Anton Grobler - Academia.edu (original) (raw)

Papers by Anton Grobler

SA journal of industrial psychology, Apr 5, 2024

Studies in Higher Education, Jul 3, 2018

A 'new' workplace landscape in the higher education sector leads to employees questioning their f... more A 'new' workplace landscape in the higher education sector leads to employees questioning their fit within the current organisation. This paper presents the findings of an organisational climate study within a South African Higher Education Institution and highlights multigenerational perspectives. The theoretical contribution of this paper is a confirmation of the multi-level as well as the interactionistic nature of the macro (organisational climate), the meso (P-O fit) and micro (turnover intention) variables, as impacted on by the differences between the generational categories. Findings suggest that when thinking of leaving the employ of the university, Generation X considers the congruence between the demands of the job and compensation whereas Generation Y and Baby Boomers consider complementary fit and treatment by the direct manager as instrumental. The study is concluded with practical recommendations to reduce employees' turnover intention to ensure a productive and effective workforce.

African journal of employee relations, Jan 17, 2023

Leadership is regarded as essential in life, in society and in organisations. It is for this reas... more Leadership is regarded as essential in life, in society and in organisations. It is for this reason that this article studies leadership, in particular employees’ perceptions of leadership, with regard to social exchange and institutional (behavioural) isomorphism theories, acknowledging the contextual differences between the private and the public sectors. The purpose of the article is to compare the perceptions of employees from organisations in the private and the public sector based on 12 independent cross-sectional studies (conducted over five years). Eight leadership styles were examined, namely, authentic, empowering, ethical, servant, transformational, transactional, and ubuntu or Afrocentric leadership, and leader–member exchange. One of the studies included a measurement of organisational culture, to be brought in relation with leadership. The results of this study indicate that the employees in the private sector have a significantly better perception of leadership compared to those in the public sector (except for transactional leadership). It was further found that the two sectors differ significantly with regard to the perceived cultures, and that the cultural types are related to the perception of leadership. Recommendations are not only made in general, but also with regard to improving the perception of leadership (which has an impact on employee behaviour, attitudes and organisational performance) in the public sector, based on the findings of this study.

African journal of employee relations, Dec 28, 2022

Not applicable.

African journal of employee relations, Jul 20, 2021

Introduction I believe that all of us have experienced most probably one of the most dramatic sit... more Introduction I believe that all of us have experienced most probably one of the most dramatic situations in modern day work life, namely Covid-19. It has impacted on all spheres of society, from Global, National, organisational and personal levels. This was evident in the recent articles received by AJER, many of them has a broad, or even a direct Covid-19 theme, specifically from an employee relations, leadership and human resource perspective. The AJER wants to provide a forum of learning opportunities, also during these challenging times for all those interested and involved in the management of human resources including practitioners, researchers, academics, trainers and educators as well as to policy makers in the private, public and semi-public sectors of South Africa (SA), Southern Africa, Africa and other countries. The direct impact on the journal was also felt, specifically with the availability of reviewers, as well as the slower than usual turnaround time of reviews. It is with this in mind that I want to invite all our readers who are interested and qualified to become part of the pool of reviewers of AJER. You can send an e-mail indicating your interest to me as Chief Editor (grobla@unisa.ac.za). 2020 content As mentioned in the introduction, AJER has adopted a more continental approach, and it is evident that there is a growing African interest, especially if one looks at the articles published in 2020. Although the papers from SA are still the majority, there were also articles from Kenya, Zimbabwe, and Nigeria. Four articles typically falls within the Industrial Psychology domain, with the first one determining the relationship exists between the state of the psychological contract and emotional intelligence, and whether emotional intelligence is a predicting variance of the state of the psychological contract. The second article from this category studied whether the socio-demographic variables of age, race, gender, marital status, educational level, years employed, employment status, and home language predict work engagement, psychological capital and turnover intention of teachers. Both these studies were conducted with a SA. In the third article, a measure of the maturity of the organisational leadership development process that is fit for use in southern Africa across the different levels of leadership, was developed and validated. The fourth study was conducted in Ghana, looking to determine the relationship between mental health and innovative behaviour among bank employees, as well as the effect of age on the mental health of the respondents. Two articles broadly focused on labour issues, with one investigating the impact of setting minimum wages in the environment and culture sector as an appropriate wage strategy intervention policy under the South Africa’s Expanded Public Works Programme. The other article sought to unveil the factors behind the precariat who soldier on despite challenges faced at the workplace with specific reference to the agricultural and hospitality industries in Zimbabwe. One article focused on union matters and typical human resource management respectively. The union related article investigated the challenges female union members encounter while seeking or assuming labour union leadership positions in Kenya. In the forum section, an article was placed that examined the linkage between the Nigerian Declaration Project and the levels of commitment to industrial peace among the employers’ associations, labour unions and government agencies in Nigeria. Closing remarks I believe we are now nearing a point where we are becoming a true Continental publication, and we are therefore inviting submissions from all over Africa. Africa-related themes are especially encouraged in the context of the dire need to develop indigenous theory and understanding of people management in the African context. Authors are further invited to contribute to the academic as well as industry discourse related to the impact of Covid-19 on the work force and work force practises. You are urged to look long term, by investigating and recommending possible actions to mitigate the impact, not only of the current pandemic, but any major crisis and disruption that might impact the work environment in future.

Journal of Applied Business Research, Sep 1, 2016

An empirical study was conducted into the structural configuration of person-organisational fit (... more An empirical study was conducted into the structural configuration of person-organisational fit (P-O fit), mea su red by the P-O fit questionnaire. The data from three independent studies (a total of 4 388 respondents) was analysed and consistent results across the three studies were reported. The exploratory factor analysis yielded a two factor model with acceptable psychometric properties. The factors names were based on previous literature, namely Supplementary fit (person-organisational fit, indirect fit and value congruence) and Complementary fit (combination of demands-ability and needs-supply fit) perceptions. The two factor model was further tested for construct validity (discriminant and convergent validity) and was found to be valid. The findings could be used a s a foundation for future studies as they provide an empirically refined conceptualisation and measurement of fit perceptions which is theoretically supported. An accurate measure of P-O fit could be used to make better predictions of individual's work attitudes and behaviour.

'n Opname-ontwerp is vir die studie gebruik. Die populasie het bestaan iiit 1776 personeellede va... more 'n Opname-ontwerp is vir die studie gebruik. Die populasie het bestaan iiit 1776 personeellede van die 14 Presidensiele poIisiestasies. insluitende ondersteu~~ende en funksionele personeel. Die volgende meetinstrumente is tydens die studie gebruik: 'n Biografiese vraelys, die Integrity Profile 200 (1P200). Organjsasiekl imaat-, Lokus van beheer-, en 'n Integriteitmeetinstrument moet organisasie-of konteksspesifiek wees. aangesien wat in een land en/of organisasie aanvaarbaar is, mag nie aamfaarbaar wees vir 'n ander nie (Department of Public Service and Admin.istration, 3001; Kaptein & Van Reenen, 2001; Murphy. 1995). Die SAPD beskik egter nie oor 'n organisasie-of konteksspesifieke integriteitmeetinstrument nie. Murpl-ly (1 995) is van mening dat aangesien integsiteit so 'n

Insight on Africa, May 29, 2018

Leadership and leadership research should be viewed in a particular context. The contextual lens ... more Leadership and leadership research should be viewed in a particular context. The contextual lens is largely neglected when Afrocentric leadership in organisations is framed. The purpose of this study was to assess whether the qualitative assertions that there are distinctive characteristics that underpin Afrocentric leadership in organisations can be authenticated by an empirical study conducted in Southern Africa. The aim is to determine and validate a leadership behaviour taxonomy within the regional context using an empirical paradigm in a crosssectional design. The sample was drawn from 30 organisations in Southern Africa: South Africa, Swaziland, Namibia, Zimbabwe and Mozambique, consisting of 1,676 participants from all sectors. The original conceptualisation of leadership in terms of a Westernised leadership behaviour taxonomy was statistically confirmed, in a unique permutation. This literature as well as the empirical findings revealed that while some leadership behaviours are generic, there are unique behaviours in an Afrocentric leadership taxonomy. This context specific taxonomy includes the following meta-categories: task, relations, a combined category change and external, and an additional unique African meta-category, which has a participatory, democratic and communalistic focus. As this is a first empirical study of this nature and magnitude, it could serve as a reference for further conceptualisation of Afrocentric leadership. The reconfigured meta-category taxonomy has been positively examined for structural validity as well as an assessment of convergent

DOAJ (DOAJ: Directory of Open Access Journals), 2014

This paper presents the case of a large travel agency and relationships between HR practices and ... more This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA) in that specific organisation. A number of studies have shown that effective human resource (HR) practices correlate with positive employee attitudes (EA).The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitute antecedents to organisational performance. As HR practices are under the control of managers, EA and organisational performance can be optimised should managers engage in implementing effective HR practices. Arguments for the use of universalistic, contingency and configurational perspectives in the implementation of HR practices are found in academic literature. However, literature generally does not indicate which perspective is applicable to a specific organisation. To optimise the validity of the results the relationship between HR practices and EA in the selected travel agency is contrasted with that of nine other organisations. Although the overall results suggest a confirmation of the universalistic perspective, where all HR practices generally relate to the desirable EA outcomes, the configuration of HR practices which relate to desirable EA outcomes in the travel agency was unique. This supports a configurational perspective in the particular organisation. The HR practice of training and development was found to be the most important predictor of EA in this travel agency. The generalisation of these results should however be done with caution, as the results are based on only one sample. Managers of travel agencies are therefore urged to investigate the possibility of the implementation or sustainment of training and development initiatives as this HR practice seems to have the most profound influence on EA in such organisations.

Acta commercii, Feb 17, 2023

South African journal of higher education, 2015

Higher education institutions (HEIs) need to improve their work environment to ensure an environm... more Higher education institutions (HEIs) need to improve their work environment to ensure an environment conducive to learning, including a healthy organisational climate, as one of the important aspects of sustainability. The first objective of the current study was to conceptualise organisational climate within an HEI and specifically one in an open distance learning (ODL) environment. The conceptualisation was done through the construction of an organisational climate questionnaire standardised for the ODL HEI. Secondly, the objective was to determine the psychometric properties of the newly constructed organisational climate questionnaire. A survey design was followed with a questionnaire, consisting of an item pool of 90 questions, which was administered to 2 086 personnel members of an ODL HEI. Six factors, with acceptable psychometric properties, were extracted using a factor analysis method. These factors were labelled leadership, my manager, organisational citizenship, compensa...

Journal of Psychology in Africa, 2014

This study developed a preliminary career-enabler framework for use in a higher education setting... more This study developed a preliminary career-enabler framework for use in a higher education setting. A quantitative survey was conducted with a sample of 1392 employees within a higher education institution in South Africa. Structural analysis was performed using exploratory factor analysis. The analysis yielded three enablers with acceptable psychometric properties, namely: self-transcendence, self-enhancement and self-conservation through work motives and needs. Interventions that focus on career-enablers within a higher education institution need to address these three factors.

Proceedings of the 44th International Academic Conference, Vienna, 2018

Background: Leadership and specifically Leader, member exchange has a definite impact on employee... more Background: Leadership and specifically Leader, member exchange has a definite impact on employee behaviour and attitudes, and specifically their state of Psychological capital. The interactionist construct of person-organisational fit (P-O fit), consisting of a combination of supplementary fit (indirect fit or value congruence) and complementary fit (direct or person-job fit, as well as needs-supply fit) may, however, impact on the relationship between LMX and psychological capital. The unique permutations of these relationships are important not only for conceptualisation purposes, but also for intervention design to enhance the employees' psychological capital; this would contribute to positive employee behaviour and attitudes. Aim: The purpose of this study was to determine whether a relationship exists between LMX and psychological capital, with possible mediation by P-O fit. Setting: The research was conducted with ±60 employees from each of 43 private sectors and four public sector organisations in South Africa. Method: This study utilised a positivist methodology based on an empirical approach, while using a cross-sectional design and quantitative analysis. The sample is relatively representative (in terms of race, gender and the South African work force), as it consisted of 60 employees from each of the 43 South African organisations that participated in the study, with 2 486 respondents in total. Results: Significant, positive relationships were found between LMX, P-O fit and psychological capital. Additionally, it was found that P-O fit partially mediates the relationship between ethical leadership and supervisory trust, confirming the proposed model. Conclusion: A strong, positive relationship exists between LMX (consisting of Affect, Loyalty, Contribution and Professional Respect) and psychological capital (consisting of Self-efficacy, Hope, Resilience and Optimism) which is partially mediated by P-O fit (consisting of supplementary fit and complementary fit).

Journal of Contemporary Management, 2014

The purpose of this article was to explore current literature on corporate governance, HR governa... more The purpose of this article was to explore current literature on corporate governance, HR governance and HR governance frameworks and to recommend an HR governance framework that can be implemented by South African organisations. This study builds on a literature review that informed the development of an HR governance framework consisting of five core elements that enable HR to manage areas of focus and accountability effectively. Many organisations' HR governance (and specifically compliance) activities are reactive in origin, established to prevent, limit, or mitigate the risks and liabilities associated with non-compliance. It is therefore necessary that any organisation dedicate resources to proactive compliance measures, such as HR policies and procedures, and that HR move from the traditional roles of regulator and manager to become business partner and HR governor through the institutionalisation of an HR governance framework. The recommended HR governance framework arti...

Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) whi... more Joubert and Grobler (2014) developed an OTSS questionnaire (Organisational Team Sport Survey) which consisted of five factors namely coping skills / achieve goals; friends / able to work in a team; physical activity / health; improve production and work / life balance. The purpose of this study was to use the instrument developed by Joubert and Grobler (2014) and to analyse the differences in opinion of the importance, role and value of team sport and physical activity, facilitated with an organisational context, between the demographic groups (age categories, race groups and gender groups). Different demographic groups were expected to report different opinions. A total of 208 respondents participated in this study. The findings of this study indicated that there is a significant difference in opinion between the age and gender groups but there was statistically no significant difference between races, probably due to the representativeness of the sample. The findings of this study...

Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, ... more Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisi... more This article investigates the role of Spirituality, Tourism and Quality of Life in tourist decisions to visit specific places. It is apparent from current global trends that religious based spiritual tourism which enhances the quality of life of many travelers, has become prevalent and is now very popular especially as travelling is becoming far more accessible for many people. World Tourism Organization (2009) asserts that global tourism is one of the fastest growing industries and a core driver when it comes to global economic development. Tourism is regularly analyzed as an expression of human behaviour and thus where people go and why they travel there is worth investigating. Tourism marketing and promotion is reflected upon as an essential aspect for successful tourism development. Consequently, all tourism traffic, both local and international, for a wide range of purposes including religious and spiritual purposes, has increased significantly. Accordingly, the profiles of tou...

The purpose of the paper is to review, critique and to conceptualise psychological contracts in t... more The purpose of the paper is to review, critique and to conceptualise psychological contracts in the workplace and the related concept of spirituality, from an interactionist approach. This approach emphasizes the interactive nature of the working relationship (that is fluid and bi-directional) between an individual and the organisation. The psychological contract essentially defines how relationships in the workplace are applied and understood, and is described in this paper within the supplementary or subjective fit / value congruence paradigm and from a deontological perspective. This is in contrast with the formal employment contract that is more related to the complementary or objective fit / need fulfillment paradigm and the utilitarian approach. What is termed a psychological contract thus proposes a means of interpreting and hence improving the often tense relationships between employers and the employees that they oversee. Work and spirituality have also always been connecte...

Journal of Contemporary Management, 2012

The purpose of this paper is to determine the degree of the expectation-disconfirmation of the em... more The purpose of this paper is to determine the degree of the expectation-disconfirmation of the employees of the South African Police Service (SAPS) towards the Employment Assistance Services (EAS) from which strategies should be developed and implemented to address the issues regarding the employees' perceptions, expectations and experiences regarding the EAS. This article expands on the expectation disconfirmation model identified in previous research. All available employees were included in the study (N = 37 816), therefore no sampling strategy was used. The Employee Assistance Services professionals administered the survey instrument. The results of the study indicated that the employees of the SAPS experienced a negative disconfirmation regarding the EAS physical factors.