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

Human resource management practices in quantity surveying firms

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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Mentoring and human resource development in the construction industry South Africa : where we are and where we need to go : a literature review

Mentoring and coaching leaders in the public sector

  • Authors: Erasmus, Lesley Michael
  • Date: 2012-06-07
  • Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
  • Type: Mini-Dissertation
  • Identifier: uj:8710 , http://hdl.handle.net/10210/5062
  • Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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A valuation of an accelerated academic mentoring programme for senior lecturers

  • Authors: Dye, Rodene Natalie
  • Date: 2018
  • Subjects: College teachers , Mentoring , Career development
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/283373 , uj:30558
  • Description: Abstract: Orientation: Mentoring is gaining popularity in organisations as a career accelerator to address organisational complexity. This is also true of the South African higher education sector, which is challenged by equity demands and the fact that a great number of scholars will be retiring over the following decade. For higher education institutions to contribute to society, developing the careers of their academics has become imperative. In the present study, a dialogic approach was used to determine the core strengths and appreciate what is best about an accelerated mentoring programme in a cosmopolitan university for senior lecturers. Research aim: The primary aim of this study was to explore the value of an accelerated academic mentoring programme for senior lecturers within a metropolitan university. Motivation for the study: From a South African perspective, it is critical to ensure that the next generation of academics is academically and intellectually equipped to substantively transform and develop South African universities. As faculty members are considered to be the primary deliverers of quality education, the ability of institutions to accelerate the careers and redress imbalances related to underrepresented academics is of paramount importance. A need exists for interventions and structures to be implemented at a national and institutional level to develop and fast-track the next generation of academics, to the benefit of higher education and society in general. Given this challenge, universities started to implement formal mentoring programmes, often haphazardly, in an attempt to equip faculty members with the requisite skills and capabilities to meet both the employment equity and the knowledge requirements of the country. There is therefore a need to determine the success of formal mentoring programmes in South African higher education institutions. Research approach and method: A qualitative research approach using a case study strategy was employed in a metropolitan university in South Africa. To address the stated aim and sub-aims of the study, the chosen research design was executed in two research phases. In Phase 1, primary data were collected using the appreciative inquiry method, and analysed using a collaborative approach. In Phase 2, semi-structured interviews were conducted, and the data were analysed... , M.Phil.
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Personnel management practices in Nigerian quantity surveying firms

  • Authors: Oke, Ayodeji , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
  • Date: 2016
  • Subjects: Personnel management - Nigeria , Mentoring , Quantity surveying - Personnel management - Nigeria
  • Language: English
  • Type: Article
  • Identifier: http://hdl.handle.net/10210/219400 , uj:21896 , Citation: Oke, A., Aigbavboa, C. & Thwala, W. 2016. Personnel management practices in Nigerian quantity surveying firms. Journal of Construction Project Management and Innovation, 6(SI):1651-1663. , ISSN: 2223-7852
  • Description: Abstract: One of the basic responsibilities of top managers of an organisation is the ability to manage, supervise and control other members of staff in the best possible way to ensure optimum performance and high productivity. Failure to understand, acknowledge and meet the expectation and requirement of staff members by an organisation may lead to deterioration in commitment, loyalty to the values of the organisation, lack of motivation and eventually, low productivity. In this study, personnel management (PM) practices in Nigerian quantity surveying firms were examined by evaluating various human resource management (HRM) approach and techniques. The aspects considered are staff strength, welfare, training and development, mentoring and succession rate. Questionnaires were adopted for the study and it was administered on quantity surveying firms using convenient sampling method. Quantity surveying firms are not providing their members of staff with the necessary and expected welfare and mentoring and level of staff training is below average. In view of this, managers, directors and other top management staff of quantity surveying firms should ensure proper recruitment and selection process at the initial stage of personnel management; improve on staff training and development strategies; be concerned about staff welfare and mentoring; maintain a strong, stable, and increasing staff strength; and prioritise staff mentoring and succession in order to enhance productivity of staff and general performance of the firms. This will not only improve their innovativeness in delivering better to clients but will also enhance better competition in both local and international market.
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Determining the potential benefits of the engineering mentoring programs for graduates

  • Authors: Ilemobade, Ozofu Olabisi
  • Date: 2018
  • Subjects: Engineering - Management , College graduates , Mentoring
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/393628 , uj:32575
  • Description: Abstract: Engineering graduates’ inability to apply theoretical knowledge in actual practice has become a major challenge in getting them integrated into the workplace and the industry. This inability has also affected the prospect of preparing and developing the future generations of engineering professionals. As a result, both the engineering and construction industries in South Africa are faced with the difficulty of sourcing the relevant engineering workforce. Furthermore engineering graduates cannot be successful in the industry without the relevant competency. Mentoring has been established as a tool for personal and professional development. This study explores mentoring benefits and how mentoring can be utilised to build practical skills needed by the engineering graduates for the purpose of integration and establishment in the industry. Existing engineering professionals should endeavour to engage in mentoring in order to bridge the skills gap between them and the engineering graduates by creating opportunities for them to access practical skills. This study used a qualitative research methodology. Interviews were conducted with seven engineering, construction and academic professionals who perceived mentoring as one of the vital tools in getting the graduates competent. Based on the analysis of data collected during a semi-structured interview with the participants, it was evident that participants viewed mentoring as a vital tool in equipping graduates with the relevant skills for the workplace and the industry. The implication of this study is that engineering graduates will acknowledge the significance of mentoring in exposing them to experiential learning, and organisations will be encouraged to support mentoring in generating competent human resources. , M.Phil. (Engineering Management)
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Academic mentoring : a valuation of an accelerated development programme

  • Authors: Ceronio, Louise
  • Date: 2018
  • Subjects: Career development , Action research , Appreciative inquiry , Mentoring , Valuation
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/283056 , uj:30513
  • Description: M.Phil. (Leadership Coaching) , Abstract: There is a need for an effective accelerated career development intervention such as mentoring to address the imbalances of the past still prevalent in the South African higher education context. Such an intervention should contribute towards the development of the next generation of academics for more senior roles. Mentoring programmes for academic advancement have been implemented in the higher education sector, but the value gained by the participants of such programmes has not been explored. The aim of this study was to explore what is to be valued by an academic mentoring programme for accelerated career development. The strategy towards this end was a case study. The case was an accelerated academic mentoring programme for lecturers in a higher education institution. The positive action research method of appreciative inquiry was applied in a two-phase design. The mentees (11 participants) took part in a facilitated appreciative inquiry workshop, and the mentors (5 participants) participated in appreciative interviews. The participants were able to identify the positive core of their mentoring programme, which enabled them to envision how such a programme may lead to academics flourishing in terms of teaching, research, community involvement, and academic leadership. Subsequently, the participants co-constructed an architecture for an ideal mentoring programme. The participants finally suggested the deliverables required for enhancing and guaranteeing the sustainability of a mentoring programme. On a methodological level, the positive action research method of appreciative inquiry was introduced as an approach to value (as opposed to evaluate) an academic mentoring programme. On a theoretical level, the findings corroborated the positive impact of mentoring on career development, in particular in the higher education context. On a practical level, the appreciative inquiry method empowered the participants to become appreciative of the value of the mentoring programme, encouraging them to become more self-directed in their personal career development.
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An exploratory study of influences of mentoring on retention of graduates in the construction sector: a literature

Engineering students’ visual metaphors for mentorship : implications for the candidacy period

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