Browsing by Author "Brijball Parumasur, Sanjana."

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Alcohol abuse in the workplace.
(2000) Chettiar, Christina.; Thomson, Elza.; Brijball Parumasur, Sanjana.
This study examines the problems relating to alcohol abuse in the workplace. The factors investigated include workplace safety, absenteeism and tardiness, productivity, and job satisfaction. Questions were also included to ascertain the individual's alcohol consumption patterns, both current (past 30 days) and over the past year. Finally, questions pertaining to the organisations' rules and policies on alcohol consumption were asked. The survey was undertaken in three organisations, two of which were private, and the third was a government department. The research sample of 280 subjects was drawn using the cluster sampling method. The data obtained from the sample was quantitatively analysed, by making use of various descriptive and inferential statistics. Qualitative data analysis was also conducted. Results indicated that a mere 2.5% of the subjects were notified by their organisations about the problems of alcohol abuse in the workplace. It is essential that organisations provide adequate information to their employees, both on the organisations' rules and policies on alcohol consumption, and on the workplace consequences of excessive alcohol consumption. Furthermore, a recommendation which follows from the results is that the organisations should implement an alcohol and drug abuse programme, which would ideally consist of a written policy on alcohol consumption at work, and the establishment of an Employment Assistance Programme (EAP), in addition to testing for alcohol levels at work.
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 accommodation of employees with disabilities in Nedbank Retail Division, South Africa.
(2016) Xulu, Londeka Ignatia.; Brijball Parumasur, Sanjana.
Reasonable accommodations are the means by employers to enable the people with disabilities to perform the essential functions of the job. It refers to modifications or alterations to the way a job is normally performed to make it possible for a suitably qualified person with a disability to perform as everyone else does. Employers should reasonably accommodate the needs of people with disabilities; this is both non-discrimination and an affirmative action requirement. Providing reasonable workplace accommodation for employees with disabilities (PWDs) has been associated with enhanced job tenure, performance, and satisfaction. However, employers have struggled to effectively meet employees’ accommodation requests. PWDs can demonstrate their ability and contribute equally alongside fellow workers if organisations remove unfair discriminatory barriers to their employment and make reasonable accommodation for their needs. The most important part of the law against disability discrimination is the duty of employers to make reasonable adjustments. Basically, this means that where workers are disadvantaged by workplace practices because of their disability, employers must take reasonable steps, for example, by adjusting hours or duties, buying or modifying equipment or allowing time off so that they can carry out their job. This research is about the reasonable accommodation of people with disabilities in Nedbank retail which consists of 17 250 employees of which 677 have disabilities (Nedbank Retail Disability Report, 2015). The target population consists of people with disabilities in Nedbank retail. The sample of 215 PWDs was drawn using a probability sampling technique called simple random sampling and comprised of senior and middle managers with disabilities as well as PWDs from the level of junior staff. Data was collected using both self-administered questionnaires (whose psychometric properties were statistically assessed) and face-to-face interviews. Data from the former was analysed using both descriptive and inferential statistics and interview data was assessed using content analysis. The results of the study enlighten employers on how to manage expectations on reasonable accommodation of employees with disabilities thereby, avoiding being discriminatory when dealing with issues of disability. Based on the results of the study, recommendations are generated, which when effectively implemented have the potential to contribute to better accommodation of PWDs in the workplace, thereby creating a great place to work for all.
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 barriers and gateways to performance management effectiveness in a large contact centre environment in KwaZulu-Natal.
(2018) Mohun, Eshana.; Brijball Parumasur, Sanjana.
Human resources are the most important asset in any organisation. Human resource management not only entails transactional activities but also essential and strategic functions like effectively managing performance in line with the organisational goals. One essential human resource function in this regard is performance management of which performance appraisal is a key component. Specifically, this study assesses the factors that influence performance management effectiveness, that is, before, during and after the performance management process. The factors before the performance management process refer to communication about and training relating to the use of the performance management system, performance culture, its link to the vision, mission and strategic objectives of the organisation and, performance agreement. The factors during the performance management process relate to rating/appraisals and personal development plans. The factors after the performance management process relate to feedback and rewards/recognition/ promotion/performance-related pay. Another factor, being assessed, that influences the entire performance management process is top management support. The research was undertaken in a call centre environment. The sample was drawn using a probability sampling technique. Cluster sampling was used to draw a sample of 291 employees comprising of managers, campaign managers, team leaders and call centre agents. The data was collected using structured questionnaires whose psychometric properties (validity and reliability) were assessed using Factor analysis and Cronbach's Coefficient Alpha respectively. The data was analysed using descriptive and inferential statistics. The results of the study reflect that respondents perceived the process of performance management (before) the most positively, followed by performance management (during) and lastly, performance management (after). Top management support and overall performance management effectiveness were also perceived as being fairly positive. Furthermore, the dimensions of the performance management process (before/during/after), top management support and performance management effectiveness significantly correlate with each other. Whilst performance management (before and after) and top management support significantly account for the variance in performance management effectiveness, performance management (during) does not. The results of the study and corresponding recommendations are graphically represented and when effectively implemented has the potential to enhance the effectiveness of performance management in the workplace.
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.
Exploring the relationship between perceived organisational support, employee engagement and their impact on commitment.
(2018) Dlamini, Mbalenhle Bridget.; Brijball Parumasur, Sanjana.
Academics are regarded as the operational core of universities and the manner in which they perform determines the quality of the student’s higher education experience and impacts at the societal level. Hence, higher education institutions base their sustainability on the scholarly knowledge and innovative capabilities of employees. No academic institution can sustain itself without highly skilled, experienced, competent and committed employees. The aim of this study is to establish the relationship between perceived organisational support and employee engagement and their impact on organisational commitment. This research study adopted the quantitative research approach utilising a closedended questionnaire comprising of academics’ biographical information, the Utrecht work engagement scale, the perceived organisational support scale and the original commitmentscale. The sample size for the study consisted of 292 permanent academic staff members from the University of KwaZulu-Natal’s four Colleges, namely, Health Sciences, Humanities, Law and Management Studies and lastly, the College of Agriculture, Engineering and Science. The reliability and validity of the measuring instruments used in the study were tested using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Data was processed using both descriptive and inferential statistics. The findings of this study indicate that UKZN academics display differing levels of work engagement, organisational commitment and perceived organisational support with work engagement being the highest, followed by organisational commitment and lastly, perceived organisational support. Furthermore, significant relationships were found between work engagement, perceived organisational support and organisational commitment respectively. In addition, work engagement and perceived organisational support significantly account for 54.8% (Adjusted R2 ) of the variance in determining the Organisational Commitment of academics with perceived organisational support having a greater impact on organisational commitment than work engagement. Biographical influences are also assessed. The results of the study and ensuing recommendations are graphically represented. The implementation of the recommendations have the potential to enhance work engagement, perceived organisational support and hence, organisational commitment.
The prevalence and magnitude of cognitive dissonance in post-purchase evaluation.
(1997) Brijball Parumasur, Sanjana.; Thomson, Elza.
Abstract available in PDF.
The relationship between organisational culture, values and need systems.
(1998) Moola, Mohammed Abed.; Thomson, Elza.; Brijball Parumasur, Sanjana.
The purpose of this study was to determine the Personal Values, Perceptions of Culture and Achievement Motivation levels of employees in an organisation. Employees were classified according to differences in job grade, race and gender. The influence of Length of Service, Educational Level and Age as biographical variables was also considered. Respondents were drawn from an organisation which provides a service at harbour terminals. Services include loading and off-loading ships and storing freight and bulk cargo. The co-operation of all managers employed in the organisation, classified into f lower, middle and senior categories, was solicited through the offices of the Human Resources Executive. Sets of questionnaires were distributed to the population of 430 managers in the organisation. From the returns, 169 usable sets of questionnaires were processed. Personal Values and Perceptions of Culture were assessed using instruments based on Graves' (1970) "Open System Theory of Values", while Achievement Motivation was measured using the Achievement Motivation Questionnaire (PMV). Analysis of the data was done descriptively as well as by using Pearson's product moment correlations, t-Tests and analysis of variances. Findings indicate there are significant relationships between some factors on the Personal Values Questionnaire and those on the Perceptions of CuIture Questionnaire. Absolutistic/Conformist Personal Values were held most strongly whilst Egoistic values were ranked lowest. The most strongly held perception was the organisation had a Passive Hierarchy culture and the weakest was that it had an Empire culture. Overall Achievement Motivation was at the average level for all managers. There are significant differences in the Personal Values, Perceptions of Culture and Achievement Motivation levels of managers classified by race and job grade. While Achievement Motivation levels were influenced by gender, Personal Values and Perceptions of Culture were not. Age appears to have an influence on Personal Values but not on Perceptions of CuIture and Achievement Motivation. Significant differences were found in Personal Values and Achievement Motivation levels but not in Perceptions of Culture among managers with varying lengths of service. Education level seems to influence managers' Personal Values and Achievement Motivation levels but not their Perceptions of Culture. Construct validity coefficients for the Personal Values and Perceptions of Culture Questionnaires were established and existing coefficients for the Achievement Motivation Questionnaire were analysed. Results of the current study must be regarded as tentative due to limitations in the sampling procedure, the possibility of changes in the meaning of the Achievement Motivation construct as measured on the PMV, as well as shifts in the meanings of the factors on the Personal Values and Perceptions of Culture Questionnaires (all three instruments were designed in the early 1980's). These . movements in. meanings could render existing reliability and validity coeffients suspect.
The relationship between the psychological contract and retention of staff in the banking sector in South Africa.
(2012) Dhanpat, Nelesh.; Brijball Parumasur, Sanjana.
ABSTRACT South African organisations are under a great deal of pressure to retain their available talent. Many industries have put in place talent management strategies to develop and retain staff, some of which remains unsuccessful. Furthermore, various factors such as the changing labour market, organisational transformation and the unstable global economic climate have affected the financial stability of organisations. The instability faced by organisations has ruptured relations of their employees causing distress and hence, resulting in employees seeking alternative employment. Thus, it is imperative to understand the employer-employee relationship under the terms and conditions of the psychological contract. The study focuses on establishing a relationship between the psychological contract and retention of staff in a banking institution in South Africa. The study was undertaken in Gauteng, South Africa, and was conducted within the retail IT department of a banking institution with a staff complement of 1400 staff. A sample of 304 professionals was drawn across using non-probability sampling technique. Data was collected using a questionnaire, the validity and reliability of which were determined by using Factor Analysis and Cronbach‟s Alpha Coefficient respectively. Data was analysed using descriptive and inferential statistics. The study established that there is a significant relationship between employees‟ expectations of their organisation and their importance of having these expectations met. The study established that there is a significant and direct relationship between the organisation‟s expectations of the employee and the importance of employees meeting those expectations. Various other findings relating to the dimensions of the psychological contract and the dimensions of employment information (career status, intention to seek alternative employment, employee commitment, job involvement, organisational support, job satisfaction, values and importance of work) were assessed and generated significant findings. Based on the results of the study, a model reflecting recommendations for managing the psychological contract and the employment information are presented, which when implemented, have the potential to enhance employee retention.
A study of the attitudinal and behavioural dimensions of Indian consumers to brand loyalty.
(1993) Brijball Parumasur, Sanjana.; Thomson, Elza.
This study examines the attitudinal and behavioural dimensions of Indian consumers, in the Chatsworth area, to brand loyalty. A survey was undertaken in the designated area and data for the investigation was obtained from a sample of 237 households, drawn by means of the stratified random sampling technique. The data was qualitatively and quantitatively analysed using numerous descriptive and inferential statistical techniques. The findings indicate that Indian consumers are more brand loyal to food than to non-food products. This result reflects that the type of merchandise involved and the relative strength of brands have an important influence on brand loyalty. Furthermore, Indians are rational buyers, who evaluate the cost and benefits of products, and increasingly consider the purchases of house brands as opposed to branded products. The determinants of brand loyalty for products in general. was found to be quality, whilst the main product evalutation criteria for food items is freshness, followed by nutritional value. The majority of consumers do not base their judgement of quality on price. Finally, non-brand loyal buyers assign higher ratings to product attributes on most of the specific products studied, than brand loyal consumers.