https://ir.unisa.ac.za/handle/10500/108 2026-11-02T12:43:35Z https://ir.unisa.ac.za/handle/10500/33104 Exploring nurses’ perceptions of the influence of compensation on work performance at a South African state hospital Modjela, Mapula Faith This qualitative study explored nurses’ perceptions of compensation at a state hospital in South Africa and its influence on work performance. The research pursued three empirical objectives:  to explore nurses’ perceptions regarding the effect of compensation on their performance;  to examine how compensation packages might be structured to enhance performance; and  to identify interventions beyond compensation that could improve nurses’ performance. A purposive sample of 11 nurses was interviewed, achieving data saturation. The thematic analysis revealed five main themes: inadequate compensation, incentives and financial strain; workload and resource challenges; motivation to perform work; leadership and communication; and training and development. The findings indicated that while nurses expressed dissatisfaction with compensation and inequitable incentives, their performance is sustained through intrinsic motivation, professional pride, and commitment to patient care. However, systemic challenges such as staff shortages,resource constraints, ineffective leadership, and limited training opportunities were identified as significant barriers to morale and optimal performance. The study was limited by its single-site focus, small sample size, reliance on self-reported data, and the researcher’s insider status. Despite these limitations, the research provided valuable insight into the lived realities of nurses in the public health sector. Recommendations have been provided for future research, the participating hospital, and the field of Industrial and Organisational Psychology (IOP). These include expanding the research study across multiple sites; addressing compensation inequities; strengthening leadership and communication; investing in training and development; and advancing theory-practice integration within IOP. Overall, the study contributed to understanding how compensation and organisational practices intersect with intrinsic motivation to shape nurses’ performance in South Africa’s public health system. By situating nurses’ experiences within broader socio-political and organisational contexts, the research offers practical and theoretical insights for hospital management, policymakers, and the IOP discipline.; Hierdie kwalitatiewe studie het verpleegkundiges se persepsies van vergoeding by ’n staatshospitaal in Suid-Afrika en die invloed daarvan op werksprestasie ondersoek. Die navorsing het drie empiriese doelwitte nagestreef:  om verpleegkundiges se persepsies rakende die effek van vergoeding op hulle prestasie te ondersoek;  om te ondersoek hoe vergoedingspakkette gestruktureer kan word om prestasie te verbeter; en  om intervensies benewens vergoeding te identifiseer wat verpleegkundiges se prestasie kan verbeter. ’n Doelbewuste steekproef van 11 verpleegkundiges is ondervra en dataversadiging is bereik. Die tematiese analise het vyf hooftemas aan die lig gebring: onvoldoende vergoeding, aansporings en finansiële druk; werklas- en hulpbronuitdagings; motivering om werk te verrig; leierskap en kommunikasie; en opleiding en ontwikkeling. Die bevindinge het aangedui, dat hoewel verpleegkundiges ontevredenheid uitgespreek het met vergoeding en onbillike aansporings, hulle prestasie volgehou word deur intrinsieke motivering, professionele trots en toewyding aan pasiëntsorg. Sistemiese uitdagings soos personeeltekorte, hulpbronbeperkings, oneffektiewe leierskap en beperkte opleidingsgeleenthede is egter as beduidende hindernisse vir moraal en optimale prestasie geïdentifiseer. Die studie was beperk deurdat die fokus op een enkele terrein was, die klein steekproefgrootte, die afhanklikheid van selfgerapporteerde data en die navorser se binnekringstatus. Ten spyte van hierdie beperkings het die navorsing waardevolle insig verskaf in die lewenswerklikhede van verpleegkundiges in die openbare gesondheidsektor. Aanbevelings is gemaak vir toekomstige xvi navorsing, die deelnemende hospitaal en die veld van Bedryf- en Organisasiesielkunde. Dit sluit in die uitbreiding van die navorsingstudie oor verskeie terreine; die versterking van leierskap en kommunikasie; die belegging in opleiding en ontwikkeling; en die bevordering van teorie-praktyk-integrasie binne Bedryf- en Organisasiesielkunde. Oor die algemeen het die studie bygedra tot die begrip van hoe vergoeding en organisatoriese praktyke kruis met intrinsieke motivering om verpleegkundiges se prestasie in Suid-Afrika se openbare gesondheidstelsel te vorm. Deur verpleegkundiges se ervarings binne breër sosio-politieke en organisatoriese kontekste te plaas, bied die navorsing praktiese en teoretiese insigte vir hopsitaalbestuur, beleidmakers en die Bedryf- en Organisasiesielkunde-dissipline.; Nyakišišo ye ya khwalitheithifi e ile ya hlohlomiša dikgopolo tša baoki mabapi le tefo sepetleleng sa mmušo sa Afrika Borwa le khuetšo ya yona go phethagatšo ya mošomo. Nyakišišo e ile ya tsepelela ditebo tše tharo tša tebeledišišo, e lego go  hlohlomiša dikgopolo tša baoki mabapi le seabe sa tefo mošomong wa bona.  nyakišiša gore meputso le dikholego tša tefo di ka beakanywa bjang go kaonafatša phethagatšo ya mošomo.  hlaola ditsenogare tšeo di fetago tefo tšeo di ka kaonafatšago phethagatšo ya mošomo wa baoki. Go ile gwa boledišanwa le kemedi ye e kgethilwego ya baoki ba 11, go fihlelela kgoboketšo ya datha. Tshekatsheko ye e ka amantšhwago le hlogo ya nyakišišo e utolotše dihlogo tše hlano tše dikgolo: tefo yeo e sa lekanago; meputso le kgatelelo ya tša ditšhelete; tekanyo ya mošomo le ditlhohlo tša methopo; tutuetšo ya phethagatšo ya mošomo; boetapele le poledišano; le tlhahlo le tlhabollo. Dikhwetšo di bontšhitše gore gaešita le ge baoki ba be ba bontšha go se kgotsofale ka tefo le meputso ye e sa lokago, phethagatšo ya bona ya mošomo e tšwetšwa pele ke tutuetšo ya ka gare, boikgantšho bja mošomo le go ikgafa go hlokomeleng balwetši. Le ge go le bjalo, ditlhohlo tša tshepedišo tše bjalo ka go hlaelela ga bašomedi, go hlaelela ga methopo, boetapele bjo bo sa holego le dibaka tše di lekanyeditšwego tša tlhahlo di ile tša hlaolwa e le mapheko a magolo a go fokotša go ba le tutuetšo le go phethagatša mošomo gabotse. Nyakišišo e be e lekanyeditšwe ke go lebiša tlhokomelo lefelong le tee, bogolo bjo bonnyane bja kemedi, go ithekga ka tshedimošo yeo e begilwego ke motho ka noši le boemo bja motho yo a lego ka gare wa monyakišiši. Go sa šetšwe mafokodi a, nyakišišo e ile ya nea temogo e bohlokwa ya maitemogelo a baoki ka lekaleng la tša maphelo a setšhaba. Ditšhišinyo di ile tša newa bakeng sa nyakišišo ya nakong e tlago, sepetlele seo se kgathago tema le lefapha la Saekholotši ya Mokgatlo le Intasteri (IOP). Tše di akaretša go katološa thuto ya nyakišišo mafelong a mantši; go rarolla go se lekalekane ga tefo; go matlafatša boetapele le poledišano; go beeletša ka go tlhahlo le tlhabollo; le go tšwetša pele kopanyo ya teori le tirišo ka gare ga IOP. Ka kakaretšo, nyakišišo e ile ya thuša go kwešiša ka moo tefo le mekgwa ya go rulaganya e kopanago ka gona le tutuetšo ya ka gare ya go bopa phethagatšo ya mošomo ya baoki setemong ya tša maphelo a setšhaba ya Afrika Borwa. Ka go bea maitemogelo a baoki ka gare ga maemo a magolo a tša leago le dipolitiki le a mokgatlo, nyakišišo e nea ditemogo tše bohlokwa le tša teori bakeng sa taolo ya sepetlele, bahlami ba melao le lefapha la IOP Abstract in English with Afrikaans and SePedi translations 2026-06-09T00:00:00Z https://ir.unisa.ac.za/handle/10500/33041 The development of a model for the identification of high-potential talent Diedericks, Liezl Organisations have, at their core, the drive to improve their performance and increase their financial gain. This drive relates to talent management, in that organisations strive to identify and develop those employees who will benefit them the most, referred to as ‘high-potential’ talent. Academic literature on the identification and development of high-potential talent, also referred to as ‘HiPo’ talent, remains limited, notwithstanding strong interest from practitioners and consultants. Despite substantial investment in HiPo programmes, research reveals high failure rates and low confidence in the success of the programmes amongst HR professionals. The aim of this study was to address these gaps by expanding the theoretical knowledge on high-potential talent, with a specific focus on an African context, and developing an empirically grounded model for the identification of high-potential talent. This mixed-methods study used qualitative and quantitative methodologies to realise the research objectives. Following an in-depth literature review of the talent management landscape, semi-structured in-depth interviews were conducted to develop a set of behavioural items to measure high-potential talent in employees. The resulting HiPo Scale was tested through a rigorous statistical process utilising structural equation modelling. Five statistically significant constructs indicating HiPo talent were identified, and a comprehensive model for the identification of high-potential talent was subsequently developed. This model incorporates a cultural contextual perspective of high-potential talent. It provides organisations and academics with a comprehensive structure with which to conceptualise and identify HiPo talent.; Organisasies het as kernstrewe om hul prestasie te verbeter en hul finansiële wins te verhoog. Hierdie strewe hou verband met talentbestuur, aangesien organisasies daarna streef om daardie werknemers te identifiseer en te ontwikkel wat die meeste waarde vir hulle sal toevoeg, bekend as hoë-potensiaal talent. Akademiese literatuur oor die identifisering en ontwikkeling van hoë-potensiaal talent bly beperk, ten spyte van ’n sterk belangstelling van praktisyns en konsultante. Ten spyte van aansienlike beleggings in HiPo-programme, toon navorsing hoë mislukkingsyfers en lae vertroue in die sukses van hierdie programme onder menslike hulpbronpraktisyns. Hierdie studie het gepoog om hierdie leemtes aan te spreek deur die teoretiese kennis oor hoë-potensiaal talent uit te brei, met ’n spesifieke fokus op ’n Afrika-konteks, en deur ’n empiries gefundeerde model vir die identifisering van hoë-potensiaal talent te ontwikkel. Hierdie gemengde-metode studie het kwalitatiewe en kwantitatiewe metodologieë gebruik om die navorsingsdoelwitte te bereik. Na ’n deeglike literatuuroorsig van die talentbestuurslandskap is semi-gestruktureerde, in-diepte onderhoude gevoer om ’n stel gedragsvrae te ontwikkel om hoë-potensiaal talent in werknemers te meet. Die HiPo-skaal is getoets deur middel van ’n streng statistiese proses wat strukturele vergelykingsmodellering gebruik het. Vyf statisties beduidende konstrukte wat op hoë-potensiaal talent dui, is geïdentifiseer. Daarna is ’n omvattende model vir die identifisering van hoë-potensiaal talent ontwikkel. Hierdie model sluit ’n kulturele kontekstuele perspektief van hoë-potensiaal talent in. Dit bied aan organisasies en akademici ’n omvattende struktuur wat hulle in staat stel om hoë-potensiaal talent te konseptualiseer en te identifiseer; Mekgatlho e na le, mo moding wa yona, maikaelelo a go tokafatsa tiragatso le go godisa poelo ya matlole. Maikaelelo ano a amana thata le taolo ya ditalente, mo e leng gore mekgatlho e leka ka natla go supa le go tlhabolola badiri ba ba tlileng go e tswela mosola thata, ba gantsi ba bidiwang ditalente tsa ‘bokgoni jo bo kwa godimo’ (HiPo). Dikwalo tsa thuto tse di ka ga temogo le tlhabololo ya ditalente ya bokgoni jo bo kwa godimo (HiPo) di sa ntse di lekanyeditswe, le fa go na le kgatlhego e kgolo go tswa mo baitseanapeng le mo bagakoloding. Le fa go beeleditswe madi a mantsi mo mananeong a HiPo, dipatlisiso di bontsha dikelo tse di kwa godimo tsa go retelewa le tshepo e e kwa tlase mo katlegong ya tsone mo baitseanapeng ba Metswedithuso ya Setho (HR). Maikaelelo a thutopatlisiso eno e ne e le go rarabolola diphatlha tseno ka go atolosa kitso ya tiori ka ga talente e e nang le bokgoni jo bo kwa godimo, ka tsepamo e e rileng mo bokaong jwa Aforika, le ka go tlhama sekao se se theilweng mo maitemogelong sa go supa talente e e nang le bokgoni jo bo kwa godimo. Go ne ga dirisiwa ka bobedi mekgwa ya khwantitafi le ya khwalitatifi go fitlhelela maitlhomo a patlisiso. Morago ga tshekatsheko e e tseneletseng ya dikwalo tsa seemo sa taolo ya ditalente, go ne ga dirwa dipotsolotso tse di rulagantsweng ka bontlhabongwe go tlhama sete ya dintlha tsa boitshwaro tsa go lekanya ditalente tse di nang le bokgoni jo bo kwa godimo mo badiring. Sekale sa HiPo se se bonweng se ne sa lekwa ka thulaganyo e e gagametseng ya dipalopalo go dirisiwa popo ya tekatekanyo ya popego. Dikago tse tlhano tse di botlhokwa go ya ka dipalopalo tse di supang talente ya HiPo di ne tsa supiwa, mme morago ga moo go ne ga tlhamiwa sekao se se akaretsang sa go supa talente e e nang le bokgoni jo bo kwa godimo. Sekao seno se akaretsa pono ya setso le ya bokao, e e tlamelang mekgatlho le barutegi ka letlhomeso le le nonofileng la go tlhama dikgopolo le go supa talente ya HiPo Abstract in English, Afrikaans and Sestwana 2025-11-06T00:00:00Z https://ir.unisa.ac.za/handle/10500/33040 The perceptions of human resource managers on the use of psychometric Instruments in the public sector Mashiane, Kedibone Daphney The purpose of this study was to understand the perceptions of human resource managers in the public sector on the use of psychometric instruments in the employee appointment process, their concerns and challenges in this regard. Psychometric instruments are regarded as effective tools for rational decision-making concerning the recruitment and selection process; therefore, their non-use, especially in the public sector, is a worrying factor since the public sector forms the majority part of service delivery to its citizens and the economy. A qualitative research design was applied, and data were collected through one-on-one interviews. Data was collected from eight (8) participants acquired through the purposeful, non-probability sampling method. The data was analysed through qualitative content analysis using ATLAS.TI software. The findings of the study indicate that human resource managers in the public sector are aware of the value and effectiveness of psychometric instruments in the employee appointment process. However, despite its usefulness, fair administration and application of psychometric instruments are still debatable in the public sector. Psychometric instruments are still perceived as biased and discriminatory, due to their historical introduction, administration and use of psychometric instruments to disadvantage the minority population of the country. Other concerns highlighted on the application of psychometric instruments are the ethical application of the instrument, cultural diversity, disparity in literacy and education levels, and non-familiarity with the psychometric testing process by lower-level position employees. These negative perceptions about psychometric testing could be further ascribed to the view that the process is too costly for the public sector. The lack of in-house monitoring of the psychometric testing process in the public sector resulted in the disregard of psychometric instruments as valuable to assist in making rightful employee appointment decisions. Therefore, a psychological assessment department within the public sector needs to be established to handle and monitor all psychological assessments in the employee appointment process. The study contributes to the existing knowledge on perceptions about the use of psychometric instruments in the employee appointment process, it raises awareness in the public sector on how to better manage the psychometric testing process, and it elicits interest from professionals who may want to explore issues relating to the study.; Umnqopho wesifundo lesi bekukuzwisisa imibono yabaphathi behlelo lezabasebenzi emkhakheni womphakathi ngokusetjenziswa kwamathulusi wesayikhomethriki ehlelweni lokuqatjhwa kwabasebenzi, ukutshwenyeka kwabo neentjhijilo malungana nalokhu. Amathulusi wesayikhomethriki ngokunabileko athathwa njengamathulusi asebenza kuhle malungana nokuthathwa kweenqunto ezifaneleko ekuqatjhweni kanye nekukhethweni kwabasebenzi; yeke, ukungasetjenziswa kwawo ngokwaneleko emkhakheni wombuso kumnako omkhulu njengombana umkhakha wombuso umnikeli wezenzelwa ezakhamuzini kanye nemnothweni. Idizayini yerhubhululo ngokwekhwalithi yamukelwa kilesisifundo serhubhululo. Idatha yabuthelelwa kubahlanganyeli abasibhozo (8) abatholwe ngendlela yokuthatha amasampula enomnqopho, engekho emthethweni. Ukutsengwa kwelwazi elimunyethweko ngokwekhwalithi kwenziwa ngokusebenzisa i-software ye--ATLAS.TI. Ilwazi elitholakeleko liveza bona abaphathi behlelo lezabasebenzi emkhakheni wombuso babutjhejile ububhadekelo kanye nokusebenza kuhle kwamathulusi wesayikhomethriki ehlelweni lezokuqatjhwa kwabasebenzi. Nanyana-kunjalo, ukulawulwa kanye nokusetjenziswa kwamathulusi wesayikhomethriki kuzakuhlala kuyipikiswano emkhakheni wombuso. Amathulusi wesayikhomethriki kanengi azwisiswa njengamahlelo athatha ihlangothi begodu akhethululako ngenca yomlando wawo wokwethulwa begodu nokungasetjenziswa kwawo ngendlela efaneleko esikhathini esidlulileko lokha nakudlelezelwa inani labantu ebegade baninwa ngaphambilini elizweni. Iminako engezelelako ifaka phakathi ukusetjenziswa ngokulandela imigomo, kwamathulusi wesayikhomethriki, ukwehlukahluka kwamasikopilo, imiraro yezefundo kanye namazinga wezefundo, kanye nokungabi nelwazi lamahlelo wezokuhlolwa komkhumbulo hlangana nabasebenzi bezinga eliphasi. Ukutjheja khulu iindleko nakho kugalela imiqondo emimbi malungana nokuhlolwa komkhumbulo, njengombana nje ihlelweli selibonwa njengehlelo elidure khulu emkhakheni wombuso. Irhubhululo liragela phambili nokuveza ukobana ngenca yokutlhogakala kwetjhejo lemigomo yeziko kezokuhlolwa komqondo emkhakheni wombuso, amathulusi wezokuhlolwa komkhumbulo akathathwa njengamathulusi aqakathekileko ukwenzela ukuthathwa kweenqunto ezizwakalako malungana nokuqatjhwa kwabasebenzi. Yeke-ke, umnyango wezokuhlolwa komkhumbulo kufanele usungulwe emkhakheni wombuso ukwenzela ukungamela kanye nokutjhejisisa woke amahlelo wezokuhlolwa komkhumbulo ehlelweni lezokuqatjhwa kwesisebenzi. Irhubhululo lifaka isandla elwazini elikhona malungana nokusetjenziswa kwamathulusi wesayikhomethriki ehlelweni lokuqatjhwa kwabasebenzi, likhuphula ukutjheja emkhakheni womphakathi ngokuthi lingaphathwa njani ngcono ikambiso yokuhlolwa kwesayikhomethriki, begodu livusa ikareko kibososayensi abangafuna ukuhlola iindaba ezihlobene nesifundo.; Maikemišetšo a nyakišišo ye e be e le go kwešiša dikgopolo tša balaodi ba methopo ya bašomi ka lefapheng la mmušo ka ga tšhomišo ya didirišwa tša monagano mo tshepedišong ya go thwala bašomi, matshwenyego a bona le ditlhohlo mabapi le se. Didirišwa tša monagano di tšewa ka bophara bjalo ka didirišwa tše di šomago gabotse tša go tšea diphetho ka tlhaologanyo go thwaleng le go kgetheng bašomi; ka fao, go se šomišwe gabotse ka lekaleng la setšhaba ke taba yeo e tshwenyago ka ge lekala la setšhab e le moabi o bohlokwa wa ditirelo go badudi le ekonomi. Moakanyetšo wa nyakišišo wa khwalitheithifi o dirišitšwe nyakišišong ye. Datha e kgobokeditšwe go tšwa go batšwasehlabelo ba seswai (8) bao ba hweditšwego ka mokgwa wa go tšea mehlala wo o nago le morero, wo e sego wa kgonagalo. Tshekatsheko ya diteng tša khwalitheithifi ya datha ye e kgobokeditšwego e dirilwe ka go šomiša softwere ya ATLAS.TI. Dikhwetšo di laetša gore balaodi ba tša lefapha la merero ya bašomi ka lekaleng la setšhaba ba tseba ka ga boleng le go šoma gabotse ga didirišwa tša monagano tshepetšong ya go thwala bašomi. Le ge go le bjalo, taolo ye e lokilego le tirišo ya didirišwa tša monagano di sa phenkgišanwa ka lekaleng la setšhaba. Didirišwa tša monagano gantši di tšewa bjalo ka tše di tšeago lehlakore le tša kgethollo ka lebaka la matseno a tšona a histori le tšhomišompe ya nakong e fetilego ya go bea badudi ba naga boemong bjo bo sa lokago bao ba bego ba se na ditokelo goba menyetla nakong e fetilego. Matshwenyego a tlaleletšo a akaretša tirišo ya melawana ya maleba ya boitshwaro ya diteko tša monagano, go fapana ga setšo, go se swane maemong a go bala le go ngwala le thuto, le go se tlwaelane le tshepedišo ya go dira diteko tša monagano gare ga bašomi ba maemo a tlase. Dikakanyetšo tša ditshenyagalelo le tšona di na le seabe go dikgopolo tše mpe ka ga diteko tša monagano, ka ge tshepetšo e bonwa e le ye e bitšago tšhelete ye ntši go lekala la setšhaba. Nyakišišo ye e gatelela gape gore ka lebaka la go hloka tlhokomelo ya ka gare ya tshepedišo ya go dira diteko tša monagano ka lekaleng la setšhaba, didirišwa tša monagano di hlokomologwa bjalo ka didirišwa tše bohlokwa tša diphetho tša go thwala bašomi bao ba nago le tsebo. Ka fao, kgoro ya kelo ya monagano e swanetše go hlongwa ka lekaleng la setšhaba go laola le go hlokomela dikelo ka moka tša monagano tshepetšong ya go thwala bašomi. Thuto ye e tsenya letsogo go tsebo ye e lego gona ka ga ditemogo mabapi le tšhomišo ya didirišwa tša moganano mo tshepedišong ya go thwala bašomi, e godiša temošo ka lefapheng la mmušo ka ga gore go ka laolwa gakaone tshepedišo ya diteko tša didirišwa tša monagano, gomme e tsoša kgahlego go tšwa go ditsebi tšeo di ka nyakago go hlahloba ditaba tšeo di amanago le nyakišišo ye. Abstract in English, Ndebele and Sepedi 2025-09-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/32900 The influence of voice on the brainwaves of pilots Ehmke, Andrea In aviation, air traffic control (ATC) is known as the most important safety net. Optimal performance assessment is key in the context of safety-critical behaviour. To achieve optimal performance, it is necessary to understand brainwave coherence from a human factors neuroergonomic perspective. As Electroencephalogram (EEG) signals reveal cortical electrical activity, brainwave coherence can be assessed using electrophysiological measures. This study explored ATC voice perception (VP) related to pilot brainwave coherence during three different ATC voice simulations. The cortical activity of 77 pilots was recorded with the 7-channel Muse EEG headset during a 22 second ATC simulation. The VP questionnaire was administered to each pilot after listening to the three ATC voices. To obtain the underlying VP factor structure of each voice, factor analysis was employed. Modelling the three VP factors explained brainwave variance more parsimoniously. Asking the question whether ATC VP affects brainwaves of pilots, ANOVA showed significant differences between the brainwave coherence of three ATC voices. Structural equation modelling (SEM) for ATC VP showed the high pitch female voice (A) contributed to higher delta and theta brainwaves which might contribute to cognitive fatigue and workload. The medium pitch female voice (B) showed an increase in theta, beta and gamma brainwaves across different time stamps. Beta and theta cross overs might be an indication of a possible startle effect. Although the low pitch male voice (C) showed the least co-variance and variance throughout the three different ATC voice conditions and time stamp cross overs, results showed an inverse relationship with beta brainwaves. A decrease in beta brainwaves is associated with calmness and a brainwave state associated with optimal performance. This VP study shows that real-time pilot CP can be decoded from EEG signals, using the mobile Muse headset. If ATM EEG data can be recorded under different operational conditions, results may be used to understand and monitor both ATC and pilot performance for aviation safety. 2025-12-01T00:00:00Z