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Browsing Theses and Dissertations by Author "Ngirande, H."
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Item Open Access Factors that influence the utilisation of high performance computing systems at selected higher education institution(2023-10-05) Ndwamai, Reginald Mulalo; Ngirande, H.; Shambara, R.High levels of organisational performance may be achieved through the effective use of technology. By supplying High-Performance Computing (HPC) systems to previously underserved universities, the South African government sought to promote science and innovation while addressing Sustainable Development Goal No. 4 (SDG 4), which aims to improve the quality of education. This was done to improve research capacity and correct resource disparities in institutions. However, not all universities offer access to and ensure the effective use of these systems. As a result, the study aimed to investigate the factors that affect how the University of Venda's (UNIVEN) HPC system is accessed and used. The study used a mixed research approach. Descriptive research design was used to explore and understand the phenomenon., A non-probability sampling method based on a purposive sampling method was used to select 10 participants who provided qualitative data. On the other hand, a random stratified sampling was utilised to identify the 218 participants who provided quantitative data. The research study comprised three groups, namely masters students, PhD students and academics. Simple random sampling was then used within each group to select the participants. The total sample size was 228. Data were gathered by the researcher using self-administered questionnaires and in-person structured interviews. The ATLAS.ti program, which manages thematic content, was used to analyse the qualitative data that had been collected. To handle the themes, the researcher followed four steps: reading the material for the first time, recognising potential topics, classifying codes into themes, and producing a table of themes that summarizes all the themes. The Statistical Program for Social Sciences (SPSS) version 28.0 was used to analyse quantitative data. The study highlights the importance of organisational support, perceived ease of use and perceived usefulness in the actual use of High-Performance Computing system at the University of Venda. Therefore, the study's outcomes indicate that the support provided by an organisation and the users' perception are crucial elements for the successful implementation and use of technological systems.Item Open Access The mediating role of psychological well-being on mindfulness and job performance among public hospital-based nurses in Polokwane Local Municipality Area(2022-11-10) Monyai, Mosutoa; Nkuna, N.; Ngirande, H.In South Africa, nurses carry the responsibility of providing health care services to all communities. It is, therefore, crucial that the healthcare sector provides quality service to those who need it. Some of the human resources management factors that may help improve quality healthcare service are to ensure the mindfulness and psychological well-being of nurses. These factors may ultimately improve the job performance of the nurses. This study sought to investigate the relationship between mindfulness and job performance: the mediating role of psychological well-being on the relationship between mindfulness and job performance among public hospital-based nurses in Polokwane Local Municipality. The study followed a positivism paradigm. A quantitative approach was employed, using a cross-sectional design. The population of the study comprised 1287 nurses which include, professional and assistant nurses from all three public hospitals in Polokwane Local Municipality. A purposive sampling method was utilised to select the three hospitals. A stratified random sampling method was used to select participants. A minimum recommended sample size of 297 nurses from the two strata of professional nurses and assistant nurses was used. This was determined by the Raosoft sample size calculator. A self-administered questionnaire was used to solicit data. Descriptive statistics was used to describe and summarise the demographic information of respondents and the levels of the nurse’s mindfulness, psychological well-being, and job performance. Pearson product-moment correlation coefficient was used to specify the relationship between mindfulness, psychological well-being, and job performance. A multiple linear regression analysis was also used to determine the prediction between the study variables. Mediated multiple regression analysis was also performed to determine the mediating role of psychological well-being on the relationship between mindfulness and job performance. This analysis was done using Statistical Package for Social Sciences (SPSS) version 26, with Hayes Process add-in software for mediation. The findings reveal there is a relationship between mindfulness and job performance among public hospital-based nurses in Polokwane Local Municipality (r=.393**; p=.000). The regression results further showed that mindfulness does influence job performance β = 1.09, + (298) = 1.09, p = .000. In terms of mediation, the findings showed that psychological well-being does mediate the relationship between mindfulness and job performance among public hospital-based nurses in Polokwane Local Municipality (β = .359, SE = .060, 95% CI = (.228, .465)). It is therefore concluded that psychological wellbeing does play a positive role in the relationship between mindfulness and job performance as it will, even more, enhance job performance among public hospital-based nurses in Polokwane Local Municipality. It is recommended that further research on a similar study should make use of a mixed-methods research design which will help to capture the experiences of respondents in giving more details about their mindfulness and psychological well-being. Questionnaires and in-depth interviews with respondents would gather more specific information.Item Open Access Retention factors and employee organisational commitment at a higher education institution in South Africa(2017-09-18) Muleya, Dasy; Setati, T. S.; Ngirande, H.This study sought to determine the influence of retention factors on employee organisational commitment at a higher education institution in South Africa. The study follows a quantitative methodology in which self- administered questionnaires were used to collect data from a stratified random sample of 274 participants. The strata were grouped as academic and nonacademic staff. Participants were then randomly selected from each stratum. Using Statistical Package for the Social Sciences (SPSS) version 23, both descriptive and inferential statistics including correlation and regression analyses were conducted to determine relationships between retention factors and employee organisational commitment variables. The Retention Factor Scale was used to collect data on retention factors and Organisational Commitment Questionnaire was used to collect data on employee organisational commitment. The findings indicated that job characteristics, supervisor support, career development and work-life balance are significantly related to employee organisational commitment. Furthermore, the results revealed that of the six retention factors, career development was the most significant factor which had an impact on employee organisational commitment. The study concludes that retention factors and their impact may differ based on different institutions, therefore, it is recommended that every institution should figure out the retention factors which have the most impact on their employees and find ways to improve employee organisational commitment.Item Open Access Workforce diversity and its effects on employee performance in Higher Education Institution in South Africa: a case study of University of Venda(2017-05-18) Zhuwao, Simbarashe; Setati, T. S.; Ngirande, H.The objective of this study was to investigate the effects of workforce diversity on employee performance in a selected Higher Educational Institution in South Africa. Various legislative measures were introduced by the government in order to shape the workforce in organisations. However, these legislative measures expressly focus on compelling organisations to embrace diversity and thus not considering the business need of it and how it influences employee behavioral outcomes such as employee performance. It is upon this backdrop that this study investigated the effects of workforce diversity on employee performance in an HEI in South Africa. A cross-sectional research design was used. A random sample (n = 267) was chosen by dividing employees into homogeneous strata of academic and non-academic employees. A Workforce Diversity Questionnaire and Employee Work Performance Questionnaire were administered. The results showed a positive and significant relationship between independent variables (gender diversity, ethnic diversity and educational diversity) and the dependent variable (employee performance). The relationship between age diversity and employee performance was not significant. HEIs should introduce diversity management programs to improve the effectiveness of workforce diversity towards employee performance. Because a cross-sectional research design was employed, conclusions about causality could not be made