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Item Open Access Challenges faced by females occupying leadership position at selected South African Higher Education Institutions, South Africa(2021-06-23) Tshipani, Rosina Arluca; Setati, T. S.; Ngirande, H.Women are often discriminated in many environments including the workplace and home front. Women in leadership positions are not an exception. In South Africa, the problem can be traced back to the Apartheid era. Since the dawn of democracy in 1994, South African government enacted legislation and policies that redress colonial imbalances by ensuring fair treatment and participation of females in the economy and leadership positions. Despite these provisions, more than 26 years into democracy, women are still discriminated and deprived of opportunities such as leadership positions in higher education institutions. Hence, this study investigated challenges faced by female leaders in institutions of higher education in South Africa. The study employed a qualitative approach, where data was collected using interviews from 20 purposively selected respondents from two selected higher education institutions in South Africa. Thematic analysis was used to analyse data. Gender stereotyping, gender equity, discrimination, inadequate mentoring, training, safety, and security concerns are major challenges facing women in higher education institutions’ leadership positions. Work-life balance also posed a major challenge given gender assigned roles. It is, therefore, recommended that enhancing more mentorship programs for women in leadership will fight discrimination and increase the number of women in leadership positions.Item Open Access Demographic and personality factors predicting leadership style and coping strategies of working women in the public sector: A case of Vhembe District in Limpopo Province(2021-07-23) Khashane, Khathutshelo Edith; Babalola, S. S.; Nkuna, N.Considering the patriarchal nature of most African societies, the workload that most women in management have, and the pressures they are under as they enter the leadership/management field, which is not seen as traditional women’s occupations. The existing leadership research is male-dominated, with few capture snapshots of women in management, especially those in the public sector. This study, therefore, is designed to investigate the demographic and personality factors predicting leadership style and coping strategies among working women in the public sector, Vhembe District Municipalities. This study is based on several conceptual frameworks of contingency and transformational theory, focusing on behavior style based on demographic, personality, leadership styles of female leaders, and the coping strategies used by these female leaders. This study examines the influence of personality factors on leadership style and their coping strategies among women in public sector service of Vhembe District Municipalities in Limpopo Province. It also investigates the relationship between leadership style and coping mechanisms among these groups of participants. Four objectives were developed based on the study’s aims in answering the objectives of this study; the quantitative approach was adopted. A total of three hundred women leaders were surveyed using the Leadership style, coping strategies, Big five personality measures, and demographic factors, and two hundred and four were collected and analyzed. The sample was made up of all women who are in leadership in public sectors. The study measurements were self-administered questionnaires, and data was gathered systematically and analyzed through the statistical research process. This study utilizes a quantitative descriptive, correctional analysis, and stepwise multiple regression approach to gain a new perspective in testing the research hypotheses. Item analysis was conducted to check the reliability of the scales, and all the scales obtained acceptable Cronbach alphas. In exploring the factor structure of the scales, exploratory factor analysis was conducted, and poor items were removed until a clear and desirable factor solution was obtained. Confirmatory factor analyses were conducted to validate the data, and all the goodness of fit indexes achieved the required level. The results shows that there is a significant positive relationship between personality and leadership style, (r = 0.318, p < 0.01). There was also a significant positive relationship between personality and coping strategies (r = 0.226, p < 0.01). However, there was no relationship between personality and the demographic variables of age, work experience and marital status (r = 0.071, p > 0.05; r = 0.095, p > 0.05; r = 0.052, p > 0.05 respectively). A significant positive relationship was also found between leadership style and coping strategies (r = 0.404, p < 0.01). Another significant positive relationship was also found between leadership style and work experience (r = 0.144, p < 0.05). Nevertheless, there was no relationship between leadership style and age (r = 0.101, p > 0.05). There was also no relationship between leadership style and marital status (r = -0.026, p > 0.05). The personality factor was significant and positively related to transformational leadership style (R² = .413, F (1, 185) = 129.991, β = .177, t = 5.429, p < 0.01), extraversion is also a significant negative predictor of transformational leadership style (R² = .550, R square change - Δ R² = .137, F (2,184) = 112.419, β = -.517, t = -7.689, p < 0.01). Neuroticism was also a negative significant predictor of transformational leadership style (R² = .583, R square change - Δ R² = .033, F (3,183) = 85.155, β = -.186, t = -3.701, p < 0.01). Openness to experience was significantly correlated to transformational leadership style (R² = .599, R square change - Δ R² = .016, F (4,182) = 67.984, β = -.152, t = -2.731, p < 0.01). Agreeableness was not a significant predictor of transformational leadership (β= .107, t=1.496, p > .05). Age was not a significant predictor of transformational leadership style (β= -.064, t = -1.345, p > .05) and work experience was also not a significant predictor of transformational leadership style (β= .025, t = .531, p > .05). Conscientiousness was significant and positively related to transactional leadership style (R² = .267, F (1.179) = 65.311, β = .240, t =3.577, p < 0.01). extraversion, was also a significant negative predictor of transactional leadership style (R² = .354, R square change - Δ R² = .087, F (2, 178) = 48.868, β = -.611, t = -4.596, p < 0.01). neuroticism was also a significant negative predictor of transactional leadership style (R² = .371, R square change - Δ R² = .017, F(3,177) = 34.796, β = -.226, t = -2.156, p < 0.05). Age was a significant positive predictor of laissez-faire leadership style (R² = .052, F (1, 188) = 10.349, β = .085, t = 3.132, p < 0.01), extraversion was also a significant positive predictor of laissez-faire leadership style (R² = .099, R square change - Δ R² = .047, F (2,187) = 10.261, β = .360, t = 3.113, p < 0.01). Openness to experience was not a significant predictor of laissez-faire leadership style (β= -.114, t = -1.559, p > .05) and agreeableness was also not a significant predictor of laissez-faire leadership style (β= .146, t = 1.924, p > .05), work experience, was also not significant in predicting laissez-faire leadership style (β= .016, t = .224, p > .05). Conscientiousness was a significant positive predictor of engagement coping strategy (R² = .298, F (1.180) = 65.311, β = .692, t = 4.129, p < 0.01), agreeableness was also a significant positive predictor of engagement coping strategy (R² = .337, R square change - Δ R² = .038, F (2, 179) = 45.466, β = .626, t = 3.221, p < 0.01). Extraversion was not a significant predictor of engagement coping strategy (β= .032, t = .455, p > .05) and openness to experience was also not a significant predictor of engagement coping strategy (β= -.021, t = -.340, p > .05). Neuroticism was also not a significant predictor of engagement coping strategy (β= .067, t = .829, p > .05). Agreeableness was a significant negative predictor of disengagement coping strategy (R² = .150, F (1, 181) = 32.017, β = -.912, t = -4.578, p < 0.01), openness to experience was also a significant positive predictor of disengagement coping strategy (R² = .287, R square change - Δ R² = .136, F (2,180) = 36.178, β = 2.559, t = 7.137, p < 0.01), extraversion was also a significant positive predictor of disengagement coping strategy (R² = .349, R square change - Δ R² = .062, F (3,179) = 31.944, β = 1.706, t = 4.127, p < 0.01). Conscientiousness and neuroticism were not significant in predicting disengagement coping strategy (β= -.077, t = -.856, p > .05; β= .061, t = .779, p > .05 respectively). The results provide sufficient evidence that personality factors predict working women’s leadership styles and coping strategies in leadership. Leadership style is influenced by coping strategy and the work experience gain. Personality factors reflect people’s characteristics, patterns of thoughts, feelings, and behavior’s and they also xvi imply consistency and stability of people. Women in leadership are also influenced by situational forces that predict their leadership style and coping strategy. It is suggested that the management of public sector organizations understudy should develop social programs that will support all women in leadership to cope with their duties. Those organizations with younger women can establish creches inside their organizations to make it easy for women with young kids to drop them in the morning and pick them up after work. It will be easier for the women not to rush in the morning and afternoon to drop and pick up the kids. The management may also establish policies that will support the women in leadership, like maternity leave and family responsibility leave, giving them more moral support. It must include training and development policies that can also support women in leadership. More training on leadership styles and emotional intelligence training will aid the women in leadership and equip them with coping strategies to manage their respective organizations.Item Open Access The effect of work conditions and general health on employees performance in mining industry in Limpopo Province(2017-09-18) Leboho, Raymond Tlabo; Setati, T. S.; Babalola, S.See the attached abstract belowItem Open Access Effects of leadership styles on organisational commitment in two selected higher education institutions in South Africa(2017-05-18) Ndlovu, Wiseman; Setati, Sam; Ngirande, Hlanganani; Bere, AlphonceThe study investigated the relationship between leadership styles and organisational commitment in two selected higher education institutions in South Africa. Transformation is a topical issue in the South African higher education institutions. The slow progress in attempts to transform the sector can be attributed to leadership styles and commitment. The study employed a quantitative research design and made use of a self-administered questionnaire to gather data. The Multifactor-Leadership and Organisational Commitment questionnaires were used for data collection. The researcher used stratified sampling by grouping employees from each institution into academic and non-academic strata. In this study, descriptive statistics, Pearson correlation, multiple regression analysis were performed. The study indicated that transformational leadership and transactional leadership styles are significantly correlated with some of the organisational commitment constructs. The results further revealed that transformational leadership style explained the variance on organisational commitment better than transactional and laissez faire. Therefore, the study concludes that there is no one size fit all and recommended that each institution should diagnose its own situation for better pictorial view of what will work for that organisation. It is further recommended that leaders in higher education institutions should embrace more of transformational leadership as it has potential of transforming these institutions.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 influence of the leader's emotional intelligence, role breadth self-efficacy and organisational climate on proactive work behaviour: A case of selected Customs Clearing companies in Zimbabwe(2018-05-18) Choeni, Praise; Babalola, S. S.; Setati, T. S,Technological advancement and, social and economic issues affecting businesses present a multitude of opportunities and challenges to organisations, leaders and employees. These factors have prompted organisational role players to take responsibility in ensuring organisations’ survival. The study sought to determine the influence of the leaders’ emotional intelligence, role-breath self-efficacy and organisational climate on proactive work behaviour at selected customs clearing companies at the Beitbridge Border Post, Zimbabwe. A selfadministered questionnaire was used to collect data from a sample of 204 participants, using the simple random sampling technique. The Statistical Package for the Social Sciences (SPSS) version 25 was used to perform descriptive and inferential statistics. The intercorrelation results showed that leaders’ emotional intelligence, role breadth self-efficacy and the organisational climate were positively and significantly correlated to proactive work behaviour. The following represent the intercorrelation results, leaders’ emotional intelligence (r = 0.34; p < 0.01), role breadth-self efficacy (r = 0.45; p< 0.01) and organisational climate (r= 0.31; p < 0.01). Furthermore, the stepwise multiple regression analysis identified six models in the prediction of proactive work behaviour. Of all the six models identified, the most significant predictor of proactive work behaviour was role breadth self-efficacy (β = 0.46, p < 0.001) with a contribution of 20.7% on proactive work behaviour. The findings were discussed in line with the literature, and the study concludes that employee proactivity at work may differ, based on the leaders’ emotional intelligence, the employees’ role breadth self-efficacy and the organisational climate. The study, therefore, recommends that organisations should take into consideration the factors which influence their employees’ proactivity at work, hence develop programmes to assist the enhancement of such proactiveness.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 Organisational climate, psychological contract breach and employee outcomes among university employees in Limpopo Province: moderating effects of ethical leadership and trust(2019-09-20) Terera, Sharon Ruvimbo; Babalola, Sunday Samson; Ochara, Nixon MugandaGlobally, the economic, political and social environment is constantly changing, and this has posed various challenges for organisations in the world of work. South African universities have also not been spared from these changes as they are expected to meet international standards whilst operating in an environment where there are many changes in their work environment with regard to technology, language policy, decolonisation of the curriculum and globalisation. The dynamics in these aspects shape the organisational climate and psychological contracts of all institutions. Any changes in the organisational climate and psychological contracts may influence employee outcomes of organisational citizenship behaviour and intention to leave among employees. Therefore, this study responds to calls from previous studies on organisational climate and psychological contract research to investigate the role of moderators in their association with employee outcomes. There is an urgent demand for organisational leaders to practice ethical leadership and become trustworthy in order to inspire employees to exhibit organisational citizenship behaviour and reduce any intentions of leaving the organisation. The aim of this study was to examine the relationships between organisational climate, psychological contract breach and employee outcomes among university employees. It also further investigated the moderating roles of ethical leadership and trust on those relationships. Six objectives were developed based on the aims of the study. To answer the objectives of this study, the research followed cross-sectional design and a quantitative approach was adopted. A total of 202 employees were selected through stratified random sampling to participate in the study and a self- administered questionnaire was used to collect the data. The sample was made up of both academic and administration staff working in the universities. Item analysis was conducted to check the reliability of the scales and all the scales obtained acceptable Cronbach alphas. To explore the factor structure of the scales, exploratory factor analysis was conducted, and poor items were removed until a xv clear and desirable factor solution was obtained. Confirmatory factor analysis was conducted to validate the data and all the goodness of fit indexes achieved the required level. In addition, the composite reliability and average variance extracted for all scales met the required level. Moderated multiple regression analysis was conducted to measure the moderator roles of ethical leadership and trust in the organisational climate, psychological contract breach and employee outcomes relationships. The results showed that ethical leadership moderated the relationship between organisational climate and organisational citizenship behaviour (Δ R² = .078, F(3,148) = 8.994. p <.001, β = .285, p < .001); and also the relationship between psychological contract breach and organisational citizenship behaviour (Δ R² = .056, F(3,148) = 7.373, β = -.247, p < .005). However, non-significant results were found when testing the moderating role of ethical leadership in the relationship between organisational climate and intention to leave (Δ R² =.000, F(3,148) = 6.275, β =.000, p >.005); and also in the relationship between psychological contract breach and intention to leave (Δ R² = 0.03, F(3.148) = 12.878, β =.055, p > .05). In addition, the results also revealed that trust moderated the relationship between organisational climate and organisational citizenship behaviour (Δ R² =.030, F(3, 148) = 6.521, β =.175, p < .01); and also the relationship between psychological contract breach and organisational citizenship behaviour (Δ R² =.049, F(3.148) = 7.719, β = -.222, p < .001). However, non-significant results were also found in testing trust as moderator in the relationship between organisational climate and intention to leave (Δ R² =.001, F(3,148) = 10.373, β = -.022, p > .01); and also in the relationship between psychological contract breach and intention to leave (Δ R² = 014, F(3, 148) = 17.207, β =.120, , p > .05). The results provides sufficient evidence that organisational climate, psychological contract breach, ethical leadership, and trust can shape employee behavioural outcomes either positively or negatively. This study, therefore recommends that organisations should develop a strong and positive organisational climate in order to improve organisational citizenship xvi behaviour and reduce employees` intentions to leave the organisation. This is achievable with policies that speak to effective communication structure, job recognition, and career development paths. In addition, human resources managers are urged to prevent cases of psychological contract breach through providing employees with realistic overviews of the task to be performed and policy that can aid employees to air their grievances. The study further recommends the establishment of ethical corporate culture within the organisations through which only employees who meet the ethical standards of the organisation are promoted into leadership positions in order to improve the practice of organisational citizenship behaviour and in turn reduce employees` intention to leave the organisation.Item Open Access Organizational identification, organizational citizenship behavior, and employee silence behavior: A case study of public employees in Vhembe District Municipality, Limpopo Province, South Africa(2021-08) Mashile, Dimpho Arema; Babalola, Sunday S.; Khashane, K.The performance of any organization is dependent upon the quality of service provided by its human resources. However, organizational stressors are an exception in most organizations. Employees are expected to perform duties exceptionally as organizational stressors hamper employees' ability to exhibit organizational citizenship behaviors, the enthusiasm to cling to the organization much longer, and leaving employees with no choice but suppressing their concerns regarding corporate matters. The study sought to determine the association between organizational identification and organizational citizenship behavior and to investigate the moderating role of employee silence of public employees in Vhembe District Municipality, Limpopo, South Africa. A self-administered questionnaire was distributed to a sample of 300 South African Police Services professionals of 4 stations in Vhembe district municipality (Thohoyandou, Sibasa, Malamulele, and Louis Trichardt) in Limpopo province. In this study, IBM-SPSS version 25 was employed to complete descriptive, Factor, inference, and Multiple regression analyses. The Pearson correlation results showed a significant and positive relationship between organizational citizenship behavior and organizational identification (α = 111; p < 0.01) and a negative relationship between organizational citizenship behavior and employee silence behavior (α = -231; p < 0.01). The results further showed that employee silence behavior harms the relationship between organizational identification and organizational citizenship behavior. Therefore, the study recommends transformation in people management and organizational decision-making towards developmental methods that can enhance organizational identification and organizational citizenship behaviors. Lastly, Organizations should focus on creating organizational climates which encourage employees to speak up. When this climate is created, employees will be able to contribute to the development of the organization.Item Open Access Perceived organisational support and employee retention: the mediating role of psychological empowerment among nursing staff in the Vhembe District Municipality(2021-06-23) Ratau, Linda Lefeletse; Palo, Joe; Ngirande, HlanganipaiThis study aimed at investigating the relationship between perceived organisational support and employee retention of nursing staff at two public hospitals in the Vhembe District Municipality. The study further examined whether psychological empowerment mediates the relationship between employee perceived organisational support and nurses’ retention. A quantitative research approach was considered to be the best approach for this study. Stratified sampling was utilised to select the sample from which to collect data. Also, self-administered questionnaires were utilised. The questionnaires were used to get biographical information of the nursing staff and details on psychological empowerment, perceived organisational support and nurses’ retention. To test the relationship between perceived organisational support, employee retention and psychological empowerment, Pearson correlations analysis was carried out. Multiple regression analysis was also carried out to test the mediating role of psychological empowerment on the relationship between perceived organisational support and employee retention. The Statistical Package for Social Sciences (SPSS) Version 26 was utilised to analyse the data collected and the findings are presented herein. The limitations of the study, the implications of the study findings and the recommendations for the health sector, as well as suggestions for future research were also presented.Item Open Access The relationship between personality factors and ethical leader behaviour: A case study of Vhembe District.(2018-05-18) Nevhutanda, Tshilidzi; Babalola, S. S.; Setati, S.The objective of this study was to investigate the relationship between ethical leader behaviour and the five factors of personality in Vhembe District, South Africa. This research used a quantitative method. A self-administered questionnaire was used to collect data from a stratified random sample of n=202 participants. All categories from selected government departments of the Vhembe District were included in the strata meaning that junior and senior employees both participated. The Statistical Package for the Social Sciences (SPSS) version 25 was used for descriptive and inferential statistics (Correlation and ANOVA) to determine relationships between ethical leadership and personality factors of agreeableness, consciousness, neuroticism, extroversion and openness to experience. The Personality Factor Scale was used to collect data on the five factors of personality, and the ethical Leaders Scale was used to collect data on the dependent variable of ethical leader behaviour. The findings of this study confirmed that out of the five factors of personality, consciousness had the most a positive significant relationship with ethical leader behaviour. Therefore, this study concludes that selected government departments of the Vhembe District should exhibit ethical leadership to their employees. The study also discovers that fairness, role clarifications and power sharing were the aspect of ethical leadership which is required in every leader to become ethical.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 Situational and dispositional factors influencing workplace bullying among police officers in Limpopo Province, South Africa(2023-05-19) Makgopa, Mokwape Jane; Munyeka, W.; Khashane, K. E.This study investigated the situational and dispositional factors influencing workplace bullying among police officers in Limpopo province, South Africa. Situational factors such as power imbalance and organisational climate and dispositional factors such as personality traits contribute to the escalation of workplace bullying. A self-administered questionnaire was used to collect data from a sample of 208 participants, using the simple random sampling technique. The Statistical Package for the Social Sciences (SPSS) version 26.0 was used to perform descriptive and inferential statistics (Correlation and ANOVA) on the obtained data. Negative Acts Questionnaire-Revised was used to collect data on workplace bullying, Big Five Inventory-10 was used to collect data on the dispositional factors, and Riverside Situational Q-Sort was utilised to collect data on the situational factors. The results revealed that there was a positive significant relationship between dispositional factors and workplace bullying, and there was also a positive relationship between situational factors and workplace bullying. Therefore, this study concludes that dispositional and situational factors have an influence in bullying amongst police officers.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