Orientation: New insights into how managers can develop strategies to enhance job satisfaction, how researchers can use a different approach when collecting data by conducting a survey at a mall instead of an organisation, and an understanding of the relationship between performance management, vigour, and training and development of low-income workers form part of the orientation of this article.Research purpose: The authors endeavoured to determine whether performance management, vigour, and training and development positively predicted the job satisfaction of low-income workers in the South African context.Motivation for the study: Little, if any, research exists about the relationships between performance management, vigour, and training and development as well as the job satisfaction of low-income workers in the South African context.Research approach/design and method: The research approach was quantitative, descriptive and causal in nature. This study mostly comprised the units of analysis, namely low-income workers who were under-researched in the South African context. Hence, 877 respondents were purposefully selected for this study.Main findings: The results showed that performance management was the highest predictor of job satisfaction. The second highest predictor of job satisfaction was vigour, and the third highest predictor of job satisfaction was training and development.Practical/managerial implications: This research will empower managers to develop strategies to enhance employees’ job satisfaction by paying attention to performance management, vigour, and training and development.Contribution/value-add: This study was conducted on an under-researched sample, at a mall and suggested vigour as an intrinsic variable to be included in the Herzberg job satisfaction model.
The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members. It was also found that job satisfaction was the highest predictor of employee engagement (β = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement
The purpose of this study is to measure employee engagement of low-income workers either working at or visiting Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM). The literature review revealed that in the South African context there is a dearth of research on predictors of employee engagement. The research design was a survey and the sample size was six hundred and forty-nine (n=649). The descriptive statistics show that the respondents were moderately disengaged, disaffected, and committed. The descriptive statistics also revealed that respondents moderately disagreed that they had training opportunities and they had a good quality of work life. The inferential statistics showed that males were more engaged than their female counterparts, part-time employees were slightly more engaged than full-time employees and employees who were unionised were more engaged than the non-union members. It was also found that job satisfaction was the highest predictor of employee engagement (β = 0.28, p<0.05). The study has implications for policymakers that employees earning between R1 000.00 and R10 000.00 are less engaged and committed and their job satisfaction levels were low. The implication for managers is that they must be aware that development and recognition of employees and job satisfaction predict employee engagement. Quality of work life and labour relations did not predict employee engagement
In many developing countries, lower-level employees are working in workplaces that pay them poverty wages. The need for workers to earn a living wage has long been argued, both within the trade union movement, employers and society, along with the link with job satisfaction and employee engagement. The present study aims to explore the relationship between living wage, job satisfaction and employee engagement, as well as union membership as a moderator in these relationships. A quantitative research approach was employed in this study, and Loess curves were used to graphically predict the relationship between study variables. There were significant relationships between a living wage, job satisfaction and employee engagement. The results indicated that the relationships between the variables were cubic and not linear. Union membership was the moderator in the relationship between living wages and employee involvement. Union membership moderated the cubic relationship between living wages and employee engagement. Union membership also moderated the cubic relationship between living wages and job satisfaction.
Purpose This study aims to investigate the associations among decent work (DW), capabilities and the flourishing of employees in a South African context. Design/methodology/approach A cross-sectional survey was conducted with a convenience sample (N = 436) of early childhood development practitioners from two South African provinces. A demographic questionnaire, the Decent Work Scale, the Capability Set for Work Questionnaire and the Flourishing-at-Work Scale were administered. Findings Latent class analysis showed four capability sets: robust, relational, knowledge/skills and weak capability sets. Employees with a robust capability set were more inclined to report DW than those with knowledge/skills and weak capability sets. Employees with a weak capability set were significantly less inclined to report organisational values that complement family and social values than the other three capability sets. Employees with a robust capability set reported significantly higher emotional well-being (EWB), psychological well-being (PWB) and social well-being (SWB) levels than those with relational, knowledge/skills and weak capability sets. DW was significantly related to EWB, PWB and SWB. Originality/value This study contributes to the literature regarding DW, capabilities and flourishing of employees in a non-western, educated, industrialized, rich and democratic and non-POSH context. The study highlights the need for well-being policies that focus on DW and the capabilities of people in disadvantaged positions. These together would strengthen their agency for converting capabilities into well-being.
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