Sa Journal of Human Resource Management最新文献

{"title":"Intention as a determinant of Islamic work culture in Indonesia based on the modified theory of planned behavior","authors":"Moehammad Reza Arfiansyah, Achmad Ushuluddin, Mohammad Affan, Waryani Fajar Riyant","doi":"10.4102/sajhrm.v21i0.2022","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2022","url":null,"abstract":"work culture values in the Ministry of Religious Affairs of the Republic of Indonesia. Motivation for the study: The TPB has been considerably modified and expanded to predict various types of organizational behaviour in different fields. However, the modifications did not reduce or change the substance and have not yet been applied to religious organizations. In contrast to previous studies, this article modifies the TPB from its original form and applies it to religious organizations in Indonesia. Research approach/design and method: This article employs a quantitative method. Primary data include samples collected from all Regional Offices of the Ministry of Religious Affairs in 34 provinces in Indonesia, while data analysis uses structural equation modelling and structural models. Main findings: This article finds that the most decisive work culture value in the organisation of the Ministry of Religious Affairs of the Republic of Indonesia is spirituality (intention). Implications: Results of this study have extended the implementation of the TPB by modifying perceived behaviour control (PBC) with organisational culture, subjective norm with peer reference and attitude with spirituality to predict organisational values (Nilai Budaya Kerja – NBK)-based work behaviour at the Regional Offices of the Ministry of Religious Affairs with compliance intention as a mediating/intervening variable, which acquired positive and significant results. Contribution: Theoretically speaking, the findings in this study provide empirical evidence that modifying TPB reinforces TPB’s applicability to predict compliance intention and work behaviour. Practically speaking, this research provides recommendations for improving the implementation of the five organisational values to the Ministry of Religious Affairs in three aspects. First, enhance Civil Servants’ (Pegawai Negeri Sipil – PNS) spirituality by providing substantial understanding of religious values. Second, intensify the role and support of structural leaders, particularly echelon 1, 2 and 3 officials so they provide good examples in the implementation of NBK. Third, strengthen organisational culture at the Ministry of Religious Affairs by creating result/impact-oriented programme planning (result/impact oriented government).","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81199264","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":"Examining staff burnout during the transition to teaching online due to COVID-19 implications","authors":"A. Fynn, H. D. Van der Walt","doi":"10.4102/sajhrm.v21i0.2062","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2062","url":null,"abstract":"Orientation: COVID-19 generated the need for changes in the higher education sector, sparking a shift to online approaches ultimately increasing workload. This study assessed the prevalence of burnout symptoms among academics at an online university in South Africa. Research purpose: Assessing prevalence and severity of burnout symptoms among academics and its impact on work engagement. Motivation for research: Academics are central to the teaching and learning processes at higher education institutions. Health and wellness has an impact on institutional functionality. As academic workloads increase, so does the likelihood of burnout, which can influence academic functioning. Research approach/design and method: Cross-sectional design. Main Findings: High levels of burnout within open, distance and e-learning (ODeL) academic staff member population is evident with 75% of staff experiencing high or very high burnout. High levels of burnout were concentrated among senior lecturers, with teaching experience and have at least a PhD. The regression coefficient for work engagement (B = –0.364, p ≤ 0.001) indicated that for each point increase in work engagement, there was a decrease in burnout of 0.364. Practical implications: High levels of burnout include job dissatisfaction, reduced quality of work, and increased absenteeism. Addressing burnout contributes to retaining experienced staff, improved job satisfaction and quality output. This paper highlights the impact of teaching transitions on the academic workforce, contributing towards wellness interventions aiding burnout recovery. Contribution/value-add: This paper highlights the impact of teaching transitions on the academic workforce within South Africa, contributing towards wellness interventions aiding the recovery from burnout. © 2023. The Authors.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72531387","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 career development in ensuring effective quality management of training","authors":"R. C. Els, Helen Meyer","doi":"10.4102/sajhrm.v21i0.2126","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2126","url":null,"abstract":"Orientation: It is widely acknowledged that career development needs to be viewed as a critical element by organisations to capacitate employees and contribute to organisational success. The role of career development in capacitating leaders to ensure effective quality management (QM) of training is not well known.Research purpose: This research aimed to investigate officers in corps training units’ perceptions regarding the role of career development in managing the quality of training in the South African (SA) Army.Motivation for the study: Limited research exists concerning the career development of leaders responsible for the QM of training internationally and nationally. This study intended to fill the gap.Research design and method: Qualitative focus group interviews were conducted using a sample comprising 49 officers at six SA Army corps training units.Main findings: The appointment of unqualified and incompetent leaders in critical positions, lack of continuity in the staffing of personnel, the appointment of incompetent personnel in training positions and the lack of mentors and opportunities for mentoring of officers adversely affected the QM of training in the SA Army.Practical/managerial implications: There is a need for leaders in the SA Army to ensure that career development strategies are adequately planned and managed in the training context. This will ensure that leaders with adequate potential are appointed and developed to guarantee high-quality training.Contribution/value-add: This research provided an empirical description of the role that career development plays in the organisational system to ensure adequate QM of training.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88034191","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":"Perceived challenges: Unfounded reasons for not forging ahead with digital human resource management practices","authors":"Munodani Chapano, Michelle R. Mey, Amanda Werner","doi":"10.4102/sajhrm.v21i0.2085","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2085","url":null,"abstract":"Orientation: Understanding the challenges that influence the adoption of digital human resource management (HRM) practices across the human resource (HR) value chain enables HRM departments and organisations to optimise HRM digitalisation. Research purpose: The purpose of this study was to identify challenges that influence the adoption of digital HRM practices across the HR value chain in the South African workplace. Motivation for the study: Challenges hindering the adoption of digital HRM practices needed to be identified and proactively addressed to accelerate the process of HRM digitalisation. Research approach/design and method: A cross-sectional quantitative research design was adopted, with an on-line questionnaire as data collection tool. A purposive and snowball sampling method was used. Data were collected from 312 HRM professionals and line managers in the automotive industry in the Eastern Cape Province of South Africa. The data were processed using Statistical Package for Social Sciences (SPSS), version 27, and analysed using exploratory factor analysis (EFA), descriptive analysis, Pearson Product Moment correlations and regression analysis. Main findings: The study revealed people, organisational, technological and environmental aspects that posed challenges to the adoption of digital HRM practices. However, these challenges did not become deterrents in the adoption of digital HRM practices in the automotive manufacturing organisations surveyed. Practical/managerial implications: Organisations need to forge ahead with the digitalisation of HRM practices. The challenges experienced in the process should be addressed proactively. Contribution/value-add: This study emphasises the challenges that should be monitored and addressed throughout the implementation of digital HRM practices in South Africa.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135201315","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":"A short report of the value of learnerships from an organisational stakeholder point of view","authors":"Sumari O'Neil, Nadia J. Davel, Natasja Holtzhausen","doi":"10.4102/sajhrm.v21i0.2006","DOIUrl":"https://doi.org/10.4102/sajhrm.v21i0.2006","url":null,"abstract":"Orientation: Learnerships has been operationalised in South Africa as part of the National Skills Development Strategy (NSDS). The success of a learnership programme is influenced by stakeholder involvement. Research purpose: This study set out to explore the value of learnerships from an organisational stakeholder point of view. Motivation for the study: The stakeholder theory perspective posits the importance of stakeholders buy-in and involvement in learnership implementation. Research approach/design and method: Semi-structured interviews with three key stakeholders in a specific learnership programme were conducted in 2020. Data were analysed by means of thematic analysis using Atlas.ti 8.1. Main findings: Although the primary objective of learnerships is to develop vocational skills, the organisation and even larger community also reap benefits from hosting a learnership. These benefits include lower recruitment costs, capacity building with employees that understands the culture of the organisation, simplified onboarding, and community involvement. Practical/managerial implications: Skills development in the learnerships is largely facilitated by means of social and informal learning. Although formal training opportunities are an important part of learnership, it should be designed to include interaction and collaboration with employees in the organisation. Contribution/value added: Skills development as operationalised in the NSDS is part of the learner benefit of the learnership programme in South Africa. This article highlights how external stakeholders can reap greater benefits in terms of capacity building if the learners are engaged in meaningful organisational contribution.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136039529","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":"Table of Contents Vol 20 (2022)","authors":"","doi":"10.4102/sajhrm.v20i0.2215","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2215","url":null,"abstract":"No abstract available.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87359269","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":"2022: An editorial reflection","authors":"K. Stanz","doi":"10.4102/sajhrm.v20i0.2089","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2089","url":null,"abstract":"","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85919713","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":"Perceived challenges: Unfounded reasons for not forging ahead with digital human resource management practices","authors":"Munodani Chapano, M. Mey, A. Werner","doi":"10.4102/sajhrm.v20i0.2085","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2085","url":null,"abstract":"Orientation: Understanding the challenges that influence the adoption of digital human resource management (HRM) practices across the human resource (HR) value chain enables HRM departments and organisations to optimise HRM digitalisation.Research purpose: The purpose of this study was to identify challenges that influence the adoption of digital HRM practices across the HR value chain in the South African workplace.Motivation for the study: Challenges hindering the adoption of digital HRM practices needed to be identified and proactively addressed to accelerate the process of HRM digitalisation.Research approach/design and method: A cross-sectional quantitative research design was adopted, with an on-line questionnaire as data collection tool. A purposive and snowball sampling method was used. Data were collected from 312 HRM professionals and line managers in the automotive industry in the Eastern Cape Province of South Africa. The data were processed using Statistical Package for Social Sciences (SPSS), version 27, and analysed using exploratory factor analysis (EFA), descriptive analysis, Pearson Product Moment correlations and regression analysis.Main findings: The study revealed people, organisational, technological and environmental aspects that posed challenges to the adoption of digital HRM practices. However, these challenges did not become deterrents in the adoption of digital HRM practices in the automotive manufacturing organisations surveyed.Practical/managerial implications: Organisations need to forge ahead with the digitalisation of HRM practices. The challenges experienced in the process should be addressed proactively.Contribution/value-add: This study emphasises the challenges that should be monitored and addressed throughout the implementation of digital HRM practices in South Africa.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80174750","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 decent work in the Zimbabwean retail sector: Testing a job engagement and turnover intention model","authors":"Lister Chada, N. Mashavira, M. Mathibe","doi":"10.4102/sajhrm.v20i0.2029","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.2029","url":null,"abstract":"Orientation: There is a continued call to understand those factors that not only affect work engagement but also reduce turnover. A broad umbrella of work emerges arguing for ascertaining how decent work conditions affect these outcomes of work.Research purpose: To offer insight into the relationship between decent work, job engagement and turnover intention in the retail sector in Zimbabwe.Motivations for the study: Rapid changes in the business environment have undoubtedly led to a deterioration of work standards across all sectors although the retail sector seems to have been more vulnerable and suffered the most. This calls for the need to investigate on decent work, a key mechanism in maximising labour force potential such as job engagement and turnover intentions are not ignored.Research approach/design and method: The study adopted a descriptive survey design using a quantitative approach. The Statistical Package for Social Science (SPSS) was used for the purpose of analysis with the Structural Equation Model (SEM) utilised.Main findings: The study found a positive significant relationship between decent work and job engagement. A positive significant relationship was also established between job engagement and turnover intention whereas, a very weak and statistically insignificant relationship existed between decent work and turnover intention.Practical/managerial implications: Retail sector managers ought to prioritise decent work and pay closer attention to its impact on job engagement and turnover intention. A focus on these constructs will breed a highly engaged and committed workforce that will give the sector competitive advantage.Contribution: Very few studies have shed light on the construct of decent work in developing economies, and specifically in Zimbabwe. Decent work is critical in the realisation of the sustainable development goal (SDG) 8. Its correlation with job engagement and turnover intention brings to light quite invaluable insights to the management of human capital in the retail sector.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86574741","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":"A study of conflict resolution mechanisms and employment relations in multinational corporations in Africa: Empirical evidence from Nigeria and South Africa","authors":"Olaniyi J. Olabiyi","doi":"10.4102/sajhrm.v20i0.1900","DOIUrl":"https://doi.org/10.4102/sajhrm.v20i0.1900","url":null,"abstract":"Orientation: When it comes to employment relations, a strong and effective conflict resolution mechanism (CRM) is critical for achieving industrial tranquillity and collaboration among social partners.Research purpose: This study evaluated the usefulness of CRMs in employment relations at a large multinational company (MNC) in Nigeria and South Africa.Motivation for the study: Negotiating and dialoguing about employment relations must be an integral part of CRMs in order to alleviate disharmony in employment relations.Research method: This study used a survey methodology for non-experimental descriptive research. A mixed method of data gathering was used for this study, that is, quantitative and qualitative data collection. Approximately 400 questionnaires were sent to participants in the organisations, 200 each from Nigeria and South Africa. The survey also involved 20 respondents who were interviewed online. A total of 383 participants were included in this study.Main findings: Study results showed that the CRM worked better in South Africa than those in Nigeria. South Africa, based on a comparative review of the study, may have one of the most advanced systems for resolving industrial conflicts on the African continent.Practical implication: An effective approach to conflict resolution can help prevent negative outcomes of organisational dispute.Contribution: The study’s findings contribute to harmonious, non-violent, non-disruptive conflict resolution practices in the workplace.","PeriodicalId":21526,"journal":{"name":"Sa Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85920595","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}