Working remotely: determining the influence on mental wellbeing of leaders within the banking industry during COVID-19 pandemic
- Authors: Marran, Karen
- Date: 2024-12
- Subjects: Flexible work arrangements , Virtual work teams -- Management , Employees -- Mental health -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/70111 , vital:78300
- Description: The COVID-19 pandemic forced employees in the banking industry in South Africa to work remotely, which resulted in significant changes to their work environment. Previously, employees worked from branches and regional offices, however, during COVID-19 lockdown, employees had to transform their homes into office spaces. This sudden shift brought about challenges such as blurred boundaries between personal and professional life, and isolation for leaders who previously enjoyed dynamic work environments; moreover, leaders experienced increased stress and pressure to navigate the uncertainties of the pandemic while maintaining a strong face for their teams. The aim of the study is to investigate the impact of remote work on the mental wellbeing of leaders in the banking industry, specifically focusing on a large financial institution in South Africa. The study aims to provide recommendations to improve leadership mental wellbeing within the organisation. The researcher used positivism as the research philosophy, for its emphasis on objectivity, empirical evidence, and the use of quantitative research methods. The chosen research design was correlation, as it allowed for the examination of relationships between variables or sets of scores. Quantitative research was preferred, for this study, for its systematic and objective analysis of a large sample size. The target demographic consisted of 2500 leaders, nationwide, who worked as regional or branch managers for financial institutions in South Africa. The study employed a simple random sampling approach, as this ensured an equal chance of selection for each member of the target population. A total of 126 participants successfully completed the survey. Descriptive statistics were used to summarise the collected data into graphs and tables, so as to determine relationships and patterns within the data. Inferential statistics were used to derive predictions or generalisations from the data collected on the target group. The respondents reported that they had positive encounters with their leaders who provided recommendations, support, problem-solving, and listened to their private feelings. They were happy with their jobs, had clear career paths, and knew their job requirements. The respondents believed the company communicated its goals and strategy well. They also indicated that they had good workspace conditions, as well as access to video conferencing, software, and messaging services. Respondents emphasised job autonomy and control — that is, being able to decide how to do their jobs and communicate. They found their work satisfying and were comfortable voicing their thoughts, even if they disagreed with others. They valued personal growth, positive relationships, purpose and meaning in life, and self-acceptance. The COVID-19 pandemic highlighted the importance of remote work, self-care, and meaningful relationships. The participants provided financial institutions with suggestions for improvement; these include addressing staffing shortages, balancing office and remote work, promoting collaboration, and enhancing customer service. Based on the primary findings, the key recommendation for this study is that financial institutions prioritise employee well-being and work-life balance. This can be achieved by addressing staffing shortages, offering flexible hours and wellness programs, and creating a supportive environment for both office and remote work. It is also important to promote collaboration and communication between remote and office-based employees in order to overcome any divide. Continuous improvement and adaptation are crucial to success, including staying ahead of technological advancements and improving customer service and engagement. In addition, recognising and supporting employee success, fostering trust, and investing in technology and infrastructure are important for efficient operations. Adopting the recommendations provided by the respondents can bring several benefits to financial institutions. These benefits include increased job satisfaction, improved workspace suitability, enhanced job autonomy, and better communication of goals and strategies. Adopting the recommendations can also lead to positive encounters with leaders, better problem-solving abilities, and improved listening to private feelings. Moreover, organisations can experience increased productivity, better work-life balance, and improved mental health amongst employees. The recommendations also emphasise the importance of fostering trust, supporting personal and professional growth, and promoting collaboration and communication. Overall, adopting these recommendations can contribute to a positive work environment and the overall wellbeing of employees. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-12
- Authors: Marran, Karen
- Date: 2024-12
- Subjects: Flexible work arrangements , Virtual work teams -- Management , Employees -- Mental health -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/70111 , vital:78300
- Description: The COVID-19 pandemic forced employees in the banking industry in South Africa to work remotely, which resulted in significant changes to their work environment. Previously, employees worked from branches and regional offices, however, during COVID-19 lockdown, employees had to transform their homes into office spaces. This sudden shift brought about challenges such as blurred boundaries between personal and professional life, and isolation for leaders who previously enjoyed dynamic work environments; moreover, leaders experienced increased stress and pressure to navigate the uncertainties of the pandemic while maintaining a strong face for their teams. The aim of the study is to investigate the impact of remote work on the mental wellbeing of leaders in the banking industry, specifically focusing on a large financial institution in South Africa. The study aims to provide recommendations to improve leadership mental wellbeing within the organisation. The researcher used positivism as the research philosophy, for its emphasis on objectivity, empirical evidence, and the use of quantitative research methods. The chosen research design was correlation, as it allowed for the examination of relationships between variables or sets of scores. Quantitative research was preferred, for this study, for its systematic and objective analysis of a large sample size. The target demographic consisted of 2500 leaders, nationwide, who worked as regional or branch managers for financial institutions in South Africa. The study employed a simple random sampling approach, as this ensured an equal chance of selection for each member of the target population. A total of 126 participants successfully completed the survey. Descriptive statistics were used to summarise the collected data into graphs and tables, so as to determine relationships and patterns within the data. Inferential statistics were used to derive predictions or generalisations from the data collected on the target group. The respondents reported that they had positive encounters with their leaders who provided recommendations, support, problem-solving, and listened to their private feelings. They were happy with their jobs, had clear career paths, and knew their job requirements. The respondents believed the company communicated its goals and strategy well. They also indicated that they had good workspace conditions, as well as access to video conferencing, software, and messaging services. Respondents emphasised job autonomy and control — that is, being able to decide how to do their jobs and communicate. They found their work satisfying and were comfortable voicing their thoughts, even if they disagreed with others. They valued personal growth, positive relationships, purpose and meaning in life, and self-acceptance. The COVID-19 pandemic highlighted the importance of remote work, self-care, and meaningful relationships. The participants provided financial institutions with suggestions for improvement; these include addressing staffing shortages, balancing office and remote work, promoting collaboration, and enhancing customer service. Based on the primary findings, the key recommendation for this study is that financial institutions prioritise employee well-being and work-life balance. This can be achieved by addressing staffing shortages, offering flexible hours and wellness programs, and creating a supportive environment for both office and remote work. It is also important to promote collaboration and communication between remote and office-based employees in order to overcome any divide. Continuous improvement and adaptation are crucial to success, including staying ahead of technological advancements and improving customer service and engagement. In addition, recognising and supporting employee success, fostering trust, and investing in technology and infrastructure are important for efficient operations. Adopting the recommendations provided by the respondents can bring several benefits to financial institutions. These benefits include increased job satisfaction, improved workspace suitability, enhanced job autonomy, and better communication of goals and strategies. Adopting the recommendations can also lead to positive encounters with leaders, better problem-solving abilities, and improved listening to private feelings. Moreover, organisations can experience increased productivity, better work-life balance, and improved mental health amongst employees. The recommendations also emphasise the importance of fostering trust, supporting personal and professional growth, and promoting collaboration and communication. Overall, adopting these recommendations can contribute to a positive work environment and the overall wellbeing of employees. , Thesis (MBA) -- Faculty of Business and Economic Sciences, Business School, 2024
- Full Text:
- Date Issued: 2024-12
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
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