The purpose of this research was to explore employees’ experiences of performance management appraisals. There is an increasing need to ensure that performance appraisals realise performance improvement and professional development goals while safeguarding the dignity of employees. This study followed a qualitative research design and was conducted in a South African banking organisation with five participants at varying employment levels. Purposive, non-probability sampling was used to select the participants and a semi-structured interview was conducted with each participant. The interviews were transcribed and the data was analysed using the discourse analysis method in keeping with social constructivism. Various insights about the employees’ experiences of performance management appraisals can be drawn from the overall research findings, which are likely to benefit the field of industrial and organisational psychology and managers in various organisations in conducting more effective performance appraisals by ensuring that they are fair and ethical, and can facilitate professional growth. / Industrial & Organisational Psychology / M.A. (Industrial & Organisational Psychology)

Today’s world is characterised by considerable inconsistency. In some parts of the world people are living in starvation and malnutrition, while in some other parts of the same world, about 1.3 billion tons of food is wasted every year. We do not know enough about what contributes to food waste. However, there seems to be an emergent pattern of behaviour around sharing food. This hermeneutic phenomenological research will explore how food sharing might reduce food waste in a cultural and community-based society like Saudi Arabia through the lived experiences of restaurants and food bank employees. Research data were collected through a face-to-face semi-structured interview method from 15 participants from selected restaurants and food bank in Riyadh. Using the theory of planned behaviour (TPB) as the theoretical lens, a conceptual framework was proposed to elicit underlying behavioural and cultural factors impeding food waste reduction and the inefficiency of food sharing. Using Paul Colaizzi’s approach, the collected interview data were reviewed, analysed, and seventeen themes were elicited for further discussion. The findings suggest that culture through an affluent way of life and the show-off lifestyle of hosts continue to contribute to more food wastage. The strictly business nature of restaurants operation leads to edible food fit for human consumption ending up in the garbage. The revised conceptual framework provides insight into the factors hindering food waste reduction and food sharing. With supporting regulations and policies, food leftovers can either be distributed to people in need or put to an alternative use.

In today’s upstream oil and gas industry, employees are encouraged to develop digital competencies to support their organisations’ digital transformation initiatives. However, there is limited understanding from the employee viewpoints, of what influences their motivation to support digital workforce transformation in the context of upstream oil and gas companies’ organisational culture. This study proposes the need to comprehend the relationship between organisational culture and employees’ motivation to develop and use digital competencies from the employees’ viewpoints rather than from managers and business leaders only. Building on the digital workforce transformation and employee-driven innovation literature, the aim of this study was to explore the lived experiences of employees who are required to develop and use digital competencies in their companies. Specifically, the guiding principles of interpretative phenomenological analysis were adapted in a qualitative approach to explore the employees’ experiences. Data was collected from sixteen employees selected from across four of the five international oil and gas companies in Nigeria. The findings show that three core modalities of the organisational culture (Digital Transformation Messaging & Resource Availability; Leadership and Management Styles; and Employee Mindsets & Change Management Inertia) are important considerations for the motivation of employees to develop and use digital competencies. The findings contribute to understanding the dynamics of employee mindsets regarding digital workforce transformation and highlight the relevance of incorporating employee viewpoints in the planning and implementation of change management initiatives required for digital transformation. Theoretically, the contribution from this study is a demonstration of the use of a qualitative interpretive approach to update the digital workforce transformation body of knowledge.

The purpose of this research was to explore employees’ experiences of performance management appraisals. There is an increasing need to ensure that performance appraisals realise performance improvement and professional development goals while safeguarding the dignity of employees. This study followed a qualitative research design and was conducted in a South African banking organisation with five participants at varying employment levels. Purposive, non-probability sampling was used to select the participants and a semi-structured interview was conducted with each participant. The interviews were transcribed and the data was analysed using the discourse analysis method in keeping with social constructivism. Various insights about the employees’ experiences of performance management appraisals can be drawn from the overall research findings, which are likely to benefit the field of industrial and organisational psychology and managers in various organisations in conducting more effective performance appraisals by ensuring that they are fair and ethical, and can facilitate professional growth. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)