Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) whi... more Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) which consisted of five factors namely coping skills / achieve goals; friends / able to work in a team; physical activity / health; improve production and work / life balance. The purpose of this study was to use the instrument developed by Joubert and Grobler (2014) and to analyse the differences in opinion of the importance, role and value of team sport and physical activity, facilitated with an organisational context, between the demographic groups (age categories, race groups and gender groups). Different demographic groups were expected to report different opinions. A total of 208 respondents participated in this study. The findings of this study indicated that there is a significant difference in opinion between the age and gender groups but there was statistically no significant difference between races, probably due to the representativeness of the sample. The findings of this study...
This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisi... more This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisions to visit specific places. It is apparent from current global trends that religious based spiritual tourism which enhances the quality of life of many travelers, has become prevalent and is now very popular especially as travelling is becoming far more accessible for many people. World Tourism Organization (2009) asserts that global tourism is one of the fastest growing industries and a core driver when it comes to global economic development. Tourism is regularly analyzed as an expression of human behaviour and thus where people go and why they travel there is worth investigating. Tourism marketing and promotion is reflected upon as an essential aspect for successful tourism development. Consequently, all tourism traffic, both local and international, for a wide range of purposes including religious and spiritual purposes, has increased significantly. Accordingly, the profiles of tou...
Very little information is documented on Saint Thomas the Apostle, however the Gospel according t... more Very little information is documented on Saint Thomas the Apostle, however the Gospel according to Saint John gives us a very good indication of his character. Saint Thomas was absent when Jesus appeared amongst his disciples the first time after His resurrection in the Upper Room. He would not accept as true, the numerous eye-witness reports concerning the risen Christ and stated that: "Unless I see the mark of the nails in his hands, and put my finger in the mark of the nails and my hand in his side, I will not believe" (John 20:25). He is thus termed ‘Doubting Thomas’, and his doubt was a distinct failure to believe in things he had not personally witnessed but that were attested to by others. Thomas’ primary significance thus arises from his position as a “doubter” and one lacking in requisite faith who found it necessary to have proof that Jesus had indeed risen from the dead. His doubt is important as it illustrates a profound denial of the Lord and a duplicity of th...
South African Journal of Business Management, 2021
Purpose: This is an era of unprecedented turbulence. The current coronavirus disease 2019 (Covid-... more Purpose: This is an era of unprecedented turbulence. The current coronavirus disease 2019 (Covid-19) global pandemic testifies to this turmoil as, daily, the unknown dynamically unfolds. It is important during challenging times like these that leadership and organisational response enhance a shared positive vision for the future of humanity. This study aimed at determining the role played by servant leadership (SL) in promoting employee well-being, specifically, a positive future expectation in terms of hope and optimism (HO), as well as the impact that team-based learning (TBL) has on this relationship, and whether this is the same for both the private and public sectors.Design/methodology/approach: This study employed an empirical paradigm, using a cross-sectional design and quantitative analysis. The total sample consisted of 1560 participants, with 780 employed in the private and public sector, respectively.Findings/results: The results suggest that both SL and TBL have a signif...
South African Journal of Economic and Management Sciences, 2020
Background: Ethical leadership is viewed as a challenge globally, with person-organisation fit, a... more Background: Ethical leadership is viewed as a challenge globally, with person-organisation fit, as well as hope and optimism, being regarded as an essential element of employee well-being and, ultimately, productivity.Aim: The aim of this study is to examine the relationship between the employees’ perceived ethical leadership in the organisation and the employees’ person-organisation fit, hope and optimism.Setting: Employees of 30 organisations in South Africa were sampled and there were 1663 respondents.Methods: A typical positivist methodology – based on an empirical approach, using a cross-sectional design and the quantitative analysis of the data obtained from the surveys – was utilised in this study.Results: It was found that there is a strong, positive relationship between ethical leadership and hope and optimism (as a composite construct). It was further found that person-organisation fit mediates this relationship.Conclusion: Recommendations were made to enhance hope and opt...
South African Journal of Economic and Management Sciences, 2018
Background: Although attention has been given to the importance of positivity in the workplace, i... more Background: Although attention has been given to the importance of positivity in the workplace, it has only recently been proposed as a new way in which to focus on organisational behaviour. The psychological resources which meet the criteria for positive organisational behaviour best are hope, self-efficacy, optimism and resilience. Aim: The purpose of this study was to investigate the construct validity of the Psychological Capital Questionnaire (PCQ), with specific reference to its psychometric properties. Setting: The sample included a total of 1749 respondents, 60 each from 30 organisations in South Africa. Methods: A multi-factorial model was statistically explored and confirmed (with exploratory factor analysis and confirmatory factor analysis, respectively). Results: The results support the original conceptualisation and empirically-confirmed factorial composition of Psychological Capital (PsyCap) by four elements, namely Hope, Optimism, Resilience and Self-efficacy. However...
Organisations can benefit from contact centres because they reduce the cost of functions and exte... more Organisations can benefit from contact centres because they reduce the cost of functions and extend and improve service to customers; but do contact centres benefit an employee? A contact centre can be a stressful and demanding environment for an employee. The objective of this study is to establish the level of employee wellness in a contact centre within an open and distance learning (ODL) institution, from a sample of 102 of 138 employees working in a contact centre of an open distance and learning university. The assessment was voluntary and the completed assessments provide for expert information with regard to the experiences of employees. The results indicate that there is an imbalance between job demands and job resources. There is also a concern with regard to the psychological conditions which negatively impact on the employees’ work and life outcomes. There is also severe pressure at this institution’s contact centre especially with regard to the availability of job resou...
The objective of this research was to determine the extent to which the employees of the South Af... more The objective of this research was to determine the extent to which the employees of the South African Police Service participate in religion, and their opinion regarding the value it added to their lives. The range of religions and the various Christian denominations represented was determined. No sampling strategy was used, as all available employees were included in the study (N = 37 816). The survey instrument was administered by Employee Assistance Services professionals. The results of the study indicated that religion played an important role at individual, group, organisational and community level. The majority of the participants in the study (79.4%) were Christian, 15.9% followed by African spirituality, 0.9% were Hindu, and 0.4% were Muslim. An analysis was conducted of the distribution of the religions represented within the nine provinces of South Africa (and Head Office as a collective), and across the four race groups. The Christian denominations best represented in t...
Integrity is an essential element of orderly co-existance and an important facet of professional ... more Integrity is an essential element of orderly co-existance and an important facet of professional policing. The objective of this study was to psychometrically evaluate the Integrity Profile 200 (IP 200), an instrument widely used in South Africa, to assess its utility as an integrity measure for use in the South African Police Service. Although the literature indicates that the constructs measured with the IP 200 are sound, an exploratory investigation in the South African Police Service reveals poor reliability and unacceptable inter-item correlations. This suggests poor factorial validity (model fit). Subsequently an exploratory factor analysis (N=1 457) was done to adapt the scale and improve the model fit. Four factors were extracted and analysed, and satisfactory psychometric properties were found for these factors, including the absence of race-based item bias. The factors are: (i) Integrity restricting orientation; (ii) Moral conscientiousness and accountability; (iii) Organisational/management integrity, and (iv) Lie scale. The results account for a significant deviation and simplification from the original instrument structure. It is recommended that the original IP 200 should not be used in this context but that the adapted scale be used.
The purpose of this article was to explore current literature on corporate governance, HR governa... more The purpose of this article was to explore current literature on corporate governance, HR governance and HR governance frameworks and to recommend an HR governance framework that can be implemented by South African organisations. This study builds on a literature review that informed the development of an HR governance framework consisting of five core elements that enable HR to manage areas of focus and accountability effectively. Many organisations' HR governance (and specifically compliance) activities are reactive in origin, established to prevent, limit, or mitigate the risks and liabilities associated with non-compliance. It is therefore necessary that any organisation dedicate resources to proactive compliance measures, such as HR policies and procedures, and that HR move from the traditional roles of regulator and manager to become business partner and HR governor through the institutionalisation of an HR governance framework. The recommended HR governance framework arti...
This study developed a preliminary career-enabler framework for use in a higher education setting... more This study developed a preliminary career-enabler framework for use in a higher education setting. A quantitative survey was conducted with a sample of 1392 employees within a higher education institution in South Africa. Structural analysis was performed using exploratory factor analysis. The analysis yielded three enablers with acceptable psychometric properties, namely: self-transcendence, self-enhancement and self-conservation through work motives and needs. Interventions that focus on career-enablers within a higher education institution need to address these three factors.
The objective of this research study was to determine the impact that the Executive Development P... more The objective of this research study was to determine the impact that the Executive Development Programme (EDP) had on employees of a paramilitary organisation in South Africa, who had successfully completed the programme. A stratified sample was used from the Limpopo, Eastern Cape and Northern Cape provinces. A random sample was used for the Head Office Divisions. The participants were divided into groups, namely those who had successfully completed the EDP (n = 45) and a control group (n = 30). Questionnaires with a factorial approach and acceptable psychometric properties were used. The factors best defining executive capacity were extracted from the candidate questionnaire relating to organisation, intra-and interpersonal aspects. Similar factors were extracted from the supervisor and sub-ordinate questionnaires, with additional aspects namely management portfolios and functions. The results revealed that the EDP had a positive impact on individual level. Statistical and practic...
A study was conducted to analyse the ethical climate typology of the Ethical Climate Questionnair... more A study was conducted to analyse the ethical climate typology of the Ethical Climate Questionnaire empirically, in order to develop a unique South African typology. This typology was tested for the equivalence of the construct between the private and public sector. A three ethical climate type solution was found (in contrast with the initial nine, and later five type typology). The results suggest that the construct is equivalent for both the private and public sectors. The findings could be used as a foundation for future studies, as well as for ethical climate measurement within the South African context.
The purpose of this study was to determine the relationship between person-organisational fit and... more The purpose of this study was to determine the relationship between person-organisational fit and an individual’s intention to leave the organisation (turnover intention) as precursor for voluntary turnover. The impact that the psychological contract has on the individual’s intention to leave the organisation (turnover intention) was also determined. The study furthermore included an analysis of specific groups in the organisation that poses a higher risk of voluntary turnover. The sample of the study consisted of 1 917 participants, with 60 randomly selected employees of 32 organisations. The Person-organisational fit instrument consisted of three factors, namely Indirect fit, Direct fit and Person-job fit (9 items in total). The instrument that measures psychological contract consisted of two factors, namely Self and Organisational items (6 items). The turnover intention measure consisted of 4 items. All three instruments reported acceptable psychometric properties. Indirect fit (organisation fit as values congruence) and Direct fit (needs–supplies fit) each explains 15% of the variance in Turnover intention, with Psychological contract adherence –organisation / employer explaining 3%, with total variance explained by the model being 33%. Significant differences between groups were also reported, with the higher risk groups (to leave the organisation) being the support / non-core employees, the non-management group and the professionally qualified, experienced specialists. The results of this study was converted into practical recommendations in terms of proposed interventions to the HR fraternity to retain high-performing employees, with specific reference to the person-organisational fit and subsequent adherence to the psychological contract.
The sustainability of corporations globally is becoming increasingly problematic. Combined with t... more The sustainability of corporations globally is becoming increasingly problematic. Combined with the unique challenges of an operating entity, this could potentially expose the profitability of sustainable businesses on a daily basis. The purpose of this study is to evaluate employees’ justice perceptions of performance management practices in a company in the chemical industry. The population includes all the employees in the chemical industry that was used in this study. A total of 140 questionnaires were issued to all the employees in an organisation which had undergone a performance appraisal and 102 respondents completed the surveys, giving a response rate of 72 per cent. A cross-sectional survey design was used in this study. The justice perceptions were measured according to an existing framework developed by Thurston and McNall (2010). The framework is founded on a hypothesised four-factor model constructed according to theories on organisational justice. The employees of the organisation in the chemical sector were involved in this study. Descriptive statistical analyses were used to measure perceptions of justice based on theories on organisational justice. The measuring instrument used was based on recognised models and theories. The study supports the construct validity of the measuring instrument and the reliability of the scales used. The justice constructs were used to identify specific items in the performance management practice that required improvement. The implications of the results are that continual interventions are required if employee commitment and productivity levels are to improve, resulting in a positive impact on business performance. Significant differences in perceptions by demographic groups were reported and discussed. This study explored the importance of understanding justice perceptions of performance management practices as an enabler for sustained business performance. Further, the study confirmed that justice perceptions have a direct impact on both the organisational climate and employee morale.
Very little information is documented on Saint Thomas the Apostle, however the Gospel according t... more Very little information is documented on Saint Thomas the Apostle, however the Gospel according to Saint John gives us a very good indication of his character. Saint Thomas was absent when Jesus appeared amongst his disciples the first time after His resurrection in the Upper Room. He would not accept as true, the numerous eye-witness reports concerning the risen Christ and stated that: "Unless I see the mark of the nails in his hands, and put my finger in the mark of the nails and my hand in his side, I will not believe" (John 20:25). He is thus termed ‘Doubting Thomas’, and his doubt was a distinct failure to believe in things he had not personally witnessed but that were attested to by others. Thomas’ primary significance thus arises from his position as a “doubter” and one lacking in requisite faith who found it necessary to have proof that Jesus had indeed risen from the dead. His doubt is important as it illustrates a profound denial of the Lord and a duplicity of the supremacy and indeed the very truth of what it means to possess proper faith. This paper argues that Thomas’ doubt (and his behaviour during the crucifixion of Jesus) has an internal disposition side, in other words his personality traits and cognition, as well as the external environment (the situation, including the abnormality of it, the nature of the communication and the group [the disciples]). The latter is often left out in the criticism of Thomas, resulting in him being portrayed as the symbol of the unfaithful and doubting individual. His behaviour could thus be evaluated in accordance with the attribution theory. Thomas clearly affirms the depth of his belief in his missionary activities, in especially India.
Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) whi... more Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) which consisted of five factors namely coping skills / achieve goals; friends / able to work in a team; physical activity / health; improve production and work / life balance. The purpose of this study was to use the instrument developed by Joubert and Grobler (2014) and to analyse the differences in opinion of the importance, role and value of team sport and physical activity, facilitated with an organisational context, between the demographic groups (age categories, race groups and gender groups). Different demographic groups were expected to report different opinions. A total of 208 respondents participated in this study. The findings of this study indicated that there is a significant difference in opinion between the age and gender groups but there was statistically no significant difference between races, probably due to the representativeness of the sample. The findings of this study...
This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisi... more This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisions to visit specific places. It is apparent from current global trends that religious based spiritual tourism which enhances the quality of life of many travelers, has become prevalent and is now very popular especially as travelling is becoming far more accessible for many people. World Tourism Organization (2009) asserts that global tourism is one of the fastest growing industries and a core driver when it comes to global economic development. Tourism is regularly analyzed as an expression of human behaviour and thus where people go and why they travel there is worth investigating. Tourism marketing and promotion is reflected upon as an essential aspect for successful tourism development. Consequently, all tourism traffic, both local and international, for a wide range of purposes including religious and spiritual purposes, has increased significantly. Accordingly, the profiles of tou...
Very little information is documented on Saint Thomas the Apostle, however the Gospel according t... more Very little information is documented on Saint Thomas the Apostle, however the Gospel according to Saint John gives us a very good indication of his character. Saint Thomas was absent when Jesus appeared amongst his disciples the first time after His resurrection in the Upper Room. He would not accept as true, the numerous eye-witness reports concerning the risen Christ and stated that: "Unless I see the mark of the nails in his hands, and put my finger in the mark of the nails and my hand in his side, I will not believe" (John 20:25). He is thus termed ‘Doubting Thomas’, and his doubt was a distinct failure to believe in things he had not personally witnessed but that were attested to by others. Thomas’ primary significance thus arises from his position as a “doubter” and one lacking in requisite faith who found it necessary to have proof that Jesus had indeed risen from the dead. His doubt is important as it illustrates a profound denial of the Lord and a duplicity of th...
South African Journal of Business Management, 2021
Purpose: This is an era of unprecedented turbulence. The current coronavirus disease 2019 (Covid-... more Purpose: This is an era of unprecedented turbulence. The current coronavirus disease 2019 (Covid-19) global pandemic testifies to this turmoil as, daily, the unknown dynamically unfolds. It is important during challenging times like these that leadership and organisational response enhance a shared positive vision for the future of humanity. This study aimed at determining the role played by servant leadership (SL) in promoting employee well-being, specifically, a positive future expectation in terms of hope and optimism (HO), as well as the impact that team-based learning (TBL) has on this relationship, and whether this is the same for both the private and public sectors.Design/methodology/approach: This study employed an empirical paradigm, using a cross-sectional design and quantitative analysis. The total sample consisted of 1560 participants, with 780 employed in the private and public sector, respectively.Findings/results: The results suggest that both SL and TBL have a signif...
South African Journal of Economic and Management Sciences, 2020
Background: Ethical leadership is viewed as a challenge globally, with person-organisation fit, a... more Background: Ethical leadership is viewed as a challenge globally, with person-organisation fit, as well as hope and optimism, being regarded as an essential element of employee well-being and, ultimately, productivity.Aim: The aim of this study is to examine the relationship between the employees’ perceived ethical leadership in the organisation and the employees’ person-organisation fit, hope and optimism.Setting: Employees of 30 organisations in South Africa were sampled and there were 1663 respondents.Methods: A typical positivist methodology – based on an empirical approach, using a cross-sectional design and the quantitative analysis of the data obtained from the surveys – was utilised in this study.Results: It was found that there is a strong, positive relationship between ethical leadership and hope and optimism (as a composite construct). It was further found that person-organisation fit mediates this relationship.Conclusion: Recommendations were made to enhance hope and opt...
South African Journal of Economic and Management Sciences, 2018
Background: Although attention has been given to the importance of positivity in the workplace, i... more Background: Although attention has been given to the importance of positivity in the workplace, it has only recently been proposed as a new way in which to focus on organisational behaviour. The psychological resources which meet the criteria for positive organisational behaviour best are hope, self-efficacy, optimism and resilience. Aim: The purpose of this study was to investigate the construct validity of the Psychological Capital Questionnaire (PCQ), with specific reference to its psychometric properties. Setting: The sample included a total of 1749 respondents, 60 each from 30 organisations in South Africa. Methods: A multi-factorial model was statistically explored and confirmed (with exploratory factor analysis and confirmatory factor analysis, respectively). Results: The results support the original conceptualisation and empirically-confirmed factorial composition of Psychological Capital (PsyCap) by four elements, namely Hope, Optimism, Resilience and Self-efficacy. However...
Organisations can benefit from contact centres because they reduce the cost of functions and exte... more Organisations can benefit from contact centres because they reduce the cost of functions and extend and improve service to customers; but do contact centres benefit an employee? A contact centre can be a stressful and demanding environment for an employee. The objective of this study is to establish the level of employee wellness in a contact centre within an open and distance learning (ODL) institution, from a sample of 102 of 138 employees working in a contact centre of an open distance and learning university. The assessment was voluntary and the completed assessments provide for expert information with regard to the experiences of employees. The results indicate that there is an imbalance between job demands and job resources. There is also a concern with regard to the psychological conditions which negatively impact on the employees’ work and life outcomes. There is also severe pressure at this institution’s contact centre especially with regard to the availability of job resou...
The objective of this research was to determine the extent to which the employees of the South Af... more The objective of this research was to determine the extent to which the employees of the South African Police Service participate in religion, and their opinion regarding the value it added to their lives. The range of religions and the various Christian denominations represented was determined. No sampling strategy was used, as all available employees were included in the study (N = 37 816). The survey instrument was administered by Employee Assistance Services professionals. The results of the study indicated that religion played an important role at individual, group, organisational and community level. The majority of the participants in the study (79.4%) were Christian, 15.9% followed by African spirituality, 0.9% were Hindu, and 0.4% were Muslim. An analysis was conducted of the distribution of the religions represented within the nine provinces of South Africa (and Head Office as a collective), and across the four race groups. The Christian denominations best represented in t...
Integrity is an essential element of orderly co-existance and an important facet of professional ... more Integrity is an essential element of orderly co-existance and an important facet of professional policing. The objective of this study was to psychometrically evaluate the Integrity Profile 200 (IP 200), an instrument widely used in South Africa, to assess its utility as an integrity measure for use in the South African Police Service. Although the literature indicates that the constructs measured with the IP 200 are sound, an exploratory investigation in the South African Police Service reveals poor reliability and unacceptable inter-item correlations. This suggests poor factorial validity (model fit). Subsequently an exploratory factor analysis (N=1 457) was done to adapt the scale and improve the model fit. Four factors were extracted and analysed, and satisfactory psychometric properties were found for these factors, including the absence of race-based item bias. The factors are: (i) Integrity restricting orientation; (ii) Moral conscientiousness and accountability; (iii) Organisational/management integrity, and (iv) Lie scale. The results account for a significant deviation and simplification from the original instrument structure. It is recommended that the original IP 200 should not be used in this context but that the adapted scale be used.
The purpose of this article was to explore current literature on corporate governance, HR governa... more The purpose of this article was to explore current literature on corporate governance, HR governance and HR governance frameworks and to recommend an HR governance framework that can be implemented by South African organisations. This study builds on a literature review that informed the development of an HR governance framework consisting of five core elements that enable HR to manage areas of focus and accountability effectively. Many organisations' HR governance (and specifically compliance) activities are reactive in origin, established to prevent, limit, or mitigate the risks and liabilities associated with non-compliance. It is therefore necessary that any organisation dedicate resources to proactive compliance measures, such as HR policies and procedures, and that HR move from the traditional roles of regulator and manager to become business partner and HR governor through the institutionalisation of an HR governance framework. The recommended HR governance framework arti...
This study developed a preliminary career-enabler framework for use in a higher education setting... more This study developed a preliminary career-enabler framework for use in a higher education setting. A quantitative survey was conducted with a sample of 1392 employees within a higher education institution in South Africa. Structural analysis was performed using exploratory factor analysis. The analysis yielded three enablers with acceptable psychometric properties, namely: self-transcendence, self-enhancement and self-conservation through work motives and needs. Interventions that focus on career-enablers within a higher education institution need to address these three factors.
The objective of this research study was to determine the impact that the Executive Development P... more The objective of this research study was to determine the impact that the Executive Development Programme (EDP) had on employees of a paramilitary organisation in South Africa, who had successfully completed the programme. A stratified sample was used from the Limpopo, Eastern Cape and Northern Cape provinces. A random sample was used for the Head Office Divisions. The participants were divided into groups, namely those who had successfully completed the EDP (n = 45) and a control group (n = 30). Questionnaires with a factorial approach and acceptable psychometric properties were used. The factors best defining executive capacity were extracted from the candidate questionnaire relating to organisation, intra-and interpersonal aspects. Similar factors were extracted from the supervisor and sub-ordinate questionnaires, with additional aspects namely management portfolios and functions. The results revealed that the EDP had a positive impact on individual level. Statistical and practic...
A study was conducted to analyse the ethical climate typology of the Ethical Climate Questionnair... more A study was conducted to analyse the ethical climate typology of the Ethical Climate Questionnaire empirically, in order to develop a unique South African typology. This typology was tested for the equivalence of the construct between the private and public sector. A three ethical climate type solution was found (in contrast with the initial nine, and later five type typology). The results suggest that the construct is equivalent for both the private and public sectors. The findings could be used as a foundation for future studies, as well as for ethical climate measurement within the South African context.
The purpose of this study was to determine the relationship between person-organisational fit and... more The purpose of this study was to determine the relationship between person-organisational fit and an individual’s intention to leave the organisation (turnover intention) as precursor for voluntary turnover. The impact that the psychological contract has on the individual’s intention to leave the organisation (turnover intention) was also determined. The study furthermore included an analysis of specific groups in the organisation that poses a higher risk of voluntary turnover. The sample of the study consisted of 1 917 participants, with 60 randomly selected employees of 32 organisations. The Person-organisational fit instrument consisted of three factors, namely Indirect fit, Direct fit and Person-job fit (9 items in total). The instrument that measures psychological contract consisted of two factors, namely Self and Organisational items (6 items). The turnover intention measure consisted of 4 items. All three instruments reported acceptable psychometric properties. Indirect fit (organisation fit as values congruence) and Direct fit (needs–supplies fit) each explains 15% of the variance in Turnover intention, with Psychological contract adherence –organisation / employer explaining 3%, with total variance explained by the model being 33%. Significant differences between groups were also reported, with the higher risk groups (to leave the organisation) being the support / non-core employees, the non-management group and the professionally qualified, experienced specialists. The results of this study was converted into practical recommendations in terms of proposed interventions to the HR fraternity to retain high-performing employees, with specific reference to the person-organisational fit and subsequent adherence to the psychological contract.
The sustainability of corporations globally is becoming increasingly problematic. Combined with t... more The sustainability of corporations globally is becoming increasingly problematic. Combined with the unique challenges of an operating entity, this could potentially expose the profitability of sustainable businesses on a daily basis. The purpose of this study is to evaluate employees’ justice perceptions of performance management practices in a company in the chemical industry. The population includes all the employees in the chemical industry that was used in this study. A total of 140 questionnaires were issued to all the employees in an organisation which had undergone a performance appraisal and 102 respondents completed the surveys, giving a response rate of 72 per cent. A cross-sectional survey design was used in this study. The justice perceptions were measured according to an existing framework developed by Thurston and McNall (2010). The framework is founded on a hypothesised four-factor model constructed according to theories on organisational justice. The employees of the organisation in the chemical sector were involved in this study. Descriptive statistical analyses were used to measure perceptions of justice based on theories on organisational justice. The measuring instrument used was based on recognised models and theories. The study supports the construct validity of the measuring instrument and the reliability of the scales used. The justice constructs were used to identify specific items in the performance management practice that required improvement. The implications of the results are that continual interventions are required if employee commitment and productivity levels are to improve, resulting in a positive impact on business performance. Significant differences in perceptions by demographic groups were reported and discussed. This study explored the importance of understanding justice perceptions of performance management practices as an enabler for sustained business performance. Further, the study confirmed that justice perceptions have a direct impact on both the organisational climate and employee morale.
Very little information is documented on Saint Thomas the Apostle, however the Gospel according t... more Very little information is documented on Saint Thomas the Apostle, however the Gospel according to Saint John gives us a very good indication of his character. Saint Thomas was absent when Jesus appeared amongst his disciples the first time after His resurrection in the Upper Room. He would not accept as true, the numerous eye-witness reports concerning the risen Christ and stated that: "Unless I see the mark of the nails in his hands, and put my finger in the mark of the nails and my hand in his side, I will not believe" (John 20:25). He is thus termed ‘Doubting Thomas’, and his doubt was a distinct failure to believe in things he had not personally witnessed but that were attested to by others. Thomas’ primary significance thus arises from his position as a “doubter” and one lacking in requisite faith who found it necessary to have proof that Jesus had indeed risen from the dead. His doubt is important as it illustrates a profound denial of the Lord and a duplicity of the supremacy and indeed the very truth of what it means to possess proper faith. This paper argues that Thomas’ doubt (and his behaviour during the crucifixion of Jesus) has an internal disposition side, in other words his personality traits and cognition, as well as the external environment (the situation, including the abnormality of it, the nature of the communication and the group [the disciples]). The latter is often left out in the criticism of Thomas, resulting in him being portrayed as the symbol of the unfaithful and doubting individual. His behaviour could thus be evaluated in accordance with the attribution theory. Thomas clearly affirms the depth of his belief in his missionary activities, in especially India.
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