Magister Commercii (Industrial Psychology) - MCom (IPS)

Permanent URI for this collectionhttps://hdl.handle.net/10566/12717

Browse

Now showing 1 - 20 of 181

The retention factors of call centre agents at a financial institution in the Western Cape
(University of the Western Cape, 2013) Barnes, Nina; Oliver, Rozario
Past employment relationships based on mutual commitment between employer and employee are no longer the norm in the workplace. Instead of a predictable linear rise up an organisation's hierarchy, careers are now characterised by a 'protean' model of movement between many organisations during the course of individuals' working lives (Coetzee & Gunz, 2012; Schreuder & Theron, 2001). This phenomenon adds to the historical concern of staff retention as it is identified as a factor that directly jeopardizes organisational objectives (Campion, 1991). While this is a concern in many industries (du Plooy & Roodt, 2013), Lee (2008) claims that staff turnover has been even more of a dilemma within the call centre environment. iii A worldwide study conducted by Lee (2008) indicated that on average, call centres lose up to 61 % of their agents annually. The situation seems to be no different for South African call centres. Kgomo and Swarts (2010) found unacceptably high levels of staff turnover in the South African industry. De Vos and Meganck (2009) argue that the traditional response of organisations in relation to staff retention is reactive in nature, since they try to decrease the desire of staff to leave (de Vos & Meganck, 2009; Williams, 2008). This approach, however, is seldom successful - once people have expressed the desire to leave, efforts to retain them may already be too late (Milner, Russell & Simers, 2010; Mosley & Hurley, 1999). Simultaneously, organisations need to recognise that the workforce for the first time contains four generations, all with their unique generational characteristics, values, attitudes, ways of operating and skills (Tulgan, 2004). Literature agrees that this confluence of generations holds immediate strategic implications for management in the workplace (Twenge, Campbell, Hoffman & Lance, 2010). The changing competitive landscape, together with the changing and diverse workforce necessitates a different approach to staff retention if organisations want to succeed and prosper in the long term and that a one-size-fits-all approach is not a viable option. iv The aim of the study was to identify the retention variables highlighted as most important by call centre agents at a financial institution in the Western Cape. In addition, to assess which of the independent variables they place more importance on; and to determine whether differences exist between the retention variables highlighted as most important by the respective age and gender groups. The population group used in this study includes call centre agents at a financial institution in the Western Cape. The total population size is estimated at approximately N=66, from which a sample of n=43 was drawn. The formal company protocol was followed to enter the organisation, while a non - probability sampling technique was identified as an appropriate sampling procedure, by means of a convenience sampling method. The accessibility and availability of the respondents, as well as the fact that the technique is more economical in terms of cost and time constraints, contributes to the motivation for selecting this sampling technique. A self-administered questionnaire developed by Birt, Wallis and Wintemitz (2004) was used as the measurement instrument.
The relationship between emotional intelligence and burnout amongst social workers in the north and south regions of the Western Cape
(University of the Western Cape, 2013) Barkley, Elethea; Jano, Rukhsana
There are many difficulties and challenges in the workplace, especially during recent years as the pace of work in organisations has rapidly increased. There are various factors which contributed to this phenomenon occurring today, which could have included changes in the economy, sustaining a competitive edge, changes in organisational structures and technological advances (Nel, Werner, Poist, Sono, Du Plessis & Ngalo, 2011). Organisational stressors could have had a major impact not only on employees but organisations as well. Prolonged stress can develop into burnout, which is a phenomenon which has been on the rise for the past two to three decades (Brotheridge & Grandey, 2002). Findings by Brotheridge and Lee (2003) have increased the interest in the role of emotions in trying to understand how increased interpersonal reactions in a job may have contributed to an employee developing burnout.
The impact of leadership styles on employee engageent in large retail orgnisation in the Western Cape
(University of the Western Cape, 2012) Oliver, Wendy; Jano, Rukhsana
In today's ever-changing, globally-competitive and volatile market, leadership is probably one of the most significant contributors that determine the success or failure of an organisation. Fundamental to this, is the way in which leaders are able to engage their employees. Employee engagement has therefore emerged as a critical topic which can be defined as a positive and fulfilling work-related state of mind characterized by vigour, dedication and absorption (Schaufeli & Bakker, 2004). Research indicates its significance to positive work outcomes such as high productivity levels, increased job satisfaction, low turnover and overall improved business results that all ultimately contributes toward bottom line (Harter, Schmidt & Hayes, 2002).
The impact of job satisfaction and organisational committment on intention to leave amongst non-academic staff at a tertiary instituion in the Western Cape
(University of the Western Cape, 2012) Oliver, Rozario; Heslop, Karl
A critical feature of globalisation is to attract and retain intellectual capital to ensure that a cadre of highly skilled, independent, internationally marketable and mobile employees is achieved (Sutherland & Jordaan, 2004). Bagraim and Sader (2007) concur by stating that South African organisations in an increasingly dynamic globalised economy, strive to increase the organisation's competitiveness by ensuring they need to retain and motivate skilled employees. The plethora of literature available on organisational commitment and job satisfaction is testament to achieving the above (Aamodt, 1999; Mowday, Porter & Steers, 1982; Robbins; 2001; Robbins & Judge; 2007). Withdrawal behaviours such as tardiness, absenteeism and turnover have been found to be inversely related to both job satisfaction and organisational commitment (Bergh, 2011; Mowday et a/., 1982; Robbins, 2001). It is therefore believed that satisfied and committed employees are more likely to remain with an organisation and to perform at higher levels. The relationship between job satisfaction and organisational commitment has particularly important implications for service organisations. In a recent study, conducted in a service environment, it was demonstrated that highly committed employees exerted more effort towards satisfying the needs of customers. The effort was found, in tum, to raise the level of customer satisfaction (Malherbe & Pearse, 2003). Moreover, the latter study lent strong support to the notion that increased job satisfaction is likely to stimulate greater commitment. Since 1994 South Africa has undergone numerous changes not only in the country but also in the Higher Education sector, to rectify and redress the social injustices caused by apartheid in a move towards a democratic society (Cross, Mungadi & Rouhini cited in Rothman, 2005). In a hyper turbulent environment characterised by constant change, it has become important for Higher Education to change as well to ensure that tertiary institutions become internationally competitive. The importance of the current study therefore comes to the fore in terms of determining why individuals are leaving the institution. This is important because to remain competitive the institution needs highly competent, committed and experienced employees. The present study aspires to identify the variables which influence turnover intentions. The mediating effects of job satisfaction and organisational commitment were investigated in this particular study to explore the concept of turnover intentions amongst a sample of 118 non-academic (administrative) staff members at a tertiary institution in the Western Cape. A biographical questionnaire, the Job Descriptive Index (JDI), the Organisational Commitment Questionnaire (OCQ) and the Turnover Intentions Questionnaire were administered to elicit responses from respondents to determine the impact of the variables job satisfaction and organisational commitment on turnover intentions. Both descriptive and inferential statistical methods (the Pearson Product-Moment Correlation Co-efficient and Multiple Regression Analysis) were utilised during the statistical analysis phase. Results indicate that a statistically significant inverse relationship exists between the independent variables job satisfaction and organisational commitment, respectively, and turnover intention. These findings are consistent with previous research findings (Appollis, 2010; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Pienaar, Sieberhagen & Mostert, 2007). Further to this a statistically significant relationship also exists between job satisfaction and organisational commitment which corroborates previous findings (Lok & Crawford, 1999; Mathieu & Zajac; 1999; McNeese-Smith, 2001; Price & Mueller, 1981; Williams & Hazer, 1986). The study concludes with recommendations and implications for future research endeavours in the area of job satisfaction, organisational commitment and turnover intentions amongst non-academic employees from institutions of Higher Education
Change, restructuring and transformation of metro district health service
(University of the Western Cape, 2012) Manuel, Joslyn; Thomson, Elza; Bosman, Leon
The phenomenon of change has been the subject of debate for decades. Whether the change was planned or as the result of a catastrophic event, change affects nations, people, businesses, the economy and the environment. Typical changes in businesses are mergers, restructuring, transformations and retrenchments. Consequently, to this contentious phenomenon, change has been the subject of research by social scientists, behavioural theorists and analysts. Their collective endeavours have provided the world with a wealth of scientific knowledge. The Metro District Health Services in the Western Cape have undergone major restructuring and transformation. It is with this premise the question is posed, are change agents, leaders, and employees sufficiently empowered to mitigate the challenges and appease the expectations associated with restructuring, transformation and change? Supporting and contextualizing the study to the existing body of knowledge, previous research is reflected upon in an attempt to add value to future change initiatives. The reflections include different perspectives of change management, the multifaceted and evolutionary nature of change. The theoretical framework underpinnings of organisational development and transformation were also explored. One point of departure was to establish what is needed to ensure organisational success and describes activities, action plans and strategies, which modifies the organisational structures. The suggested methodologies, dimensions, variables influencing or enabling transformation formed the baseline for this study, with the emphasis placed on models of change, communication, theories of success formulae for organisational change, competencies of change agents, behaviour and attitudes of all stakeholders. Circumventing the purpose and contextualizing the baseline for this research, the survivor syndrome was explored and the dimensions of different change elements offered value to this study.
The “perceived” relationship between smoking and productivity at a selected organisation: the smoker’s perspective
(University of the Western Cape, 2025) Frieslaar, Rafiq; Mahembe, Bright
Smoking is a pervasive and harmful practice that involves inhaling the smoke of burning tobacco, a habit maintained primarily by the highly addictive chemical nicotine. As of 2026, it remains the leading cause of preventable disease and death worldwide, claiming over eight million lives annually through conditions such as lung cancer, heart disease, stroke, and chronic obstructive pulmonary disease (COPD). The purpose of the present study was to answer the research question: “What is the 'perceived' relationship between smoking and productivity at a selected organization: The smoker’s perspective?” Seven participants took part in the study. The participants were drawn from employees working for an online Casino Support organization based in Cape Town using convenience sampling due to the nature of the working environment. The study design was qualitative in nature. An interview guide was developed for use in the study. The data was analyzed using thematic analysis. Key findings reveal that smokers exhibit higher rates of absenteeism, longer and more frequent breaks, and lower overall productivity compared to non-smokers. The participants’ responses corroborate established research confirming that smoking negatively impacts on workplace productivity as time spent on breaks is diverted from necessary tasks. While employees acknowledge that changing these habits would enhance their performance, they also demonstrate a high level of awareness regarding the physical health risks involved, such as cancer and respiratory diseases. Within the workplace culture, smoking is largely integrated into the standard break structure. While the frequency of use varies among individuals, there is consistent adherence to organizational policies regarding the use of designated outdoor areas. The findings suggest that proactive organizational strategies aimed at reducing smoking prevalence can significantly enhance employee well-being and workplace efficiency.
Stress and coping mechanisms of police officers in the Bellville Metropole in Cape Town
(University of the Western Cape, 2025) Rosant, Kyle; Hamman-Fisher, D.A.
Policing in South Africa is perceived as a highly stressful profession, requiring significant physical and emotional endurance. Since the onset of the Coronavirus Disease 2019 pandemic, coupled with a decline in the South African economy, the crime rate in the Bellville metropole of Cape Town has increased significantly. As a consequence, many officers, in response to the stressors they encounter, resort to ineffective and maladaptive coping strategies such as alcohol, experiencing burnout, or in severe cases, contemplating suicide. The study aimed to identify the work-related stressors faced by police officers since the advent of the Coronavirus Disease 2019 pandemic and to analyse the coping strategies employed by them in managing the said stress. It is an important phenomenon to understand in light of the changed roles and responsibilities which police officers had to assume during the Coronavirus pandemic. In addition, the crime rate in Cape Town has increased significantly following the Coronavirus Disease 2019 pandemic
The relationship between emotional intelligence and self-efficacy amongst teachers in the Western Cape
(University of the Western Cape, 2012) Matthews, Shameema
This study focused on the relationship between emotional intelligence (EI) and self-efficacy amongst teachers in the Western Cape. Teachers are often emotionally overwhelmed by having to meet the demands and expectations set by the education system, parents, colleagues and learners (Coetzee & Jansen, 2007). The South African educational system is in a transitional stage. The lack of discipline in schools, the abolishment of corporal punishment, unmotivated learners, redeployment, retrenchments and retirement packages for teachers, large pupil-teacher ratios and a new curriculum approach all contribute to raising the stress levels of teachers (Ngidi & Sibaya, 2002). Teachers also experience intense, emotion-laden interactions on a daily basis and experience a great number of emotional demands compared to other professionals (Burke & Greenglass, 1995). In particular, primary school teachers in socially deprived areas at times are considered to be more a child-welfare assistant than a conventional school teacher (Eacute & Esteve, 2000). Salovey and Mayer (1990) define EI as the ability of people to deal with their emotions. The definition goes further to suggest that EI is the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and action (Salovey & Mayer, 1990, as cited in Ream, 2010). Developing an individual's self-efficacy creates a regulation of self- awareness, which is essential in developing emotions. According to Bandura (1997), self- awareness creates a strong connection to self-efficacy, as self-efficacy emphasises self- awareness and self-regulation as factors influencing the development of self-efficacy beliefs.
The relationship between personality preference and career anchors amongst police officers within the western cape
(University of the Western Cape, 2006) Van Sittert, Vanessa; Heslop, Karl
The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology. A large body of empirical evidence suggests that the career choice behaviour of individuals can be predicted through personality assessment (Tokar, Fischer & Subich, 1998). Increasing research is being done on the role of personality in adapting effectively to new career demands. The operating environment of the South African Police Service is both challenging and demanding; often putting the life of the active police officer in great danger (Marks, 2003). This begets the question why any person would choose the career of being a police officer, what type of personality preference would the person choosing such a career have and what career anchors would have an influence in this choice of career. It is anticipated that the results of this study can provide more clarity and assist police officers in planning their career.
The relationship between psychological capital and employee wellness in organisations in the manufacturing industry in the western cape
(University of the Western Cape, 2014) Solomon, Shihaam; Thomson, Elza
Psychological capital (PsyCap), the four dimensions of PsyCap and Perceived Wellness are viewed as positive constructs. Research indicated these positive constructs has a beneficial or positive effect on the organisation's financial performance .. Furthermore, health and wellness awareness is lacking especially in the production-driven manufacturing industry where the profit motive is of paramount importance. The research study used a cross-sectional design, measuring Psychological capital and perceived wellness using questionnaires in the form of the Psychological Capital Questionnaire (PCQ) and the Perceived Wellness Survey (PWS), respectively. These questionnaires are self-report measures, which were distributed to a sample of employees from the manufacturing industry (n = 160) in the Western Cape. Various studies both locally and abroad confirmed that the respective measures are both valid and reliable, However, the applicability in South African organisations requires further exploration. The present study aimed to determine what effect the factors of psychological capital had on the wellness of employees. The relationship between psychological capital and its effect on employees' wellness was assessed using Pearson correlation, Analysis of variance and Multiple regression analysis. Based on the findings, there was no significant relationship found between psychological capital and the wellness amongst the sample employees in the manufacturing industry. This is however contradictory to what studies found researching similar constructs.
Generational diversity in a South African corporate: myth or reality? A study investigating the relationship between age and work values
(University of the Western Cape, 2011) McArthur-Grill , Luan; Visser , K
Diversity management in South Africa, post 1994, has increasingly become a focal area when considering strategic human resource issues in the corporate environment. To date "traditional" diversity topics have largely centered around the differences in employees' race, culture, gender, language and disability status, and scores of academic and management text has been produced in this regard since the birth of democracy in this country, sixteen years ago. Whilst change on the political front has been vanguard, resultant societal change has largely been ignored by corporate South Africa. The era of equal opportunity has led to changes in income levels, consumer buying power and demographics and has paved the way for a new breed of human capital in the workplace. One particular breed, having been raised in the New South Africa, has shared experiences and backgrounds which are completely different to that of their parents and their grandparents. Their common location in history has dramatically shaped their belief systems and their expectations of life in general, with work life being a major facet thereof. These generational differences has resulted in tensions in the workplace where it has become evident that employees of varying ages are finding it difficult to 'speak the same language'. The concept of generational diversity has its roots in Generational theory, the underlying hypothesis on which this study rests. This hypothesis, as postulated by American researchers, Strauss and Howe (1993), states that every generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These in turn shape the generational group's core values and view on life and work. Authors such as Zemke, Raines & Filipczak (2000), Kupperschmidt (2000), and Lancaster & Stillman (2003) point out that understanding the differences that exist between employees of varying ages can potentially enhance organizational culture, increase productivity and minimize conflict. However, very little academic research on this topic has been undertaken in the South African context, and it is against this backdrop that this exploratory study endeavoured to test the hypothesis in a local context. The study surveyed a national group of employees of varying ages, who work for a large financial services organization, headquartered in the Western Cape. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, per generational cohort to either support or disprove the hypothesis.
The relationship between job satisfaction and absenteeism in a selected field services section within an electricity utility in the Western Cape
(University of the Western Cape, 2005) Josias, Beverley Ann; Heslop, Karl
Absenteeism - employees not showing up for work when scheduled - can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Most research has concluded that absence is a complex variable and that it is influenced by multiple causes, both personal and organisational. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. There is limited research on the job satisfaction-absenteeism relationship within South African organisations. The aim of the present study was therefore to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within an Electricity Utility in the Western Cape. One hundred and twenty one (121) respondents completed a biographical questionnaire as well as a Job Satisfaction Survey (JSS) to identify their levels of job satisfaction. To ascertain the extent of absenteeism, respondents were asked to report on their number of days absent and their absence frequency within a six month period. Results indicate that there is a weak, inverse relationship between both the number and frequency of sick leave days and the job satisfaction levels of the sampled employees.
The impact of covid-19 on psychological well-being, social support and academic stress on postgraduate students
(University of the Western Cape, 2026) Adams, Ammaarah
The COVID-19 pandemic affected countries globally. The magnitude of the effects of the pandemic was experienced differently based on country-specific contextual circumstances across the Global South and Global North. Countries in the Global South such as South Africa with high levels of inequality have been negatively impacted, predominantly owing to the lack of access to sufficient funding and resources, across all spheres. In particular, education was negatively affected as students had to adjust to online learning formats, with a lack of access to the necessary technological infrastructure and equipment, knowledge, and a conducive space to work. Owing to online classes and a hard lockdown, the psychological well-being, academic stress and social support of postgraduate students was affected. The present study aimed to explore the relationship between postgraduate students’ psychological well-being, academic stress and social support in relation to the COVID-19 pandemic. The objectives of this study were to: explore the influence of social support on the psychological well-being of postgraduate university students during the COVID-19 pandemic; explore the influence of academic stress on the psychological well-being of postgraduate university students during the COVID-19 pandemic; and to explore the influence of both academic stress and social support on the psychological well-being of postgraduate university students during the COVID-19 pandemic.
The influence of company culture on employee engagement, employee commitment and organisational effectiveness in a selected manufacturing company in South Africa
(University of the Western Cape, 2025) Nondala, Sivuyisiwe
The impact of company culture on employee engagement, employee commitment and organisational effectiveness has been a consistent topic across many organisations worldwide. This study explores the relationships between company culture, employee engagement, employee commitment and organisational effectiveness in a selected manufacturing company in South Africa. Furthermore, this study aims to make significant contributions to emphasising how a clearly defined company culture in modern organisations can help them journey towards reaching their goals by means of an engaged, committed and effective workforce. To assess the relationships between relevant variables, this study adopted a positivist research paradigm, utilising a quantitative research approach to achieve the company’s goals. The study population comprised approximately 217 employees, with a sample of (n =111) participants. This sample was obtained through non-probability, convenience sampling. Data were collected through a structured questionnaire and analysed using the Statistical Package for the Social Sciences (SPSS). The results indicated statistically significant positive relationships between company culture, employee engagement, employee commitment, and organisational effectiveness. Additionally, the results emphasised the importance of nurturing a healthy company culture to encourage employee engagement and employee commitment, which could ultimately produce improved organisational effectiveness. The study contributes to the expanded body of knowledge from a manufacturing sector perspective in South Africa.
Exploring the influence of stressors on the well-being of police officers in the South African Police Services in the Western Cape
(University of the Western Cape, 2026) Swartz, Amanda Sonja
Introduction: Globally, police officers face immense pressures as they work to maintain public safety within complex social and criminal environments. These challenges are particularly severe in South Africa, where the South African Police Service (SAPS) operates under high crime rates, limited resources, and socio-political Complexities. The Western Cape Province is especially burdened by widespread gangsterism, violent crimes, and high levels of gender-based violence, making it a critical context in which to examine police officer wellbeing. Despite the global recognition of occupational stress in policing, there remains a lack of research that explores in depth the lived experiences of officers across different crime-risk categories. This study addresses that gap by investigating the stressors, resources, and support structures available to SAPS officers in low-, medium-, and high-risk branches in Cape Town and surrounding areas.
The impact of organisational culture on organisational citizenship behaviour within the South African Police Service in the Western Cape
(University of the Western Cape, 2016) Abrahams, Brian Peter
Research evidence suggests that strengthening the cultural roots of an organisation (Organisational Culture) can lead to the observance of increased behaviours that goes beyond the call of duty (Organisational Citizenship Behaviour) across all sectors within a given organisation. Organisational cultures that encourage innovation, sense of togetherness and positive competition, are ideal in encouraging employees to perform beyond normal expectations in organisations. Organisational culture is therefore a critical element that contributes to organisational success and effectiveness. The focus of this study is to determine the impact that the organisational culture of the South African Police Service, as an organisation, has on the Organisational Citizenship Behaviour of its members in the Western Cape. The empirical study involved the participation of 127 respondents from three of the largest police stations in the Western Cape. A survey was conducted using the Organisational Culture Assessment Instrument (OCAI) and the Organisational Citizenship Behaviour Scale (OCBS) to assess the hypothesised relationship between the variables. An analysis of the results suggests that all of the dimensions of Organisational Culture (Clan, Adhocracy, Hierarchy and Market) are positively related to all of the dimensions of Organisational Citizenship Behaviour (Altruism, Sportsmanship, Civic Virtue, Conscientiousness and courtesy).
Remote working during the coronavirus disease 2019: exploring the motivation of employees in a human resource department in a renewable energy company in the Western Cape
(University of the Western Cape, 2025) Volwana, Phathisa
This study explores the motivation of employees in the Human Resource (HR) department of a renewable energy company based in the Western Cape during the Coronavirus Disease 2019 (COVID-19) pandemic. As remote working became a necessity due to the pandemic, the research investigates how this sudden shift impacted the motivation of Human Resource Management Practitioners (HRMP). Informed by the theoretical framework of Bandura's Social Cognitive Theory, the study adopted a qualitative approach, using semi-structured interviews with HR team members to gather rich insights into their experiences and perceptions in terms of motivation during the pandemic. By applying Bloomberg and Volpe’s (2016) content data analytical technique, key themes emerged from the research around motivation, recognition and rewards, learning and development opportunities, and perceptions of the work environment and resources provided. The findings reveal that, while flexibility and autonomy associated with remote work were viewed positively, the importance of effective communication, continuous learning and well-being support was underscored. The study concluded that, to ensure sustained performance and well-being among employees, organisations needed to adopt a holistic approach with regard to employee motivation in remote work settings, thus balancing autonomy with structured support systems. This research contributes to an understanding of the dynamics involved in employee motivation in the context of remote work, offering valuable insights for HR departments and organisations endeavouring to optimise their post-pandemic remote working strategies. The findings underscore the importance of fostering a supportive and inclusive remote work environment to maintain long-term employee engagement and productivity. These insights are particularly relevant in terms of the renewable energy sector, where innovation and adaptability are critical attributes for success.
The impact of transformational leadership and job crafting on flourishing at work and in-role performance of information technology professionals
(University of the Western Cape, 2020) Cerfontyne, Kelly
The modern working environment is characterised by global competitiveness, digitisation, and a greater need to employ and retain the knowledge worker. With increased pressure to sustain a competitive advantage, organisations must shift management strategies and focus on fostering positive work outcomes to mitigate high turnover costs and enhance organisational effectiveness. In the South African environment, organisations are confronted with challenges such as skills shortages and high turnover, impacting the ability to attract, develop, and retain highly skilled Information Technology (IT) professionals.
A study to determine the perception of people analytics tools to improve people management practices in selected departments within the public sector in the Western Cape
(University of the Western Cape, 2020) Abrahams, Narzeen
People analytics refer to people-related, data-driven, processes (e.g. trend analyses and data management) aimed at describing and evaluating the effectiveness and efficiency of people management practices and processes in support of business outcomes in order to inform and improve people management initiatives and performance as well as business decision making. The role of human resource management (HRM) has changed over time from an administrative role that concentrated on overseeing basic employee practices to a more supportive strategic one, with creating a value creation culture for improving business outcomes (Ulrich & Dulebohn, 2015). The issue of effective human resource (HR) data utilisation has been an old concern. Organisations have been struggling to address people management issues such as how to find the right person for the right job and organisational fit at the correct time and at the correct cost. This required to be done as proficiently and effectively as possible because employees were seen primarily as expenses. Increasingly the emphasis from expenses to the potential competitive advantage has changed over time that employees can bring about to organisations. As a result, the key role of people management (PM) evolved from basic administrative duties towards being a more strategic partner to more data-driven decision making as rendered by people analytics with rapid information technology integration sources (Buller & McEnvoy, 2012).
Factors influencing the adoption and use of mobile applications for micro-enterprise operations in South Africa
(University of the Western Cape, 2020) Slinger, Emmanuel
The micro-enterprise sector, although associated with mostly informal businesses, shows promise of potential and transitioning to more formal businesses. With this in mind, the South African government recognizes that prioritized sectorial development is needed to stimulate growth particularly in the micro-enterprise sector. Considering that evidence reveals growth and development in small business practices being closely related to the use of different forms of Information and Communication Technologies (ICTs), if and when strategically applied. Therefore recognizing the importance of ICTs the South African government has embarked on various technology related initiatives to facilitate needed growth and development. Despite this, entrepreneurs in the micro-enterprise sector demonstrate a low uptake of ICTs for their business operations, including the use of mobile technologies which are the most common form of ICTs available to micro- entrepreneurs. Many previous studies have investigated the adoption and use of mobile technologies in the micro- enterprise sector, but despite this a low uptake of mobile technologies still exists. For this reason, this study investigates and empirically determines the factors influencing the adoption and use of mobile applications for micro-enterprise operations in South Africa, using the Unified Theory of Acceptance and Use of Technology (UTAUT) model as a lens. The research population comprised a group of micro-entrepreneurs who all are users of a common mobile application (mentorship-movement application). The main aim of the investigation was to determine (i) the factors influencing the adoption and use of mobile applications for micro- enterprise operation, (ii) if the experience gained and their satisfaction associated with using the mentorship-movement application will influence their behavioural intention to use other mobile applications for business. The study was conducted objectively and used hypothesis testing as the means of investigation.

Browse

Recent Submissions