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Abstract - Determinants of Employee Job Satisfaction in a Public Organisation in the Province of KwaZulu-Natal
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Abstract: This study assesses factors that determined employee job satisfaction at the South African Social Security Agency (SASSA) in the Pietermaritzburg office of the KwaZulu-Natal Province. The intention of this study is to recommend workable strategies and mechanisms that can be considered by SASSA as they enhance their organisational development and employee standards. The two-factor theory of Herzberg was applied to comprehend the motivating issues that might determine the fulfilment and discontentment of workers at work. The case of SASSA is used to fill a gap in the literature regarding work values and to provide lessons that can be learnt by other organisations that aspire to improve employee job satisfaction. In order to respond to the aim of this study, the data was collected and analysed using a mixed research methodology. A purposive sample was drawn from the employees who had interest and understanding of job satisfaction using mainly interviews and questionnaires. The findings suggest that the political and socio-economic factors have a potential to limit SASSA from offering a suitable and viable healthy working environment, hence job satisfaction might not be realised. Even though it was revealed that some employees were dissatisfied with their working conditions, none of them were planning to leave their jobs. The findings of this study contribute towards the understanding of job satisfaction aspects of human resources management. Keywords: Employee relations, job satisfaction, job performance, working environment. |
Abstract - Effects of Outsourcing on Employment Generation: Evidence from the Telecommunications Sector of Uganda
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Abstract: Outsourcing has emerged as a globally embraced business strategy that involves restructuring geared at improving flexibility, inducing innovation and creativity, whilst simultaneously creating greater employment opportunities. Telecommunications companies worldwide have adopted outsourcing strategies leaving them to concentrate on their core business. In Uganda almost all telecommunications companies have also followed the outsourcing trend. However, despite the increasing adoption of outsourcing strategies, there is a dearth of literature about how outsourcing in the telecommunications sector has contributed to the generation of employment in Uganda. MTN Uganda and Airtel Uganda were selected as study sites and a mixed-methods approach was followed for the data collection and analysis. The quantitative data was analysed through descriptive statistics and inferential analysis using version 23 of the statistical package for social sciences (SPSS). The descriptive statistics were analysed, confirming that a multitude of business functions are being outsourced to other companies in Uganda. Correlation analyses were performed for purposes of generating inferential statistics and the findings revealed that the outsourcing of Human Resource Management (HRM) functions, Information Technology (IT) functions and Facility Management (FM) functions by the telecommunications companies in Uganda has a significant positive relationship with employment generation in Uganda. The qualitative data was analysed using thematic analysis and content analysis, with these findings supporting information revealed through the quantitative analysis. Based on the study’s findings, the researchers recommend that more activities and/or services should be strategically outsourced by companies in the Ugandan telecommunications sector so as to maximize flexibility, and induce innovations and creativity while creating increased employment opportunities in the country. Keywords: Telecommunications sector, Outsourcing, Information technology, Human resource Management (HRM), Facility management (FM), employment generation. |
Abstract - Exploring the Work-Life Experiences of Temporary Employment Service Employees in South Africa
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Abstract: This study examines the working career experience of temporary employment services’ (TES) employees within a globalised economic environment. Incorporating the ethical framework for human resources and industrial relations (HRIR), the study investigates the perceptions of serving and ex-temporary employment services (TES) employees in relation to their work and career experiences. A multiple case study was adopted, with a focus on selected retail, banking, telecommunications, hospitality and Public Service. The finding reflected some mixed reactions for work experience and career outcomes and provided some platform for gaining experience by making informed career choices on one hand and addressing the poor conditions of work on the other. It was further established that the overall perceptions held about TES employment practices may fall below the HRIR ethical norms. This paper offers management and policy makers an insight into the mechanics of the TES phenomenon in the context of the HRIR ethics. Keywords: Temporary Employment Services, Globalisation, Work Career Experience. |
Abstract - Inevitability of Labour Broking in South Africa and the Need for Strict Regulation
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Abstract: It seems apparent that despite all the agitations, protests, and concerns raised by various organised trade unions, non-governmental organizations (NGOs), scholars and interested persons on the need for South Africa to out rightly ban the business of labour broking in South Africa because of the various unfair labour practices being perpetrated by the labour brokers and their clients, the business continues to thrive and prosperous. The ban continues to fail because till date, no single legislation has been enacted specifically to outlaw labour broking. Therefore, it seems that labour broking as a business is inevitable in South Africa and will continue to operate. That being said, even if it is not banned, this article strongly accentuates the need to stringently regulate labour broking considering various unfair labour practices that labour brokers and their clients perpetrate against workers. Against the backdrop of this, the article extensively relied on and utilised the recently enacted Labour Relations Amendment Act, 2014 which makes a moderate attempt to protect casual workers from unfair labour practices in South Africa. The South African courts have made tremendous progress by interpreting and applying this regulatory regime to protect the labour broker’s employees and transform labour broking in South Africa. This article contributes to the body of knowledge regarding the need to ensure holistic protection for vulnerable casual works through stringent regulation of the business. This assertion is made against the backdrop that this aspect has not been robustly researched hence this article seeks to address the problem and proffer solutions. Keywords: Temporary employment, Protection, Regulation, Transformation, Unfair labour practices. |
