https://ir.unisa.ac.za/handle/10500/109 2026-05-14T09:48:53Z https://ir.unisa.ac.za/handle/10500/31759 Social dream-drawing: a socioanalytic method for studying identity work Barnard, Antoni Rooted in socioanalytic methodology, social dream drawing is presented in this chapter as a novel method for studying identity work. Social dream drawing entails facilitating a small-group work session along a systematic procedure to draw on both the conscious and unconscious aspects of identity work. Social dream drawing provides a space for reflective thinking aimed at surfacing participants’ associative unconscious thoughts and experiences and to consciously explore these for new insight and meaning. The chapter presents a case study example of a small group of women reflecting on their work-life challenges, demonstrating how the method generates a rich pool of data reflecting identity tensions and the identity work dynamics at play in attempting to resolve them. Social dream drawing draws on action research principles in that identity work is simultaneously facilitated and studied in the work session. 2023-01-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/31188 Employee’s psychological experiences with bank’s pay for performance system in South Africa Matjie, Mokgata Allen Tshepo; Nkoana, Mautswa Elizabeth Orientation: Pay-for-performance (P4P) system is a crucial organisational strategy to retain and reward employees. However, it is not always well implemented. Research purpose: The aim of the study was to explore the perceptions and psychological experiences of employees about the implemented P4P system at a bank in Polokwane City in Limpopo province. Motivation for the study: The P4P system’s objective is to reward great performance. However, it might also be used to punish deserving employees while unjustly and unfairly rewarding the non-deserving employees, leading to negative perceptions and psychological experiences by other employees. Research approach/design and method: The study followed qualitative research design, therefore, the 10 conveniently sampled participants’ verbatim transcribed semi-structured interviews were analysed and interpreted from the interpretivist paradigm perspective to understand the lived experiences of the employees with regard to how the P4P is implemented at the bank. Content analysis was used to explore the deep, contextual meanings of the participants’ words and to extract themes and the subsequent subthemes. Main findings: The P4P system was perceived as a great but biased initiative and employees psychologically experienced betrayal and confusion, felt both motivated and demotivated and experienced the P4P as an uninspiring exercise. Practical/managerial implications: The bank should train line managers on how to conduct the appraisal session, more specifically on how to allocate a rating that ultimately determines the rewards. Multiple rating techniques usage and sensitivity training for the line managers might minimise the experienced bias and legitimise the P4P system at the bank. Ultimately, the bank should link performance targets with bonuses to enhance transparency, equity and perceived justice within the system. Contribution/value-add: The study makes important first, unique, practical and scientific contributions to employees’ perceptions and experiences (psychological experiences) of pay-for-performance in the banking sector. The study also provides valuable insights by exposing the challenges that limit the effectiveness of P4P in the banking sector. 2024-04-30T00:00:00Z https://ir.unisa.ac.za/handle/10500/31187 Exploring turnover intentions of employees at a South African government education council Matjie, M. A.; Selesho, Refilwe Argentina Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent. Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council. Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils. Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes. Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects. Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees. Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies. 2024-01-12T00:00:00Z https://ir.unisa.ac.za/handle/10500/31157 The new world of work: digitially connected yet psychologically disconnected Potgieter, Ingrid 2022-02-16T00:00:00Z