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- Volume 34, Issue 2, 2010
South African Journal of Labour Relations - Volume 34, Issue 2, 2010
Volumes & issues
Volume 34, Issue 2, 2010
Author Monica KirstenSource: South African Journal of Labour Relations 34, pp 5 –6 (2010)More Less
This is the second and final edition of the SAJLR for 2010, and I would like to thank our Editorial Committee, Professors Erasmus, Booysen, Anstey and Horwitz, the respected academics and practitioners in the field who serve on our Reviewers' Panel and all our authors who contributed to this edition for their vision and insightful contributions.
Source: South African Journal of Labour Relations 34, pp 7 –24 (2010)More Less
Globalisation and advances in technology have led to the rapid increase in permanent virtual teams in multinational companies as a form of competitive advantage. The main purpose of this research was to identify perceptions on leadership preferences and factors enabling or inhibiting the effective leadership of virtual teams. The qualitative phase of this research generated in-depth knowledge on the constructs for phase 2, which consisted of a survey of 59 respondents from four continents. The outcome revealed that socio-emotional leadership capabilities are key to success in the leadership of multinational virtual teams. Specific recommendations are made to virtual team leaders on the basis of consistent views expressed by managers and subordinates on findings on the relative importance of key leadership skills, plus the enablers and inhibitors of managing virtual teams.
Psychological career resources and organisational commitment : exploring sociodemographic differencesSource: South African Journal of Labour Relations 34, pp 25 –41 (2010)More Less
The aim of the study was to explore the way in which people from various gender, age, ethnic, marital and job level groups differ in terms of their psychological career resources (as measured by the Psychological Career Resources Inventory) and organisational commitment (as measured by the Organisational Commitment Scale). Participants comprising a convenience sample of 358 employed adults at both managerial and staff levels in the field of economic and management services participated in the study. The results of non-parametric tests indicated that there were significant differences between the various sociodemographic groups in terms of the measured variables. The results contribute new knowledge that can be used to inform career development practices directed to retaining valuable staff (especially those from historically disadvantaged groups) in the South African work context.
Grievance procedures for dealing with complaints of sexual harassment at higher education institutions in South AfricaSource: South African Journal of Labour Relations 34, pp 42 –59 (2010)More Less
The aim of this study was to investigate the perceptions of academic staff relating to the sufficiency of grievance procedures in dealing with complaints of sexual harassment at higher education institutions in South Africa. A cross-sectional survey was conducted among 161 academic staff members at different higher education institutions. The Sexual Harassment Questionnaire was administered. The results show a positive correlation between confidence in the grievance procedure, the amount of attention that supervisors pay to grievances, regular feedback to employees regarding the progress of grievances, willingness of supervisors to take decisions, the amount of confidence in supervisors and the effectiveness of the procedure. The reluctance of management to deal with grievances unless they are reported via the grievance procedure was related to the perceived effectiveness of the procedure.
Affirmed identities? The experience of black middle managers dealing with affirmative action and equal opportunity policies at a South African mineSource: South African Journal of Labour Relations 34, pp 60 –83 (2010)More Less
South African labour relations are currently under pressure to redress past racial inequality, as a result of the legacy of apartheid, through extensive employment equity, affirmative action and broad-based black economic empowerment initiatives. These policies and practices also influence the employment relationships in the mining sector, where specific goals for transformation are set. The aim of this study was to explore how subordinated group members - historically disadvantaged South Africans (HDSAs) - at middle management level define their identity in an environment where affirmative action and equal opportunity policies are implemented. The literature review focused on ethnic and racial identity from socio-psychological and sociological-theoretical approaches, as well as affirmative action and equal opportunity legislation and policies in South Africa. A qualitative research design was used to describe the experience of affirmative action and equal opportunity policies for black African middle managers. It focused on individual experiences and the social meaning of their racial and ethnic identity and what this entails for their attitude towards affirmative action policies. It was found that the respondents experienced stronger racial identity than ethnic identity in their working environment, which also reflected a need for policies to effectively redress past racially based discrimination. However, the respondents also reflected a need to be in a non-racial working environment where individual merits supersede racial association. Theoretical and practical contributions were made through the findings and conclusions, and some future research was proposed.
Income inequality and executive remuneration : assessing the role of law and policy in the pursuit of equalitySource: South African Journal of Labour Relations 34, pp 84 –109 (2010)More Less
For a number of reasons South Africa today maintains its pre-democracy status as one of the world's most unequal nations in terms of the income gap between the richest and the poorest persons. This is so notwithstanding a post-apartheid, constitutionally backed, commitment to reducing this income inequality and notwithstanding an increase in social security spending. This article assesses the efficacy of measures designed generally to compress wages and, more specifically, to guard against excessive executive remuneration. In particular the article focuses on the provisions of the Employment Equity Act, read with the Basic Conditions of Employment Act, and on the relevant provisions of company law and the principles of corporate governance. While the article expresses scepticism about the ability of law alone to engineer a more equal society, the article, after reflecting on the consequences of an unequal society, nonetheless urges that the pursuit of greater equality should not be sacrificed at the altar of an economic policy that is overly concerned with growth. The article argues that growth is in fact hampered by extreme inequality and makes some suggestions on how to reprioritise the pursuit of equality and social justice.
Author Tayo FashoyinSource: South African Journal of Labour Relations 34, pp 110 –127 (2010)More Less
This paper reports on the attempt by the tripartite parties in Zimbabwe to launch a social partnership for consensus building on labour market and socioeconomic development issues. The paper argues that the key elements for meaningful social partnership, such as shared views on the causes of the prevailing social and economic crises, and consensus on how to resolve them, were absent. Corporatist structures, such as the Tripartite Negotiating Forum, did not advance the social partnership; rather they highlighted the unilateral tendency of the government and the devotion to sectoral interests among the social partners. Consequently, the attempted social partnership of the period 1998-2008 was doomed. One major explanatory reason for this was the overarching governance deficit that gave little space for interest mediation and tripartite consensus as distinctive attributes of social partnership.