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Theses and dissertations (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14

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    The role of high-performance work systems and resilience in employee well-being in the pharmaceutical industry of Ghana
    (2023) Hanu, Charles Ata Kwakuv; Khumalo, Njabulo
    In a business environment characterised by incessant disruptions, organisations must adopt a system of human resource practice that will enhance employee ambidexterity and employee and organisational resilience, which will eventually culminate in employee well-being. Grounded in the job-demand resource theory (JD-R), this study examines the role of high-performance work systems and resilience in employee wellbeing within the pharmaceutical industry in Ghana. Specifically, the study seeks to examine the effects of a high-performance work system on employee resilience, individual ambidexterity, and organisational resilience; and to establish the influence of employee resilience and ambidexterity on organisational resilience. Further, the study seeks to determine the role of organisational resilience in the relationship between high-performance work systems, employee resilience, employee ambidexterity, and employee well-being; and to develop a management framework for the improved implementation of high-performance. The research follows the explanatory sequential mixed-method approach. The quantitative phase constitutes the dominant part of the mixed method. The quantitative data was based on 324 employees within the Pharmaceutical Manufacturers Association of Ghana. The respondents were sampled using a simple random technique. The qualitative data was generated from 12 participants, who were purposefully sampled, through semi-structured interviews. The quantitative data were analysed using SmartPLS, while the qualitative data was analysed using a thematic method with the aid of Nvivo, a computerised software for analysing qualitative data. Subsequently, the quantitative and qualitative data were integrated during the discussions of the outcomes. The results from the quantitative data reveal that nine out of the twelve hypotheses were confirmed. A high-performance work system was found to be positively and significantly related to employee and organisational resilience, exploitation and exploration ambidexterity. The outcomes also indicate that exploitative ambidexterity positively and significantly predicts organisational resilience. However, employee resilience and exploration ambidexterity do not. Finally, the results confirm the mediating role of organisational resilience in the relationship between HPWS, exploitation ambidexterity and employee well-being. Most of the qualitative data provides support for, and explains, the statistical outcomes. This study contributes to the literature on employee well-being by applying the jobdemand-resources theory to investigate the effect of high-performance work systems, employee resilience and individual ambidexterity, and organisational resilience, on well-being. The study proposes a management framework and recommends managerial practices that will enjoin pharmaceutical manufacturers’ managers to enhance their organisations’ resilience and the well-being of their employees.
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    Public perceptions of motivational factors influencing employee's service delivery performance in Gauteng province/region
    (2016) Ngcobo, Nomnotho Deograssia; Lekhanya, Lawrence Mpele
    While research has been conducted, with regard to motivational factors impacting service delivery performance globally, not many studies have focused on public sector employees’ motivational factors and how they are perceived by the public, with specific reference to the South African public sector. Therefore, the understanding of these factors are clearly explained and clarified, in order to assist the South African public sector to improve service delivery performance across the board and to attract and retain a motivated, professional workforce. Motivational factors that influence the service delivery performance of employees include, salaries and benefits, training and development, and promotional opportunities, as well as employee recognition, job security and so on. The research sample was selected randomly, using a stratified sampling method and consisted of 100 participants, required to complete a 5-point Likert scale questionnaire in the presence of the researcher, who was present to assist in providing clarity where needed. A combined method of both quantitative and qualitative techniques was employed, while the analysis of data was done using the statistics package SPSS, version 21.0, with the results presented by figures developed in Microsoft Excel and gross tabulation tables. The findings of the study revealed that a lack of employee training and development negatively compromises quality of service delivery performance in the public sector. The study results further discovered that the absence of career development opportunities hinders the improvement of service delivery performance, as employees perceive this as an obstacle to their earning abilities in the long-term. Leadership was identified as a major factor that contributes considerably in influencing employees’ performance in the public sector. Moreover, the study’s results and literature show that the South African government has policies regulating motivational factors, for example the Performance Management System (performance appraisals), as well as the Skills Development Act 97 of 1998 (training and development). Nonetheless, public servants still exhibit signs of poor motivation. Therefore, the findings from this study can assist the public sector to enhance the motivational levels of employees, while improving public service delivery performance, as a whole.