Browsing by Author "Boonzaier, Billy"

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    Job crafting, proactive personality and meaningful work : implications for employee engagement and turnover intention
    (AOSIS, 2019) Vermooten, Nicola; Boonzaier, Billy; Kidd, Martin
    Orientation : Jobs in the financial services industry are in constant flux because of the ever-changing nature of the products and services provided to customers. This could result in employee disengagement and turnover intention. Research purpose: The purpose of the study was to examine the role of job crafting, proactive personality and meaningful work in predicting employee engagement and turnover intention among employees in the financial services industry based on the central tenets of the Job Demands-Resources theory. Motivation for the study: Organisations or incumbents may redesign jobs. The self-initiated proactive behaviour that incumbents exhibit to shape the meaning of their work is known as job crafting. The relationships that exist among job crafting, proactive personality, meaningful work, employee engagement and turnover intention were, therefore, investigated. Research design, approach and method: A quantitative cross-sectional survey design was used to gather primary data in service-providing firms across South Africa (n = 391). Main findings: Results demonstrated that job crafting, proactive personality and meaningful work significantly predict variance in employee engagement and turnover intention. Practical and managerial implications: Specific human resource practices and interventions are proffered to foster job crafting, proactivity and meaningful work and, in doing so, address employee disengagement and turnover intention. Contribution or value-add: The study highlights the importance of encouraging employees to craft their jobs as it has specific implications for prominent work-related outcomes, such as employee engagement and turnover intention, among employees in the financial services industry.
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    The job demands-resources model of work engagement in South African call centres
    (AOSIS Publishing, 2013-09) Janse van Rensburg, Yolandi; Boonzaier, Billy; Boonzaier, Michele
    Orientation: A ‘sacrificial human resource strategy’ is practised in call centres, resulting in poor employee occupational health. Consequently, questions are posed in terms of the consequences of call centre work and which salient antecedent variables impact the engagement and wellbeing of call centre representatives. Research purpose: Firstly, to gauge the level of employee engagement amongst a sample of call centre representatives in South Africa and, secondly, to track the paths through which salient personal and job resources affect this engagement. More specifically, the relationships between sense of coherence, leadership effectiveness, team effectiveness and engagement were investigated, thus testing the Job Demands-Resources model of work engagement. Motivation for the study: To present an application of the Job Demands-Resources model of work engagement in a call centre environment in order to diagnose current ills and consequently propose remedies. Research design: A cross-sectional survey design was used and a non-probability convenient sample of 217 call centre representatives was selected. The measuring instruments comprise the Utrecht Work Engagement Scale to measure engagement, the Team Diagnostic Survey to measure team effectiveness, the leadership practices inventory to gauge leadership effectiveness, and the Orientation to Life Questionnaire to measure sense of coherence. A series of structural equation modelling analyses were performed. Main findings: Contrary to the ‘electronic sweatshop’ image attached to call centre jobs depicted in the literature, results show a high level of employee engagement for call centre representatives in the sample. Also, personal resources such as sense of coherence and job resources such as team effectiveness related significantly to engagement. A non-significant relationship exists between leadership effectiveness and engagement. Practical/managerial implications: Both the content and context of jobs need to be addressed to increase the personal and job resources of call centre representatives. Contribution/value-add: The Job Demands-Resources model of work engagement can be used to improve the occupational health and performance of employees in call centres.
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    Variance in employee engagement : a qualitative analysis amongst public school teachers in the Cape Winelands education district
    (AOSIS, 2020) Vermooten, Nicola; Malan, Johan; Boonzaier, Billy
    Orientation: The Global Competitiveness Index Report 2017 – 2018, which ranks the quality of 124 countries’ education system, positioned South Africa 114th. Challenges with the quality of basic education offered in many public schools across South Africa are attributed to the lack of employee engagement amongst teachers. Research purpose: The aim of this study was, firstly, to identify the most salient antecedents of variance in employee engagement amongst teachers and, secondly, to explore the relational dynamics that exist amongst these antecedents. Motivation for the study: The study was motivated by the intention to inform human resource practices and interventions that can be adopted to facilitate optimal teacher engagement and subsequently performance. Research approach/design and method: A modified version of the interactive qualitative analysis (IQA) methodology was adopted to generate and collect primary qualitative data, but the data analysis was performed in accordance with the prescribed methodology. Initial (n = 37) and follow-up (n = 28) individual interviews were conducted amongst teachers from 12 mainstream public schools in the Cape Winelands education district. Main findings: Teacher-level, school-level, community-level and societal-level determinants were identified that explain variance in employee engagement amongst teachers. Practical/managerial implications: Human resource practices and interventions that may nurture employee engagement amongst teachers are recommended. Contribution/value-add: This study identified the most salient antecedents of variance in employee engagement amongst teachers in the Cape Winelands District and the findings allow for a number of recommendations regarding interventions to facilitate teacher engagement and ultimately performance.