Masters Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19592

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Investigation of work-life balance in organisations in KwaZulu-Natal : comparison with the United Kingdom.
(2008) Nzimande, Judith.; Parumasur, Sanjana Brijball.
It has become imperative for organisations to create family-friendly work-environments, where employees can effectively balance work and family life, in order to ensure employee satisfaction and increased productivity. It is important to establish how far South African organisations are in creating such environments and how much still need to be done as employee productivity ultimately impacts on the country's economic performance. This research study was concerned with dissecting the concept of work-life balance by highlighting the various types of flexible work arrangements that exist and comparing the legislations that promote work-life balance in South Africa with those of UK. The study was conducted in the province of Kwa-Zulu Natal in Durban. A questionnaire was administered to 84 adults occupying management positions in various corporate organisations in Durban. The analysed findings revealed that South KwaZulu-Natal organisations are far behind UK in adopting and implementing work-life balance initiatives. South African organisations must introduce more flexible-working arrangements and the government must improve family-friendly legislation. South Africa still has a lot of work to do in introducing family-friendly legislation. Recommendations were also made with regards to what organisations as well as the government need to do in implementing work-life balance initiatives.
Rationale for the participation of low level employees in industrial action in a public sector provincial department.
(2008) Jugwanth, Usha.; Parumasur, Sanjana Brijball.
It has been observed within the provincial department under study, that officials occupying levels 1-4 constituted approximately 70% of the population that participated in the National Public Service Strike of 2007. Higher level employees piggy-back on the efforts of low level employees, since they do not participate in industrial action, do not have any deductions made from their salaries due to the implementation of the 'no work no pay' rule, but derive benefits from the collective efforts of industrial action. This study explored the rationale for the participation of low level employees in industrial action in a Public Sector Provincial Department. The objectives of the study was to establish the psychological motivation for low level employees engaging in collective action and the types of behaviour low level employees engage in when participating in industrial action. In this study, the population constituted all level 1-4 employees that participated in the Public Service Strike of 2007. The sample included 80 subjects that were selected, using the probability simple random sampling design, from the population. The questionnaire was used as a data collection tool. Frequency distributions, percentages, chisquare distributions and graphs were used to analyse the data. Very strong response rates were received for subjects indicating that they did not participate in strike/protest action because they thought that they can have a holiday or that the supervisor will not be at work. Very strong response rates were also recorded for subjects indicating that they did not force/influence other people to participate in strike/protest action when they themselves participated in strike/protest action. Strong response rates were received for subjects indicating that they did not participate in strike/protest action because other employees of similar level as them participated in strike/protest action, they were not absent on the day of a strike/protest action because of the pressure from union officials or that they were forced by union officials not to attend work, that when they participated in strike/protest action they were notified by the union about the strike, that when they participated in strike/protest action they participated in union marches/rallies, that they participated in strike/protest action because their grievances were not attended to and that they participated in strike/protest action because they believed that they could control events by their own behaviour. Moderate response rates were recorded for subjects indicating that they participated in strike/protest because they felt that they were worse off than other employees who earn more and have greater benefits than they have, that they participated in strike/protest because they were frustrated and dissatisfied in the work place and that they participated in strike/protest action because they believed that such behaviour could impact on political processes. This study has provided greater insight into the rationale for the participation of low level employees in industrial action despite the monetary losses they suffer due to the implementation of the 'no work no pay' rule.
The Efficacy of the skills development act in the manufacturing and retail sectors - Pietermaritzburg areas.
(2006) Singh, Amritha.; Hunter, Clive Robert.
This study is concerned with the efficacy of the Skills Development Act in promoting skills development and training in South Africa. Skills development and training was examined in the context of the 30 manufacturing companies and 20 retail companies based in Pietermaritzburg. Firstly, the literature study provided a foundation on which to base the idea that skills development and training is vital in order for a country to achieve economic success. Secondly, efforts of other countries in promoting skills development and training were examined. Thirdly, skills development and training was examined in the South African context. The literature study lent support to the idea that there is a need for skills development in South Africa, considering factors such as HIV/AIDS, the shortage of scarce skills and labour demand trends in the South African labour market and the South African economy. The field study involved the use of questionnaires to gather data from the respondents. The results of the field study were group into pre-defined variables. The variables were then correlated and hypothesis testing was conducted to test the relationship between the variables. The main conclusions of the study are based on the hypothesis testing and the results of the field study and are detailed below. 1. The perceived effectiveness of the Skills Development Act was found to be a positive correlate of the effectiveness of training, the application of effective training procedures, the percentage of employers conducting formal training and the percentage of training costs recovered from the SETAs. 2. Training was perceived to be effective in terms of employee learning, employee performance and organizational performance. 3. There was an even split between companies that applied effective training procedures and those that did not. 4. Compliance with the Act was a pre-requisite for selection of the sample, however full participation in the Act was found to be lacking in general. This means that the majority of companies in the sample did not submit Workplace Skills Plans and Implementation of Training reports. 5. Compliance with the Skills Development Act was found to be a correlate of the application of effective training procedures, assistance received from the SETAs, the perceived effectiveness of training and the perceived effectiveness of the Skills Development Act. 6. It was generally perceived that the assistance received from the SETAs was poor. 7. On-the-job training was found to be prevalent in all companies; however formal training was more prevalent in companies that have a large number of employees. The average rate of formal training was calculated as 29.64%. 8. The number of employees was found to be a correlate of the percentage of formal training conducted, the percentage of training costs recovered from the SETAs, the perceived effectiveness of training and the application of effective training procedures.
Perceptions of human resource information system usage for knowledge management in the context of human resource management .
(2010) Naicker, Krisandra.; Govender, Loganathan Narayansamy.
21st century human resource (HR) managers face new challenges that require the management of employee resources and the management of information resources overload to support human resource management (HRM). The proposed research will examine the integrated approach that could be adopted by human resource information systems (HRISs) to identify, classify, store and evaluate human resource information assets to meet the strategic needs of HRM in the 21st century organisational era. The information assets may include databases, documents, policies, procedures, as well as the un-captured tacit expertise and experience stored in individual’s heads, in the form of knowledge. We live in an information economy powered by the human capacity to create value out of knowledge – an intangible asset that is referred to as Due to scarcity in natural resources, modern and knowledge organisations increasingly depend on the knowledge contained in the organisation to succeed and remain competitive. This study examines the perceptions of Human Resource Information System usage for knowledge management in the context of human resource management. Data for the study was obtained from a sample of 70 human resource employees employed at retail organisations within South Africa. The data was quantitatively analysed using descriptive and inferential statistical techniques. The study indicated uncertainty about the use of HRIS functions while the respondents agree with using technology as a tool for sharing information. The concept of knowledge was explored as a strategic asset for the organisation to capitalise on as a competitive advantage, and the study explained that while HR employee’s value and recognise the various forms of the knowledge assets within employees, HR employees were uncertain about knowledge challenges. Although knowledge is generally shared within organisations, the benefits must be further explained in order to gain commitment and support.
An analysis of the perceptions of expatriate academics on the factors affecting their work performance.
(2009) Henha, Pauline Ngo.; Vayej, Jameela.
This study examines the perceived influence of the following factors on the performance of expatriate academics: biographical profile, social and cultural adjustment, homesickness, language, organizational socialization, and satisfaction with the policies and practices of the organization with regard to salary, rewards and promotion. The study was conducted on a sample of 85 expatriate academics employees of the University of KwaZulu-Natal (South Africa). The research data were collected through a self-administered questionnaire where all answers were requested using a five point likert scale (from 'strongly disagree' to 'strongly agree‟) except for the section on the biographical profile of the participants. In other words, the research data captured the perceptions of the respondents measured on the above-mentioned scale. This means for example that every expatriate academic in the study made a self-assessment of his or her work performance. The research sample was constructed using a snowball sampling method. The results obtained from the inferential statistical analysis indicate that language is the only predictor of work performance. The frequencies and means analysis revealed that respondents are not quite satisfied with their salary and rewards. Correlation analysis also revealed the following relationships between the research variables: a correlation was found between social and cultural adjustment and homesickness; a correlation was found between social and cultural adjustment and organizational socialization; and correlation was found between satisfaction with the policies and practices of the organization with organizational socialization. The findings of this research can be useful to universities for improvement of the performance of their expatriate academics through the following research recommendations: conducting language training; providing market-related salaries to expatriate employees; and granting holiday allowances and stress management programmes to expatriate academics so as to alleviate their homesickness.
Perceptions of knowledge transfer of foreign African doctors practicing in South African provincial hospitals.
(2012) Lutakwa, Joly Nziavake.; Parumasur, Sanjana Brijball.
The study examined the factors affecting the African foreign doctors' perception of knowledge transfer with special reference to South African provincial hospitals. The influence of three organisational factors (Interpersonal relationships, Language & communication and organisational culture) and the demographic variables on knowledge transfer were assessed. From these variables four hypotheses were formulated and tested. The study employed a cross-sectional study and a total of 62 African foreign doctors practicing in South African provincial hospitals completed a structured questionnaire. The findings indicated that interpersonal relationships, language and communication as well as organisational culture influenced knowledge transfer. Also, there was a variation on the influence of language and communication on knowledge transfer among different age groups in the organisation. Based on the research findings the results were discussed and compared and contrasted to previous research and the literature review. The recommendations as outlined in a graphical representation indicate how the organisation can improve the transfer of knowledge and improve their efficacy in the process subsequently.
Flexitime as a tool to reduce employee stress : an exploratory study.
(2011) Karyabwite, Alice.; Govender, Pathmavathie.
The aim of the study was to investigate flexitime as a potential moderator to reduce the administrative employee stress, and to reduce the negative aspects associated with stress through the use of flexitime programmes. This exploratory study was conducted in a tertiary environment. The literature review explores the core areas of the main and sub-variables. A literature review was conducted relating to the key variables of the study, that is, flexitime and stress. In terms of flexitime, emphasis was placed on the benefits of flexitime, flexible work practice and the drawbacks of flexitime. In terms of stress, emphasis was placed on stress reduction, work/life balance and employee commitment. This study was conducted with a sample of 97 subjects from a tertiary environment. The data was collected using questionnaires, and reliability was also determined. Various statistical techniques were used to test the hypotheses. Data was analysed using both descriptive and inferential statistics and the results were presented using tabular and graphical representations. Furthermore, comparisons were made with studies of other researchers who have embarked on this area of the study or studies close to this research topic. The study shows correlations and significant associations with employee stress and flexitime. The findings also indicate that stress can be reduced through the moderator, that is, flexitime.
The relationship between organizational commitment and turnover intentions.
(2014) Ramakhula-Mabona, Rethabile.; Mutinta, Given Chigaya.
The study investigated the relationship between organisational commitment and turnover intentions among civil engineers in the Ministry of Public Works and Transport, Lesotho. The levels of commitment and turnover intentions and influence the biographic variables (gender, age, marital status, qualifications and experience) have on the study variables respectively were studied. It was of interest also to determine which aspect of orgaisational commitment mostly predicted turnover intentions. Both quantitative and qualitative methods were used to analyse the data from a sample of 86 subjects that was randomly selected from a population of 100 civil engineers. A questionnaire whose reliability test revealed a Cronbach’s Alfa of 0.712 was used to collect data. Organisational commitment (independent variable) included affective, normative and continuance and turnover intensions (dependent variable) included intention to stay and intention to leave. The results revealed variations in the levels of organisational commitment and turnover intentions. There were moderate levels of organisational commitment as well as low levels of intentions to stay and to leave. The results also showed no significant correlation among turnover dimensions. Both organisational commitment and turnover intention dimensions showed a significant difference with gender, whereas there were no significant differences between the latter and the respective biographic variables (age, status, qualification and experience). With multiple regression results, continuance commitment was the best predictor of intention to leave and normative commitment was the best predictor of intention to stay. The study was confined to one sector of civil engineering within the Ministry of Public Works and Transport, Lesotho. Further research is to establish precursors and implications of organisational commitment in other sectors for applicability and generalisability of the findings to other studies. The study contributes to the emerging team of research on how work commitment forms and influences work behavior. In order to enhance employee retention and to decrease the likelihood of turnover, allowing the prevalence of organisational support, the supervisory support and the person job-fit exchange behaviours is very vital.
Successfully integrating and managing millennials in the 21st century workplace.
(2015) Nnambooze, Beatrice Elizabeth.; Parumasur, Sanjana Brijball.
The study aims to examine the three generations (Generation Y, Generation X and Baby Boomers) that constitute the present day labour force and the differences between these three groups. The millennial generation brings with them a diverse set of workplace attitudes, expectations and characteristics in comparison to the two previous generations (Baby Boomers and Generation X). Therefore, the study serves to provide a better understanding of millennials’ characteristics, expectations and values and how they can cohesively be integrated with the other two generations, which will result in the effective integration and management of millennials in today’s 21st century workplace. In particular, generational differences were assessed in terms of six dimensions (extrinsic values/rewards, an interesting and motivating work environment, a flexible and efficient work environment, workplace fun, learning and diversity and, constant growth and advancement in the workplace) having the potential to influence the integration and management of millennials in the workplace. The research study was conducted in a public sector organisation in KwaZulu-Natal. The study utilised the cluster sampling technique to draw a sample of 93 employees from a public sector whilst ensuring representation of the three generations. Data was collected from employees using a self-developed questionnaire, whose psychometric properties (validity and reliability) were statistically assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Raw data was captured using the Excel, processed using SPSS version 22 and analysed using both descriptive and inferential statistics. Qualitative data was analysed using content analysis. The results indicate that learning and diversity, workplace fun and extrinsic values/rewards were ranked as the three most important workplace dimensions by employees in the public sector organisation. Additionally, the three generations within the public sector organisation (Generation Y, Generation X and Baby Boomers) were found to have significantly different perceptions in relation to an interesting and motivating work environment, a flexible and efficient work environment and learning and diversity and, biographical differences across the generations were also noted. It was noted that these three generations also shared a number of similarities, for example, all desire workplace fun. Since today’s organisations entail all three generations, both managers and organisations have a critical role to play in gaining deeper insights and understanding in relation to this new generation. As a result, this study provides guidelines and recommendations that assist in promoting continuous and harmonious workplace relationships amongst the three generations, resulting in the successful integration and management of millennials, as well as better retention of key employees within the organisation.
The effectiveness of the fibre processing and manufacturing Sector Education and Training Authority (SETA) in addressing skills shortages.
(2015) Ngcobo, Ngibongiseni Patrick.; Govender, Krishna Kistan.
Abstract available in PDF file.
Factors influencing employee turnover rates in an insurance call centre environment.
(2016) Mkhize, Lindokuhle Vuyisile Bridget.; Parumasur, Sanjana Brijball.
It is vital to understand the nature of the factors that contribute to employee turnover in the call centre environment. This study investigates unique or industry specific factors that contribute to high turnover rates in the call centre industry with a view of suggesting and designing retention strategies. The research study was conducted in five insurance companies based in the Johannesburg area. As a result, five strata (A to E) are drawn from the population using a proportionate stratified random sampling technique. In this study, the questionnaire was used as the main instrument for data collection. The psychometric properties (validity and reliability) of the questionnaire was statistically analysed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The data was captured using Excel Version 2010 and processed using SPSS Version 22. For the analysis of data, descriptive and inferential statistics was used. The findings of this study indicate that supervisor support is the most significant dimension that has the potential to influence employee turnover. Compensation and career development have the most significant inter-correlations, which impact on the turnover intention, especially if both dimensions are below the employees’ required standard. Biographical variables (age and gender) have also been found to have the potential to influence employee turnover. The key findings and recommendations for reducing the potential for employee turnover are graphically presented to enable practical implementation by practitioners, particularly in a call centre environment.
An empirical study of the reward preferences of the University of KwaZulu-Natal (UKZN) academics.
(2017) Makhanya, Sharon Nosipho.; Maharaj, Ashika.
The aim of this study is to investigate the ability of the rewards offered by UKZN to attract, retain and motivate academic employees. The Reward Preference Questionnaire (RPQ) adopted from Nienaber, Bussin and Henn (2011), and modified by Snelgar, Renard and Venter (2013) was used to collect the data for this study. A total of 140 questionnaires were administered to Westville, Howard College and Medical School campuses with 111 questionnaires completed and returned. Descriptive statistics were utilised to analyse the responses and presented in the form of tables and graphs. Principal component analysis was used to extract factors. Four factors were extracted and named; ie., base pay, benefits, performance recognition and career management and quality work environment.The study found that UKZN academics are neither satisfied nor dissatisfied by base pay, benefits, and performance recognition and career management. However, the study found that the academics at UKZN are highly dissatisfied by quality work environment. The study also found that age, level of education, job level and conditions of service influence reward preferences. In addition, the study found that the respondents view rewards offered by the institution to be unfairly and inconsistently implemented. The respondents indicated that they were unhappy with the way performance management was rated; differences in conditions of service; confusing rewards; unfair implementation of academic promotions and unfair, inconsistent implementation of sabbatical leave. This study recommends that the institution should create reward systems that are based on the academic’s preferences by focusing on benefits, base pay, quality work environment, performance recognition and career management as they were indicated as the reward categories that attract, retain and motivate academics. This study’s findings contribute to knowledge by investigating the most valued rewards categories and the contribution of rewards to attraction, motivation and retention of academic staff. This study will also be beneficial to policy makers, Human Resources Departments and to Higher Education institutions. Furthermore, this study provides evidence to assist the employer in developing suitable and improved rewards packages to enhance the attraction, motivation and retention of academics of high calibre.
Understanding individual workforce resilience of women in selected Durban organisational settings.
(2017) Cadete, Núria Leandra de Jesus.; Ruggunan, Shaun Denvor.
BACKGROUND: Over the past decades there has been an enormous increase in scientific research publications, targeting resilience of women within the workplace environment. Despite the potentially adverse effects that women may experience following adversities within their environments, many of them thrive through exercising mindfulness, self-efficacy, coping skills, while trying to manage the effects of neuroticism. Given the overall aim and purpose of this study vis-à-vis: to understand individual workforce resilience of women in selected Durban organisational settings; these factors are presented in terms of a ‘Biopsychological Model of Resilience’ indicating their connections to promoting psychological resilience. Further in the thesis, women experiences are discussed in light of feminism tenets to uncover their significance to resilience in the context of experiences of women beyond the workplace settings. METHODOLOGY: The study applied a qualitative approach, supported by the social constructivism paradigm. Ten women were chosen to be an instrumental part in this study, and were sourced based on preliminary set of criteria using purposive and snowballing sampling methods. Participants were interviewed to allow comprehensive collection of baseline insights and experiences on resilience over life history interviews. All interviews were recorded, transcribed verbatim, and analysed thematically. A pilot study was performed to address potential challenges to the achievement of the study prior to the launch of the research process. FINDINGS: The multi-dimensional constructs of resilience and feminism theories reviewed, have indicated a good fit with the analysed findings, regarding the participants’ perceptions toward resilience. Overall, the findings supported the hypothesis that biopsychosocial dimensions influence the development of resilience. By not displaying resilience qualities, adverse experiences had greater undesirable impacts on women. Women reported experiences of different kinds of adversities including domestic violence, divorce, workplace harassment and discrimination, breast cancer, and death of a loved one. Despite experiencing challenges women reported using different strategies which helped them cope with setbacks. The findings revealed that the attribute of resilience can be exhibited by nurturing and applying resilience knowledge toward adverse experiences. Overall, the study facilitates knowledge sharing on resilience of women which may be insightful or increase awareness to different audiences regarding the theoretical underpinning of resilience. CONCLUSION: A biopsychosocial model of resilience was used to understand how factors such as mindfulness, self-efficacy, coping, neuroticism influenced resilience of women. Moreover, the association between resilience of women and feminism is evident in this study, and serves to highlight how the experiences of women from diverse personal and organisational backgrounds fit into the model of resilience. IMPLICATIONS: The study provides initial understandings of the multidimensional nature of psychological resilience which may throw new light into how women in circumstances of adversity can thrive more effectively. The Human Resource Management [HRM] should deepen understanding of individual workforce resilience to develop and implement meaningful policies to encourage resilience. Further studies should be conducted to explore the actual effect size of the individual resilience model toward mitigating the outcomes of adversities.
Understanding the relationship between work-life balance and stress amongst employees at a large motor vehicle manufacturing plant in KwaZulu-Natal.
(2017) Govender, Lushen Lantis.; Parumasur, Sanjana Brijball.
This study aims to assess the possibility of reducing stress through work-life balance. It is anticipated that a greater degree of work-life balance will lead to reduced levels of stress. In this study work-life balance is assessed in terms of leave and flexible work arrangements, work provisions and the level of work-life balance. The study is undertaken in a large motor vehicle manufacturing plant in KwaZulu-Natal and the target population comprises of employees from six main departments, namely, Human Resources, Finance, Administration, Engineering, Parts and Manufacturing. A sample of 103 participants was drawn using the cluster sampling technique and the Kaiser-Meyer-Olkin Measure was undertaken to confirm the adequacy of the sample. Data was collected using a self-developed questionnaire whose psychometric properties of validity and reliability were measured using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analysed using descriptive and inferential statistics. The results of the study reflect only a moderate level of overall work-life balance thereby reflecting tremendous room for improvement in terms of attaining work-life balance in the workplace. The results also reflect a moderate level of stress. Significant relationships were also noted between the dimensions of work-life balance (leave and flexible work arrangements, work provisions, work-life balance, general factors) and stress respectively. Some significant biographical correlates (gender, age, marital status, tenure) were noted with the dimensions of work-life balance but not race. Some significant biographical correlates (gender, race, tenure) were found with stress but not age and marital status. Evidently, the variance in stress is not due to leave and flexible work arrangements, but work-life balance (day-to-day practices), general factors and work provisions which account for nearly half of the variance in stress. Recommendations are presented and graphically depicted which when appropriately implemented has the potential to enhance work-life balance and reduce stress in the workplace.
Exploring factors affecting knowledge sharing at national institute for crime prevention and reintegration of offenders in Pietermaritzburg.
(2016) Mkhwanazi, Nosipho Phumzile.; Mutinta, Given Chigaya.
Fast changes in business and innovation are driving organisations to learn and adapt to changes at an extraordinary rate. Most of them understand that unless information gathering and exchange happens quicker they will not have a competitive advantage, as they will be at risk of losing the significant resource of knowledge through knowledge erosion. This study is about exploring factors influencing knowledge sharing in a non-governmental organisation called the National Institute for Crime Prevention and Reintegration of Offenders (NICRO). This is a qualitative study where interviews were used as a data collection technique and thematic analysis used as a data analysis method. Explorative research design was used in this study to explore a variety of factors impacting knowledge sharing. The targeted population was the employees of NICRO and the purposive sampling method was used to select a sample. The sample size consisted of five employees with different professions and roles in the organisation. The findings indicated that there were a variety of individual, organisational as well as technological factors which influenced knowledge sharing at NICRO. Individual factors such as awareness, personality, altruism and self-efficiency were key determinants of knowledge sharing in the organisation studied. The trust and rewards system was a predominant organisational factor that impacted employees’ behaviour with respect to sharing knowledge, followed by factors such as organisational culture, leadership and organisational structure. The study also ascertained that technological factors played a significant role in influencing knowledge sharing in the studied organisation. On the basis of the research findings, the study recommended that the management of NICRO review and improve their reward system in order to encourage employees to engage in knowledge sharing. The study also recommended that employer and employees reestablish a trustworthy relationship among themselves in order to create favourable conditions for sharing knowledge.
Relationships between work-life balance practices and retention of academics at a South African University.
(2017) Bodhlyera, Ruth.; Majola, Brian Kwazi.
The study examined the relationship between work-life balance (WLB) practices and the retention of academic staff at the University of KwaZulu-Natal Pietermaritzburg campus. WLB practices have the ability to improve employee retention and this study sought to determine if perceptions on the University’s WLB practices by academics have any impact on their decision to stay or leave the organisation. The retention of academic staff is of paramount importance to every institute of higher learning. With the current exodus of academics from one institute to another, universities are faced with a mounting task of retaining this group of individuals for their survival and success. In order to carry out the stated evaluation a mixed method design was employed to gather primary data. Two non-probability sampling techniques were employed in the study. Convenient sampling for quantitative data with a sample size of N=111 and purposive sampling N=5 for the qualitative data. The key findings of the research are that there is a negative relationship between the existence and awareness of WLB programmes among academics and their intention to leave. Regression analysis indicated that a unit increase in WLB will positively increase organisational commitment by 0.349 units as measured on the 5-point Likert scale (regression coefficient=0.349, p-value<0.001). The study also established, through exploratory factor analysis, that staff retention can be factored into three dimensions, namely, Work Related Frustration or Dissatisfaction, Job Searching Drive and Risk Taking. If levels of these three dimensions are determined, then one will have a picture of how intent on leaving is academic employee. To university management, this implies that, when crafting retention strategies, they need to recognise how WLB practices can impact employee’s organisational commitment and retention in institutions of higher learning. The study managed to contribute to literature by providing new knowledge that helps to address challenges of retaining employees in organisations especially academic staff in universities.
Motivating factors that influence employees to access the study assistance programme at Shell & BP South African Petroleum Refineries (Pty) Ltd.
(2018) Mbambo, Nompumelelo Letticia.; Ramasamy-Gurayah, Jayrusha.
This study explored the motivating factors that influence the employees’ decision to access the Study Assistance Programme at Shell & BP South African Petroleum Refineries (Pty) Ltd (SAPREF). These factors are key in understanding the main drivers for the success of this programmed. They can be used in attracting more employees who have similar needs, to make use of this programme. Employees who have made use of the study assistance programme were participants of this study. A qualitative research methodology was employed as the researcher did not want to predict the possible factors that could have led the participants to access this programme. The qualitative research method offered a way to elicit information in a non-prescriptive manner. Participants were interviewed by the use of semi-structured interviews. This gave the interviewer a structure to follow and focus in order to elicit the relevant responses but also the freedom to probe where there was a need to dig deeper. Data was analyzed using content analysis. This analytic method was used due to its descriptive nature to data analysis in qualitative approaches. It also allowed the researcher to apply low level of interpretation to the data. This was important to achieve in this study as the results needed to be as authentic as possible in order to ensure the validity of the study. The main themes that emerged from the data collected were; (i) access and availability of funding – all permanent employees have access to this funding opportunity and there are no waiting periods which is often the case in other companies where one has to be in the employ of the organization for a certain period of time before qualifying, (ii) career progression – participants see this as a career progression tool as there is a feeling that opportunities will arise and those that have develop themselves are in a better position to be awarded such, (iii) the need for self-development – participants articulated the need to growth and self-development in order to stay abreast of development and best practice in industry, (iv) career change – this programme was also seen as a vehicle to drive one to a change in career without having to leave employment to study for that new career, and lastly (v) a psychological contract with the company – this was seen a way of committing oneself to the company for a period of time. There are participants who are happy to be tied to the company as they see a benefit in return.
The assessment of the implementation of talent management at the University of KwaZulu-Natal.
(2017) Mbatani, Mandisa.; Ramluckan, Trishana.
The University of KwaZulu-Natal is one of the leading higher education institution with a reputation of academic and research excellence. The Human Resource division is one of the fundamental divisions in the university structure, which seeks to attract, recruit and ensure that a high calibre staff members are trained, developed and retained to enhance skills, performance, as well as job satisfaction. For the University of KwaZulu-Natal to achieve its goal of becoming the “employer of choice” for staff, talent management becomes one of the integral strategies to the university’s endeavours. It is evident that there are underlying weaknesses that hinders effective implementation of the existing integrated talent management policy. This research aimed to assess the implementation of the talent management process in the University of KwaZulu-Natal. The study objectives were to: understand how talent implementation is identified at the University of KwaZulu-Natal, to understand how talent is assessed at the university, to understand how talent is developed and to understand ways in which talent is retained at the University of KwaZulu-Natal. Due to the complexity of this, a case study approach was used for this study for the researcher to arrive at an in-depth understanding of the study as a case study approach allows for various perspectives, feelings and reality of participants of the University of KwaZulu-Natal. A purposive sampling method was used to allow the Researcher to justify or generalize on the selected sample either analytically, theoretically or logically. In-depth, semi- structured interviews were carried out with 8 respondents at the University of KwaZulu-Natal, namely, the School of Accounting, Economics and Finance comprising of: 5 academics and 3 professional services staff members. The collected data was then analyzed in themes. Arears of improvement were identified for the university’s integrated talent management process. The findings indicated that it is important to recognize that talent management is more than a chain of human resource processes and programmes but should be driven by business strategy and also provide necessary support to drive business results. Therefore necessary strategies should be applied to obtain feedback from employees on the implementation of the talent management system. Furthermore talent management practices should be clear for all employees and management commitment is necessary in the development and retention of talent.
The assessment of organizational commitment of academic staff at University of Kwazulu-Natal (UKZN).
(2018) Ntuli, Cebile.; Ramluckan, Trishana.
Organisational commitment refers to as the degree which an employee finds synergy in the goals and values of an organisation and is willing to exert great effort to stay within the organisation. This study aimed to assess organizational commitment among academic staff in the University of KwaZulu-Natal. The study adopted the quantitative research design. The questionnaire survey that consists of organizational commitment items, namely affective commitment, normative commitment and continuance commitment has been utilized to collect data from the academic staff. Statistical Package for the Social Sciences (SPSS), was adopted to statistically analyze and interpret the data collected from the respondents. The Organisational Commitment Model or the theoretical framework, which is the threecomponent of organizational commitment model by Allen and Meyer (1990) was used, as it is appropriate for this study. This study identified the imperative factors which influences an employee’s commitment, the organizational commitment antecedents, as well as the factors that elevate organizational commitment among employees. There were fifty academic staff from the University of KwaZulu-Natal, who participated in the study. From the analysis it was reported that from the three forms of organisational commitment, affective commitment was found to be the most significant type of organisational commitment that drives the academic staff of College of Law and Management at UKZN.” Individuals that reflected an affective orientation towards the organisation and have psychological bond between the employee and the organisation, hence; the employee identifies with the organisational values and increases job involvement of the employee in the organisation. Few participants depicted low normative commitment. This indicated that the workforce will not retain their organisational membership because of the sense of obligation hence, can seek better employment opportunities if the employer does not meet their expectation and needs. Study findings revealed a low continuance commitment level among the academic staff. These employees perceived greater employment alternatives hence, will not commit to the organisation because of the scarcity of employment however; due to the passion and the benefit accrued whilst working in the organisation.
The challenges of lecturers in a private tertiary education: dynamics of happiness vs work engagement in workplace.
(2018) Chetty, Rebecca Tiffany.; Ramasamy-Gurayah, Jayrusha.
Private education promises to deliver quality specialised education to students who opt to either take the private approach to education, or who are given a second chance to study towards a tertiary education after being turned away from public institutions. There seems to be however a decrease in the level of work engagement among academics in private education which could be linked to the level of dissatisfaction and unhappiness they experience in the workplace. This study aims to investigate the influence of happiness of lecturers on their level of work performance at private tertiary institutions within the South African context. In order to conduct this study, the researcher focused on two branches of a private tertiary institution called the Future Leaders Academy (FLA). The hypothesis of the study is: “The levels of happiness amongst lecturers at the Future Leaders Academy is directly proportional to the level of academic performance in the workplace”. The theoretical framework for the proposed study favours The Social Cognitive Theory of Self- regulation (SRT) which was developed by Albert Bandura in 1991 and the Job Characteristics model (JCM) which was established by Hackman and Oldham in 1976. . In the present study, the research methodology is based on quantitative design (instrument scores). The study has provided much insight on private tertiary education in South Africa and the behavior of academics. The researcher has proven that a significant relationship between happiness and the levels of work engagement amongst academics does exist.

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