Employee motivation, workplace surveillance and employee engagement among selected Zimbabwe revenue authority employees
- Tsvangirai, Fidelis Pedzisai
- Authors: Tsvangirai, Fidelis Pedzisai
- Date: 2018
- Subjects: Employee motivation Employee motivation--Zimbabwe Organizational effectiveness--Zimbabwe
- Language: English
- Type: Thesis , Doctoral , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/17384 , vital:40961
- Description: Orientation: The study is located in the micro environmental circumstances in Zimbabwe where the size of the informal sector is overtaking that of the formal sector. The country is experiencing a high labour turnover averaging at 19percent per year due to an unstable economic setting. The Zimbabwe Revenue Authority (ZIMRA) is experiencing an employee engagement score as low as 2.1 out of 5. This low employee engagement level and high labour turnover call for employers to find strategies not only to keep their employees motivated and engaged but also to monitor how they work. Research purpose: The study sought to examine how employee motivation mediates between workplace surveillance and employee engagement among selected employees at the Zimbabwe Revenue Authority (ZIMRA). Motivation of the study: Public organisations often face the criticism that they do not deliver the quality of service expected and one in every five of their employees is disengaged from their work. ZIMRA’s mandate has a significant impact on the country’s gross domestic product (GDP) and the organisation needs to deliver against all odds. Currently no research exists which provides information on the mediating effect of employee motivation on the relationship between workplace surveillance and employee engagement in Zimbabwe. Research philosophy, design and method: This study adopted the positivism research philosophy and a survey research design, which is quantitative and descriptive in nature. The study utilised the principles of structural equation modelling (SEM) in formulating the research hypotheses and in data analysis. Main findings: The findings of the study, through utilising SEM, were that a negative relationship exists between workplace surveillance and employee engagement and that employee motivation has a positive significant relationship with employee engagement. The study also found that workplace surveillance positively relates to employee motivation. The study also found that employee motivation partially mediates the relationship between workplace surveillance and employee engagement. Practical/Managerial implications: A negative relationship between workplace surveillance and employee engagement calls for ZIMRA management to seek employee buy-in when implementing workplace surveillance measures. A positive relationship between employee motivation and employee engagement calls for ZIMRA management to invest much in these two variables. A positive relationship between workplace surveillance and employee motivation calls for ZIMRA management to put in place policies that ensure employees do not abuse work time by doing their own business. Contribution or value-add: The study contributes to the body of knowledge on the debate around the impact of employee motivation as a mediator of the relationship between workplace surveillance and employee engagement. This study agree with the vast amount of literature that the relationship between workplace surveillance and employee motivation is not always negative.
- Full Text:
- Date Issued: 2018
- Authors: Tsvangirai, Fidelis Pedzisai
- Date: 2018
- Subjects: Employee motivation Employee motivation--Zimbabwe Organizational effectiveness--Zimbabwe
- Language: English
- Type: Thesis , Doctoral , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/17384 , vital:40961
- Description: Orientation: The study is located in the micro environmental circumstances in Zimbabwe where the size of the informal sector is overtaking that of the formal sector. The country is experiencing a high labour turnover averaging at 19percent per year due to an unstable economic setting. The Zimbabwe Revenue Authority (ZIMRA) is experiencing an employee engagement score as low as 2.1 out of 5. This low employee engagement level and high labour turnover call for employers to find strategies not only to keep their employees motivated and engaged but also to monitor how they work. Research purpose: The study sought to examine how employee motivation mediates between workplace surveillance and employee engagement among selected employees at the Zimbabwe Revenue Authority (ZIMRA). Motivation of the study: Public organisations often face the criticism that they do not deliver the quality of service expected and one in every five of their employees is disengaged from their work. ZIMRA’s mandate has a significant impact on the country’s gross domestic product (GDP) and the organisation needs to deliver against all odds. Currently no research exists which provides information on the mediating effect of employee motivation on the relationship between workplace surveillance and employee engagement in Zimbabwe. Research philosophy, design and method: This study adopted the positivism research philosophy and a survey research design, which is quantitative and descriptive in nature. The study utilised the principles of structural equation modelling (SEM) in formulating the research hypotheses and in data analysis. Main findings: The findings of the study, through utilising SEM, were that a negative relationship exists between workplace surveillance and employee engagement and that employee motivation has a positive significant relationship with employee engagement. The study also found that workplace surveillance positively relates to employee motivation. The study also found that employee motivation partially mediates the relationship between workplace surveillance and employee engagement. Practical/Managerial implications: A negative relationship between workplace surveillance and employee engagement calls for ZIMRA management to seek employee buy-in when implementing workplace surveillance measures. A positive relationship between employee motivation and employee engagement calls for ZIMRA management to invest much in these two variables. A positive relationship between workplace surveillance and employee motivation calls for ZIMRA management to put in place policies that ensure employees do not abuse work time by doing their own business. Contribution or value-add: The study contributes to the body of knowledge on the debate around the impact of employee motivation as a mediator of the relationship between workplace surveillance and employee engagement. This study agree with the vast amount of literature that the relationship between workplace surveillance and employee motivation is not always negative.
- Full Text:
- Date Issued: 2018
Psychological capital, psychological empowerment and organisational citizenship behaviour among nurses in public hospitals in Eastern Cape, South Africa
- Chamisa, Shingirayi Florence
- Authors: Chamisa, Shingirayi Florence
- Date: 2018
- Subjects: Organizational behavior--South Africa Nurses--Employment--South Africa--Eastern Cape Organizational effectiveness--South Africa
- Language: English
- Type: Thesis , Doctoral , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/15441 , vital:40408
- Description: The current task environment in the South African public hospitals has reconfirmed the importance of researching on the psychological environment and its influence on individual employee performance. The motivation of this study is to examine the relationship between psychological capital and psychological empowerment on the one hand and organisational citizenship behaviour on the other hand among nurses within selected public hospitals in the Eastern Cape Province of South Africa. This contributes to the theoretical conceptual knowledge on how performance can be enhanced through the appropriate provision of psychological resources in the workplace and the promotion of competence, efficiency and sustainability of organisations. Survey questionnaires were used to collect data. Inferential analysis from SPSS was carried out to understand the antecedents and consequences of organisation citizenship behaviour. An overall model of the study was also identified through AMOS using structural equation modeling. Findings from the selected South African public hospitals indicate that there is a significant positive relationship between psychological capital and psychological empowerment on the one hand and organisational citizenship behaviour on the other hand among nurses within the selected public hospitals. The results validate certain aspects of the Conservative frame work and the Job Demands Resources Model. The study recommends that hospital managers and supervisors should determine the social networks in their hospitals as a strategy to promote performance and organisational citizenship behaviour. Individual employees who are located at the fringes of the network must be recognised and empowered. This allows for the comparison evaluation of both individual and organisational characteristics on organisational citizenship behaviour and the promotion of slack resources which are important in maintaining a steady organisational performance which further widens organisational capacity.
- Full Text:
- Date Issued: 2018
- Authors: Chamisa, Shingirayi Florence
- Date: 2018
- Subjects: Organizational behavior--South Africa Nurses--Employment--South Africa--Eastern Cape Organizational effectiveness--South Africa
- Language: English
- Type: Thesis , Doctoral , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/15441 , vital:40408
- Description: The current task environment in the South African public hospitals has reconfirmed the importance of researching on the psychological environment and its influence on individual employee performance. The motivation of this study is to examine the relationship between psychological capital and psychological empowerment on the one hand and organisational citizenship behaviour on the other hand among nurses within selected public hospitals in the Eastern Cape Province of South Africa. This contributes to the theoretical conceptual knowledge on how performance can be enhanced through the appropriate provision of psychological resources in the workplace and the promotion of competence, efficiency and sustainability of organisations. Survey questionnaires were used to collect data. Inferential analysis from SPSS was carried out to understand the antecedents and consequences of organisation citizenship behaviour. An overall model of the study was also identified through AMOS using structural equation modeling. Findings from the selected South African public hospitals indicate that there is a significant positive relationship between psychological capital and psychological empowerment on the one hand and organisational citizenship behaviour on the other hand among nurses within the selected public hospitals. The results validate certain aspects of the Conservative frame work and the Job Demands Resources Model. The study recommends that hospital managers and supervisors should determine the social networks in their hospitals as a strategy to promote performance and organisational citizenship behaviour. Individual employees who are located at the fringes of the network must be recognised and empowered. This allows for the comparison evaluation of both individual and organisational characteristics on organisational citizenship behaviour and the promotion of slack resources which are important in maintaining a steady organisational performance which further widens organisational capacity.
- Full Text:
- Date Issued: 2018
The impact of human resource practices on employee commitment and retention among nurses in Amathole District, South Africa
- Authors: Terera, Sharon Ruvimbo
- Date: 2018
- Subjects: Employee retention--South Africa Nurses--South Africa
- Language: English
- Type: Thesis , Masters , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/17727 , vital:41188
- Description: This study explored the impact of human resource practices on employee commitment and retention among nurses in Amathole District, South Africa. The objectives of this study were to determine the influence of human resources practices (HR) on nurse retention in public hospitals; investigate the influence of HR practices on organizational commitment of nurses, and retention and to make recommendations to the hospitals on possible ways to improve the organisational commitment and employee retention of nurses based on the research findings. The study utilized a quantitative research design and questionnaires were used to collect data. The sample comprised of 150 nurses and the data was analysed through descriptive and inferential statistics. Research findings revealed that the effective use of sound human resources practices reduces nurse turnover whilst nurse organisational commitment and retention improves.
- Full Text:
- Date Issued: 2018
- Authors: Terera, Sharon Ruvimbo
- Date: 2018
- Subjects: Employee retention--South Africa Nurses--South Africa
- Language: English
- Type: Thesis , Masters , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/17727 , vital:41188
- Description: This study explored the impact of human resource practices on employee commitment and retention among nurses in Amathole District, South Africa. The objectives of this study were to determine the influence of human resources practices (HR) on nurse retention in public hospitals; investigate the influence of HR practices on organizational commitment of nurses, and retention and to make recommendations to the hospitals on possible ways to improve the organisational commitment and employee retention of nurses based on the research findings. The study utilized a quantitative research design and questionnaires were used to collect data. The sample comprised of 150 nurses and the data was analysed through descriptive and inferential statistics. Research findings revealed that the effective use of sound human resources practices reduces nurse turnover whilst nurse organisational commitment and retention improves.
- Full Text:
- Date Issued: 2018
Individualism, collectivism and gender as correlates of the work ethic among the employees in a government department in the Eastern Cape
- Authors: Gwelo, Blessing
- Date: 2016
- Subjects: Individualism Collectivism Work ethic
- Language: English
- Type: Thesis , Masters , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/11608 , vital:39089
- Description: This study investigated the relationship between individualism, collectivism and gender among the employees at the Department of Justice and Constitutional Development situated in East London, South Africa. Individualism, collectivism and gender were used as independent variables in the study while the work ethic was used as the dependent variable. Data was gathered from a random sample of 260 employees in the Department. A questionnaire consisting of three parts was used for data collection. To gather biographical and occupational data, a self-designed 5-item questionnaire was used. The 65 item Multidimensional Work Ethic Profile (MWEP) scale Miller et al. (2002) was used to measure the work ethic. A 16-item individualism/collectivism scale (also known as the Culture Orientation Scale) formulated by Triandis & Gelfand (1998) was used in the research to measure individualism/collectivism. Data analysis was done by means of various statistical techniques, including the Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that there is a significant positive correlation between individualism and the work ethic, noting that a positive correlation for individualism implies a negative correlation for collectivism. The results of this study also found males showing to have higher work ethic than females. The results indicated that individualism/collectivism and gender together do not account for a higher proportion of variance in work ethic than any of the two separately. The study, therefore, recommends that managers must do all in their power to promote the growth and development of work ethic in their organisations through encouraging individualism, and through striving to increase the work ethic in females.
- Full Text:
- Date Issued: 2016
- Authors: Gwelo, Blessing
- Date: 2016
- Subjects: Individualism Collectivism Work ethic
- Language: English
- Type: Thesis , Masters , Industrial Psychology
- Identifier: http://hdl.handle.net/10353/11608 , vital:39089
- Description: This study investigated the relationship between individualism, collectivism and gender among the employees at the Department of Justice and Constitutional Development situated in East London, South Africa. Individualism, collectivism and gender were used as independent variables in the study while the work ethic was used as the dependent variable. Data was gathered from a random sample of 260 employees in the Department. A questionnaire consisting of three parts was used for data collection. To gather biographical and occupational data, a self-designed 5-item questionnaire was used. The 65 item Multidimensional Work Ethic Profile (MWEP) scale Miller et al. (2002) was used to measure the work ethic. A 16-item individualism/collectivism scale (also known as the Culture Orientation Scale) formulated by Triandis & Gelfand (1998) was used in the research to measure individualism/collectivism. Data analysis was done by means of various statistical techniques, including the Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that there is a significant positive correlation between individualism and the work ethic, noting that a positive correlation for individualism implies a negative correlation for collectivism. The results of this study also found males showing to have higher work ethic than females. The results indicated that individualism/collectivism and gender together do not account for a higher proportion of variance in work ethic than any of the two separately. The study, therefore, recommends that managers must do all in their power to promote the growth and development of work ethic in their organisations through encouraging individualism, and through striving to increase the work ethic in females.
- Full Text:
- Date Issued: 2016
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