Department of Industrial and Organisational Psychology
https://hdl.handle.net/10500/107
2024-03-28T18:28:41ZWork engagement and organisational commitment at a private distance learning institution in South Africa
https://hdl.handle.net/10500/30774
Work engagement and organisational commitment at a private distance learning institution in South Africa
Mushaninga, Yvonne
Organisations are increasingly concerned about employees’ work engagement and organisational commitment due to the influence of the two constructs on important organisational outcomes. A question that is also pertinent is “is it possible to have engaged but uncommitted employees?” This study explores work engagement’s relationship with organisational commitment within the private distance learning context. Schufeli and Bakker’s (2004) 17-item work engagement scale and Allen and Meyer's (1990) organisational commitment questionnaire were utilised to collect data from a sample comprising 110 staff members from a private distance education institution. It emerged from the study that a moderate positive significant relationship exists between work engagement and organisational commitment. A further moderate positive significant association was cited between organisational commitment and each of the work engagement constructs. The data demonstrated that work engagement predicts organisational commitment. The results also indicated differences in both work engagement and organisational commitment according to biographical details, with males exhibiting more elevated levels in both constructs than female participants, and those with qualifications above grade 12 showing more elevated levels of work engagement than those with grade 12 or less. The results of the study could benefit organisations to better comprehend work engagement and organisational commitment, and to assist in recommending strategies to improve both engagement and commitment.
2023-10-09T00:00:00ZEmployees turnover intentions : experiences of employees at a basic education public entity
https://hdl.handle.net/10500/30748
Employees turnover intentions : experiences of employees at a basic education public entity
Selesho, Refilwe Argentina
The study was a qualitative research study and was based within the interpretive research paradigm. Participants were selected by means of convenience sampling which was guided by the availability and willingness of participants to participate in the research study. An interview guideline and semi-structured interview questions were compiled to guide the interview process and to ensure consistency during data gathering process. A total of 11 participants were interviewed on an online Zoom platform to ensure compliance with Covid-19 regulations in curbing the spread of coronavirus. Data were collected by way of recording and note-taking and analysed using thematic analysis. Themes and sub-themes were developed and described in detail. Findings reveal that the prestige of the organisation, career growth and working closer to home attract external employees to join the organisation. Employee engagement, teamwork and job security were found to influence the intentions to stay in the public entity. The study further revealed that a toxic work environment, poor remuneration, lack of work-life balance and lack of career growth triggers people to leave the public entity. Support from colleagues, passion for the work that one does and being afforded an opportunity to grow within the public entity were found to be the reasons why the participants still remain in the public entity. It was further revealed that some of the participants view the work environment of the public entity to be good as compared to other organisations.; Tse e bile dinyakisiso tsa boleng tseo di theilwego ka go seemo sa dinyakisiso sa tlhathollo. Bakgathatema ba kgethilwe ka mokgwa wa go dira sampole ka banyakisiswa ba kgauswi, tseo di hlahlilwego ke go hwetsagala le go nyaka ga bakgathatema go tsea karolo. Tlhahlo ya dipoledisano le dipotsiso tsa dinyakisiso tsa go nyaka ge baarabi ba efa mabaka di ile tsa ngwalwa go hlahla tshepediso ya dipoledisano tsa dipotsiso le go netefatsa gore go ba le go swana ka nakong ya kgoboketso ya tshedimoso. Palomoka ya bakgathatema ba 11 ba ile ba botsiswa dipotsiso sefaleng sa inthaneteng sa Zoom go netefatsa gore go obamelwa melawana ya Covid-19. Tshedimoso e kgobokeditswe ka mokgwa wa go gatisa mantsu le go ngwala dinoutse le go e sekaseka ka go somisa tshekatseko ya merero. Merero le mererwana ya ka fasana e ile ya hlangwa le go hlaloswa ka botlalo. Dikutollo di laetsa gore maemo a khamphani, go gola ka mosomong le go soma kgauswi le gae go goketsa basomi bao ba tswago ka ntle go tla go soma ka khamphaning. Go rerisana le basomi, go soma ka sehlopha le go sireletsega mosomong di hweditswe gore ke tsona tse di huetsago maikemisetso a go tswela pele go soma ka sehlongweng sa setshaba. Dinyakisiso di tswetse pele go utolla gore seemo sa mosomong seo se sa kgahlisego, meputso ya fase, tlhokego ya tekatekano ya mosomo le bophelo le tlhokego ya go gola ka mosomong di hlohleletsa batho go tswa ka sehlongweng sa setshaba. Thekgo go tswa go basomimmogo, lerato la mosomo wo motho a o dirago le go fiwa sebaka sa go gola ka sehlongweng sa setshaba di hweditswe gore ke tsona mabaka ao a dirilego gore bakgathatema ba tswele pele go soma ka sehlongweng sa setshaba. Go utollotswe go tswela pele gore ba bangwe ba bakgathatema ba bona seemo sa ka mosomong sa sehlongwa sa setshaba bjalo ka se sekaone ge se bapetswa le sa ka dikhamphaning tse dingwe.; Hierdie studie is ’n kwalitatiewe navorsingstudie wat op die vertolkende navorsingsparadigma gegrond is. Die deelnemers is met behulp van geriefsteekproefneming gekies wat gelei is deur die beskikbaarheid en bereidwilligheid van die deelnemers om deel te neem. ’n Onderhoudsriglyn en semigestruktureerde onderhoudsvrae is saamgestel om die onderhoudsproses te lei en om konsekwentheid tydens die data-insamelingsproses te verseker. Onderhoude is met altesaam 11 deelnemers op ’n aanlyn Zoom-platform gehou om die nakoming van Covid-19-regulasies te verseker. Die data is deur middel van opnames en die neem van notas ingesamel en met behulp van tematiese analise ontleed. Temas en subtemas is ontwikkel en in detail beskryf. Die bevindinge het aangetoon dat die aansien van die organisasie, loopbaangroei en om nader aan die huis te werk eksterne werknemers gelok het om hulle by die organisasie aan te sluit. Daar is ook bevind dat werknemerbetrokkenheid, spanwerk en werksekerheid die voorneme om by die openbare entiteit aan te bly, beïnvloed het. Die studie het ook aan die lig gebring dat ’n toksiese werksomgewing, swak vergoeding, ’n gebrek aan werk-lewe-balans en ’n gebrek aan loopbaangroei mense kan aanspoor om die openbare entiteit te verlaat. Redes waarom die deelnemers by die werkplek aangebly het, was die ondersteuning van kollegas, ’n passie vir die werk wat jy doen en die geleentheid om by die openbare entiteit te groei. Dit het ook aan die lig gekom dat sommige deelnemers die werksomgewing van die openbare entiteit as gunstig in vergelyking met ander organisasies, beskou.
Abstracts in English, Northern Sotho and Afrikaans
2021-06-14T00:00:00ZInvestigating employee’s experiences of the pay-for-performance system within the banking sector in Limpopo Province
https://hdl.handle.net/10500/30745
Investigating employee’s experiences of the pay-for-performance system within the banking sector in Limpopo Province
Nkoana, Mautswa Elizabeth
This study aimed to explore the employee’s experiences with the pay-for-performance system within a banking institution in Polokwane, Limpopo province branches.
The study was a qualitative research study and was based on the interpretive research paradigm. The literature review aimed to conceptualise compensation and reward, performance management and measurement, performance appraisal, and goal setting. The specific empirical study was to explore the effectiveness of pay-for-performance in the banking sector, to understand the perceptions and experiences of employees towards pay-for-performance and lastly, to make recommendations for improving the pay-for-performance system.
Participants were selected using convenience sampling, guided by the participants' availability and willingness to participate in the research. An interview guideline and semi-structured interview questions were compiled to guide the interview process and ensure consistency during data gathering. A total of 10 participants were interviewed on an online Microsoft Teams platform to ensure compliance with COVID-19 regulations in curbing the spread of coronavirus. Data were collected through recording and note-taking and analysed using content analysis. The following themes emerged from the data analysis: employee experiences, employee perceptions of performance bonuses, the influence of pay-for-performance, pay-for-performance barriers, pay-for-performance efficacy, and recommendations to enhance pay-for-performance. Generally, the findings revealed that pay-for-performance was perceived as a great initiative as it motivates employees to perform, and it is a great compensation strategy aimed at rewarding high performance. It was also found to be biased by employees due to managers being subjective when deciding whom to reward for high performance. The study made recommendations to the banking institution to reduce the level of perceived biases or managers’ subjectivity and promote pay-for-performance as a motivational and retention strategy.; Nepokgolo ya dinyakisiso tse e be e le go lekodisisa maitemogelo a basomi ka mokgwa wa go lefelwa go ya le ka moo a somilego ka gona Makaleng a dipanka ka Polokwane, porofenseng ya Limpopo.
Dinyakisisiso di shomishitse qualitative method go kwa ka moo batsea karolo ba di bonago ka gona.Dingwalwa tseo di shomishitswego di be di leka go utulla mekgwa ya ditefo, mekgwa ya go lekola ka moo basomi ba somilego ka gona, mokgwa wa go ba hlahloba go ya ka moshomo wa bona le go loga maano a go fihlelela dilo tse dingwe, kudu dinyakisiso di be di nyaka go lekola go shoma ga mokgwa wa go lefela bashomi,go ya le ka mo ba shomilego ka gona go mafapa a go shoma ka maseleng, le go dira ditshishinyo tsa go kaonafatsa mekgwa ya go lefela bashomi go ya le ka moo ba shomilego ka gona.
Bakgatha tema ba kgethilwe go ya ka convenience sampling, e lego mokgwa wa go kgetha bakgatha tema bao ba lego gona le go rata go ka kgatha tema.
Lenaneo la dipotsiso le ngwadilwe ka mokgwa wa go botsisha potsisho le go dumelela bakgatha tema go bolela ka ba lokologile, go kgonthisisa gore dipotsisho di a swana. Bakgatha tema ba lesome ba tseere karolo ka Microsoft Teams go okamela melawana ya leoba la Covid-19 go thibela dipheteletsano tsa bolwetsi bjo. Go dirisitswe setsea mantsu le go ngwala dintlha tse bohlokwa go kgoboketsa dintlha le go sekaseka dintlha tse bohlokwa.
Go tsweletsa dintlhakgolo tse di latelago go tswa go ditshekatsheko: maitemogelo a bashomi,kwisiso ya basomi ka meputso ya go ya leka mo motho a shomilego ka gona, khuetso ya mokgwa wa go putsa go ya le ka mo motho a shomilego ka gona, ditshitisho tsa go tlisa mokgwa wa go putsa go ya ka mo motho a shomilego ka gona,nolofalo ya mokgwa wa go putsa go ya ka mo motho a shomilego ka gona, le ditshishinyo tsa go kaonafatsa mokgwa wa go putsa go ya ka mo motho a shomilego ka gona.
Ka kakaretso,dinyakisiso di tsweleditse gore mokgwa wa go putsa go ya ka mo motho a shomilego ka gona ke tswelopele e botse ka ge e hlohleletsa bashomi go shoma ka maatla, e bile ke mokgwa o mokaone wa go leboga bao ba shomago ka maatla. Empa mokgwa wo o laetsa o sekametse ka lehlakoreng le lengwe ka ge baetapele bana le go tsea lehlakore ge ba kgetha bao ba shomago ka maatla.
Dinyakisiso di dirile ditshitshinyo go bo ra dipanka go fokotsa mokgwa wa dikgopolo tsa go tsea lehlakore go ba baetapele e le go kwalakwatsa le go thekga mokgwa wa go putsa go ya ka moshomo woo o dirilwego e lego mokgwa wa go hlohleletsa bashomi le go dira gore bashomi ba se tlogele mong moshomo.; Die doel van hierdie studie was om die werknemer se ervarings met betrekking tot betaal-vir-prestasie-stelsel binne 'n bankinstelling in Polokwane, Limpopo provinsie takke, te verken.
Die studie was 'n kwalitatiewe navorsingstudie gebaseer op die interpretatiewe navorsingsparadigma. Die literatuuroorsig het ten doel gehad om vergoeding en beloning, prestasiebestuur en -meting, prestasiebeoordeling, sowel as doelwitstellings te konseptualiseer. Die spesifieke empiriese studie was om die doeltreffendheid van betaal-vir-prestasie in die finansiële sektor te ondersoek, die persepsies en ervarings van werknemers ten opsigte van betaal-vir-prestasie te verstaan, en laastens om aanbevelings te maak vir die verbetering van betaal-vir-prestasie-stelsels.
Deelnemers is geselekteer deur middel van geriefsteekproefneming wat gelei is deur die beskikbaarheid en gewilligheid van deelnemers om aan die navorsing deel te neem. 'n Onderhoudsriglyn en semi-gestruktureerde onderhoudsvrae is saamgestel om die onderhoudproses te lei en konsekwentheid te verseker tydens die data-insamelingsproses. Altesaam 10 deelnemers is op 'n aanlyn Microsoft Teams-platform gevoer om nakoming van COVID-19-regulasies te verseker en die verspreiding van koronavirus te bekamp. Data is ingesamel deur middel van optekening en aantekeninge en ontleed met behulp van inhoudsanalise. Die volgende temas het uit die data-analise na vore gekom: werknemerervarings, werknemerpersepsies oor prestasiebonusse, invloed van betaal-vir-prestasie, betaal-vir-prestasie-hindernisse, betaal-vir-prestasie-doeltreffendheid en aanbevelings om betaal-vir-prestasie te verbeter. Oor die algemeen het die bevindinge aan die lig gebring dat betaal-vir-prestasie as 'n wonderlike inisiatief beskou is aangesien dit werknemers motiveer om te presteer. Dit is 'n uitstekende vergoedingstrategie wat daarop gemik is om hoe prestasie te beloon. Daar is ook gevind dat dit bevooroordeeld is omdat bestuurders subjektief is wanneer hulle besluit oor wie om te beloon vir hoë prestasie. Die studie het aanbevelings aan die bankinstelling gemaak om die vlak van waargenome partydigheid of bestuurder se subjektiwiteit te verminder en betaal-vir-prestasie as 'n motiverings- en behoudstrategie te bevorder.
Abstracts in English, Northern Sotho and Afrikaans
2022-12-04T00:00:00ZEthical leadership, group learning behaviour and group cohesion in the energy sector: a psycho-social model
https://hdl.handle.net/10500/30734
Ethical leadership, group learning behaviour and group cohesion in the energy sector: a psycho-social model
Motabologa, Reneilwe Mathabo
Orientation: At present, it is essential for organisations to have a sound ethical context which will enable the organisation to achieve sustainability, and to maintain a positive corporate image. For these reasons, ethical leadership has garnered increased attention from academics and practitioners alike.
Research purpose: The purpose of the present study was to describe the phenomenological experiences of employees’ group learning behaviour and group cohesion as predisposed by ethical leadership, and to develop a psycho-social model that describes the influence of ethical leadership on group learning behaviour and group cohesion in the South African energy sector.
Motivation for the study: Ethical leadership is regarded as a key resource that can either reinforce or deteriorate the manifestation of ethical behaviour within organisations. A learning organisation is one that is continuously increasing its capacity to create its future. Thus, groups have become the basis that enables organisations to adapt to the emerging pressures in today’s world of work.
Research design: The study applied a qualitative approach within an interpretive framework. The research strategy led to an inquiry into the lived experiences of employees’ group learning behaviour and group cohesion as predisposed by ethical leadership. Purposive sampling, of eight individuals enabled a research method of face-to-face interviews and two focus group sessions to be conducted. Data was analysed by means of the content analysis technique.
Main findings: The general perception held by individuals may be that an ethical leader will yield an efficient and productive group or team, while an unethical leader will yield the opposite. This is not always the case, as was demonstrated by the findings in present research
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study. The study found that leaders who were perceived as unethical displayed the same personal characteristics and showed only slightly deviated behavioural characteristics from those who were regarded as ethical. With regard to leaders influencing groups or teams, although ethical leadership demonstrated a higher likelihood of influence, the study found that other mediating factors play a role in this link as well.
Contribution/value added: The projected practical contribution of the study involves an understanding of development of, and the potential application of the psycho-social model which will be able to accentuate the importance of leadership within group dynamics. An additional contribution pertains to the practical application of the findings which may also be used as a coaching or consulting tool within organisations to assist leaders in their leadership roles.; Tlwaetsomafulo: Ga jaana go botlhokwa gore ditheo di nne le maitsholo a a siameng go di kgontsha go fitlhelela tsweletsego le go tsweletsa selebo se se siameng sa setheo. Ka ntlha ya seno, boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng bo gapile leitlho la barutegi le baeteledipele.
Maikemisetso a patlisiso: Maikemisetso a thutopatlisiso ya ga jaana e ne e le go tlhalosa maitemogelo a tiragatso a badiri ka maitsholo a go ithuta ka setlhopha le tirisanommogo ya setlhopha jaaka e tlhagisiwa ke boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng, le go tlhama sekao sa tlhaloganyo-loago se se tlhalosang tlhotlheletso ya boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng mo maitsholong a go ithuta ka setlhopha le tirisanommogo ya setlhopha mo lephateng la maatla la Aforikaborwa.
Tlhotlheletso ya thutopatlisiso: Boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng bo tsewa e le tlamelo ya botlhokwa e e ka tiisang gongwe ya koafatsa tiragatso ya maitsholo a a siameng mo ditheong. Setheo se se ithutang ke se se tswelelang go oketsa bokgoni jwa sona go aga isago ya sona. Ka jalo, ditlhopha ke ona motheo o o kgontshang ditheo go itlwaetsa dikgatelelo tse di tlhagelelang tsa tikologo ya tiro ya gompieno.
Thadiso ya patlisiso: Thutopatlisiso e dirisitse molebo wa khwalitatifi mo letlhomesong la thanolo. Togamaano ya patlisiso e lebisitse kwa tlhotlhomisong ya maitemogelo a nnete a badiri a maitsholo a go ithuta ka setlhopha le tirisanommogo ya setlhopha jaaka di tlhagisiwa ke boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng. Go tlhophilwe sampole go ya ka maikemisetso a patlisiso mme ga tlhophiwa batho ba le robedi mme seno sa kgontsha gore go dirwe mmeo wa patlisiso wa dipotsotherisano tsa namana le ditlhophapuisano tse pedi. Data e lokolotswe ka thekeniki ya tokololo ya diteng.
Diphitlhelelodikgolo: Ka kakaretso batho ba ka bona e kete moeteledipele yo o nang le maitsholo a a siameng o tlaa tlhagisa setlhopha se se nonofileng e bile se tlhagisa bontle, fa moeteledipele yo o se nang maitsholo a a siameng a tlaa tlhagisa se se fapaaneng le seo. Ga go jalo ka metlha jaaka go bontshitswe ke diphitlhelelo mo thutopatlisisong ya ga jaana. Thutopatlisiso e fitlhetse gore baeteledipele ba ba tsewang ba se na maitsholo a a siameng ba bontshitse dintlhatheo tsa sebele tse di tshwanang le tsa ba ba tsewang ba na le maitsholo a a siameng fela ba bontshitse dintlhatheo tse di farologaneng go se kae tsa maitsholo. Malebana le gore baeteledipele ba tlhotlheletsa ditlhopha, le fa boeteledipele jo bo tsamaisiwang ka maitsholo a a siameng bo bontshitse kgonagalo e e kwa godingwana ya tlhotlheletso, thutopatlisiso e fitlhetse gore go na le dintlha tse dingwe tsa tsereganyo tse di nang le seabe mo ntlheng eno.
Kakgelo/boleng jo bo okeditsweng: Kakgelo e e bonelwang pele ya thutopatlisiso e akaretsa go tlhaloganya go tlhamiwa le tiriso ya sekao sa tlhaloganyo-loago go bontsha botlhokwa jwa boeteledipele mo setlhopheng. Kakgelo ya tlaleletso e ka ga tiriso ya nnete ya diphitlhelelo e le yona e ka dirisiwang jaaka sediriswa sa go katisa gongwe go gakolola mo ditheong go thusa baeteledipele mo ditirong tsa bona tsa boeteledipele.; Oriëntering: Dit is deesdae noodsaaklik vir organisasies om ‘n gesonde etiese konteks te hê om die organisasie in staat te stel om volhoubaarheid te bereik en ‘n positiewe korporatiewe beeld te handhaaf. As gevolg hiervan het etiese leierskap toenemend belangstelling van akademici sowel as praktisyns ontlok.
Navorsingsdoel: Die doel van die studie was om die fenomenologiese ervarings van werknemers se groepsleergedrag en groepskohesie soos deur etiese leierskap bepaal te beskryf, en om ‘n psigososiale model te ontwikkel wat die invloed van etiese leierskap op groepsleergedrag en groepskohesie in die Suid-Afrikaanse energiesektor beskryf.
Motivering vir die studie: Etiese leierskap word beskou as ‘n sleutelhulpbron wat die manifestasie van etiese gedrag in organisasies hetsy kan versterk of verswak. ‘n Leerorganisasie is ‘n organisasie wat sy kapasiteit om sy toekoms te skep deurlopend verbeter. Groepe het dus die grondslag geword wat organisasies in staat stel om by die toenemende druk in die hedendaagse wêreld van werk aan te pas.
Navorsingsontwerp: Die studie het ‘n kwalitatiewe benadering binne ‘n interpretatiewe raamwerk toegepas. Die navorsingstrategie het gelei tot ‘n ondersoek na die geleefde ervarings van werknemers se groepsleergedrag en groepskohesie soos deur etiese leierskap bepaal. Doelgerigte steekproefneming van agt individue het ‘n navorsingsmetode van persoonlike onderhoude en twee fokusgroepsessies moontlik gemaak. Data is deur middel van die inhoudsontledingstegniek ontleed.
Hoofbevindings: Die algemene persepsie van individue is dat ‘n etiese leier tot ‘n doeltreffende en produktiewe groep of span sal lei, terwyl ‘n onetiese leier die teenoorgestelde resultaat sal lewer. Dit is egter nie altyd die geval nie, soos deur die bevindings in hierdie navorsingstudie gedemonstreer is. Die studie het bevind dat leiers wat as oneties beskou word, dieselfde karaktereienskappe getoon het en dat hulle gedragskenmerke slegs in ‘n geringe mate verskil van diegene wat as eties beskou is. Met betrekking tot die invloed wat leiers op groepe en spanne het, het die studie bevind dat ofskoon etiese leierskap ‘n hoër waarskynlikheid van invloed getoon het, ander bemiddelende faktore ook hier ‘n rol gespeel het.
Bydrae/waarde toegevoeg: Die beoogde praktiese bydrae van die studie behels ‘n begrip van die ontwikkeling en potensiële toepassing van die psigososiale model ten einde die belangrikheid van leierskap in groepsdinamiek te beklemtoon. ‘n Bykomende bydrae het betrekking op die praktiese toepassing van die bevindings, wat ook as ‘n afrigtings- of konsultasie-instrument in organisasies gebruik kan word om leiers in hul leierskaprolle te help.
2023-01-01T00:00:00Z