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- Volume 27, Issue 1, 2003
South African Journal of Labour Relations - Volume 27, Issue 1, 2003
Volumes & issues
Volume 27, Issue 1, 2003
The theoretical-empirical fit between three psychological wellness constructs : sense of coherence, learned resourcefulness and self-actualisationSource: South African Journal of Labour Relations 27, pp 4 –24 (2003)More Less
The aim of this research was to investigate the theoretical-empirical fit between three psychological well-being constructs, namely sense of coherence, learned resourcefulness and self-actualisation in the work situation. Significant intercorrelations were found. Confirmatory factor analysis indicated a two-factor structure consisting of (1) self-actualisation and (2) sense of coherence / learned resourcefulness. The results confirm that, of these three concepts, self-actualisation forms a separate construct within the psychological well-being (and salutogenic) paradigms, but the results did not indicate a good fit between the theoretical model and the empirical reality of psychological well-ness. It is hoped that awareness of this information will facilitate more effective labour relations and handling of disputes in organisations.
Author Elna MoolmanSource: South African Journal of Labour Relations 27, pp 25 –43 (2003)More Less
Economists have long been hypothesising that business cycles are asymmetric. Keynes (1936) argued that recessions are usually short but severe, while expansions are usually longer but milder and characterised by more gradual changes in economic indicators. Recently, several authors have argued that various economic indicators behave asymmetrically over the course of the business cycle (see for example Stern 2001, Acemoglu and Scott 1994, Rothman 1991, and Andolfatto 1997). This article examines the extent to which total and sectoral employment in the South African economy is related to the state of the business cycle. A Markov switching regime model is used to model the state of the business cycle, and this model is included in models of employment in the various economic sectors to capture cyclical asymmetry.
Author M.W. Van WykSource: South African Journal of Labour Relations 27, pp 44 –79 (2003)More Less
Extracted from text ... * The author is attached to the Graduate School of Business Leadership, Unisa. 44 "COMPLEX EQUALITY": A PHILOSOPHICAL EXPLORATION OF A NOVEL CONCEPTION OF "EQUALITY" MW van Wyk* 1 INTRODUCTION Since 1994 the South African government has embarked on a number of ambitious projects, in almost all spheres of life, which are ultimately underpinned by the value of equality. It is routinely assumed that there is a common understanding about what we mean when we speak of equality, but this is erroneous because there are many different conceptions of equality, some of which are diametrically in conflict with others. ..
Author Hanneli BendemanSource: South African Journal of Labour Relations 27, pp 81 –102 (2003)More Less
Although the Labour Relations Act 66 of 1995 (LRA) has brought statutory dispute resolution mechanisms and processes within reach of the ordinary worker, it may actually have compounded the problems relating to dispute resolution in the country. The problem is that the CCMA is so overburdened with cases that its effective functioning has become questionable. <br> The reason is that conflict in this country is not dealt with as it should be. Successful resolution of disputes relating to individual employees requires a proper understanding of conflict and the internal mechanisms - grievance and disciplinary procedures - for dealing with such conflict. It can further be said that the dispute resolution system actually prevents parties to a dispute from exploring other, or alternative dispute resolution (ADR) methods. Dispute resolution in terms of the LRA places a lot of emphasis on substantive and procedural fairness in the current conciliation and arbitration procedures. However, such a rigid and regulated system causes other very important concepts such as loyalty, trust and friendship - concepts basic to sound interpersonal and therefore employee relationships - to become irrelevant. <br> This article focuses on conflict in the work context, specifically in so far as individual employees are concerned. The escalation and formalisation of conflict over time will be analysed and the point will be made that conflict can only be dealt with once it has manifested. If the disciplinary and grievance procedures were used as mechanisms to deal with conflict rather than either being ignored or simply being regarded as a formality for the termination of employment, more disputes would be resolved internally and fewer cases would be referred to the CCMA. Alternative ways of dealing with conflict will be discussed and the new definition of ADR will be explored.