Sa Journal of Human Resource Management最新文献

{"title":"The impressions of industrial psychologists of their proficiency as coaches","authors":"Inge-Amé De Bruin, Lené I. Graupner","doi":"10.4102/sajhrm.v22i0.2302","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2302","url":null,"abstract":"Orientation: Coaching’s expansion is driven by its impact on job performance and wellbeing through positive reinforcement and goal achievement. Working as coaches for individuals, teams, and organisations, industrial psychologists often report feeling inadequately prepared for their coaching roles.Research purpose: The objective of this study was to explore industrial psychologists functioning as coaches, and, their training and development needs related to coaching in the workplace.Motivation for the study: Coaching is driven by its benefits for job performance and wellbeing, highlighting a challenge where many industrial psychologists, frequently acting as coaches, feel unprepared.Research approach, design and method: A qualitative research approach with an interpretivism paradigm was employed in this study. The participants, industrial psychologists and interns (N = 17) were approached using snowball sampling. The data was captured with qualitative surveys and analysed using thematic analysis.Main findings: The results showed that some participants felt confident since they experienced certainty of coaching psychology theories and the role of self-awareness in shaping their coaching methods. Some participants experienced less confidence in their coaching abilities and highlighted the need for supervision from a mentor in sound coaching practices. The participants reported a need for further development in skills such as emotional competence, and theoretical and technological knowledge and practice management.Practical/managerial implications: Coaching interventions by industrial psychologists can enhance employee strengths, boosting organisational returns and promoting a triple-bottom-line.Contribution/value-add: An industrial psychologist committed to coaching development can significantly boost both personal and organisational growth.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139603585","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}

{"title":"The role of ethical leadership on employees’ behaviours and commitment to the organisation","authors":"Serlin Serang, R. Ramlawati, Suriyanti Suriyanti, Junaidi Junaidi, Ris A. Nurimansjah","doi":"10.4102/sajhrm.v22i0.2373","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2373","url":null,"abstract":"Orientation: The rapid competition among companies puts pressure on managers to maintain their business’s competitive advantage. However, because of the massive competition and economic downturn during and after the coronavirus disease 2019 (COVID-19) pandemic, financial scandals occurred at a much higher rate than in the past. This phenomenon has caused organisational leaders to shift their focus from material concerns to ethical leadership contexts in the workplace. It has a strong correlation with employee attitudes.Research purpose: This research examined the effects of ethical leadership on work engagement and knowledge sharing, which influence job performance and commitment among employees to the organisations.Motivation for the study: Investigating the relationship between ethical leadership, work engagement, and knowledge sharing among employees in Indonesia can provide insight on strategies to enhance employees’ job performance and commitment to the organisation. It plays an important role in significantly obtaining organisational outcomes and goals.Main findings: A survey was conducted with 670 Indonesian government employees, and structural equation modelling (SEM) was used to validate the research framework. The results showed that ethical leadership significantly affects employees’ work engagement and knowledge-sharing, which further enhances employees’ job performance and commitment to organisations. Furthermore, the mediator variables partially mediate the relationship between ethical leadership and outcome variables (e.g., employees’ job performance and organisational commitment).Practical/managerial implications: The leaders of public organisations should address moral and rational concerns to improve service quality in society. Additionally, it should be centred on purifying employees’ and organisation leaders’ ethical concerns and communication patterns to promote society’s service quality.Contribution: The research outcomes provide insight into the fact that leadership style plays an important role in employees’ attitudes and commitment. Hence, the organisation leaders should apply it to enhance employees’ commitment to organisations and performance.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139603890","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}

{"title":"Lecturer performance in focus: An extensive systematic literature review and analysis","authors":"Eko Wahjudi, A. Armanu, Djumilah Hadiwidjojo, Solimun Solimun","doi":"10.4102/sajhrm.v22i0.2477","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2477","url":null,"abstract":"Orientation: Job performance is a critical aspect of the workplace, and understanding the existing literature in this domain is of paramount importance.Research purpose: This study aims to comprehensively analyse the body of research on job performance, encompassing publications available in Scopus until 2023.Motivation for the study: The motivation behind this research is to employ bibliometric methods utilising R Biblioshiny to identify pivotal research questions and conduct social network analysis using VOSviewer for structural visualisation.Research approach/design and method: A meticulous screening process was employed to include 670 relevant journals. The study encompasses various facets, such as annual scientific production, influential sources, local impact (H-Index) of sources, temporal trends in source production, author productivity over time, local impact H-Index of authors, pertinent affiliations, corresponding authors’ countries, the most globally cited documents, thematic mapping and network visualisation.Main findings: The analysis of the literature revealed a complex network of variables within work performance. Notable aspects include work engagement, employee performance, task performance, organisational citizenship behaviour and personality traits.Practical/managerial implications: This research provides insights that can inform both practitioners and managers. It sheds light on the intricate web of factors that influence job performance, offering a foundation for improved workplace strategies and policies.Contribution/value-add: This study significantly contributes to the existing academic corpus by synthesising and visualising the intricate landscape of lecturer performance, filling a substantial gap in job performance research. The findings offer valuable insights for future studies, policymaking and managerial practices, contributing to enhanced work-related outcomes and strategies, particularly in the context of academia.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139525895","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}

{"title":"Work ethics climate in relation to nurses’ commitment in a South African hospital","authors":"Mahlamakiti D. Kau, Jeremy Mitonga-Monga, Tebogo K. Molotsi","doi":"10.4102/sajhrm.v22i0.2239","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2239","url":null,"abstract":"Orientation: Commitment, well-being and employer loyalty affect nurse retention. Literature shows that nurses are leaving the workforce at an alarming rate and that various factors are causing them to leave their employers.Research purpose: The main aim of this study was to investigate the influence of the ethical work climate in the organisation on nurses’ commitment.Motivation for the study: The health sector is essential in promoting mental, physical and emotional health but faces a shortage of skilled workers. The work ethics climate (WEC) can play a crucial role in retaining skills.Research approach/design and method: A quantitative research approach was adopted in a non-probability convenience sample of 208 permanent nurses from a South African public hospital. Participants completed self-assessments on an ethical climate questionnaire and an organisational commitment scale (OCS), and regression analysis was used to analyse the data.Main findings: Work ethics climate correlated with nurses’ affective, continuance and normative commitment. In addition, the results indicated that WEC predicted nurses’ commitment.Practical/managerial implications: Public hospitals in South Africa should create policies, laws and procedures that encourage ethical behaviour characterised by honesty, justice and dignity to boost nurse commitment. Thus, the South African hospital should foster an ethical workplace and implement an ethical code.Contribution/value add: This study contributes to the theory of ethical work climate and ethical behaviour by suggesting that nurses who positively perceive policies, rules and hospitals that have clear regulations are more likely to engage.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139615061","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}

{"title":"Employee engagement at a private higher education institution during the COVID-19 pandemic","authors":"N. Cassim, C.J. Botha, D. Botha, C. Bisschoff","doi":"10.4102/sajhrm.v22i0.2300","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2300","url":null,"abstract":"Orientation: During the coronavirus disease 2019 (COVID-19) pandemic, organisations, including higher education institutions, had to shift their thinking regarding traditional work models to new ones conducive to the lockdown.Research purpose: This study investigated employees’ levels of engagement during work-from-home (WFH) within a private higher education institution in South Africa in the context of the COVID-19 pandemic.Motivation for the study: While some studies have looked at the effect of WFH on employee engagement, few studies could be located that look at this phenomenon within a private higher education setting.Research approach/design and method: This study adopted the positivistic research paradigm using a quantitative research approach. The target population included 133 personnel. Total population sampling was used, and the data were collected by administering an online survey using the 17-item Utrecht Work Engagement Scale (UWES). Descriptive statistics, confirmatory factor analysis (CFA), independent sample t-tests, analysis of variance (ANOVA) and effect sizes were used to analyse the data. A satisfactory response rate of 79% was realised.Main findings: The study found that despite the difficulties and anxieties brought about by the radical shifts to WFH, the personnel could still thrive and show high levels of engagement. This was attributed to positive drivers of engagement such as autonomy, psychosocial safety, convenience, social union, and most importantly, organisational support.Practical/managerial implications: Work-from-home is regarded as a viable work arrangement for the foreseeable future. Private higher education should take note of the suggestions put forward to improve, sustain and manage employee engagement successfully.Contribution/value-add: This study contributes to the body of knowledge surrounding employee engagement in the WFH context within the private higher education sphere.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139619834","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}

{"title":"Fostering employee performance of civil servants in Indonesia: The mediating role of organisational citizenship behaviour","authors":"Syaiful Arifin, Bagus S. Narmaditya","doi":"10.4102/sajhrm.v22i0.2412","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2412","url":null,"abstract":"Orientation: The failure of an organisation to achieve the goals has become a main challenge that can influence public impressions. One of the strategies to ensure the organisation goal and reputation is performing impression management.Research purpose: This study aims to investigate the effect of transformational leadership, organisational commitment to employee performance, and to analyse the role of organisational citizenship behaviour (OCB) in mediating the interconnectedness between variables.Motivation for the study: Investigating the relationship between transformational leadership, organisational commitment and employee performance can shed light on strategies to enhance performance among civil servants in Indonesia.Research approach/design and method: This research involved a quantitative approach using a self-administered survey method. The population in this study were employees of the Pamekasan District Civil Service Agency in Indonesia, with a total of 6843 employees.Main findings: Using structural equation modelling, the findings of this research indicate that transformational leadership and organisational commitment both have a positive effect on OCB and employee performance. Additionally, OCB was found to mediate the relationship between transformational leadership and employee performance, as well as between organisational commitment and employee performance.Practical/managerial implications: The study presents novel empirical insights into the managerial and practical matters in considering these variables for supporting employee performance and organisational goals.Contribution/value-add: Taking a study at Pamekasan District Civil Service Agency is unique as it has characteristics and ethnics that make it interesting for research, contributing to the enhancement of civil servant performance in Indonesia.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139621955","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}

{"title":"Organisational justice and work-family conflict: Impact to quality of work life","authors":"Zulkarnain Zulkarnain, Eka D.J. Ginting, A. Adnans, Maria M. Sianturi","doi":"10.4102/sajhrm.v22i0.2393","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2393","url":null,"abstract":"Orientation: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity.Research purpose: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study.Motivation for the study: Employees’ well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes.Research approach/design and method: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL.Main findings: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL.Practical/managerial implications: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease.Contribution/value-add: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation’s success.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139622312","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}

{"title":"Understanding tacit knowledge loss in public enterprises of South Africa","authors":"M. Phaladi, P. Ngulube","doi":"10.4102/sajhrm.v22i0.2229","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2229","url":null,"abstract":"Orientation: South African state-owned enterprises (SOEs) are facing a perpetual struggle of institutional tacit knowledge loss, which poses a risk to these entities and threatens their sustainability. The research project endeavoured to tackle these challenges from knowledge management (KM) and human resource management (HRM) perspectives and proposes a plethora of integrated knowledge-driven HRM processes to mitigate risks associated with loss of tacit knowledge.Research purpose: The study provides an integrated understanding of the issues relating to the causes of enterprise tacit knowledge loss and extent to which there is recognition of company knowledge loss in selected SOEs in South Africa.Motivation for the study: There is limited research that provides an integrated approach to tacit knowledge loss from KM and HRM standpoints.Research approach/design and method: The exploratory sequential mixed-methods research design was used in this study. In the qualitative phase of this research, data were collected from the annual reports of the SOEs and unstructured interviews with 20 purposively selected human resource (HR) managers, which was subsequently analysed thematically using ATLAS.ti software. The quantitative data from 145 out of 585 respondents were analysed statistically using Statistical Analysis Software (SAS).Main findings: The study revealed that organisational tacit knowledge loss is largely caused by voluntary and involuntary employee turnover and a lack of retention strategies. This adversely affects the knowledge base and the knowledge absorptive and protective capacities of the SOEs.Practical implications/managerial implications: The study concludes that the journey for ensuring effective knowledge transfer and retention of valuable enterprise knowledge starts with the appreciation of knowledge as a key firm-specific strategic issue.Contribution/value-add: This study offers an integrated understanding of the causes of tacit knowledge loss for effective management in SOEs researched interdependently from KM and HRM perspectives.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139532153","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}

{"title":"Exploring turnover intentions of employees at a South African government education council","authors":"Refilwe A. Selesho, Mokgata A. Matjie","doi":"10.4102/sajhrm.v22i0.2251","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2251","url":null,"abstract":"Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent.Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council.Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils.Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes.Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects.Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees.Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139531587","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}

{"title":"Erratum: Flexible work options in higher educational institutions in times of crisis","authors":"Sulaiman O. Atiku, I. Ganiyu","doi":"10.4102/sajhrm.v22i0.2061","DOIUrl":"https://doi.org/10.4102/sajhrm.v22i0.2061","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139440158","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}