Showing papers in "Sa Journal of Human Resource Management in 2011"
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TL;DR: In this article, the authors focused on the causes and effects of the skills shortages in South Africa and highlighted the role that skilled foreign workers can play in supplementing the shortage of skilled workers.
Abstract: Orientation: South Africa is currently experiencing a serious shortage of skilled workers. It has a negative effect on South Africa’s economic prospects and on global participation in South Africa (SA). This skills shortage severely affects socioeconomic growth and development in SA. Research purpose: This study focuses on the causes and effects of the skills shortages in South Africa. Motivation for the study: The researchers undertook this study to highlight the role that skilled foreign workers can play in supplementing the shortage of skilled workers in South Africa. The shortage is partly because of the failure of the national education and training system to supply the economy with much-needed skills. Research design, approach and method: The researchers undertook a literature study to identify the nature, extent and effect of skills shortages in South Africa. They consulted a wide range of primary and secondary resources in order to acquire an in-depth understanding of the problem. The article explains the research approach and method comprehensively. It also outlines the research method the researchers used. Main findings: This study shows that several factors cause serious skills shortages in SA. Practical/managerial implications: The researchers mention only two significant implications. Firstly, this article provides a logical description of the nature, extent and effect of skills shortages on the economy. Secondly, it indicates clearly the implications of skills shortages for immigration policy. Contribution/value-add: This study confirms the findings of similar studies the Centre for Development and Enterprise (CDE) conducted. Opening the doors to highly skilled immigrants can broaden the skills pool.
114 citations
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TL;DR: In this paper, the authors explored the current state of knowledge about employer brand and identified the various employer brand building blocks which are conceptually integrated in a predictive model, and found that employer brand is influenced by target group needs, a differentiated Employer Value Proposition (EVP), the people strategy, brand consistency, communication of the employer brand, and measurement of Human Resources (HR) employer branding efforts.
Abstract: Orientation: In an ever shrinking global talent pool organisations use employer brand to attract and retain talent, however, in the absence of theoretical pointers, many organisations are losing out on a powerful business tool by not developing or maintaining their employer brand correctly. Research purpose: This study explores the current state of knowledge about employer brand and identifies the various employer brand building blocks which are conceptually integrated in a predictive model. Motivation for the study: The need for scientific progress though the accurate representation of a set of employer brand phenomena and propositions, which can be empirically tested, motivated this study. Research design, approach and method: This study was nonempirical in approach and searched for linkages between theoretical concepts by making use of relevant contextual data. Theoretical propositions which explain the identified linkages were developed for purpose of further empirical research. Main findings: Key findings suggested that employer brand is influenced by target group needs, a differentiated Employer Value Proposition (EVP), the people strategy, brand consistency, communication of the employer brand and measurement of Human Resources (HR) employer branding efforts. Practical/managerial implications: The predictive model provides corporate leaders and their human resource functionaries a theoretical pointer relative to employer brand which could guide more effective talent attraction and retention decisions. Contribution/value add: This study adds to the small base of research available on employer brand and contributes to both scientific progress as well as an improved practical understanding of factors which influence employer brand.
102 citations
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TL;DR: In this paper, the authors focus on how South African organisations manage their employees' wellness through their Employee Wellness Programmes (EWPs) and investigate the types, foci and perceived success of these programs.
Abstract: Orientation: This article focuses on how South African organisations manage their employees’ wellness through their Employee Wellness Programmes (EWPs). Research purpose: The objective of this research is to describe employee wellness in South Africa by investigating the types, foci and perceived success of EWPs. Motivation for the study: Despite the growing awareness of the importance of EWPs in South Africa, the nature, content, context, participants, role-players and anticipated benefits as well as the possible drawbacks of these programmes in the South African context are unclear. Research design, approach and method: The researchers used a cross-sectional design. The first author developed the Employee Wellness Survey, consisting of quantitative and qualitative questions, to collect data from 16 organisations, four service providers and seven labour unions in South Africa. Main findings: The results showed that organisations, service providers and labour unions define employee wellness differently and that these role players give different reasons for introducing EWPs. Almost half of the participating organisations have no baseline measurement with which to compare the effectiveness of their EWPs. Generally, all the organisations present the results of their programmes reasonably. However, the programmes involve little overall expenditure to the organisations. Practical/managerial implications: Organisations should monitor the state of their employees’ wellness in order to manage it effectively. This will only become possible when information about employee wellness improves. Contribution/value-add: This study provides new information about the nature, content, context, participants, role-players, anticipated benefits and possible drawbacks of EWPs in the South-African context.
64 citations
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TL;DR: In this article, the authors explored the differences in entrepreneurial intentions between entrepreneurship students and non-entrepreneurship students, and investigated the relationship between entrepreneurial education and entrepreneurial intentions as well as between role models and entrepreneurial intention.
Abstract: Orientation : Little research has been done into the impact of entrepreneurial education and entrepreneurial role models on entrepreneurship as a career choice, especially in developing countries.
Research purpose : The purpose of the study is to firstly explore the differences in entrepreneurial intentions between entrepreneurship students and non-entrepreneurship students, and secondly to investigate the relationship between entrepreneurial education and entrepreneurial intentions as well as between role models and entrepreneurial intentions.
Motivation for the study : There is a need for stakeholders, such as training authorities and training providers, to understand the influence of entrepreneurship education and role models on entrepreneurial career choice. Knowing this could assist in developing and implementing more effective entrepreneurial education programmes.
Research design, approach and method : The study was conducted amongst a convenience sample of 269 final-year students, of which 162 (60.2%) were entrepreneurship and 107 (39.8%) non-entrepreneurship students from a higher education institution in Johannesburg. The entrepreneurial intentions of entrepreneurship students were compared with those of non-entrepreneurship students.
Main findings : The findings of the study suggest that entrepreneurship students have stronger entrepreneurial intentions than non-entrepreneurship students, and that there is a positive relationship between entrepreneurship education and entrepreneurial intentions and between role models and entrepreneurial intentions respectively.
Practical/managerial implications : Entrepreneurship stakeholders can use the findings of the study to improve curriculum design, delivery methods and assessment strategies in their efforts to advance entrepreneurship.
Contribution/value-add : The findings of the study suggest that entrepreneurship education and role models can influence students' entrepreneurial intentions in a developing country.
64 citations
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TL;DR: In this article, the authors investigated the role of perceived organisational support (POS) as a moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa and found that a positive relationship exists between bullying and the turnover intention.
Abstract: Orientation : Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation.
Research purpose : To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa.
Motivation for the study : Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention.
Research design, approach and method : A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention.
Main findings : Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention.
Practical/managerial implications : This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged.
Contribution/value-add : This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.
53 citations
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TL;DR: In this article, a qualitative and quantitative study was conducted to understand why African Black senior managers have a propensity to change jobs and how organisations can resolve the trend of turnover among senior managers in South Africa.
Abstract: Orientation: The study focuses on understanding labour turnover trends amongst African Black senior managers in South Africa. There is a perception that turnover amongst African Black senior managers is higher than average. There is also a perception that African Black senior managers are only motivated by financial rewards when considering job change. Research purpose: The study focused on understanding why African Black senior managers have a propensity to change jobs and how organisations can resolve the trend. Motivation for the study: To develop a better understanding of the push and pull factors for African Black senior managers in organisations. Research design, approach and method: The research was conducted in two phases, namely as part of a qualitative study and a quantitative study: Creswell (2003) refers to this approach as triangulation. The target population was African Black senior managers on the database of a large Human Resources Consultancy, The South African Rewards Association and the Association of Black Actuaries and Investment Professionals (ABSIP) ( n = 2600). A total of 208 usable responses were received. Main findings: The main findings and contribution to the field of study was that African Black senior managers do not trust organisations with their career development. They would rather take control of their own career development by moving from organisation to organisation to build their repertoire of skills and competence. They want to be in charge of their careers. This finding has profound implications for organisations employing African Black managers in the senior cadre. Practical/managerial implications: Managers of African Black senior managers need to create attractive employee value propositions that address the main findings. Contribution/value-add: The research shows that African Black senior managers generally seek corporate environments that encourage a sense of belonging and with a clear career growth plan.
53 citations
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TL;DR: In this article, the authors explore the differences in entrepreneurial intentions between entrepreneurship students and non-entrepreneurship students, and investigate the relationship between entrepreneurial education and entrepreneurial intentions as well as between role models and entrepreneurial intention.
Abstract: Orientation: Little research has been done into the impact of entrepreneurial education and entrepreneurial role models on entrepreneurship as a career choice, especially in developing countries. Research purpose: The purpose of the study is to firstly explore the differences in entrepreneurial intentions between entrepreneurship students and non-entrepreneurship students, and secondly to investigate the relationship between entrepreneurial education and entrepreneurial intentions as well as between role models and entrepreneurial intentions. Motivation for the study: There is a need for stakeholders, such as training authorities and training providers, to understand the influence of entrepreneurship education and role models on entrepreneurial career choice. Knowing this could assist in developing and implementing more effective entrepreneurial education programmes. Research design, approach and method: The study was conducted amongst a convenience sample of 269 final-year students, of which 162 (60.2%) were entrepreneurship and 107 (39.8%) non-entrepreneurship students from a higher education institution in Johannesburg. The entrepreneurial intentions of entrepreneurship students were compared with those of non-entrepreneurship students. The findings of the study suggest that entrepreneurship students have stronger entrepreneurial intentions than non-entrepreneurship students, and that there is a positive relationship between entrepreneurship education and entrepreneurial intentions and between role models and entrepreneurial intentions respectively. Practical/managerial implications: Entrepreneurship stakeholders can use the findings of the study to improve curriculum design, delivery methods and assessment strategies in their efforts to advance entrepreneurship. Contribution/value-add: The findings of the study suggest that entrepreneurship education and role models can influence students’ entrepreneurial intentions in a developing country.
53 citations
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Abstract: Orientation: Retaining employees, especially Generation Xers, is imperative to ensure the high performance of organisations. Purpose: The purpose of this study was to explore the factors that affect the retention of Generation X public servants. Motivation for the study: Given their unique characteristics, it is a challenge to retain Generation X employees. This problem may be worse in the public sector than in the private sector, as there are fewer financial rewards in the public service than in the private sector. Research design: The interpretivist paradigm is appropriate for this study. It used a qualitative, empirical approach. The researchers obtained the data through purposive sampling and interviews. Main findings: The study showed that the factors affecting the retention of Generation X public servants include work content, utilisation of skills, career advancement, work–life balance, compensation, security needs, leadership and drive. Practical/managerial implications: Employers, like the civil service, can be proactive in retaining Generation X employees because of the factors that affect their retention. Managers can prevent further pressure on service delivery that the skills shortage has caused if they use the skills the employees already have. Contribution: The article fills a gap, as there has been little research on staff retention. This is particularly true of Generation X employees in South Africa. This article adds information that will improve retention strategies for Generation X employees, particularly in the public service.
52 citations
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TL;DR: In this article, the authors report on the challenges and benefits associated with implementing flexitime as a work-life balance policy and identify requirements that human resource practitioners should attend to in order to ensure that organisations use flexitime more effectively.
Abstract: Orientation: Helping employees to balance their work and family lives is a business imperative. Work–life balance policies (like flexitime) aim to support employees to do so. However, implementing these policies is problematic. Research purpose: The aim of this article is to report on the challenges and benefits associated with implementing flexitime as a work–life balance policy. Motivation for the study: Organisations must develop and implement work–life balance policies. This requires human resource practitioners to investigate and understand experiences and perceptions about the challenges and benefits of flexitime. Research design, approach and method: The researcher used a qualitative research design with an exploratory approach. She drew a nonprobability purposive and voluntary sample ( n = 15) from the financial sector. She used semi-structured in-depth interviews to collect the data and conducted content analyses to analyse and interpret them. Main findings: The researcher extracted four main themes (individual and general challenges, the aspects organisations need to implement flexitime effectively and the benefits that would follow its implementation) from the data. Its benefits vary from work–life balance to employee loyalty and commitment. Some challenges are maintaining productivity, a shortage of critical resources and understanding flexitime. Practical/managerial implications: The research identified requirements that human resource practitioners should attend to in order to ensure that organisations use flexitime more effectively. Contribution/value-add: The researcher obtained unique findings about the minimum requirements for implementing flexitime effectively. They could assist organisations to address the challenges that employees face.
48 citations
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TL;DR: In this paper, the authors explored the key performance indicators that drive management practices in the South African call centre industry in the context of the dilemma between efficiency and quality, and found that the dilemma of quality and efficiency is prevalent in call centre managers.
Abstract: Orientation: Call centres have become principal channels of communication with customers. Therefore, companies attempt to reduce costs and improve the quality of their interactions with customers simultaneously. These objectives are often conflicting and call centre managers struggle to balance the efficiency and quality priorities of the business. Research purpose: This study explored the key performance indicators that drive management practices in the South African call centre industry in the context of the dilemma between efficiency and quality. Motivation for the study: The South African government has identified call centres as a method of creating jobs and foreign investment. Management practices affect centres’ performance. Understanding these practices will help to achieve these aims. Research design: The researchers used a web-based questionnaire in a survey with South African call centre managers in more than 44 different organisations that represented nine industry sectors. Main findings: This study indicated that the dilemma between efficiency and quality is prevalent in South African call centres and that efficiency key performance indicators drive management practices. Practical/managerial implications: The inconsistencies the study reported mean that South African organisations should assess the alignment between their organisational visions, the strategic intentions of their call centres and the performance measures they use to assess their call centre managers. Contribution/value-add: This study adds to the relatively small amount of empirical research available on the call centre industry in South Africa. It contributes to the industry’s attempt to position itself favourably for local and international outsourcing opportunities.
44 citations
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TL;DR: In this article, the authors focused on the causes and effects of the skills shortages in South Africa and highlighted the role that skilled foreign workers can play in supplementing the shortage of skilled workers.
Abstract: Orientation: South Africa is currently experiencing a serious shortage of skilled workers. It has a negative effect on South Africa's economic prospects and on global participation in South Africa (SA). This skills shortage severely affects socioeconomic growth and development in SA.
Research purpose: This study focuses on the causes and effects of the skills shortages in South Africa.
Motivation for the study: The researchers undertook this study to highlight the role that skilled foreign workers can play in supplementing the shortage of skilled workers in South Africa. The shortage is partly because of the failure of the national education and training system to supply the economy with much-needed skills.
Research design, approach and method: The researchers undertook a literature study to identify the nature, extent and effect of skills shortages in South Africa. They consulted a wide range of primary and secondary resources in order to acquire an in-depth understanding of the problem. The article explains the research approach and method comprehensively. It also outlines the research method the researchers used.
Main findings: This study shows that several factors cause serious skills shortages in SA.
Practical/managerial implications: The researchers mention only two significant implications. Firstly, this article provides a logical description of the nature, extent and effect of skills shortages on the economy. Secondly, it indicates clearly the implications of skills shortages for immigration policy.
Contribution/value-add: This study confirms the findings of similar studies the Centre for Development and Enterprise (CDE) conducted. Opening the doors to highly skilled immigrants can broaden the skills pool.
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TL;DR: In response to King III, the South African Board for People Practices (SABPP) recently released an opinion paper on the human resource (HR) implications of King III.
Abstract: Against a backdrop of uneven and uncertain economic recovery, the worldwide economic recession has led to a renewed focus on managing risk (Butler, 2010) At a local level, the King III Code on Governance in South Africa has been in effect from 01 March 2010 In response to King III, the South African Board for People Practices (SABPP) recently released an opinion paper on the human resource (HR) implications of King III (SABPP, 2009) Given the important role of HR directors in supporting King III, and the sound governance of South African organisations in particular, the Human Resource Research Initiative of SABPP identified the management of HR risk as one of the most important opportunities that HR practitioners have for adding value to the new governance dispensation in the country
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TL;DR: In his new book on successful South African entrepreneurs, Brian Joffe, chief executive officer (CEO) of the Bidvest Group, states: ‘A key risk in future, just like today, is people risk as mentioned in this paper.
Abstract: In his new book on successful South African entrepreneurs, Brian Joffe, chief executive officer (CEO) of the Bidvest Group, states: ‘A key risk in future – just like today – is people risk.’ We live in a country with a dearth of skills. So a key test of entrepreneurship is how you develop people. One of the big lessons from Bidvest is that you grow by growing people and working together. You rarely find bad people in business. The problem is usually a bad fit. Give people the right opportunity, the right tools and training, and they will perform.
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TL;DR: This study aimed to investigate how scenario-based planning can be combined with organisational change navigation and how this integrated process should be aligned with the prerequisites imposed by a developing country context and an Afro-centric leadership perspective in order to make the process more context relevant and aligned.
Abstract: Orientation: In the hyper turbulent context faced currently by organisations, more flexible strategic planning approaches, such as scenario planning which take into account a more comprehensive range of possible futures for an organisation, will position organisations better than conventional forecast and estimates that depend only on a single, linearly extrapolated, strategic response. Research purpose: This study aimed to investigate how scenario-based planning (a strictly cognitive management tool) can be combined with organisational change navigation (a practice addressing the emotionality of change) and how this integrated process should be aligned with the prerequisites imposed by a developing country context and an Afro-centric leadership perspective in order to make the process more context relevant and aligned. Motivation for the study: The integration of organisational change navigation with conventional scenario based planning, as well as the incorporation of the perquisites of a developing countries and an Afro-centric leadership perspective, will give organisations a more robust, holistic strategic management tool that will add significantly more value within a rapidly, radically and unpredictably changing world. Research design, approach and method: The adopted research approach comprised a combination of the sourcing of the latest thinking in the literature (the ‘theory’) as well as the views of seasoned practitioners of scenario planning (the ‘practice’) through an iterative research process, moving between theory and practice, back to practice and finally returning to theory in order to arrive at a validated expanded and enhanced scenario-based planning process which is both theory and practice ‘proof’. Main findings: A management tool incorporating the change navigation and the unique features of developing countries and Afro-centric leadership was formulated and empirically validated. This management tool is referred to as a change navigation based, scenario planning process (CNBSPP). Practical/managerial implications: CNBSPP is available for use by organisations wishing to apply a strategic planning tool that fits within a developing country context and an Afro-centric leadership approach. Contribution/value add: The research makes a unique contribution to the current level of knowledge by integrating two disciplines usually practised independently of one another, namely scenario-based planning and organisational change navigation. It also embedded the process into a different context of application, that is, the developed world as viewed from an Afro-centric leadership perspective.
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TL;DR: In this article, the authors investigated the role of perceived organisational support (POS) as a moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa and found a positive relationship exists between bullying and the turnover intention.
Abstract: Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation. Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa. Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention. Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used ( N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention. Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention. Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged. Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.
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TL;DR: In this paper, the authors investigated the awareness levels of academic staff members at higher education institutions in South Africa of sexual harassment policies and procedures in their institutions by measuring the Sexual Harassment Questionnaire (SHQ).
Abstract: Orientation: Sexual harassment policies are generally in place in higher education institutions without any indication of its effectiveness as determined by the awareness of the policy Research purpose: The aim of this study was to investigate the awareness levels of academic staff members at higher education institutions in South Africa of sexual harassment policies and procedures in their institutions Motivation for the study: A number of high profile court cases emphasised the need for effective policies to reduce the incidence of sexual harassment complaints Research design, approach and method: A cross-sectional survey design was conducted amongst 161 academic staff members, representing 10 higher education institutions in South Africa The measuring instrument that was used is the Sexual Harassment Questionnaire (SHQ) that was developed specifically for this study Main findings: The results showed that despite indications that sexual harassment policies do exist and that they are regarded as effective tools in addressing sexual harassment, the implementation of such policies is not effective and few academic staff members received training and/or guidance on the utilisation of the policy Significant correlation coefficients were found between the elements of an effective policy and between population group and some of the elements Practical/managerial implications: Employers across the board should regularly conduct an audit to determine the level of awareness of sexual harassment policies and procedures and plan interventions Contribution: No other study in South Africa attempted to measure the awareness levels of academics and its impact on the management of sexual harassment
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TL;DR: In this article, the authors explored the current state of knowledge about employer brand and identified the various employer brand building blocks which are conceptually integrated in a predictive model and found that employer brand is influenced by target group needs, a differentiated Employer Value Proposition (EVP), the people strategy, brand consistency, communication of the employer brand, and measurement of Human Resources (HR) employer branding efforts.
Abstract: Orientation : In an ever shrinking global talent pool organisations use employer brand to attract and retain talent, however, in the absence of theoretical pointers, many organisations are losing out on a powerful business tool by not developing or maintaining their employer brand correctly.
Research purpose : This study explores the current state of knowledge about employer brand and identifies the various employer brand building blocks which are conceptually integrated in a predictive model.
Motivation for the study : The need for scientific progress though the accurate representation of a set of employer brand phenomena and propositions, which can be empirically tested, motivated this study.
Research design, approach and method : This study was nonempirical in approach and searched for linkages between theoretical concepts by making use of relevant contextual data. Theoretical propositions which explain the identified linkages were developed for purpose of further empirical research.
Main findings : Key findings suggested that employer brand is influenced by target group needs, a differentiated Employer Value Proposition (EVP), the people strategy, brand consistency, communication of the employer brand and measurement of Human Resources (HR) employer branding efforts.
Practical/managerial implications : The predictive model provides corporate leaders and their human resource functionaries a theoretical pointer relative to employer brand which could guide more effective talent attraction and retention decisions.
Contribution/value-add : This study adds to the small base of research available on employer brand and contributes to both scientific progress as well as an improved practical understanding of factors which influence employer brand.
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TL;DR: In this article, the authors examined the effect of human resource practices on the types of psychological contracts in an iron ore mining company in South Africa empirically and found that training and development was the most important human resource practice for developing relational and balanced contracts.
Abstract: Orientation: Human resource practices influence the psychological contract between employee and employer and, ultimately, organisational performance. Research purpose: The objective of this study was to examine the effect of human resource practices on the types of psychological contracts in an iron ore mining company in South Africa empirically. Motivation for the study: Although there have been a number of conceptual studies on the effect of human resource practices on psychological contracts, there has been no effort to synthesise the links between these contracts and various human resource practices systematically. This study endeavoured to provide quantitative evidence to verify or refute conceptual studies on this relationship. Its findings could inform human resource strategies and, ultimately, the prioritisation of human resource practices to improve the cost-effective allocation of resources. Research design, approach and method: The researchers administered two questionnaires. These were Rousseau’s Psychological Contract Inventory (2000) and the Human Resource Practices Scale of Geringer, Colette and Milliman (2002). The researchers conducted the study with 936 knowledge workers at an iron ore mining company in South Africa. They achieved a 32% response rate. Main findings: The findings showed that most participants have relational contracts with the organisation. Another 22% have balanced contracts, 8% have transitional contracts whilst only 1% have transactional contracts. The study suggests that there are relationships between these psychological contracts and specific human resource practices. The study found that training and development was the most important human resource practice for developing relational and balanced contracts. Employees thought that they contributed more than their employer did to the relationship. The researchers developed a model to illustrate the influence of the various human resource practices on psychological contracts. Practical/managerial implications: The influence of human resource practices on relational contracts could assist organisations to invest in human resource practices. During recessions, organisations tend to reduce expenditure on human resource practices, especially training and development. The findings of this study, about the relationship between training and development and relational contracts, highlight the negative effect that this trend could have on psychological contracts, individual and organisational behaviour and, ultimately, organisational performance. Contribution/value-add: Based on this empirical study, the researchers proposed a conceptual model to illustrate the relationship between different psychological contracts and specific human resource practices, like training and development, which had the strongest relationships with relational contracts.
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TL;DR: In this article, the authors used a purposive sampling strategy involving 95 participants to establish whether one could regard HR management, as practised in South Africa, as a profession and identified a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.
Abstract: Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession. Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa. Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR). Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession. Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa. Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.
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TL;DR: This article investigated the prevalence of different work-nonwork conflict subscales and differences between demographic groups in work- non-work conflict, and found that participants who spoke African languages experienced higher levels of private work conflict.
Abstract: Orientation: International researchers have increasingly recognised the interaction between work and nonwork roles as an interesting and important topic. Research purpose: The purpose of this study was to investigate the prevalence of different work–nonwork conflict subscales and differences between demographic groups in work– nonwork conflict. Motivation for the study: Several studies have shown that demographic groups differ in their experiences of the interaction between work and family life. This may also be true of conflict between work and nonwork roles. The prevalence of work–nonwork conflict and nonwork– work conflict is also very important for organisations that may find the results very valuable for developing organisational and individual interventions and performance management in organisations. Research design, approach and method: The researchers chose a random sample of mining employees ( n = 245) from a platinum mine in Rustenburg. The researchers used self-developed items similar to items developed in the Work–nonwork Interference Scale of Koekemoer, Mostert and Rothmann (2010) to measure conflict between work and various nonwork roles. The researchers used descriptive statistics, paired-sample t -tests, multivariate analysis of variance and one-way analysis of variance to analyse the data. Main findings: Work–nonwork conflict was more prevalent than nonwork–work conflict. Work–family conflict was more prevalent than work–domestic conflict and work–religion/ spirituality conflict. The researchers found significant differences for marital status and language groups about work–nonwork conflict. Results showed that participants who spoke African languages experienced higher levels of private–work conflict. Practical/managerial implications: Organisations need to recognise the negative interference or conflict between work and nonwork roles for different demographic groups and address the prevalent work–nonwork conflicts in their organisations. Contribution/value-add: Organisations are able to focus interventions and programmes that specifically address the problem of work–nonwork conflict in specific roles and for different demographic groups.
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TL;DR: In this article, the authors investigated the impact of work characteristics and recovery strategies on four types of work-non-work interference (W-NWI) and found that a lack of psychological detachment and relaxation were significantly associated with lower work-spouse interference.
Abstract: Orientation : Although work characteristics and recovery strategies are associated with work-family interference, the influence on specific types of work-nonwork interference (W-NWI) has not been investigated.
Research purpose : The aim of this study was to investigate the impact of work characteristics and recovery strategies on four types of W-NWI.
Motivation for the study : It is clear from the literature that job characteristics and W-NWI have adverse effects on employees' health and well-being. It is therefore important to identify work characteristics and recovery strategies associated with W-NWI.
Research design, approach and method : A cross-sectional survey design was used in this study. The target population was married employees with children working at a Tertiary Education Institution (TEI) in the North West Province (N = 366).
Main findings : Work pressure and emotional demands significantly predicted all the work-nonwork role interference dimensions. A lack of autonomy predicted work-parent interference and work-religion and/or spirituality interference, whilst a lack of development possibilities predicted work-religion and/or spirituality interference. Relaxation and mastery recovery experiences significantly predicted lower work-parent interference. A lack of psychological detachment and relaxation were significantly associated with lower work-spouse interference. Relaxation and control significantly predicted lower work-domestic interference, whilst psychological detachment significantly predicted lower work-religion and/or spirituality interference.
Practical/managerial implications : The results give managers insight into the specific work characteristics and recovery experiences that play a role in W-NWI, upon which interventions can be based to address these issues.
Contribution/value-add : This study provides information on the relationship between work characteristics, recovery experiences and the effect on different types of W-NWI.
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TL;DR: In this article, the authors evaluated the relationship between employees' perceptions of justice and their organisational citizenship behaviour after organisations downsize and found that there was no fairness in the downsizing exercise, which resulted in low morale amongst survivors and unwillingness to engage in extra role behaviours.
Abstract: Orientation: Perception of justice amongst survivors of organisational downsizing is crucial for extra-role engagements. Researchers have recorded extra-role behaviours because they are important for organisational efficiency and success. Research purpose: The main objective of this study was to evaluate the relationship between employees’ perceptions of justice and their organisational citizenship behaviour (OCB) after organisations downsize. Motivation for the study: Many organisations that are downsizing do not seriously consider the unintended consequences of downsizing on the behaviour of survivors. This study intends to draw the attention of organisations that are downsizing to this oversight. Research design, approach and method: The researchers used a quantitative research design and survey method for the study. They distributed a self-administered questionnaire to 130 employees from a population of 180 survivors at the head office of a commercial bank that recently downsized in Lagos, Nigeria. Main findings: The research results showed that there was no fairness in the downsizing exercise. This resulted in low morale amongst survivors and unwillingness to engage in extra- role behaviours. Practical/managerial implications: It is important for organisations that are downsizing to use a participative approach in order to achieve organisational efficiency and improve productivity after restructuring. Contribution/value-added: The results of the study will give the managers of organisations, which are planning to downsize, a useful insight into how to plan the exercise, how to implement the plans, and how to manage the employees they will retrench and those they will retain after concluding the downsizing exercise.
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TL;DR: In this article, a comprehensive, holistic people integration process model for mergers and acquisitions was developed and validated, and the utility of the final model was assessed against two case studies.
Abstract: Orientation: Mergers and Acquisitions (MA these views were compared against the available literature. Finally, practioners were asked to critique the final model from a practice perspective. The utility of the final model was assessed against two mergers and acquisitions case studies. Main findings: A comprehensive, holistic people integration process model for mergers and acquisitions was developed and validated. However, this model will only significantly enhance mergers and acquisitions value realisation if it is applied from the appropriate vantage point. Practical/managerial implications: The proposed approach will increase the probability of a successful MA practically , guidelines for successful people integration; organisationally , significantly enhancing the chances of MA and community wise , the reduction of the negative effects of M&A failure on communities.
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TL;DR: In this paper, the authors present a study of the history of HR management as a profession in South Africa, focusing on the four founding pillars of professionalism: orientation, orientation, capability, accountability, and competence.
Abstract: Orientation: Human resource (HR) management is recognised as a profession worldwide, especially in countries that are forerunners in the field. Research purpose: The main purpose of this study is to record the historical development of HR management as a profession. This study will provide a platform for evaluating the professional standing of HR management in South Africa. Motivation for the study: The motivation for the study is to record the historical development of HR management in South Africa because this is long overdue. Research design, approach and method: The researchers achieved triangulation by examining archived documents they obtained from the South African Board for People Practices (SABPP) and semi-structured interviews with five founding members of the SABPP who were involved during the whole period of the study. The founding members also verified the researchers’ interpretations of the information they obtained from the documents and the interviews. The researchers used content analysis and coding to analyse the data they obtained from the archived documents and the semi-structured interviews. Main findings: The history of HR management in South Africa shows that it meets the four founding pillars of professionalism. Practical/managerial implications: The study also gives HR professionals confidence because HR management is achieving recognition as a profession. Contribution/value-add: The main contribution of the study is that it has recorded the history of HR management as a profession in South Africa properly for the first time.
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TL;DR: This paper investigated a case study of one entrepreneur's successive failures over 20 years and found that failure is a part of entrepreneurial endeavours, and that learning from it requires deliberate reflection, which is a prerequisite for learning from failure.
Abstract: Orientation: Current theories of repeat entrepreneurship provide little explanation for the effect of failure as a 'trigger' for creating successive ventures or learning from repeated failures.
Research purpose: This study attempts to establish the role of previous failures on the ventures that follow them and to determine the process of learning from successive failures.
Motivation for the study: Successive failures offer potentially valuable insights into the relationship between failures on the ventures that follow and the process of learning from failure.
Research design, approach and method: The researchers investigated a single case study of one entrepreneur's successive failures over 20 years.
Main findings: Although the causes varied, all the failures had fundamental similarities. This suggested that the entrepreneur had not learnt from them. The previous failures did not trigger the subsequent ventures. Instead, they played a role in causing the failures. Learning from failure does not happen immediately but requires deliberate reflection. Deliberate reflection is a prerequisite for learning from failure as the entrepreneur repeated similar mistakes time after time until he reflected on each failure.
Practical/managerial implications: It confirms that failure is a part of entrepreneurial endeavours. However, learning from it requires deliberate reflection. Failure does not 'trigger' the next venture and educators should note this.
Contribution/value-add: Knowing the effect of failure on consecutive ventures may help us to understand the development of prototypes (mental frameworks) and expand the theory about entrepreneurial prototype categories.
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TL;DR: In this paper, the authors investigated the impact of work characteristics and recovery strategies on four types of work-non-work interference (W-NWI) and found that a lack of psychological detachment and relaxation were significantly associated with lower work- spouse interference.
Abstract: Orientation: Although work characteristics and recovery strategies are associated with work- family interference, the influence on specific types of work-nonwork interference (W-NWI) has not been investigated. Research purpose: The aim of this study was to investigate the impact of work characteristics and recovery strategies on four types of W-NWI. Motivation for the study: It is clear from the literature that job characteristics and W-NWI have adverse effects on employees’ health and well-being. It is therefore important to identify work characteristics and recovery strategies associated with W-NWI. Research design, approach and method: A cross-sectional survey design was used in this study. The target population was married employees with children working at a Tertiary Education Institution (TEI) in the North West Province ( N = 366). Main findings: Work pressure and emotional demands significantly predicted all the work-nonwork role interference dimensions. A lack of autonomy predicted work-parent interference and work-religion and/or spirituality interference, whilst a lack of development possibilities predicted work-religion and/or spirituality interference. Relaxation and mastery recovery experiences significantly predicted lower work-parent interference. A lack of psychological detachment and relaxation were significantly associated with lower work- spouse interference. Relaxation and control significantly predicted lower work-domestic interference, whilst psychological detachment significantly predicted lower work-religion and/or spirituality interference. Practical/managerial implications: The results give managers insight into the specific work characteristics and recovery experiences that play a role in W-NWI, upon which interventions can be based to address these issues. Contribution/value-add: This study provides information on the relationship between work characteristics, recovery experiences and the effect on different types of W-NWI.
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TL;DR: In this article, the authors focused on how South African organisations manage their employees' wellness through their Employee Wellness Programmes (EWPs) by investigating the types, foci and perceived success of EWPs.
Abstract: Orientation : This article focuses on how South African organisations manage their employees' wellness through their Employee Wellness Programmes (EWPs).
Research purpose : The objective of this research is to describe employee wellness in South Africa by investigating the types, foci and perceived success of EWPs.
Motivation for the study : Despite the growing awareness of the importance of EWPs in South Africa, the nature, content, context, participants, role-players and anticipated benefits as well as the possible drawbacks of these programmes in the South African context are unclear.
Research design, approach and method : The researchers used a cross-sectional design. The first author developed the Employee Wellness Survey, consisting of quantitative and qualitative questions, to collect data from 16 organisations, four service providers and seven labour unions in South Africa.
Main findings : The results showed that organisations, service providers and labour unions define employee wellness differently and that these role players give different reasons for introducing EWPs. Almost half of the participating organisations have no baseline measurement with which to compare the effectiveness of their EWPs. Generally, all the organisations present the results of their programmes reasonably. However, the programmes involve little overall expenditure to the organisations.
Practical/managerial implications : Organisations should monitor the state of their employees' wellness in order to manage it effectively. This will only become possible when information about employee wellness improves.
Contribution/value-add : This study provides new information about the nature, content, context, participants, role-players, anticipated benefits and possible drawbacks of EWPs in the South African context.
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TL;DR: In this paper, the authors evaluated the relationship between employees' perceptions of justice and their organisational citizenship behaviour after organisations downsize. But, they did not consider the unintended consequences of downsizing on the behaviour of survivors.
Abstract: Orientation: Perception of justice amongst survivors of organisational downsizing is crucial for extra-role engagements. Researchers have recorded extra-role behaviours because they are important for organisational efficiency and success.
Research purpose: The main objective of this study was to evaluate the relationship between employees' perceptions of justice and their organisational citizenship behaviour (OCB) after organisations downsize.
Motivation for the study: Many organisations that are downsizing do not seriously consider the unintended consequences of downsizing on the behaviour of survivors. This study intends to draw the attention of organisations that are downsizing to this oversight.
Research design, approach and method: The researchers used a quantitative research design and survey method for the study. They distributed a self-administered questionnaire to 130 employees from a population of 180 survivors at the head office of a commercial bank that recently downsized in Lagos, Nigeria.
Main findings: The research results showed that there was no fairness in the downsizing exercise. This resulted in low morale amongst survivors and unwillingness to engage in extra-role behaviours.
Practical/managerial implications: It is important for organisations that are downsizing to use a participative approach in order to achieve organisational efficiency and improve productivity after restructuring.
Contribution/value-added: The results of the study will give the managers of organisations, which are planning to downsize, a useful insight into how to plan the exercise, how to implement the plans, and how to manage the employees they will retrench and those they will retain after concluding the downsizing exercise.
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TL;DR: In this paper, the authors investigated a case study of one entrepreneur's successive failures over 20 years and found that all the failures had fundamental similarities and that the previous failures did not trigger the subsequent ventures.
Abstract: Orientation: Current theories of repeat entrepreneurship provide little explanation for the effect of failure as a ‘trigger’ for creating successive ventures or learning from repeated failures. Research purpose: This study attempts to establish the role of previous failures on the ventures that follow them and to determine the process of learning from successive failures. Motivation for the study: Successive failures offer potentially valuable insights into the relationship between failures on the ventures that follow and the process of learning from failure. Research design, approach and method: The researchers investigated a single case study of one entrepreneur’s successive failures over 20 years. Main findings: Although the causes varied, all the failures had fundamental similarities. This suggested that the entrepreneur had not learnt from them. The previous failures did not trigger the subsequent ventures. Instead, they played a role in causing the failures. Learning from failure does not happen immediately but requires deliberate reflection. Deliberate reflection is a prerequisite for learning from failure as the entrepreneur repeated similar mistakes time after time until he reflected on each failure. Practical/managerial implications: It confirms that failure is a part of entrepreneurial endeavours. However, learning from it requires deliberate reflection. Failure does not ‘trigger’ the next venture and educators should note this. Contribution/value-add: Knowing the effect of failure on consecutive ventures may help us to understand the development of prototypes (mental frameworks) and expand the theory about entrepreneurial prototype categories.
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TL;DR: In this article, the authors explored the organizational design elements and competencies that contribute to optimising the expertise of knowledge workers in a shared services centre and proposed a framework for optimizing the expertise.
Abstract: Orientation: Organisations are still structured according to the Industrial Age control model that restricts optimising the expertise of knowledge workers. Research purpose: The general aim of the research was to explore the organisation design elements and competencies that contribute to optimising the expertise of knowledge workers in a shared services centre. Motivation for the study: Current organisational design methodologies do not emphasise optimising the expertise of knowledge workers. This research addresses the challenge of how an organisation design can improve the creation and availability of the expertise of knowledge workers. Research design/approach method: The researcher followed a qualitative case study research design and collected data in six focus group sessions ( N = 25). Main findings: The findings showed that the shared services centre (SSC) is not designed to enable its structure, culture and codifying system to optimise the expertise of knowledge workers. In addition, the SSC does not share the knowledge generated with other knowledge workers. Furthermore, it does not use the output of the knowledge workers to improve business processes. Practical/managerial implications: The expertise of knowledge workers is the basis of competitive advantage. Therefore, managers should create an organisational design that is conducive to optimising knowledge work expertise. Contribution/value add: This research highlights the important organisational design elements and supportive organisational structures for optimising the expertise of knowledge workers. The research also proposes a framework for optimising the expertise of knowledge workers and helping an organisation to achieve sustainable competitive advantage.