Evaluation of leadership stimulus on employee intrinsic motivation in the Transnet locomotive maintenance business at Swartkops
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
- Authors: Mdluli, Ignatius Mlanza
- Date: 2024-04
- Subjects: Leadership -- South Africa , Intrinsic motivation , Employee motivation , Transnet
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65164 , vital:74039
- Description: This research evaluated the leadership styles' stimulus on employee intrinsic motivation, focusing on the Transnet Locomotive Maintenance Business in Swartkops as there are leadership and motivation challenges in the organisation. Furthermore, the study explored the stimulus of three distinct leadership styles which are transactional, transformational and charismatic leadership on employees' levels of intrinsic motivation. The primary objective was to explore how these leadership styles nurtured or hindered the internal drive of employees, contributing to the organisation's overall performance. A qualitative research approach was used in the study. Semi-structured interviews were employed to collect insights from participants within the Transnet Locomotive Maintenance Business in Swartkops. Ten participants were selected using purposive selection. Thematic analysis was used to analyse the collected data, revealed patterns and connections between leadership styles and intrinsic motivation outcomes. The study unearthed that transactional leadership, often linked with reward-based approaches, unfavourably stimulated intrinsic motivation for most participants. Conversely, transformational leadership emerged as a potent positive force, constructively stimulating the intrinsic motivation of most employees. Charismatic leadership, known for its persuasive and emotionally engaging attributes, presented a mixed picture, constructively and destructively stimulating intrinsic motivation; therefore, the outcomes of this research have implications for leadership development, organisational strategy and employee engagement practices. The study recommends a transformational leadership style, emphasising inspiration, empowerment and a shared vision, and this enhances employees' intrinsic motivation and, consequently, organisational performance. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-04
Factors influencing employee engagement in a flexible work environment: a study of the Road Accident Fund
- Authors: Goqo, Nondumiso Zama
- Date: 2023-12
- Subjects: Road Accident Fund (South Africa) , Employee motivation , Flexible work arrangements , Work-life balance Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65600 , vital:74200
- Description: Employee engagement is a critical aspect of organisational success, and with the increasing adoption of flexible working arrangements (FWAs), understanding its determinants becomes crucial. However, many organisations are struggling to keep employees engaged while offering them flexible working patterns. Therefore, this study aimed to determine the factors that influence employee engagement among employees of the Road Accident Fund (RAF) in South Africa after the introduction of flexible working arrangements. To achieve the main aim of this study, a literature study was undertaken on employee engagement and a flexible working environment. The main focus of the literature study was to determine the factors with the most potential to influence employee engagement in the context of a flexible working environment. These factors emerged as work-life balance, employee wellbeing, leadership, rewards and recognition, learning and development, employee involvement, effective communication and workplace flexibility. This led to conducting an empirical study utilising a self-administered online survey as the data collection instrument to determine the influence of these factors on the engagement of RAF employees. A scale was developed to determine these factors and the current engagement level of employees at the RAF was measured using the Utrecht Work Engagement Scale (UWES) (2002). A descriptive and correlational research design was employed, utilising a convenience sampling method with a final sample of 413 achieved. Data was analysed using descriptive and inferential techniques, including Cronbach’s Alpha, frequency distributions, measure of central tendencies and exploratory factor analysis (EFA), product moment correlation, t-tests, analysis of variance (ANOVA) and chi-square tests. This included the testing for potential relationships between the variables of interest.The results of the empirical study revealed some of factors that were identified in the literature review of this study were found to have a positive influence on the engagement of employees working in the flexible working environment offered by the RAF. These factors are employee well-being, leadership, reward and recognition, learning and development, employee involvement, effective communication and workplace flexibility (time). The factors that were excluded by the results were work-life balance and workplace flexibility (place). These exceptions imply that these factors have less influence on the overall employee engagement levels at the RAF. Moreover, the levels of engagement of RAF employees were found to be at a moderate level. Furthermore, the results indicated that regardless of whether employees utilised FWAs or not, their levels of engagement remained at a moderate level. In other words, the utilisation of FWAs did not appear to significantly impact on the overall engagement levels of employees, and both groups exhibited similar moderate engagement levels. The findings also suggest that the RAF should maintain and enhance the factors that have a positive influence on employee engagement. In addition, the organisation should work on addressing those factors that do not play as significant a role in influencing engagement as the other factors. By taking these steps, the RAF can effectively enhance the overall level of employee engagement among its workforce. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
- Authors: Goqo, Nondumiso Zama
- Date: 2023-12
- Subjects: Road Accident Fund (South Africa) , Employee motivation , Flexible work arrangements , Work-life balance Personnel management
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/65600 , vital:74200
- Description: Employee engagement is a critical aspect of organisational success, and with the increasing adoption of flexible working arrangements (FWAs), understanding its determinants becomes crucial. However, many organisations are struggling to keep employees engaged while offering them flexible working patterns. Therefore, this study aimed to determine the factors that influence employee engagement among employees of the Road Accident Fund (RAF) in South Africa after the introduction of flexible working arrangements. To achieve the main aim of this study, a literature study was undertaken on employee engagement and a flexible working environment. The main focus of the literature study was to determine the factors with the most potential to influence employee engagement in the context of a flexible working environment. These factors emerged as work-life balance, employee wellbeing, leadership, rewards and recognition, learning and development, employee involvement, effective communication and workplace flexibility. This led to conducting an empirical study utilising a self-administered online survey as the data collection instrument to determine the influence of these factors on the engagement of RAF employees. A scale was developed to determine these factors and the current engagement level of employees at the RAF was measured using the Utrecht Work Engagement Scale (UWES) (2002). A descriptive and correlational research design was employed, utilising a convenience sampling method with a final sample of 413 achieved. Data was analysed using descriptive and inferential techniques, including Cronbach’s Alpha, frequency distributions, measure of central tendencies and exploratory factor analysis (EFA), product moment correlation, t-tests, analysis of variance (ANOVA) and chi-square tests. This included the testing for potential relationships between the variables of interest.The results of the empirical study revealed some of factors that were identified in the literature review of this study were found to have a positive influence on the engagement of employees working in the flexible working environment offered by the RAF. These factors are employee well-being, leadership, reward and recognition, learning and development, employee involvement, effective communication and workplace flexibility (time). The factors that were excluded by the results were work-life balance and workplace flexibility (place). These exceptions imply that these factors have less influence on the overall employee engagement levels at the RAF. Moreover, the levels of engagement of RAF employees were found to be at a moderate level. Furthermore, the results indicated that regardless of whether employees utilised FWAs or not, their levels of engagement remained at a moderate level. In other words, the utilisation of FWAs did not appear to significantly impact on the overall engagement levels of employees, and both groups exhibited similar moderate engagement levels. The findings also suggest that the RAF should maintain and enhance the factors that have a positive influence on employee engagement. In addition, the organisation should work on addressing those factors that do not play as significant a role in influencing engagement as the other factors. By taking these steps, the RAF can effectively enhance the overall level of employee engagement among its workforce. , Thesis (MCom) -- Faculty of Business and Economic Sciences, School of Industrial Psychology and Human Resources, 2023
- Full Text:
- Date Issued: 2023-12
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
The relationship between work engagement and psychological meaningfulness
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Faro, Gillian Rochelle
- Date: 2021-04
- Subjects: Employee motivation , Organizational behavior , Psychology, Industrial
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51360 , vital:43267
- Description: Work engagement is a positive psychological construct that according to research predicts positive organisational outcomes. The overarching objective of this study is to investigate the relationship between work engagement and psychological meaningfulness and to determine whether work engagement can be predicted by means of psychological meaningfulness. This study took on the form of a cross-sectional design, using a questionnaire to measure work engagement and psychological meaningfulness. The Utrecht Work Engagement Scale (UWES) and the Psychological Meaningfulness Scale (PMS) are instruments that have been widely used in research and were both found to be reliable and valid. The questionnaire was administered in the form of a paper and pencil self-administered questionnaire. This study was conducted at a mining/manufacturing company based in the Eastern Cape for employees across all occupational levels (N=202) and the sample was selected using non-probability convenience sampling as participation in the study was voluntary. Descriptive statistic methods were used to analyse the data, as well as an analysis of variance (ANOVA). Correlation data analysis methods were utilised to measure the relationship between variables. The study found a strong positive relationship between work engagement and psychological meaningfulness and that a large portion of the respondents scored moderate to high on work engagement and high on psychological meaningfulness. The study also found that there is a positive relationship between work engagement and age in that older employees are more engaged than younger employees. Male respondents were found to have higher levels of psychological meaningfulness. Lastly, the study revealed that psychological meaningfulness predicts work engagement. Research and organisational recommendations based on the research are discussed. , Thesis (MA) -- Faculty of Business and Economic Sciences, Labour Relations and Human Resources, 2021
- Full Text:
- Date Issued: 2021-04
Understanding the factors that influence employee engagement
- Authors: Dengana, Xolla Olwethu
- Date: 2021-04
- Subjects: Employee motivation , Employees -- Attitudes , Management -- Employee participation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51118 , vital:43210
- Description: Employee engagement is essential in elevating the possibility of any business success. This study investigated and sought to understand the influence of certain factors on employee engagement in a Fast-Moving Consumer Goods firm in Gauteng, South Africa. Employees play a crucial role in assisting any firm to deliver a service or product of high quality to the end users or customers. The existing literature suggests a correlation between engaged employees and commitment and staff turnover which has a direct impact on company performance. This study investigated some of the key factors that influence employee engagement with a focus on the impact of departmental culture, two-way communication, leadership, recognition, and training development. For the purposes of this study, the moderating variable was employee’s attitude which ultimately may influence the level of engagement that employees have. To answer the research questions, a quantitative approach was selected for the purposes of this research. This is more especially as quantitative research is ideal to find statistical relationships between variables and outcomes Quantitative research will therefore be used to determine the relationships between the variables under study. A convenience sampling method was chosen for this study. Research instruments adopted for the study were extracted from several articles which adopted similar constructs. These research instruments were then contextualised for the purposes of understanding the factors that influence employee engagement within an FMCG environment. The researcher ensured that all research instruments adopted for the study, were validated, and have a Cronbach-alpha score of more than 0.7 which is an ideal unit of measure for research-instruments internal consistency. The data collected was subjected to correlation and regression analysis to satisfy the objective of the study. Based on the results, suitable suggestions were given to which factors to focus on more which could influence employee engagement the most. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Dengana, Xolla Olwethu
- Date: 2021-04
- Subjects: Employee motivation , Employees -- Attitudes , Management -- Employee participation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51118 , vital:43210
- Description: Employee engagement is essential in elevating the possibility of any business success. This study investigated and sought to understand the influence of certain factors on employee engagement in a Fast-Moving Consumer Goods firm in Gauteng, South Africa. Employees play a crucial role in assisting any firm to deliver a service or product of high quality to the end users or customers. The existing literature suggests a correlation between engaged employees and commitment and staff turnover which has a direct impact on company performance. This study investigated some of the key factors that influence employee engagement with a focus on the impact of departmental culture, two-way communication, leadership, recognition, and training development. For the purposes of this study, the moderating variable was employee’s attitude which ultimately may influence the level of engagement that employees have. To answer the research questions, a quantitative approach was selected for the purposes of this research. This is more especially as quantitative research is ideal to find statistical relationships between variables and outcomes Quantitative research will therefore be used to determine the relationships between the variables under study. A convenience sampling method was chosen for this study. Research instruments adopted for the study were extracted from several articles which adopted similar constructs. These research instruments were then contextualised for the purposes of understanding the factors that influence employee engagement within an FMCG environment. The researcher ensured that all research instruments adopted for the study, were validated, and have a Cronbach-alpha score of more than 0.7 which is an ideal unit of measure for research-instruments internal consistency. The data collected was subjected to correlation and regression analysis to satisfy the objective of the study. Based on the results, suitable suggestions were given to which factors to focus on more which could influence employee engagement the most. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
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