Employee engagement, organisational commitment, and job satisfaction in Namibia, South Africa, and Zimbabwe: An exploratory study

Maleka, Molefe Jonathan; Mpofu, Mthokozisi; Hlatywayo, Clifford Kendrick; Meyer, Ines; Carr, Stuart C.; Parker, Jane

doi:10.1080/14330237.2019.1647964

Cited by 15 publications

(14 citation statements)

References 19 publications

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“…It showed that employees who earned below the threshold of R10,000 had lower engagement and satisfaction levels. The poverty theory states that employees who are earning below a threshold are impoverished (Carr et al 2018) because they earn less than $1.90 per day (Maleka et al 2019). It has been found that employees who earn poverty wages embark on counterproductive activities like taking out unsecured loans, on which they are charged exorbitant interest rates (Maleka 2016).…”

Section: Discussionmentioning

confidence: 99%

“…Over the past 3 years (2017)(2018)(2019), the inflation rate has averaged 5%. The gross domestic product (GDP) per capita for South Africa was $5596 in 2017, which was the highest in the Southern African Development Community (Maleka et al 2019). Plecher (2019) established that the GDP per capita was $9928 for Brazil, $10,961.99 for Russia, $2014.01 for India and $8677.40 for China.…”

Section: Introductionmentioning

confidence: 99%

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Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

Maleka

Schultz

Hoek

et al. 2021

Ind. J. Labour Econ.

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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.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

Maleka

Schultz

Hoek

et al. 2021

Ind. J. Labour Econ.

Self Cite

View full text Add to dashboard Cite

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“…Another South African study established that perceived organisational support was a predictor of affective commitment (Satardien, Jano, & Mahembe, 2019). In Tshwane municipality, it was established that employee engagement was a variable that predicted employees' affective commitment (Maleka, Mpofu, Hlatywayo, Meyer, Carr, & Parker, 2019).…”

Section: Discussionmentioning

confidence: 99%

Predictors of affective commitment at municipalities in the Nkangala district, Mpumalanga

Skosana

Maleka

Ngonyama-Ndou

2021

SA Journal of Human Resource Management

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Orientation: Less committed employees have a huge impact on organisational performance. The affective commitment of municipal employees is critical for a municipality to achieve its strategic objectives.Research purpose: To determine the predictors of affective commitment at the four municipalities in the Nkangala district, Mpumalanga.Motivation for the study: There is a shortage of studies conducted at South African municipalities that have simultaneously measured negative emotions, positive emotions and job satisfaction as the predictors of affective commitment.Research approach/design and method: The approach was quantitative and cross-sectional in nature. A closed-ended questionnaire was developed and administered to 808 respondents who were conveniently selected from four municipalities in the Nkangala district. The data were analysed using descriptive statistics. Inferential statistics were used to determine whether the predictors and affective commitment were unidimensional and to determine the relationships and the highest predictor.Main findings: The results showed that job satisfaction was the greatest predictor of affective commitment and negative emotions were the lowest predictor. Job satisfaction, positive and negative emotions explained 68% of the variance in affective commitment.Practical/managerial implications: This research will empower municipality managers in cultivating a conducive work environment. Improving the interpersonal skills of supervisors and implementing fair human resource practices that promote a conducive work environment have been highlighted as some contributors towards increased affective commitment.Contribution/value-add: This study has developed a two-path framework that could be used by human resource management practitioners to determine the affective commitment of employees in Mpumalanga municipalities.

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“…Using open-ended questions, employees who earned less than R3500 (USD 202) were disaffected and ended up taking unsecured loans to make ends meet (Maleka 2016). To escape this risk, a living wage of R10 000 (USD 577) was needed (Maleka 2017). This wage was similar to the R12 500 (USD 721) being demanded by mineworkers in the platinum belt (Dlangamadla et al 2013).…”

Section: Introductionmentioning

confidence: 95%

“…The study found that macroeconomic indicators (i.e., living wage, living conditions, job security, and medical services) had a significant effect on employee engagement, job satisfaction, and organizational commitment. For example, employees in South Africa who earned better than their counterparts in Namibia and Zimbabwe had highest levels of employee engagement, job satisfaction, and organizational commitment (Maleka et al 2019).…”

Section: Introductionmentioning

confidence: 99%

International Perspectives on Living Wages for Sustainable Livelihoods: Project Glow (Global Living Organisational Wage)

2020

Encyclopedia of the UN Sustainable Development Goals

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This goal focuses on promoting inclusive and sustainable economic growth, with productive full employment and decent work for everyone (UN 2020). Decent Work According to the International Labour Organization's (ILO's) Decent Work Agenda (ILO 2020a), the concept of decent work is related to peoples' aspirations for their working lives and opportunities to engage in work, which is productive while also delivering an equitable income, job and workplace security, and social protections for workers and their families. Decent work is the enabling of social inclusion and personal development. Such work affords workers opportunities to express any workplace concerns and to organize and take part in decision-making processes that affect them and their colleagues. Central are issues of equity regardless of factors such as gender, religion, [dis]ability, ethnicity, and sexual orientation. These constituent elements of SDG 8 imply that economic growth and decent work are not

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Employee engagement, organisational commitment, and job satisfaction in Namibia, South Africa, and Zimbabwe: An exploratory study

Cited by 15 publications

References 19 publications

Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

Union Membership as a Moderator in the Relationship Between Living Wage, Job Satisfaction and Employee Engagement

Predictors of affective commitment at municipalities in the Nkangala district, Mpumalanga

International Perspectives on Living Wages for Sustainable Livelihoods: Project Glow (Global Living Organisational Wage)

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