OpenUCT :: Browsing by Author "Bagraim, Jeffrey"

Browsing by Author "Bagraim, Jeffrey"

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Open Access
Absenteeism among public health nurses : does commitment matter?
(2006) Ramsay, Nadine; Bagraim, Jeffrey
This study explored the relationship between absenteeism and commitment (affective, continuance and normative commitment) as directed towards the organisation, co-workers and the nursing profession. Job satisfaction, job involvement, career stage and the absence culture were examined as moderators of the relationship between absenteeism and commitment. The sample comprised of 227 public sector nurses (54% response rate) from 11 day clinics and hospitals within the Western Cape Metropolitan District Health Services of South Africa. Affective, continuance and normative commitment to the organisation were not directly related to absenteeism, although interactions between these commitment components were significant predictors of absenteeism. Affective commitment to co-workers did not significantly explain absenteeism. However, affective commitment to the nursing profession explained significant variance in nurse absenteeism both directly and through the moderation effects of the absence culture of the workplace and the profession. Job satisfaction, job involvement and career stage of the nurses did not moderate the absenteeism-commitment relationship. The contributions of the study are discussed and recommendations for future research are made.
Open Access
Antecedents of work-family conflict among Hindu working women in South Africa: stressors, social support, and cultural values
(2014) Jaga, Ameeta; Bagraim, Jeffrey
Little is known about the antecedents of work-family conflict (WFC) among Hindu working women in South Africa, a minority subgroup shaped by a unique set of historical, political, and cultural dynamics. Responding to repeated calls in the literature for the examination of work-family issues in unique cultural contexts, this study began with 20 in-depth interviews to elicit the subjective meaning that Hindu women in South Africa give to their work-family experiences. The qualitative data were analysed adhering to the principles of thematic analysis. These findings, together with a review of extant literature, were used to develop a new and culturally nuanced explanatory model of the antecedents of WFC for this specific context. The antecedents of WFC in the explanatory model include role stressors, sources of social support, and specific individual-level cultural variables. The study’s propositions were tested with survey data from 317 respondents. Psychometric analyses confirmed the portability of the measures and the bi-directional nature of WFC; work-to-family conflict and family- to-work conflict. Multiple regression analyses showed that a significant amount of variability in work-to-family conflict and family-to work conflict were explained by within- domain and cross-domain role stressors; with work overload having the strongest predictive effect on both directions of WFC. The results further highlight the salience of family in Hindu culture, noting that family involvement functioned as an important resource in reducing both directions of WFC and that food-work overload had a distinctive effect on WFC as a significant within-domain and cross-domain stressor. Results of further moderated multiple regression analyses confirmed co-worker support as an important resource for alleviating work-to-family conflict and for buffering the negative effects that work stressors can have on work-to-family conflict. Likewise, the results confirmed spousal support as an important resource for reducing family- to-work conflict; however, paid domestic support increased family- to-work conflict directly and when interacting with food-work overload. Moderated multiple regression analyses additionally showed that work involvement interacted significantly with gender role ideology in predicting work-to-family conflict and that family hierarchy orientation interacted significantly with family involvement in predicting family- to-work conflict. Overall, the results of this study strengthen the argument for the importance of uncovering and examining culturally salient variables in work-family research.
Open Access
Anticipated work-family conflict among STEM students: the role of core self-evaluations and parental role modelling
(2021) Brand, Kirsty; Bagraim, Jeffrey
The present study examined the role of core self-evaluations and parental role modelling on STEM students anticipated work-family conflict. Anticipated work-family conflict is the conflict students anticipate experiencing between their work and family roles in the future. Core self-evaluations is an individuals evaluation of themselves or their abilities. Parental role modelling was examined in three forms: parental employment, parental role sharing responsibilities, and perceptions of parental work-family interference. Parental employment refers to whether participants parents were employed full-time, part-time or unemployed during various stages of their careers. Perceptions of parental work-family interference refer to whether participants perceived their parents work interfering with their family or vice versa. Parental role sharing responsibilities is the distribution of work between mother, father or both. A self-report questionnaire was distributed to students at a tertiary institution in South Africa. The data was then recorded and analysed using IBM SPSS Statistics (Version 26). The correlational analysis showed that parental employment and anticipated work-family role planning did not correlate with AWFC. Thus it was expected that both variables would not be predictors of AWFC. The hierarchical regression analysis showed that perceptions of parental work-family interference and core self-evaluations were significant predictors of anticipated work-family conflict. The ANOVA analysis showed no statistically significant differences in anticipated work-family conflict across the categories of maternal employment, paternal employment and parental role sharing responsibilities among STEM students (N = 388). The implications of these findings are discussed, as well as limitations and recommendations for future research.
Open Access
Anticipated work-family conflict amongst Commerce students at the University of Cape Town (UCT)
(2009) Harrison, Elisabet; Bagraim, Jeffrey
Students who do not yet experience the demands of balancing the dual roles or work and family anticipate the conflict that the multiple role combination may entail. Anticipated work-family conflict (AWFC) was studied amongst a sample of 962 students from the Commerce Faculty at the University of Cape 'lawn (UCT). Based on social-cognitive theory maternal employment, parental role-sharing and parental education levels were investigated as social antecedents to AWFC. Sell-efficacy to manage future work-family conflict, positive affect and negative affect were proposed as personal antecedents to AWFC. Outcome variables examined in relation to AWFC: were career-altering strategies and family-altering strategies. No significant relationship was found between social antecedents and AWFC. Self-efficacy to manage future work-family conflict and negative affect significantly predicted AWFC whilst positive affect did not predict AWFC significantly in the regression model. In addition, students who anticipate work-family conflict in their future reduce their career aspirations and the number of children they intend to have, whilst not the age at which they intend to start a family. Male students were found to have significantly higher AWFC than female students. Data was obtained through a self-report questionnaire. Implications of these findings are discussed.
Open Access
Anticipated work-family conflict amongst female business students: The influence of parental role modelling
(2018) Schwartz, Tamlyn; Bagraim, Jeffrey
For many young women, the transition from late childhood to early adulthood is a challenging time (Arnett, 2000). It is a time spent exploring different career opportunities and relationships and considering future family aspirations. Thinking about one’s future work and family can evoke many concerns amongst emerging adults, especially female students who plan to pursue demanding careers. This is a global phenomenon and South African female students are no exception (Bagraim & Harrison, 2013). Anticipated work-family conflict (AWFC) has received some attention amongst researchers due to the potential impact AWFC can have on students’ decision making (Barnett, Gareis, James, & Steele, 2003; Coyle, Van Leer, Schroeder, & Fulcher, 2015; Michael, Most, & Cinamon, 2011; Westring & Ryan, 2011). Over the past few decades, there has been a global increase in women entering the workforce (Blau & Kahn, 2007; Goldin, 2014). This has resulted in an increase in dual-earner families as both men and women have become co-breadwinners. Despite a shift in shared work responsibilities, many women still feel that taking care of their family is their primary responsibility (Askari, Liss, Erchull, Staebell, & Axelson, 2010). The added pressure that women experience in balancing both work and family domains highlights the importance of better equipping female students with the necessary resources and support as they transition into early adulthood. Not all students experience the same levels of AWFC (Barnett et al., 2003; Coyle et al., 2015). Identifying the key contributors to students’ AWFC has therefore generated a small body of research, which still requires further development. The limited research on students’ perceptions of the work-family interface includes research on several influencing factors, such as gender (e.g. Weer, Greenhaus, Colakoglu, & Foley, 2006); maternal employment (Barnett et al., 2003; Weer et al., 2006), parental education (O'Shea & Kirrane, 2008), self-efficacy to manage future work-family conflict (Cinamon, 2006) and parental role sharing of childcare and housework (Cinamon, 2006). A common thread across the literature is the influence of parents on their children’s perceptions of work and family. Socialisation into the work-family interface begins from early childhood and continues beyond adolescence, with parents shaping their children’s views of work and family life (Levine & Hoffner, 2006; Wiese & Freund, 2011).
Open Access
Applying the Theory of Planned Behaviour with the addition of role-identity to predict lecture attendance behaviour
(2019) Majudith, Nadira; Bagraim, Jeffrey
This study aimed to investigate the behaviour of lecture attendance amongst undergraduate students at the University of Cape Town (UCT) by applying the Theory of Planned Behaviour (TPB). A total of 169 respondents completed either a hard copy or online survey whilst meeting the inclusion criteria. The sample consisted of students from a first-year mathematics course (which had compulsory lecture attendance for registered students) and from a first-year organisational psychology course (which had voluntary lecture attendance for registered students). The study aimed to broaden the limited knowledge which exists around the perceptions of students regarding lecture attendance specifically in a South African context. Confirmatory Factor Analysis, Exploratory Factor Analysis and reliability analyses strongly supported the application of the TPB model scales and role-identity scale. Regression analysis showed that only attitudes help to predict intention towards lecture attendance behaviour where subjective norms, perceived behavioural control and role-identity were not significant predictors. Intentions were also seen to be highly correlated to actual attendance behaviour as well as helping to predict actual attendance behaviour. Actual behavioural control (ABC) was not seen as a moderator between intention and actual lecture attendance. Practical and theoretical implications were discussed. The information generated by this study can be used to further understand the occurrence of, and students’ perceptions of lecture attendance.
Open Access
Attitudes to multiple role planning (ATMRP) among engineering students
(2012) Marais, Ilde; Jaga, Ameeta; Bagraim, Jeffrey
This study examined attitudes toward multiple role planning (ATMRP) amongst engineering students in South Africa (N = 146). ATMRP is an individual’s attitude or orientation toward planning for future involvement with work and family. Individuals with a more realistic attitude toward multiple role involvement are more likely to successfully manage a multiple role lifestyle. Exploratory factor analysis showed the multidimensionality of the ATMRP scale. The five dimensions were knowledge/certainty, commitment, independence, involvement and flexibility/compromise. The study examined the influence of cultural orientation i.e. gender role ideology, allocentrism and ideocentrism on their attitude toward planning for future work and family roles.
Open Access
Attitudinal differences between managers and students on certain work-family issues
(2010) Fouche, Andrea; Bagraim, Jeffrey
This study compares the similarities and differences in the attitudes of managers and students towards work-family issues such as the locus of responsibility for managing this interface, the perceived impact that children have on a working mother's career and traditional sex role stereotypes regarding women at work. Participants were 103 final year finance university students and 56 managers from three of the top accounting organisations in the Western Cape. There were strong significant attitudinal differences across gender, but few differences between managers and students. The most important contribution of this study is the understanding gained about the work-family attitudes of both male and female managers and future managers (current students) within the financial industry.
Open Access
Childfree employees: The effects of flexible work arrangements and childfree-friendly culture on organisational commitment
(2017) Jacobs, Albertus Abraham; Bagraim, Jeffrey; Jaga, Ameeta
Organisations are increasingly introducing flexible workplace practices and policies such as flextime and flexplace to increase the commitment of their employees and assist them to balance the competing work-life demands. At first, they were designed to create a family-friendly workplace for working mothers and, later, also for working fathers. Childfree employees (i.e., those with no children) were not included. There is little research on the impact of these work arrangements on the organisational commitment of these childfree employees. This dissertation tries to close that gap. Childfree employees (N = 134) working in over a dozen South African organisations participated in a self-report quantitative survey. It seems that the availability and use of flexible work arrangements did not significantly predict their organisational commitment. Organisational commitment related to only one dimension of the childfree-friendly culture scale, equal work expectations. Perceived organisational support (POS) mediated the relationship between organisational commitment and equal work expectations.
Open Access
Commitment to organisational change : the case of information system innovation
(2005) Schneider, Matthias; Bagraim, Jeffrey
This study tested the generalisability of the Commitment to Organisational Change construct (Herscovitch & Meyer, 2002) in the context of an information system change within a non-Western environment. The sample comprised 106 employees (70% response rate) of a large Namibian organisation and responses were analysed using STATISTICA 7.0. Results suggest that the construct comprises three dimensions and can indeed be generalised to apply to an information system innovation change. Affective and Normative Commitment to Organisational Change were both positively related to Compliance, Co-operation and Championing, whilst Continuance Commitment to Organisational Change was negatively related, or unrelated. Commitment to Organisational Change was not a better predictor of behavioural support than Organisational Commitment. Interestingly, Change Significance and Change Impact both play an important role in predicting behavioural support for information system change.
Open Access
Conversion intentions amongst South African interns in time of COVID-19: An application of the Theory of Planned Behavior
(2021) Archary, Kendra; Bagraim, Jeffrey
Internships provide students with the unique opportunity to experience what working for a particular organisation will entail, while simultaneously giving the organisation a chance to evaluate the students' work capabilities and cultural fit before offering them a full-time employment contract. As a result, internships have necessitated deeper understanding, from researchers and employers alike, of what impacts intern conversion rates within host organisations. Drawing on the Theory of Planned Behaviour (TPB) (Ajzen, 1991) this study explored the intention toward conversion into full-time employment within host organisations of the South African intern. The study employed a quantitative design to test the hypotheses that behavioural beliefs (attitudinal beliefs, subjective normative beliefs, and perceived behavioural control beliefs) would influence the intention to convert. A total of 210 respondents completed an online survey. The sample consisted of interns from three South African organisations. Confirmatory Factor Analysis (CFA) of the measurement and structural models found that the hypothesised models fit the data moderately well. Results of the regression analysis showed that both attitudes and subjective norms were significant in determining intention towards converting into full-time employment, however, perceived behavioural control and perceptions of COVID-19 were not significant determinants of conversion behaviour. The study makes three contributions to the literature. First, TPB can be a useful framework to explain interns' intention to convert. Second, the utility of the TPB framework for conversion intentions was established. Third, this study contributes to limited research on the topic and the findings call for longer-term research on intern conversion in the South African context with larger sample groups.
Open Access
Demographic analysis of Reward preference in the Social Security Commisssion
(2024) Elago, Else; Bagraim, Jeffrey
Workplace demographics and a shortage of skills have obligated organisations to recognize rewards influence the retention of skilled employees, as homogenous retention policies are no longer suitable (Pregnolato, 2010). The goal of this study is to generate an understanding of the total rewards that the employees of the Social Security Commission (referred to hereunder as SSC) deem important for their retention and motivation or employee engagement, as well as to find the ideal mix and the preferred value of rewards that preserve employees from numerous demographic groups, in the context of the SSC – referring specially race, gender, age groups and education levels. In order to endure the battle for talent, it is essential to recognize the rewards that employees prefer employees. This is particularly appropriate in Namibia where the demographics of the workplace is evolving and distinguished retention schemes are desirable to retain employees from various groups (Pregnolato, 2010). A quantitative research design using a descriptive approach was adopted. Convenience sampling was utilised for the online survey whereby it was distributed to all employees of the SSC. The study revealed that SSC workforce is composed of majority of females of Generation Y and black people, with a diploma occupying non-managerial positions, with 1-11 years of experience in SSC. Overall, within the six reward categories, regardless of demographics, the most preferred remuneration options are leadership management development programmes, promotions in present business unit, base salary directed at the higher end of the market and retention bonus, employer that pays 100% to total retirement fund of employees including the maximum medical aid coverage, short-term incentives connected to their performance including shares or stock options (Pregnolato, 2010). Gaining knowledge in this regard will direct the SSC in drafting and amending well-informed and science-based reward strategies and policies. No account of literature exists which classifies the preferred reward combination and the number of rewards that retain employees (Pregnolato, 2010). The current study identified the ideal mix of total rewards that retain skilled workers as well as employees from diverse age groups, gender and race. Keywords: benefits, motivation, recognition, remuneration, retention, rewards.
Open Access
The determinants and outcomes of user commitment to mandatory information system change
(2011) Schneider, Matthias H M; Bagraim, Jeffrey
Winning the commitment and support of employees for organisational transformation is a major objective of the leaders of organisational change. However, the determinants and outcomes of employee commitment to organisational change (Herscovitch & Meyer, 2002) are still not yet fully understood, especially with regard to a mandatory information system change in a non-Western environment.
Open Access
“Did you have a good weekend?” A week-level diary study examining the relationship between weekend recovery and weekday performance
(2021) van Wyngaarden, Georgia; Bagraim, Jeffrey
Sufficient rest breaks are needed for optimal performance in traditional workplaces, but it is unclear how working with a loosely structured work schedule impacts recovery. Students have temporal flexibility and serve as a good proxy for all groups who work unstructured work schedules. Since most students and employees use the weekend to recover, this study investigated the relationship between recovery experiences (i.e., psychological detachment, relaxation, and mastery) over the weekend and the state of being recovered on the following Monday. Further, the relationship between the state of being recovered on Monday and weekday performance indicators (i.e., task performance and personal initiative) was investigated. Data was collected over three consecutive weeks from a cohort of first-year university students (N = 106) using a quantitative diary study design. This study administered seven surveys (i.e., a personal data survey once, a pre-weekend survey three times, and a postweekend survey three times). After three weeks, 66 participants (N = 66) had completed all the surveys at the person level, yielding 148 matched observations at the week-level. Multilevel modelling showed that weekend relaxation positively predicted the state of being recovered on Monday. Weekend psychological detachment and weekend mastery experiences did not predict the state of being recovered on Monday, and the state of being recovered did not predict weekly personal initiative or weekly task performance. The theoretical and practical implications of this study are presented, as are limitations and suggestions for future research.
Open Access
Differences in Leadership Preferences and Levels of Narcissism Across Generations in the South African Workplace: An Initial Investigation
(2023) Hardenberg, Nastassja; Bagraim, Jeffrey
This study examined differences in leadership preferences and narcissism across three generations (Generations X, Y and Z). Based on most of the extant literature, both academic and popular, the expectation was that there would be significant differences across generations in their leadership preferences and levels of narcissism. A cross-sectional research design using an online survey obtained 230 responses (N = 230). Contrary to expectations, the research propositions were not supported; there were no significant differences across the generations on neither leadership preferences nor levels of narcissism. These unexpected findings are discussed with reference to recent research, aiming to inform organisational practices and generate dialogue for effectively managing generational diversity within organisations. Keywords: Leadership, Generational Diversity, Narcissism, Generation X, Generation Y, Generation Z, Multigenerational Workforce, South African Workplace
Open Access
The effects of family-friendly human resource practices on work-family conflict and organisational commitment amongst working parents
(2006) Sader, Rashida; Bagraim, Jeffrey
This study examined the effects of family-friendly human resource practices(FFHRP) on work-family conflict and organisational commitment, amongstworking parents. A total of 146 participants employed in a multinationalcompany in South Africa responded to an online survey (response rate =65%). A process of factor analysis determined the underlying dimensions ofconstructs, from which summary scales were devised. The results wereanalysed using correlation analysis and hierarchical multiple regressionanalysis. The findings suggest that the use of specific FFHRP reduced workfamilyconflict amongst working parents and that supportive workenvironments can translate into benefits such as reduced work-family conflictand increased affective commitment. In this study, control over the workenvironment had a moderating effect on the relationship between work interference in family and organisations commitment.
Open Access
Emotional labour and employee well-being in the hospitality industry
(2014) Smith, Lakin; Bagraim, Jeffrey
This study examines the nature of emotional labour and its relationship with employee well-being using a sample of South African hospitality employees (N =136). Exploratory factor analysis differentiated between three distinct emotional labour dimensions: surface acting, deep acting, and naturally felt expression. Controlling for the influence of positive affectivity and general self-efficacy, hierarchical multiple regression analysis showed that surface acting predicted emotional exhaustion, and deep acting predicted job satisfaction. Work-to-life conflict partially mediated the relationship between surface acting and emotional exhaustion, and fully mediated the relationship between surface acting and job satisfaction. Managerial implications and suggestions for research are discussed
Open Access
Employee perception of performance appraisal and its relationship with organisational commitment: the case of a meat corporation in Namibia
(2016) Kaposambo, Vivian; Bagraim, Jeffrey
Performance appraisal is a human resources function that many organisations undertake. Organisations should therefore try to understand why many often perceive their performance system to be unfair. The purpose of this study was to examine employee perception of performance appraisal and its relationship with their organisational commitment. Using a justice approach, this study considers issues regarding perceived fairness, trust, process clarity, and quality of communication regarding the performance appraisal system. Performance appraisal is a tool, which if managed well, will increase work performance. A quantitative research approach was used and a cross-sectional field survey generated the primary research data. An online survey consisting of 55 questions was e-mailed to 150 staff members who participate in the performance appraisal system at a Meat processing plant in Namibia. Regression analysis was employed to examine the relationship between employee perception of performance appraisal and organisational commitment. The results of the statistical analyses show that very weak to moderate relationships exist between organisational commitment and employees' perceptions' of performance appraisal. The results indicate that for an organisation to obtain employee commitment, the organisation should ensure that performance appraisal is a company-wide system that is well understood, fair and clearly communicated to the employees. Furthermore, managers should create an environment within the organisation to enhance employees' perceptions about the performance appraisal system.
Open Access
Entrepreneurship Intentions Amongst South African TVET Students: An Application of the Theory of Planned Behaviour
(2021) Sundelson, Jamie; Bagraim, Jeffrey
The primary aim of the investigation was to explore the entrepreneurship intent (EI) of South African TVET students by applying the Theory of Planned Behaviour (TPB). Additional factors (demographics, community valuation, prior exposure to entrepreneurship and COVID-19 perceptions) were included as control variables within the model to assess the utility of the TPB. Student participants (N = 128) completed an online survey administered through two institutions in the Western Cape and made available by a Facebook link. The application of the TPB model scales was strongly supported by the results of the exploratory factor analyses (EFA) conducted as well as reliability analyses. Regression analyses indicated that the Theory of Planned Behaviour explained approximately 80% of the variance in entrepreneurial intention (p < .001). However, only attitudes were a significant determinant of entrepreneurial intention, whereas subjective norms and perceived behavioural control were not significant determinants of EI. Moreover, the control variables (demographic factors, community valuation, prior exposure to entrepreneurship) did not explain significant variance in EI, with the exception of COVID-19 perception, which was a significant determinant (β = .259, t = 3.159, p < .05). Hayes (2018) PROCESS macro was thereby used to investigate the moderation effect of COVID-19 perceptions, which were found to significantly moderate the relationship between perceived behavioural control and entrepreneurial intention. The contributions of the investigation are discussed and recommendations for future research are presented.
Open Access
Explanatory model of antecedents and outcomes of health and safety climate in the South African construction industry
(2014) Nkhungulu, Chao Feramo; Bagraim, Jeffrey
Workplace injuries and fatalities are a major cause of concern for government and organisations in South Africa. The cost incurred by government as compensation for injuries that occur in the workplace has increased steadily over the past 10 years. This has raised the need for alternative approaches to dealing with causes of workplace injuries and fatalities. The loss of employees due to workplace fatalities and the cost of medical care have both direct and indirect cost implications for organisations. The cost of hiring replacement labour while the injured employee is on leave, the cost of training a new employee, paying for medical care for the original employee, and reduced productivity due to lack of experience of the incoming replacement are financially draining and detrimental to the functions of organisations. The primary objective of the study being reported here was to develop an explanatory model of the health and safety (H&S) climate in the local construction industry. A secondary objective was to provide a theoretical and practical framework for the study of the health and safety climate in the South African construction industry. A literature review, observations and structured interviews informed the development of a survey questionnaire. The survey was completed by construction workers who were members of the Master Builders Association South Africa (MBASA) in the Western Cape. On-site observations and structured interviews by the researcher informed the development of a pen-and-paper survey, which was completed by construction workers at selected building sites from organisations who were members of MBASA. A pilot study was conducted for refinement of the survey measurement tool. Hypotheses were tested using regression analysis techniques. Partial least squares path analysis was used to test the structure of the proposed model. In total, 1 200 surveys were administered, and a total of 851 participants completed the survey. This study provided empirical evidence of the link between antecedents of the health and safety climate and health and safety performance. Overall, the proposed health and safety model showed significant predictive ability for health and safety incident reporting (R² = .464, p = <.001), health and safety motivation (R² = .450, p = <.001) and health and safety performance (R² = .508, p = <.001). Path analysis found a predictive ability of health and safety performance to injuries (R² = .028, p = <.001). The findings provided evidence-based support for the variables of top management's commitment to health and safety and health and safety communications and the predictive ability of these on positive health and safety behaviour. Predicting injuries in the construction industry can help to reduce the high costs of compensation and make employees in the sector safer. Insights gained from this study will contribute to the field of occupational health psychology in particular at both academic and practical level.

Browsing by Author "Bagraim, Jeffrey"

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