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Doctoral Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19593

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Browsing Doctoral Degrees (Human Resource Management) by Subject "Employee engagement."

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    Exploring the relationship between perceived organisational support, employee engagement and their impact on commitment.
    (2018) Dlamini, Mbalenhle Bridget.; Brijball Parumasur, Sanjana.
    Academics are regarded as the operational core of universities and the manner in which they perform determines the quality of the student’s higher education experience and impacts at the societal level. Hence, higher education institutions base their sustainability on the scholarly knowledge and innovative capabilities of employees. No academic institution can sustain itself without highly skilled, experienced, competent and committed employees. The aim of this study is to establish the relationship between perceived organisational support and employee engagement and their impact on organisational commitment. This research study adopted the quantitative research approach utilising a closedended questionnaire comprising of academics’ biographical information, the Utrecht work engagement scale, the perceived organisational support scale and the original commitmentscale. The sample size for the study consisted of 292 permanent academic staff members from the University of KwaZulu-Natal’s four Colleges, namely, Health Sciences, Humanities, Law and Management Studies and lastly, the College of Agriculture, Engineering and Science. The reliability and validity of the measuring instruments used in the study were tested using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was processed using both descriptive and inferential statistics. The findings of this study indicate that UKZN academics display differing levels of work engagement, organisational commitment and perceived organisational support with work engagement being the highest, followed by organisational commitment and lastly, perceived organisational support. Furthermore, significant relationships were found between work engagement, perceived organisational support and organisational commitment respectively. In addition, work engagement and perceived organisational support significantly account for 54.8% (Adjusted R2 ) of the variance in determining the Organisational Commitment of academics with perceived organisational support having a greater impact on organisational commitment than work engagement. Biographical influences are also assessed. The results of the study and ensuing recommendations are graphically represented. The implementation of the recommendations have the potential to enhance work engagement, perceived organisational support and hence, organisational commitment.
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    Fostering employee innovation through engagement and skills development in the manufacturing sector in Zimbabwe=Ukukhuthaza ukusungulwa kwabasebenzi ngokuxoxisana kanye nokuthuthukiswa kwamakhono emkhakheni wezokukhiqiza eZimbabwe.
    (2021) Chiboiwa, Malvern Waini.; Qwabe, Bongani Reginald.
    The study focused on how employee engagement and skills development can influence employee innovation in the manufacturing sector in Zimbabwe. The study was guided by three theoretical perspectives namely the Social Exchange Theory, the Human Capital Theory and the Componential theory. The Social Exchange theory was adopted to explain employee engagement. The Human Capital theory, which emphasises investment in employees, was adopted to explain the concept of skills development whilst the Componential theory guided the concept of employee innovation. The study followed the positivist philosophical world view which provides the framework for the use of the quantitative research approach. The sample size of the study consisted of 335 participants comprising managerial and non managerial employees who were randomly selected. 200 participants responded to the questionnaires distributed by the researcher. The study adopted quantitative techniques of analysing data. Specifically, Structural equation modelling with confirmatory factor analysis was conducted to determine the relationships between the variable items and the variables themselves. The results of the structural equation modelling showed that there were significant relationships between the variable items and the variable factor. Multiple regression analysis was also performed to determine the impact of the independent (employee engagement and skills development) on the dependent variable (employee innovation). The multiple linear regression analysis indicated that employee engagement and skills development have a significant capacity to predict employee innovation with the resultant model explaining more than fifty per cent of the dependent variable. This, confirmed the viability of the proposed model of the study. Also, the Pearson Product Moment correlation method was used to explain the relationships between the research variables. The results of the Pearson’s correlation analysis revealed that both employee engagement and skills development have moderate positive influence on employee innovation. These results of the study are significant in that they have theoretical and managerial implications. The findings represent a meaningful and incremental contribution towards existing literature on employee engagement, skills development and employee innovation by uprooting insights and showcasing the nature of the relationships amongst these variables. The results should assist management in the manufacturing sector in Zimbabwe on how they can improve employee innovation in their organisations. Iqoqa Lolu cwaningo belugxile ekutholeni ukuthi ukusebenza kwabasebenzi kanye nokucijwa kwabo amakhono kungaletha yiphi indlela entsha yokwenza izinto embonini yokukhiqiza eZimbabwe. Lolu cwaningo belulandela izinjulalwazi ezintathu, okuyilezi: injulalwazi ye-Social Exchange, injulalwazi ye-Human Capital nenjulalwazi ye-Component. Injulalwazi ye-Social Exchange isetshenziswe ukuchaza ukusebenza kwabasebenzi. Injulalwazi i-Human Capital, egxile ekubalulekeni kwabasebenzi, yona isetshenziswe ukuchaza ukuthi yini eyenziwayo ukucija amakhono abasebenzi, kanti injulalwazi ye-Component yona isetshenziswe ukubheka indlela entsha yokusebenza kwabasebenzi. Lolu cwaningo belulandela ipharadayimu ye-positivist futhi luwucwaningo oluyikhwalithethivu. Ubungako besampula buveza abahlanganyeli abangama-335 abahlanganisa abasebenzi abasezikhundleni nalabo abangekho ezikhundleni, abakhethwa ngendlela engahlelekile. Abahlanganyeli abangama-200 baphendula uhlu lwemibuzo. Lolu cwaningo lusebenzise indlela yekhwantithethivu yokuhlaziya imininingo. Le ndlela ebizwa nge-Structural equation modelling yayihlose ukuhlonza ubuqiniso mayelana nobudlelwane ezintweni ezazicutshungulwa nokucutshungulwa kwazo. Imiphumela ye-Structural equation modelling ikhombise ukuthi kukhona ubudlelwane obukhulu phakathi kwalezi zinto. Kuphinde kwasetshenziswa indlela eyinhlanganisela eyaziwa nge-Multiple regression analysis ukubheka umphumela ozimele (ukusebenza kwabasebenzi nokucijwa kwamakhono abo) nomphumela ongazimele (izindlela ezintsha zokusebenza kwabasebenzi). Indlela yokuhlaziya i-Multiple linear regression iveze ukuthi ukusebenza kwabafundi nokucijwa kwamakhono abo kudlala indima enkulu ekugaguleni ukuthi indlela entsha yokusebenza kwabafundi izoba njani, okuletha incazelo ngemiphumela ezimele ngaphezu kwamaphesenti angamashumi ayisihlanu. Lokhu, kufakazela okuyiyona njulalwazi ephakanyiswe kulolu cwaningo. Kwaphinde kwasetshenziswa indlela ye-Pearson Product Moment ukuchaza ubudlelwane bezinto. Imiphumela yokuhlaziya kwe-Pearson iveza ukuthi kokubili ukusebenza kwabasebenzi kanye nokuthuthukiswa kwamakhono abo kuba nomthelela ekuqhamukeni nezindlela ezintsha zokusebenza kwabasebenzi. Imiphumela yalolu cwaningo ibalulekile ngoba iveza ukubaluleka kwendlela yokucabanga kanye nendlela yokuphatha. Imiphumela iletha ulwazi olubalulekile nolwengezayo kulolu olukhona mayelana nokusebenza kwabasebenzi, ukucijwa kwamakhono abasebenzi kanye nezindlela ezintsha zokusebenza kwabasebenzi ngokuqhakambisa imibono ephusile kanye nokuthuthukisa ubudlelwane obuhle kulezi zinto. Imiphumela yalolu cwaningo kumele ikwazi ukwelekelela abaphathi embonini yokukhiqizwayo ukuthi bazithuthukisa kanjani izindlela ezintsha zokusebenza kwabasebenzi ezinkampanini zabo.