1,720,967 research outputs found
Non-motorised transport as key element to an integrated rapid public transport network: the Cato Manor case
Get PDFIn South Africa, non-motorised transport (NMT) modes such as cycling and walking are generally used by poor people to access centres of employment, public services (for example, library, educational institutions, public transport) and other amenities as well as for recreational activities. Notably, the lack of integration among the different public transport modes (namely, NMT, bus, train and minibus) creates a major obstacle in the provision of an integrated, sustainable and effective public transport system. Likewise, the absence of proper recognition of NMT in government and social strata creates a problem in the supply of a satisfactory public transport service, that is, a public transport service that meets the needs of all users.
Motivated by the gap in NMT integration with the overall public transport system, the study was undertaken to explore enabling factors to integrate NMT as a key element of the Integrated Rapid Public Transport Network (IRPTN). Social and political factors were explored, specifically, post-modern theory in urban transport planning and policy. In addition, the study explored enabling factors to integrate NMT as a feeder service and key element of an IRPTN from the perspectives of the participants of the study.
The results of the study showed that infrastructure, the environment, promotion, and safety and security were identified as enabling factors to integrate NMT as a key element of an IRPTN. According to the results, government needs to promote NMT use. Subsequently, construction and the repair or widening of sidewalks and roads needs to be done. The results also showed that attractive NMT environments are necessary as well as adequate safety and security measures along NMT routes. It is suggested that a seamless, safe, inclusive, affordable, effective and reliable public transport system could be provided once these enabling factors are in place. Further research is advised, within the wider public transport population in eThekwini, as well as other NMT and public transport systems. The emphasis of this research should be on finding out whether the broader public transport population responds in the same way to the idea of integrating NMT and public transport.M. Com. (Transport Economics)Transport Economics, Logistics and Touris
Responsible leadership influence on readiness towards change in a South African state-owned enterprise
Get PDFThis study investigated responsible leadership influence on readiness for change in a South African state-owned enterprise. A quantitative research approach was used to conduct a cross-sectional study with a stratified random sample of employees in a South African state-owned enterprise. Participants completed the Responsible Leadership Scale (RLS) and the Readiness for Change Scale (RTCS). Standardised multiple regression analysis was used to analyse the influence of responsible leadership on readiness for change. The results showed that responsible leadership relates positively and significantly to readiness for change. Furthermore, responsible leadership influences willingness to change. This study emphasises the important role of responsible leadership in readiness for change. In addition, understanding the influence of responsible leadership on readiness for change can provide insight into the inner motives that drive teachers in difficult situations. The study can serve as a basis to increase staff readiness for change
Perceived leadership style and employee participation in a manufacturing company in the democratic republic of Congo.
Get PDFThis study examined the relationship between the perceived leadership style (measured by the leader
behavior descriptive questionnaire) and employee participation (measured by the employee
participation survey), and looked at how individuals differ with respect to these variables in terms of
demographical factors such as gender, age, educational level and functional department. A crosssectional
survey was conducted with a convenience sample of 200 employees from a manufacturing
company in the Democratic Republic of Congo. The results indicated that the participants’ perceptions
of a leader’s behavioral style have a significant influence on their perceptions of employee
participation. The study further found that male participants perceived their leader’s style significantly
more positive than their female counterparts. Participants’ with master’s and doctoral degrees were
significantly more positive about the level of employee participation than the participants with
undergraduate levels qualifications. Participants in the exploitation management department were
significantly more positive about their leaders’ style than those in the other functional departments. The
findings add new knowledge that may be used to inform human resource practitioners in the
development and coaching of leaders and employees in manufacturing companies.Industrial and Organisational Psycholog
Employees’ work engagement in a railway organisation: A perspective of ethical work climate and leadership behaviour
Get PDFAbstract: Orientation: Understanding the factors that influence employee performance and well-being is a crucial issue because it can not only create a positive working environment but also promote competitive advantage for the organisation. Research purpose: To investigate the effect of ethical work climate and ethical leadership behaviour on work engagement of employees. Motivation for the study: Organisations are facing difficulties in improving organisational performance and workers’ well-being because of unethical behaviour and lack of accountability. This study aims to provide insight into suggested factors that might positively affect employee performance and well-being..
Impression Management at Work: Intentions of Casual Workers: Impression Management at Work: Intentions of Casual Workers
No full textThe purpose of this study was to investigate why casual employees at a global firm in Zimbabwe engaged in impression management. This exploratory qualitative study investigated casual workers’ intention for engaging in impression management at the case global firm in Zimbabwe using the interpretivism research philosophy. Face to face, semi-structured interviews were used to collect data from ten research participants who had been employed by the global firm in Zimbabwe for a minimum of five months. The study found that casual workers at the case global firm in Zimbabwe are driven to control their work impressions to preserve their good reputation, build social capital, and accomplish career-related objectives including moving up the corporate ladder, receiving high performance reviews, obtaining a permanent position, and getting promoted. Therefore, as it is, casual workers at the case global firm in Zimbabwe use impression management tactics with the overall aim of maintaining job security. The current study recommends that casual workers should identify the circumstances in which impression management is most appropriate and make an effort to become more aware of when and how often to manage impressions. They could do this by practicing self-monitoring, receiving feedback, or participating in other professional development activities. The study also urges managers at the global firm in Zimbabwe to encourage workers to utilize impressions that are authentic and discourage employees from managing images that are destructive to the organization
Gender and work ethics culture as predictors of employees' organisatiional commitment.
Get PDFThis article investigates the predictive value which gender and work ethics culture have for organisational
commitment, which has taken centre stage due to disruptions posed by global economic hardship, the
proliferation of new legislation regarding corporate governance, and unrelenting organisational change. This
turbulence has resulted in high levels of employee anxiety, mistrust in leadership, and a steep decline in
employee loyalty and commitment.
To investigate the relationship between gender, work ethics culture and employees’ commitment, a purposive
sample (n = 839; females = 32%) was used from employees permanently employed in a public railway entity in
the Democratic Republic of Congo. Data were collected by means of a biographical and demographic
questionnaire, including the Ethical Corporate Virtue model and the Organisation Commitment Scale. The
researchers analysed the data using the Statistical Package for Social Sciences.
The results indicate that only work ethics culture acted as a predictor of the affective, continuance and normative
commitment variables. These findings could guide management practitioners, human resource and other
stakeholders who rely on the engagement and commitment of employees, to consciously and creatively use
these leverages to compete more effectively for particularly the affective commitment of employees in
organisations.Industrial and Organisational Psycholog
Investigating the influence of industry 4.0 technology on work engagement: Applying the JD-R theory to mitigate technostress
Get PDFThis study investigates the influence of Industry 4.0 technology on work engagement through the lens of the Job Demands-Resources (JD-R) theory, aiming to mitigate technostress. The primary objective is to explore how advanced technology affects work engagement and to develop a model that addresses potential negative impacts such as technostress and techno-addiction. Utilizing a sample of 339 employees from rated hotels in South Africa, data were collected through physical and online questionnaires. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the relationships between technology use and work engagement. Results indicate a significant positive effect of technology on work engagement (path coefficient=0.356, t=8.140 p<0.01), suggesting that Industry 4.0 technologies enhance employee vigor, dedication, and absorption by providing greater work flexibility and autonomy. These findings challenges existing literature, which often highlights the negative consequences of technology on work engagement. The study contributes to the understanding of how to harness Industry 4.0 technology to improve employee well-being and offers practical recommendations for effectively integrating such technologies in organizations
Organisational culture, responsible leadership, and job satisfaction: A social identity and learning approach
Get PDFThis study investigated the influence of organisational culture and responsible leadership on employee job satisfaction. A positivist research philosophy was adopted, with a stratified sample of 373 permanent employees from a South African state-owned enterprise, using a quantitative approach and cross-sectional design. Data were collected using the Organisational Culture Assessment Inventory (OCAI), the Responsible Leadership Scale (RLS), and the Job Satisfaction Index (JSI). Data reliability was assessed using Cronbach’s alpha, while confirmatory factor analysis, correlation analysis, and multiple regression were used to determine predictive relationships among variables. The results indicated that organisational culture correlated positively and significantly with both responsible leadership and job satisfaction, and responsible leadership also correlated positively and significantly with job satisfaction. Furthermore, responsible leadership significantly predicted job satisfaction, whereas organisational culture did not significantly predict job satisfaction. From a business ecosystem and strategy perspective, the findings highlight the importance of fostering responsible leadership and adaptive organisational cultures as key enablers of sustainable performance, ethical governance, and stakeholder trust. These factors are crucial for strengthening strategic alignment and long-term competitiveness in complex institutional environments. The study also has socio-economic development implications: by promoting responsible leadership and enhancing employee satisfaction, state-owned enterprises can drive productivity, social equity, and inclusive growth, thereby reinforcing South Africa’s broader business and socio-economic ecosystem
An Exploration of Factors Triggering Employee Shirking through Systematic Reviews and Meta-Analyses
Get PDFThis study sought to systematically review existing literature, whilst developing an understanding of factors that trigger employee shirking. In addition, the study aimed to propose intervention strategies that organizations can use to reduce employee shirking. The study used the Preferred Reporting Items for Systematic Reviews and Meta-analyses (PRISMA) guidelines for systematic literature review to gather and analyse related literature. A total of twelve research articles, published between 2020 and 2025, were included in this systematic literature review. The study found several factors that trigger employee shirking such as poor employee monitoring, perceived injustice, poor incentive systems, breach of psychological contract, conflict of interest, undervaluing employee competencies, and misjudging task difficulty. To mitigate employee shirking, employers should monitor their employees closely, set clear roles and expectations, conduct regular performance reviews, and design good incentive systems, which motivate workers to work and provide a safe work environment. This systematic literature review contributes to the existing body of knowledge in human resource management by proposing strategies that organizations and human resource specialists can consider when designing and implementing appropriate mechanisms to curb employee shirking
Decoding the impact of digital paradigms on human capital efficacies: An empirical exploration of digital transformation as a moderator in work engagement frameworks
Get PDFThis study investigates the impact of digital transformation on human capital management practices (HCMPs) and their influence on work engagement. The research aims to evaluate the effects of recruitment and selection, training, career opportunities, and reward on employee engagement, and to examine whether digital transformation moderates these relationships. Using a sample of 607 employees, data were collected through online questionnaires from the banking and hospitality sectors in South Africa and analyzed using partial least squares structural equation modeling (PLS-SEM). The study finds that HCMPs such as recruitment and selection, training, career opportunities, and reward positively affect work engagement. However, contrary to expectations, digital transformation did not significantly moderate the effect of HCMPs on Work engagement. This suggests that the impact of digitalization may be more complex and context dependent. The significance of this study lies in highlighting the stability of HCMP impacts amidst technological change, providing insights for organizations to manage work engagement effectively without over-relying on digital transformation as a moderating factor
- …
