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- Volume 32, Issue 2, 2008
South African Journal of Labour Relations - Volume 32, Issue 2, 2008
Volume 32, Issue 2, 2008
Author Lize BooysenSource: South African Journal of Labour Relations 32, pp 5 –6 (2008)More Less
The article by Coetzee and Schreuder, A multi-cultural investigation of students' career anchors at a South African higher education institution, focuses on an area in which little research has been done in South Africa. The results of this study, based on a sample of 2997 South African University students, provide new knowledge and valuable data on empirically significant differences and commonalities among the career anchors of a multicultural group of respondents employed in the South African organisational context.This study certainly contributes important knowledge that will inform career development and retention practices in the contemporary South African workplace.
Author Carel Van AardtSource: South African Journal of Labour Relations 32, pp 7 –22 (2008)More Less
In this article a heuristic population-economic-institutional model is presented and discussed. It appears from the findings of this study that very positive population, economic and institutional dynamics were found in South Africa during the period 2001 to 2007, but that the interfaces between these three variables are still problematic, in that whereas high economic growth was experienced during this period, low levels of job creation were experienced, leading to a situation where such high levels of growth are not sufficiently benefiting the population through employment. Furthermore, although there were high levels of institutional growth, the levels of wealth transfer by such institutions to the broader populace is problematic. On the basis of the findings of this study, some policy measures are being proposed to strengthen population-economic-institutional interactions in South Africa.
Source: South African Journal of Labour Relations 32, pp 23 –44 (2008)More Less
There is a paucity of research on job satisfaction among nurses and the factors that lead to the retention of nurses in both the public and the private sectors in South Africa. A descriptive survey using a self-administered pretested questionnaire included a random sample of professional nurses from the South African Nursing Council's database. In all 297 professional nurses participated. Two-thirds were less than satisfied with their working environment and related factors. There were higher satisfaction levels among private sector nurses than among their public sector counterparts. Pay and workload have been identified as the factors causing most dissatisfaction for both public and private sector nurses. Patient care and relationships with other nurses have been identified as the most satisfying factor by both sectors. Significant relationships were found between ethnic group, province, future work plans and the sector of employment. Nurses are pivotal to the effective and efficient delivery of healthcare in South Africa and the chronic shortage of nurses is a threat to the future of healthcare. It is imperative for healthcare managers to identify and address factors that interfere with job satisfaction and militate against the retention of nurses.
A multi-cultural investigation of students' career anchors at a South African higher education institutionSource: South African Journal of Labour Relations 32, pp 45 –65 (2008)More Less
The main objective of this study was to investigate the career anchors of a large, multi-cultural sample of South African respondents in an attempt to better understand how people from the various age, educational, marital, race and gender groups differ in terms of their career anchors as measured by the Career Orientations Inventory. A sample of 2997 students at a South African higher education institution participated in the study. The results indicated significant differences between the various biographical variables and the participants' career anchors. In the context of Employment Equity, and with more women entering the workplace, this study is expected to contribute important knowledge that will inform career development and retention practices in the contemporary workplace.
Source: South African Journal of Labour Relations 32, pp 66 –85 (2008)More Less
The aim was to determine employees' perceptions of fairness regarding employment equity practices and to determine whether there are differences in perceptions between demographic groups. The study was conducted in an organisation in the Health Services industry by means of a diversity questionnaire. Employees' responses were measured along 10 dimensions of employment equity. The analysis was done for gender, race, age and job levels. The results indicated statistically significant differences in fairness perceptions between race groups and job levels. The study concludes that employment equity strategies should be adapted to suit an organisation's specific needs.
Source: South African Journal of Labour Relations 32, pp 86 –103 (2008)More Less
Workplace regulations are important components of healthy labour relations in South Africa. In this article the dimensions of trust and clarity with regard to the way such employment regulations are experienced within the workplace are investigated through the development and empirical evaluation of a theoretical structural model. After the literature review that was utilised to develop the model, three hypotheses were identified. These hypotheses are tested in the course of the empirical study, where the study population, measurement and statistical analyses were explained. Lastly, the results and outcomes of the hypotheses were discussed, together with the inherent limitations and future research opportunities.
Source: South African Journal of Labour Relations 32, pp 104 –120 (2008)More Less
Since the mid-1990s, South Africa's industry has seen extensive use of polygraph testing and the trend continues to grow, despite the ongoing debate surrounding the polygraph's accuracy. Its use in private employment is not regulated and hence an employer can require its employees to undergo testing at any time for any purpose. Employees are disciplined and / or dismissed because they fail an examination or simply refuse to take one, while job applicants are not employed. Many employers use employment contracts which contain a polygraph clause. Test results are accepted as evidence in labour disputes. The law also permits polygraph testing in some parts of the public sector.
Although polygraph examinations are extensively used in the private and public sectors, the subject matter is not receiving sufficient attention. This paper briefly looks at the theoretical foundation of polygraph testing and its empirical basis in the employment context. We then examine the legitimacy of polygraph testing in terms of international labour law. The ILO, for example, states explicitly that polygraph testing should not be used under any circumstances. The paper also considers the United States of America, which experienced a similar situation in the 1980s, with about two million tests administered to employees every year. Finally, Germany has always demonstrated a general rejection of polygraph testing, and it has no known application in employment. The approaches of these two countries could be instructive in finding solutions to South Africa's problems.