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- Volume 37, Issue 1, 2013
South African Journal of Labour Relations - Volume 37, Issue 1, 2013
Volumes & issues
Volume 37, Issue 1, 2013
Source: South African Journal of Labour Relations 37, pp 6 –8 (2013)More Less
This is the first edition of the SAJLR for 2013, 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.
A fresh perspective on South African law relating to the risks posed to employers when employees abuse the internetSource: South African Journal of Labour Relations 37, pp 9 –23 (2013)More Less
The use of the internet in the workplace is an indispensable tool for many businesses in South Africa. However, misuse of the internet by employees poses substantial risks to employers-including potential civil and criminal liability. The purpose of this paper is to set out the potential risks faced by employers who fail to adequately monitor and control employees' misuse of workplace internet facilities, and to consider whether there are any restrictions on an employer's rights to do so. The risks faced by employers who do not properly manage their employees' use of workplace internet facilities are enormous. They have not been fully explored in the existing literature.
There are multiple important reasons for an employer to monitor and control employees' use of workplace internet facilities. Some of these reasons are to prevent internet abuse, defamation, sexual harassment, discrimination and decreased productivity. The law places no significant restrictions on the employer's right to do so for legitimate purposes. In certain circumstances, the employer has a legal duty to monitor and control employees' use of internet facilities, so to avoid civil and/or criminal liability.
Employers who fail to manage employees' access to workplace internet facilities appropriately expose themselves to significant risk, such as liability for civil claims or criminal conduct.
This study is important, as it shows that employers must manage workplace internet access, or risk potential civil and/or criminal liability, and/or other negative consequences. However, the methods used must not be unduly intrusive and/or reduce employee productivity, and must comply with relevant legislation. This paper provides a complete assessment of the risks an employer is faced with by not monitoring his/her employees' use of workplace internet access, as well as recommendations for doing so in compliance with relevant legislation and in a fair manner.
Source: South African Journal of Labour Relations 37, pp 24 –38 (2013)More Less
The aim of the study was to determine whether the performance management process at the level of director positions at a South African higher education institution should follow a generic or a specific approach. The population consisted of 58 positions and a mixed method approach was used. Statistically significant differences between the categories of directors' positions with regard to the identified job evaluation variables as well as actual performance rating scores were tested by means of a one-way ANOVA and, where applicable, Scheffe's post-hoc test was used to determine which specific means differed. A qualitative analysis of the generic performance agreement template assigned to all the directors' positions and the actual performance agreements was performed to draw comparisons and to identify certain trends. The results of the qualitative and quantitative analysis revealed a clear differentiation between the directors' positions and there was no consistent use of the directors' performance agreement template, with certain objectives tending to be scaled down. The findings of this study inform HR practitioners and organisations that the performance management process needs to be linked to specific job criteria, thereby enabling objective feedback and development initiatives for individual employees and should ultimately contribute to improved performance management practices in the South African work context.
Source: South African Journal of Labour Relations 37, pp 39 –60 (2013)More Less
Previous research suggests that a greater degree of congruence between personal values and organisational values will enhance levels of employee commitment in organisations. The aim of the study was to determine whether organisational value and personal value congruence, operationalised as the correlation between organisational and individual values, can serve as a predictor of organisational commitment in an attempt to find ways of enhancing organisational commitment. A cross-sectional census approach was conducted on the entire population of a company (n = 120), which yielded 92 usable questionnaires. A factor analysis and internal consistency reliability analyses were initially conducted, followed by a regression analysis. The key findings of the study are: congruence between personal values and organisational values is not a statistically significant factor in predicting organisational commitment; personal values do predict organisational commitment individually; and organisational values do not correlate in a statistically significant manner with organisational commitment.
Source: South African Journal of Labour Relations 37, pp 61 –78 (2013)More Less
In the light of the global skills shortage, the retention of staff with critical and scarce skills has become a top priority. The objective of this study was to empirically investigate the relationship between such employees' organisational commitment (measured by the Organisational Commitment Questionnaire) and their job embeddedness (measured by the Job Embeddedness Scale). It also attempted to establish whether gender, race, marital status, tenure and job level groups differ significantly regarding these variables in the South African context. A cross-sectional survey design was used to collect data from a purposive sample of N = 206 staff members identified as possessing critical and scarce skills in a South African medical and IT services company. Descriptive, correlational and inferential statistics were applied to achieve the objectives. The participants showed a high level of affective and continuance commitment with regard to their perceived job embeddedness. The results also confirmed that the biographical groups differed significantly in terms of the variables. The results are of importance for managers interested in retaining staff that have been identified as having critical and scarce skills and could provide valuable pointers for the design of effective human resource retention strategies.
Source: South African Journal of Labour Relations 37, pp 79 –96 (2013)More Less
This article reports on the findings of a qualitative interpretive study in which a competency framework was designed that would identify high-performing security officers in a small to medium Gauteng-based security company. Data were gathered through Repertory Grid and Behavioural Event interviews with eight subject matter experts, including five top-performing security officers, two managers and a client of the security company's. Disciplinary records were further scrutinised to add rigour to the data. Grounded-theory data analysis elicited nine competencies essential to success and efficiency in the role of a security officer. The nine competencies elicited were personal hygiene and general appearance, vigilance, integrity, language proficiency, teamwork, specialist knowledge, personal motivation, conscientiousness and interpersonal relationships.
From "Cinderella Cleaners" to "Maids from Heaven" : clients' and domestic workers' perceptions of housecleaning services in StellenboschAuthor David Du ToitSource: South African Journal of Labour Relations 37, pp 97 –114 (2013)More Less
This paper explores the driving force behind the growth of housecleaning service companies in South Africa. One of the characteristics of outsourced housecleaning service companies is the transformation of a personal maternalistic employment relationship into a triangular employment relationship between manager, domestic worker (former domestic servant/maid) and client (former master/madam/employer). The triangular employment relationship creates distance between clients and domestic workers as domestic workers are under the authority and supervision of a third person (the manager/owner of the housecleaning service company). While there have been many studies focusing on domestic work, few studies have documented the driving force behind this transition from private to outsourced housecleaning services. This study attempts to fill this void by analysing clients' and domestic workers' perspectives on two housecleaning service companies in the Stellenbosch area. Two case studies were chosen in the Stellenbosch area which reflect the general trend in most housecleaning service companies in South Africa in terms of services, size and objectives. Data were collected by means of semi-structured interviews with the focus on providing a dual perspective from both clients and domestic workers on their perceptions of the growth of housecleaning service companies in South Africa.