Evaluating the career status of IT professionals
Adsorption, kinetic and thermodynamic study of Al, Mn and Fe adsorption with natural attapulgite
- Authors: Ntuli, Freeman , Falayi, Thabo , Mabasa, Cyril
- Date: 2015
- Subjects: Attapulgite , Aluminum , Manganese , Iron , Adsorption
- Type: Article
- Identifier: uj:5126 , ISBN 978-1-61804-270-5 , http://hdl.handle.net/10210/14089
- Description: Natural attapulgite was utilized as an adsorbent for the removal of Al, Fe and Mn from a mixed metal effluent. Adsorption experiments were carried out by agitation of a fixed amount of attapulgite with a fixed volume of effluent waste stream in a thermostatic shaker for varying times. Attapulgite showed that it was capable of neutralising the acidic waste stream effluent as pH after 3 hour rose from 2 to 7.46. 4% solid loading of attapulgite could remove 85% Mn(II), 90% Al(III) and 100% Fe(III) The experimental data best fit Langmuir, Freundlich, Temkin and Dubinin-Radushkevich isotherm models and the adsorption mechanism was physisorption. The adsorption process fitted well the pseudo second order kinetics for all metal ions studied. Thermodynamic data showed that Fe(III) and Mn(II) adsorption was thermodynamically spontaneous whilst Al(III) was not thermodynamically spontaneous. The process is endothermic for all metal ions. An increase in temperature resulted in an increase in spontaneity of the adsorption process. An increase in metal concentration resulted in an increase in amount of metal ion adsorbed per unit weight of attapulgite.
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Turning the tide" a new wave of HR: devolving HR capabilities to line managers
Re-establishing the psychological contract as a precursor to employee retention
- Authors: Dhanpat, N. , Parumasur, S. B.
- Date: 2014
- Subjects: Employee retention , Job satisfaction , Labor turnover , Psychological contract
- Type: Article
- Identifier: uj:5538 , http://hdl.handle.net/10210/14073
- Description: The violation and breach of a psychological contract and trust often results in a decline in employees’ willingness to contribute and intentions to stay in an organization. Hence, this paper aims to understand the psychological contract and trust and their role in employee retention. It focuses on employee and organizational expectations and the importance employees attach to these and assesses issues of trust, job satisfaction and intentions to leave. Data was collected using an established questionnaire whose psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was analyzed using descriptive and inferential statistics. The findings reflect that mutual trust and, meeting expectations and having their expectations met by the organization are important to employees. Based on the results of the issues of the psychological contract and trust, recommendations are tabulated, which when implemented, have the potential for enhancing employee retention and reducing intentions to leave the organization.
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The relationship between strategic leadership and employee performance in a parastatal
- Authors: Dhanphat, N. , Mokgahla, N. , Jansen, A.
- Date: 2015-06-08
- Subjects: Transformational leadership , Government business enterprises , Performance - Management , Organizational change , Leadership
- Type: Article
- Identifier: uj:6184 , http://hdl.handle.net/10210/14070
- Description: There is a plethora of leadership literature which place emphasis on the importance of leadership in the performance of employees and organizations. Strategic leadership is of particular interest since this has been a focus in organizations. Strategic leadership is defined by Hitt, Ireland and Hoskisson (2004) as the ability to foresee, envisage, maintain flexibility, and empower others to create strategic change as necessary as part of organizational process. Since the literature on strategic leadership is still in development, parallels are drawn between strategic leadership and transformational leadership styles. This paper aims to understand the relationship between employees’ perceptions of strategic leadership (transformational leadership) of their leaders and employee performance within a South African parastatal. The Multifactor Leadership Questionnaire (MLQ) was used to collect data on leadership styles. The psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha. Descriptive and inferential statistics were used to analyze data. The findings reflect that there is a positive linear and significant relationship between strategic leadership and employee performance. Based on the results of the study, recommendations are provided, which when implemented have the potential to enhance employee performance.
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