Research Articles (Human Resource Management)

Permanent URI for this collectionhttp://hdl.handle.net/2263/2510

Browse

Now showing 1 - 20 of 267

They treat me like I am not a person : contextualising identity work amongst domestic workers
Crafford, Anne; Menne-Jooste, Bronwyn (AOSIS, 2025-11-18)
RESEARCH PURPOSE : This article explored the work identity of domestic workers in South Africa with a particular focus on the multiple contexts in which they develop and maintain a sense of identity. MOTIVATION FOR THE STUDY : The aim of the study was to increase our understanding of the role of context in the development, regulation and negotiation of work identity in a nonmanagerial sample. RESEARCH APPROACH/DESIGN AND METHOS : Using a multiple case study design, in-depth, semistructured interviews were conducted with six domestic workers, to explore their identity negotiation in context. Data were analysed using thematic analysis. MAIN FINDINGS : We combined extant understandings of work identity and context to examine domestic work identity in the relation to the contexts and multiple identities involved in its construction and negotiation. We identified three contexts in which identity-related sense-making occurs – the job, the employment context and the broader national societal context. Within these contexts, we pinpoint multiple social identities the participants develop and negotiate. PRACTICAL/MANAGERIAL IMPLICATIONS : These findings can guide policy makers in regulating the domestic worker employment sphere. CONTRIBUTION/VALUE-ADD : We have developed a nested model of identity contexts to illustrate the complexity and interrelatedness of domestic worker’s identity work which can serve as a basis for understanding other forms of contextual identity work.
Experiences of female attorneys in private law firms : exploring the phenomenon of the Old Boys Club
Pillay-Naidoo, Daphne; Brown, Deborah Kathryn (AOSIS, 2025-12-15)
ORIENTATION : Female attorneys remain underrepresented at mid and senior-level positions in private law firms and must fiercely compete to advance in their careers. An informal but impactful barrier to their progress is the pervasive influence of the Old Boys Club. Research purpose: The aim of this study was to explore female attorneys’ experiences and perceptions of exclusion from career opportunities in South African private law firms because of the influence of the Old Boys Club and to understand its negative impact on their career advancement. MOTIVATION FOR THE STUDY : While the exclusionary effect of the Old Boys Club has been documented in gender equality literature, there are very few studies that provide an in-depth exploration into whether these male-exclusive networks act as barriers to the advancement and inclusion of women in the workplace. RESEARCH APPROACH/DESIGN AND METHOD : A generic qualitative research design was employed using semi-structured interviews as the data collection tool. Data were collected from seven female attorneys working in private law firms in the Gauteng region of South Africa. Themes were inductively derived from the data using thematic analysis. MAIN FINDINGS : Results of the study indicated that female attorneys shared negative experiences of the Old Boys Club and viewed it as a barrier to career advancement in private law firms. PRACTICAL/MANAGERIAL IMPLICATIONS : Private law firms need to actively strive to change their organisational culture so that social networking opportunities are inclusive and not directed at a specific gender. Addressing this will help to unroot systemic and structural barriers to women’s career progression in private law firms. CONTRIBUTION/VALUE-ADD : This study contributes to literature on gender discrimination and systemic barriers to women’s career progression.
Structural constraints and psychological need satisfaction among platform-based delivery riders in South Africa
Baldry, Kim; Koekemoer, Eileen; Olckers, Chantal (Elsevier, 2026-06)
Platform-based motorbike delivery riders have become an essential part of the urban labour force, especially since the COVID-19 pandemic increased online shopping. This qualitative study used Self-Determination Theory and the Psychology of Working Theory to explore how motorbike delivery work promotes or undermines riders' psychological needs of competence, relatedness and autonomy. Ten motorbike delivery riders in Johannesburg, Gauteng, participated in twenty semi-structured interviews (two per participant). Hybrid thematic analyses were employed to analyse the data. Findings indicated that, amidst high unemployment and limited job opportunities in South Africa, platform-based motorbike delivery work partially satisfies riders' psychological needs. Relatedness was supported in interactions with customers and co-workers but limited by experiences of social stigmatisation. As independent contractors, riders enjoyed greater labour market flexibility and often earned more than in previous jobs, both of which promoted their autonomy. However, constant concerns regarding personal safety severely undermined this need. Challenges such as limited training and procedural injustice also restricted their need for competence. This study extends the Psychology of Working Theory by demonstrating how structural constraints not only influence the attainment of decent work but also shape the outcomes of decent work, specifically the fulfilment of psychological needs in precarious labour contexts. HIGHLIGHTS • Psychological needs fulfilment in precarious work is influenced by structural factors • Competence focuses on task execution, lacking career development. • Relatedness intersects with marginalisation factors, varying by socio-economic factors • Economic constraints limit basic need satisfaction for precarious workers. • Autonomy should be re-theorised in contexts with restricted choices
The good, the bad, and the unspoken : navigating race talk in organisational spaces
Ebrahim, Yasmeen; Nel, Jan Alewyn (Elsevier, 2026-07)
This systematic review synthesises empirical research on workplace race talk across organisational contexts (corporate, education, social services, law enforcement) from 1996 to 2024. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were employed across multiple databases as the strategy for conducting literature searches and screenings. We analysed 21 studies and used a construct-mapping approach to organise the ‘race talk’ as an umbrella label spanning into two strands: ‘interventionist,’ solution-focused work (e.g., intergroup dialogue and related interventions) and ‘discursive,’ problem-focused studies of everyday discourse that can reproduce inequity. Across settings, race talk is shaped by organisational structures and cultures; however, corporate environments are comparatively underrepresented. We clarify how structured, well-supported dialogues can foster learning and inclusion, while everyday talk, when silenced, euphemised, or defensively managed, can entrench exclusion. This review consolidates fragmented literature, identifies critical gaps, and highlights the conditions under which race talk is most likely to advance equitable and inclusive organisational practice.
Stories of grit and grace : sociocultural pathways to success in township entrepreneurship
Mathebula, Veronica; Moos, Menisha; Crafford, Anne (World Scientific Publishing, 2026-06)
Entrepreneurship in South Africa’s townships is frequently examined through deficit-based lenses that emphasize poverty and infrastructure constraints, with less attention given to the sociocultural factors that sustain entrepreneurial success. Addressing this gap, this study explores how sociocultural factors facilitate and constrain successful township entrepreneurs in Gauteng, South Africa. Drawing on social network theory and a qualitative multiple-case narrative design, life story interviews were conducted with six established township entrepreneurs. The findings develop a contextually grounded typology of five interrelated sociocultural factors shaping entrepreneurial success: family, friends and other reference groups, culture, religion and political history. These factors generate multiple forms of capital, including relational, symbolic, spiritual and institutional resources, which entrepreneurs mobilize to access opportunities, build legitimacy, sustain resilience and create community effect. However, the findings also reveal the ambivalent nature of embeddedness, as the same networks that provide support may impose obligations and dependence. The study contributes to entrepreneurship scholarship in two ways. First, it offers a typology of sociocultural capital relevant to township economies. Second, it extends social network theory by showing that entrepreneurial networks in historically marginalized contexts are shaped not only by economic exchange but by identity, meaning-making and transcendent relationships. The article advances context-sensitive theorizing and offers practical insights for entrepreneurship development in townships and other Global South settings.
Hierarchical structure of the entrepreneurial career competency instrument : evidence from frequentist and Bayesian bifactor structural equation modelling
Schaap, Pieter; Botha, Melodi (MDPI, 2026-04-08)
Robust measurement of entrepreneurial competencies (ECs) is crucial for entrepreneurship education, yet their internal structure remains theoretically contested and empirically underexamined. This study examined whether the four-factor Entrepreneurial Career Competency Instrument (ECCI) exhibits a hierarchical (bifactor) structure among South African entrepreneurs. Using two non-probability samples (N = 1305; N = 280), we analysed competing models, including a bifactor exploratory structural equation model (ESEM). The selected 56-item bifactor ESEM solution was examined for conceptual replicability in the smaller sample using Bayesian structural equation modelling (BSEM) with informative priors and sensitivity analyses to address small-sample uncertainty. Our findings revealed a theoretically supported hierarchical structure with a strong general factor and distinct specific factors: entrepreneurial career mindset, innovativeness, motivation, and implementation, enhancing the interpretation of scores. This study guides ECCI usage by suggesting total scores for broad assessments and domain scores for diagnostic feedback. Methodologically, the findings demonstrate that combining frequentist and Bayesian approaches across samples strengthened structural validity and provided insights into evaluating imprecise responses to self-report measures and addressing sampling constraints. Overall, this work contributes a robust structural model of the ECCI and enriches the EC literature, serving as a framework for refining, testing and applying attribute-based EC measures in diverse contexts.
The pursuit of decent work in precarious contexts : motorbike delivery riders' psychological experiences
Baldry, Kim; Koekemoer, Eileen; Olckers, Chantal (Sage, 2026)
Digital platforms have reshaped labour markets worldwide, increasing gig work opportunities, particularly for motorbike delivery riders in South Africa, a country grappling with high unemployment. However, these self-employed workers often face a lack of job security, benefits, and protections due to informality, weak labour laws, and deep socioeconomic inequality, highlighting the contrast with the International Labour Organisation’s decent work principles. This research explores the work experiences of platform-based motorbike delivery riders in South Africa, aiming to improve our understanding of platform-based work and decent work experiences in the gig economy. Within a constructivist paradigm, this study adopted a qualitative descriptive design to investigate the experiences of motorbike delivery riders in Gauteng, South Africa, with ten participants each undergoing two interviews. The data were analysed through hybrid thematic analysis. Findings reveal that precarious gig conditions and structural inequalities influence rider’s experiences of decent work, which can be categorised into three interconnected decent work themes: (1) safety and healthcare, (2) income security, and (3) work–life balance. This research underscores the need for context-sensitive applications of the psychology of working theory, acknowledging the complex interplay of economic constraints, access to decent work, and the fulfilment of psychological needs in the gig economy.
Collective leadership practices in plural organisations : insights from state-owned entities in South Africa
Ramukumba, Khathutshelo Mike; De Jongh, Derick; O’Neil, Sumari (AOSIS, 2026-02-20)
PURPOSE : This study examined the social construction of collective leadership in plural organisations with South African state-owned entities (SOEs) as its setting. Adopting the social construction lens, this autoethnographic study investigated how affiliation-driven appointments and personal relationships affected leadership practice, team composition and organisational outcomes. DESIGN/METHODOLOGY/APPROACH : The study adopted a qualitative approach and analysed collective leadership through multiple datasets collected from reflexive journals, self-interviews and media reports at three SOEs where the researcher occupied executive leadership roles. In-depth semi-structured interviews were also conducted with 11 participants who held senior positions in SOEs. FINDINGS/RESULTS : Thematic analysis revealed that affiliation-driven appointments shaped team dynamics through perceived biases, hostility and rivalries, which influenced collective leadership in SOEs. Furthermore, unresolved tensions undermined collective leadership and accountability and highlighted the interplay of micro-relational dynamics in shaping collective leadership outcomes. PRACTICAL IMPLICATIONS : The implications of the study highlights the need for merit-based and transparent appointment process, inclusive team practices and aligned leadership. It emphasises structured onboarding, conflict resolution and clear accountability mechanisms as key to fostering effective, collaborative leadership and improved organisational performance. ORIGINALITY/VALUE : The study proposed three emergent strategies to address the challenges of affiliation-driven appointments: (1) strengthening merit-based appointments through transparent criteria and independent oversight, (2) fostering inclusive onboarding and conflict resolution mechanisms to build trust and team cohesion and (3) enhancing shared accountability through clear role definitions, common purpose alignment and rigorous oversight. These strategies aim to leverage collaboration and trust to promote effective collective leadership within SOEs.
Ring the alarm: Project 2025's anti-DEI threat to higher education
Holmes Iv, Oscar; Nkomo, Stella M., 1947-; Ruggs, Enrica N. (Emerald, 2026)
PURPOSE : The purpose of this essay is to shed light on the implications of Project 2025 for diversity, equity and inclusion (DEI) in management education and practice. DESIGN/METHODOLOGY/APPROACH : We review the Project 2025, corresponding executive orders, and state laws that relate to reduce or eliminating DEI programs and goals. FINDINGS : We highlight the ways in which anti-DEI actions are harming and may continue to harm DEI scholars and practitioners. We then offer recommendations on ways to resist anti-DEI attacks. ORIGINALITY/VALUE : This essay highlights the role of scholars in the larger battle to uphold DEI values.
Fostering critical thinking in first-year accounting students : insights from a semester-long intervention
Terblanche, E.A.J.; Joynt, Corlia Maria; Stiglingh, M. (Madeleine); Du Preez, Hanneke; Diedericks, L. (Taylor and Francis, 2025-11-14)
There have been demands in recent years for a focused inclusion of critical thinking in the accounting curriculum to enhance accounting students’ critical thinking skills. This has placed the onus on accounting educators to actively explore ways in which accounting courses should be (re)designed to achieve this goal. This exploratory study employed a pre-test, post-test quasi-experimental design over two research cycles (2023 and 2024) to determine whether embedding explicit critical thinking instruction within a first-year course in an accounting degree could support students’ development of critical thinking skills. The researchers firstly designed and implemented a one-semester critical thinking intervention aimed at enhancing students’ critical thinking. Secondly, the researchers made use of the Abstract Reasoning Test (ART) and Critical Reasoning Test (CRT) to measure participants’ abstract reasoning abilities and their verbal and numerical critical reasoning abilities before and after participation in this intervention. Results reveal a statistically significant difference (p < 0.001) between the pre-test and post-test scores of participants in both the ART and CRT assessments during both research cycles. These findings demonstrate that a one-semester critical thinking intervention, incorporating explicit critical thinking pedagogies and activities within the accounting curriculum, can provide support for the development of accounting students’ critical thinking skills.
Accounting for radical change : framing in a social movement leading to a radical change decision
Winkler-Titus, Natasha; Crafford, Anne (Emerald, 2025-12)
PURPOSE – This paper accounts for radical unplanned change driven by marginalized workers at the society-organization intersection in an emerging market context (South Africa). The purpose is to provide a contextual understanding of radical organizational change, highlighting local and national conditions and illustrates frame extension via collective identity. DESIGN/METHODOLOGY/APPROACH – An interpretive case study explored the #Outsourcingmustfall process at Uptown Academy, a large urban university in post-Apartheid South Africa. Data from 18 interviews, observations, documents and social media were analyzed using grounded theory. FINDINGS – The findings demonstrate the origin of collective action frames in discursive material rooted in contextual conditions and cultural narratives, shaped by historical context, socio-economic conditions and political opportunity. They highlight the power of frame extension linking the plight of outsourced workers to a culturally resonant collective identity, enabling alignment between different activist groups. Key mechanisms driving the change included relational activism, appropriate framing to shift management sense-making and creating a crisis through coercive tactics which included the use of social media. RESEARCH LIMITATIONS/IMPLICATIONS – The study offers practical insights for leaders on recognizing vulnerability to societal pressures, understanding the dangers of framing complex issues solely through a market logic, managing communication via social media platforms and appreciating the tactical responsiveness of marginalized groups. Theoretically, it aids in refining change theories in challenging contexts and understanding how framing influences organizational change. ORIGINALITY/VALUE – This paper contributes a contextual understanding of radical change in the global south, provides insights on frame extension through collective identity and explains how social movement mechanisms precipitate radical organizational change.
Influence of technostress on work engagement and workplace flourishing : the mediating role of perceived organizational support
Harunavamwe, Martha; Ward, Chene; Marange, Tatenda (Taylor and Francis, 2025-12)
The study addresses the role of perceived organisational support (POS) in the relationship between technostress and positive work outcomes (workplace flourishing and work engagement) from the perspective of the Stress-Strain Model using a sample of 302 university employees in South Africa. Using a structural equation model done using AMOS version 22, results revealed that technostress had a negative significant direct effect on work engagement but had no statistically significant direct effect on workplace flourishing. POS had a positive and significant direct effect on work engagement as well as workplace flourishing. POS also partially mediates the relationship between technostress and work engagement whilst fully mediating the relationship between technostress and workplace flourishing. POS lessens the negative impact of technostress on work engagement and completely buffers its effects on workplace flourishing. These findings highlight the importance of ICT support on positive work outcomes in digitised hybrid and virtual work settings. They also present theoretical and practical implications for management to improve workplace flourishing and engagement in the new world of work. Results shows that technostress undermines work engagement and flourishing, so organisations should implement practical support measures including training, clear guidance and manageable technology use to help employees cope and maintain well-being and engagement.
Struggling against violence and harassment in the workplace : a legal narrative of the BRICS countries' experience
Sychenko, Elena; Chikireva, Irina; Korde, Rupa; Bothra, Aakash; Laruccia, Mauro; Cusciano, Dalton; Wang, Jiaojiao; Carrim, Nasima Mohamed Hoosen (Publshing House V.Ема, 2025)
The adoption by the International Labour Organization (ILO) of a special convention dedicated to the struggle against violence and harassment in the workplace, namely the Violence and Harassment Convention, 2019 (C190), is a special opportunity to research the level of protection against these phenomena granted by national legislations and to better understand the ways to improve it. The main objective of this article is to analyze the national approaches of the BRICS countries to the issue of harassment in the world of work in order to identify the current problems and the possible ways of solving them, including through the implementation of the norms of the C190 or following Violence and Harassment Recommendation, 2019 (No. 206) (R206). In the five sections of this article, each of which is dedicated to a separate member state of BRICS, the authors examine the national labor legislation and other laws that are relevant to the topic, the gaps in these norms as compared to the requirements of the C190, and the case law in this field. The research demonstrates that certain BRICS nations, such as South Africa, have implemented a legal framework to address and prevent harassment, having ratified C190. In Brazil, violence and harassment in the workplace are not regulated by a special law; instead, the country’s norms are rather fragmented and tend to protect mostly women, in particular against sexual harassment. On the other hand, countries such as China and India, despite their focus on prohibiting sexual harassment against women, often overlook the aspect of moral harassment. Russia tends to neglect both issues, altogether disregarding the inclusion of specific norms in the labor law.
The role of perceived organisational support on technostress and work–family conflict
Ward, Chenè E.; Harunavamwe, Martha (AOSIS, 2025-06)
ORIENTATION : The role of workplace support has been well established; however, with tech-driven hybrid work settings, technostress makes managing work-family conflict daunting for employees. RESEARCH PURPOSE : This study investigates the role of perceived organisational support (POS) in the relationship between technostress and work–family conflict. MOTIVATION FOR THE STUDY : Constant connectivity and escalating technological demands, contribute to work–family conflict, with employees struggling to manage responsibilities across personal and professional lives. Organisational support can help mitigate technostress by aiding in managing work-home boundaries. By examining the mediating role of organisational support, this study seeks to provide actionable insights for reducing technostress-related conflicts, ultimately supporting a healthier work–life balance. RESEARCH APPROACH/DESIGN AND METHOD : The study utilised a cross-sectional quantitative survey using self-administered questionnaires. The sample comprised 302 higher education employees in South Africa. The SmartPLS programme was used to analyse the data. MAIN FINDINGS : Both technostress and POS have a strong direct effect on work–family conflict, and POS mediates the relationship between technostress and work–family conflict. PRACTICAL/MANAGERIAL IMPLICATIONS : Leaders must rethink the way technology is implemented and used to avoid work–family conflict. It remains important that supportive work environments are created to enhance POS as a job resource to buffer the negative impact of job demands such as technostress and work–family conflict on employees. CONTRIBUTION/VALUE-ADD : The study deepens our understanding of the role perceived organisational support plays in the relationship between technostress and work–family conflict.
Navigating ethical tensions : remote working experiences of female middle managers in South Africa
Rust, Andre R.; Madikizela-Theu, Busisiwe M.; Harunavamwe, Martha; Kanengoni, Herbert; Carrim, Nasima Mohamed Hoosen; Chinyamurindi, Willie T. (AOSIS, 2025-02)
ORIENTATION : The coronavirus disease 2019 (COVID-19) pandemic led many organisations to adopt remote work, highlighting a need to understand employees’ experiences. This shift has created a demand for interventions to support employees and organisations alike, particularly in managing the ethical challenges that accompany remote work. RESEARCH PURPOSE : This study aimed to examine the ethical tensions faced by female middle managers in South Africa when working remotely. MOTIVATION FOR THE STUDY : The study responds to calls to explore new working models, such as remote work, and their implications for both employees and organisations. RESEARCH APPROACH/DESIGN AND METHOD : Using an interpretivist paradigm and a qualitative approach, this study focused on a sample of 23 female middle managers from public service entities in the Eastern Cape, South Africa. Narrative analysis was employed to explore participants’ experiences, with data analysis incorporating three levels of meaning-making based on previous organisational behaviour research. MAIN FINDINGS : Three primary ethical tensions emerged. Firstly, ‘to disclose or not to disclose’ captured the challenge of accounting for time worked remotely. Secondly, ‘to trust or not to trust’ revealed trust issues between managers and their teams. Thirdly, ‘to control or not to control’ highlighted the difficulty of balancing autonomy and oversight. PRACTICAL/MANAGERIAL IMPLICATIONS : Proposed interventions include: (1) clear policy guidelines for remote work, (2) training on remote work etiquette, (3) a supportive organisational culture and (4) accountability measures to foster trust. CONTRIBUTION/VALUE-ADD : The findings offer public service entities insights to transition from command-and-control models towards adaptive approaches balancing autonomy with organisational goals.
The identity work of leaders when transitioning to leading COVID-19-induced virtual teams
Coetzee, Elonya; Stanz, Karel J.; Luyt, Karen (AOSIS, 2025-08)
ORIENTATION : The coronavirus disease 2019 (COVID-19) necessitated remote work, giving rise to enforced virtual teams. This shift created new complexities and paradoxes that leaders were compelled to address. RESEARCH PURPOSE : This study aimed to theorise the identity work involved in reconstructing role identity when leaders transition to leading COVID-19-induced virtual teams. MOTIVATION FOR THE STUDY dy: There is limited empirical research on the identity work of leaders during transitions to virtual leadership necessitated by external crises such as a pandemic. RESEARCH APPROACH/DESIGN AND METHOD : A qualitative, constructivist grounded theory approach was employed. Data were collected through 18 online interviews and analysed using grounded theory and Gioia methodology. MAIN FINDINGS s: The study used an adaptive process model with four conditions of emergence to theorise identity work. During the disequilibrium phase, COVID-19 created identity tensions through virtual paradoxes. In the amplification phase, these tensions led to role complexities. This triggered the recombination or self-organisation phase, where leaders began to claim their virtual leadership identity through behavioural complexity—balancing transactional and transformational practices. In the stabilising feedback phase, this claimed identity was validated by team members. PRACTICAL/MANAGERIAL IMPLICATIONS : In crisis-induced virtual settings, leaders can adapt their roles effectively by employing both transactional and transformational behaviours to navigate complexity. CONTRIBUTION/VALUE-ADD : This study presents a novel view of role theory by proposing that roles function as complex adaptive systems. It introduces a grounded model using the concept of ‘complex adaptive agency’ to explain the identity work leaders undertake when transitioning to virtual leadership during crises.
Career management behaviours and subjective career success : job crafting and personenvironment fit as personal resources
Olckers, Chantal; Koekemoer, Eileen (Sage, 2025-07)
Career involves proactive behaviours to advance employee's professional standing. Drawing on the Conservation of Resources and Career Construction theories, this study focuses on how employees manage their careers proactively by changing or shaping their jobs (through job crafting and person-environment fit) to experience subjective career success. Data were collected in South Africa from 492 working adults through electronic surveys, and the relationships were explored through structural equation modelling. This study adds insights into the underlying mechanism (i.e., person-environment fit) that elucidates how approach crafting (career management behaviour) relates to subjective career success. Illustrating how employees can utilise approach crafting (by increasing structural and social resources or by increasing challenging demands) as a resource-generating behaviour to improve their person-environment fit. Thus, as a result of job crafting, person-environment fit can be utilised as a personal resource to increase subjective career success.
Toward the development of entrepreneurial career competencies in South Africa
Nel, Alewyn; Botha, Melodi (World Scientific Publishing, 2025-07)
In South Africa, entrepreneurship as a possible career choice is promoted through the development of Entrepreneurial career competencies (ECCs). Yet, competency assessment approaches have been principally developed in a Global North context and hence may be less applicable to entrepreneurship in the Global South, including South Africa. This study aims to validate an entrepreneurial career competencies instrument by measuring 14 uniquely identified ECCs on a heterogeneous sample of 1,305 South African entrepreneurs. Item analysis, principal component analysis (PCA), exploratory factor analysis (EFA) and exploratory structural equation modeling (ESEM) were conducted. The findings suggest a reliable 57-item instrument; a second-order four-factor model was confirmed as appropriate for the 14 ECCs. The South African instrument differs from other entrepreneurial competency instruments, as it includes key psychological competencies that contribute to the development of an entrepreneurial mindset. From a practical perspective, the instrument includes social and managerial dimensions that can be used to identify low-performing ECCs and provide specific training and development to enhance the identified ECCs.
Outcomes of decent work among blue-collar workers in South Africa : the role of job satisfaction
Koekemoer, Eileen; Masenge, Andries (Sage, 2025-05)
Vocational research using the psychology of working theory (PWT) is increasing. Still, empirical studies testing the hypothesized relationships among this theory’s intended target group (e.g., working class or blue-collar workers) are scant. Given the context of South Africa, and drawing on the PWT, this study adds to career literature by illustrating the indirect effect of job satisfaction on the relationship between decent work and two work-related outcomes (i.e., subjective career success and turnover intention) among a sample of South African blue-collar workers. Our results confirmed the bifactor five-factor structure for decent work among a sample of blue-collar workers in South Africa. Specifically, we contribute to existing knowledge about the outcome portion of the PWT model within non-western contexts, by illustrating the direct relationship of decent work with two outcomes i.e., subjective career success and turnover intention and provide evidence for the indirect effect of job satisfaction in these relationships.
Human resource practices aligned with sustainable development goals
Dhanpat, Nelesh; Stanz, Karel J. (AOSIS, 2024-12)
No abstract availaable.

Browse

Recent Submissions