Este estudo investigou a relação entre o estilo de liderança autêntica, a criatividade e o desempenho na tarefa. A amostra utilizada na pesquisa foi composta por 194 indivíduos, sendo 131 subordinados e 63 gestores. Verificou-se que os líderes autênticos favorecem um ambiente propício para a criatividade e o desempenho individual dos seus seguidores. O estilo de liderança autêntica também teve efeito significativo no empowerment psicológico e na potência do grupo. O empowerment psicológico configurou-se como um antecedente significativo da criatividade, que, por sua vez, caracterizou-se como um antecedente do desempenho na tarefa. Não foram observados, na amostra analisada, efeitos da potência do grupo nos demais constructos pesquisados. Ainda, foi conduzido um estudo exploratório com o objetivo de averiguar os antecedentes da liderança autêntica e da criatividade no grupo de trabalho. Neste estudo exploratório, verificou-se que os dados demográficos e os fatores de personalidade dos líderes investigados não apresentaram efeitos significativos na liderança autêntica. A criatividade do grupo teve como principal preditor a liderança autêntica. As implicações teóricas, práticas e gerenciais dos resultados encontrados nesta pesquisa são apresentados. / Dissertação (mestrado) - Pontifícia Universidade Católica, Rio de Janeiro, 2014. / Bibliografia: p. 98-117.

Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2017. / In attempting to contribute to social transformation, South African Higher Education has undergone considerable changes, taking on greater student enrollment, increasing curriculum responsiveness, and prioritising pass- and graduation rates, all of which have put universities’ resources, specifically their human resources, under considerable pressure and stress (Rensburg, 2013: 5). Paradoxically, there has been no meaningful attempt to address the negative effects of these pressures and stress on the wellness of those who are expected to cope with the enormous changes. In addition, Higher Education Institutions’ (HEIs’) mergers, although honourable in intention, have resulted in negative, unintended consequences for staff. Previous research studies have highlighted the growing occupational stressors experienced by HEIs’ staff; however, limited sustainable solutions have been forthcoming. It is on this premise that this research study aimed to develop a holistic employee wellness programme model that would provide a support system for university staff. This model would alleviate the impact of challenges experienced in staff daily work and on their personal lives, and ultimately aid in promoting quality of work life and balance within the institution. The intention was to prevent university staff from experiencing job burnout and health-related problems, thereby promoting their optimal wellness and performance at work. A mixed methods research design was adopted involving a case study and a quasi-experimental research design. Purposive sampling was applied within the case study unit which included both academic and non-academic staff, as they shared similar attributes and wellness experiences within a university. Triangulation mixed methods that was applied combined, with equal importance, both quantitative and qualitative data which were brought together for comparison. This research study identified thirteen employee wellness factors that formed the foundation of a holistic employee wellness programme. Each employee wellness factor was allocated according to three types of interventions, namely primary – prevention, secondary – reduction, and tertiary – treatment, in order to promote employee-organisational health and wellness. The prevention intervention firstly promotes quality of work life and balance through a number of wellness factors, namely, Wellness working environment, Organisational intervention expectations, Organisational wellness support, Organisational culture, Human relations, and Social support; and, secondly, workplace health is promoted through the wellness factors, Physical health and wellness, and Lifestyle. The reduction intervention builds psychological capital through Psychological health and wellness, Resourcefulness, Resilience, and Basic work life skills.

M.Comm. / Black Advancement and Affirmative Action are concepts which became identified with endeavours in South Africa to increase the participation of black people in business and the mainstream economy. In recent years, a more all-encompassing construct, combining the objective and attributes of both Black Advancement and Affirmative Action, has gained popularity. This new construct is Black Economic Empowerment. Black Economic Empowerment is a concept, which is broadly accepted in principle, but is still controversial in its meaning and practice. This report looks at the commonly, agreed and understood meaning of Black Economic Empowerment. It also examines the role that the government, private sector and labour unions have played and will play in the empowerment process. The parallels between the Afrikaner empowerment in the fifties and sixties and Black Economic Empowerment and the similarities between Malaysia's empowerment initiatives and South Africa's current situation are examined as an example that encourages the need for Black Economic Empowerment. The study will also look into the need for Affirmative Action, the state of Black Business and its historical development and its contribution to Black Empowerment. The successes of Black Economic Empowerment are contrasted against the failures, while the report examines the criticisms levelled against Black Economic Empowerment as well as the perception that such a process is open to manipulation. The findings of the study concluded that Black Economic Empowerment is essential to the economic development of Black people. The responsibility is all encompassing, yet government must be seen to act as the facilitator of the process.

The point of departure of this study is that there is a need to successfully integrate and identify the relationship between employees’ perceptions of employment equity and black economic empowerment, the influence thereof on the various factors associated with employee commitment as well as the role of the mentor and union commitment. Thus, the development of a predictive model becomes an important tool to be used by organisations in future. Literature research The primary objective of the study is to provide research evidence for a predictive model of employee commitment. The secondary objectives focus on outlining the concept of commitment; describing comprehensively the antecedents of employee commitment; describing the relationship between employee commitment and union commitment; describing the perceptions of the Employment Equity Act; describing the perceptions of the Broad-based Black Economic Empowerment Act; and describing the concept of mentorship. Lastly, the role of a mentor as a moderator of organisation commitment, the perceptions of employment equity and the perceptions of black economic empowerment are described. A review of the relevant literature reveals that the construct of organisation commitment as characterised by the relevant literature includes a large number of explanatory and descriptive concepts without an attempt to integrate these concepts and therefore there is a lack of parsimony (Roodt, 1991, 1992). Organisation commitment has not developed in an evolutionary way with regard to meaning and relationships with other commitment concepts (Morrow, 1983). Knoop (1986); Morrow and McElroy (1986); O’Reilly and Chatman (1986); Rabinowitz and Hall (1977) and Roodt (2004) also support this idea. The relevant literature also confirms the lack of the integration of all the variables correlated with commitment and differences in opinion about dual commitment (organisation and union commitment). Employment equity and mentorship research are also fragmented and little research has been conducted on black economic empowerment. This emphasises the need for an integrated predictive model of employee commitment. Empirical research objective The primary objective of the study was to investigate key relationships between variables in the model in order to propose a predictive model of employee commitment. Other objectives were defined as follows: • Determine the interactive relationship between organisation-related commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between union commitment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of employment equity (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the interactive relationship between the perceptions of black economic empowerment (dependent variable) and race, gender, age, tenure, marital status, level of education, home language and job levels (independent variables). • Determine the relationship between organisation-related commitment and union commitment. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and organisation-related commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and organisation-related commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and organisation-related commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the organisation. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of employment equity. • Determine how the relationship between background variables and union commitment is mediated by the perceptions of black economic empowerment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of employment equity and union commitment. • Determine whether the perceptions of the mentor’s role mediate the relationship between the perceptions of black economic empowerment and union commitment. • Determine whether employees with positive perceptions of the mentor’s role are more committed to the union. Participants A primary data set was used. The primary data was obtained from a sample drawn from a large transport organisation. A convenience sample was drawn from a sampling frame of 1 200 employees and yielded 637 completed questionnaires. A response rate of 53% was obtained. Only completed records were used for the data analyses. The respondents were predominantly Afrikaans-speaking, white males, 36 years and older, with 10 years of service or longer, who are married with a standard 10 or higher qualification. The participants were predominantly drawn from the junior officer group and belonged to a union. The majority did not have a mentor. The measuring instrument The Employee Commitment Questionnaire, the data-gathering tool of this study, consists of five questionnaires, namely Organisation-related Commitment, Union Commitment, Perceptions of Employment Equity, Perceptions of Black Economic Empowerment and Perceptions of the Mentor’s Role Questionnaires. The combined total items of the questionnaire consisted of 103 items. The research procedure The primary data set was obtained from a sample drawn from a transport organisation. In order to have an inclusive approach, the researcher used the intranet and sent hard copies of the survey to employees. Participation was voluntary, and confidentiality and anonymity were guaranteed. Statistical analysis The particular statistical procedures used were selected based on their suitability to test the research hypotheses of the study. These procedures include descriptive statistics, factor analyses, analyses of variance and covariance and a General Linear Modelling (GLM). In respect of the factor analyses, a procedure developed by Schepers (1992) was followed. This procedure includes first and second level factor analyses. A General Linear Modelling (GLM) was used to evaluate the predictive model of employee commitment. The Statistical Consultation Service of the Rand Afrikaans University conducted the analyses. All the calculations were done by means of the SPSS Windows program of SPSS International. Conclusions and recommendations An empirical predictive model of organisation-related commitment and union commitment was developed. This model indicates that organisation-related commitment and union commitment are mainly predicted by perceptions of employment equity and perceptions of black economic empowerment. These perceptions have a strong bearing on people’s beliefs, values and needs. This could be a possible reason for the large amount of variance that is explained. The theoretical model proposed initially was amended to reflect the findings. The study has little nomothetic value, as it was limited to a single organisation. Further research needs to be conducted across organisations in similar contexts to establish the external validity of the findings. The findings have some theoretical value as the perceptions of employment equity and the perceptions of black economic empowerment were for the first time included as predictors of employee commitment. Furthermore, a more sophisticated multi-variate General Linear Modelling (GLM) was used for the prediction of employee commitment. Isolating predictors that explain the variance in the criterion provided a parsimonious predictive model. The model also illustrates possible significant interaction effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining employee commitment in a diverse workforce setting where the perceptions of employment equity and the perceptions of black economic empowerment are applied. / Prof. Gert Roodt

The subject of this dissertation is a fairly contentious issue, with advocates on all sides debating the effectiveness and value of affirmative action, as defined in the Black Economic Empowerment legislature. The goal is to determine the affect of BEE on the management of Small and Medium Enterprises in South Africa, although SME’s have been found by this study to have an influence on the effectiveness of BEE. An overview of the origins and history of affirmative action policies, cumulating in BEE, are discussed, and the various policies and their effectiveness are examined. Special emphasis was placed on the study of the Black Economic Empowerment Commission, and the recent policies around the enforcing of BEE compliance on corporate South Africa. The biggest problem with the implementation of BEE was found to be financing. Many financial models have been attempted to provide the necessary funding for empowerment to happen, but all seem to be flawed in some way or another. Insight was gained into how BEE policies are structured, the particular goals they are trying to achieve, and conclusions were drawn on how best these goals could be met. The study then provides an overview of the position and value of Small and Medium Enterprises in the South African economy and the particular issues that management of these enterprises face. The value of SME’s to the government’s policies of addressing massive unemployment in South Africa is examined, and certain conclusions are drawn around how effective these policies are. The various constraints and peculiar problems of the SME sector are examined, in order to place the topic of the dissertation in context. The dissertation then discusses the approach that was taken by the author in gathering the information and research material that was used to write the paper. These methods included meticulous research of the subject matter in the written press, internet sources, online libraries, as well as many personal interviews with leading industry and government personalities. This information is then used to discuss the effect of BEE in practice, with particular emphasis on impact that BEE has had and is having on the SME sector of the South African economy. Discussion is provided around the application of the BEE scorecard, as well as a section covering finance, both local and foreign, of BEE deals. The opinions of the industry leaders interviewed are discussed and particular issues raised by them are examined in the light of the previous discussions around BEE and SME’s. Lastly, the dissertation presents a set of conclusions drawn by the author, and backed up by industry comment. These conclusions provide a clear understanding of the impact that BEE is having on SME’s, as well as how SME’s will have an effect on the long-term success of BEE in South Africa. / Prof. S. Kruger

M.Comm. / Broad Based Black Economic Empowerment (BBBEE) is almost ten years old. The objective of the BBBEE is to increase the participation of Black people and Black women in the South African economy and also to bridge the income inequality which was brought about systematically before South Africa became a democratic country. The BBBEE Act, through the Codes of Good Practice has identified seven key elements which if addressed will help to achieve the objectives of the Act. These elements are ownership, management control, employment equity, skills development, preferential procurement, enterprise development and socio economic development. Minimum targets have been set which need to be achieved within ten years. The primary objective of the study was to investigate if Sappi one of the two dominant pulp and paper companies in South Africa, could utilize outsourcing as a Black Economic Empowerment Tool. The secondary objectives were twofold: • To identify key barriers to complying with the seven elements of the Codes of Good Practice; and • To establish measures or incentives that will lead to Sappi Forests’ outsourced activities complying with the Codes of Good Practice hence utilizing outsourced activities as a Black Economic Empowerment tool. The research findings indicate that Sappi could utilize outsourcing as a Black Economic Empowerment tool. According to survey results, significant progress has been achieved in implementing BBBEE Act despite the lack of a systematic approach. Progress towards the implementation of the Act as measured against the seven elements contained in the Codes of Good Practice, is commendable. Should the recommendations such as incentives and rewards that are mentioned in the findings be adopted, the implementation of the BBBEE Act which leads to empowerment could be enhanced in forests’ outsourced activities.

The current study seeks to examine the relationships between perceptions of employee empowerment and perceptions of leadership, span of control, and industry type. Participants were gathered from an archival source employing a high school alumni e-mail group (n = 361) and a survey from 9 organizations (n = 647) and combined into a larger sample (n = 1008). The participants took Bodner's (2005) Assessment of Employee Empowerment and Assessment of Empowering Leadership instruments. Support was found to suggest that people report being less empowered than they believe that top management would report about them. Also, participants reported that their leader was less empowering than they believed top management would report about the leader. Span of control was found to impact perceptions of empowerment. Production workers reported feeling more empowered than workers in service industries. Participants did not report that leaders were more empowering if they were higher in the hierarchy (executive) than lower levels (coach, employee). Also, a respondent's position did not affect the relationship between job type and feelings of empowerment. This study suggests that the organizational design (span of control) and industry type may affect empowerment initiatives, while lower levels of the organization may view empowerment much differently than top management.

The South African government introduced the Black Economic Empowerment (BEE) as an intervention to resolve economic imbalances. In furthering inclusivity in the previously exclusive sectors, like Mining, the BEE legislations and Mining Charter were introduced to benefit the HDSA. The study addressed a significant gap in BEE research, which is important within the South African context, as the country currently reviews progress after the initial 20 years of democratic dispensation. The research examined the share price performance of mining stocks listed on the JSE by tracking their share price performance after announcements relating to black empowerment transactions. The objectives of the research were to, first, determine whether announcements of BEE transactions lead to better shareholder wealth creation in the South African mining sector, second, to determine the impact of these announcements on Old and BEE mining companies that were listed on the JSE post- 1994, third, to determine whether the early BEE announcements made before the release of the Mining Charter in September 2010 had a greater positive impact on the Cumulative Abnormal Returns (CARs) of Mining companies compared to those made after the amendment to legislation. The research employed an event study methodology to analyse a sample of 26 mining companies that made a total of 241 qualifying announcements from January 2000 to November 2014. The results of the study showed negative impact on the CARs of the mining companies. It was noted that the old mining companies that existed before 1994 had better average abnormal return than the BEE companies. Further, the results showed that the Average Abnormal Returns (AARs) of the BEE announcements made prior to the Mining Charter had greater AARs than those made after the implementation. In sum, the BEE announcements had largely a negative impact on share performance of the mining companies. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.

The notion of affective commitment has become important in the organizational sciences. This study focused on the antecedents and the consequences of affective commitment. The antecedents include organizational commitment to employees, perceived organizational support, employee empowerment, and job satisfaction; the consequence is represented by employee perceived service quality. Previous studies suggest that affective commitment has positive effects on employees' organizational behaviors, for instance, intention to quit and job performance. In today's competitive environment, retaining committed employees is not impossible but challenging, especially in the service industry. The objective of this study was to develop a theoretical model of affective commitment and to test the relationships between affective commitment and its antecedents and consequence. The data set for this study contained related research information from more than 4000 employees at a U.S. resort organization. To minimize the effect of large sample size, the opinions on the scope of affective commitment from 400 randomly selected hourly employees were analyzed. Using structural equation modeling technique in a two-stage approach, the theoretical model was evaluated and the hypotheses were tested. Multiple regression analysis was carried out to further identify whether employee empowerment could be used as an indicator to predict affective commitment. Additionally, 400 randomly selected cases were used to validate the model. The validation process confirmed that the initial theoretical model could be used to generalize to the population. Results from the statistical analysis indicated that affective commitment was positively related to its antecedents and consequence: organizational commitment to employees, perceived organizational support, job satisfaction, and employee perceived service quality. In addition, organizational support to employees was found to have a positive effect on employee perceived service quality. Surprisingly, the expected relationship between employee empowerment and affective commitment was not statistically significant, neither was the expected relationship between employee empowerment and employee perceived service quality. The findings brought some insight into the study of affective commitment. The managerial implications were explored. Additionally, limitations and future research suggestions were discussed. / Ph. D.