SA Journal of Human Resource Management
The core focus of the Journal is to provide a publication medium for practitioners / scientists in order to stimulate and publish research in all the areas of specialisation in the field of Industrial Psychology / Human Resource Management in South Africa. The SA Journal of Human Resource Management serves as an independent publication medium for scientific contributions to the broad field of Human Resource Management. The editorial board of the Journal wishes to promote learning opportunities to all who are interested in promoting a greater understanding of people management in a developing country context. Articles with either a theoretical, empirical or an applied perspective in any of the sub-fields of Human Resource Management would be considered for publication.
|Coverage||Vol 1 Issue 1 2003 - current|
A narrative investigation into the meaning and experience of career success : perspectives from women participants : original research
Orientation: In South Africa opportunities are being created that encourage more women to enter the workforce. Understanding how women conceptualise and experience career success affects not only their individual career development but also their general outlook in life.
Research purpose: To investigate how a sample of previously disadvantaged women distance learners conceptualise and experience the notion of career success.
Motivation for the study: Calls have been made for research incorporating a subjective understanding regarding career success, especially amongst minority groups.
Research approach, design and method: An interpretive approach was employed aimed at understanding individual experience and the interpretation of it. Unstructured interviews were conducted shaped by the objectives of the study amongst a sample of women (n = 25).
Main findings: Through narratives and stories, findings revealed career success to be conceptualised and experienced as (1) a means of professional attainment and recognition, (2) a contribution to society and (3) evident in material and non-material artefacts. Further, from the sample of women used in this research, the experience of career success considered not only socio-historical issues and community but also the cultural milieu. Education emerged as an enabler of individual pursuit and goals leading to career success.
Practical/managerial implications: An understanding of how career success is conceptualised and experienced by previously disadvantaged women can serve as a forerunner to individual specific career development interventions. The results of the study are therefore useful to both academics and practitioners in their formulation of interventions that enable individual career development.
Contribution: The experience of career success as found in this study through participant narratives and stories gave a picture of career development processes amongst previously disadvantaged groups in South Africa. These processes illustrate how individuals draw meaning and a sense of direction en route to career success, revealing aspirations affecting not only their career development but also their lived experience.
An organisational coherence model to maintain employee contributions during organisational crises : original research
Orientation: Crises that threaten an organisation's continued existence cannot be seen in isolation when considering the perception of threats to individual job security. These threats often go hand in hand with employee panic.
Research purpose: The aim of this study was to establish a model to assist organisations in managing employee emotionality and panic during times of crisis.
Motivation for the study: Environmental crises threaten organisations' existence, threatening employees' livelihood and resulting in employee panic. Panic reduces employees' contributions. Organisations that are successful harness employee contributions at all times.
Research design, approach, and method: A modernist qualitative research methodology was adopted, which included a case study as research strategy, purposive sampling to select 12 research participants, semi-structured interviews for data gathering, focus groups for data verification, and the use of grounded theory for data analysis.
Main findings: An organisation's ability to manage employee panic depends on the relationship between the foundational elements of authentic leadership, crisis readiness, resilience practices, versatile and committed talent, strategic management, quality management, and coherence actions taken during the crisis, which include crisis leadership, ongoing visible communication, mindfulness, work flexibility, and decisions based on the greatest financial need and social support.
Practical/managerial implications: The study provides a best-practice option for managing emotionality during crises for the case organisation and other organisations within the vehicle components and other manufacturing industries.
Contribution/value-add: The Coherence Hexagons Model is presented as a tool to manage employee panic during crisis.
Retention of women accountants : the interaction of job demands and job resources : original research
Orientation: Most CEOs in South Africa are chartered accountants (CAs). Retaining women CAs might therefore lead to an increase in women in leadership. The Job Demands-Resources model presents a framework to investigate organisational job-related factors that promote or deter voluntary turnover of women CAs.
Research purpose: The primary objective was to investigate which organisational factors promote or reduce the risk of turnover intentions for South African women CAs. The secondary objective was to investigate the moderating potential of job resources on the relationship between job demands and turnover intentions.
Motivation for the study: There is a fair amount of research on the problems associated with the retention of women CAs in public practice but very little is known about how those problems interact with each other, and whether there are factors that could buffer them.
Research design, approach, and method: The study consisted of a sample (n = 851) of women CAs in public practice firms nationally in South Africa. We used structural equation modelling together with moderated regression analysis.
Main findings: Job demands promote turnover intentions, whereas job resources have a negative effect on turnover intentions. Counter-intuitively a negative direct effect was found between job insecurity and turnover intentions. Statistical support was found for the moderating role of all job resources, except financial advancement, on the relationship between work-family conflict and turnover intentions; and growth opportunities, on the relationship between job insecurity and turnover intentions.
Practical/managerial implications: No job resource measured could buffer the impact of job overload on turnover intentions.
Contribution: This is the first study to investigate factors that may retain women CAs in public practice audit, tax, and advisory firms (Big Four Accountancy Firms) using the JD-R model. Few studies have investigated the buffering effect of job resources on the relationship between job demands and turnover intentions in general.
Research purpose: The influence of work-to-family and family-to-work spillovers is well documented in the human resources literature. However, little is known of the relationships between the pressures faced by academics to publish and the potential family life consequences of being a highly productive academic.
Research design, approach and method: This research sought to investigate these relationships within the context of a large South African university by testing associations between family life variables such as marriage and dependent children against measures of the following specific types of research publication: (1) South African Department of Higher Education and Training-accredited journal publications; (2) Thompson Reuters Institute for Scientific Information (ISI) and ProQuest's International Bibliography of the Social Sciences (IBSS)-indexed journal article publications; (3) conference proceedings publications; (4) conference paper presentations; (5) book chapter publications; (6) book publications; and (7) gross research productivity, reflecting a volume or quantity measure of research publication.
Main findings: ISI and/or IBSS journal article publication is found to be negatively associated with dependent children, but only for male academics, and to be negatively associated with female gender over and above the effect of family life variables in testing.
Practical/managerial implications: Human resources managers in universities need to be cognisant of the specific pressures faced by staff that are required to produce ever more research publications, in order to help them achieve work-life balance.
Contribution: In a global context of increasing pressures for research publication, and for higher and higher numbers of publications, it is necessary to identify the potential costs involved for high-volume-producing academics, particularly in terms of family versus work.
Career adaptability and employee engagement of adults employed in an insurance company : an exploratory study : original research
Orientation: As a resiliency resource, career adaptability relates to an individual's ability to adapt to new work demands and is seen to impact various occupational outcomes such as engagement.
Research purpose: The aim of the study was to determine the relationship dynamics between career adaptability (measured by Career Adapt-Abilities Scale) and employee engagement (measured by Utrecht Work Engagement Scale).
Motivation for the study: As a personal resource, career adaptability enables employees to deal with job demands, facilitating employee engagement. Limited research exists on the impact of career adaptability variables on employee engagement, bearing significant relevance in the current workforce.
Research design, approach and method: A quantitative survey was conducted with a convenience sample (N = 131) of employees in an insurance company within South Africa.
Main findings/results: Significant positive relationships were found between career adaptability and employee engagement. The results suggest that participants who have experienced higher employee engagement have better developed career adaptability skills.
Practical implications: Managers and human resource practitioners need to recognise how people's career adaptability influences their level of engagement in the organisation.
Contribution: This research is the first to investigate the construct of career adaptability in an insurance company and the findings add to the existing career literature and provide valuable information that can be used to inform career development and engagement strategies.
The relative importance of managerial competencies for predicting the perceived job performance of Broad-Based Black Economic Empowerment verification practitioners : original research
Orientation: There is a need for the growing Broad-Based Black Economic Empowerment (B-BBEE) verification industry to assess competencies and determine skills gaps for the management of the verification practitioners' perceived job performance. Knowing which managerial competencies are important for different managerial functions is vital for developing and improving training and development programmes.
Research purpose: The purpose of this study was to determine the managerial capabilities that are required of the B-BBEE verification practitioners, in order to improve their perceived job performance.
Motivation for the study: The growing number of the B-BBEE verification practitioners calls for more focused training and development. Generating such a training and development programme demands empirical research into the relative importance of managerial competencies.
Research approach, design and method: A quantitative design using the survey approach was adopted. A questionnaire was administered to a stratified sample of 87 B-BBEE verification practitioners. Data were analysed using the Statistical Package for Social Sciences (version 22.0) and Smart Partial Least Squares software.
Main findings: The results of the correlation analysis revealed that there were strong and positive associations between technical skills, interpersonal skills, compliance to standards and ethics, managerial skills and perceived job performance. Results of the regression analysis showed that managerial skills, compliance to standards and ethics and interpersonal skills were statistically significant in predicting perceived job performance. However, technical skills were insignificant in predicting perceived job performance.
Practical/managerial implications: The study has shown that the B-BBEE verification industry, insofar as the technical skills of the practitioners are concerned, does have suitably qualified staff with the requisite educational qualifications. At the same time, from the present study the industry can now determine the priority skills.
Contribution: The study identified the needed skills as managerial skills, standards and ethics and interpersonal skills, in that order. The verification agencies will now be in a better position to know where they should focus their training and development.