Browsing by Author "Mahembe, Bright"

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    An integrated model of the impact of individual cultural values and the mediating effect of job satisfaction, organisational commitment and perceived support on turnover intention
    (University of the Western Cape, 2017) Mthembu, Oscar Sandile; Mahembe, Bright
    Employee turnover presents a number of negative organisational outcomes, such as loss of human capital, skills, organisational memory and investment on employee training and development. Theory and empirical research have shown that the most immediate predecessor of employee turnover behaviour is turnover intention, or intention to quit. It is envisaged in this study that attracting and selecting employees who possess individual cultural value dimensions that are aligned with those of the organisation could impact positively on employee intention to stay in the organisation. The effect of job-related attitudes (i.e. employee job satisfaction and organisational commitment) on turnover intention has been established in a number of empirical studies. It is hypothesised in this study that Hofstede's cultural value dimensions of collectivism, power distance, uncertainty avoidance, masculinity and long-term orientation at individual level can help explain and predict job satisfaction and organisational commitment. In turn, job satisfaction and organisational commitment will decrease employees' intention to leave an organisation.
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    An intergrated model of the role of authentic leadership, psychological capital, psychological climate and intention to quit on employee work engagement: A comparative analysis
    (University of the Western Cape, 2017) Balogun, Tolulope Victoria; Mahembe, Bright
    Organizations exist for the primary aim of meeting particular objectives: innovation and advancement, customer satisfaction, profit making and delivery of quality goods and services. These goals are mostly channelled with the intent of demonstrating high performance crucial for the continued existence of the organization especially in these rapidly changing global economies. This target, however, cannot be achieved without the aid of employees in the organization. A plethora of previous studies have proven that efficiency, productivity, high performance and stability on the job can be better achieved when the employees are dedicated, committed to their work roles and experience work engagement. The experience of work engagement on the part of the employees is not a random event; it depends on a myriad of factors that include authentic leadership. Leaders have a cumulative change effect on their followers; hence, leaders in an organization can be termed as core drivers of employee engagement. Hence, it becomes imperative to seek to understand what authentic leadership as a construct has to offer to the workplace.
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    A confirmatory factor analytic study of an authentic leadership measure in Nigeria
    (OpenJournals Publishing AOSIS (Pty) Ltd, 2020) Balogun, Tolulope V.; Mahembe, Bright; Allen-Ile, Charles O.K.
    Authentic leadership has been identified as one of the competencies for effective leaders. Research purpose: The primary goal of the present study was to test, on a Nigerian sample, the psychometric properties of the Authentic Leadership Inventory (ALI) developed by Neider and Schriesheim. Motivation for the study: Various instruments have been developed to measure authentic leadership, with the ALI being one of the widely used questionnaires. There is a need to assess the reliability and construct validity of the ALI on a Nigerian sample owing to paucity of studies on its psychometric properties in this setting. Research approach/design and method: A non-probability sample consisting of 213 bank employees working in Nigeria was studied. The ALI was used to measure authentic leadership, and its reliability was evaluated using SPSS, while construct validity was assessed through confirmatory factory analyses in the Linear Structural Relations (LISREL) programme. Main findings: Moderate levels of reliability were found for the subscales of the ALI.
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    The development and empirical evaluation of a model of innovation in selected automotive organisations
    (University of the Western Cape, 2022) Makarisira, Douglas; Mahembe, Bright
    Psychological facets for innovation in automotive organisations received little or no attention from previous researchers. The current study was therefore motivated by the need to establish psychological factors and how they impact on innovation in automotive organisations. The 21st century calls for organisations to be creative and innovative if they are to overcome the economic, political, marketing strategies and competition challenges. Organisations need to seriously consider psychological factors among all their employees (from the leadership to the lowest level employee) if they intend to be innovative in the current economic global challenges. Literature has shown that for every business to succeed it should incorporate various psychological factors when developing an innovative culture, which underscores the importance of the current study.
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    Effect of ethical leadership and climate on effectiveness
    (AOSIS, 2017) Engelbrecht, Amos S.; Wolmarans, Janneke; Mahembe, Bright
    ORIENTATION: The increasing prevalence of theft, sabotage and other deviant behaviours in the workplace has disastrous effects for organisations, such as lowered effectiveness, escalated costs and the organisation’s declining reputation. RESEARCH PURPOSE: The purpose of the research was to design and investigate the relationships among perceived leader effectiveness, ethical climate and ethical leadership. A further objective of the investigation was to validate a conceptual model clarifying the structural associations among the latent constructs in the South African corporate domain. MOTIVATION FOR THE STUDY: A successful leader is both an ethical and an effective leader. An organisation’s leadership is seen as the most critical element in establishing and maintaining an ethical climate in organisations. RESEARCH DESIGN, APPROACH AND METHOD: A convenient and multi-cultural sample comprised of 224 employees from various organisations in South Africa. The structure and content of the variables were analysed through confirmatory factor analysis (CFA), beside item analysis. MAIN FINDINGS: Satisfactory reliability was found for all the measurement scales. The results of CFA demonstrated acceptable fit with the data for the refined measurement and structural models. The results of structural equation modelling (SEM) indicated positive relationships among ethical leadership, ethical climate and leader effectiveness. PRACTICAL IMPLICATIONS: Organisational leaders should take full responsibility for cultivating ethics through ethical leader behaviour and an ethical climate. By reinforcing these aspects, perceived leader effectiveness can be advanced, which will ultimately decrease corruption and other forms of counterproductive behaviour in South African organisations. CONTRIBUTION: The study provides further theoretical and empirical evidence that leadership effectiveness can be realised through instilling an ethical organisational climate in which ethical leadership is exhibited and encouraged.
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    Factors influencing student usage of an online learning community: the case of a rural South African university
    (Inderscience, 2017) Chinyamurindi, Willie Tafadzwa; Mahembe, Bright; Chimucheka, Tendai; Rungani, Ellen
    Technology adoption within higher education is becoming popular. This has often resulted in hubs of learning referred to as an online learning community. The success of such platforms is dependent on full system utilisation. The study draws on a quantitative empirical investigation into the factors that influence the adoption of an online learning community amongst 252 first year students at a rural university in South Africa. The results of the study show that a positive relationship exists between online course design and student ratings of perceived usefulness and perceived interaction (PI) concerning the utilisation and usage of an online learning community. Furthermore, the online learning community’s interface design was found to be positively related to ratings of perceived ease of use but not with PI. Based on these findings, interventions are proposed, which have ramifications in working within online learning communities to benefit both the student and the lecturer.
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    Influence of personality and fatalistic belief on taxi driver behaviour
    (SAGE Publications, 2016) Mahembe, Bright; Samuel, Olorunjuwon Michael
    The religious perception among individuals in sub-Saharan Africa that the ‘Big Five’ personality dimensions and fatalism are predictors of drivers’ behaviours and road accidents has received little scientific investigations. This paucity of research in the roles of psychological factors such as personality and fatalistic beliefs in shaping positive driver behaviour and attitudes has thus provided motivation for the conduct of this quantitative study. We collected data from 203 conveniently sampled taxi drivers in Gauteng province of South Africa by means of a structured questionnaire. Our analysis, using Structural Equation Modelling, found significant positive relationships between agreeableness and positive driver behaviour, conscientiousness and positive driver behaviour, fatalism and extraversion, as well as fatalism and positive driver behaviour. The results highlighted the dimensions of being methodical, organised, and risk aversive on the road, on the one hand, and being social, cooperative, and good-natured, on the other hand. Findings of the study further indicated that fatalistic beliefs are prevalent and indeed characteristic of individuals who are sociable, gregarious, and assertive. These individuals tend to uphold their religious and spiritual beliefs in the linkages between road accidents and destiny. Insights provided by this study could assist the Department of Transport and related Road Safety Authorities in designing road safety campaigns that addresses the erroneous beliefs by drivers that road accidents are pre-destined, and not as a result of individual’s driving behaviour.
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    The influence of servant leadership on psychological empowerment and organisational citizenship on a sample of teachers
    (AOSIS, 2021) van der Hoven, Adrian G.; Mahembe, Bright; Hamman-Fisher, Desiree
    The exhibition of organisation citizenship behaviour (OCB) by teachers is of great benefit for human capital development. Teachers’ perceptions of school principals as servant leaders play a critical role in their psychological empowerment and exhibition of OCBs.The goal of the study was to analyse the relationship between servant leadership, psychological empowerment and OCB of teachers in the South African school system.Teachers are usually under pressure to attend to the academic needs of the learners, which may be required either during normal working hours or after hours. This has necessitated the need to investigate the role played by a school principal’s servant leadership style in influencing the exhibition of OCBs.
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    Integrity, ethical leadership, trust and work engagement
    (Emerald, 2017) Engelbrecht, Amos S.; Heine, Gardielle; Mahembe, Bright
    PURPOSE– The purpose of this paper is to investigate how leader integrity and ethical leadership can influence trust in the leader and employee work engagement. DESIGN/METHODOLOGY/APPROACH– Data were collected using an electronic web-based questionnaire completed by 204 employees from various business organisations. Data were analysed by means of item analysis and confirmatory factor analysis conducted via structural equation modelling. FINDINGS – High levels of reliability were found for the measurement scales. Good model fit was demonstrated for the measurement and structural models. Empirical support was found for all the postulated relationships in the structural model. ORIGINALITY/VALUE – This study is the first to analyse the joint relationships between leader integrity and work engagement through the mediating role of ethical leadership (i.e. moral management) and trust in the sise the key role played by ethical leaders in creating an ethical and trusting work climate conducive for employee engagement.
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    A study to assess the reliability and construct validity of the Abbreviated Self-leadership Questionnaire: a South African study
    (SAGE Publications, 2017) Mahembe, Bright; Engelbrecht, Amos; Wakelin, Zani
    Self-leadership has been recognised as a fundamental competency for effective learning and job performance. The primary goal of this study was to validate the Abbreviated Self-leadership Questionnaire on a South African sample. Numerous questionnaires have been developed to measure self-leadership, with the Revised Self-leadership Questionnaire being the most widely used questionnaire. However, the Revised Self-leadership Questionnaire has been deemed too long; hence, the authors abbreviated the measure. Therefore, there is a need to assess the reliability and construct validity of the abbreviated Self-leadership Questionnaire on a South African sample. A non-probability sample consisting of 400 students drawn from a university in the Western Cape was used. The reliability of the Abbreviated Self-leadership Questionnaire was evaluated using SPSS, while construct validity was assessed via confirmatory factory analyses in the LISREL program. Moderate levels of reliability were found for the subscales of the Abbreviated Self-leadership Questionnaire. Reasonable model fit with the data was found for the first-order measurement model. The study contributes to the requirements of the Amended Employment Equity Act of South Africa (Republic of South Africa, 1998) which promotes the use of reliable and valid instruments in South Africa by confirming the psychometric properties of the Abbreviated Self-leadership Questionnaire.