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Influences of mentoring functions on job satisfaction and organizational commitment of graduate employees

Assessing the influence of mentoring functions on job satisfaction and organizational commitment of new construction employees : a literature review

  • Authors: Nkomo, Morena William , Thwala, Wellington Didibhuku
  • Date: 2015
  • Subjects: Mentoring , Construction , Graduates
  • Language: English
  • Type: Conference proceedings
  • Identifier: http://hdl.handle.net/10210/71946 , uj:18216 , Citation: Nkomo, M.W. & Thwala, W.D. 2015. Assessing the influence of mentoring functions on job satisfaction and organizational commitment of new construction employees : a literature review.
  • Description: Abstract: The business world has long known and relied upon mentoring as a proven technique for developing in house talent. Previous studies proved that the implementation of mentoring programme is beneficial for enhancing employee skills and attitudes. Few researchers are devoted to exploring the impact of mentoring functions on job satisfaction and organizational commitment of new graduates. This paper is aimed at examining the effects of mentoring functions on the job satisfaction and organizational commitment of new construction employees in the influence of mentoring functions in South African construction industry. The study was mainly a literature review, an exploratory study with a special focus on the impact of mentoring functions on job satisfaction and organizational commitment of employees within organizations. The data used in the report was mainly qualitative, based on the historical data. The study indicated that career development and role modelling functions have a positive effect on the job satisfaction and organizational commitment of new employees. However the psychosocial support function was incapable of providing adequate explanation for these work outcomes. The study suggest that graduate managers should improve the career development and role modelling functions of mentoring in order to enhance the job satisfaction, organizational commitment of new employees. The early success of the initiatives described provide useful lessons for the construction industry and executives who recognize that mentoring functions on job satisfaction and organizational commitment are critical for sustaining future organizational performance.
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Perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry

  • Authors: Wakelin-Theron, Nicola , Ukpere, Wilfred I. , Spowart, Jane
  • Date: 2018
  • Subjects: Important knowledge and skills , Tourism industry , Graduates
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/279706 , uj:30042 , Citation: Wakelin-Theron, N., Ukpere, W.I. & Spowart, J. 2018. Perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. African Journal of Hospitality, Tourism and Leisure, 7(4):1-18. , ISSN: 2223-814X
  • Description: Abstract: Higher education institutions (HEIs) are under increasing pressure to equip graduates with the necessary knowledge, skills, and attributes that would make them employable and highly versatile in various tourism sectors. This means that the various qualifications in tourism that are awarded by HEIs should reflect the tourism industry’s needs and expectations. Consequently, it is important to identify the kind of knowledge skills that need to be developed in tourism graduates to prepare them for the working world. The purpose of this article is to identify the perceptions of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry. The research adopted a sequential explanatory mixed method, which entailed combining quantitative and qualitative methods. However the findings, both from the quantitative and qualitative phases highlight the important knowledge and skills required. In terms of important knowledge and skill, both parties seem to be at par in their perception. The study found that the most important knowledge and skills required in the tourism industry are customer service/awareness, ethical conduct at work, verbal communication, acceptance of responsibility, attention to detail, ability to work under pressure, time management skills, and motivation. Significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding professional, operational, knowledge and skills attributes. However, no significant differences existed between the perceptions of tourism graduates and those of the tourism industry regarding personality traits. This paper is hopefully useful for the development of important knowledge and skills required in the tourism industry. As such it has meaning for higher education institutions that offer tourism qualifications as well as the tourism industry who employs tourism graduates. This paper is original, as the study contributes to the body of knowledge and skills required in the tourism industry since no other paper as far as could be assessed, has taken up the topic of the perception of tourism graduates and the tourism industry on the important knowledge and skills required in the tourism industry in South Africa.
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An exploratory study of influences of mentoring on retention of graduates in the construction sector: a literature

Self-management strategies of graduate employees to enhance work engagement

  • Authors: Dhanpat, Nelesh , Danguru, Dorothy L. , Fetile, Oyisa , Kekana, Kholeka , Mathetha, Kholosa N. , Nhlabathi, Sphiwe F. , Ruiters, Elmain
  • Date: 2021
  • Subjects: Self-management , Work engagement , Graduates
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/481346 , uj:43612 , Citation: Dhanpat, N. et al. 2021. Self-management strategies of graduate employees to enhance work engagement.
  • Description: Abstract: ORIENTATION: The hiring of graduates is valuable to organisations. It is necessary to understand the self-management behaviours they display and the behaviours required to keep them engaged RESEARCH PURPOSE: The purpose of this study was to explore how self-management strategies enhance work engagement of recent graduates who find themselves in a new environment of the world of work MOTIVATION FOR THE STUDY: Employee engagement is of both academic and practitioner interest. With organisations hiring graduates, it is valuable to understand the self-management behaviours needed to remain engaged. RESEARCH APPROACH/DESIGN AND METHOD: A qualitative research approach was employed through an interpretivist research paradigm. A purposive sample of 12 graduate employees (median age = 24) in various fields of work were interviewed (women = 11, men = 1; black = 11, coloured = 1). The graduates participated in semi-structured interviews. A thematic analysis was conducted and five themes emerged. MAIN FINDINGS: Through an inductive approach, the five themes that emerged concerning self-management strategies used by graduates to enhance their work engagement are goal setting, self-cueing, self-observation, self-reward and self-punishment and work engagement practices PRACTICAL/MANAGERIAL IMPLICATIONS: Self-management strategies help to sustain an engaged workforce. Organisations that make use of graduate recruitment will largely benefit from the findings. CONTRIBUTION/VALUE-ADD: There is limited research on the topic pertaining to graduate employees. Graduates remain relevant in the organisation, and hence, the study makes a contribution to theory and practice. A model is presented with recommendations for graduates and the organisation, which, when implemented, have the potential to enhance work engagement.
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