https://sajhrm.co.za/index.php/sajhrm/issue/feedSA Journal of Human Resource Management2024-03-18T06:00:03+01:00AOSIS Publishingsubmissions@sajhrm.co.zaOpen Journal Systems<a id="readmorebanner" href="/index.php/sajhrm/pages/view/journal-information" target="_self">Read more</a> <img style="padding-top: 2px;" src="/public/web_banner.svg" alt="" />https://sajhrm.co.za/index.php/sajhrm/article/view/2357Development and validation: Fairness perceptions of broad-based black economic empowerment2024-03-18T06:00:03+01:00Tshegofatso Mabitselatshegom@uj.ac.zaMadelyn Geldenhuysmadelyn.geldenhuys@outlook.comKarolina Łabaklaba@uj.ac.za<p><strong>Orientation:</strong> Within the South African context, fairness perceptions of employment equity and affirmative action programmes are discussed at length. However, the perspectives of employees from various backgrounds on the fairness of Broad-Based Black Economic Empowerment (BBBEE) are limited. Further to this, no psychometrically sound instruments could be identified, which can assist to assess the fairness perceptions people hold of BBBEE.</p><p><strong>Research purpose:</strong> The aim of this study was to develop and validate an appropriate measurement of fairness perceptions of BBBEE within the South African context.</p><p><strong>Motivation for the study:</strong> Minimal research effectively advances our understanding of what actual fairness perceptions people hold of BBEEE.</p><p><strong>Research approach/design and method:</strong> To satisfy the aim of the study, an exploratory sequential mixed-method design was undertaken. This involved the use of semi-structured interviews, followed by a quantitative research design.</p><p><strong>Main findings:</strong> The exploratory factor analysis revealed that a four-factor solution comprising 31 items was both valid and reliable.</p><p><strong>Practical/managerial implications:</strong> The instrument can advance the understanding about the ways in which individuals in the workplace perceive BBBEE. In addition, it can assist to determine whether the programme is indeed effective and enables organisations to better manage those perceptions.</p><p><strong>Contribution/value-add:</strong> The development of a valid and reliable measure can be used by both employers and researchers for the purposes of gaining insight into the influence of BBBEE on behaviour in the South African workplace.</p>2024-03-18T06:00:00+01:00Copyright (c) 2024 Tshegofatso Mabitsela, Madelyn Geldenhuys, Karolina Łabahttps://sajhrm.co.za/index.php/sajhrm/article/view/2304Succession planning mediates self-leadership and turnover intention in a state-owned enterprise2024-03-13T02:20:47+01:00Reshoketswe S. Marogakholim1506@gmail.comCecile M. Schultzschultzcm@tut.ac.zaPieter K. Smitsmitpk@tut.ac.za<p><strong>Orientation:</strong> This study is a response to the challenges faced by a rail, port and pipeline company in South Africa when managing succession planning, self-leadership and turnover intention.</p><p><strong>Research purpose:</strong> The study aimed to determine if succession planning was the mediating variable between self-leadership and turnover intention in a state-owned enterprise.</p><p><strong>Motivation for the study:</strong> The study’s findings may assist public entities in prioritising succession planning and self-leadership development initiatives.</p><p><strong>Research approach/design and method:</strong> The study adopted a quantitative approach and a cross-sectional survey research design within positivism. Data were gathered using a structured existing questionnaire that was distributed and the response rate was 78.67%. The reliability of the questionnaire was 09.222 which was an indication that the internal consistency was in order. Data were analysed by using correlation and multiple regression analysis.</p><p><strong>Main findings:</strong> The study found that self-leadership was a marginally significant predictor of turnover intention. A large proportion of the sample was drawn from respondents working in Johannesburg whose views might not correspond with those of employees from other areas.</p><p><strong>Practical/managerial implications:</strong> The findings of the study offer government policymakers the opportunity to develop policies that enhance self-leadership, promote succession planning, reduce the intention to leave among employees and incentivise the process.</p><p><strong>Contribution/value-add:</strong> The body of knowledge was expanded in the sense that succession planning was found to be the mediating variable in the relationship between self-leadership and turnover intention.</p><p class="Text"><strong><br /></strong></p>2024-03-07T05:05:00+01:00Copyright (c) 2024 Reshoketswe S. Maroga, Cecile M. Schultz, Pieter K. Smithttps://sajhrm.co.za/index.php/sajhrm/article/view/2365Young, gifted and black: Black early career academics’ experiences in a South African university2024-03-14T02:20:48+01:00Mlamuli N. Hlatshwayomhlatshwayo@uj.ac.zaNkululeko G. Majozisparksmajozi@gmail.com<p><strong>Orientation:</strong> Higher education institutions (HEIs) in the Global South remain complex organisations that are facing a myriad of challenges. The sector, already reeling from the logics of the imperial, colonial or apartheid and more recently, neoliberal influences, continues to struggle to adequately respond to these challenges.</p><p><strong>Research purpose:</strong> We used South Africa as a case study to explore and to theorise the challenges that black early career academics (ECAs) are facing as they seek to negotiate their being and belonging in a South African university.</p><p><strong>Motivation for the study:</strong> To shine a spotlight on the complex experiences of black ECAs and how they navigate their being and belonging in a public university.</p><p><strong>Research approach/design and method:</strong> We used a qualitative interpretivist case study to explore black ECAs’ negotiation of entry and success in the university. Additionally, we relied on semi-structured interviews as the main data generation tool.</p><p><strong>Main findings:</strong> We reveal how mentors/supervisors/line managers play a significant role in how black ECAs navigate and negotiate their entry, being and belonging in a neoliberal university. We also reveal an emergent tension between teaching and research, showing how black ECAs believe that teaching and learning is relegated to the margins at university.</p><p><strong>Practical/managerial implications:</strong> Exploring black ECAs experiences in university has implications for the retention, success and transformation of the higher education sector in South Africa.</p><p><strong>Contribution/value-add:</strong> Higher education in general and academic staff development in particular has an instrumental role to play in ensuring that black ECAs are well supported and mentored.</p>2024-02-29T14:55:00+01:00Copyright (c) 2024 Mlamuli N. Hlatshwayo, Nkululeko G. Majozihttps://sajhrm.co.za/index.php/sajhrm/article/view/2384Factors determinant of career happiness in Oman banking sector2024-03-13T02:20:47+01:00Raed A. Awashrehraed.awashra@asu.edu.omImen Omrii.omri@lbs.tn<p><strong>Orientation:</strong> The concept of happiness at work has attracted increasing interest, and research shows that employee performance does not only depend on skills and abilities. Job satisfaction or career happiness also plays an important role. When employees are satisfied with their careers, they are more likely to be motivated, engaged and committed to their work, which leads to better performance.</p><p><strong>Research purpose:</strong> To investigate the factors that determine the career happiness of employees who are working in the banking sector in Oman, and identify the factors that influence career happiness.</p><p><strong>Motivation for the study:</strong> Career happiness in Oman’s banking sector is a crucial and new topic. This study aims to identify causes and improve performance for researchers and practitioners.</p><p><strong>Research approach/design and method:</strong> The study relies on quantitative methods, using a survey gathered electronically from 144 respondents from different banks operating in Oman. The survey has eight major aspects with questions for each aspect. Data are analysed using various statistical methods, including descriptive analysis, independent sample tests, Analysis of Variance (ANOVA) and multiple comparisons.</p><p><strong>Main findings:</strong> The study found that line manager and colleagues are the top factors influencing career happiness, followed by working days, work environment, job security and financial incentives. No differences were found on gender or educational level.</p><p><strong>Practical/managerial implications:</strong> This research explores factors influencing career happiness in the banking sector, providing insights for managers to create a positive work environment, boosting employee performance and contributing to the growth and success of the Oman banking sector.</p><p><strong>Contribution/Value-add:</strong> This study provides specific determinant factors affecting the career happiness of employees working in banking sectors in Oman. Both human resources researchers and practitioners could benefit from the research findings.</p>2024-02-29T08:00:00+01:00Copyright (c) 2024 Raed A. Awashreh, Imen Omrihttps://sajhrm.co.za/index.php/sajhrm/article/view/2288Relational authenticity in workplace friendships2024-03-13T02:20:46+01:00Tatenda Zigomotattzzigomo@gmail.comRuwayne G. Kockruwayne@authenticorganisations.comFiona M. Donaldfiona.donald@wits.ac.za<p><strong>Orientation:</strong> This article focuses on the role of women’s workplace friendships in eliciting relational authenticity. Women in managerial and professional positions are often in the minority at work and minority groups are likely to experience greater challenges in expressing themselves authentically at work.</p><p><strong>Research purpose:</strong> This study aimed to examine how workplace friendships elicit relational authenticity among women in professional and managerial positions in the private sector in South Africa.</p><p><strong>Motivation for the study:</strong> Workplace authenticity is important for well-being, social fit at work and performance, but can be difficult to attain due to the risks involved. The study proposed that workplace friendships encourage authenticity, providing spaces where women feel accepted and able to express themselves authentically.</p><p><strong>Research approach/design and method:</strong> A qualitative research design was followed. Semi-structured interviews were conducted with 13 women.</p><p><strong>Main findings:</strong> The key finding was that authentic self-expression becomes embedded in high quality workplace friendships where women can self-disclose. These friendships offer acceptance, self-verification and enhanced social fit.</p><p><strong>Practical/managerial implications:</strong> Organisations need to consider how they can encourage friendships and other workplace relationships that facilitate relational authenticity and enhance employees’ social fit in the changing world of work.</p><p><strong>Contribution/value-add:</strong> The study expands authenticity research beyond the individual, team or followership contexts to informal relationships with friends at work. It provides a deeper understanding of how workplace friendships facilitate relational authenticity through self-verification and social fit. These processes could be applied to other workplace relationships to enhance authenticity and its benefits to different work arrangements.</p>2024-02-29T06:00:00+01:00Copyright (c) 2024 Tatenda Zigomo, Ruwayne Garth Kock, Fiona Margaret Donaldhttps://sajhrm.co.za/index.php/sajhrm/article/view/2449A disconnect between training evaluation theory and the practical realities of South African businesses2024-03-13T02:20:48+01:00Carren G. Duffycarren.duffy@uct.ac.za<p><strong>Orientation:</strong> This article emphasises the need to rethink training evaluation due to its lack of practice in South Africa.</p><p><strong>Research purpose:</strong> This research aimed to investigate the extent to which South African corporates engage in training evaluation.</p><p><strong>Motivation for the study:</strong> While theorists and training evaluation experts argue the importance of evaluating training, globally, training evaluation is primarily limited to collecting reaction-level data. Training evaluation is a staple in most training and human resource development textbooks and forms part of undergraduate and postgraduate curricula in the Human Resources Management domain, yet, little is published about training evaluation in South Africa and its practical relevance in modern-day corporate environments.</p><p><strong>Research approach/design and method:</strong> An explanatory sequential (mixed-methods) research design was utilised.</p><p><strong>Main findings:</strong> While there is a high commitment to training among South African corporates, it is not accompanied by a commitment to training evaluation. Training evaluation is not considered a priority business practice, especially in highly demanding and complex corporate environments. Additionally, with South Africa’s unique legislative frameworks, the motivation for providing training is sometimes distorted, causing a reluctance to determine training effectiveness.</p><p><strong>Practical/managerial implications:</strong> The findings suggest that a substantial shift in how training evaluation is theoretically conceptualised and practically applied is necessary for South Africa.</p><p><strong>Contribution/value add:</strong> The research indicates a need to explore creative and nuanced ways, perhaps utiliing established human resource analytics and metrics to assess the merit and worth of training.</p>2024-02-29T06:00:00+01:00Copyright (c) 2024 Carren G. Duffyhttps://sajhrm.co.za/index.php/sajhrm/article/view/2355Employment equity targets: How a state-owned enterprise recruits people with disabilities2024-03-13T02:20:47+01:00Natasha Macleannatsmaclean@telkomsa.netMartha Geigermgeiger@sun.ac.zaLieketseng Nedlieketseng@sun.ac.za<p><strong>Orientation:</strong> There remains a gap in the employment of people with disabilities globally. With its well-defined legislative framework, South Africa’s compliance with legislation still appears to have failed to ensure that employment targets are met across sectors.</p><p><strong>Research purpose:</strong> The aim of this study was to identify and explore factors which enabled a state-owned enterprise (SOE) in the Western Cape to meet their employment equity targets for recruiting persons with disabilities.</p><p><strong>Motivation for the study:</strong> We are of the view that there is much to learn from such inclusive companies to inform the challenges experienced by other companies that have not met their employment equity targets.</p><p><strong>Research approach/design and method:</strong> This was a qualitative single-embedded case study of an SOE in the Western Cape province of South Africa. Two sources of data used in this study included interviews with human resource employees (HREs) and employees with disabilities as well as document review of selected company policies.</p><p><strong>Main findings:</strong> Findings show factors which helped this SOE to meet its employment equity targets. These include specific recruitment and orientation practices as well as involvement of employees with disabilities in shaping the various processes of ensuring an inclusive environment.</p><p><strong>Practical/managerial implications:</strong> These factors may help other organisations in ensuring a more diverse workforce and ultimately meeting their employment equity targets.</p><p><strong>Contribution/value-add:</strong> The study provides practical strategies, which other employers could learn and benefit from implementing in order to improve disability representation in the workplace.</p>2024-02-29T06:00:00+01:00Copyright (c) 2024 Natasha Maclean, Martha Geiger, Lieketseng Nedhttps://sajhrm.co.za/index.php/sajhrm/article/view/2388The perceived fairness and consistency of disciplinary practices in selected police stations2024-03-13T02:20:48+01:00Thabo A. Mabuselamysticanthabo@gmail.comThulile L. Ngonyama-Ndoungonyamt@gmail.comMphoreng M. MmakoMmakomm@tut.ac.za<p><strong>Orientation:</strong> The fair and consistent application of disciplinary policies and procedures in government institutions is vital to nurture professional, ethical and bias-free workspace. This further circumvents unequal treatment in the workplace which may lead to aggrieved civil servants and a hostile work environment.</p><p><strong>Research purpose:</strong> This study evaluated the perceived fairness and consistency of the disciplinary practices within the South African Police Service.</p><p><strong>Motivation for the study:</strong> Literature has established that employees of the Police Service and their representatives often felt that the disciplinary actions and procedures applied by the organisation were biased and failed to accomplish the essential goals of objectivity and consistency.</p><p><strong>Research approach/design and method:</strong> Quantitative research approach was employed in this study. Closed-ended Likert-scale questionnaire was administered to 286 employees of the South African Police Service based in the Tshwane District. Data were analysed using descriptive statistics and inferential statistics.</p><p><strong>Main findings:</strong> The findings revealed that employees from the four police stations held a general perception that the disciplinary practices of South African Police Service (SAPS) are applied unfairly and inconsistently. Employees from Sunnyside Police Station held a more different perception as compared to employees from Pretoria West and Brooklyn Police Stations.</p><p><strong>Practical/managerial implications:</strong> Disciplinary policies that embrace and foster principles of uniform conduct across, thus improving employees’ morale and maintaining a healthy working environment are vital.</p><p><strong>Contribution/value-add:</strong> A plethora of research has been conducted exclusively on the effectiveness of disciplinary procedures. Therefore, this study has uniquely provided significant insights into the partiality of disciplinary practices.</p>2024-02-29T06:00:00+01:00Copyright (c) 2024 Thabo A. Mabusela, Thulile L. Ngonyama-Ndou, Mphoreng M. Mmakohttps://sajhrm.co.za/index.php/sajhrm/article/view/2142Experiences of Newly Qualified Registered Nurses (R.683) regarding negative workplace environment in selected hospitals of Limpopo Province, South Africa2024-03-13T02:20:46+01:00Tinyiko S. Baloyibaloyits@live.co.zaDorah U. Ramathubadorah.ramathuba@univen.ac.zaKhathutshelo G. Netshisaulukhathutshelo.netshisaulu@univen.ac.za<p><strong>Orientation:</strong> Globally, healthcare workplace environment is regarded as complex and interactive in nature, hence a supportive collegial environment is crucial in professional socialisation of newly qualified registered nurses, particularly (regulation regarding bridging course [R.683]) cohort who were labelled to can ‘hit the floor running’ due to their previous enrolled nursing experience. Employees friendly workplace environments are associated with job satisfaction, less stress and intent to abandon the nursing profession. Hence newly qualified registered nurses need support in their initial period of employment.</p><p><strong>Research purpose:</strong> The study explored and described the experiences of workplace environment by newly qualified registered nurses (NQRNs) (R.683) in their first 18 months of employment in selected hospitals of Limpopo province, South Africa.</p><p><strong>Motivation for the study:</strong> Previous studies documented much about challenges experienced by newly qualified registered nurses in their first year, yet less has been revealed from the views of newly qualified registered nurses (R.683) who upgraded from enrolled nursing about their workplace environment experiences in their first 18 months of employment.</p><p><strong>Research approach/design and method:</strong> The researcher used a qualitative approach following explorative, descriptive and contextual design. Seven focus group interviews were conducted with a sample of 51 newly qualified registered nurses (R.683), who were purposively sampled in their first 18 months of employment in different units of selected hospitals from Mopani and Vhembe districts of Limpopo province South Africa. Thematic analysis revealed one theme and five sub-themes that negatively influence their perception on workplace environment: negative attitudes and behaviours, bullying, lack of orientation, shortage of staff and workload, and insubordination.</p><p><strong>Main findings:</strong> Contrary to what has often been assumed, that newly qualified registered nurses (R.683) are work ready because they possess previous nursing experience. Our findings indicate that regardless of previous nursing experience, NQRNs’ (R.683) re-entry into the workplace environment is overwhelming and stressful like any other newly qualified nurse, hence they perceived their workplace environment as negative.</p><p><strong>Practical/managerial implications:</strong> Nurse managers should ensure a safe and supportive workplace environment. The negative attitudes and behaviours, bullying and insubordination among nursing staff should be acknowledged and addressed as they may hamper the easy adjustment of newly qualified registered nurses (R.683). Although less stress is a form of motivating newly qualified registered nurses (R.683) to acquire more knowledge and skills to independently manage challenging situations in the unit, newly qualified registered nurses (R.683) deserve to be supported to gain confidence in their performance.</p><p><strong>Contribution/value-add:</strong> Newly qualified registered nurses felt overwhelmed and stressed during their adaptation stage, especially when they were left to run units by themselves with little managerial skills. As newly qualified registered nurses (R.683) should learn unit management through accepting responsibility and accountability, managing unit prematurely to gain self-confidence to practise as an autonomous competent nurse practitioner.</p>2024-02-29T05:07:00+01:00Copyright (c) 2024 Tinyiko S. Baloyi, Dorah U. Ramathuba, Khathutshelo G. Netshisauluhttps://sajhrm.co.za/index.php/sajhrm/article/view/2230Harmonious, Africanised, and Modern Employment Relations model in strategic Employment Relations2024-03-14T02:20:48+01:00Calvin Mabasocalvinm@uj.ac.zaFace Lesabeface@gapss.co.zaCookie Govendergovenderc@uj.ac.za<p><strong>Orientation:</strong> With the world increasingly becoming a global village and many multi-national enterprises exploring African markets, the question of integrating indigenous traditions into employment relations (ER) systems and practices has become topical in the ER field.</p><p><strong>Research purpose:</strong> This study investigated the integration of African traditions, perspectives and indigenous wisdom in modern ER.</p><p><strong>Motivation for the study:</strong> There is a limited integration of indigenous wisdom in ER practices. The study examine how African perspectives can be further developed to align with and contribute to current and future workplace trends.</p><p><strong>Research approach/design and method:</strong> A qualitative research approach was adopted in this study to understand the prevailing workplace dynamics and how an Africanised ER perspective can add value to the workplace. Grounded theory was used as the primary research strategy to support the design of this study. Using semi-structured interviews, a purposive sampling method was used to collect data from 12 participants. Thematic analysis was used to analyse and make sense of the collected data.</p><p><strong>Main findings:</strong> The findings show three themes associated with the development of Harmonious, Africanised and Modern Employment Relations (HAMER) model, namely, <em>organisational anxiety, organisational unity</em> and <em>strategic leadership</em>. The findings indicated that incorporating indigenous knowledge in ER can improve organisational harmony and relationships in the workplace. The findings also indicated that transforming traditional perspectives to embrace indigenous knowledge requires strong leadership skills and strategic thinking. Most importantly, the study identified a shortage of customised ER content as the main hindrance in the integration process.</p><p><strong>Practical/managerial implications:</strong> The study proposed the adoption of the HAMER model to align current ER trends and requirements to indigenous knowledge. The model focuses on practical ways of integrating harmony and African perspectives in modern ER.</p><p><strong>Contribution/value-add:</strong> First and foremost, the study addressed the shortage of Africanised ER content, including the infrastructure and behaviours required to achieve the integration.</p>2024-02-28T06:00:00+01:00Copyright (c) 2024 Calvin Mabaso, Face Lesabe, Cookie Govender