Sa Journal of Human Resource Management最新文献_第2页

Increasing Productivity of Gen Z Employees: The Role of Flexible Work Arrangements and Participative Style 提高 Z 世代员工的生产力：灵活的工作安排和参与式风格的作用

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-04-24 DOI: 10.4102/sajhrm.v22i0.2489

Artha Febriana, Miftachul Mujib

{"title":"Increasing Productivity of Gen Z Employees: The Role of Flexible Work Arrangements and Participative Style","authors":"Artha Febriana, Miftachul Mujib","doi":"10.4102/sajhrm.v22i0.2489","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2489","url":null,"abstract":"Orientation: Employee productivity is affected by various social and psychological variables. Flexible work arrangements (FWAs) and participative styles are expected to influence employee productivity.Research purpose: This study examined the effect of FWA and participative styles on employee productivity, specifically of Generation Z (Gen Z) employees. It also examines the mediating role of emotional engagement on the effect of FWA and participative styles on employee productivity.Motivation for the study: Gen Z workers have specific work-behavioural characteristics, including freedom and flexibility. This study provides empirical evidence of factors that increased the productivity of Gen Z employees by examining the influence of FWA and participative style.Research approach/design and method: This study was designed as explanatory. Data were collected using a survey involving 259 employees by purposive sampling technique. The data were analysed by the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the IBM AMOS 26 program.Main findings: Flexible work arrangement, participative style and emotional engagement affect employee productivity in direct and indirect relationships. However, there is no significant effect of FWAs on emotional engagement.Practical/managerial implications: Organisations need to develop FWA systems and more employee participation at work. It is expected to strengthen emotional engagement in their organisation and increase their productivity indirectly.Contribution/value-add: The study took Gen Z as the object of this research to support the assumption that this generation prefers a flexible way of working but still supports their productivity achievements. ","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140660926","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Key factors of job satisfaction among the tourism and hospitality employees within national parks 国家公园内旅游业和酒店业员工工作满意度的关键因素

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-04-18 DOI: 10.4102/sajhrm.v22i0.2474

Thulani M. Sibanyoni, N. Tshipala, Dewald H. Venter

{"title":"Key factors of job satisfaction among the tourism and hospitality employees within national parks","authors":"Thulani M. Sibanyoni, N. Tshipala, Dewald H. Venter","doi":"10.4102/sajhrm.v22i0.2474","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2474","url":null,"abstract":"Orientation: Employee job satisfaction is a widely studied concept with limited consensus on which factors of job satisfaction are most significant for tourism and hospitality employees. Specific factors of employee job satisfaction are critical to assist managers, practitioners, and academics, to enhance the levels of employee job satisfaction within national parks.Research purpose: To determine and rank the factors of job satisfaction that are most significant towards an overall job satisfaction of tourism and hospitality employees within national parks.Motivation for the study: Significant factors of job satisfaction will enable managers, practitioners, and academics to use specific factors of job satisfaction when addressing the levels of employee job satisfaction.Research approach/design and method: This article adopted a quantitative explanatory research approach using a structured e-questionnaire to collect data. The study had 211 participants. Descriptive statistics and correlation analysis were used to interpret data.Main findings: Key findings reveal that tourism and hospitality respondents within national parks have diverse demographical characteristics, and present work is among the most significant factor of job satisfaction while salary is least significant for these respondents.Practical/managerial implications: Managers and practitioners need to be specific when addressing factors of employee satisfaction. Managers need to pay more attention on employees’ present work than other factors.Contribution/value-add: This study makes a significant contribution towards the tourism employment literature because the tourism employment is associated with negative work characteristics. Managers are further provided with specific factors to measure job satisfaction. ","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140687720","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Is there a relationship between ethical climate, work engagement and job satisfaction in the public sector? 公共部门的道德氛围、工作投入度和工作满意度之间是否存在关系？

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-04-16 DOI: 10.4102/sajhrm.v22i0.2499

Mpolokeng G. Ramajoe, Estelle Bruhns, Dina Van Vuuren Marais, Cecile M. Schultz

{"title":"Is there a relationship between ethical climate, work engagement and job satisfaction in the public sector?","authors":"Mpolokeng G. Ramajoe, Estelle Bruhns, Dina Van Vuuren Marais, Cecile M. Schultz","doi":"10.4102/sajhrm.v22i0.2499","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2499","url":null,"abstract":"Orientation: Understanding the relationship between ethical climate, work engagement and job satisfaction in the South African public sector.Research purpose: The purpose of this study was to determine whether there was a relationship between ethical climate, work engagement and job satisfaction in the South African public sector.Motivation for the study: Ethical climate, work engagement and job satisfaction have been studied in different contexts, yet it is not clear how these three variables relate to one another in the South African public sector.Research approach/design and method: A survey was conducted among a nonprobability convenience sample of 708 employees from a population of 17 676 employees. A quantitative research approach was applied, and correlation analysis, multiple regression analysis and structural equation modelling were used to analyse data.Main findings: The study established that there was a relationship between ethical climate, work engagement and job satisfaction. The findings further showed that work engagement and ethical climate predicted job satisfaction and that ethical climate partially mediated the relationship between work engagement and job satisfaction.Practical/managerial implications: This research endeavour has the potential to assist managers within the public sector of South Africa in comprehending the mediating and predictive implications of ethical climate and work engagement on job satisfaction.Contribution/value-add: The study may assist employees to understand and promote the importance of ethical climate, work engagement and job satisfaction and the impact of this unique relationship in the public sector context.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140697202","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Talent management and service quality: Evidence from Jordan’s information technology sector 人才管理与服务质量：来自约旦信息技术部门的证据

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-29 DOI: 10.4102/sajhrm.v22i0.2042

Marwan Alabbas, Dazmin Daud, W. H. Adnan

引用次数: 0

Development and validation: Fairness perceptions of broad-based black economic empowerment 发展与验证：对基础广泛的黑人经济赋权的公平看法

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-28 DOI: 10.4102/sajhrm.v22i0.2357

Tshegofatso Mabitsela, Madelyn Geldenhuys, Karolina Łaba

引用次数: 0

A supervisor perspective on mental illness in the South African workspace 主管对南非工作场所精神疾病的看法

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-20 DOI: 10.4102/sajhrm.v22i0.2237

Kelly De Jesus, Sumari O'Neil

{"title":"A supervisor perspective on mental illness in the South African workspace","authors":"Kelly De Jesus, Sumari O'Neil","doi":"10.4102/sajhrm.v22i0.2237","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2237","url":null,"abstract":"Orientation: Supervisors have a direct impact on the work experience and outcomes of subordinates living with mental illness; these employees often struggle with consistent employment.Research purpose: The supervisory role in addressing mental health in the workplace has been explored in terms of the managerial dimension, but not in terms of the supervisor’s perceptions and understanding of mental health issues. This study set out to explore and describe supervisors’ perceptions of mental illness in the workplace with specific reference to depression, bipolar disorder and anxiety in the South African workplace.Motivation for the study: If supervisors are not aware of the effect of their behaviour and perceptions, reasonable workplace accommodations cannot be successfully made.Research approach/design and method: Data were collected by means of in-depth, semi-structured, face-to-face interviews with 26 junior, middle and senior managers and analysed by means of thematic analysis.Main findings: Organisations in South Africa may not be ready to deal with mental illness in the workplace with supervisors who agree that they are not equipped to deal with mental health issues and their views on mental illness related to common misconceptions and stigmas surrounding it.Practical/managerial implications: Knowledge about mental health conditions within the workplace can assist managers in more effectively recognising, comprehending and implementing people management strategies related to these conditions.Contribution/value-add: Owing to the misconceptions of managers, mental wellness in the workplace may not be effectively managed. Better awareness would benefit both managers and HR professionals.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140446145","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The relationship between organisational commitment, job satisfaction and employee retention of detectives in the SAPS in the City of Tshwane 组织承诺、工作满意度与特什瓦内市南非警察署刑侦人员留任之间的关系

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-19 DOI: 10.4102/sajhrm.v22i0.2266

Chuene S. Moshabi, Cecile M. Schultz, Francisca Du Plessis

{"title":"The relationship between organisational commitment, job satisfaction and employee retention of detectives in the SAPS in the City of Tshwane","authors":"Chuene S. Moshabi, Cecile M. Schultz, Francisca Du Plessis","doi":"10.4102/sajhrm.v22i0.2266","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2266","url":null,"abstract":"Orientation: Findings on the relationship between organisational commitment, job satisfaction, and employee retention have been inconsistent.Research purpose: The purpose of this study was to determine the relationship between organisational commitment, job satisfaction, and employee retention among detectives in the South African Police Service (SAPS).Motivation for the study: There has been little, if any, research on the relationship between organisational commitment, job satisfaction, and employee retention among SAPS’s detectives and on job satisfaction as a mediating variable in this context.Research approach/design and method: A survey research design, as well as a cross-sectional research design within Positivism, was used in this study. The study followed a quantitative research method. Structural equation modelling (SEM) was used to analyse the data.Main findings: There was no significant evidence for job satisfaction as a mediator between organisational commitment and employee retention. The results indicated some positive relationships between job satisfaction and organisational commitment as well as between job satisfaction and employee retention. There was no positive relationship between organisational commitment and employee retention.Practical/managerial implications: Should the SAPS management not take note of the relationship that organisational commitment has with job satisfaction, it could harm the way detectives perceive their payment, supervision, co-workers, workload, and communication.Contribution/value-add: New nuances of the relationship between organisational commitment, job satisfaction, and employee retention were discovered.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140450882","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism 董事会普遍缺乏性别多样性：矛盾的性别歧视带来的不便

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-19 DOI: 10.4102/sajhrm.v22i0.2439

Vanessa Naidoo, Morris Mthombeni, Manoj D. Chiba

{"title":"The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism","authors":"Vanessa Naidoo, Morris Mthombeni, Manoj D. Chiba","doi":"10.4102/sajhrm.v22i0.2439","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2439","url":null,"abstract":"Orientation: Redressing gender inequality in the boardroom remains a persistent challenge for organisations, both globally and in South Africa.Research purpose: The purpose of this study was to highlight the need for policymakers to ensure that efforts to redress gender inequality in the boardroom have a firmer, more ethical foundation based on exploring dimensions of sexisms.Motivation for the study: Women continue to be under-represented in the boardroom. This study is concerned with determining whether benevolent sexism might provide some explanation for this form of gender inequality.Research approach/design and method: A quantitative study was conducted, with 172 board members, C-suite executives, directors and senior managers of publicly listed companies completing a self-reported questionnaire and a survey that measured hostile sexism and benevolent sexism.Main findings: The findings showed no significant difference between the different age categories in the sample. However, there was a significant difference in benevolent sexism between men and women, with women exhibiting higher scores, which was indicative of the condonation of benevolent sexism. The findings also showed a significant correlation between hostile and benevolent sexism, suggesting that benevolent sexism legitimises sexist behaviours.Practical/managerial implications: Mechanisms to address gender inequality in the workplace need to be simultaneously clear and nuanced because of the deep psychosocial beliefs among men and women that constrain efforts to arrest gender discrimination.Contribution/value-add: The pervasiveness of ambivalent sexism contributes to the persistent lack of gender diversity, particularly as it pertains to the condoning and perpetuation of sexist practices by both sexes. While no causation can be inferred, there is substantive corroborative research globally attesting to the effects of sexism on decision-makers’ actions in different contexts, including in South Africa.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140449562","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Employee productivity spillovers generated by incentive schemes 激励计划产生的员工生产力溢出效应

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-02-19 DOI: 10.4102/sajhrm.v22i0.2240

Gerhardus Van Zyl, Mpho D. Magau

{"title":"Employee productivity spillovers generated by incentive schemes","authors":"Gerhardus Van Zyl, Mpho D. Magau","doi":"10.4102/sajhrm.v22i0.2240","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2240","url":null,"abstract":"Orientation: The introduction of various incentive schemes in the South African workplace creates incentive-induced employee productivity spillovers but could differ between industries and geographic areas.Research purpose: The aim of the study was to determine the industry and geographic nature of incentive-induced employee productivity spillovers to inform managerial decision-making on intrinsic and extrinsic motivators.Motivation for the study: The introduction of incentive schemes is an important motivator of employee productivity in the workplace. For this study, it was deemed important to indicate whether incentive-induced employee productivity spillovers differ between industries and geographic areas by taking into consideration firm-size, firm-profitability, different incentive schemes, trade union presence, employee age and skill levels.Research approach/design and method: Fixed-effect panel data estimations were computed to predict incentive-induced employee productivity spillover effects based on secondary firm-based data sets.Main findings: Incentive scheme-induced employee productivity spillover effects were generally similar for all the different industry and geographic areas. The spillovers increased with greater firm-sizes, higher profitability levels, introduction of greater levels of monetary-based incentive schemes (especially for unionised employee segments), and allocation of incentive schemes to the middle- age employee grouping (35 years–55 years) as well as higher skilled employees.Practical/managerial implications: The effective introduction of incentive schemes in the workplace is an important mechanism for creating positive employee productivity spillover effects and it is generally common for all firms irrespective of the industry or geographic area.Contribution/value-add: Improved understanding of incentive-induced employee productivity spillovers in the South African workplace will enable the effective alignment of incentive schemes with firm profitability.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140451657","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Training and development impact on job satisfaction, loyalty and retention among academics 培训与发展对学者工作满意度、忠诚度和留任率的影响

IF 1.1

Sa Journal of Human Resource Management Pub Date : 2024-01-24 DOI: 10.4102/sajhrm.v22i0.2420

Motlokoe P. Mampuru, B. Mokoena, A. Isabirye

{"title":"Training and development impact on job satisfaction, loyalty and retention among academics","authors":"Motlokoe P. Mampuru, B. Mokoena, A. Isabirye","doi":"10.4102/sajhrm.v22i0.2420","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2420","url":null,"abstract":"Orientation: Extreme competition among institutions of higher learning was one of the difficulties that universities of technology (UoTs) had to overcome in order to enter the higher education system. This study examined the influence of training and development on job satisfaction, loyalty and retention among academic staff at a selected university of technology.Research purpose: The study investigated how training and development impact job satisfaction, loyalty and retention among academics.Motivation for the study: The competitive nature of the academic sector inspired universities to strive to attract and retain talented faculty members. Training and development programmes are considered potential tools to enhance job satisfaction, loyalty and retention, but empirical evidence is needed to support this relationship.Research approach/design and method: This study used a quantitative research methodology with a non-probability convenience sample (n = 270) of academics within the selected university utilising self-administered structured questionnaires to collect data.Main findings: The regression analysis revealed positive significant predictive relationships between training and development programmes and job satisfaction, loyalty and retention among academic staff.Practical/managerial implications: Findings imply that universities should prioritise the development of tailored training initiatives that address the specific needs and aspirations of their academic staff. Training interventions can foster a positive work environment and enhance staff members’ commitment and long-term engagement, ultimately improving the overall quality and reputation of the institution.Contribution/value-add: The study provided evidence-based insights to inform policies related to training and development programmes for both academics and institutions of higher education administrators.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139599810","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0