Organisational ethical reputation as a decision-making factor in job seekers’ organisational choice
- Authors: Donaldson, Hayley Kathryn
- Date: 2012-10-30
- Subjects: Job hunting - Decision making , Business ethics , Corporate image , Generation Y - Employment
- Type: Mini-Dissertation
- Identifier: uj:10477 , http://hdl.handle.net/10210/7949
- Description: M.Phil. , Little is known regarding the factors that South African Generation Y job seekers consider in choosing an organisation for which to work. The objectives of this study were to construct the mental models held by the research participants with regard to choosing an organisation for which to work, as well as to investigate the extent to which participants consider the ethical reputation of organisations in their organisational choice. The study was approached from a qualitative perspective. Interviews were conducted with ten participants, using the repertory grid technique. Participants were honours and masters students, between the ages of 21 and 32, studying business management at a tertiary institution in Gauteng. It was found that the factors that are considered by contemporary job seekers are exposure to opportunity, personal and career growth and development, reputation, organisational characteristics, recruitment and selection, organisational innovation and entrepreneurship, recognition and rewards, employee-centricity, remuneration and benefits, as well as social awareness. Importantly, the findings suggest that ethics and the ethical reputation of organisations are of little consequence to young, South African job seekers. The findings of this study have a number of academic and practical implications: firstly, they serve to augment the body of literature on the factors considered by job seekers in their choice of an organisation for which to work; secondly, they might allow organisations to tailor their employee value propositions to the demands and priorities of Generation Y job seekers; thirdly, organisations might attempt to give themselves an „edge‟ by marketing themselves to job seekers on the basis of a positive ethical reputation; fourthly, findings suggest that ethics instruction at the tertiary level may have to be modified in order to provide young South Africans with an ethics vocabulary that might allow them to evaluate and express their views on the reputations of organisations; and, finally, these findings mightcreate awareness amongst job seekers and encourage them to be more discerning in their organisational choice. Keywords: ethics, ethical reputation, organisational reputation, organisational choice, repertory grid technique, Generation Y job seekers
- Full Text:
- Authors: Donaldson, Hayley Kathryn
- Date: 2012-10-30
- Subjects: Job hunting - Decision making , Business ethics , Corporate image , Generation Y - Employment
- Type: Mini-Dissertation
- Identifier: uj:10477 , http://hdl.handle.net/10210/7949
- Description: M.Phil. , Little is known regarding the factors that South African Generation Y job seekers consider in choosing an organisation for which to work. The objectives of this study were to construct the mental models held by the research participants with regard to choosing an organisation for which to work, as well as to investigate the extent to which participants consider the ethical reputation of organisations in their organisational choice. The study was approached from a qualitative perspective. Interviews were conducted with ten participants, using the repertory grid technique. Participants were honours and masters students, between the ages of 21 and 32, studying business management at a tertiary institution in Gauteng. It was found that the factors that are considered by contemporary job seekers are exposure to opportunity, personal and career growth and development, reputation, organisational characteristics, recruitment and selection, organisational innovation and entrepreneurship, recognition and rewards, employee-centricity, remuneration and benefits, as well as social awareness. Importantly, the findings suggest that ethics and the ethical reputation of organisations are of little consequence to young, South African job seekers. The findings of this study have a number of academic and practical implications: firstly, they serve to augment the body of literature on the factors considered by job seekers in their choice of an organisation for which to work; secondly, they might allow organisations to tailor their employee value propositions to the demands and priorities of Generation Y job seekers; thirdly, organisations might attempt to give themselves an „edge‟ by marketing themselves to job seekers on the basis of a positive ethical reputation; fourthly, findings suggest that ethics instruction at the tertiary level may have to be modified in order to provide young South Africans with an ethics vocabulary that might allow them to evaluate and express their views on the reputations of organisations; and, finally, these findings mightcreate awareness amongst job seekers and encourage them to be more discerning in their organisational choice. Keywords: ethics, ethical reputation, organisational reputation, organisational choice, repertory grid technique, Generation Y job seekers
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Ethical reputation as a decision-making factor in Generation Y job seekers’ organisational choice
- Van der Merwe, Rensché Maria
- Authors: Van der Merwe, Rensché Maria
- Date: 2014-05-05
- Subjects: Job hunting - Decision making , Generation Y - Employment , Psychology, Industrial , Corporate image , Business ethics
- Type: Thesis
- Identifier: uj:10932 , http://hdl.handle.net/10210/10505
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to establish whether Generation Y job seekers consider the ethical reputation of organisations in their job-seeking endeavours. Further objectives were to identify whether job seekers from this generational group would, despite their preferences, consider working for any organisation that 1) is prepared to provide them with employment, or 2) offers competitive financial remuneration. A quantitative research study was conducted, utilising a self-developed questionnaire, labelled the Organisational Choice Indicator (OCI). Due to the inherent difficulty of obtaining unbiased responses on sensitive topics, the questionnaire measured respondents’ responses from two perspectives —self-report and non-self-report. The questionnaire was administered using a sample of convenience at a South African-based university (n = 1 992). Exploratory factor analysis was conducted, using principal axis factoring with direct oblimin rotation to facilitate interpretation. One reliable factor was extracted, containing the eight ethics-related items included in the questionnaire, and was labelled Ethical reputation. Three other (non-ethics-related) reliable factors were extracted, namely Organisational characteristics, Opportunities and benefits, and Transformation. Findings show that, although ethical reputation is a factor for consideration, the Opportunities and benefits factor has the highest mean score, and is thus considered more important than any of the other factors when making organisational choices. The analyses of variance showed that the respondents who indicated that they will consider the organisation's ethical reputation as a factor in their decision-making, in turn also admitted that they will work for any organisation that offers them employment. This could be due to the high levels of job scarcity leading to survival ethics. Furthermore, those individuals who indicated that they would consider the ethical reputation of the organisation in their job-seeking endeavours, later indicated that they will not work for any organisation purely because the pay is good. This indicates that these individuals will not work for any organisation, regardless of the financial package being offered, without considering the ethical reputation of the organisation. The four factors that were reliably extracted (Ethical reputation, Organisational characteristics, Opportunities and benefits, and Transformation) were significantly positively inter-correlated. In addition, the findings indicate that respondents tend to respond in a similar manner when reporting on the self and on the non-self.
- Full Text:
- Authors: Van der Merwe, Rensché Maria
- Date: 2014-05-05
- Subjects: Job hunting - Decision making , Generation Y - Employment , Psychology, Industrial , Corporate image , Business ethics
- Type: Thesis
- Identifier: uj:10932 , http://hdl.handle.net/10210/10505
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to establish whether Generation Y job seekers consider the ethical reputation of organisations in their job-seeking endeavours. Further objectives were to identify whether job seekers from this generational group would, despite their preferences, consider working for any organisation that 1) is prepared to provide them with employment, or 2) offers competitive financial remuneration. A quantitative research study was conducted, utilising a self-developed questionnaire, labelled the Organisational Choice Indicator (OCI). Due to the inherent difficulty of obtaining unbiased responses on sensitive topics, the questionnaire measured respondents’ responses from two perspectives —self-report and non-self-report. The questionnaire was administered using a sample of convenience at a South African-based university (n = 1 992). Exploratory factor analysis was conducted, using principal axis factoring with direct oblimin rotation to facilitate interpretation. One reliable factor was extracted, containing the eight ethics-related items included in the questionnaire, and was labelled Ethical reputation. Three other (non-ethics-related) reliable factors were extracted, namely Organisational characteristics, Opportunities and benefits, and Transformation. Findings show that, although ethical reputation is a factor for consideration, the Opportunities and benefits factor has the highest mean score, and is thus considered more important than any of the other factors when making organisational choices. The analyses of variance showed that the respondents who indicated that they will consider the organisation's ethical reputation as a factor in their decision-making, in turn also admitted that they will work for any organisation that offers them employment. This could be due to the high levels of job scarcity leading to survival ethics. Furthermore, those individuals who indicated that they would consider the ethical reputation of the organisation in their job-seeking endeavours, later indicated that they will not work for any organisation purely because the pay is good. This indicates that these individuals will not work for any organisation, regardless of the financial package being offered, without considering the ethical reputation of the organisation. The four factors that were reliably extracted (Ethical reputation, Organisational characteristics, Opportunities and benefits, and Transformation) were significantly positively inter-correlated. In addition, the findings indicate that respondents tend to respond in a similar manner when reporting on the self and on the non-self.
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Quality of work life : a Generation Y perspective
- Mazibuko, Thembalethu Pretty
- Authors: Mazibuko, Thembalethu Pretty
- Date: 2014-10-20
- Subjects: Quality of work life , Generation Y - Employment , Young adults
- Type: Thesis
- Identifier: uj:12628 , http://hdl.handle.net/10210/12448
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to explore and gain perspective on the quality of work life of Generation Y employees through investigating their experiences within the workplace, specifically focusing on the enhancing and inhibiting factors. Enhancing factors are those that are made readily available by the organisation so as to ensure a productive and satisfied Generation Y cohort. Hindering factors are those that, when absent, may impede productivity and the generation’s need to reach their full potential. Consistent with the objectives of the study the data-gathering technique used was a semi-structured interview; the interviews were conducted with seven participants who were considered to have come from a knowledge environment. Thematic analysis was utilised to create abstract themes from the participants’ narratives on their experiences in the workplace, and the data was interpreted through an interpretive stance. The study results indicated 12 main themes that are indicative of the factors that the participants perceive as enhancing and inhibiting within the organisation. In addition, this study aims to be of value to human resource practitioners, managers and the organisation as a whole, and to implement suitable policies and management styles that will help retain, motivate and accommodate this generation.
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- Authors: Mazibuko, Thembalethu Pretty
- Date: 2014-10-20
- Subjects: Quality of work life , Generation Y - Employment , Young adults
- Type: Thesis
- Identifier: uj:12628 , http://hdl.handle.net/10210/12448
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to explore and gain perspective on the quality of work life of Generation Y employees through investigating their experiences within the workplace, specifically focusing on the enhancing and inhibiting factors. Enhancing factors are those that are made readily available by the organisation so as to ensure a productive and satisfied Generation Y cohort. Hindering factors are those that, when absent, may impede productivity and the generation’s need to reach their full potential. Consistent with the objectives of the study the data-gathering technique used was a semi-structured interview; the interviews were conducted with seven participants who were considered to have come from a knowledge environment. Thematic analysis was utilised to create abstract themes from the participants’ narratives on their experiences in the workplace, and the data was interpreted through an interpretive stance. The study results indicated 12 main themes that are indicative of the factors that the participants perceive as enhancing and inhibiting within the organisation. In addition, this study aims to be of value to human resource practitioners, managers and the organisation as a whole, and to implement suitable policies and management styles that will help retain, motivate and accommodate this generation.
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An investigation of the mental model of millennials in a South African organisation
- Authors: Jardine, Robert
- Date: 2019
- Subjects: Diversity in the workplace - Management , Young adults - Employment , Generation X - Employment , Generation Y - Employment , Conflict of generations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/370758 , http://hdl.handle.net/10210/292198 , uj:31750
- Description: Abstract: Generational difference has become a significant topic in popular media and literature. Current research suggests that individuals growing up during different time periods possess different worldviews and thus possess different workplace values and preferences. This has significant implications for various people management strategies and practices implemented by industrial psychologists. By catering for differing worldviews and workplace values, it is possible to increase engagement, performance, and retention of employees in the workplace. However, when investigating this theory with an empirical psychological lens, the need for further research is evident, especially in different contexts, such as South Africa. This study provides a deeper insight into workplace values as a result of mental models within the South African millennial generational cohort. A conceptual mental model that focuses on the drivers of workplace values that emerged in the study is presented. , M.Com. (Industrial Psychology)
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- Authors: Jardine, Robert
- Date: 2019
- Subjects: Diversity in the workplace - Management , Young adults - Employment , Generation X - Employment , Generation Y - Employment , Conflict of generations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/370758 , http://hdl.handle.net/10210/292198 , uj:31750
- Description: Abstract: Generational difference has become a significant topic in popular media and literature. Current research suggests that individuals growing up during different time periods possess different worldviews and thus possess different workplace values and preferences. This has significant implications for various people management strategies and practices implemented by industrial psychologists. By catering for differing worldviews and workplace values, it is possible to increase engagement, performance, and retention of employees in the workplace. However, when investigating this theory with an empirical psychological lens, the need for further research is evident, especially in different contexts, such as South Africa. This study provides a deeper insight into workplace values as a result of mental models within the South African millennial generational cohort. A conceptual mental model that focuses on the drivers of workplace values that emerged in the study is presented. , M.Com. (Industrial Psychology)
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