Investigating the management of diversity in the staffroom of former model C schools in Gauteng
- Authors: Ayres, Judy Louisa
- Date: 2013-06-03
- Subjects: Diversity in the workplace , School management and organization , Model C schools (South Africa)
- Type: Thesis
- Identifier: uj:7575 , http://hdl.handle.net/10210/8438
- Description: M.Ed. (Educational Leadership and Management) , In our dynamic South African society effective leadership is a huge challenge and an important responsibility. It has to be realised that one of the realities that is increasingly imposing itself on socio-politico-economic management all over the world, as globalisation becomes dominant, is the need to manage diversity (Kauzya, 2002:2). School leaders are faced with the challenge of transforming schools to comply with rapidly changing policies to meet the needs of a changing society, and are in a key position to develop a strategy for promoting and managing diversity (Naidu, Joubert, Mestry, Mosoge & Ngcobo, 2008:2). Managing diversity in the workplace is a worldwide phenomenon (Harris, Moran & Moran, 2004:208). Unlike other culturally diverse countries such as the United States, Britain, Canada and Australia which have paid attention to multicultural issues since the 1970s, South Africa is now only beginning to face the challenges brought about by a multicultural approach (Grobler, Wärnich, Carrell, Elbert & Hatfield, 2006:79; Loock, Grobler & Mestry, 2006:16). Managing diversity in South Africa is no easy responsibility due to historical racial segregation and institutionalised separate development, which resulted in a lack of understanding between people from different backgrounds and cultures (Meier, 2007:655; Ngobese, 2004:19-20). If managed well, diversity provides benefits that enhance organisational performance. When ignored or mismanaged, diversity brings challenges and obstacles that can hinder the organisation‟s ability to achieve organisational goals (Cox, 2001:4; Moodian, 2009:36).
- Full Text:
- Authors: Ayres, Judy Louisa
- Date: 2013-06-03
- Subjects: Diversity in the workplace , School management and organization , Model C schools (South Africa)
- Type: Thesis
- Identifier: uj:7575 , http://hdl.handle.net/10210/8438
- Description: M.Ed. (Educational Leadership and Management) , In our dynamic South African society effective leadership is a huge challenge and an important responsibility. It has to be realised that one of the realities that is increasingly imposing itself on socio-politico-economic management all over the world, as globalisation becomes dominant, is the need to manage diversity (Kauzya, 2002:2). School leaders are faced with the challenge of transforming schools to comply with rapidly changing policies to meet the needs of a changing society, and are in a key position to develop a strategy for promoting and managing diversity (Naidu, Joubert, Mestry, Mosoge & Ngcobo, 2008:2). Managing diversity in the workplace is a worldwide phenomenon (Harris, Moran & Moran, 2004:208). Unlike other culturally diverse countries such as the United States, Britain, Canada and Australia which have paid attention to multicultural issues since the 1970s, South Africa is now only beginning to face the challenges brought about by a multicultural approach (Grobler, Wärnich, Carrell, Elbert & Hatfield, 2006:79; Loock, Grobler & Mestry, 2006:16). Managing diversity in South Africa is no easy responsibility due to historical racial segregation and institutionalised separate development, which resulted in a lack of understanding between people from different backgrounds and cultures (Meier, 2007:655; Ngobese, 2004:19-20). If managed well, diversity provides benefits that enhance organisational performance. When ignored or mismanaged, diversity brings challenges and obstacles that can hinder the organisation‟s ability to achieve organisational goals (Cox, 2001:4; Moodian, 2009:36).
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A model of work identity in multicultural work settings
- Authors: Bester, Francois
- Date: 2012-10-25
- Subjects: Diversity in the workplace , Teams in the workplace , Multiculturalism , Intercultural communication , Communication in organizations
- Type: Thesis
- Identifier: uj:10440 , http://hdl.handle.net/10210/7906
- Description: D.Phil. , Identity is a cognitive concept that describes “who I am”, and an important part of an individual’s identity is derived from shared social entities. However, as work and the work setting began playing prominent roles in most people’s social lives, the social identity derived from the working environment became the focus of several studies. It was, however, recognised that the locus of identification stretched beyond the organisation to other social phenomena available in the work setting. This finding encouraged a change of focus, which asserts that facets of work are sources of identification. The construct, work identity (WI), captures this extended understanding of social identity derived from work. There were also several research agendas about ways to strengthen or manipulate the relationship between employees and their work and/or workplace. Concepts such as work involvement, work commitment, work engagement, work centrality, and person-organisation fit represent this category of enquiry. As identity or identification was often mentioned in the definitions of these concepts, the concepts are perceived as WI-associated concepts. As several researchers recognised concept redundancy or concept contamination among the WI-associated concepts and between the WI-associated concepts and WI, further clarification of WI was needed. The purpose of this research project was to generate a model of the antecedents and consequences of WI in multicultural work settings. Conducting the research in a multicultural setting did not only test the theoretical ideas in a challenging context, but it contributed to a better understanding of employees from the research setting. The study used a cross-sectional field survey in order to gather responses from a convenience sample of employees from workplaces in Dubai. Data from 644 respondents was subjected to regression analysis and structural equation modelling. One characteristic of the dataset was the positively skewed distribution within some scales and significant disparity in the mean calculations of different nationality groups. Applying multiple regression to analyse and explore bivariate relationships, the data supported a positive relationship between job resources and WI. As an unexpected weak positive relationship between job demands and WI was also found, further research into the behaviour of job demands is required. A strong predictive relationship between WI and work engagement was indicated and a negative relationship between WI and turnover intentions was supported. Structural equation modelling identified a parsimonious model of WI in multicultural work settings which contained the concepts of job resources and job demands as antecedents of WI, with work engagement and turnover intentions as consequences of WI. The strength of causal relationships within this model was significantly affected by three moderator variables, namely level of education, age and, most strongly, by nationality. Therefore, although a stable covariance model was accepted, different nationality groups still processed the relationships between variables within the model in unique ways. Although WI manifested itself as a single-component structure in previous research that operationalised WI in the same way as this study, three facets of WI emerged here: work centrality, person-organisation fit, and value congruence. The different WI facets did not consistently relate to the antecedents or the consequences of WI in the same way. In addition, in response to findings of redundancy and contamination in previous studies, WI was found to be distinct from work engagement. This finding is a catalyst for future research to explore facets of WI and for researchers to revisit work engagement a consequence of WI and work engagement in multicultural work settings.
- Full Text:
- Authors: Bester, Francois
- Date: 2012-10-25
- Subjects: Diversity in the workplace , Teams in the workplace , Multiculturalism , Intercultural communication , Communication in organizations
- Type: Thesis
- Identifier: uj:10440 , http://hdl.handle.net/10210/7906
- Description: D.Phil. , Identity is a cognitive concept that describes “who I am”, and an important part of an individual’s identity is derived from shared social entities. However, as work and the work setting began playing prominent roles in most people’s social lives, the social identity derived from the working environment became the focus of several studies. It was, however, recognised that the locus of identification stretched beyond the organisation to other social phenomena available in the work setting. This finding encouraged a change of focus, which asserts that facets of work are sources of identification. The construct, work identity (WI), captures this extended understanding of social identity derived from work. There were also several research agendas about ways to strengthen or manipulate the relationship between employees and their work and/or workplace. Concepts such as work involvement, work commitment, work engagement, work centrality, and person-organisation fit represent this category of enquiry. As identity or identification was often mentioned in the definitions of these concepts, the concepts are perceived as WI-associated concepts. As several researchers recognised concept redundancy or concept contamination among the WI-associated concepts and between the WI-associated concepts and WI, further clarification of WI was needed. The purpose of this research project was to generate a model of the antecedents and consequences of WI in multicultural work settings. Conducting the research in a multicultural setting did not only test the theoretical ideas in a challenging context, but it contributed to a better understanding of employees from the research setting. The study used a cross-sectional field survey in order to gather responses from a convenience sample of employees from workplaces in Dubai. Data from 644 respondents was subjected to regression analysis and structural equation modelling. One characteristic of the dataset was the positively skewed distribution within some scales and significant disparity in the mean calculations of different nationality groups. Applying multiple regression to analyse and explore bivariate relationships, the data supported a positive relationship between job resources and WI. As an unexpected weak positive relationship between job demands and WI was also found, further research into the behaviour of job demands is required. A strong predictive relationship between WI and work engagement was indicated and a negative relationship between WI and turnover intentions was supported. Structural equation modelling identified a parsimonious model of WI in multicultural work settings which contained the concepts of job resources and job demands as antecedents of WI, with work engagement and turnover intentions as consequences of WI. The strength of causal relationships within this model was significantly affected by three moderator variables, namely level of education, age and, most strongly, by nationality. Therefore, although a stable covariance model was accepted, different nationality groups still processed the relationships between variables within the model in unique ways. Although WI manifested itself as a single-component structure in previous research that operationalised WI in the same way as this study, three facets of WI emerged here: work centrality, person-organisation fit, and value congruence. The different WI facets did not consistently relate to the antecedents or the consequences of WI in the same way. In addition, in response to findings of redundancy and contamination in previous studies, WI was found to be distinct from work engagement. This finding is a catalyst for future research to explore facets of WI and for researchers to revisit work engagement a consequence of WI and work engagement in multicultural work settings.
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Diversity management in a technological context : a case study
- Authors: Chasi, Samia
- Date: 2011-11-24
- Subjects: Diversity in the workplace , Siemens Aktiengesellschaft (South Africa)
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/382752 , uj:1726 , http://hdl.handle.net/10210/4076
- Description: M.Phil. , In this study, diversity management is introduced as an issue of global concern. Based on the assumption that diversity, if well-managed, can be beneficial to organizations, a positive approach to diversity is strongly supported. Diversity management has an important role to play in South Africa for mainly two reasons. Firstly, because of South Africa's rich cultural history and apartheid legacy, diversity management issues arise as a concern more often than in other countries. Secondly, due to apartheid, South Africa was internationally isolated for many years, which gives issues around global competitiveness even more significance. In the South African context, the engineering sector is regarded as a motor for the country's development, in which the management of diverse workforces is highly relevant. This has to be seen in light of a serious challenge facing the sector, where diversity management requirements have to be reconciled with a skills shortage that seems to afflict the engineering sector in particular. All of these issues are illustrated by a case study. The practice of diversity management in Siemens South Africa serves to demonstrate that diversity management in South Africa is clearly centred on the contexts of race and race relations. Furthermore, the case study presents a comprehensive example of how a diverse workforce can be managed in a South African engineering company.
- Full Text:
- Authors: Chasi, Samia
- Date: 2011-11-24
- Subjects: Diversity in the workplace , Siemens Aktiengesellschaft (South Africa)
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/382752 , uj:1726 , http://hdl.handle.net/10210/4076
- Description: M.Phil. , In this study, diversity management is introduced as an issue of global concern. Based on the assumption that diversity, if well-managed, can be beneficial to organizations, a positive approach to diversity is strongly supported. Diversity management has an important role to play in South Africa for mainly two reasons. Firstly, because of South Africa's rich cultural history and apartheid legacy, diversity management issues arise as a concern more often than in other countries. Secondly, due to apartheid, South Africa was internationally isolated for many years, which gives issues around global competitiveness even more significance. In the South African context, the engineering sector is regarded as a motor for the country's development, in which the management of diverse workforces is highly relevant. This has to be seen in light of a serious challenge facing the sector, where diversity management requirements have to be reconciled with a skills shortage that seems to afflict the engineering sector in particular. All of these issues are illustrated by a case study. The practice of diversity management in Siemens South Africa serves to demonstrate that diversity management in South Africa is clearly centred on the contexts of race and race relations. Furthermore, the case study presents a comprehensive example of how a diverse workforce can be managed in a South African engineering company.
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Predictors of work-based identity
- Authors: De Braine, Roslyn Tania
- Date: 2012-10-25
- Subjects: Work-based identity , Diversity in the workplace , Corporate culture , Identity (Psychology) , Interpersonal relations
- Type: Thesis
- Identifier: uj:10436 , http://hdl.handle.net/10210/7902
- Description: D.Phil. , Orientation: The focus of this study is on the work-based identity construct. This study’s context is the South African multi-cultural and diverse work environment where different racial and cultural identities meet. South Africa’s transition into democracy requires a revised way of perceiving identity, particularly in the workplace. A revised way of viewing identity may be found in understanding work-based identity. Work-based identity is a multi-identity, multi-faceted, and multi-layered construction of the self. Its multi-faceted nature can be understood using three different dimensions, namely a structural, social, and individual-psychological, which influence the identity formation process. The structural dimension is the historical, legislative, national, and culturally embedded context in which individuals find themselves, and which influences identity formation. The social dimension refers to the social interaction that individuals engage in with other individuals. Career, occupational, and professional identity and organisational identification are the work-based identity facets that fall under this dimension. The individual-psychological dimension focuses on the individual’s personal identity orientation. Work centrality, job involvement, and person- organisation fit fall under this dimension. Work-based identity influences the way individuals behave in their work. It is developed as a result of the interplay between an individual’s personal resources and work processes. Work processes include work characteristics, which are job demands and job resources. Research purpose: As part of a larger work-based identity project, the primary objective of this study was to investigate whether job demands and job resources could serve as possible predictors of work-based identity. The Job Demands-Resources (JD-R) Model was used as the predictive model to account for both job demands and job resources in the prediction of work-based identity. Job demands were comprised of overload, job insecurity, and work-family conflict. Growth opportunities, organisational support, advancement, task identity, perceived external prestige, and team climate constituted the job resources. The possibility of non-linear relationships between job demands and work-based identity, and between job resources and work-based identity was also investigated. The possible mediation effects of job demands on the relationship between job resources and work-based identity was also assessed. Furthermore, the moderating effects of the biographical variables race, age, and gender on the relationships of each job demand and job resource with work-based identity were assessed. Lastly, the moderating effects of the demographic variables academic qualification, marital status, job level, medical fund, and work region on the relationship of each job demand and job resource with work-based identity were also assessed. Research design: A cross-sectional field survey design was used for this study. In addition, a census-based approach was utilised, where everyone in the target population (employees of a large South African Information and Communication Technology (ICT) company) had an equal opportunity to participate in the study. The target population of 23 134 employees yielded a sample of 2 429 (a response rate of about 11%). The Job Demands-Resources Scale (JDRS) was used to measure the job demands and job resources, except work-family conflict, perceived external prestige, task identity, and team climate. A Work-Family Scale, Perceived External Prestige Scale, Task Identity Scale, and Team Climate Scale were sourced and adapted to measure these constructs. Furthermore, a Work-based Identity Scale was developed for this study,
- Full Text:
- Authors: De Braine, Roslyn Tania
- Date: 2012-10-25
- Subjects: Work-based identity , Diversity in the workplace , Corporate culture , Identity (Psychology) , Interpersonal relations
- Type: Thesis
- Identifier: uj:10436 , http://hdl.handle.net/10210/7902
- Description: D.Phil. , Orientation: The focus of this study is on the work-based identity construct. This study’s context is the South African multi-cultural and diverse work environment where different racial and cultural identities meet. South Africa’s transition into democracy requires a revised way of perceiving identity, particularly in the workplace. A revised way of viewing identity may be found in understanding work-based identity. Work-based identity is a multi-identity, multi-faceted, and multi-layered construction of the self. Its multi-faceted nature can be understood using three different dimensions, namely a structural, social, and individual-psychological, which influence the identity formation process. The structural dimension is the historical, legislative, national, and culturally embedded context in which individuals find themselves, and which influences identity formation. The social dimension refers to the social interaction that individuals engage in with other individuals. Career, occupational, and professional identity and organisational identification are the work-based identity facets that fall under this dimension. The individual-psychological dimension focuses on the individual’s personal identity orientation. Work centrality, job involvement, and person- organisation fit fall under this dimension. Work-based identity influences the way individuals behave in their work. It is developed as a result of the interplay between an individual’s personal resources and work processes. Work processes include work characteristics, which are job demands and job resources. Research purpose: As part of a larger work-based identity project, the primary objective of this study was to investigate whether job demands and job resources could serve as possible predictors of work-based identity. The Job Demands-Resources (JD-R) Model was used as the predictive model to account for both job demands and job resources in the prediction of work-based identity. Job demands were comprised of overload, job insecurity, and work-family conflict. Growth opportunities, organisational support, advancement, task identity, perceived external prestige, and team climate constituted the job resources. The possibility of non-linear relationships between job demands and work-based identity, and between job resources and work-based identity was also investigated. The possible mediation effects of job demands on the relationship between job resources and work-based identity was also assessed. Furthermore, the moderating effects of the biographical variables race, age, and gender on the relationships of each job demand and job resource with work-based identity were assessed. Lastly, the moderating effects of the demographic variables academic qualification, marital status, job level, medical fund, and work region on the relationship of each job demand and job resource with work-based identity were also assessed. Research design: A cross-sectional field survey design was used for this study. In addition, a census-based approach was utilised, where everyone in the target population (employees of a large South African Information and Communication Technology (ICT) company) had an equal opportunity to participate in the study. The target population of 23 134 employees yielded a sample of 2 429 (a response rate of about 11%). The Job Demands-Resources Scale (JDRS) was used to measure the job demands and job resources, except work-family conflict, perceived external prestige, task identity, and team climate. A Work-Family Scale, Perceived External Prestige Scale, Task Identity Scale, and Team Climate Scale were sourced and adapted to measure these constructs. Furthermore, a Work-based Identity Scale was developed for this study,
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Managing cultural diversity in information services
- Authors: Eister, Keitumetse Betsy
- Date: 2009-01-12T07:23:11Z
- Subjects: Diversity in the workplace , Personnel management , Communication in organizations , Libraries
- Type: Thesis
- Identifier: uj:14778 , http://hdl.handle.net/10210/1856
- Description: M.Inf. , This study was conducted within the context of human resources management. The empirical investigation involved nine provincial library and information services. A questionnaire was sent to nine directors with the purpose of investigating how provincial library services have changed to accommodate needs of diverse human resources. The aims of the research were to explore the perceptions managers have on differences brought by diverse cultural backgrounds, and how they have aligned management practices to suit the changed needs. It was found from the empirical research that most of the managers are aware of the changes that have to take place, but very little has been done to address changes in a constructive, organised manner. Recommendations are made on specific areas that need to be addressed, with a view to efficiently manage employees who come from different cultural backgrounds.
- Full Text:
- Authors: Eister, Keitumetse Betsy
- Date: 2009-01-12T07:23:11Z
- Subjects: Diversity in the workplace , Personnel management , Communication in organizations , Libraries
- Type: Thesis
- Identifier: uj:14778 , http://hdl.handle.net/10210/1856
- Description: M.Inf. , This study was conducted within the context of human resources management. The empirical investigation involved nine provincial library and information services. A questionnaire was sent to nine directors with the purpose of investigating how provincial library services have changed to accommodate needs of diverse human resources. The aims of the research were to explore the perceptions managers have on differences brought by diverse cultural backgrounds, and how they have aligned management practices to suit the changed needs. It was found from the empirical research that most of the managers are aware of the changes that have to take place, but very little has been done to address changes in a constructive, organised manner. Recommendations are made on specific areas that need to be addressed, with a view to efficiently manage employees who come from different cultural backgrounds.
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The management of workforce diversity and implications for leadership at financial asset services
- Authors: Erasmus, L. J.
- Date: 2008-05-12T13:21:06Z
- Subjects: Diversity in the workplace , Leadership , Banks and banking
- Type: Thesis
- Identifier: uj:7048 , http://hdl.handle.net/10210/356
- Description: The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. , T.F.J. Oosthuizen
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- Authors: Erasmus, L. J.
- Date: 2008-05-12T13:21:06Z
- Subjects: Diversity in the workplace , Leadership , Banks and banking
- Type: Thesis
- Identifier: uj:7048 , http://hdl.handle.net/10210/356
- Description: The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. , T.F.J. Oosthuizen
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The cross-cultural measurement equivalence of the career anchor inventory
- Authors: James, Bernadine Rose
- Date: 2010-11-17T07:23:43Z
- Subjects: Career Assessment Inventory , Vocational interests testing , Personality and occupation , Diversity in the workplace
- Type: Thesis
- Identifier: uj:6988 , http://hdl.handle.net/10210/3495
- Description: D. Litt et Phil.
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- Authors: James, Bernadine Rose
- Date: 2010-11-17T07:23:43Z
- Subjects: Career Assessment Inventory , Vocational interests testing , Personality and occupation , Diversity in the workplace
- Type: Thesis
- Identifier: uj:6988 , http://hdl.handle.net/10210/3495
- Description: D. Litt et Phil.
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The relationship between gender diversity and corporate profitability : the top 100 companies on the JSE Ltd
- Authors: Lehobo, Lineo
- Date: 2012-11-06
- Subjects: Corporate profits , Diversity in the workplace , Gender diversity , Women executives , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:7364 , http://hdl.handle.net/10210/8120
- Description: M.Comm. , Although there has been some improvement over the last decade, the representation of women on corporate boards in many countries, including South Africa, is still alarmingly low. In the quest for gender equality in top corporate ranks and for better corporate governance, legislators and institutional investors have both called for greater diversity on corporate boards. This study determines whether the desired increase in gender diversity on boards, measured as the proportion of women on the board, is linked to greater corporate profitability, in an attempt to establish if there is any justification for appointing women to the board on the grounds of firm financial profitability. The study uses the Top 100 companies listed on the JSE to examine the nature of the relationship between board gender diversity and corporate profitability, for the period 2004 to 2008. Findings from correlation and regression analyses both portray a positive association between gender diversity in the boardroom and corporate profitability, but a negative association for gender diversity in the executive suite. Industry comparative analysis also shows that, on average, companies with one or more female directors outperform other companies on all three measures of profitability: return on assets, return on equity, and return on sales, whereas companies with one or more female executives show lower average profitability. Therefore, the study can advocate the appointment and inclusion of women on corporate boards from a financial or company profitability perspective, but it cannot do the same for female executives. Key words Gender diversity, corporate profitability, gender equality, corporate governance, board of directors
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- Authors: Lehobo, Lineo
- Date: 2012-11-06
- Subjects: Corporate profits , Diversity in the workplace , Gender diversity , Women executives , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:7364 , http://hdl.handle.net/10210/8120
- Description: M.Comm. , Although there has been some improvement over the last decade, the representation of women on corporate boards in many countries, including South Africa, is still alarmingly low. In the quest for gender equality in top corporate ranks and for better corporate governance, legislators and institutional investors have both called for greater diversity on corporate boards. This study determines whether the desired increase in gender diversity on boards, measured as the proportion of women on the board, is linked to greater corporate profitability, in an attempt to establish if there is any justification for appointing women to the board on the grounds of firm financial profitability. The study uses the Top 100 companies listed on the JSE to examine the nature of the relationship between board gender diversity and corporate profitability, for the period 2004 to 2008. Findings from correlation and regression analyses both portray a positive association between gender diversity in the boardroom and corporate profitability, but a negative association for gender diversity in the executive suite. Industry comparative analysis also shows that, on average, companies with one or more female directors outperform other companies on all three measures of profitability: return on assets, return on equity, and return on sales, whereas companies with one or more female executives show lower average profitability. Therefore, the study can advocate the appointment and inclusion of women on corporate boards from a financial or company profitability perspective, but it cannot do the same for female executives. Key words Gender diversity, corporate profitability, gender equality, corporate governance, board of directors
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Work and ethnic identities as mediators of the relationship between discrimination and burnout in black South Africans
- Authors: Mokoena, Tebogo Sesana
- Date: 2020
- Subjects: Burn out (Psychology) - South Africa , Job stress - Management , Discrimination - South Africa , South Africans - Ethnic identity , Diversity in the workplace
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414328 , uj:34940
- Description: Abstract: Orientation: Discrimination leads to burnout in various forms, including emotional exhaustion. The negative effects that result from this relationship may be mitigated by identity, being a psychological resource that contributes to high self-esteem, sense of community and belonging, engagement, meaning, commitment, and satisfaction. Research purpose: The purpose of this study was to evaluate the mediation of the relationship between discrimination and burnout by work and ethnic identity in a sample of working Black South Africans. Motivation for the study: No studies were found linking these constructs in the South African context. The pervasiveness of discrimination leads to burnout. Identity, however, can be leveraged to decrease the effects of this relationship, affecting how individuals view themselves, how they interact with others in various contexts including at work, and ultimately their performance therein. Research approach, design and method: This study adopted a cross-sectional design, quantitative research approach, and a combined convenience and snowball sampling method as a part of the greater cross-cultural Experiences @ Work study. Of the 1,242 responses obtained, a sample of n = 403 Black working South African participants were extracted for this study. Psychometric properties, descriptive statistics, Confirmatory Factor Analysis (CFA), Multivariate Analysis of invariance (MANOVA), and Structural Equation Modelling (SEM) were used to analyse data. Main findings: The results indicated that work identity is utilised as a resource in decreasing the negative effects that emanate from the relationship between discrimination and burnout. Work identity significantly mediated the relationship between burnout and discrimination. Practical and managerial implications: Being aware of and actively mitigating the effects of discrimination that lead to burnout impacts individuals and ultimately organisations. Providing an environment that allows for the development of work identity in the form of certainty in roles at work, positive working relationships, and positive attributions of self, can be used as a resource to lower the impact of discrimination in the workplace. South African workplaces should assist employees to strengthen work identity while fostering and maintaining environments where discrimination is not tolerated in any form, subtle or overt. This will lead to increased engagement, satisfaction and organisational commitment, productivity, and profitability... , M.Com. (Industrial Psychology)
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- Authors: Mokoena, Tebogo Sesana
- Date: 2020
- Subjects: Burn out (Psychology) - South Africa , Job stress - Management , Discrimination - South Africa , South Africans - Ethnic identity , Diversity in the workplace
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414328 , uj:34940
- Description: Abstract: Orientation: Discrimination leads to burnout in various forms, including emotional exhaustion. The negative effects that result from this relationship may be mitigated by identity, being a psychological resource that contributes to high self-esteem, sense of community and belonging, engagement, meaning, commitment, and satisfaction. Research purpose: The purpose of this study was to evaluate the mediation of the relationship between discrimination and burnout by work and ethnic identity in a sample of working Black South Africans. Motivation for the study: No studies were found linking these constructs in the South African context. The pervasiveness of discrimination leads to burnout. Identity, however, can be leveraged to decrease the effects of this relationship, affecting how individuals view themselves, how they interact with others in various contexts including at work, and ultimately their performance therein. Research approach, design and method: This study adopted a cross-sectional design, quantitative research approach, and a combined convenience and snowball sampling method as a part of the greater cross-cultural Experiences @ Work study. Of the 1,242 responses obtained, a sample of n = 403 Black working South African participants were extracted for this study. Psychometric properties, descriptive statistics, Confirmatory Factor Analysis (CFA), Multivariate Analysis of invariance (MANOVA), and Structural Equation Modelling (SEM) were used to analyse data. Main findings: The results indicated that work identity is utilised as a resource in decreasing the negative effects that emanate from the relationship between discrimination and burnout. Work identity significantly mediated the relationship between burnout and discrimination. Practical and managerial implications: Being aware of and actively mitigating the effects of discrimination that lead to burnout impacts individuals and ultimately organisations. Providing an environment that allows for the development of work identity in the form of certainty in roles at work, positive working relationships, and positive attributions of self, can be used as a resource to lower the impact of discrimination in the workplace. South African workplaces should assist employees to strengthen work identity while fostering and maintaining environments where discrimination is not tolerated in any form, subtle or overt. This will lead to increased engagement, satisfaction and organisational commitment, productivity, and profitability... , M.Com. (Industrial Psychology)
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Business communication as a means of worker participation
- Authors: Msada, Sicelo Ncelashe
- Date: 2014-02-05
- Subjects: Business communication , Interpersonal communication , Diversity in the workplace , Management - Employee participation , Council for Mineral Technology (South Africa)
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/387120 , uj:3625 , http://hdl.handle.net/10210/9003
- Description: M.Comm. (Business Management) , Communication in a business environment is an aspect that cannot be replaced. Theoretical considerations as revealed by literature indicate that the process is a complicated process. In this study, this is proven by the different types such as information theory which is concerned with the transmission aspects of communication process. The impact that information theory has had on the study of communication is analogous to the tremendous influence that quantitative techniques have had on management decision-making. Interpersonal communication emphasises transference of information from one person to another. It has both verbal and non-verbal forms. In verbal communication there is direct contact between parties involved. In non-verbal communication body postures are used as a means of communication. Written communication involves transmitting information through written word. Business communication within organisations is also influenced by other factors related to the diversity of workforce. Intercultural communication covers a wide variety of attitudes, perceptions and values. Language also plays an important role in communication as illustrated by the communicative, explanatory, regulatory and interrogative functions. The differences between American and British English illustrate the complexity of the process. The situation is more complex in South African organisations as there are eleven official languages. Of these only English and Afrikaans are used in workplaces as business languages. The population census conducted in 1996 indicated that about 43% of South Africans are functionally, illiterate and this number can be as high as 52% amongst blacks. As a result the majority of South Africans have poor understanding of these languages as a result of historical problems. In this study business communication is studies in a South African organisation, Mintek, to establish the effectiveness of communication in that organisation. Questionnaires are used to test the opinions of the employees. The results are tabulated and interpreted. Relevant literature is brought in when discussing the results, recommendations are made aiming at improving communication within Mintek.
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- Authors: Msada, Sicelo Ncelashe
- Date: 2014-02-05
- Subjects: Business communication , Interpersonal communication , Diversity in the workplace , Management - Employee participation , Council for Mineral Technology (South Africa)
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/387120 , uj:3625 , http://hdl.handle.net/10210/9003
- Description: M.Comm. (Business Management) , Communication in a business environment is an aspect that cannot be replaced. Theoretical considerations as revealed by literature indicate that the process is a complicated process. In this study, this is proven by the different types such as information theory which is concerned with the transmission aspects of communication process. The impact that information theory has had on the study of communication is analogous to the tremendous influence that quantitative techniques have had on management decision-making. Interpersonal communication emphasises transference of information from one person to another. It has both verbal and non-verbal forms. In verbal communication there is direct contact between parties involved. In non-verbal communication body postures are used as a means of communication. Written communication involves transmitting information through written word. Business communication within organisations is also influenced by other factors related to the diversity of workforce. Intercultural communication covers a wide variety of attitudes, perceptions and values. Language also plays an important role in communication as illustrated by the communicative, explanatory, regulatory and interrogative functions. The differences between American and British English illustrate the complexity of the process. The situation is more complex in South African organisations as there are eleven official languages. Of these only English and Afrikaans are used in workplaces as business languages. The population census conducted in 1996 indicated that about 43% of South Africans are functionally, illiterate and this number can be as high as 52% amongst blacks. As a result the majority of South Africans have poor understanding of these languages as a result of historical problems. In this study business communication is studies in a South African organisation, Mintek, to establish the effectiveness of communication in that organisation. Questionnaires are used to test the opinions of the employees. The results are tabulated and interpreted. Relevant literature is brought in when discussing the results, recommendations are made aiming at improving communication within Mintek.
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The impact of cultural diversity on work relations in the physiotherapy department of a South African public hospital
- Authors: Nyama, Brenda Sheila
- Date: 2009-04-30T09:22:03Z
- Subjects: Diversity in the workplace
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/380901 , uj:8320 , http://hdl.handle.net/10210/2448
- Description: M.B.A. , The 1994 democratic elections in South Africa implied transformation that expected to see all the South African citizens trying to make democracy work. This included government institutions making way for a non- racial government where people of different cultures were expected to work together in order to deliver a service to a South African diverse population. The purpose of this study was to determine the impact of cultural diversity on working relations in a physiotherapy department of a South African government hospital. A qualitative research approach was followed with focus groups (N=11) and one- onone interviews (N=4) conducted with members of the physiotherapy department. Data were analysed by categorising it into thoughts and later into themes. Results showed that cultural diversity has an effect on working relations of different racial groups. In addition, cultural diversity is also influenced by religion, education, language and upbringing. Recommendations for further research were made.
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- Authors: Nyama, Brenda Sheila
- Date: 2009-04-30T09:22:03Z
- Subjects: Diversity in the workplace
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/380901 , uj:8320 , http://hdl.handle.net/10210/2448
- Description: M.B.A. , The 1994 democratic elections in South Africa implied transformation that expected to see all the South African citizens trying to make democracy work. This included government institutions making way for a non- racial government where people of different cultures were expected to work together in order to deliver a service to a South African diverse population. The purpose of this study was to determine the impact of cultural diversity on working relations in a physiotherapy department of a South African government hospital. A qualitative research approach was followed with focus groups (N=11) and one- onone interviews (N=4) conducted with members of the physiotherapy department. Data were analysed by categorising it into thoughts and later into themes. Results showed that cultural diversity has an effect on working relations of different racial groups. In addition, cultural diversity is also influenced by religion, education, language and upbringing. Recommendations for further research were made.
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The relevance of diversity issues amongst ethnic generational sub-groupings in the South African workplace
- Authors: Pooe, Nomvula
- Date: 2012-06-07
- Subjects: Diversity in the workplace , Conflict of generations , Employee empowerment , Employees' attitudes
- Type: Mini-Dissertation
- Identifier: uj:2539 , http://hdl.handle.net/10210/4993
- Description: M.Phil. , Orientation: To find ethnic and generational groups co-existing means that their prevalence is relevant to today’s work environment. While it makes sense for this form of diversity to prevail, simultaneously, work situations with diverse ethnic groups are associated with process loss, high levels of conflict, low levels of cohesion and social integration. Research purpose: The purpose of the present study was to investigate the effects of ethnic and generational sub-groupings’ perceptions of structural empowerment in the workplace, using Kanter’s empowerment theory. Motivation for the study: South Africa organisations are expected to comply with labour legislation prescriptions. Structural empowerment in relation to ethnic generational groupings was selected to show how organisations could utilise the findings to accommodate and manage the diverse group expectations. Research design: Structural empowerment was measured using the conditions of work effectiveness questionnaire (CWEQ-II) in a sample that consisted of 109 respondents working in a real estate company. Main findings: The study revealed that generational and ethnic grouping do not necessarily influence employees’ perceptions of structural empowerment. Practical and managerial implications: The differing perceptions reported suggest that a strong leadership orientation and a demonstrated outlook on employee empowerment structures should be considered as a means to lessen negative perceptions that impact on behaviour and morale.
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- Authors: Pooe, Nomvula
- Date: 2012-06-07
- Subjects: Diversity in the workplace , Conflict of generations , Employee empowerment , Employees' attitudes
- Type: Mini-Dissertation
- Identifier: uj:2539 , http://hdl.handle.net/10210/4993
- Description: M.Phil. , Orientation: To find ethnic and generational groups co-existing means that their prevalence is relevant to today’s work environment. While it makes sense for this form of diversity to prevail, simultaneously, work situations with diverse ethnic groups are associated with process loss, high levels of conflict, low levels of cohesion and social integration. Research purpose: The purpose of the present study was to investigate the effects of ethnic and generational sub-groupings’ perceptions of structural empowerment in the workplace, using Kanter’s empowerment theory. Motivation for the study: South Africa organisations are expected to comply with labour legislation prescriptions. Structural empowerment in relation to ethnic generational groupings was selected to show how organisations could utilise the findings to accommodate and manage the diverse group expectations. Research design: Structural empowerment was measured using the conditions of work effectiveness questionnaire (CWEQ-II) in a sample that consisted of 109 respondents working in a real estate company. Main findings: The study revealed that generational and ethnic grouping do not necessarily influence employees’ perceptions of structural empowerment. Practical and managerial implications: The differing perceptions reported suggest that a strong leadership orientation and a demonstrated outlook on employee empowerment structures should be considered as a means to lessen negative perceptions that impact on behaviour and morale.
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A cultural diversity model for corporate South Africa
- Authors: Ramotsehoa, Maleke J.
- Date: 2014-02-17
- Subjects: Diversity in the workplace , Personnel management
- Type: Thesis
- Identifier: uj:4050 , http://hdl.handle.net/10210/9401
- Description: M.B.A. , The main thrust of this research is its critical perspective on the current situation faced by corporate South Africa. This involves the deliberate attempt to make a contribution in dismantling the deeply rooted problems of the past. The research has specifically focused on the transformation of all organisations in the country. The study then chooses to argue that for corporate South Africa to undergo a smooth planned change and overcome resistance to transformation, it has to go via the cultural diversity route. There is a need to prioritise and find new solutions. There is much work to be done. The major motivation behind the study was the very perception that South Africa is a multicultural country having all members aspiring to have their voices heard. The study then further argues that it will be best timing to activate economic transformation simultaneously with political transformation with particular emphasis on corporate South Africa. Hence the need to develop an integrated and formalised methodology for managing corporate planned change in its entirety. The development of the model is thus intended to provide management with a holistic methodology to internalise, think, plan and in the process of its implementation, incorporate all members of the organisation in decision making. This work has attempted through conceptual literature, to create an outcome that will influence other disciplines in different spheres, generate constructive arguments and activate further research. The work also intends to create a new perception that South Africa be seen as doing something concrete- about its corporate impasses.
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- Authors: Ramotsehoa, Maleke J.
- Date: 2014-02-17
- Subjects: Diversity in the workplace , Personnel management
- Type: Thesis
- Identifier: uj:4050 , http://hdl.handle.net/10210/9401
- Description: M.B.A. , The main thrust of this research is its critical perspective on the current situation faced by corporate South Africa. This involves the deliberate attempt to make a contribution in dismantling the deeply rooted problems of the past. The research has specifically focused on the transformation of all organisations in the country. The study then chooses to argue that for corporate South Africa to undergo a smooth planned change and overcome resistance to transformation, it has to go via the cultural diversity route. There is a need to prioritise and find new solutions. There is much work to be done. The major motivation behind the study was the very perception that South Africa is a multicultural country having all members aspiring to have their voices heard. The study then further argues that it will be best timing to activate economic transformation simultaneously with political transformation with particular emphasis on corporate South Africa. Hence the need to develop an integrated and formalised methodology for managing corporate planned change in its entirety. The development of the model is thus intended to provide management with a holistic methodology to internalise, think, plan and in the process of its implementation, incorporate all members of the organisation in decision making. This work has attempted through conceptual literature, to create an outcome that will influence other disciplines in different spheres, generate constructive arguments and activate further research. The work also intends to create a new perception that South Africa be seen as doing something concrete- about its corporate impasses.
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The alignment of organisational interventions with all interdependent levels of culture
- Authors: Rothmann, Karien
- Date: 2012-08-14
- Subjects: Corporate culture , Organizational change , Diversity in the workplace
- Type: Thesis
- Identifier: uj:9197 , http://hdl.handle.net/10210/5648
- Description: M.Comm. , The word "culture" has many definitions and implications. Its nature is often difficult to define and hard to compress. It reflects how people think about their world and environment and how they make choices to survive within it. Most importantly, though, it mirrors the changes in mindset and growth of a specific group of people.
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- Authors: Rothmann, Karien
- Date: 2012-08-14
- Subjects: Corporate culture , Organizational change , Diversity in the workplace
- Type: Thesis
- Identifier: uj:9197 , http://hdl.handle.net/10210/5648
- Description: M.Comm. , The word "culture" has many definitions and implications. Its nature is often difficult to define and hard to compress. It reflects how people think about their world and environment and how they make choices to survive within it. Most importantly, though, it mirrors the changes in mindset and growth of a specific group of people.
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Generational awareness in co-worker relationships in the interactive information society
- Authors: Van der Walt, Sophie
- Date: 2011-08-31T10:05:33Z
- Subjects: Diversity in the workplace , Career development , Academic librarians , Co-worker relationships , Baby Boom generation , Generation X , Generation Y , Cuspers
- Type: Thesis
- Identifier: uj:7186 , http://hdl.handle.net/10210/3807
- Description: M.Phil. , Although a great deal of research has been conducted on diversity management in South Africa, very little of this research has focused on age diversity within interactive information societies such as libraries in South Africa. This study will focus specifically on academic libraries. It is also clear that most of the research regarding age diversity within Academic Information Services (AIS) has focused on managing the difference in ages between library patrons and library staff members. Very little of the research is devoted to age diversity between co-workers, and even less research has been conducted regarding Cuspers as a generational cohort within the library environment. This study is aimed at investigating age diversity within AIS in South Africa in relation to its effect on work, work performance and co-worker relationships. It is also aimed at encouraging organisations, and specifically AIS, to take cognisance of the current age demographic of their libraries and to develop and implement not only succession planning policies, but also relevant recruitment and retention policies in order to avoid employee and leadership vacuums. The research findings of this study are relevant as they give organisations in general, and specifically AIS within higher education institutions (HEI), a point of reference to guide the formulation of recruitment and employment policies that would appeal to the values and preferences of younger generational cohorts currently under-represented in these organisations. In addition, this study is of value with regard to the formulation of succession policies focused on the planning and training of new middle and top management staff members in order to improve current succession policies and plans.
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- Authors: Van der Walt, Sophie
- Date: 2011-08-31T10:05:33Z
- Subjects: Diversity in the workplace , Career development , Academic librarians , Co-worker relationships , Baby Boom generation , Generation X , Generation Y , Cuspers
- Type: Thesis
- Identifier: uj:7186 , http://hdl.handle.net/10210/3807
- Description: M.Phil. , Although a great deal of research has been conducted on diversity management in South Africa, very little of this research has focused on age diversity within interactive information societies such as libraries in South Africa. This study will focus specifically on academic libraries. It is also clear that most of the research regarding age diversity within Academic Information Services (AIS) has focused on managing the difference in ages between library patrons and library staff members. Very little of the research is devoted to age diversity between co-workers, and even less research has been conducted regarding Cuspers as a generational cohort within the library environment. This study is aimed at investigating age diversity within AIS in South Africa in relation to its effect on work, work performance and co-worker relationships. It is also aimed at encouraging organisations, and specifically AIS, to take cognisance of the current age demographic of their libraries and to develop and implement not only succession planning policies, but also relevant recruitment and retention policies in order to avoid employee and leadership vacuums. The research findings of this study are relevant as they give organisations in general, and specifically AIS within higher education institutions (HEI), a point of reference to guide the formulation of recruitment and employment policies that would appeal to the values and preferences of younger generational cohorts currently under-represented in these organisations. In addition, this study is of value with regard to the formulation of succession policies focused on the planning and training of new middle and top management staff members in order to improve current succession policies and plans.
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Authenticity, identity and psychological well-being at work in multicultural contexts
- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
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- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
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The effect of change and interdepartmental conflict on work identity : the mediating effect of organisational trust
- Authors: Van Tonder, Louis Jan
- Date: 2018
- Subjects: Organizational change , Diversity in the workplace , Interpersonal relations , Work environment - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296114 , uj:32257
- Description: Abstract: Orientation: Employees play a significant role in any organisation, and it is becoming increasingly complex for organisations to attract and retain talent. Furthermore, organisations are challenged to instil and sustain high-performance cultures. Apart from knowledge and skills, organisational performance depends greatly on employee motivation and commitment. Work identity has been identified as the root cause for many employee behaviours that, in turn, affect organisational outcomes. Work identity plays an important role in employee commitment, loyalty, stability, group- and inter-group relations, and collaboration. Research purpose: The main purpose of the study was to investigate the relationship between interdepartmental conflict, organisational change, and work identity, and whether organisational trust mediates these relationships. The study was conducted in two South African temporary employment services organisations representative of a diverse workforce, who were in the process of merging... , M.Com.
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- Authors: Van Tonder, Louis Jan
- Date: 2018
- Subjects: Organizational change , Diversity in the workplace , Interpersonal relations , Work environment - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296114 , uj:32257
- Description: Abstract: Orientation: Employees play a significant role in any organisation, and it is becoming increasingly complex for organisations to attract and retain talent. Furthermore, organisations are challenged to instil and sustain high-performance cultures. Apart from knowledge and skills, organisational performance depends greatly on employee motivation and commitment. Work identity has been identified as the root cause for many employee behaviours that, in turn, affect organisational outcomes. Work identity plays an important role in employee commitment, loyalty, stability, group- and inter-group relations, and collaboration. Research purpose: The main purpose of the study was to investigate the relationship between interdepartmental conflict, organisational change, and work identity, and whether organisational trust mediates these relationships. The study was conducted in two South African temporary employment services organisations representative of a diverse workforce, who were in the process of merging... , M.Com.
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