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- Volume 35, Issue 2, 2011
South African Journal of Labour Relations - Volume 35, Issue 2, 2011
Volume 35, Issue 2, 2011
Author Monica KirstenSource: South African Journal of Labour Relations 35, pp 6 –7 (2011)More Less
This is the second edition of the SAJLR for 2011, 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.
Integrity in the South African police service : the role of organisational climate and dispositional variablesAuthor Anton GroblerSource: South African Journal of Labour Relations 35, pp 8 –25 (2011)More Less
The objective of this study was to determine the relationship between integrity, organisational climate, sense of coherence and locus of control in the South African Police Service (SAPS). A cross-sectional design was used for this purpose and the population involved consisted of 1776 police personnel stationed at the 14 presidential police stations. The questionnaires administered were a biographical questionnaire, the adapted Integrity Profile 200 questionnaire, the Organisational Climate questionnaire, the Locus of Control questionnaire and the Life Orientation questionnaire. Canonical and multiple regression analysis showed that the individual and corporate facets of integrity are indeed multidimensional. The individual and corporate facets of integrity are predicted by combinations of situational factors (organisational climate), such as interpersonal climate, organisational support, supervision and task characteristics, as well as dispositional factors (locus of control and sense of coherence). The partial correlations showed that the dispositional variables were not moderating or intervening variables. The relationship that the dispositional variables have with the integrity factors is therefore direct and not indirect as is the case with moderating variables.
Sense of coherence, affective wellbeing and burnout in a South African higher education institution call centreSource: South African Journal of Labour Relations 35, pp 26 –46 (2011)More Less
The high levels of absenteeism and turnover due to the incidence of high stress levels in the higher education call centre environment have led to renewed interest in measuring call centre agents' work-related wellbeing. The objectives of the study were to: (1) assess the overall wellness climate profile of a sample of higher education call centre employees for national benchmarking purposes; (2) explore the relationship between the participants' sense of coherence, affective wellbeing and burnout (measured by the South African Employee Health and Wellness Survey); and (3) determine how the participants differ regarding these variables in terms of gender, race, age and marital status. A quantitative survey was conducted on a convenience sample (n = 102) of call centre employees working in a full-time capacity in a South African higher education institution. The results indicated a risky wellness climate as compared to the national norm. Correlational statistics revealed significant associations between the participants' sense of coherence, affective wellbeing and burnout levels. Multiple regression analyses indicated sense of coherence and burnout as significant predictors of the participants' affective wellbeing. Significant differences regarding these variables were also detected between males and females and the various marital status groups. The findings contribute valuable new knowledge to the field of employee wellness that can be used to improve the work-related wellbeing of employees in the South African higher education call centre environment.
Source: South African Journal of Labour Relations 35, pp 47 –66 (2011)More Less
The importance of hope in the leader-subordinate relationship is discussed and placed in the context of South African organisations struggling to overcome the legacy of the past, and trying to compete in a competitive environment. The article draws on the field of positive psychological capital and uses this as a framework to investigate the impact of high-hope leaders on employee engagement and work performance. It asks what it is that leaders do to generate hope in their followers and how their actions affect their followers' feelings and intentions. The research involved in-depth interviews with the followers of high-hope leaders, seeking to identify the traits and skills exhibited by these leaders. In addition to competences usually associated with good leaders, the high-hope leaders display additional competences which set them apart from others. The article proposes a checklist of attributes required by leaders to generate hope in their followers.
Workforce and retirement age : modelling the impact of mandatory retirement age on the size of the workforce in tertiary sector organisations in South AfricaAuthor Eric O. UdjoSource: South African Journal of Labour Relations 35, pp 67 –85 (2011)More Less
Optimal production in fulfilment of the core functions of tertiary sector organisations requires adequate numbers of skilled workers. The size of the workforce in any organisation at given times is affected by various forms of attrition. Mitigating against attrition in the workforce in an organisation can pose a challenge. One option is to raise mandatory retirement age but the impact this would have on the size of the workforce is largely unknown. This study provides a model for assessing the impact of retirement age on the future size of the workforce in tertiary sector organisations in South Africa. The data requirements for the application of the model as well as application to data are described. The dilemma posed by mandatory retirement age and implementation of affirmative action in South Africa is also discussed.