http://hdl.handle.net/10386/34 2026-04-11T12:04:23Z http://hdl.handle.net/10386/5248 Organisational justice, workplace cyber incivility and organisational commitment at a selected higher education institution in Limpopo Province, South Africa Monama, Lethabo Raesetja The rapid technological advancements in the 21st century presented new challenges for higher education institutions because academic staff members had to adapt to remote work. Organisational Justice plays an important role in the digitalisation of higher education services. If employees perceive organisational injustices, workplace cyber incivility incidents will increase, which will in turn lower employee commitment. The study investigated the effect of organisational justice on workplace cyber incivility and organisational commitment at a higher education institution. A quantitative research approach was adopted and a self-administered questionnaire, containing standardised scales for organisational justice, workplace cyber incivility and organisational commitment was used to gather information from a convenience sample of academic employees (n=201). R Statistical Software version 1.4.3 was utilised to analyse the data, using descriptive statistics, correlations, and regression analyses as well as t-test and Mann-Whitney U test. The findings show a negative relationship between organisational justice and workplace cyber incivility and between workplace cyber incivility and organisational commitment. The study found that treating employees fairly at work led to them being more committed to the organisation. No statistically significant gender differences were found in relation to the three variables. Suggestions on how to promote employees’ positive perceptions of organisational justice to increase their commitment and reduce cyber incivility incidents in this digital era are made Thesis (M. Com. (Human Resource Management)) -- University of Limpopo, 2025 2025-01-01T00:00:00Z http://hdl.handle.net/10386/5182 Psychological contract, employee vitality and organasational citizentionship behaviour among employees at a selected local municipality in the Sekhukhune District Municipality, South Africa Shaku, Lindiwe The research adopts a quantitative approach to investigate the relationship between psychological contract, employee vitality, and organisational citizenship behaviour within the selected local municipality in the Sekhukhune district. The study encompasses 377 employees as its target population, all employed by the municipality. Sample size determination utilised an online Rao soft sample calculator. The exact sample size to be targeted after using an online Rao soft sample calculator was 95, attempts to get more participants were made. At the end, a sample size of 97 participated in this study. Data collection relied on self-administered questionnaires (Cross-sectional survey) known for their validity and reliability. Both convenience and quota sampling methods were employed to generate data for hypothesis testing. Analysis involved IBM - SPSS version 29.0 for statistical analysis. The relationship between the variables were tested using Pearson correlations (both primary and secondary hypotheses). Regression analysis was also carried out to test and measure the relationship between variables (primary hypotheses) and independent t-test was conducted to compare the gender differences. Findings suggest positive correlations between psychological contract and organisational citizenship behaviour, negative associations between employee vitality and psychological contract, and between employee vitality and organisational citizenship behaviour. Gender exhibited no significant differences in perceptions of psychological contract, employee vitality, and organisational citizenship behaviour. Additionally, positive relationships were found between psychological contract and various organisational citizenship behaviour dimensions, as well as between employee vitality and sportsmanship. Conversely, a negative relationship was found between employee vitality and several organisational citizenship behaviour dimensions. The study concludes by recommending that public sector entities should ensure that they understand and meet their employees’ expectations in order to positively influence their behaviour and enhance their organisational citizenship behaviour, particularly in uncertain contexts resembling the COVID-19 pandemic or technological changes Thesis (M. Com. (Human Resource Management)) -- University of Limpopo, 2025 2025-01-01T00:00:00Z http://hdl.handle.net/10386/5071 The changing world of work : work-life balance amongst women in leadership at selected South African institutions of higher learning Maribe, Thakgatso Theresa In the African culture, women’s roles involved raising children, cooking, and cleaning, but today women have changed this and made a mark in the corporate world by occupying leadership positions. However, the world of work is changing, which has brought too many challenges to women in leadership at institutions of higher learning, requiring them to balance their personal and professional lives. This study aimed to explore work-life balance challenges brought about by the changing nature of the world of work among women in leadership at selected institutions of higher learning. The study used an exploratory research design, following a phenomenology research method which falls under a qualitative research approach. Sixteen participants were sampled using the purposive sampling technique, which falls under the non-probability sampling methods. Semi-structured interviews were conducted to collect data from research participants and thematic analysis was used to analyse the data. Six themes emerged from the research findings, namely: Work Interfering with personal life as the main challenge of work-life balance; high expectations from management level; workload from leadership responsibility and supporting structure as the causes of work-life balance challenges; health and wellness issues as the consequences of work-life balance challenges; and lastly work-life integration pathways used by women in leadership as probable solutions to work-life balance challenges. The study recommends that top management to come up with alternatives such as amending policies to accommodate a balanced work-life; attending wellness programs; hiring more assistants; reducing NQF level requirements for leadership positions; having software where employees express their work-life balance; and women in leadership taking ownership of their work-life imbalance by setting boundaries and limitation to time spent on their work. Thesis (M. COM. (Human Resources Management)) -- University of Limpopo, 2025 2025-01-01T00:00:00Z http://hdl.handle.net/10386/4861 Facators that influence women's career success at a selected institution of higher learning in South Africa Sahumani, Nomsa South Africa is ranked 3rd on top countries that promote gender equality in Africa and number 17th in the world. However, in higher education women are still under-represented in most leadership positions regardless of the notable progress in attaining more qualifications than men. Through a survey research approach, the researcher investigated the factors that influence women’s career success. The study adopted a quantitative approach to collect data, targeted a total number of 70 female employees under the faculty of management and law at the University of Limpopo. Data was analysed using the Statistical Software for Social Sciences (SPSS) version 27.0. Factors such as personality traits, organisational cultural factors, career barriers, internal and external support factors were identified. The findings revealed that there is an influence between the factors identified and women career success. Furthermore, women still experience barriers such as the glass ceiling, gender stereotype, family responsibility and lack of mentors in their career progression to leadership positions in higher education Thesis (M. Com. (Human Resource Management)) -- University of Limpopo, 2023 2023-01-01T00:00:00Z