Masters Degrees (Human Resource Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/19592

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Assessing talent management and organisational trust as precursors to job embeddedness.
(2021) Latib, Alia.; Brijball Parumasur, Sanjana.
Owing to the increase of globalisation, technology and the volatile work environment that organisations currently face, the element of job embeddedness and its effect on labour turnover necessitates an operational and vigorous approach (Hashim, Ishak & Hilmi, 2017). Research shows that job embedded ness increases work performance and organisational commitment (Chan, Ho, Sambasivan & Ng, 2019; Shen & Jiang, 2019). However, there is limited research concerning the effect of Human Resources (HR) functions (talent management) and organisational trust, on job embeddedness; instead, it is viewed as a mechanism used to reduce labour turnover as a result of the costs associated with it. Previous studies have failed to determine the impact of talent management and organisational trust on job embeddedness, especially in the South African economy. This study was conducted in a large parastatal organisation that provides bulk potable water in KwaZulu-Natal and used a simple random sampling technique to draw a sample of 196 employees whilst ensuring representivity. Data was collected using electronic questionnaire surveys, and the psychometric properties (validity and reliability) were statistically assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The data was analysed using both descriptive and inferential statistics. The results demonstrate that talent management and organisational trust are critical precursors to job embeddedness and, organisations are encouraged to apply vigorous and conscious approaches to talent management and organisational trust in an effort to increase job embeddedness thereby reducing organisational turnover. This study provides guidelines, recommendations and a model for the implementation of strategies for enhancing job embeddedness in the workplace. This model will assist the organisation to increase job embeddedness through consistent approaches to talent management using fair and objective processes, equal opportunities for all employees, ensuring transparency and continuously creating and sustaining a climate of trust.
Assessing the relationship between employee engagement and organisational commitment in a banking environment in Ghana.
(2018) Ashley, Nicholas.; Brijball Parumasur, Sanjana.
The study assesses the relationship between employee engagement and organisational commitment in a banking environment in Ghana. This study investigates the levels of engagement and commitment, their relationships and the influence of the biographic variables (age, gender, tenure and marital status) on these key dimensions. Employee engagement includes vigour, absorption as well as dedication and organisational commitment includes affective, normative and continuance commitment. Both engagement and commitment of employees play an essential part in the financial industry as their performance is dependent on its employees who are instrumental in contributing to the decision-making of the company and in delivering services to clients. The study employed a mixed method design where both quantitative and qualitative data was collected from the participants. The study was undertaken on a sample of 133 individuals, drawn using the simple random sampling technique from three branches of a reputable banking industry situated in Kumasi, a suburb of Ghana. Data was collected using questionnaires and interviews. The psychometric properties (validity and reliability) of the questionnaire were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Qualitative data was analysed using content and thematic analyses and quantitative data was analysed using both descriptive and inferential statistics. There were moderate levels of employee engagement as well as organisational commitment. This study indicates that there are significant relationships among the sub-dimensions of employee engagement (vigour, absorption, dedication) and commitment (affective commitment, continuance commitment, normative commitment) respectively. Furthermore, employee engagement and its sub-dimensions (vigour, absorption and dedication) account for nearly one-third of the variance in organisational commitment. Therefore, employee engagement impacts on organisational commitment. Significant differences, based on the biographical profiles of employees, relating to employee engagement and organisational commitment, were noted. Based on the results of the study, recommendations are graphically presented, which when implemented have the potential to enhance levels of employee engagement and commitment.
The effects of the psychological contract on organisational commitment amongst nurses.
(2018) Singh, Yoneeta.; Brijball Parumasur, Sanjana.
Globally, nurses play a core role within healthcare sectors. However, the public healthcare sector of South Africa is less to be desired. The nursing profession of South Africa is currently experiencing severe shortages, along with other numerous challenges. The shortage of nursing professionals has left nurses within the system over worked, working beyond their scope of practice and being exploited within the workplace. This has increasingly caused nurses to seek employment in other sectors or relocate overseas. Consequently, the crisis has a direct influence on the maintenance or breach of the psychological contract, which has an effect on the level of organisational commitment of the nursing staff. This study intends to outline the effects of the psychological contract on organisation commitment, amongst nurses in the public healthcare sector. In understanding the psychological contract, employers will be able to identify how and when psychological contract violations take place, and the intensity of its repercussions. Given South Africa’s nursing crisis, the organisational commitment of nurses has become a major issue for the nursing profession. It is of the utmost importance for hospitals to retain excellent nursing staff in order to improve the performance of the hospital and overall patient satisfaction. Nurses play a pivotal role in the preservation of good healthcare. Apart from the critical medical duties they perform, they also play an active role in hospital administration/ward management. This study takes a quantitative approach and a survey research design is adopted. The sample was drawn using a simple random sampling technique and 234 questionnaires were distributed. The sample size is 201 with an 85.9% response rate. Descriptive and inferential statistics are used to assess the effects of the psychological contract on organisational commitment amongst nurses in the hospital. The psychometric properties of the questionnaire (validity, reliability) are statistically assessed using Factor Analysis and Cronbach’s Alpha respectively. The results generated reflect the effects of the psychological contract on organisational commitment amongst nurses in the hospital. The nursing staff believe that they are fulfilling their obligations to their employer to a great extent, however their employer is failing to fulfil their obligations to them. Specific areas for improvement are evident and recommendations made in this regard. The results, areas for improvement and recommendations are graphically represented.

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Browsing Masters Degrees (Human Resource Management) by Author "Brijball Parumasur, Sanjana."