An investigation into the prevalence of power harassment in the public service: a case study of a provincial department
- Authors: Pardesi, Sheena
- Date: 2019
- Subjects: Harassment -- South Africa , Bullying in the workplace -- South Africa Sexual harassment of women
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: http://hdl.handle.net/10948/43336 , vital:36798
- Description: Workplace harassment is experienced internationally, and much research has been done on this very complex topic. An area that has not received much focus is “power harassment” which specifically refers to the abuse of one’s authority or position in the workplace with the intent to harm an employee, provided the succumb to whatever undue pressure or influence exerted. The context of this study is the public service of South Africa because it is characterised by strict norms and a high level of bureaucracy, an is assumed to be free from such occurrence. A provincial department in South Africa was used as case study and inferential statistics was used to generalise the findings. The main aim of the present study was to establish the prevalence of power harassment in the provincial department. A representative sample was selected from the provincial department and information was collected by means of an online survey. A quantitative analysis was conducted using descriptive statics. Chi-Square tests and cross tabulation tables were analysed to test several hypotheses.
- Full Text: false
- Date Issued: 2019
- Authors: Pardesi, Sheena
- Date: 2019
- Subjects: Harassment -- South Africa , Bullying in the workplace -- South Africa Sexual harassment of women
- Language: English
- Type: Thesis , Masters , MPhil
- Identifier: http://hdl.handle.net/10948/43336 , vital:36798
- Description: Workplace harassment is experienced internationally, and much research has been done on this very complex topic. An area that has not received much focus is “power harassment” which specifically refers to the abuse of one’s authority or position in the workplace with the intent to harm an employee, provided the succumb to whatever undue pressure or influence exerted. The context of this study is the public service of South Africa because it is characterised by strict norms and a high level of bureaucracy, an is assumed to be free from such occurrence. A provincial department in South Africa was used as case study and inferential statistics was used to generalise the findings. The main aim of the present study was to establish the prevalence of power harassment in the provincial department. A representative sample was selected from the provincial department and information was collected by means of an online survey. A quantitative analysis was conducted using descriptive statics. Chi-Square tests and cross tabulation tables were analysed to test several hypotheses.
- Full Text: false
- Date Issued: 2019
Testing the validity of Okun’s law in South Africa within the democratic era
- Authors: Mavikela, Nomahlubi
- Date: 2019
- Subjects: Labor market -- South Africa , South Africa -- Economic conditions Unemployment -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/41559 , vital:36512
- Description: The challenge of high unemployment rates coupled with sluggish growth rates is an important issue in developing economies. The presence of high unemployment rates implies the lack of utilisation of labour resources efficiently. Hence, it being of grave importance for government to prioritise as a major macroeconomic goal the attainment of full employment due to its ability of maximising output. Okun’s law is a well-known relationship postulating an inverse relationship between unemployment and output, implying that an increase in unemployment would be associated with a decline in output and vice versa. Since the pioneer work of Okun (1962), a large volume of empirical studies have been conducted looking at the relationship between economic growth and the rate of unemployment. However, their findings are varied due to differences in the model specification, choice of variables used, econometric models and time periods. The main objective of this dissertation is to test the validity of Okun’s law in South Africa using quarterly data for the period 1994-2016. The importance of determining the effect of the association will inform policy decisions. A variety of detrending methods are utilised such as the Hodrick-Prescott filter, Corbae Ouliaris FD filter and L1 trend filter to decomposed output and unemployment into their trend and cyclical components. Furthermore, the linear and nonlinear autoregressive distributed lag (ARDL) model together with the error correction model (ECM) are employed to obtain the short and long-run estimates. Overall, the empirical results revealed that the Okun’s coefficients magnitude differed over time; however, only a selected few were found to be statistically significant for the tested time periods. Using the ARDL model the study found that in the long-run a 1% increase in GDP for the 2001-2008 time period was associated with a 0.17% decline in unemployment. While a 1% increase in unemployment in the long-run resulted in 0.78% decline in GDP. Meanwhile, in the short-run, the study confirmed that a 1% increase in GDP is associated with 0.21%-0.69% decline in unemployment. While a 1% increase in unemployment resulted in a 0.10%-0.14% decline in GDP. These findings reveal that measures aimed at boosting economic growth will have a bigger impact in reducing unemployment levels. Furthermore, these findings reiterate the need for effective policies to reduce the gradually increasing unemployment rate and improving growth levels.
- Full Text:
- Date Issued: 2019
- Authors: Mavikela, Nomahlubi
- Date: 2019
- Subjects: Labor market -- South Africa , South Africa -- Economic conditions Unemployment -- South Africa
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/41559 , vital:36512
- Description: The challenge of high unemployment rates coupled with sluggish growth rates is an important issue in developing economies. The presence of high unemployment rates implies the lack of utilisation of labour resources efficiently. Hence, it being of grave importance for government to prioritise as a major macroeconomic goal the attainment of full employment due to its ability of maximising output. Okun’s law is a well-known relationship postulating an inverse relationship between unemployment and output, implying that an increase in unemployment would be associated with a decline in output and vice versa. Since the pioneer work of Okun (1962), a large volume of empirical studies have been conducted looking at the relationship between economic growth and the rate of unemployment. However, their findings are varied due to differences in the model specification, choice of variables used, econometric models and time periods. The main objective of this dissertation is to test the validity of Okun’s law in South Africa using quarterly data for the period 1994-2016. The importance of determining the effect of the association will inform policy decisions. A variety of detrending methods are utilised such as the Hodrick-Prescott filter, Corbae Ouliaris FD filter and L1 trend filter to decomposed output and unemployment into their trend and cyclical components. Furthermore, the linear and nonlinear autoregressive distributed lag (ARDL) model together with the error correction model (ECM) are employed to obtain the short and long-run estimates. Overall, the empirical results revealed that the Okun’s coefficients magnitude differed over time; however, only a selected few were found to be statistically significant for the tested time periods. Using the ARDL model the study found that in the long-run a 1% increase in GDP for the 2001-2008 time period was associated with a 0.17% decline in unemployment. While a 1% increase in unemployment in the long-run resulted in 0.78% decline in GDP. Meanwhile, in the short-run, the study confirmed that a 1% increase in GDP is associated with 0.21%-0.69% decline in unemployment. While a 1% increase in unemployment resulted in a 0.10%-0.14% decline in GDP. These findings reveal that measures aimed at boosting economic growth will have a bigger impact in reducing unemployment levels. Furthermore, these findings reiterate the need for effective policies to reduce the gradually increasing unemployment rate and improving growth levels.
- Full Text:
- Date Issued: 2019
An investigation of the strategies for sustainability of selected community radio stations in Transkei rural areas of the Eastern Cape
- Authors: Mafani, Hlanga Eric
- Date: 2015
- Subjects: Community radio -- South Africa -- Eastern Cape , Radio stations -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/5963 , vital:21020
- Description: This research project was aimed at investigating strategies that are used for the sustainability of selected rural-based community radio stations in the Transkei area of the Eastern Cape. The study was done under a hypothesis that, in the absence of big business and migration of literate people and skilled labour from rural communities to urban centres, rural-based community radios struggle to attract operational revenue through advertising, community support, etc., and that the supposedly high illiteracy in the rural areas render it difficult to run the stations. Two rural-based community radio stations were selected for this study: Alfred Nzo Community Radio at Mount Ayliff in the Alfred Nzo District Municipality area, and Vukani Community Radio at Cala in the Chris Hani District Municipality area. The aim was to study their activities with regard to the most and widely agreed three-dimensional method of sustaining community radio stations: Financial Sustainability, Institutional Sustainability, and Social Sustainability. Relevant literature has been reviewed and data have been collected using both quantitative and qualitative methods through questionnaires. The study however leans more on the qualitative approach and a quantitative approach has merely been used to identify the trends of the views of the participants. The analysis of data highlights the views of the respondents about these radio stations with regard to their strategies to sustain themselves. The views of the respondents represent all people from all levels of people involved in the stations: From the Member of the Board of Directors in the boardroom to stations’ members of management at their desks. From Presenters behind their microphones to the listener in the dusty streets of the poor rural areas. The results confirm the hypothesis that the areas have high unemployment and illiteracy rates, and that their sustainability depend largely on trade-outs with local business and government support. However, the study also shows that strategies for Financial Sustainability, Institutional Sustainability, and Social Sustainability may overlap or influence each other. For instance, an activity of Institutional Sustainability may result in Financial Sustainability, and visa-versa. The study also reveals that the stations struggle to establish and maintain effective Social Sustainability for the benefit of the station. In the light of this, a proposal for further study and recommendations are given at the end of the study.
- Full Text:
- Date Issued: 2015
- Authors: Mafani, Hlanga Eric
- Date: 2015
- Subjects: Community radio -- South Africa -- Eastern Cape , Radio stations -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/5963 , vital:21020
- Description: This research project was aimed at investigating strategies that are used for the sustainability of selected rural-based community radio stations in the Transkei area of the Eastern Cape. The study was done under a hypothesis that, in the absence of big business and migration of literate people and skilled labour from rural communities to urban centres, rural-based community radios struggle to attract operational revenue through advertising, community support, etc., and that the supposedly high illiteracy in the rural areas render it difficult to run the stations. Two rural-based community radio stations were selected for this study: Alfred Nzo Community Radio at Mount Ayliff in the Alfred Nzo District Municipality area, and Vukani Community Radio at Cala in the Chris Hani District Municipality area. The aim was to study their activities with regard to the most and widely agreed three-dimensional method of sustaining community radio stations: Financial Sustainability, Institutional Sustainability, and Social Sustainability. Relevant literature has been reviewed and data have been collected using both quantitative and qualitative methods through questionnaires. The study however leans more on the qualitative approach and a quantitative approach has merely been used to identify the trends of the views of the participants. The analysis of data highlights the views of the respondents about these radio stations with regard to their strategies to sustain themselves. The views of the respondents represent all people from all levels of people involved in the stations: From the Member of the Board of Directors in the boardroom to stations’ members of management at their desks. From Presenters behind their microphones to the listener in the dusty streets of the poor rural areas. The results confirm the hypothesis that the areas have high unemployment and illiteracy rates, and that their sustainability depend largely on trade-outs with local business and government support. However, the study also shows that strategies for Financial Sustainability, Institutional Sustainability, and Social Sustainability may overlap or influence each other. For instance, an activity of Institutional Sustainability may result in Financial Sustainability, and visa-versa. The study also reveals that the stations struggle to establish and maintain effective Social Sustainability for the benefit of the station. In the light of this, a proposal for further study and recommendations are given at the end of the study.
- Full Text:
- Date Issued: 2015
Improving staff turnover in a purchasing department
- Authors: Blignaut, Fredrika Joan
- Date: 2015
- Subjects: Labor turnover -- South Africa Human capital , Employees -- Recruiting Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50110 , vital:42044
- Description: The value of employees has been established as the best asset a company can have and managers/leaders plays an important role in optimising the value addition of the employee. Retaining employees and attracting them is a challenge due to skill shortages and staff turnover. The costs of staff turnover include but are not limited to recruiting, testing, selecting, training the new staff member, and mandatory overtime due to staff shortages. The indirect costs associated with such turnover are caused by the loss of valued employees, the stress of additional workloads, the loss of the social relationship and the tension of integrating new employees into the team. The objective of the study was to identify the factors that increase voluntary and involuntary turnover intent in the selected purchasing department. These factors were manager /leader’s influence, stress and satisfaction with quality of work life on turnover intent. Convenience sampling was used to distribute sixty-four questionnaires in three departments of the selected firm, namely production purchasing, general purchasing and projects. Only fifty usable questionnaires were received. The results from the descriptive statistics revealed that the participants were generally not happy with manager relations in the firm. The results however showed that this does not motivate employees to stay or leave the firm. The statistics showed that bullying is evident in the selected firm, however the mean score does not reflect high levels thereof. The Pearson correlations show a significantly positive relationship between bullying and employees leaving. The participants generally work in a stressful environment and this affected some employees negatively however Pearson’s correlations showed that work stress is not significantly related to intent to leave.
- Full Text:
- Date Issued: 2015
- Authors: Blignaut, Fredrika Joan
- Date: 2015
- Subjects: Labor turnover -- South Africa Human capital , Employees -- Recruiting Employee motivation
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/50110 , vital:42044
- Description: The value of employees has been established as the best asset a company can have and managers/leaders plays an important role in optimising the value addition of the employee. Retaining employees and attracting them is a challenge due to skill shortages and staff turnover. The costs of staff turnover include but are not limited to recruiting, testing, selecting, training the new staff member, and mandatory overtime due to staff shortages. The indirect costs associated with such turnover are caused by the loss of valued employees, the stress of additional workloads, the loss of the social relationship and the tension of integrating new employees into the team. The objective of the study was to identify the factors that increase voluntary and involuntary turnover intent in the selected purchasing department. These factors were manager /leader’s influence, stress and satisfaction with quality of work life on turnover intent. Convenience sampling was used to distribute sixty-four questionnaires in three departments of the selected firm, namely production purchasing, general purchasing and projects. Only fifty usable questionnaires were received. The results from the descriptive statistics revealed that the participants were generally not happy with manager relations in the firm. The results however showed that this does not motivate employees to stay or leave the firm. The statistics showed that bullying is evident in the selected firm, however the mean score does not reflect high levels thereof. The Pearson correlations show a significantly positive relationship between bullying and employees leaving. The participants generally work in a stressful environment and this affected some employees negatively however Pearson’s correlations showed that work stress is not significantly related to intent to leave.
- Full Text:
- Date Issued: 2015
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