Nasima Carrim | University of Pretoria (original) (raw)

Papers by Nasima Carrim

Research paper thumbnail of Workplace Gossip Among Dog Trainers

Office Gossip and Minority Employees in the South African Workplace

Research paper thumbnail of Gender Discrimination in Employment: BRICS Countries Overview

BRICS Law Journal

This article investigates the phenomenon of gender equality in employment in the BRICS countries ... more This article investigates the phenomenon of gender equality in employment in the BRICS countries where it is one of the factors hampering the economic development and basic human rights. The authors examine the international obligations of these states under the human rights treaties of the United Nations Organization (UNO) and the International Labour Organization (ILO), compare the national anti-discriminatory norms with the international standards (ILO Conventions and the Convention on the Elimination of all Forms of Discrimination Against Women) and evaluate the observations of the relevant international bodies recently adopted in respect of the BRICS states. In particular, the activities of the Committee on the Elimination of Discrimination Against Women and the ILO Committee of Experts on the Application of Conventions and Recommendations are reviewed. In the paragraphs that follow, the national legislation and case-laws are examined. Furthermore, the reasons for the persisten...

Research paper thumbnail of Concluding Remarks and Implications for Managers and Organisations

Occupational Stress in South African Work Culture, 2020

Research paper thumbnail of Life Context Model, Intersectionality, and Black Feminist Epistemology

Research Anthology on Racial Equity, Identity, and Privilege, 2022

This chapter focuses on the life context model and the intersectionality and Black feminist epist... more This chapter focuses on the life context model and the intersectionality and Black feminist epistemologies. Using two studies conducted in a South African context, it examines how these three theories can be employed to explore the challenges that a Black female manager in South Africa faces. The chapter also briefly outlines the underpinnings of the theories and gives an overview of the South African context that pertains to Indian and African women. The authors provide insights from the studies they have carried out and outline the similarities and differences outline the similarities and differences between the three theoretical approaches which they identified based on their research. The results obtained indicate that the use of these three theoretical approaches and the subsequent analysis of the data gathered can be a powerful method for reaching an understanding of contexts. Some recommendations are made regarding using the relevant theoretical approaches.

Research paper thumbnail of How to cite this article

Various countries recognise human resource (HR) management as a bona fide profession. Research pu... more Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession. Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa. Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventyeight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe's Content Validity Ratio (CVR). Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession. Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa. Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.

Research paper thumbnail of Muslim identity in corporate South Africa

Muslim Minorities, Workplace Diversity and Reflexive HRM, 2017

Research paper thumbnail of Introduction and Background of Occupational Stress and Work Locus of Control

Occupational Stress in South African Work Culture, 2020

Research paper thumbnail of Occupational Stress Among Managers

Occupational Stress in South African Work Culture, 2020

This chapter provides various definitions of stress and occupational stress. The definition of wo... more This chapter provides various definitions of stress and occupational stress. The definition of work locus of control is also provided. The theoretical underpinning namely, the Transactional approach and the Job Demands Control Support model are also discussed. The chapter also outlines the types of stress encountered as well as the outcomes of stress.

Research paper thumbnail of Work in Progress: Organisational and Occupational Identity Work of South African Employees After Firm Acquisition

Transcending Cultural Frontiers, 2020

Firm acquisitions usually result in low employee identification with the organisation involved. S... more Firm acquisitions usually result in low employee identification with the organisation involved. Strategically and financially this places the organisation at risk as conflict may increase while performance and motivation may decrease during the post-acquisition phase. This chapter investigates the organisational and occupational identity work of managers, administrative staff and blue-collar employees during an acquisition. The objective is to establish if organisational and occupational identity work is the same in respect of employees at different levels and to provide insight into the organisational and occupational identity work of employees at different levels during post-acquisition integration. Acquisitions can be especially difficult if the firm operates in a Third-World country, such as South Africa, and its top managers are from, for example, a Western country because there may be a clash of cultures.

Research paper thumbnail of The Relationship Between Occupational Stress and Work Locus of Control for Managers

Research paper thumbnail of Occupational Stress in South African Work Culture

Research paper thumbnail of Womens Economic Opportunity (WEO) Index

Handbook on Diversity and Inclusion Indices, 2021

Research paper thumbnail of Causes of Occupational Stress

Occupational stress is a chronic mental disorder caused by hard working conditions that affects o... more Occupational stress is a chronic mental disorder caused by hard working conditions that affects one's personal performance and physical and mental health. Insomnia, distraction, anxiety and stress, absenteeism, depression, fatigue, hopelessness, excessive anger, family problems and physical illnesses such as migraines, heart disease, headaches, indigestion and low back pain are common examples of occupational stress. This is due to many complex problems.

Research paper thumbnail of Do We or Don’t We? Muslim Women Wearing the Hijab in the South African Work Environment

Journal of Religion in Africa, 2021

This article examines the experiences of Muslim women who wear hijab in corporate South Africa. M... more This article examines the experiences of Muslim women who wear hijab in corporate South Africa. Muslim women from diverse organisations wearing hijab were interviewed. The study produced mixed results. While women who don the hijab were discriminated against in some organisations, in the majority of organisations religious pluralism is embraced. The results further indicate that although South Africa is a secular country, there are various pieces of legislation that protect employees from religious discrimination in the workplace. Employees who don the hijab at lower levels experienced more discrimination compared to those at higher levels. The study further revealed that donning the hijab for Muslim women is viewed from a holistic perspective which includes behaving appropriately and not attending social functions where their religious convictions are jeopardized. The results indicate that wearing the hijab does not impede their career advancement although it does have a negative i...

Research paper thumbnail of Practices of Organizing and Managing Diversity in Emerging Countries

Oxford Handbooks Online, 2016

The chapter contextualizes and describes legislated, socio-political and organizational practices... more The chapter contextualizes and describes legislated, socio-political and organizational practices in managing diversity in three countries, namely India, Pakistan, and South Africa. The three countries serve as examples of emerging countries that have historical linkages with each other. Examples of how organizations within each country are responding to macro-level legislative practices are provided, highlighting the tensions and inconsistencies in applying legislation and its intent whilst dealing with country-specific realities. Diversity contrasts, such as integrating minorities in India and Pakistan, versus the integration of the majority in South Africa, are discussed, and attention is drawn to the emphasis placed on diversity categories such as gender and race. The chapter concludes with an overview of the differences in diversity management practices in the three countries.

Research paper thumbnail of Human resource management as a profession in South Africa

SA Journal of Human Resource Management, 2011

Orientation: Various countries recognise human resource (HR) management as a bona fide profession... more Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession.Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa.Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire...

Research paper thumbnail of Managing Religious Diversity in the South African Workplace

Research paper thumbnail of ‘New’ Men and ‘New’ Women: Cultural Identity Work of Husbands and Wives Related to Housework and Childcare

Asian Social Science, 2017

Existing research indicates that the number of dual-career couples is increasing and that, by imp... more Existing research indicates that the number of dual-career couples is increasing and that, by implication, domestic responsibility should be equally shared between husbands and wives. However, in many societies, women’s paid employment has not resulted in men assuming responsibility for domestic duties and childcare. This article examines the extent to which husbands and wives engage in cultural identity work related to household chores and childcare. A qualitative interpretivist approach was followed and semi-structured interviews were conducted with 25 Indian couples occupying different positions across various management levels in diverse South African organisations. The results of the study indicate that these husbands and wives, who come from diverse socio-economic backgrounds, engage differently in cultural identity work. Additionally, today’s younger wives are more assertive and expect their husbands to be involved to a greater extent in the home and with childcare, resulting...

Research paper thumbnail of Sandwiched between groups: Upward career experiences of South African Indian women

South African Journal of Business Management, 2021

Research paper thumbnail of The relationship between job satisfaction and locus of control in a South African call centre environment

South African Journal of Labour Relations, 2006

The high levels of absenteeism and turnover that call centres across the globe experience due to ... more The high levels of absenteeism and turnover that call centres across the globe experience due to employee job dissatisfaction have led to a renewed interest in the role that personality traits play in the service industry. The purpose of this study was therefore to determine the relationship between call centre agents' job satisfaction and their locus of control orientation. A sample of 187 call centre agents from a municipality in Gauteng participated. The results of a chi-square test analysis suggested that call centre agents with an internal locus of control appear to experience significantly higher general, extrinsic and intrinsic job satisfaction compared to call centre agents with an external locus of control. The results further suggested that the male and female participants did not differ with regard to their general and intrinsic levels of job satisfaction and that participants with post-school qualifications experienced lower levels of intrinsic job satisfaction Furth...

Research paper thumbnail of Workplace Gossip Among Dog Trainers

Office Gossip and Minority Employees in the South African Workplace

Research paper thumbnail of Gender Discrimination in Employment: BRICS Countries Overview

BRICS Law Journal

This article investigates the phenomenon of gender equality in employment in the BRICS countries ... more This article investigates the phenomenon of gender equality in employment in the BRICS countries where it is one of the factors hampering the economic development and basic human rights. The authors examine the international obligations of these states under the human rights treaties of the United Nations Organization (UNO) and the International Labour Organization (ILO), compare the national anti-discriminatory norms with the international standards (ILO Conventions and the Convention on the Elimination of all Forms of Discrimination Against Women) and evaluate the observations of the relevant international bodies recently adopted in respect of the BRICS states. In particular, the activities of the Committee on the Elimination of Discrimination Against Women and the ILO Committee of Experts on the Application of Conventions and Recommendations are reviewed. In the paragraphs that follow, the national legislation and case-laws are examined. Furthermore, the reasons for the persisten...

Research paper thumbnail of Concluding Remarks and Implications for Managers and Organisations

Occupational Stress in South African Work Culture, 2020

Research paper thumbnail of Life Context Model, Intersectionality, and Black Feminist Epistemology

Research Anthology on Racial Equity, Identity, and Privilege, 2022

This chapter focuses on the life context model and the intersectionality and Black feminist epist... more This chapter focuses on the life context model and the intersectionality and Black feminist epistemologies. Using two studies conducted in a South African context, it examines how these three theories can be employed to explore the challenges that a Black female manager in South Africa faces. The chapter also briefly outlines the underpinnings of the theories and gives an overview of the South African context that pertains to Indian and African women. The authors provide insights from the studies they have carried out and outline the similarities and differences outline the similarities and differences between the three theoretical approaches which they identified based on their research. The results obtained indicate that the use of these three theoretical approaches and the subsequent analysis of the data gathered can be a powerful method for reaching an understanding of contexts. Some recommendations are made regarding using the relevant theoretical approaches.

Research paper thumbnail of How to cite this article

Various countries recognise human resource (HR) management as a bona fide profession. Research pu... more Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession. Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa. Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventyeight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe's Content Validity Ratio (CVR). Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession. Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa. Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession.

Research paper thumbnail of Muslim identity in corporate South Africa

Muslim Minorities, Workplace Diversity and Reflexive HRM, 2017

Research paper thumbnail of Introduction and Background of Occupational Stress and Work Locus of Control

Occupational Stress in South African Work Culture, 2020

Research paper thumbnail of Occupational Stress Among Managers

Occupational Stress in South African Work Culture, 2020

This chapter provides various definitions of stress and occupational stress. The definition of wo... more This chapter provides various definitions of stress and occupational stress. The definition of work locus of control is also provided. The theoretical underpinning namely, the Transactional approach and the Job Demands Control Support model are also discussed. The chapter also outlines the types of stress encountered as well as the outcomes of stress.

Research paper thumbnail of Work in Progress: Organisational and Occupational Identity Work of South African Employees After Firm Acquisition

Transcending Cultural Frontiers, 2020

Firm acquisitions usually result in low employee identification with the organisation involved. S... more Firm acquisitions usually result in low employee identification with the organisation involved. Strategically and financially this places the organisation at risk as conflict may increase while performance and motivation may decrease during the post-acquisition phase. This chapter investigates the organisational and occupational identity work of managers, administrative staff and blue-collar employees during an acquisition. The objective is to establish if organisational and occupational identity work is the same in respect of employees at different levels and to provide insight into the organisational and occupational identity work of employees at different levels during post-acquisition integration. Acquisitions can be especially difficult if the firm operates in a Third-World country, such as South Africa, and its top managers are from, for example, a Western country because there may be a clash of cultures.

Research paper thumbnail of The Relationship Between Occupational Stress and Work Locus of Control for Managers

Research paper thumbnail of Occupational Stress in South African Work Culture

Research paper thumbnail of Womens Economic Opportunity (WEO) Index

Handbook on Diversity and Inclusion Indices, 2021

Research paper thumbnail of Causes of Occupational Stress

Occupational stress is a chronic mental disorder caused by hard working conditions that affects o... more Occupational stress is a chronic mental disorder caused by hard working conditions that affects one's personal performance and physical and mental health. Insomnia, distraction, anxiety and stress, absenteeism, depression, fatigue, hopelessness, excessive anger, family problems and physical illnesses such as migraines, heart disease, headaches, indigestion and low back pain are common examples of occupational stress. This is due to many complex problems.

Research paper thumbnail of Do We or Don’t We? Muslim Women Wearing the Hijab in the South African Work Environment

Journal of Religion in Africa, 2021

This article examines the experiences of Muslim women who wear hijab in corporate South Africa. M... more This article examines the experiences of Muslim women who wear hijab in corporate South Africa. Muslim women from diverse organisations wearing hijab were interviewed. The study produced mixed results. While women who don the hijab were discriminated against in some organisations, in the majority of organisations religious pluralism is embraced. The results further indicate that although South Africa is a secular country, there are various pieces of legislation that protect employees from religious discrimination in the workplace. Employees who don the hijab at lower levels experienced more discrimination compared to those at higher levels. The study further revealed that donning the hijab for Muslim women is viewed from a holistic perspective which includes behaving appropriately and not attending social functions where their religious convictions are jeopardized. The results indicate that wearing the hijab does not impede their career advancement although it does have a negative i...

Research paper thumbnail of Practices of Organizing and Managing Diversity in Emerging Countries

Oxford Handbooks Online, 2016

The chapter contextualizes and describes legislated, socio-political and organizational practices... more The chapter contextualizes and describes legislated, socio-political and organizational practices in managing diversity in three countries, namely India, Pakistan, and South Africa. The three countries serve as examples of emerging countries that have historical linkages with each other. Examples of how organizations within each country are responding to macro-level legislative practices are provided, highlighting the tensions and inconsistencies in applying legislation and its intent whilst dealing with country-specific realities. Diversity contrasts, such as integrating minorities in India and Pakistan, versus the integration of the majority in South Africa, are discussed, and attention is drawn to the emphasis placed on diversity categories such as gender and race. The chapter concludes with an overview of the differences in diversity management practices in the three countries.

Research paper thumbnail of Human resource management as a profession in South Africa

SA Journal of Human Resource Management, 2011

Orientation: Various countries recognise human resource (HR) management as a bona fide profession... more Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession.Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa.Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire...

Research paper thumbnail of Managing Religious Diversity in the South African Workplace

Research paper thumbnail of ‘New’ Men and ‘New’ Women: Cultural Identity Work of Husbands and Wives Related to Housework and Childcare

Asian Social Science, 2017

Existing research indicates that the number of dual-career couples is increasing and that, by imp... more Existing research indicates that the number of dual-career couples is increasing and that, by implication, domestic responsibility should be equally shared between husbands and wives. However, in many societies, women’s paid employment has not resulted in men assuming responsibility for domestic duties and childcare. This article examines the extent to which husbands and wives engage in cultural identity work related to household chores and childcare. A qualitative interpretivist approach was followed and semi-structured interviews were conducted with 25 Indian couples occupying different positions across various management levels in diverse South African organisations. The results of the study indicate that these husbands and wives, who come from diverse socio-economic backgrounds, engage differently in cultural identity work. Additionally, today’s younger wives are more assertive and expect their husbands to be involved to a greater extent in the home and with childcare, resulting...

Research paper thumbnail of Sandwiched between groups: Upward career experiences of South African Indian women

South African Journal of Business Management, 2021

Research paper thumbnail of The relationship between job satisfaction and locus of control in a South African call centre environment

South African Journal of Labour Relations, 2006

The high levels of absenteeism and turnover that call centres across the globe experience due to ... more The high levels of absenteeism and turnover that call centres across the globe experience due to employee job dissatisfaction have led to a renewed interest in the role that personality traits play in the service industry. The purpose of this study was therefore to determine the relationship between call centre agents' job satisfaction and their locus of control orientation. A sample of 187 call centre agents from a municipality in Gauteng participated. The results of a chi-square test analysis suggested that call centre agents with an internal locus of control appear to experience significantly higher general, extrinsic and intrinsic job satisfaction compared to call centre agents with an external locus of control. The results further suggested that the male and female participants did not differ with regard to their general and intrinsic levels of job satisfaction and that participants with post-school qualifications experienced lower levels of intrinsic job satisfaction Furth...