scholarly journals Exploring the determinants of an organisational talent culture for a Botswanan local government institution

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Refilwe Masale ◽  
Emmerentia N. Barkhuizen ◽  
Nico E. Schutte
Keyword(s):  
Public Sector ◽  
Local Government ◽  
Management Practices ◽  
Vital Role ◽  
Factor Analyses ◽  
Cross Sectional ◽  
Government Institutions ◽  
Managerial Implications ◽  
Administrative Governance ◽  
Government Institution

Orientation: Talented employees are essential for the service performance of local government institutions. Conducive organisational talent cultures can enable talent to deliver value-based services that meet public expectations.Research purpose: To explore the determinants of an organisational talent culture for a Botswanan local government institution.Motivation for the study: Research on organisational talent culture determinants in Botswana local government institutions is lacking.Research design, approach and method: This research adopted a quantitative, cross-sectional research design. A self-developed questionnaire was used to measure the organisational talent culture determinants of a Botswana government institution (N = 405). The data was analysed using SPSS Statistics software. Descriptive statistics, exploratory factor analyses, linear regression analyses and multivariate analysis of variances (MANOVAs) were applied to the data.Main findings: The factor analyses provided support for six organisational talent culture determinants: leadership talent mindset, success orientation and strategic intent, institutional values, dynamic operational capabilities, administrative governance and general people management practices. The results showed a weak application of all the organisational talent culture determinants. Leadership talent mindset was a significant predictor of organisational talent culture determinants. Significant differences exist between selected organisational culture dimensions based on the demographic characteristics of the participants.Practical/managerial implications: The vital role of public sector leadership in enabling a conducive organisational talent culture is emphasised.Contribution/value-add: This research contributed to the limited empirical knowledge on organisational talent culture determinants in public sector institutions.

Homosexuality and Entrepreneurship

2005 ◽  
Vol 6 (1) ◽  
pp. 27-40 ◽  
Author(s):  
Minet Schindehutte ◽  
Michael Morris ◽  
Jeffrey Allen
Keyword(s):  
Management Practices ◽  
National Sample ◽  
Gay Identity ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Educational Differences ◽  
Heterogeneous Nature ◽  
Managerial Implications ◽  
Race Ethnicity ◽  
And Bisexual

Attempts to understand the heterogeneous nature of the population of entrepreneurs are relatively few in number, and focus largely on gender, race, ethnicity, age and educational differences. The experiences of many other key cohorts have been ignored, including those of gay, lesbian and bisexual (GLB) individuals. This paper examines the concept of ‘gay identity’ within an entrepreneurial context, and investigates underlying patterns in the structure of the GLB entrepreneurial community. Results are reported of a cross-sectional survey targeted at a sample of GLB entrepreneurs. The study represents the first national sample of these entrepreneurs. Overall trends are identified in the motives, attitudes, perceptions and management practices of GLB entrepreneurs. Cluster analysis is then employed to identify and characterize two distinct subgroups of GLB entrepreneurs, labelled ‘identifiers’ and ‘independents’. A number of theoretical and managerial implications are drawn from the findings.

scholarly journals Retention factors in relation to organisational commitment in medical and information technology services

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Jeannette Van Dyk ◽  
Melinde Coetzee
Keyword(s):  
Information Technology ◽  
Management Practices ◽  
Survey Design ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Retention Factors ◽  
Information Technology Services ◽  
Technology Services ◽  
Managerial Implications

Orientation: Retaining staff with scarce and critical skills in the medical and information technology (IT) industry has become a top priority because of skills shortages.Research purpose: The objectives of the study were to investigate empirically: (1) the relationship between employees’ satisfaction with organisational retention factors (measured by the Retention Factors Scale) and their organisational commitment (measured by the Organisational Commitment Questionnaire) and (2) whether gender, age, race and tenure groups differ significantly in terms of these variables.Motivation for the study: Medical and information technology professionals have specialised and hard to replace skills. They also have strong tendencies to leave their organisations and countries. Understanding the retention factors that will increase their organisational commitment may benefit the organisations who want to retain their valuable talent.Research design, approach and method: The researchers used a cross-sectional survey design to collect data from a purposive sample of 206 staff members who had scarce skills in a South African medical and information technology services company. Correlational and inferential statistics were computed to achieve the objectives.Main findings: The results showed that the participants’ satisfaction with retention factors has a significant relationship with their organisational commitment and that the biographical groups differ significantly in terms of the variables.Practical/managerial implications: The measured retention factors were all associated with human resource management practices that influence employees’ intentions to leave.Contribution/value-add: The results are important to managers who are interested in retaining staff who have scarce skills and provide valuable pointers for designing effective retention strategies.

scholarly journals Citizens’ or Government’s Will? Exploration of Why Indonesia’s Local Governments Adopt Technologies for Open Government

2021 ◽  
Vol 13 (20) ◽  
pp. 11197
Author(s):  
Hafizh Rafizal Adnan ◽  
Achmad Nizar Hidayanto ◽  
Sherah Kurnia
Keyword(s):  
Developing Countries ◽  
Public Sector ◽  
Local Government ◽  
Web 2.0 ◽  
Local Governments ◽  
Information Access ◽  
Open Government ◽  
Adoption Of Technology ◽  
Government Institutions ◽  
The Government

Web 2.0 is a technology that enables collaboration between citizens and the government to actualise the concept of open government. The adoption of technology in the public sector is known to have positive impacts in fostering public sector innovation, including in developing countries with various problems that require collaboration between citizens and the government. However, currently studies concerning open government technology adoption in developing countries are limited. Indonesia as an example of a developing and democratic country provides a suitable context to explore this phenomenon. Moreover, there are many local government institutions in Indonesia, especially on Java Island, that have implemented Web 2.0 to support open government initiatives. Therefore, this research aims to explore key factors influencing the adoption of the Web 2.0 platform by local government institutions in Indonesia. Multiple theories are combined to guide the exploration of the influencing factors related to technology, organisations, management, and the environment. Based on a multiple case study involving five local government institutions in Indonesia, we identified fifteen factors affecting the adoption of Web 2.0 technology. This study offers both research and practical implications that can be considered by government and other key stakeholders to optimise public participation and information access through the adoption of open government initiatives.

scholarly journals "Organisational transformation": Wavering on the edge of ambiguity

2004 ◽  
Vol 30 (3) ◽  
Author(s):  
C. L. Van Tonder
Keyword(s):  
Local Government ◽  
Qualitative Study ◽  
Change Management ◽  
Management Practices ◽  
Substantial Variation ◽  
Government Institution ◽  
Limited Scope

Organisational transformation has become one of the most used change concepts of our time, but researchers and practitioners seldom pause to consider the meaning of this concept more explicitly. The meaning parameters of organisational transformation are explored from within the prevailing literature and considered in terms of the results of a qualitative study of limited scope conducted among managers of a local government institution. Both the literature and the findings of the study reveal substantial variation in the meaning of transformation, which is considered undesirable for change management practices. The implications of the study are briefly indicated. Opsomming Organisasie transformasie het een van die mees gebruikte veranderingskonsepte van ons tyd geword, maar navorsers en praktisyns verpoos selde om die betekenis van die konsep meer eksplisiet te oorweeg. Die betekenisparameters van organisasie transformasie word vanuit die bestaande literatuur ondersoek en vergelyk met die resultate van ’n kwalitatiewe studie van beperkte omvang wat met bestuurders van ’n plaaslike regseringsinstansie onderneem is. Beide die literatuur en die bevindinge van die studie toon omvangryke variasie in die betekenis van transformasie, wat as ongewens vir veranderingsbestuurspraktyke beskou word. Die implikasies van die studie word kortliks aangedui.

scholarly journals Exploring talent management execution in the Ministry of Justice in the Namibian public sector

2019 ◽  
Vol 17 ◽  
Author(s):  
Kristofina Filippus ◽  
Cecilia M. Schultz
Keyword(s):  
Public Sector ◽  
Conceptual Framework ◽  
Human Resource ◽  
Management Practices ◽  
Talent Management ◽  
Exploratory Research ◽  
Structured Interviews ◽  
Managerial Implications ◽  
The Government ◽  
Strategic Execution

Orientation: The Ministry of Justice in the government of the Republic of Namibia, which is tasked to implement an effective judicial system in the country, is one of the public sector institutions rocked by a shortage of critical skills.Research purpose: The aim of this study was to scrutinise the execution of talent management practices in the Ministry of Justice in the Namibian public sector by investigating the talent management execution levels, identifying the distractors and enablers that form part of the talent management practices and developing a conceptual framework of talent management execution.Motivation for the study: The war for talent is evident in the Ministry of Justice in the Namibian public sector, and limited research exists regarding the execution of talent management in this organisation.Research approach/design and method: The research was based on an exploratory research design and a qualitative approach was used. Purposive sampling was utilised and semi-structured interviews were conducted. The data were analysed by means of qualitative content analysis.Main findings: Talent management was executed on three levels: human resource execution, operational execution and strategic execution. Specific distractors and enablers were identified and formed part of the talent management practices.Practical/managerial implications: To execute talent management properly, managers and human resource managers should attend to the identified talent management distractors and enablers.Contribution/value-add: Talent management execution levels and the relating distractors and enablers were identified. A conceptual framework of talent management execution in the Ministry of Justice in the Namibian public sector was developed.

The relationship between talent management, job satisfaction and voluntary turnover intentions of employees in a selected government institution

2021 ◽  
Vol 19 ◽  
Author(s):  
Nicolene E. Barkhuizen ◽  
Bongekile Gumede
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Management Practices ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Talent Management ◽  
African Government ◽  
Government Institutions ◽  
The Relationship ◽  
Government Institution

Introduction: Talent management plays an essential role in the retention of competent employees in the workplace.Research purpose: The main objective of this research was to determine the relationship between talent management, job satisfaction and voluntary turnover intentions of employees in a selected South African government institution.Motivation for the study: Talent management research within the context of South African government institutions has yet to reach its full potential.Research design, approach, and method: This study followed a quantitative research design. Data was collected from employees at the head office of the selected government institution (N = 208). A Talent management measure, job satisfaction questionnaire and a voluntary turnover intention questionnaire were distributed.Findings: The results showed a weak leadership talent mindset. Talent management practices such as talent development, performance management, talent retention strategies and compensation practices were poorly applied. Almost half of the sample was dissatisfied with their jobs, whilst 68% considered quitting their jobs. Talent management practices were significantly related to job satisfaction and voluntary turnover intentions. Job satisfaction moderated the relationship between talent management and voluntary turnover intentions.Management implications: Government leaders are encouraged to adopt a talent mindset that will instil a talent culture where talented individuals are allowed to add value and contribute to the success of the institution.Value add: This research adds to the limited body of research done on talent management in the public sector context.Conclusions: This research highlights the importance of talent management in contributing to critical individual outcomes required for sustainable government institutions.

scholarly journals Independent professionals and the potential for HRM innovation

2017 ◽  
Vol 46 (7) ◽  
pp. 1414-1433 ◽  
Author(s):  
Tui McKeown ◽  
Robyn Cochrane
Keyword(s):  
Organizational Performance ◽  
Organizational Support ◽  
High Performance ◽  
Affective Commitment ◽  
Management Practices ◽  
Vital Role ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to examine “black box” links between HRM innovations and organizational performance by investigating the perspective of a workforce often excluded from the HR realm. Professional Independent Contractors (IPros) play a vital role in achieving workforce flexibility and innovation. While the use of such arrangements has been examined often using a compliance-oriented lens, the authors explore the value of adding a commitment aspect. Design/methodology/approach In total, 375 IPros working in Australian organizations completed an online questionnaire distributed by a national business support services provider. Findings Results show organizational support significantly predicted work engagement and affective commitment. Self-efficacy, age and gender were also significant predictors. Research limitations/implications The cross-sectional nature of this study and reliance on self-reported data limit the reliability of the findings. In addition, the findings may be specific to the Australian labor market. Practical implications The study present the views of a difficult to reach population and the findings suggest by adopting an innovative hybrid commitment-compliance HR configuration, practitioners may positively increase desirable contractor outcomes. Social implications Concerns that organizational imperatives for efficiency, quality and high performance will be compromised by considering the human side of non-employee work arrangements are not supported. Indeed, as previously outlined, much of the concern with the employee/non-employee dichotomy is legally based and an artefact of a system of labor law that in many settings has failed to move with the times. Originality/value Few investigations of the impact of high commitment HRM practices have incorporated the perspective of professional, non-employees. While IPros are recipients of compliance focused contractor management practices, carefully integrated commitment-based HRM aspects have the potential to deliver positive outcomes for both individuals and organizations.

scholarly journals Perceptions of human resource professionals of challenges to and strategies for retaining managers

2018 ◽  
Vol 18 (1) ◽  
Author(s):  
Danielle Uitzinger ◽  
Pharny Chrysler-Fox ◽  
Adèle Thomas
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Management Practices ◽  
Middle Level ◽  
Cross Sectional Survey ◽  
Retention Strategies ◽  
Cross Sectional ◽  
Line Managers ◽  
Managerial Implications ◽  
Hr Managers

Orientation: Retaining and developing talented top- and middle-level managers who possess organisational-specific skills and experience promotes competitive advantage for organisations and is a long-term investment.Research purpose: The purpose of this study was to explore challenges to retention and effective retention strategies for top- and middle-level managers.Motivation for the study: Human resource (HR) managers are facing difficulties retaining managers as a result of ineffective retention strategies. This study aims to provide insight into suggested strategies to retain such managers.Research design, approach and method: A cross-sectional survey, using an instrument developed from the literature, was completed by 97 HR management professionals registered with the South African Board of People Practices. An exploratory factor analysis was conducted as well as group comparisons.Main findings: Results revealed that leadership and performance management practices are considered to be effective retention strategies for top- and middle-level managers.Practical and managerial implications: Having a deeper understanding of effective retention strategies for top- and middle-level managers can assist HR professionals in retaining these employees.Contribution or value add: This study adds to the insights of HR professionals, line managers and leaders in organisations regarding retention challenges and effective retention strategies for top- and middle-level managers.

ASSESSMENT OF SKILLED BIRTH ATTENDANTS REGARDING HELPING BABIES BREATH INTERVENTION TO IMPROVE NEWBORN CARE IN RURAL DISTRICT OF SINDH

1970 ◽  
Vol 7 (1) ◽  
pp. 48-53
Author(s):  
Sheh Mureed ◽  
Muhammad Hassan Gandro ◽  
Walid Hassan
Keyword(s):  
Newborn Care ◽  
Cross Sectional Study ◽  
Vital Role ◽  
Skilled Birth Attendants ◽  
Cross Sectional ◽  
Neonatal Deaths ◽  
Birth Attendants ◽  
Study Results ◽  
Knowledge And Practice ◽  
Labour Room

Background: Globally, 3.1 million newborn deaths occur every year out of these estimated 400,000 neonatal deaths occur in Pakistan. All neonatal deaths 99% take place in poorest region and countries of the world, usually within hours of birth; mostly the cause of neonatal deaths is hypoxia. To access knowledge and practice of SBAs regarding HBB and to access the availability of equipments required for HBB. Methods: Descriptive Cross-Sectional Study on SBAs as trained in HBB. All 46 SBAs trained on HBB working in Labour room eight rural Health centers, four Taluka, One district Head Quarter Health Facilities and thirteen Mlbcs of the district, were included in the sample for study. All 41 SBAs were trained on HBB participated in the study. Results: Mean age of 30 years. Out of total 41 participants 25 were working in B-EmoNC (61%), 3in C-EmoNC (7.3%) and 13 in mid wife laid birth Centre (MLBC) or birth station (31.7%). About 92.7% of participants said that main purpose of HBB training is to decrease the NMR by improving newborn care. Drying of newborn is 82.7%, hand washing is 95.12% and 85.3% of the study participants said that they gave 30-40 breaths per minutes. Cord clamp and pair of ties was accessible to 85% of participants versus 14.3% who reported it's not accessible. Almost one quarter (34.1%) participants have low knowledge and practice. Knowledge and training had significant effect on the overall practices of the skilled birth attendants for skilled birth deliveries and reduce the neonatal deaths (P <0.001). Conclusion: Tools play a vital role for the implication of the knowledge into practices and tools were available almost to every participant. Although few barriers also identified for the less application of the helping hand babies trainings in the community.

PERCEIVED EFFECTS OF STREET HAWKING ON THE WELL-BEING OF CHILDREN IN ANYIGBA, DEKINA LOCAL GOVERNMENT AREA OF KOGI STATE, NIGERIA

2018 ◽  
Vol 8 (1) ◽  
pp. 01-07
Author(s):  
Alfred Eboh
Keyword(s):  
Local Government ◽  
Survey Design ◽  
Sampling Technique ◽  
Well Being ◽  
Local Government Area ◽  
Negative Consequences ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Perceived Effects ◽  
The Government

Background: The hawking of wares by children has been a serious issue confronting the Nigerian society. Children hawk in some of the most horrible conditions conceivable, where they face a serious risk of injury, chronic illness, kidnapping, rape or death. Objective: The focus of this study was to assess the perceived effects of street hawking on the well-being of children in Anyigba, Dekina Local Government Area of Kogi State. Methods: The population of this study consists of parents of the street hawkers in Anyigba while cross-sectional survey design was used through the purposive sampling technique to choose the sample size of one hundred and sixty-two (162) respondents. The validated structured questionnaire and In-Depth Interviews (IDIs) served as the instruments for the data collection respectively. The hypotheses were tested using Chi-Square at a predetermined 0.05 level of significance. The quantitative data were analysed with the aid of the SPSS (version 20). Results: The results indicated among others that street hawking had significant social implications and physical consequences on children's moral behaviour as well as health status in the study area. Conclusion: The study, therefore, concluded that the government of Kogi State should carry out an enlightenment campaign through the media and religious institutions on the negative consequences of street hawking are recommended as panacea. Also, the child right act instrument and its implementation should be strengthened in order to curb street hawking in the study area.

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