Factors contributing to employee engagement in an aquaculture organisation in the Eastern Cape
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Clark, Gesina Maria
- Date: 2021-04
- Subjects: Management -- Employee participation , Employee motivation , Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51084 , vital:43207
- Description: The concept of work engagement has become increasingly important in modern day organisations due to the impact of engagement on productivity, absenteeism, retention and general employee well-being. Organisations with the ability to nurture and improve the engagement levels of their employees are able to prosper as sustainable, competitive and adaptive organisations. The aim of this research is to determine which factors influence engagement of employees in South Africa and specifically in the aquaculture arena, which predominantly employs unskilled and semi-skilled people. A quantitative research design was applied to determine the work engagement levels of employees in an aquaculture organisation in the Eastern Cape, South Africa. Participants were requested to complete the Utrecht Work Engagement Scale as well as a biographic questionnaire. Engagement levels of different biographic groups were compared. Results indicate that there is a statistical and practical significant difference in the engagement levels of employees from different biographic groups. Older employees and employees with tertiary qualifications reported higher engagement levels. Female employees also indicated significantly higher engagement levels than their male colleagues. There are significant differences in the engagement levels of employees from different work sections and different lengths of service. Many of the differences in engagement levels can be explained in terms of the Job Demands-Resources Model. The difference in engagement level between respondents from different work sections may be due to differences in leadership style of the section supervisors. The scope of this study is not sufficient to explain the reasons for differences and more research in this area is recommended. The diverse employment landscape in South Africa requires more than a “one-size fits all” approach to managing employee engagement. This research adds to the body of existing literature on engagement in the South African labour landscape and provides valuable information to organisational leaders and Human Resource Managers when planning employee engagement initiatives. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
The effect of electronic human resources management on employee engagement levels across generational cohorts
- Grobbelaar, Angelique Louise
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Grobbelaar, Angelique Louise
- Date: 2021-04
- Subjects: Personnel management , Information technology -- Management , Employee motivation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51450 , vital:43278
- Description: The infrastructure and use of the Internet have developed rapidly in recent years, which propelled traditional human resources systems into a new electronic human resources (E-HRM) approach. This cannot, however, be regarded as a one-size-fits-all solution as employees across different generational cohorts are not all at the same comfort level with regard to operating such web-based applications. It is the researcher’s opinion that the latter may affect employee engagement as this appears to be the case within the researcher’s own organisation. Employee engagement is important in providing organisations with the competitive advantage required to operate in a highly competitive market. Employee engagement levels are far from ideal across many organisations, which require these organisations to identify solutions to raise overall engagement levels. With age rapidly becoming a more important diversity factor, it is imperative for managers to understand the effect of E-HRM on employee engagement across the generational cohorts to design the most beneficial HRM strategy for their organisation. The purpose of this study is to gain a better understanding on how generational cohorts are affected by the application of E-HRM programmes and to identify whether there are substantial variances between the engagement levels of the different generational cohorts in this context. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
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