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Faculty of Management Sciences

Permanent URI for this communityhttp://ir-dev.dut.ac.za/handle/10321/13

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Subject: search.filters.subject.Female academics

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    Exploring perceptions of occupational stress amongst female academics in the Faculty of Management Sciences at the Durban University of Technology
    (2022) Mathews, Mercillene Perrene; Dlamini, Bongani Innocent; Khumalo, Njabulo
    Stress and stress-related problems have severe human resource and financial implications for organizations in terms of absenteeism, productivity, organizational effectiveness, employee morale and medical aid subsidies. For a tertiary institution like the Durban University of Technology (DUT), the impact of stressed academics on core business activities relating to students and examinations are far-reaching. The study established that female academics at the institution perceive themselves to be experiencing occupational stress and consequently defined the types of stressors that these academics are facing. Furthermore, the researcher attempted to establish the role of DUT, if any, in the management of stress amongst its female academics. A qualitative research methodology was adopted with a focus group of purposely selected female academics from the Faculty of Management Sciences. The findings of this study demonstrated that female academics in the Faculty of Management Sciences at the Durban University of Technology are indeed experiencing high stress levels as defined in the background to the study. Recommendations on possible effective interventions were also made in order to manage the stress that these female academics are experiencing, thereby reducing the negative impact thereof on themselves and DUT.
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    Talent retention strategies for female academics in the higher education sector: a Sub-Saharan Africa context
    (Beykent University, 2021-11-01) Kanyumba, Blessing; Lourens, Melanie
    This study aimed at identifying talent retention strategies for female academics in the higher education sector, paying particular attention to the Sub-Saharan context. Higher education institutions rely on the knowledge, abilities and skills of their academics in order to keep abreast of the changing nature of higher education globally. These institutions of higher learning are required to be competitive and achieve their strategic goals in order to remain relevant in the sector. Studies have shown that female academics are leaving the higher education sector for the private sector for numerous reasons, including better salaries and further development. Additionally, some female academics are emigrating to European countries in search of greener pastures. Therefore, higher education institutions have to ensure that talent retention strategies are implemented to retain female academics, as well as to facilitate their progress to top leadership positions. The study utilized four crucial retention strategies identified in Kenya by Mutiria, Rukangu and Kubaison in 2015. These retention strategies include compensation and benefits, formal succession planning, training and development and career development opportunities. A quantitative research design was adopted for this study, whereby online questionnaires were completed by 112 female academics at a Sub-Saharan university. The data were analyzed using the Statistical package for the Social Sciences (SPSS) version 27 for Windows. The results revealed a significant relationship between the four identified strategies and retention. Thus, institutions of higher learning should effectively implement these strategies in order to retain talented female academics, considering the dynamics in the sector.