whereby non-standardized interviews were conducted by the researcher to the sample size of 23. The findings of the study were analysed using NVivo software (version 10). The study revealed an extreme percentage (39%) of activities performed by Community Participation and Action Support Unit (CP&AS) which were based on coordinating unclear activities. Whereas, 22% were on capacity development of local communities, 12% on communication with internal and external stakeholders, 8% on monitoring and evaluation, 5% on policies, and 3% on partnership with other departments and spheres of government and elected officials and research respectively. The unbalanced and unclear activities performed by the respondents will assist the municipal decision-makers to understand the core causes of poor service delivery as it lies on the failure of the municipal officials to concentrate on their core business. This study contributes to the decision-makers’ understanding of the implications of using the municipal resources to advance political activities, consequently disadvantaging the alleged indigent local communities. The clearly demarcated roles and responsibilities of municipal employees guided by the core business of the units with clear performance standards and expected output set could eliminate the politics-administration dichotomy.
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Murwirapachena, Genius, and Kin Sibanda. "Exploring The Incidents Of Strikes In Post-Apartheid South Africa." International Business & Economics Research Journal (IBER) 13, no. 3 (2014): 553. http://dx.doi.org/10.19030/iber.v13i3.8592.
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Since the right to strike was recognised in the South African Constitution, strike actions have been a common phenomenon in the country. Causes of strikes in South Africa are multifaceted and their effects detrimentally catastrophic. This paper explored the incidents of strikes in post-apartheid South Africa and it analysed newspaper and other published articles to track down the occurrence, causes, and effects of strikes in South Africa. In this paper, it was established that the main causes of strike actions range from poverty, inequality, and unemployment to union rivalry and the undemocratic nature of the labour relations. It also established the effects of strike actions which are both social and economic. To achieve labour market stability, this paper recommended the democratisation of labour relations, the creation of sound stakeholder relations, turning employees into employers through indigenisation policies, and the implementation of a national minimum wage.
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Du Plessis, Yvonne, and Nicolene Barkhuizen. "Psychological capital, a requisite for organisational performance in South Africa." South African Journal of Economic and Management Sciences 15, no. 1 (2012): 16–30. http://dx.doi.org/10.4102/sajems.v15i1.122.
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Scholars argue that to address the social, economic and political challenges facing South Africa since 1994, organisational managers/leaders should adopt a positive approach, based on sound organisational behaviour. This study administered the Psychological Capital Questionnaire (PCQ) to determine whether human resources practitioners (N=131) as custodians of change and positive behaviour in organisations in South Africa embrace core elements of Positive Organisational Behaviour (POB). Exploratory factor analysis resulted in a three-factor model for the PCQ, renamed the Potential South African PsyCap (PSA-PsyCap) instrument. All dimensions displayed acceptable reliabilities. Statistically significant differences exist in the POB of demographic groups, relating to age, marital status, home language, seniority and qualifications. This research reveals that South African HR practitioners and managers should fully embrace psychological capital to effectively create caring workplaces taking cognizance of the broader economic and social issues affecting employees and their performance.
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Bokaba, Morongwa, Perpetua Modjadji, and Kebogile Elizabeth Mokwena. "Undiagnosed Hypertension in a Workplace: The Case of a Logistics Company in Gauteng, South Africa." Healthcare 9, no. 8 (2021): 964. http://dx.doi.org/10.3390/healthcare9080964.
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A large proportion of the population with hypertension remains undiagnosed, untreated, or inadequately treated, contributing to the rising burden of cardiovascular diseases in South Africa. A workplace may either mitigate or accentuate the risk factors for hypertension. A cross sectional study was conducted to determine the prevalence of undiagnosed hypertension and associated factors among 312 employees in a Logistics Company, South Africa. A modified, validated, self-administered WHO STEPwise questionnaire was used to collect data on demography, lifestyle factors, anthropometry and blood pressure (BP). Hypertension was defined at BP ≥ 140/90 mmHg. Data was analysed using STATA 14. Mean age of employees was 40 ± 10 years, with a 50% prevalence of undiagnosed hypertension. No significant association was observed between occupation and undiagnosed hypertension, except for high prevalence of undiagnosed hypertension among truck drivers and van assistants (43%), and general workers (27%), having higher odds of increased waist-to-height ratio. Hypertension was associated with age (OR = 2.3, 95%CI; 1.21–4.27), alcohol use (AOR = 1.8, 95%CI; 1.05–2.93), waist circumference (AOR = 2.3, 95%CI; 1.29–4.07) and waist-to-height-ratio (AOR = 3.7, 95%CI; 1.85–7.30). Improved and effective workplace health programs and policies are necessary for management of undiagnosed hypertension among employees. Longitudinal studies on mediation of occupation in association of demographic and lifestyle factors with hypertension in workplaces are needed.