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- Volume 36, Issue 1, 2012
South African Journal of Labour Relations - Volume 36, Issue 1, 2012
Volume 36, Issue 1, 2012
Author Monica KirstenSource: South African Journal of Labour Relations 36, pp 6 –7 (2012)More Less
This is the first edition of the SAJLR for 2012, 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 36, pp 8 –30 (2012)More Less
The military environment poses unique challenges regarding the career development of individuals. The challenge is to create career development practices that address the needs of culturally diverse staff members in the military environment. The objective of the study was to explore broad trends regarding how staff in the South African military differed with regard to their level of career maturity (measured by the Career Development Questionnaire). Sociodemographic variables included gender, race, age, educational level, arm of service, rank and mustering group. A quantitative survey was conducted on a non-probability sample of 333 military officers from the South African National Defence Force across the four arms of service (the South African Army, the South African Air Force, the South African Navy and the South African Military Health Services). Descriptive and inferential statistical analyses revealed significant differences among the sample of military officers in terms of a number of sociodemographic variables relating to their career maturity. The findings highlight the need to consider demographic and context-specific variables when designing and implementing career development practices in military organisations.
Mediating from the margins : the role of intermediaries in facilitating participation in markets by poor producersAuthor M. Von BroembsenSource: South African Journal of Labour Relations 36, pp 31 –53 (2012)More Less
This article argues that the preponderance of market intermediaries is driven by two imprimaturs. The first relates to the global shift in relations of production characterised by outsourcing, subcontracting and casualisation of labour, which in developing countries is associated with poverty and precariousness. The economic relationship between poor, informal producers and formal companies is frequently mediated by intermediaries or "labour brokers". The second imprimatur, which is the subject of the article, is the need to facilitate participation by marginalised producers in value chains, and potentially to facilitate a shift in the distribution of value from lead firms to informal producers or users. Drawing on empirical work, the article explores the different institutional forms of intermediation and, using "decent work" as a lens, examines the implications for the users and producers who rely on intermediation. The article argues that South Africa's black economic empowerment legislative framework potentially offers a policy space to shift some of the responsibility for realising decent work for informal producers from intermediaries to South African retailers.
Author I. Van AardtSource: South African Journal of Labour Relations 36, pp 54 –68 (2012)More Less
The unemployment rate among the age group 15 to 34 in South Africa has been growing over the past three years. This is reminiscent of global trends in youth unemployment. Youth unemployment has become a topical issue in many countries in the world as the figures soar. This trend may be ascribed to the impact of the world recession on output growth and employment, to structural changes in production as well as to the diminishing marginal utility of labour as a result of cost pressures. In 2003, males and females aged between 15 and 24 years accounted for about 41% of the world's unemployed, or an estimated 74 million people (World Bank 2003).
The youth unemployment challenges in South Africa are closely related to the inability of young people to obtain employment owing to their lack of experience, which is all too often compounded by a lack of skills. The result is a growing cohort of young people with severely limited access to formal sector employment, and limited means to do anything about this. This article investigates the various factors that may play a role in the high unemployment rate among young people in South Africa, such as skills levels, age, population group and economic environment.
Interventions to address youth unemployment depend on combining the efforts of all stakeholders and should focus on education and training, job readiness and experience as well as the creation of jobs in all geographical areas of South Africa
Drivers of public sector unions' wage demands in a low-inflation and recessionary environment in South AfricaSource: South African Journal of Labour Relations 36, pp 69 –85 (2012)More Less
The purpose of the study was to establish the drivers of wage demands by public sector unions in a low-inflation and recessionary environment in South Africa. The study therefore sought to explore the experiences, views and perceptions of employee representatives on the wage bargaining councils. The objectives, as derived from the overall aim of the research, were to determine the factors that influence the wage demands, to establish the extent to which wage demands are linked to economic conditions and organisational goals, and to highlight the methods that are required to address the wage gap. It is hoped that it will contribute to the ongoing debate between the employer and trade unions regarding wage bargaining behaviour.
The study is qualitative in nature and a modern qualitative approach, in which personal interview techniques were applied, was utilised.
The findings revealed that trade unions utilise various methods to determine their wage bargaining behaviour, and that their involvement in the budgeting and objective setting process is of paramount importance. Public sector trade unions are key role players in the wage determination process and the improvement of the working standards and conditions of their members. Their wage bargaining behaviour should therefore be considered in setting organisational objectives.
The research adds to the body of knowledge on the drivers of wage demands in the public sector.
The factors influencing the performance intent of managers in the Kenyan public sector : lessons for South AfricaSource: South African Journal of Labour Relations 36, pp 86 –107 (2012)More Less
Slow and bureaucratic processes that retard organisational performance have been considered characteristic of public sector institutions in Kenya, as in most countries in Sub-Saharan Africa. Employees and managers in this sector have been perceived as underperforming. There is therefore a need to investigate ways to improve the individual performance of public sector employees. It is hoped that the lessons learnt will be applicable to the South African public sector.
In this study, organisational culture (entrepreneurial and market orientation), strategic management and corporate ethics are investigated as determinants of the performance intent of managers in the Kenyan public sector. A survey approach was used to collect data from 670 senior executives from 134 Kenyan public (state) enterprises. Two hundred and fifty-six (256) useful survey responses from 53 public enterprises were received. The structural equation modelling (SEM) statistical technique was used to test the hypothesised relationships between the above-mentioned determinants and the dependent variable, managerial performance intent.
The empirical results revealed that an entrepreneurial, market and strategic management orientation does not influence managerial performance intent, whereas strategy implementation does exert a positive influence on managerial performance intent. The implications of these findings for both Kenyan and South African public sector managers were explored.