https://ir.unisa.ac.za/handle/10500/2589 Tue, 05 May 2026 13:30:22 GMT 2026-05-05T13:30:22Z https://ir.unisa.ac.za/handle/10500/32239 The mediating effect of job satisfaction on the relationship between HRM practices and employee retention within a South African National Government Department Selane, Caroline Masepase Employee retention is crucial for organisational efficiency, but South Africa's government departments face challenges as skilled employees often seek more lucrative private sector opportunities. This study explores the relationship between human resources management practices, job satisfaction (JS) and employee retention, within the context of South African immigration services. It further investigates whether JS statistically mediates the human resources management practices and employee retention relationship and examines demographic influences the research variables. This quantitative study targeted a probability sample of 212 government officials, collecting primary data utilising three validated scales. The study’s findings reveal significant correlations between human resource management practices and employee retention, with JS acting as a mediator. Dissatisfaction is evident in pay, promotion and operating procedures. While most demographic variables yield no significant differences, job levels emerged as an exception. The study provides insights and recommendations for enhancing employee retention in South African government departments, offering guidance for implementing measures across the public service.; Go boloka badiri ke karolo nngwe e e botlhokwa ya tsamaiso bonolo ya setlamo efela mafapha a puso ya Aforika Borwa a lebagane le dikgwetlho ka badiri ba ba nang le bokgoni, bao ba tsamayang go kwa ya ditshonong tse di kgatlhisang tsa kwa maphateng a poraefete. Patlisiso e e batlisisa kamano magareng ga ditiragatso tsa Botsamaisi jwa Badiri, go kgotsofalela tiro (JS) le go boloka badiri, ka fa molebong wa ditirelo tsa bofaladi tsa Aforika Borwa. E batlisisa gape le gore a fa JS, ka mokgwa wa tiriso ya thutadipalo, e tsereganya kamano magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme e tlhatlhobe mokgwa oo palobatho e tlhotlheletsang dipharologanyo tsa patlisiso. Patlisiso e ya khwaletheithifi e ne e labile sampole ya badiredi ba puso ba le 212, mme gape e kokoanya tshedimosetso ka go dirisa dikale tse di tlhomamisitsweng di le tharo. Diphitlhelelo tsa patlisiso di senola dikamano tse di botlhokwa magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme gape le gore JS e dira jaaka motsereganyi. Bosupi jwa go se kgotsofale bo bonagala mo go duelweng, go tlhatlhosiwa mo tirong le mo mekgweng ya go dira. Le fa bontsi jwa dipharologanyo tsa palobatho di sa tlhagise pharologanyo e e kalo, maemo a tiro a tsweletse a tlhaolegile. Patlisiso e neelana ka temogo le dikatlanegiso tsa go tokafatsa go boloka badiri mo mafapheng a puso ya Aforika Borwa, mme gape di neelana ka kaelo ya go tsenyatirisong dikgato mo tirelong tsa setšhaba ka bophara; Go swara bašomi go bohlokwa go bokgoni bja mokgatlo, eupša dikgoro tša mmušo wa Afrika Borwa di lebane le ditlhohlo ka ge bašomi ba bokgoni gantši ba nyaka dibaka tše dikaone lekaleng la praebete. Nyakišišo ye e nyakišiša kamano gare ga mekgwa ya taolo ya methopo ya batho, go kgotsofala mošomong (JS) le go swara bašomi, ka maemo a ditirelo tša bofaladi ka Afrika Borwa. E nyakišiša gape ge e le gore JS ka dipalopalo e rarolla mekgwa ya taolo ya methopo ya batho le kamano ya go swara bašomi le go lekola khuetšo ya temokrafi ya phetogo ya nyakišišo. Nyakišišo ya bontši yeo e lebantšego dišupo tša kgonagalo tša bašomi ba mmušo ba 212, ya kgoboketša data ye kgolo go šomiša dikala tše di kgonthišitšwego tše tharo Dikutollo tša nyakišišo di tšweletša kamano ye kgolo gare ga mekgwa ya taolo ya methopo ya batho le go swara bašomi, le JS e šoma bjalo ka morarolli. Go se kgotsofale go bontšhitšwe tabeng ya mogolo, tlhahlošo le ditshepedišo tša go šoma. Mola diphetogo tše dintši tša temokrafi di sa tšweletše diphapano tše bohlokwa, magato a mošomo a tšwelela bjalo ka ao a sa akaretšwego. Nyakišišo e fa dipono le maele a go kaonafatša go swara bašomi mo dikgorong tša mmušo wa Afrika Borwa, ba aba tlhahlo ya go phethagatša ditekanyetšo go phatlalala le tirelo ya setšhaba. Abstracts and keywords in English, Tswana and Northern Sotho Thu, 01 Feb 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/32239 2024-02-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/31914 The mediating effect of job satisfaction on the relationship between HRM practices and employee retention within a South African national government department Selane, Caroline Masepase Employee retention is crucial for organisational efficiency, but South Africa's government departments face challenges as skilled employees often seek more lucrative private sector opportunities. This study explores the relationship between human resources management practices, job satisfaction (JS) and employee retention, within the context of South African immigration services. It further investigates whether JS statistically mediates the human resources management practices and employee retention relationship and examines demographic influences the research variables. This quantitative study targeted a probability sample of 212 government officials, collecting primary data utilising three validated scales. The study’s findings reveal significant correlations between human resource management practices and employee retention, with JS acting as a mediator. Dissatisfaction is evident in pay, promotion and operating procedures. While most demographic variables yield no significant differences, job levels emerged as an exception. The study provides insights and recommendations for enhancing employee retention in South African government departments, offering guidance for implementing measures across the public service.; Go boloka badiri ke karolo nngwe e e botlhokwa ya tsamaiso bonolo ya setlamo efela mafapha a puso ya Aforika Borwa a lebagane le dikgwetlho ka badiri ba ba nang le bokgoni, bao ba tsamayang go kwa ya ditshonong tse di kgatlhisang tsa kwa maphateng a poraefete. Patlisiso e e batlisisa kamano magareng ga ditiragatso tsa Botsamaisi jwa Badiri, go kgotsofalela tiro (JS) le go boloka badiri, ka fa molebong wa ditirelo tsa bofaladi tsa Aforika Borwa. E batlisisa gape le gore a fa JS, ka mokgwa wa tiriso ya thutadipalo, e tsereganya kamano magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme e tlhatlhobe mokgwa oo palobatho e tlhotlheletsang dipharologanyo tsa patlisiso. Patlisiso e ya khwaletheithifi e ne e labile sampole ya badiredi ba puso ba le 212, mme gape e kokoanya tshedimosetso ka go dirisa dikale tse di tlhomamisitsweng di le tharo. Diphitlhelelo tsa patlisiso di senola dikamano tse di botlhokwa magareng ga ditiragatso tsa botsamaisi jwa badiri le go boloka badiri, mme gape le gore JS e dira jaaka motsereganyi. Bosupi jwa go se kgotsofale bo bonagala mo go duelweng, go tlhatlhosiwa mo tirong le mo mekgweng ya go dira. Le fa bontsi jwa dipharologanyo tsa palobatho di sa tlhagise pharologanyo e e kalo, maemo a tiro a tsweletse a tlhaolegile. Patlisiso e neelana ka temogo le dikatlanegiso tsa go tokafatsa go boloka badiri mo mafapheng a puso ya Aforika Borwa, mme gape di neelana ka kaelo ya go tsenyatirisong dikgato mo tirelong tsa setšhaba ka bophara; Go swara basomi go bohlokwa go bokgoni bja mokgatlo, eupsa dikgoro tsa mmuso wa Afrika Borwa di lebane le ditlhohlo ka ge basomi ba bokgoni gantsi ba nyaka dibaka tse dikaone lekaleng la praebete. Nyakisiso ye e nyakisisa kamano gare ga mekgwa ya taolo ya methopo ya batho, go kgotsofala mosomong (JS) le go swara basomi, ka maemo a ditirelo tsa bofaladi ka Afrika Borwa. E nyakisisa gape ge e le gore JS ka dipalopalo e rarolla mekgwa ya taolo ya methopo ya batho le kamano ya go swara basomi le go lekola khuetso ya temokrafi ya phetogo ya nyakisiso. Nyakisiso ya bontsi yeo e lebantsego disupo tsa kgonagalo tsa basomi ba mmuso ba 212, ya kgoboketsa data ye kgolo go somisa dikala tse di kgonthisitswego tse tharo Dikutollo tsa nyakisiso di tsweletsa kamano ye kgolo gare ga mekgwa ya taolo ya methopo ya batho le go swara basomi, le JS e soma bjalo ka morarolli. Go se kgotsofale go bontshitswe tabeng ya mogolo, tlhahloso le ditshepediso tsa go soma. Mola diphetogo tse dintsi tsa temokrafi di sa tsweletse diphapano tse bohlokwa, magato a mosomo a tswelela bjalo ka ao a sa akaretswego. Nyakisiso e fa dipono le maele a go kaonafatsa go swara basomi mo dikgorong tsa mmuso wa Afrika Borwa, ba aba tlhahlo ya go phethagatsa ditekanyetso go phatlalala le tirelo ya setshaba Abstract in English, Tswana and Northern Sotho Thu, 01 Feb 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/31914 2024-02-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/31860 Exploring the lived experiences of black employees regarding psychological contracting within the context of African knowledge systems Mahadulula, Lutendo Bushy Purpose of the study: The general aim of this study was to explore the lived experiences of African black employees (male and female) about psychological contracting within the context of African knowledge systems. The research study revealed how black employees perceived their cultural values to influence their lived experiences regarding their psychological contracting. Design/methodology/approach: The research was exploratory and, therefore, qualitative, and philosophical in its interpretive methodological posture. An interpretivist qualitative approach with semi-structured, open-ended interviews for data collection was followed. The sampling strategy consisted of a purposive sampling (N=16) process. The sample consisted of eight permanent African black managerial employees and eight permanent African black non-managerial employees between the ages of 18 and 65. The study was conducted in a South African private sector organisation where African black employees were invited to share their lived experiences on psychological contracting from the context of African knowledge systems. Participants were chosen from managerial and non-managerial level employees to understand their different perceptions and lived experiences about the psychological contract, and how they perceived their experiences to reflect on their work engagement and turnover intention. Thematic analysis was used to analyse the data. Findings: African black managerial and non-managerial employees perceived their lived experiences regarding the psychological contract to be affected by their race, traditions and culture. The key findings indicated that experiences related to their cultural values lead to misunderstandings and marginalisation. Perceptions of racial discrimination were evident, as were feelings of being disrespected and unappreciated. Participants experienced broken promises and unfulfilled expectations, a lack of recognition and career growth opportunities, demotivated and disengaged. Participants regarded these lived experiences to negatively influenced their perceptions of their psychological contract. Unique African characteristics (e.g., the spirit of ubuntu, traditional callings, and funerals and church customs) necessitate a different management approach. Recommendations/value: Organisational practices that promote and respect African black employees’ cultural values should be maintained where possible. This may increase African black employees’ perceptions of feeling respected and appreciated, and may lead to increased engagement levels, and lower turnover intentions. Such an approach may assist in effectively managing the lived experiences of African black employees about their psychological contracting as experienced from the context of African indigenous knowledge systems. Managerial implications: African knowledge systems’ (cultures and traditions) consciousness and sensitivity should be developed to ensure the effective evaluation of human resource strategies and policies aimed at accommodating African black employees in the workplace. An organisational culture that acknowledges and respects the various indigenous cultures is imperative.; Doel van die studie: Die algemene oogmerk van hierdie studie was om die geleefde ervarings van swart Afrika-werknemers (manlik en vroulik) met ’n agtergrond van Afrika-kennisstelsels in die konteks van die sielkundige kontrak in die werkplek te verken. Die navorsing het bepaal hoe swart Afrika-werknemers se kulturele waardes hul geleefde ervarings ten opsigte van hierdie kwessies beïnvloed het. Ontwerp/metodologie/benadering: Die navorsing was verkennend, en dus kwalitatief en filosofies in die interpretatiewe metodologiese ingesteldheid daarvan. ’n Interpretatiewe kwalitatiewe benadering met semi-gestruktureerde, oop-einde-onderhoude vir data-insameling is gevolg. Die steekproefstrategie het uit ’n doelgerigte steekproefproses bestaan (N=16). Die steekproef het uit agt permanente swart Afrika-werknemers in nie-bestuursposte en agt permanente swart Afrika-werknemers in bestuursposte tussen die ouderdom van 18 en 65 bestaan. Die studie is in ’n privaatsektororganisasie in Suid-Afrika uitgevoer. Swart Afrika-werknemers is uitgenooi om hulle geleefde ervarings met betrekking tot die sielkundige kontrak vanuit die konteks van ’n inheemse-kennisresponsiwiteit te deel. Deelnemers is uit ’n bestuursvlak asook ’n niebestuursvlak gekies om verskillende persepsies en geleefde ervarings oor hul sielkundige kontrak beter te verstaan, en ook om te reflekteer op hulle persepsies ten opsigte van hoe hulle ervarings werksbetrokkenheid en omsetbedoeling beïnvloed het. Tematiese analise is gebruik om die data te ontleed. Bevindings: Swart Afrika bestuurs- en nie-bestuurswerknemers het waargeneem dat hul geleefde ervarings rakende die sielkundige kontrak deur hul ras, tradisies en kultuur beïnvloed word. Die sleutelbevindinge het aangedui dat ervarings wat met hul kulturele waardes verband hou, tot misverstande en marginalisering lei. Persepsies van rassediskriminasie was duidelik, asook gevoelens van disrespek en onwaardeerdheid is ervaar. Deelnemers het gebroke beloftes en onvervulde verwagtinge, 'n gebrek aan erkenning en loopbaangroeigeleenthede, gedemotiveerd en onbetrokkenheid ervaar. Deelnemers beleef dat hierdie geleefde ervarings hul persepsies van hul sielkundige kontrak negatief beïnvloed. Unieke Afrika-eienskappe (bv. die gees van ubuntu, tradisionele roepings, en begrafnisse en kerkgebruike) noodsaak 'n aangepaste bestuursbenadering. Aanbevelings/waarde: Organisatoriese praktyke wat swart Afrika werknemers se kulturele waardes bevorder en respekteer, moet waar moontlik gehandhaaf word. Dit kan swart Afrika werknemers se persepsies verhoog om gerespekteer en waardeer te voel, en kan lei tot verhoogde betrokkenheidsvlakke en laer omsetvoornemens. So 'n benadering kan help om die geleefde ervarings van swart Afrika werknemers oor hul sielkundige kontraktering soos ervaar vanuit die konteks van Afrika-inheemse kennisstelsels, effektief te bestuur. Bestuursimplikasies: Bewustheid van en sensitiwiteit jeens inheemse Afrika-kennis moet ontwikkel word om die effektiewe evaluering van menslikehulpbronstrategieë en -beleide te verseker, wat daarop gerig is om swart Afrika-werknemers in die werkplek te akkommodeer. ’n Organisatoriese kultuur wat die onderskeie inheemse kulture erken en respekteer, is noodsaaklik.; Ndivho ya ngudo: Ndivho nyangaredzi ya ngudo heyi ho vha u wanulusa vhutshilo ho tshenzhelwaho nga vhashumi vha vharema vha Afrika vhane vha vha na vhubvo ha sisiṱeme dza nḓivho ya Afrika kha thendelano i songo tou ṅwalwaho, nzudzanyo ya mushumo, u ḓiimisela u litsha mushumo mushumoni. Ṱhoḓisiso yo ta arali na uri vhadzheneleli vho ṱuṱuwedzwa hani murafho na mvelele u ṱuṱuwedza tshenzhemo dze vha dzi tshila kha mafhungo hayo. Ndivho ya ngudo ya zwino ho vha u ta uri vharema vha Afrika vha re na ndivho ya vhongwaniwapo u fhindula tshenzhemo ya masiandaitwa a thendelano i songo tou ṅwalwaho kha nzudzanyo ya mushumo na u ḓiimisela u litsha mushumo mushumoni kha sekithara ya phuraivethe mushumoni. Nyolo/ngona/ kuitele: Ṱhoḓisiso yo vha ya u wanulusa na, nga zwenezwo, khwaḽithethivi na fiḽosifikhala kha vhuvha ha ṱhalutshedzo ya ngona. Kuitele kwa khwaḽithathivi kwa ṱhalutshedzo na inthaviwu dzi songo tou dzudzanywaho na dzine dza ṱoḓa ṱhalutshedzo kha u kuvhanganya data dzo tevhedzwa. Tshiṱirathedzhi tsha kuitele kwa tsumbonanguludzwa tsho bveledzwa nga vhuṱumbulitshayakhonadzeo na tsumbonanguludzwa ho sedzwa khonadzeo (N=16). Tsumbonanguludzwa dzo bveledzwa nga vhashumi vha ndangulo ya vharema vha Afrika vha tshoṱhe vha malo vhukati ha miṅwaha ya 18 na 65. Ngudo yo itwa kha tshiimiswa tsha sekithara ya phuraivethe tsha Afrika Tshipembe. Vhadzheneli vho nangwa u bva kha vhuimo ha ndangulo na vhuimo hu si ha ndangulo u vhona arali vha na kuhumbulele kwo fhambanaho nga ha thendelano i songo tou ṅwalwaho na masiandaitwa ayo kha u ḓidzhenisa mushumoni na u ḓiimisela u litsha mushumo. Ho shumiswa musaukanyo wa ḽiṅwalwa u saukanya data. Mawanwa: Vhashumi vha vhurangaphanda na vha si vha vhuranga phanda kha mawanwa a ndeme o sumbedza uri kuvhonele na tshenzhemo zwa vhashumi vha vharema vha Afrika vha re kha ndangulo na vha siho kha ndangulo zwi tshi ya kha thendelano i songo tou ṅwalwaho; u ḓidzhenisa mushumoni na u ḓiimisela u litsha mushumo zwi ṱuṱuwedzwa nga murafho, sialala na mvelele. Mawanwa mahulu o sumbeza uri tshedzhemo i tutshelana na mvelo i disa phambano kha ku pfesesele na khethululo. Ku pfesesele kwa khethululo kwo vhonala kha u di vhu dipfa ha u sa thonifhiwa na u sa takalelwa. Vhzheneleli vhari usa fulufhedzea na thembiso ya muhiri, u sa vhonwa na u huliswa mushumoni, u fhela nungo na u sa di zhenisa mushumoni zwo shela mulezhe kha mawanwa a ya. Vhazheneleli vhari, tshezhemo ya kutshilele kwo kwama ndila yavho nga dila isi ya vhudi kha ku pfesesele kwa thendelano i songo tou ṅwalwaho. Zwiṱaluli zwo fhambanaho zwa Afrika (sa tsumbo, muya wa vhuthu, minyanya, mbidzo dza vhuṅanga, mbulungo na maitele a kereke) zwo fhambana na izwo zwa vhashumi vha Vhukovhela na u ṱoḓa kuitele kwo fhambanaho kwa ndaulo. Themendelo/ndeme: Mvelele ine ya ṱanganya tshiimiswa na u livhuwa u fhambana na tshiṱirathedzhi tsha ndangulo zwi fanela u ṱahulelwa u dzhiela nṱha mirafho na mvelele dzoṱhe, hu tshi katelwa avho vhashumi vha vharema vha Afrika. Maitele a tshiimiswa ane a katela vhashumi vha mvelele dzo fhambanaho zwi fanela u dzudzwa nga hune zwa konadzea. Nga maanḓa, u dzhiela nṱha nḓivho ya vhongwaniwapo i ḓo bveledziswa u khwinisa tshenzhemo dzo tshilwaho nga vhashumi vha vharema vha Afrika zwi tshi ḓa kha thendelano i songo tou ṅwalwaho, u ḓidzhenisa mushumoni na u ḓiimisela u litsha mushumo. Tshumiso dza ndangulo: U dzhiela nṱha na u pfesesa nḓivho ya vhongwaniwapo vha Afrika zwi fanela u bveledziswa u vhona u khwaṱhisedza u ṱola ho teaho ha zwiṱirathedzhi zwa zwiko zwa vhashumi na mbekanyamaitele dzo livhiswaho kha u katela vhashumi vha vharema vha Afrika mushumoni. Mvelele ya tshiimiswa ine ya dzhiela nṱha na u ṱhonifha ndaela dzo fhambanaho dza ndaela dza vhongwaniwapo. Abstract in English with Afrikaans and Venda translations Thu, 01 Feb 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/31860 2024-02-01T00:00:00Z https://ir.unisa.ac.za/handle/10500/31792 The role of workplace well-being initiatives in promoting employee well-being and training transfer in Seventh-Day Adventist Institutions in Cameroon : a conceptual model Rakotoarimanga, Chantal Lala The purpose of this study was to elucidate the role of workplace well-being initiatives in promoting employee well-being and training transfer in Seventh-Day Adventist institutions (SDAI) in Cameroon and to portray this understanding in a conceptual model entitled “Role of workplace well-being initiatives in promoting employee well-being and training transfer”. The importance of both employee well-being and training transfer became evident to me during my experience as a human resource manager, and the importance of these concepts was confirmed by the literature. On the one hand, the literature on employee well-being highlights its importance and informs the role that workplace well-being initiatives play in promoting employee well-being. On the other hand, the literature on training and training transfer reveals its importance for organisational success and informs the role that a motivation to transfer triggered by a motivational factor plays in order for training transfer to take place. To achieve the objective of the study, a qualitative research design was used along with an interactive approach. Interviews were held in 11 focus groups to explore the perceptions of 67 employees on training, training transfer and employee well-being in SDAI in Cameroon. In addition, 12 managers participated in individual interviews to express their points of view. Data analysis was then carried out and it was found that well-being is strengthened by resources and weakened by challenges. Moreover, well-being results in positive outcomes for both employees and the organisation. It was also discovered that training is an activity aimed at the improvement of knowledge, skills and abilities and the promotion of the right attitude to face challenges. Training can result in positive outcomes for both employees and the organisation in an environment suitable for training transfer. Besides, some workplace well-being initiatives can produce motivation to transfer, thereby encouraging training transfer. Nevertheless, the capacity of workplace well-being initiatives to promote training transfer depends on the individual employee. These findings, which were framed by an interactive approach, were tested using a deductive approach. They allowed for the construction of a conceptual model on the role of workplace well-being initiatives in promoting employee well-being and training transfer, with a specific emphasis on SDAI in Cameroon. The model may contribute to practice associated with well-being initiatives within the context of church-owned institutions in Cameroon; Die doel van hierdie studie was om die rol van welstandsinisiatiewe in die werkplek ter bevordering van werknemerwelstand en opleidingsoordrag in Sewendedag Adventiste-instellings (SDAI) in Kameroen toe te lig en om hierdie begrip in ’n konseptuele model getiteld “Rol van welstandsinisiatiewe in die werkplek ter bevordering van werknemerwelstand en opleidingsoordrag” uit te beeld. Die belangrikheid van beide werknemerwelstand en opleidingsoordrag het vir my duidelik geword gedurende my ondervinding as menslikehulpbronbestuurder. Die literatuur het ook die belangrikheid van hierdie konsepte bevestig. Aan die een kant beklemtoon die literatuur die belangrikheid van werknemerwelstand en bevestig die rol van welstandsinisiatiewe in die werkplek ter bevordering van werknemerwelstand. Aan die ander kant, werp die opleiding- en opleidingsoordragliteratuur lig op die belangrikheid daarvan vir organisasiesukses. Dit bevestig ook die rol van motivering tot oordrag soos deur ’n motiveringsfaktor geaktiveer in opleidingsoordrag. Vir opleidingsoordrag om plaas te vind, word die rol van motivering tot oordrag, soos deur ’n motiveringsfaktor geaktiveer, bevestig. Ten einde die doelwit van die studie te bereik, is ’n kwalitatiewe navorsingsontwerp tesame met ’n interaktiewe benadering gebruik. Onderhoude is met 11 fokusgroepe gevoer om die persepsies oor opleiding, opleidingsoordrag en werknemerwelstand van 67 werknemers in SDAI in Kameroen te ondersoek. Daarbenewens het 12 bestuurders aan individuele onderhoude deelgeneem om hul sienswyses deur te gee. Data-ontleding is gedoen en daar is bevind dat welstand deur hulpbronne versterk en deur uitdagings verswak word. Origens het welstand in die organisasie positiewe uitkomste vir beide werknemers en die organisasie tot gevolg. Daar is ook vasgestel dat opleiding ’n aktiwiteit is wat gemik is op die verbetering van kennis, vaardighede en vermoëns en die aanwakker van die regte houding om uitdagings die hoof te bied. Opleiding kan positiewe uitkomste vir beide werknemers en die organisasie tot gevolg hê in ’n omgewing wat geskik is vir opleidingsoordrag. Afgesien daarvan, kan sommige welstandsinisiatiewe motivering tot oordrag lewer en sodoende opleidingsoordrag aanmoedig. Met dit alles, hang die kapasiteit van welstandsinisiatiewe in die werkplek om opleidingsoordrag te bevorder van die individuele werknemer af. Hierdie bevindinge wat deur ’n interaktiewe benadering omraam is, is getoets met behulp van ’n deduktiewe benadering. Dit het ruimte geskep vir die konstruksie van ’n konseptuele model oor die rol van welstandsinisiatiewe in die werkplek in die bevordering van werknemerwelstand en opleidingsoordrag met spesifieke klem op SDAI in Kameroen. Die model kan moontlik bydra tot die praktyk wat met welstandsinisiatiewe binne die konteks van instellings in kerkbesit in Kameroen, geassosieer word.; Inhloso yalolu cwaningo kwakuwukucacisa indima yezinhlelo zempilo enhle emsebenzini ekukhuthazeni inhlalakahle yabasebenzi kanye nokudluliselwa kokuqeqeshwa ezikhungweni ze-Seventh-Day Adventist (SDAI) eCameroon kanye nokuveza lokhu kuqonda esifanekisweni somqondo esinesihloko esithi “indima yezinhlelo zempilo enhle emsebenzini ekukhuthazeni inhlalakahle yabasebenzi kanye nokudluliselwa kokuqeqeshwa”. Ukubaluleka kwakho kokubili inhlalakahle yabasebenzi kanye nokudluliselwa kokuqeqeshwa kwaba sobala kimi ngesikhathi sokuhlangenwe nakho kwami njengomphathi wezabasebenzi, futhi ukubaluleka kwale mibono kwaqinisekiswa izincwadi. Ngakolunye uhlangothi, izincwadi ezikhuluma ngenhlalakahle yabasebenzi zigqamisa ukubaluleka kwazo futhi zazisa ngeqhaza elidlalwa amasu okusebenza kahle emsebenzini ekukhuthazeni inhlalakahle yabasebenzi. Ngakolunye uhlangothi, izincwadi eziphathelene nokuqeqeshwa nokudluliselwa kokuqeqeshwa zembula ukubaluleka kwako empumelelweni yenhlangano futhi yazisa indima ukuthi isisusa sokudlulisa esibangelwa yisici esishukumisayo esidlalayo ukuze ukudluliselwa kokuqeqeshwa kwenzeke. Ukuze kuzuzwe inhloso yocwaningo, kwasetshenziswa umklamo wocwaningo ngokuchazayo kanye nendlela yokusebenzisana. Izingxoxo bezibanjwe emaqenjini ayi-11 okugxilwe kuwo ukuze kuhlolwe imibono yabasebenzi abangama-67 ngokuqeqeshwa, ukudluliswa kokuqeqeshwa kanye nempilo enhle yabasebenzi e-SDAI eCameroon. Ngaphezu kwalokho, abaphathi abayi-12 babambe iqhaza ezingxoxweni zomuntu ngamunye ukuze baveze imibono yabo. Ukuhlaziywa kwemininingwane kwase kwenziwa futhi kwatholakala ukuthi inhlalakahle iqiniswa yizinsiza futhi ibuthakathaka ngenxa yezinselele. Ngaphezu kwalokho, inhlalakahle enhlanganweni iholela emiphumeleni emihle kubo bobabili abasebenzi kanye nenhlangano. Kuphinde kwatholakala ukuthi ukuqeqeshwa kuwumsebenzi ohloselwe ukuthuthukisa ulwazi, amakhono nokwenza kahle kanye nokugqugquzela isimo sengqondo esifanele sokubhekana nezinselele. Ukuqeqeshwa kungaholela emiphumeleni emihle kubo bobabili abasebenzi kanye nenhlangano endaweni efanele ukudluliswa kokuqeqeshwa. Ngaphandle kwalokho, ezinye izinhlelo zenhlalakahle endaweni yokusebenza zingaveza ugqozi lokudlulisa, ngaleyo ndlela zikhuthaze ukudluliswa kokuqeqeshwa. Noma kunjalo, amandla ezinhlelo zezenhlalakahle emsebenzini ukuze kukhuthazwe ukudluliswa kokuqeqeshwa ancike kusisebenzi ngasinye. Lokhu okutholakele, okwakhiwe ngendlela yokusebenzisana, kwahlolwa kusetshenziswa indlela yokusuka emibonweni evamile uye eziphethweni ezithile. Ivumela ukwakhiwa kwesifanekiso somqondo ngeqhaza lezinhlelo zempilo enhle emsebenzini ekukhuthazeni inhlalakahle yabasebenzi kanye nokudluliselwa kokuqeqeshwa, ngokugcizelela okukhethekile ku-SDAI eCameroon. Isifanekiso singase sibe negalelo ekuzijwayezeni okuhambisana nezinhlelo zenhlalakahle ngaphakathi komongo wezikhungo eziphethwe yisonto eCameroon. Abstract in English, Afrikaans and IsiZulu Tue, 19 Mar 2024 00:00:00 GMT https://ir.unisa.ac.za/handle/10500/31792 2024-03-19T00:00:00Z