Masters Degrees (Human Resource Management)

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

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The emergence of a new precariat? middle class and the elite professionals in Zimbabwe.
(2023) Mapuranga, Martha.; Ruggunan, Shaun Denvor.
The purpose of this study was to establish how a precarious socio-economic environment has reconfigured the status of elite professionals from a human resource management perspective in Zimbabwe. There is dearth of empirical studies in human resource management on the effects of the reconfigured middle class and elite professionals in the Global South particularly in Southern Africa. Focus was on three elite professions, namely the medical, legal and the academic. Qualitative research was employed in this study. Fifteen purposively sampled participants were interviewed using a semi-structured interview. Observations and documents were also used to strengthen the data from interviews. Data from interviews was analyzed through phenomenological analysis, while content analysis was used for documents. Data analysis was also aided by QSR also known as NVIVO, a qualitative data analysis software. Findings revealed that elite professionals feel a sense of disequilibrium in their salaries and income. This is due to the fact that they are now comparing themselves with other occupations in lower categories within their country as well as professionals in the same category but beyond their boarders. This therefore causes high outmigration of elite professionals with remaining professionals resorting to other strategies of augmenting/supplementing their meagre salaries. These include less engagement in training and development programs, career planning and progression as well as job satisfaction and job engagement level. It was also revealed that financial rewards are not hygiene factors but motivational factors when it comes to unstable economic environment like the current situation in Zimbabwe. This was evidenced by findings, which indicated that elite professionals are engaging in unorthodox means to supplement their salaries. Therefore, responsible entities dealing with professionals should restructure their reward polices to suite elite professionals so as to improve their job satisfaction, job engagement as well as development programs since these professionals offer their expertise that improves the performance of the country. It was concluded that, there is no universal definition of middle class as elite professionals no longer hold the middle class characteristics like other elite fields globally.
Work motivation and employee engagement at a state-owned enterprise in Richards Bay.
(2024) Xulu, Lungile Sinethemba.; Maharaj, Ashika.
The study aimed to explore the relationship between work motivation and employee engagement at a selected parastatal organisation in Richards Bay, South Africa. Employees are a company's greatest asset, and increasing their motivation and engagement is essential for corporate expansion. Organisations are confronted with several difficulties, including high absenteeism rates, low productivity, and high labour turnover rates which are related to low employee engagement and a lack of motivation at work. The following theories were used in the study, that is Herzberg's Two Factor Theory and Alderfer's ERG Theory, both of which recognize the components that are related to motivation. The researcher selected Kahn’s Need Satisfying approach, Job Demand Resource Model (2007)and Lawrence & Nohria's Four Drive Theory (2002) to unpack the factors of employee engagement. A quantitative research approach was adopted to collect primary data in the form of questionnaires. Standardized questionnaires namely the revised Utrecht Work Engagement Scale (UWES-9) were used to measure employee engagement and they were distributed electronically and manually. The Work Preference Inventory was employed to evaluate both intrinsic and extrinsic motivation. The Statistical Package for Social Science (SPSS) version 24 was used to analyze the data since it enabled data analysis and statistical test execution. The research population consisted of 329 junior employees from the parastatal the”Krejcie and morgan model” suggested that 180 participants was appropriate for the study. The researcher received 93 responses. The findings show that only 52% of the employees feel like they are bursting with energy as they are not motivated, while approximately 48% feel happy when they are working intensely. Only 41% indicated that they feel like going to work every day. The study found about 54% of the respondents enjoy trying to solve complex problems at their workplace, while about 56% enjoy tackling problems that are completely new to them. The Work Preference Inventory, which measures intrinsic and extrinsic motivation in individuals, is built to be reliable as it captures the key components of the intrinsic drive, which are self-determination, competence, and work participation. The study concluded that motivation was related to needs satisfaction and a product that comes from a cognitively conscious decision. Given the limitations of the research and operational nature of the parastatal setting, it proved difficult to get questionnaires promptly as the employees follow a shift schedule. The study recommended the need for organisations to involve employees in decision-making to address employee engagement and employee motivation. It further recommends the need to invest in the two constructs.
Perceptions of management and local labour forum on employee performance and service delivery at Zululand District Municipality.
(2023) Nkwanyana, Gugulethu Nonkululeko Zamazikode.; Nzimakwe, Thokozani Ian.
South African public sector organisations have been criticised for poor employee performance in the last few years, especially post-1994. Given this concern, it is worth investigating the current state of employee performance in the local government. Therefore, the primary aim of study was to explore the perceptions and experiences of local labour forum and management on the impact of employee performance on service delivery at local government in the Zululand District Municipality. A qualitative approach was utilised to offer an adequate explanation and description of the chosen phenomenon. Besides, an exploratory study was conducted to provide an in-depth understanding and interpretation of the research phenomenon and develop research questions for an extensive investigation. To achieve the aim of the study, Zululand District Municipality was used as the case study organisation. The target population of the study was 1,120, which comprised of permanent employees and contractual employees in the Zululand District Municipality. The purposive sampling techniques was used to select 14 participants. However, only 8 participants were interviewed. The data was analysed using the NVivo software (version 13). The thematic analysis was used to identify, classify and present themes (patterns) that relate to the dataset. The findings revealed various criteria for assessing employee performance in the municipality, including work quality, employee output, creativity and innovation, cost reduction, quarterly report, teamwork and problem-solving. In addition, the main findings showed a positive relationship between employee performance and service delivery. Furthermore, the overall findings suggested that service delivery could be improved through performance activities such as setting performance targets, providing performance feedback to employees, setting performance management objectives and monitoring. The perceived impact was that underperformance in the Zululand District Municipality affected service delivery, leading to service delivery protests. The study is essential because it expands existing knowledge on employee performance, performance management and service delivery. This study will be a viable tool for the government, municipalities and employees to improve performance and service delivery. The study recommended that employee performance could be improved through training and development, a conducive working environment, employee involvement and participation and job autonomy. The study recommends that the municipality take necessary measures to ensure that the employees work in a satisfactory and healthy work environment to enable them meet the performance targets.
The entrepreneurial intention development of municipal training programmes: the case of eThekwini small, medium and micro enterprises.
(2023) Mkize, Silindile Samkelokulungileyo.; Kunene, Lindiwe Nqobile.
Small, medium, and micro enterprises (SMMEs) are contributors to economic development and growth. As such, an emphasis on developing them has been at the forefront of most economic policies across governments. The South African Government has established different institutions and training programmes, in all provinces and municipalities, aimed at nurturing and developing entrepreneurial intention, and supporting small businesses across the country. It is, therefore, crucial to constantly monitor and improve these programmes to ensure they deliver on their intention. Therefore, this study evaluated the entrepreneurial intention (EI) development achieved by the SMME training programmes in eThekwini Municipality. The researcher conducted the study using the Theory of Planned Behaviour as a guiding framework to determine whether the curricula design of municipal training programmes for SMMEs in eThekwini influenced EI. Using a mixed-method approach, quantitative data was collected from the SMMEs of eThekwini municipality who have undergone municipal entrepreneurship training programmes to ascertain if they achieved what was intended by the training programmes. Qualitative data was collected from the Small Business Support Unit (SBSU) in eThekwini municipality to study the curricula development and appropriateness of the programmes. Documents were systematically examined as secondary qualitative data. The findings indicate that SMME EI was well developed by the training programmes, but SMMEs lacked business- offering transformation. The SBSU’s role in developing EI is incomplete, as there is no monitoring and evaluation to assess EI development. It was discovered that the curricula design of the SMME training programmes had a positive impact on SMMEs’ attitude. However, the SBSU had no direct influence on the attitude of SMMEs. SBSU is not involved in the curricula design of SMME training programmes. It was further found that SMMEs perceived behavioral control (PBC) towards developing EI is good. SBSU work well in ensuring that SMMEs’ PBC develops through numerous strategies. The findings provide insight into the EI development capability of the programmes, and where they are lacking. The data assists in correcting and redesigning the programmes where it is required. The study plays a role in informing policy makers on policy decisions that relate to economic development and entrepreneurship in South Africa.
Work engagement, intrinsic motivation and job satisfaction among employees of a diamond mining company in Zimbabwe.
(2012) Masvaure, Polite.; Ruggunan, Shaun Denvor.; Maharaj, A.
Orientation: The mining industry has been one of the industries that has struggled the most to deal with employee welfare matters. As a result, it has been difficult to maintain industrial peace and harmony in several workplaces, resulting in negative multiplier effects to the mining business, particularly the unsatisfactory working conditions faced by the lifeblood of any organisation –its employees. In response to this, most organisations directed the bulk of their resources to the basics and tangible things, such as salary and rewards needed by employees to perform their duties, but a lot of unrest is still recorded. This dissertation examined aspects of work engagement, intrinsic motivation and job satisfaction among employees in a diamond mining company in Zimbabwe in order to understand those aspects that drive employees to apply themselves wholly to their work roles. Research Purpose: The research aimed to quantitatively explore levels and interrelationships between three constructs: work engagement, intrinsic motivation and job satisfaction among mine workers in a diamond mining company in Zimbabwe. In addition, the research qualitatively explored what managers’ perceptions of these three constructs are. Research Design, Approach and Method: This was a mixed methods, viz quantitative and qualitative study, which consisted of two phases of data collection. The first phase was a cross-sectional survey design, consisting of a sample (n= 157) drawn from employees of the diamond company. Three instruments: Utrecht Work Engagement Scale (UWES), Intrinsic Motivation Inventory (IMI) and the Minnessota Job Satisfaction Questionnaire (MSQ) were used to obtain the needed information from these participants. The second phase was the qualitative aspect, which consisted of in-depth individual interviews with functional managers. Main Findings: The study found that, while most of the participants (74%) are highly satisfied by their work, a substantial number (59%) are moderately (of average level) engaged and 67% are moderately motivated intrinsically. The findings suggest a positive co-relation between job satisfaction and work engagement; job satisfaction and intrinsic motivation, and work engagement and intrinsic motivation among the miners. Of all the factors that play a significant role in determining employees’ levels of job satisfaction, intrinsic motivation and work engagement, age and marital status were found to be significant contributors to the way the employees apply themselves to their work roles. The findings also suggest that the majority of managers in the company believe that the shop floor workers (miners) are highly engaged in their work, highly intrinsically motivated and highly satisfied in their jobs. However, this contradicts the results obtained from the miners themselves. Practical/ Managerial Implications: The study notes with concern the opposing perceptions that managers seem to have regarding work engagement, job satisfaction and motivation levels among the miners. This attests to a knowledge gap that management has about low-level employees, a fact which may call into question the existence or non-existence, in the company, of a proper communication structure (and infrastructure) that allows employees to communicate with management. This may also point to the management approach adopted by the company, which may be discouraging employees from communicating their feelings to management. The ‘false’ impression which management has about employees may result in negative multiplier effects, such as strikes, high rate of staff turnover, inefficiency and, ultimately, organisational failure.
The influence of the family during self-initiated expatriation.
(2022) Mathe, Sibahle.; Maharaj, Ashika.
Since the reintegration of South Africa into the global world, the country has attracted immigrants of different categories, both from far and near. There are two types of expatriates, namely traditional and self-initiated expatriates (SIE). This study investigated the influence of the family on self-initiated expatriates (SIE) during expatriation. The study adopted a qualitative methodology to investigate. The target population of the study was approximately 200,000 expatriates who reside in Durban, South Africa. A snowball sampling methodology was used to select 30 samples, including shop attendants, shop owners and other categories of SIEs from Asia and Africa. However, data was collected from only 18 participants through interviews to understand better the participants' opinions, behaviour, and experiences concerning the phenomenon. The data was then transcribed and analysed using thematic analysis. The findings showed that the expatriation of SIEs to South Africa is influenced by factors such as job opportunities, business and trade, education, political instability and civil war, family problems, fear of persecution, infrastructure development and desire to travel abroad. In addition, it was found that the nature of marriage, family size, children education and well-being and work-life balance are essential family-related factors that influence the decision of SIEs to emigrate to South Africa. Moreover, the study discovered the adjustment challenges self-initiated expatriates and their families faced in South Africa, including the cost of living, permit issues, culture differences, loneliness, xenophobia, unemployment, language difference and escalating crime. Based on these challenges, the following recommendations were made: cross-cultural training, social networking, government protection and language training. Future research should consider using a quantitative research method, or a mixed methodology and a large sample size to determine adjustment strategies employed by self-initiated expatriates and their families in South Africa.
Work-life balance experiences during COVID-19: a case of academics at a South African university.
(2021) Jali, Lucia Zethu.; Mutereko, Sybert.
The primary goal of dissertation is to understand, examine and analyze the effects of the COVID- 19 lockdown on academics who are working remotely from home. In other words, using remote work from home as a case study, this research paper aimed to examine, analyze, and understand the impact of the COVID-19 lockdown on academics' work-life balance. The study was conducted at a South African university. It draws on work design and spillover theory on remote working as a probable framework for understanding the lived experiences and perceptions of public sector employees on work-life balance during the pandemic lockdown. It is structured around three approaches that are often used by researchers to investigate the concept of work-life balance and remote working among employees. The researcher adopts an explorative qualitative research approach to critically investigate how COVID-19 affected the work-life balance of academics in South Africa while teleworking remotely from home. The research uses a purposive sampling method to recruit a total number of eleven respondents for this study. The researcher provides strong theoretical reasons for the selection criteria, which fit well with the objectives of the study.The study finds that the COVID-19 pandemic crisis has been a challenging experience for many families, and strategies to prevent the crisis from affecting public health (such as working remotely from home) have had a negative impact on engagement in everyday life. The results demonstrate that the experiences of confinement and working remotely from home during the pandemic have been particularly detrimental to the trajectories of academic mothers, especially those with unconducive household situations.
Exploring strategies used to retain academic employees of University of KwaZulu-Natal, Westville Campus.
(2016) Ajadi, Taiwo Hassan.; Akbar, Khalida.
The rise of technology since the 21st century has seen the advent of the microprocessors, computer software and a rapid change in technological advancement has increased the hunt for talented experts and skilled employees. The global economy is faced with increased competition for knowledgeable employees; this has made knowledge a strategic value. South Africa is a faced with a shortage of skills across the service industries most especially the educational service industries. Retaining employees has become a problem for human resource managers. Many organizations including higher education institutions have become unproductive and lost competitive advantage because of the high turnover of their core employees. Higher education institutions (HEIs) in South Africa are faced with problems of high demand for academics of which there is limited supply. In spite of the extensive academic discuss on employee’s turnover and retention, the debate remains inconclusive. Employee retention is important for all business or organization, as employee loyalty has reduced drastically raising the problem of turnover. HEIs in South Africa are faced with lot of turnover of employees and shortage of staff. They constantly adopt and review strategies to retain key staff and employees in their institutions. UKZN presently is faced with problem of retention of its academics, and is relevant to the problem my dissertation aims to explore. Academic staff retention is a recurring problem across higher educational institutions in South Africa. Despite the gravity of the problem of turnover, there are still relatively few studies focused on academic’s retention across HEIs and literature in this area is sparse. To understand the motivations and the reasons academics leave or stay despite the strategies in place. The methodology adopted was a qualitative in-depth interview. Using a non- probability sampling technique, a sample of fifteen respondents were chosen purposively from one particular college consisting of four schools at UKZN. Fifteen respondents were interviewed, voices recorded and transcribed. Thematic analysis was done with the aid of the Nvivo qualitative analysis software. The study found out compensation, training & development and academic workloads were high variables factors that influenced employees’ intention to leave. However, on its own, recognition programs do not influence turnover intentions among academics unless combined with other variables. The majority of the academics also stated that the performance management system is inadequate to capture their academic workloads. Based on the findings, the study recommends that compensation packages should be made competitive. Training & development programs should be sustained and new ones be adequately initiated in line with the UKZN’s goals and objectives. Academic workloads could be made more flexible or reduced, while recognition programs be made more frequent and informal. A conceptual framework on talent retention is also proposed for the University of KwaZulu-Natal. This dissertation will contribute to literature in this arena and provide a platform for further research.
Assessing talent management and organisational trust as precursors to job embeddedness.
(2021) Latib, Alia.; Brijball Parumasur, Sanjana.
Owing to the increase of globalisation, technology and the volatile work environment that organisations currently face, the element of job embeddedness and its effect on labour turnover necessitates an operational and vigorous approach (Hashim, Ishak & Hilmi, 2017). Research shows that job embedded ness increases work performance and organisational commitment (Chan, Ho, Sambasivan & Ng, 2019; Shen & Jiang, 2019). However, there is limited research concerning the effect of Human Resources (HR) functions (talent management) and organisational trust, on job embeddedness; instead, it is viewed as a mechanism used to reduce labour turnover as a result of the costs associated with it. Previous studies have failed to determine the impact of talent management and organisational trust on job embeddedness, especially in the South African economy. This study was conducted in a large parastatal organisation that provides bulk potable water in KwaZulu-Natal and used a simple random sampling technique to draw a sample of 196 employees whilst ensuring representivity. Data was collected using electronic questionnaire surveys, and the psychometric properties (validity and reliability) were statistically assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The data was analysed using both descriptive and inferential statistics. The results demonstrate that talent management and organisational trust are critical precursors to job embeddedness and, organisations are encouraged to apply vigorous and conscious approaches to talent management and organisational trust in an effort to increase job embeddedness thereby reducing organisational turnover. This study provides guidelines, recommendations and a model for the implementation of strategies for enhancing job embeddedness in the workplace. This model will assist the organisation to increase job embeddedness through consistent approaches to talent management using fair and objective processes, equal opportunities for all employees, ensuring transparency and continuously creating and sustaining a climate of trust.
Assessing training and development trends in the South African Journal of Human Resource Management and the South African Journal of Industrial Psychology from 2003 to 2020.
(2021) Singh, Preven.; Ruggunan, Shaun Denvor.
In South Africa there is limited research available on the patterns of knowledge production with respect to training and development. This study focuses on assessing and identifying seventeen years of training and development trends in the South African Journal of Human Resource Management and South African Journal of Industrial Psychology for the years 2003-2020. Key empirical trends, theoretical trends, implications for practice and to establish the implications of these trends for future training practice and theory will be identified. A total of 2639 articles from both journals pertaining to various aspects were examined but a total of 88 articles, that dealt with training and development were selected for the study. It was discovered that, the most utilised research approach in both journals were quantitative in nature. It also lead to reveal that the University of South Africa in both journals have published the most articles, relating to training and development over the last seventeen years, in both journals. It can also be noted the sector that was researched the most frequent was the educational sector across both journals and that Melinde Coetzee (SAJHRM) and Ronel Du Preez (SAJIP) both published 4 articles in the respective journals but Melinde Coetzee has also published 2 training and development articles in the SAJIP as well. The most utilised theory or model were the Model of total rewards in the SAJHRM and Phenomenology & Regression in the SAJIP. It was also discovered that in 2019 the SAJHRM published 11 training and development articles, the highest amount over the 17 years and the SAJIP published 6 in 2010. The themes and recommendations for managers did overlap across both journals as well and there appeared to be common patterns in both journals and some themes like skill shortages seem to in line with international trends and countries experiences the same issues. The following chapter answers the proposed research questions and sheds light on recommendations for the future of training and development in South Africa.
Perceptions of officials on the effectiveness of electronic human resource management: case of the Department of Employment and Labour, Johannesburg.
(2021) Tshabalala, Mbongeni Paul.; Plaatjies, Augustus Benson.
This study was conducted at the Department of Employment and Labour within the City of Johannesburg. The study sought to assess the perceptions of the officials about the effectiveness of the Electronic Human Resource Management which is an innovation within the Department of Employment and Labour that has been using a paper-based manual system for a long time. A case study was used for this study to explore the perceptions of officials from the Department of Employment and Labour, Johannesburg on the effectiveness of the E-HRM. The study employed a quantitative research approach in which 93 out of a total of 121 employees participated. A questionnaire was used as a research instrument to collect data. Data were analysed using Statistical Package for Social Sciences. The key finding of this study indicated that DEL performs E-HRM functions because of its efficiency and effectiveness. Another finding indicated that E-HRM was a useful system because it promotes the operation of DEL. A further finding indicated that the output quality of the E-HRM helped in saving time at work, provided accurate and up to date information. The findings of this study contributed towards the understanding of the perceptions of the officials working in the Department of Employment and Labour on the effectiveness of E-HRM. The main recommendation for this study was that the Department of Employment and Labour should develop a framework that provides for ongoing monitoring of E-HRM activities and knowledge and information sharing through employee participation. The study further recommended that the Department should provide adequate IT training, coaching, and support to the staff for them to be successful in their work.
Occupational challenges faced by the nurses working in public health care: the case of Chesterville Clinic.
(2021) Zondi, Nqobile Clementine.; Plaatjies, Augustus Benson.
Nurses have a significant role to play in promoting good quality health care in South Africa. Therefore, it is critical for the Department of Health to have nurses who are engaged in their work. However, given the high levels of occupational challenges, nurses experience high levels of occupational stress that often results in psychological distress. On the contrary, some nurses, regardless of the stressful nature of their job, seem to enjoy their work and exert greater effort in dealing with these stressors. In order to answer the research objectives, the present study used a qualitative approach and purposive sampling method was used for the purpose of data collection. Data was gathered in the public clinic in Durban. A sample of 7 participants was obtained comprising of 5 females and 2 males. Data was collected using interviews. The results of the study showed that the nurses are faced with occupational challenges which contributed to high levels of occupational stress. It is recommended that the issue of shortage of the staff needs to be speculated since it was found out that increased workload of the nurses rose from inadequate staff. Thus, the government can look into employing more nurses in the public health care. It is recommended that the salaries and advancements of the nurses be considered as one of the solutions to increase their morale and motivation.
Employer branding as a strategy for attracting and retaining faculty in higher education institutions in Durban, KwaZulu-Natal.
(2021) Maharaj, Sasha-Leigh.; Vajeth, Taahir Ahmed Akbar.
The study investigated into the employer branding as a strategy for attracting and retaining faculty in higher education institutions in Durban, KwaZulu-Natal. The study had five key objectives, namely: 1.7.1 To investigate employer branding strategies used in attracting qualified academics in HEIs in Durban; to identify the employer branding strategies employed in retaining qualified academics in HEIs in Durban; to determine the challenges faced by HEIs in attracting and retaining qualified academics; to determine the relationship between employer branding and attraction of academics in HEIs in Durban; and to analyse the relationship between employer branding and retention of academics in HEIs in Durban. A descriptive study was conducted to accurately describe the subject matter. Quantitative research method was used to collect and analyse numeric data. The study was located within the School of Management, IT & Governance at UKZN, Westville campus. The sample size of 196 was drawn from the population of the study. Data was collected through structured questionnaire. Statistical Package for the Social Sciences (latest version 25) was used to analyse the data. The results of the study showed that the key employer branding strategies which contributed to the attraction of highly qualified academic into UKZN were competitive remuneration (Mean = 3.07), recruitment practices (Mean = 3.01), reputation of the University (Mean = 3.00) and selection practices (Mean = 3.00). Moreover, it was found that the employer branding strategies which helped to retained qualified academics at UKZN included training and development (Mean = 3.03) and respect and recognition (Mean = 3.01). However, career management and development (Mean = 2.94) and employer-employee relationship (Mean = 2.96) had no influence on the retention of academics in the University. In addition, the results of the study indicated that the factors which influenced the attraction and retention of academics in the University were working conditions (Mean = 3.07) and employee morale (Mean = 3.02). However, job satisfaction (Mean = 2.94) had no influence on the attraction and retention of academics in the University. Furthermore, the results of the study showed that there as significant positive relationship between employer branding and attraction of academics in the University at the 1% level of significance.
The influence of workforce diversity on employee performance at the South African Social Security Agency in KwaZulu-Natal.
(2021) Luvuno, Sinobuhle.; Plaatjies, Augustus Benson.
Workforce diversity is a multi-faceted concept that keeps growing as the world continues to be the international marketplace. It is because of this reason that most people are convinced that diversity is essential for employee performance. This study's primary aim was to examine the influence of workforce diversity on employee performance from the employees working at SASSA’s KwaZulu-Natal Regional Office in Pietermaritzburg. In this research, the word workforce diversity has been defined as the concept that possesses organisations as confronted with a portrayal of different employees from various gender, age, ethnicity and educational background. It is about employee relationships and mentalities with regards to diversity and group contacts. Numerous prescripts have been put in place by the government to guide the workforce in the working environment. Nevertheless, these prescripts particularly pay attention on compelling firms to embrace diversity and therefore failing to look into organisations’ needs and how it contributes to behavioural conducts, for example, employee performance. In addition, numerous studies have been conducted from outside South Africa and few in South Africa on workforce diversity and Organisational performance. Notwithstanding, not many of them payed attention on the influence of workforce diversity on employee performance. It is because of these reasons that, this research examined the influence of workforce diversity on employee performance at SASSA. Quantitative approach was used to provide responses which have much strong basis than lay person’s common sense, intuition or judgment. This approach was supported by administered face-to-face questionnaires in order to obtain higher response rate rather than using the web-based questionnaire. A sample of 103 respondents was used consisting all employees except those who were serving as interns because they were not working permanent. Data was processed and analysed in the form of tables, charts and graphs using SPSS version 26. The findings depicted that there is a significant relationship between workforce diversity and employee performance. Drawing from the findings of the study, it is recommended that SASSA should continue employing and developing employees from different backgrounds in terms of gender, age, ethnicity and education to improve the efficiency of workforce diversity towards employee performance.
Bibliometric and content analysis of the South African Journal of Human Resource Management and the South African Journal of Industrial Psychology from 2006 to 2016.
(2019) Pillay, Rylla.; Ruggunan, Shaun Denvor.
In South Africa there is limited research available on the patterns of knowledge production. Given the discriminatory past of South Africa, there is a special scarcity of research concerning the racial and gender profiles of academic authors. This study aims to analyse the bibliometric, demographic and thematic trends of scholarly literature within management studies. Particularly within the fields of human resource management and industrial psychology. Articles published in the South African Journal of Human Resource Management and the South African Journal of Industrial Psychology between 2006 and 2016 were analysed. The scope of this research is concentrated around the author’s biographical information as well as the research types, approaches, themes, software packages and types of intersectionality used to produce each article. Gathered data was analysed using a mixed methods approach. Inferential statistics were used to analyse quantitative data and a thematic analysis was applied to generate qualitative themes. From both journals, a combination of 585 articles were examined and a total of 928 authors were identified. The results revealed that predominantly White male lecturers produced research articles. It was further discovered that authors who published the most frequently were based at historically White universities, however, overall there was a fair international representation of authors. In terms of research methods, over 60% of articles were quantitative with questionnaires being used to collect data. Many authors chose the software package SPSS to analyse raw data. Popular trends included work-family balance, employee wellbeing, emotional intelligence and organisational health and safety, amongst others. The purpose of this research is to assist universities and policymakers to reassess their research output patterns. Currently, the trends reflect traditional research methods with little variation. Furthermore, the biographical details reveal that black female authors have not been very active in publishing articles over the 10-year period. Going forward it is hoped that this research will help facilitate change in the current status quo and that the research environment becomes a diverse and equal platform for the publishing of scholarly literature.
The influence of workplace diversity on employee performance: a case study of the University of KwaZulu-Natal, Pietermaritzburg Campus.
(2020) Volson, Synade Teneil.; Sukram, Praversh Jeebodh.; Ruggunan, Shaun Denvor.
Leading institutions view diversity as an all-inclusive strategy to enhance employee performance and improve an institution’s reputation. This study allows institutions to see the influence that workplace diversity has on employee performance and therefore enables institutions to improve. This study aimed to show the relationship between workplace diversity and employee performance. The study first examines the role that diversity plays in the workplace. Secondly, it discusses the extent that workplace diversity affects employee performance. Thirdly, it creates an understanding of the effectiveness of diverse people working together. Fourthly, it discovers whether workplace diversity improves or hinders employee performance. The overall purpose of this study was to ascertain whether workplace diversity has a positive or negative influence on employee performance. Qualitative research was used to provide deeper insights. The data for this study was collected at the University of KwaZulu-Natal, amongst three Colleges on the Pietermaritzburg Campus, using personally administered questionnaires. The questionnaire was made up of mostly open-ended questions which made up the qualitative data, and a few closed questions which provided the demographics of the study. A sample size of 54 staff members was used. This sample was an equal selection amongst both academic and support staff members from all three Colleges. There was also an equal distribution of the factors in terms of the internal and external dimensions of the ‘Four Layers of Diversity’ model. The findings and results of the study are presented in the form of tables, column charts and pie charts. This study used content analysis to analyse the qualitative data that was collected. The themes of the study address the research objectives. The questions that respondents were required to answer in the questionnaire were related to each of the themes. The findings of the study are consistent with the literature. Based on the findings and analysis, it is clear that employees at the University of KwaZulu-Natal, Pietermaritzburg Campus have all had their different experiences with diversity in the workplace. The limitations of the study acknowledge that the researcher is aware of possible areas of weakness of the study and they have been taken into account. Recommendations are made based on the findings and results of the study. Areas for future research are discussed which can be undertaken. The study concludes by summarising the chapters in the study. This study will contribute to existing literature.
Acceptance of LinkedIn for human resources management: a case study in the construction sector in Nigeria.
(2020) Omigade, Mariah Oluwaseun.; Ajayi, Nurudeen Abimbola.
Many organisations have accepted social media as an important platform for keeping up with global technological developmental trends. LinkedIn emerged as a social media platform that is used by human resources (HR) professionals across the world. It is renowned for its ability to facilitate communication between HR professionals. The main aim of the study is to understand the perceptions of HR employees in the construction sector on the acceptance of LinkedIn software in performing HR functions of the organisation in Nigeria. The objectives of the study are to understand its acceptance based on the perceived usefulness, and ease-of-use as described by Technology Acceptance Model (TAM). The study also explored the challenges associated with the acceptance of LinkedIn in performing HR functions in a construction company. An exploratory research approach was adopted using the qualitative method to get in-depth knowledge of the identified phenomenon. A case study approach was adopted for the study, and a construction company in Lagos, Nigeria, was selected. Primary data was collected from HR officers. Semistructured interviews were conducted by the researcher where ten (N=10) HR department officers of the construction firm in Lagos Nigeria, were interviewed. The empirical results indicate that LinkedIn is not widely accepted in facilitating HR functions in the HR department. The results also show that the perceptions of the HR employees on the acceptance of LinkedIn are based on how it assists them in performing HR functions. The results also indicated that the use of LinkedIn is not only limited by security concerns, but by the lack of information, financial resources, required skills, and management buy-in. Furthermore, the results also show that the acceptance and use of LinkedIn for HR functions requires adequate buy-in from the executives of the organisation. HR employees must also be appropriately trained on the use of LinkedIn to perform HR functions and to mitigate LinkedIn security-related challenges.
The impact of job stress on employee performance: evidence from female academics at the University of KwaZulu-Natal.
(2020) Obidiegwu, Chinomso.; Okeke-Uzodike, Obianuju Ebele.
Job stress is a regular occurrence in everyday work life situations and females in academia are not an exception to this fact. It has been suggested by numerous studies that job stress will continuously be on the rise due to various factors such as career advancement, technological advancements and changes in the business environment of organisations. The present day academic environment has moved from the old ways of doing things to more technologically and research based ways. Increasingly, the academic’s job profile has extended beyond teaching and learning to include research and publications, supervision, consultation and administration and so forth, thus, resulting in increased stress levels in academics, more especially for female academics who have to include various domestic obligations to their workloads. Given this background, the study aims to examine the impact of job stress on female academic performance. The study focused on female academics who are full-time permanent employees at the University of KwaZulu-Natal (UKZN). The Pietermaritzburg (PMB) campus of UKZN was considered for the study site. The research explored the impact of job stress on these female academics and investigated the strategies these academics use to achieve work-life balance. The study is a quantitative study, where data was collected from 54 respondents and analysed using the Statistical Packages for Social Sciences (SPSS) version 25. The findings of the study show that workload remains a stressor in an academic environment. Time allotment continues to pose as a challenge. Because of the work overload, the associated stress affects the health and motivation of the female academic staff. The findings also suggested that gender has no significant relationship with workload. Thus, the researcher recommended a review of incentives, time to time conduct surveys to measure the organisational stressors and determine a proactive solution and core awareness on stress management strategies.
Effective ways of measuring employee performance: a study of Msunduzi Local Municipality.
(2020) Molefe, Nqobile Phindile.; Phiri, Maxwell Agabu.
Many factors can contribute to poor performance in the workplace, and they have negative implications in the growth and development of the organization. The leading aim of organizations is to make profits. Hence, having an organization that does not perform well is not acceptable. These dynamics are mostly caused by poor performance. Performance in the workplace is an important variable and it can be measured in line with the standards and objectives of the given company. Poor organizational performance needs to be managed effectively, as it threatens the endeavour of the organization. This study seeks to investigate effective ways to measure performance obtained from a sample of 50 (Fifty) employees from Msunduzi Local Municipality. It focused on factors that contributed to employee performance in a Local Municipal organization. The purpose of this study is to uncover issues affecting performance, simultaneously it will propose solutions to these issues. It has used a quantitative approach to research, a method that enables the researcher to sum up the results from a small sample group to a larger population. Quantitative research offers the researcher the necessary skills to make a calculated decision on the actions to be taken. A simple random sampling method was used as a method of collecting data from the respondent. Data was stored and sorted in a statistical software used for statistical data analysis, namely, Statistical Package for the Social Sciences (Spss). The results showed a significant difference in the perceptions of male and female employees regarding all the effective ways to measure performance, respectively, at the 1% level of significance. When it comes to training and development, males were more satisfied while females were less satisfied. However, in terms of allocation of resources, salaries and wages, environmental issues, and attitude, females were more satisfied whereas males were less satisfied. For future reference, the researcher has recommended that the organization should offer more workshops to help educate and train the workers to be more productive and efficient. Moreover, implement new strategies that will be more accessible to the public in terms of proper and quality communication, improve on service delivery, and be transparent to staff members as well as to members of the public in which the municipality serves.
The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.
(2020) Magagula, Noxolo Precious.; Govender, Loganathan Narayansamy.
There has always been a growing need for organizations to achieve organizational goals and functionality in the work environment. Studies conducted over a long time show that traditional ways of doing things in human resource management have been moved to strategic human resource management using substantial involvement of Information Technology. This research explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of Human Resource Information Systems in recruitment and selection functions in the School of Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were to explore employees’ perceptions on the design and use of human resource information systems, identify the advantages of using HRIS in selection and recruitment functions, and their overall perceptions of its use on selection and recruitment functions. Descriptive research was conducted to provide an accurate description of the subject matter. The quantitative research method was conducted to provide a more comprehensive statistical and graphical understanding of the information collected. The target population was 61, where 52 respondents were selected as the sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The questionnaires were captured on the Google Form, and the link was subsequently sent to each of the respondents via email. The responses were downloaded and re-coded in Excel, which was later exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the questionnaires online. This represents 86.77% active response rate. The measuring instrument reliability was determined using Cronbach's alpha efficient, while the validity was determined through exploratory factor analysis. The results showed a significant relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r = 0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05). Lastly, there was a significant positive relationship between the perceptions of HRIS in the recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training and development, compensation, and succession planning.

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