https://ir.unisa.ac.za/handle/10500/2590 2026-05-05T13:31:29Z 2026-05-05T13:31:29Z Grobler, P.A. Warnich, Surette Mokobane, G https://ir.unisa.ac.za/handle/10500/27602 2021-07-02T07:48:00Z 2018-01-01T00:00:00Z

HUMAN RESOURCE MANAGEMENT PRACTICES IN SOUTH AFRICA Grobler, P.A.; Warnich, Surette; Mokobane, G This report provides the results of a survey of South African human resource management (HRM) practices in private and public organisations. The survey is part of a longitudinal, comparative study of human resource policies and practices, involving 35 countries worldwide. This is the third survey conducted in South Africa during 2014/2015, the previous two surveys were conducted in 1999/2000, and 2009/2010 respectively. This report provides an overview of the key findings of the South African survey. The basis of the survey was a questionnaire completed by human resource (HR) managers on behalf of their organisations. The research reflects policies current in 2014. This report affords organisations in South Africa an opportunity to benchmark themselves against other South African organisations, and to identify trends in HRM practices.

2018-01-01T00:00:00Z Holtzhausen, MME https://ir.unisa.ac.za/handle/10500/27181 2021-03-25T08:58:11Z 2017-01-01T00:00:00Z

Creating shared value through a corporate social responsibility initiative focusing on leadership development Holtzhausen, MME This article considers the potential shared value creation of corporate social responsibility initiatives when focusing on the development of leadership capability. It is based on the outcomes of the first of a three-phase ongoing research project, concluded in 2017. The study investigated the perspectives of South African business leaders on the effectiveness of a leadership development programme that formed part of their respective organisations’ social responsibility initiatives. An empirical study was conducted with a purposive, convenient sample (N = 73) of business leaders who finished the 12-month partnership programme. Phase 1 followed a qualitative approach that consisted of a short self-report online survey containing questions that required participants to provide a narrative description of their experience.. The qualitative data was analysed through a process of thematic analysis to determine themes or patterns within the data. The results indicated that the distinctive design of the programme not only adds considerably to its achievements as a social responsibility programme, but also results in a leadership development programme that benefits the business leader and its organisation, thus creating shared value and responsible leadership.

2017-01-01T00:00:00Z Diedericks, Johanna Catharina Cilliers, Frans Bezuidenhout, Adéle https://ir.unisa.ac.za/handle/10500/26040 2019-11-26T08:37:12Z 2019-01-01T00:00:00Z

Resistance to change, work engagement and psychological capital of academics in an open distance learning work environment. Diedericks, Johanna Catharina; Cilliers, Frans; Bezuidenhout, Adéle Orientation: In the present knowledge economy, the external environment is rapidly evolving and organisations are increasingly demanding much more from their employees. Psychological capital (PsyCap) and work engagement (WE), seen as positive human resource strengths and psychological capacities, can be developed and effectively managed for enhanced work performance. Employees’ resistance to change (RTC) is a key barrier to organisational change. Research purpose: To investigate the interrelationships between PsyCap, WE and RTC of open distance learning (ODL) academics. Motivation for the study: Little empirical research has investigated the application of positive work and organisational psychological functioning of ODL academics. Universities can use the study results to develop strategies which may enable institutions and individuals to flourish through positive well-being despite change. Research approach/design and method: A quantitative survey including a probability sample of 208 (N = 208) academics was utilised. Structural equation modelling was used to analyse the data. Main findings: The results reveal a meaningful positive relationship between the positive psychological constructs of PsyCap and WE, and a meaningful negative relationship between the psychodynamic construct RTC, and the positive psychological constructs of PsyCap and WE. Structural equation modelling indicated an adequate fit of conceptual structural model. Practical/managerial implications: Results suggest that reduced RTC and increased positive psychological behaviour could contribute to a positive organisation and individual well-being in a changing work environment. Contribution/value-add: This study adds to the body of knowledge and insights into positive work and organisational functioning of academics in a changing ODL work environment.

2019-01-01T00:00:00Z Botha, Chris Bezuidenhout, Adéle Schultz, Cecilia https://ir.unisa.ac.za/handle/10500/25873 2019-10-22T09:03:14Z 2018-05-01T00:00:00Z

A Generic Competency Framework for Labour Relations Practitioners in the South African Public Service Botha, Chris; Bezuidenhout, Adéle; Schultz, Cecilia This article reports on the findings of a qualitative content analysis study that explored the generic competencies required of labour relations practitioners in the South African public service with a view to developing a generic competency framework for these practitioners. Data were gathered through conducting semi-structured interviews with 17 labour relations experts from different institutions. The data were coded and categorised, and themes were identified that characterised the participants’ experiences, perceptions and views, providing evidence about the competencies of labour relations practitioners. From the data, 44 competencies were identified that could be regarded as essential to labour relations practitioners’ successful and efficient fulfilment of their role, and these competencies were grouped into nine themes. A generic competency framework for labour relations practitioners was developed based on the results obtained. The findings of this study could potentially form the foundation of new theory for the advancement, training and development of labour relations practitioners.

2018-05-01T00:00:00Z