South African Workplace Research Articles

An offender’s perspective of what motivates and deters white-collar criminals in the South African workplace

The aim of this study was to investigate the motives of white-collar criminals so as to gain a better understanding of white-collar crime and develop measures that can help to reduce it. The study involved face-to-face interviews with white-collar offenders imprisoned at a correctional centre in South Africa. The data collected provided evidence to support the existing theory relating to the motives for white-collar crime; however, a previously unreported theme of race emerged as a key motivator among the respondents. Race was further identified as a key justification for committing the crime. Suggestions from the respondents to employment relations practitioners on how best to mitigate the risks were also collected and reported. The deterrents that were identified as most effective by the respondents revolved around four themes, namely reports and signing authority, working environment, education and matching roles and responsibilities.

An offender’s perspective of what motivates and deters white-collar criminals in the South African workplace

The aim of this study was to investigate the motives of white-collar criminals so as to gain a better understanding of white-collar crime and develop measures that can help to reduce it. The study involved face-to-face interviews with white-collar offenders imprisoned at a correctional centre in South Africa. The data collected provided evidence to support the existing theory relating to the motives for white-collar crime; however, a previously unreported theme of race emerged as a key motivator among the respondents. Race was further identified as a key justification for committing the crime. Suggestions from the respondents to employment relations practitioners on how best to mitigate the risks were also collected and reported. The deterrents that were identified as most effective by the respondents revolved around four themes, namely reports and signing authority, working environment, education and matching roles and responsibilities.

Employment equity in the South African retail sector: Legal versus competence and business imperatives

In 2013/14 a study entitled “Interventions to achieve employment equity objectives in the wholesale and retail sector” was conducted by the Wholesale and Retail Leadership Chair (WRLC) at the Cape Peninsula University of Technology on behalf of the W&RSETA (Sector Education and Training Authority). Objectives included assessing the impact of implementation of the Employment Equity Act (EEA) on retail organisations, and determining what supportive action regulatory authorities (the Department of Labour and the W&RSETA) and businesses could take to achieve employment equity (EE) goals. The study is therefore useful across the spectrum of the W&R industry, especially for employment relations practitioners and those tasked with EE implementation. The study followed a mixed-methods approach, using questionnaire surveys, in-depth interviews, case studies, focus groups and secondary data. Results indicated that EE tends to be numbers-driven at the expense of competence and talent management. Most respondents’ perceptions of EE implementation were negative, with the implication that a different approach is needed because the pace of change and transformation in the South African workplace is too slow. Although the small sample size limits generalisation of the findings, the study provides insight and direction for further research. This paper acknowledges that because EE is currently driven largely by meeting mandated targets for demographic change, the development of talent – in essence, competence – is lacking or inadequate. Thus, the recommendations propose a competency model linked to a performance management system, which could lead to an efficient EE talent management process. This process will enable organisations to develop, within the shortest possible period, competent individuals able to perform adequately in their positions, thereby maintaining or improving productivity; it also addresses effective succession planning.

Employment equity in the South African retail sector: Legal versus competence and business imperatives

In 2013/14 a study entitled “Interventions to achieve employment equity objectives in the wholesale and retail sector” was conducted by the Wholesale and Retail Leadership Chair (WRLC) at the Cape Peninsula University of Technology on behalf of the W&RSETA (Sector Education and Training Authority). Objectives included assessing the impact of implementation of the Employment Equity Act (EEA) on retail organisations, and determining what supportive action regulatory authorities (the Department of Labour and the W&RSETA) and businesses could take to achieve employment equity (EE) goals. The study is therefore useful across the spectrum of the W&R industry, especially for employment relations practitioners and those tasked with EE implementation. The study followed a mixed-methods approach, using questionnaire surveys, in-depth interviews, case studies, focus groups and secondary data. Results indicated that EE tends to be numbers-driven at the expense of competence and talent management. Most respondents’ perceptions of EE implementation were negative, with the implication that a different approach is needed because the pace of change and transformation in the South African workplace is too slow. Although the small sample size limits generalisation of the findings, the study provides insight and direction for further research. This paper acknowledges that because EE is currently driven largely by meeting mandated targets for demographic change, the development of talent – in essence, competence – is lacking or inadequate. Thus, the recommendations propose a competency model linked to a performance management system, which could lead to an efficient EE talent management process. This process will enable organisations to develop, within the shortest possible period, competent individuals able to perform adequately in their positions, thereby maintaining or improving productivity; it also addresses effective succession planning.

A conspectus of constitutional challenges associated with the dismissal of employees for social media-related misconduct in the South African workplace

Abstract Currently, there is no legislation that specifically outlaws the misuse of social media in the South African workplace. Consequently, the absence of a robust social media legislation has culminated into several unlawful and unconstitutional dismissals of employees for social media-related misconduct in the South African workplace. Conversely, this gap has also given rise to rampant abuse of social media platforms by employees in the South African workplace. This status quo has caused various constitutional and other related challenges to be experienced by both employees and employers in South Africa. For instance, the abuse of social media by employees in the workplace during working hours could affect the reputation, productivity, and profitability of their employer’s business. Similarly, any employers’ draconian rules prohibiting or monitoring the use of social-media in the workplace could infringe upon their employees’ rights to freedom of expression, privacy, dignity and freedom of association. Accordingly, the article discusses constitutional challenges that could result from the unlawful dismissal of employees for social media-related misconduct in the South African workplace. In this regard, the article exposes challenges that occur when balancing the employees’ constitutional rights and the employers’ business reputation and related rights. This is done to isolate constitutional problems that ensue from the abuse of social media by employees in the workplace during office working hours. The article also discusses constitutional and related problems that stem from the unlawful dismissals of employees for social media-related misconduct in the South African workplace. Lastly, recommendations that could be adopted to combat employees’ social media-related misconduct and enhance the regulation of social media in the South African workplace are provided.

Generational differences in workplace motivation

Orientation: Despite increasing age diversity in the workforce, organisations still know relatively little about how potentially diverging motivational needs of the various generations might influence motivational strategies and organisational performance.Research purpose: To explore the relationship between multigenerational workforces and employee motivation within a South African workplace setting from a self-determination theory perspective.Motivation for the study: The pursuit of performance excellence requires an understanding of the enablers of optimal performance. In South Africa, the workplace landscape is changing fast as younger generations are joining the workforce in rapidly growing numbers. These younger employees are often believed to differ quite drastically from the older generations in terms of their values and priorities, which necessitates a deeper understanding of the motivational drivers of the different cohorts as these manifest within a workplace environment.Research approach/design and method: A cross-sectional survey approach and a quantitative research design were used (N = 164). Two questionnaires founded on self-determination theory were administered, namely the Work-Related Basic Need Satisfaction Scale and the Work Extrinsic and Intrinsic Motivation Scale.Main findings: Findings contradict the popular notion that generational cohorts differ significantly from each other in terms of diverging intrinsic and extrinsic motivational preferences that may influence their behaviour at work. With regard to the degrees of satisfaction of the basic psychological needs that drive autonomous, intrinsically motivated behaviour specifically, no practically significant differences were found either. There was, however, one notable difference, namely in the indicated degree of satisfaction of the psychological need for autonomy between Generation Y and Generation X cohorts.Practical/managerial implications: Management is advised to cultivate a motivational climate that promotes autonomously motivated behaviour in general and to focus on specific known individual motivational preferences that may exist within groups rather than approaching generational cohorts as homogenous groups.Contribution/value-add: This study contributes to the limited research regarding similarities and differences in the intrinsic versus extrinsic motivational stance of three different generations as these manifest within a workplace setting in an emerging economy country. Findings afford management insight into motivational processes that are most influential among generational cohorts and assist them in adapting suitable motivational strategies that can ultimately improve retention of valued employees.

Disability discrimination in the South African workplace: the case of infertility

ABSTRACTInfertile employees who utilise surrogacy or adoption to expand their family need time off from work to meet their statutory parental obligations. However, South African law does not provide leave for these unique circumstances at present. The disparity in available leave to conventional and unconventional parents demonstrates differential treatment, and possibly unfair discrimination. Since infertility is not a specified ground in South African discrimination laws, an employee would have to argue discrimination on an unspecified ground which imposes a heavier burden of proof. To provide better protection to employees, it would be desirable to consider infertility as a disability – which is a specified ground. In considering relevant national laws and applicable international standards, this study aims to establish whether infertility could be regarded as a disability for purposes of the South African labour law and if so, whether it could be argued that the disparity in the provision of leave amounts to indirect disability discrimination. Should the risk of discrimination arise, it would require that a measure of reasonable accommodation be afforded to infertile employees by providing leave in surrogacy and adoption circumstances. A failure to do so could lead to a finding that unfair indirect disability discrimination occurred.

Confirming the structure of the dual process model of diversity amongst public sector South African employees

We set out to validate the structure of the Dual Process Model of Workplace Diversity in a South African work setting contrasting black and white African employees. The study participants were a convenience sample of 296 public service employees (black = 73.3%, female = 59%, 90.7% between the age 18 and 40 years; white = 25.7%, female = 58%, 67.1% between the age of 18 and 40 years). They completed measures of acculturation antecedents (positive and negative conditions), mediators (integration as positive strategy to deal with diversity and separation as negative strategy), and outcomes (work success and ill-health). Using multi-group path analysis, we found race-based invariance of the Dual Process Model, with black employees self-reporting diversity relations in a more favourable way compared to white employees. We conclude that the Dual Process Model is supported for research use in the South African workplaces.

The impact of non-unionised participation platforms on employee productivity in the South African workplace

The aim of the article is to determine the impact that different participation platforms might have on employee productivity levels of the lower-skilled non-unionised employee segment of the South African workplace. A firm-based dynamic log-linear Cobb-Douglas production function model is used as it allows for the incorporation of the dynamic characteristics of the non-unionised employee segment of the South African workplace. The main conclusions of the study are that, i) the positive productivity spill-over effects of a formal committee participation platform in the lower-skilled non-unionised employee segment of the South African workplace are superior to non-committee participation platforms and, ii) a more dispersed racial participation rate, greater gender spread and a dynamic age spread for non-unionised employees are important contributing factors towards the enhancement of higher productivity levels for lower-skilled non-unionised employee participation platforms.

Exploring workplace diversity and organisational effectiveness: A South African exploratory case study

Orientation: Transformation and managing diversity are organisational imperatives, especially in South Africa. Thus, it is important for international companies with major operations in South Africa (SA) to embrace the benefits of managing a divergent workforce and translate this for organisational benefits.Research purpose: The article explores the perceptions of management and staff on diversity and its value to the organisation, by empirically evaluating the relationship with organisational effectiveness and performance through the development and testing of five hypotheses.Motivation for the study: Legislation has made it mandatory for transformation of the South African workplace and ensuring that diversity is embraced. However, not all companies have fully understood the benefits of recruiting and managing diverse teams for the benefit of the organisation.Research approach, design and method: Both quantitative and qualitative approaches were used, whereby a survey was conducted among 227 employees using the Towers Watson Employment Employee Insight Survey (EIS). Inferential statistical techniques were used to test relationships among related variables postulated through five hypotheses.Main findings: It was ascertained that understanding and managing diversity has played a pivotal role in the (research) organisation’s performance and effectiveness over the past 5 years. More specifically, diversity management created room for appreciation, innovation and creativity that gave the organisations an edge to tackle diverse markets.Practical/managerial applications: South Africa has a diverse population, and when individuals join an organisation, they bring a unique set of characteristics referred to as personalities, which, through the socialisation process, get assimilated into teams’ norms and values, and the culture of the organisation. Managing diversity in the workplace is part of employee retention and attraction, with the intention to energise workplace productivity, thus increasing the organisation’s competitive edge.Contributions or value add: The positive impact engendered by diverse recruitment and retention is also supported by employee engagement, which presupposes employee ownership of change, by making it happen, and it is driven by employees that offer solutions to problems, by helping one another and who are proud of being part of the organisation. Its impact in the bigger scheme of events is to drive business performance, growth, cost management, and ability to attract, retain and engage top talent by establishing a winning and inclusive culture.

Disability Discrimination and the Right of Disabled Persons to Access the Labour Market

Inequality, discrimination and transformation remain the key challenges which most employers are faced with in the South African labour market. Key among such challenges has also been employers' ability to ensure that persons with disabilities access the labour market. In this paper I highlight employment discrimination experienced by persons with disabilities in South African workplaces, which often prohibits them from accessing employment opportunities. I argue that employers need to consider employing persons with disabilities and also reasonably to accommodate them within South African workplaces. I further illustrate efforts by the legislature to eradicate forms of unjustified discrimination against persons with disabilities through the enactment of the Employment Equity Act 55 of 1998. I argue that all of us need to understand how cultural, social, physical and other barriers continue to prevent persons with disabilities in South Africa from enjoying their constitutional rights to equality, freedom and human dignity, and further, that it is desirable that society at large and government work together towards eradicating barriers which prevent persons with disabilities from accessing the labour market.

The relationship between demographic variables and well-being of women in South African workplaces

Orientation: It is important to investigate the determinants of well-being among working women. Given the unique demographic diversity within the South African context, differences in the experience of well-being among women are expected.Purpose: The study investigated the effects of age, race, marital status and educational status on psychological meaningfulness, life satisfaction, work–family conflict and social support of working women.Motivation: With the increase of women in the workplace, there is a need for knowledge and understanding of the factors that influence the well-being of women. This study aims to investigate demographic variables as determinants of well-being among working women.Method: Cross-sectional surveys were used to gather data from a sample (n = 540) of women from various South African companies. The Utrecht Work Engagement Scale (UWES), the Psychological Meaningfulness Scale (PMS), the Satisfaction with Life Scale (SWLS), the WorkRole Conflict Scale and the Job Demands Resources Scale (JDRS) were administered.Results: Significant relationships were found between life satisfaction, work-to-family conflict and work engagement, respectively, and marital status. Higher levels of education showed significant relationships with life satisfaction and work-to-family conflict. Being white showed significant positive relationships with life satisfaction, work-to-family conflict and work engagement. With regard to social support and psychological meaningfulness, race explained significant amounts of variance in psychological meaningfulness, as did age.Practical, managerial and methodological implications: The findings indicate that the experiences of well-being among women vary by age, race, marital status and educational status. It is therefore imperative that human resource practitioners appropriately measure these differences, accommodate them in policies through relevant supportive practices and also champion these practices for women.

‘The fact that she just looked at me…’ – Narrations on shame in South African workplaces

Orientation: Shame has been internationally researched in various cultural and societal contexts as well as across cultures in the workplace, schools and institutions of higher education. It is an emotional signal that refers to experienced incongruence of identity goals and the judgement of others.Research purpose: The purpose of this study was to focus on experiences of shame in the South African (SA) workplace, to provide emic, in-depth insights into the experiences of shame of employees.Motivation for the study: Shame in the workplace often occurs and might impact negatively on mental health and well-being, capability, freedom and human rights. This article aims at gaining some in-depth understanding of shame experiences in SA workplaces. Building on this understanding the aim is to develop awareness in Industrial and Organisational Psychologists (IOPs), employees and organisations to cope with shame constructively in addition to add to the apparent void in the body of knowledge on shame in SA workplaces.Research design, approach and method: An interpretative hermeneutical research paradigm, based on Dilthey’s modern hermeneutics was applied. Data were collected through semistructured interviews of 11 employees narrating their experiences from various workplaces, including the military, consulting organisations and higher education institutions. Content analysis was used for data analysis and interpretation.Main findings: The major themes around which shameful experiences evolved included loss of face, mistreatment by others, low work quality, exclusion, lifestyle and internalised shame on failure in the workplace. Shame is experienced as a disturbing emotion that impacts negatively on the self within the work context. It is also experienced as reducing mental health and well-being at work.Practical/managerial implications: SA organisations need to be more aware of shame in the workplace, to address the potential negative effects of shame on employees, particularly if they are not prepared to reframe shame into a constructively and positively used emotion. Safe spaces should be made available to talk about shame. Strategies should be applied to deal with shame constructively.Contribution/value-add: This article expands an in-depth understanding of shame from emic and culture-specific perspectives within SA workplaces. The findings are beneficial to IOPs and organisations to understand what shame is from the perspective of SA employees across cultural groups. The article thereby adds value to theory and practice, offering IOPs a deeper understanding of shame in the work context.

Examining the construct validity of the positive coping behavioural inventory

Orientation: Positive coping strengths are important personal resources in helping employees deal constructively with the complex interaction between the individual and the environment. Research purpose: The present study examined the usefulness and validity of the factor structure of the positive coping behavioural inventory (PCBI) with the view to further refine the scale and increase its usefulness and application value in the South African workplace.Motivation for the study: Valid and reliable multidimensional measures of positive psychological constructs are considered important in understanding the array of personal resources that help employees cope constructively with work–life stressors in today’s fastpaced and more turbulent work environment.Research design, approach and method: A cross-sectional survey design was utilised to collect primary data from a sample of (N = 525) male and female employees from white and black ethnicity origin in the services industry. The participants’ self-evaluations of their positive coping behaviour were measured by means of the PCBI. Confirmatory factor analysis was performed to examine the construct validity of the PCBI.Main findings: The convergent validity and internal consistency reliability of the PCBI as a measure of three higher-order dimensions of positive coping behaviour (inventive, engaging and intentional coping behaviours) were demonstrated in this study.Practical and managerial implications: Researchers may confidently use the three-factor solution of the PCBI to measure employees’ self-evaluations of their capacity to demonstrate positive coping behaviour in the workplace.Contribution and value-add: This study contributed to the emerging body of knowledge on the assessment of positive psychology constructs that contribute to employees’ well-being and flourishing in the South African workplace. The results provide preliminary evidence of the usefulness of the PCBI as a valid and reliable multidimensional measure that integrates a wide array of positive psychology attributes in a single measure.

The invisible employee: reasonable accommodation of psychosocial disability in the South African workplace

While many disabilities are observable, and thus are generally accepted by employers as requiring accommodation on the job (eg in the form of assistive technology, duty modifications and medical devices), psychosocial disability is not obvious. In fact, it is sometimes referred to as ‘the invisible disability’.1 This paper considers the challenges faced by people with psychosocial disabilities to access and retain meaningful work. It explores international and national legal frameworks and jurisprudence relating to the rights of persons with disabilities in the workplace, and demonstrates that challenges relating to regulation of disclosure; lack of clarity regarding the provision of reasonable accommodation and the undue hardship limitation; and societal and self-stigma remain significant barriers to the equal participation of persons with psychosocial disabilities in South Africa’s workplaces. I suggest that South Africa is failing to meet some of its obligations in terms of the Convention on the Rights of Persons with Disabilities and that there are weaknesses in the conception of disability inherent to the Employment Equity Act. To conclude, I offer recommendations relating to how these shortcomings might be rectified for the benefit of employees living with psychosocial disabilities.

GENDER REASSIGNMENT AND THE WORLD OF WORK: A COMPARATIVE PERSPECTIVE ON THE INTERSECTION BETWEEN TRANSGENDERISM, TRANS- SEXUALITY AND APPEARANCE DISCRIMINATION IN THE SOUTH AFRICAN EMPLOYMENT ARENA

The media hype in 2015 surrounding the former Olympic athlete Bruce Jenner’s gender transition to become “Caitlyn” has put renewed focus on the issue of trans-individuals and gender reassignment. Unlike Caitlyn, however, many transsexual individuals need to function within and face an office environment every day, where employers and co-workers are not necessarily accommodating or tolerant. Workplace discrimination against transsexual employees, based on their altering or altered appearance due to gender reassignment, is a prevalent concern in places of employment across the globe, and South Africa is no exception. Employers and co-workers’ subconscious appearance preferences seem to filter into employment decisions, policies and practices, causing trans-employees to suffer severe prejudice. Against the backdrop of case law and legislative developments in foreign jurisdictions as well as locally, this article assesses the formal protection afforded to trans-employees in South African workplaces. It is argued that, apart from the existing protection against sex-based and gender-based unfair discrimination, trans-employees should also be explicitly afforded formal protection against unfair discrimination on the ground of appearance before, during and after gender reassignment. The study concludes with concrete proposals to remedy the situation and contributes to a more tolerant and effective employment realm, irrespective of appearance.

Why Should We Care? Bullying in the American and South African Workplace

Data suggests that workplace bullying is prevalent. However, as many regard workplace bullying as a social matter of human behaviour, lawmakers and the legal fraternity in some jurisdictions, including South Africa, have thus far failed to implement legislative and regulatory measures to protect employees, employers and society at large from this devastating phenomenon. This article argues that bullying indeed poses a legal dilemma: Not all bullying deeds are necessarily illegal, yet their effects are devastating to victims. This constitutes a lacuna in the legal system, often leaving stakeholders without sufficient legal protection. In this contribution, the legal position on workplace bullying in South Africa, where the problem is prevalent, though attracting little attention thus far, is discussed against the backdrop of the position in the United States and other jurisdictions. It concludes by not only showing sufficient reason why employers, unions and the legal fraternity in South Africa (and elsewhere) should care about workplace bullying, but also by tendering suggestions as to how it could be actively dealt with and prohibited.

Depression in the South African workplace.

Depression is a common psychiatric disorder and can be costly, having a significant impact on the individual and employers. The South African Depression and Anxiety Group (SADAG) in partnership with HEXOR, with the support of Lundbeck, undertook research into depression in the workplace, because South African information is not available on this topic. It provides insight into the prevalence of depression within the workplace in South Africa, as well as the impact of depression on the employees and employers in terms of sick leave and levels of productivity, especially when the symptoms include cognitive impairment. It is apparent that stigma plays a pivotal role in the reasons for non-disclosure to employers. It further highlights the magnitude of awareness, early detection and the provision of a holistic support system within the work environment, free from bias, to ensure that optimum benefit can be achieved for both employer and employee.

Antecedents of Bullying in the South African Workplace: Societal Context Matters

While there is a growing interest in the role of organizational context in workplace bullying, little is known about how societal context may influence perceptions of bullying in organizations. Context is defined as situational factors in the external environment which act as stimuli to how individuals in organizations may behave. Thus, the purpose of this study is to enrich theory on the influence of context in workplace bullying by exploring what participants perceive to be organizational antecedents of bullying in the workplace, with specific reference to South Africa. Data were collected through semi-structured interviews with targets and human resources professionals and through focus group discussions with bystanders. Salin's framework was used to structure the interview questions, the focus group agenda, and for initial data analysis. The key findings point to the importance of explicitly incorporating societal context in understanding organizational factors which make bullying possible and more likely to occur. The study makes a significant theoretical contribution by expanding Salin's framework by including societal context as a significant element in understanding the organizational antecedents of bullying in the workplace.

Barriers to workplace HIV testing in South Africa: a systematic review of the literature

ABSTRACTLow workplace HIV testing uptake makes effective management of HIV and AIDS difficult for South African organisations. Identifying barriers to workplace HIV testing is therefore crucial to inform urgently needed interventions aimed at increasing workplace HIV testing. This study reviewed literature on workplace HIV testing barriers in South Africa. Pubmed, ScienceDirect, PsycInfo and SA Publications were systematically researched. Studies needed to include measures to assess perceived or real barriers to participate in HIV Counselling and Testing (HCT) at the workplace or discuss perceived or real barriers of HIV testing at the workplace based on collected data, provide qualitative or quantitative evidence related to the research topic and needed to refer to workplaces in South Africa. Barriers were defined as any factor on economic, social, personal, environmental or organisational level preventing employees from participating in workplace HIV testing. Four peer-reviewed studies were included, two with quantitative and two with qualitative study designs. The overarching barriers across the studies were fear of compromised confidentiality, being stigmatised or discriminated in the event of testing HIV positive or being observed participating in HIV testing, and a low personal risk perception. Furthermore, it appeared that an awareness of an HIV-positive status hindered HIV testing at the workplace. Further research evidence of South African workplace barriers to HIV testing will enhance related interventions. This systematic review only found very little and contextualised evidence about workplace HCT barriers in South Africa, making it difficult to generalise, and not really sufficient to inform new interventions aimed at increasing workplace HCT uptake.