African Journal of Employee Relations (Formerly South African Journal of Labour Relations)最新文献_第5页

Career anchors, organisational commitment and employee turnover intention in the retail sector 零售业职业锚点、组织承诺与员工离职倾向

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-19 DOI: 10.25159/2520-3223/5874

M. Coetzee

{"title":"Career anchors, organisational commitment and employee turnover intention in the retail sector","authors":"M. Coetzee","doi":"10.25159/2520-3223/5874","DOIUrl":"https://doi.org/10.25159/2520-3223/5874","url":null,"abstract":"The study explored the link between the career anchors, organisational commitment and turnover intention of a sample of individuals employed in the South African retail sector. A non-probability purposive sample (N = 343) of employees from an organisation in the South African retail sector was utilised. The participants were represented by predominantly women (72%) and black people (94%) between the ages of 25 and 45 years (80%). Following a cross-sectional quantitative research approach, correlational and stepwise regression analysis was performed to achieve the objective of the study. The results showed that the entrepreneurial creativity-anchored individuals were likely to have low organisational commitment and high turnover intention, while the lifestyle-anchored individuals had high levels of organisational commitment and high turnover intention. The dominant affective/normative commitment profile of the sample of participants significantly predicted low turnover intention. The findings of the study and practical implications provide useful information to managers interested in retaining staff in the retail sector.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130821587","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: 4

The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs 组织承诺和员工公平感对津巴布韦中小企业组织公民行为的影响

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5853

E. Chinomona, M. Dhurup

{"title":"The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs","authors":"E. Chinomona, M. Dhurup","doi":"10.25159/2520-3223/5853","DOIUrl":"https://doi.org/10.25159/2520-3223/5853","url":null,"abstract":"Organisational commitment and organisational citizenship behaviour have been extensively researched from the perspective of antecedents and outcomes. Literature shows that employee perceptions of equity relationships in organsations have been less extensively chronicled in research, especially in respect of organisational commitment and organisational citizenship behaviour, within a Zimbabwean context. The objective of the study was to explore the relationship between organisational commitment, employee perceptions of equity and organisational citizenship behaviours among employees of small and medium enterprises in Zimbabwe. The research design is located within a quantitative research paradigm, undertaken through a cross-sectional, non-probabilty covenience sample (n=464). Descriptive statistics, correlations and hierarchical multiple regression analysis were used to evaluate the data. The results showed that perceptions of equity, organisational commitment and organisational citizenship behaviour are low among employees in the Zimbabwean small and medium enterprise sector. The correlation analysis exhibits strong positive linear relationship between the constructs. Further, the results of the multiple regression analysis show that employee perceptions of equity and organisational commitment are strong predictors of organisational citizenship behaviour. The findings of the study will benefit owners/managers of SMEs and government entities in improving their understanding of the issues of equity and organisational commitment effects on organisational citizenship behaviour within the Zimbabwean context.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129319468","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: 2

An exploration of the perceived relationship between the level of power of stakeholder groups and their resistance to organisational change 探索利益相关者群体的权力水平与他们对组织变革的抵制之间的感知关系

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5854

Adrian Van Eeden, M. Sutherland, C. Scheepers

{"title":"An exploration of the perceived relationship between the level of power of stakeholder groups and their resistance to organisational change","authors":"Adrian Van Eeden, M. Sutherland, C. Scheepers","doi":"10.25159/2520-3223/5854","DOIUrl":"https://doi.org/10.25159/2520-3223/5854","url":null,"abstract":"The success of organisational change processes can be significantly enhanced by effectively addressing resistance to change among a range of stakeholders as well as the impact of their resistance. There is, however, limited research on the relationship between stakeholdersâ€™ level of power and their propensity to resist change in a certain manner. This study therefore explored the interrelationships between stakeholdersâ€™ perceived level of power and their type of resistance, via face-to-face, in-depth interviews with fifteen professional change agents from three sample groups comprising change consultants, internal human resource managers and internal senior managers, all of whom had led change interventions. The findings revealed surprising trends in that certain stakeholder groups showed resistance more actively and overtly than others in direct proportion to their levels of power. These results culminated in a conceptual framework on stakeholders, power and resistance. This article highlights important implications for managers and change practitioners.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131349391","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: 2

Psychological work immersion enablers and behavioural indicators: Exploring socio-demographic differences among staff members 心理工作沉浸促进因素和行为指标:探索工作人员之间的社会人口差异

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5859

M. Coetzee, Dieter Veldsman

{"title":"Psychological work immersion enablers and behavioural indicators: Exploring socio-demographic differences among staff members","authors":"M. Coetzee, Dieter Veldsman","doi":"10.25159/2520-3223/5859","DOIUrl":"https://doi.org/10.25159/2520-3223/5859","url":null,"abstract":"Research on surface-level diversity pertaining to differences among gender, age, race and tenure groups regarding their psychological work immersion has been limited in the South African organisational context. The present study explored whether gender, age, race and tenure groups differ significantly in terms of their perceptions of organisational enablers and behavioural indicators of employee engagement as measured by the psychological work immersion scale. The sample was a non-probability sample (N = 1 268) of individuals employed across various South African industries. The sample was predominantly made up of females (74%) and black people (86%) in the early (49%: 21â€“35 years) and establishment (51%: 36â€“50 years) career phases. Most individuals in the sample had less than five years of work experience (69%). Tests for independent samples revealed significant differences among the biographical groups on the psychological work immersion enabler and behavioural indicator variables. The results indicated that surface-level diversity characteristics are important to consider in strengthening employeesâ€™ work immersion as an aspect of employment relations. The differences observed provide valuable insights that could potentially be used by management in the design of business performance and retention strategies.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120990286","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: 4

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources 员工敬业度与工作-家庭冲突关系:个人和组织资源的作用

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5855

O. Amah

{"title":"Employee engagement and the work-family conflict relationship: The role of personal and organisational resources","authors":"O. Amah","doi":"10.25159/2520-3223/5855","DOIUrl":"https://doi.org/10.25159/2520-3223/5855","url":null,"abstract":"Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117152540","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: 5

Determinants of executive compensation in South African state-owned enterprises 南非国有企业高管薪酬的决定因素

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5857

Frans Maloa, M. Bussin

引用次数: 8

Intention to quit as precursor of voluntary turnover: Personâ€“organisation fit and the psychological contract â€“ a talent management quandary 自愿离职的前兆:个人<e:1> -组织契合度与心理契约<e:1> -人才管理困境

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5852

A. Grobler, S. Grobler

{"title":"Intention to quit as precursor of voluntary turnover: Personâ€“organisation fit and the psychological contract â€“ a talent management quandary","authors":"A. Grobler, S. Grobler","doi":"10.25159/2520-3223/5852","DOIUrl":"https://doi.org/10.25159/2520-3223/5852","url":null,"abstract":"The purpose of this study was to determine the relationship between personâ€“ organisation fit and an individualâ€™s intention to leave the organisation (turnover intention) as a precursor to voluntary turnover. The impact the psychological contract has on the individualâ€™s intention to leave the organisation (turnover intention) was also determined. The study included an analysis of specific groups in the organisation that pose a higher risk of voluntary turnover. The sample for the study consisted of 1920 participants, with 60 randomly selected employees from 32 organisations. The personâ€“organisation fit instrument consisted of three factors, namely indirect fit, direct fit and personâ€“job fit (nine items in total). The instrument that measures psychological contract consisted of two factors, namely self and organisational items (six items). The turnover intention measure consisted of four items. All three instruments reported acceptable psychometric properties. Indirect fit (organisation fit as values congruence) and direct fit (needsâ€“supplies fit) each explain 15% of the variance in turnover intention, with psychological contract adherence â€“ organisation/ employer explaining 3%, the total variance explained by the model being 33%. Significant differences between groups were also reported, with the higher risk groups (for leaving the organisation) being the support/non-core employees, the non-management group and the professionally qualified, experienced specialists. The results of this study were converted into practical recommendations in terms of proposed interventions on the part of the HR fraternity to retain high-performing employees, with specific reference to the personâ€“organisation fit and subsequent adherence to the psychological contract.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116265776","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: 5

Decrypting the nexus between organisational culture, quality of work life, job satisfaction and employee productivity in the public sector 解密公共部门组织文化、工作生活质量、工作满意度和员工生产力之间的关系

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5860

C. Mafini

{"title":"Decrypting the nexus between organisational culture, quality of work life, job satisfaction and employee productivity in the public sector","authors":"C. Mafini","doi":"10.25159/2520-3223/5860","DOIUrl":"https://doi.org/10.25159/2520-3223/5860","url":null,"abstract":"The recent recognition of the importance of the public sector as a major driver of economic success in any given country underlines the need to focus on strategies for enhancing the productivity of public sector employees. The aim of this paper is to examine the influence of organisational culture and quality of work life on job satisfaction and employee productivity among employees in the South African public sector. Using the quantitative survey research design, a questionnaire was developed and administered to a convenience sample of 264 employees drawn from central government departments in Gauteng. A confirmatory factor analysis was conducted to test the psychometric properties of measurement scales and hypotheses were tested using structural equation modelling. Organisational culture and quality of work life positively and significantly influenced job satisfaction. In turn, job satisfaction positively and significantly influenced employee productivity. Organisational culture exerted greater influence on job satisfaction than quality of work life. By implication, the labour relations environment in the public sector may be improved by nurturing healthy cultures and enriching quality of work life, thereby improving both job satisfaction and employee productivity.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130343298","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: 1

A case study on farm labour substitution in South Africa 南非农业劳动力替代案例研究

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5863

J. Rossouw

{"title":"A case study on farm labour substitution in South Africa","authors":"J. Rossouw","doi":"10.25159/2520-3223/5863","DOIUrl":"https://doi.org/10.25159/2520-3223/5863","url":null,"abstract":"This paper reports a case study on labour substitution by a small-scale farmer on his farm in the Western Cape Province of South Africa that has been owned by descendants of the same family since the early 1800s. Production techniques used on the farm have moved from labour-intensive to capital-intensive. The first step towards mechanisation was taken early in 1988, when some of the farm workers did not return after their annual holidays and before the harvesting season. One of the decisive reasons for the change in production techniques was a labour strike during the harvesting season in 2000.An analysis of gross income and production costs in 2012/13, based on capitalintensive production, compared to assumed costs if the labour-intensive production techniques of 1984/85 had been retained, shows an annual saving of R95 101 (19,5%) in comparative production costs. Moreover, capital-intensive production protects the farm against the danger of strikes and therefore reduces production risks considerably. This research raises questions about (i) the morality of capital-intensive production; (ii) the full cost of labour, compared to the full cost of capital, when the risks of unreliable labour and of labour strikes are taken into consideration; and (iii) the risk of land expropriation.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127872113","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

â€œWe cannot discriminate against someone without an eye or a leg â€¦ But I do look at obesityâ€: Statistical discrimination and employersâ€™ recruitment strategies at housecleaning service companies in Johannesburg <s:2> - œWe不能歧视没有眼睛或腿的人<e:1>……但我确实关注肥胖问题<e:2> -”:约翰内斯堡家政服务公司的统计歧视和雇主招聘策略

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) Pub Date : 2019-02-18 DOI: 10.25159/2520-3223/5858

David du Toit

{"title":"â€œWe cannot discriminate against someone without an eye or a leg â€¦ But I do look at obesityâ€: Statistical discrimination and employersâ€™ recruitment strategies at housecleaning service companies in Johannesburg","authors":"David du Toit","doi":"10.25159/2520-3223/5858","DOIUrl":"https://doi.org/10.25159/2520-3223/5858","url":null,"abstract":"The landscape of paid domestic work has changed considerably in recent years with the growth in the number of housecleaning service companies in South Africa and elsewhere. Housecleaning service companies transform domestic work into a service economy where trained domestic workers render a professional cleaning service to clients. In South Africa, little is known about the factors that employers at housecleaning service companies take into consideration during the selection and recruitment process. A key feature of paid domestic work is the gender, class and race constructions of domestic workers, the vast majority of whom are women, usually women of colour, from low socio-economic backgrounds. Whether we are seeing a change in the demographic profile of domestic workers with the growth of housecleaning service companies remains unclear. This paper therefore focuses on the recruitment strategies of employers at selected housecleaning service companies in Johannesburg in an attempt to shed light on the challenges that jobseeking domestic workers may face. Open-ended interviews with managers revealed that gender, race, age, long-term unemployment, and technical and personal skills of job-seeking domestic workers have a strong impact on the recruitment process, while immigration status plays a somewhat reduced role. This paper concludes that housecleaning service companies have not changed the demographic profile of domestic workers in South Africa yet, and that paid domestic work is still predominantly a black womanâ€™s job.","PeriodicalId":365680,"journal":{"name":"African Journal of Employee Relations (Formerly South African Journal of Labour Relations)","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115772647","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: 1