The main objective of the study was to develop an integrated human resource management policy and practice model for the equal treatment of employees in provincial legislatures to maintain motivation at an acceptable level. Human Resource Management (HRM): It is the management function and process, including the policies and practices of the organization.
INTRODUCTION AND BACKGROUND TO THE RESEARCH
Introduction
Background to the research problem
In addition, levels of staff intending to leave (turnover intention) their current provincial legislatures will increase as this further increases the level of competition between and among provincial legislatures (RSA Parliament. Employee Engagement Report, 2011). This escalation could even render certain provincial legislatures unable to fulfill their constitutional mandates.
Problem identification
- Main problem statement
- Subproblems statements
- Explanation of problems
- Explanation of subproblems
The differentiated application of human resource management policies and practices affects the level of employees' intrinsic motivation. The differentiated application of human resource management policies and practices affects the level of employee satisfaction.
Research questions
- Questions relating to main problem
- Main question
- Other questions relating to main problem
- Questions relating to subproblems
In most cases, it is not easy to address the main question without reducing it to a number of sub-questions. Dividing the main problem into a number of sub-questions helps the researcher to address different aspects of the main problem (Babbie, 2010).
Research objectives
- Main objective relating to main problem
- Other objectives relating to main problem
- Subobjectives
By addressing the subproblem, the researcher is able to view the main problem from different perspectives regarding all the elements of the main problem. The formulation of sub-objectives stems from the main objective in that sub-objectives are smaller parts of the main objective.
Hypotheses
- Hypotheses for main problem
- Subhypotheses
Ho1: Differential application of human resource management policies and practices (Training policies) makes no significant contribution to levels of employee satisfaction. Ho2: Differential application of human resource management policies and practices (Salary and decision-making policies) does not significantly contribute to levels of employee satisfaction.
Research process
Research philosophy and approach
- Positivism
Positivism involves a belief based on the assumption that patterns or trends, generalizations, methods, procedures, and cause-and-effect questions are also applicable in the social sciences (Denscombe, 2010). The aforementioned generalization is and is based on laws that govern natural science, which are not necessarily applicable to structures within the social sphere (Descombe, 2010).
Research approach
- Deductive approach
This view of positivism asserts that the objects of social science, namely people, are important to the implementation of scientific methods (Denscombe, 2010). Positivism as it stands is more concerned with creating laws that apply to all people at all times (Kumar, 2012).
Research methodology and design
- Methodological choice
- Quantitative research
The objective of research design, according to Maxfield and Babbie (2014), is to plan, structure and implement the project in question in such a way that the validity of the findings is maximized. Quantitative research involves collecting data that describe events, and then organizing, tabulating, presenting, and describing the data collection (Jensen, 2016).
Nature of research design
- Descriptive research
- Research strategy
A research strategy is the conduct of research based on its original design, in terms of the research philosophy attached to it, through the research strategy used (Saunders et al., 2012). Therefore, it is important to align the research instrument used or developed to achieve the research objectives and research questions with the chosen research strategy (Saunders et al., 2012).
Research techniques and procedures
- Research population
Population can also be defined as the inclusion of all people, elements or items with the characteristics one wants to understand (Kumar, 2012; Maxfield and Babbie, 2014; Saunders and Rojon, 2014), and these researchers (Babbie, 2010; Kumar, 2012; Maxfield and Babbie, 2014; Saunders and Rojon, 2014) define a sample as the subset or subunit of the elements of a population. This means that all items that are observed or that are part of the research are studied (Kumar, 2012).
Sampling techniques
- Probability sampling
- Sample selection
The selection of individual objects from the group is not deliberate, but takes place through some mechanical process. The lists used to select the sample were from the total target population (324) obtained from the HRM departments of the selected provincial legislatures, namely the Limpopo and Mpumalanga provincial legislatures.
Data collection and instruments
The statements/questions used were adapted from Armstrong (2009), where respondents were expected to indicate the degree of agreement based on a four-point Likert scale: 1=strongly disagree; 2=disagree; 3=agree to 4=strongly agree. Section D measured employees' extrinsic motivation consisting of 7 statements/questions, adapted from Armstrong (2009), where respondents were expected to indicate the degree of agreement based on a four-point Likert scale ranging from 1=strongly disagree;.
Data analysis and findings
Section E measured employees' intrinsic motivation, consisting of 7 statements/questions adapted from Armstrong (2009), where respondents were asked to indicate their level of agreement on a four-point Likert scale ranging from 1=strongly disagree;. Section F of the questionnaire measured turnover intention, consisting of 12 statements/questions adapted from Allen, Shor and Griffeth (2003); Altarawmneh and al-Kilani (2010); Amah (2009), and for the level of agreement in measuring employee turnover, a four-point Likert scale was used, ranging from 1=do not agree at all; 2=I do not agree;.
Literature review
The presentation of data was using a just identified Structural Equation Model (SEM) approach (Bagozzi and Yi, 2012; Westland, 2015) with several assumed paths. The use of both standardized and non-standardized regression coefficients enabled the researcher to reject or accept the study's hypotheses.
Human resource management definition
Watson provides a comprehensive definition and defines HRM as "the managerial utilization of the efforts, knowledge, abilities and committed behaviors that people contribute to an authoritative coordinated human enterprise as part of an employment exchange to perform work tasks in a way that sets the company able to continue in the future". This strategic HRM approach should be coherent with organizational resources, employee development and the welfare of the human capital in the organization (Boxall and Purcell, 2008).
Human resource management functions
- Organisational resourcing
- Training and development
- Compensations, rewards and benefits
- Performance management
- Employee relations
Compensation, rewards, and benefits help retain employees in the workplace (Allen et al., 2003; Gratton, 2011b; Rose and Gordon, 2010). Therefore, it is true that compensation, rewards and benefits have a positive impact on attracting and retaining employees in the organization (Shoaib, Noor, Tirmizi, Bashir, 2009).
Effects of treating employees differently
- Employee motivation
- Employee turnover
- Employee satisfaction
- Employee engagement
Bates (2004) reckons that the concept of employee involvement has gained momentum in the last decade. High levels of employee engagement promote talent retention and improve organizational performance (Shuck and Wollard, 2010).
Integration of human resource management functions
Alok and Israel (2012) state that although employee engagement is now gaining ground as an academic construct, there is still relatively little evidence in some other areas, e.g. Mone and London (2010) define employee engagement as a state of mind of employees that makes them feel involved, committed, energized and empowered and in the process show or demonstrate these feelings in their work.
Significance of the research
Delineation of the research study
Ethical considerations
Contribution of the research
Outline of chapters
Summary
LITERATURE REVIEW: EQUAL TREATMENT OF EMPLOYEES IN
Introduction
Theoretical background
- Personnel management and human resource management
This was before the emergence of the HRM concept (Gomez-Meija et al., 2012). Human resource management's primary functions included hiring and firing employees, and to some extent capturing employee leave and managing payroll (Adeniji and Osibanjo 2012; Gomez-Meija et al., 2012; Oladipo and Abdulkadir, 2011). This is to ensure that there is alignment between HRM goals and the organization's goals (Soomro et al., 2011).
Definition of human resource management
However, in order to attract great employees, an organization's HRM policies and practices should differ from those of its competitors (Mathis and Jackson, 2011). Given that its main focus is on the organization's greatest asset, its human capital, as research by Leviticus (2017) states, HRM does not work in isolation, but as an important business partner and strategic tool in the organization.
The role of human resource management
A possible consequence of HRM policies and practices that are unfavorable to employees is an increase in turnover intention (Christie, 2010; Mone and London, 2010; Parry, Stavrou-Costea and Morley, 2011). It is a fact that the HRM department has a duty to implement HRM policies and practices equally.
Equal treatment of employees
- General perspective on equal treatment of employees
- South African context on treating employees equally
Another part of the second layer of the research onion (Saunders et al., 2012) is the induction approach. It is important to note that the generation of the SEM is consistent with the hypotheses of the study.
Potential impact of equal treatment of employees
- Employee motivation
- Employee turnover
- Employee satisfaction
- Employee engagement
- Competition
- Employee commitment
- Employee mobility
- Cost-effectiveness
- Congruence
- Competency
Ways on how to treat employees equally
- Avoid favouritism
- Listening to voice of each employee equally
- Equal opportunities
One of the disadvantages is that the cross-section generally requires a large number of respondents. The secretaries of the provincial legislatures gave approval for the conduct of the survey in their workplaces.
Summary
LITERATURE REVIEW: DIFFERENT TREATMENT OF EMPLOYEES
Introduction
However, it is equally important to explore and discuss another aspect of the literature, namely the differential treatment of employees and its effects in the workplace. Based on previous research, in accordance with the aims, questions and hypotheses of the study, the following is investigated: a general view of different treatment of employees and its effects.
General perspective on treating employees differently
The previous chapter dealt with treating employees equally in the workplace, and benefits that may accrue. Yes, it is reassuring to know that the treatment of employees in the workplace is equal.
South African perspective on treating employees differently
According to the University of Illinois (2016), differential treatment or personalized work arrangements in the workplace focuses on adapting the jobs or employment conditions of employees based on their performance or, to a greater extent, their individual needs. In some cases, especially when an employer aims to acquire a rare skill, such an employer is likely to meet an employee's personal needs, which may be different from those of other employees in the organization.
Potential effects of treating employees differently
- Employee motivation
- Compensation and benefits
- Employee satisfaction
- Employee engagement
- Employee commitment
- Employee morale
- Effectiveness and efficiency
- Employer-employee relations
- Competition
The onion research process (Saunders et al., 2012) influenced and informed the construction of the research design for this study. The questionnaire used in this study had a number of sections, adapted to the research hypotheses.
General perspective of human resource management policies and practices
- Organisational resourcing
- Training and development
- Performance management
- Compensations, rewards and benefits
Summary
This chapter focuses on another integral part of the study, namely treating employees differently, which also includes the effects of treating employees differently. Finally, HRM policies related to organizational resources, training and development, performance management, compensation and benefits were discussed as far as the application of these functions is concerned, as well as their impact on employee motivation and other variables of the study. .
LITERATURE REVIEW: SOUTH AFRICAN LEGISLATIVE
Introduction
This is advantageous because the researcher is more objective about the findings of the study. The developed model (SEM) can be simultaneously statistically analyzed and tested for variances (Hoyle, 1995) to determine the degree of consistency with the study data.
Background of the legislature sector in South Africa
- Establishment of provincial legislatures
- Composition and powers of provincial legislatures
The purpose and primary function of South African legislative sector
- Legislative authority
- Oversight and accountability
- Public participation
- International relations and cooperation
Governance forum of the South African Legislative Sector
- Speakers’ forum of the South African Legislative Sector
The establishment of the South African legislative sector led to the formation of the Speaker's Forum. The South African legislators drafted a Memorandum of Understanding (MoU) which aimed to harmonize the political relationship between the legislatures and aims to facilitate discussions on issues affecting the sector.
Internal structures of the South African Legislative Sector
- Human resource management forum
The report of the Public Service and Administration Portfolio Commission (2010) emphasized that building strong governance for the legislative sector is important to support sector objectives and enable this sector to fulfill its constitutional mandate. This is to ensure that the sector can achieve its objectives (South African Legislative Sector Annual Report, 2010).
Human resource management in provincial legislatures
However, as previously stated, the source of these skills is from other provincial legislatures (Legislative Sector of South Africa: Strategic Human Resource Development Framework, 2008). This shows that there is disparity between the different provincial legislatures (Report of the Portfolio Committee on Public Service and Administration, 2010).
Treating employees equally in provincial legislatures
It is for this reason that the workers in the provincial legislatures look forward to these special sessions (RSA Parliament. These special sessions of the Parliament in the provincial legislatures are popular and the workers look forward to the recommendations to be included in these special sessions.
Benefits of treating employees equally in provincial legislatures
- Employee motivation in provincial legislatures
- Employee turnover intention in provincial legislatures
- Employee satisfaction in provincial legislatures
- Employee engagement in provincial legislatures
The unequal treatment of employees in provincial legislatures contributes to employee motivation and the turnover intention rate. This is the case even though the circumstances in provincial legislatures may not be the same as in the national Parliament (Parliament of RSA. Knowledge Information Services Division, 2011).
Treating employees differently in provincial legislatures
Employee engagement is a condition of an employee who is actively involved, engaged and passionate and shows these feelings in the performance of tasks. These negative effects range from a low level of motivation to a low level of employee engagement to name a few (Chilembwe and Baluti, 2014; Samuels, 2013).
Effects of treating employees differently in provincial legislatures
- Employee motivation in provincial legislatures
- Employee turnover intention in provincial legislatures
- Employee satisfaction in provincial legislatures
- Employee engagement in provincial legislatures
The results of the survey are not the only source of information about employee motivation in the provincial legislatures. Provincial legislatures are no exception when it comes to the impact of the employee turnover intention phenomenon.
Human resource management policies and practices in provincial legislatures
- Organisational resourcing in provincial legislatures
- Training and development in provincial legislatures
- Compensations, rewards and benefits in provincial legislatures
- Comparison between salary entry levels of language practitioners
- Performance management in provincial legislatures
- Employer-employee relations in provincial legislatures
Some provincial legislatures prefer psychometric testing for senior positions (Fajana et al., 2011; South African Legislative Sector, 2012). That is why it is important that employees at provincial legislatures have one union over all the provincial legislatures.
Summary
RESEARCH DESIGN AND METHODOLOGY
Introduction
Literature control
Empirical survey
The use of descriptive research is more about justifying current practice, making judgments and developing theories (Babbie, 2013a). The descriptive research approach was followed, which aimed to address the following: questions, objectives and hypotheses of the study.
Research questions
- Questions relating to main problem
- Main question
- Other questions relating to main problem
- Questions relating to subproblems
The main question of the research is divided into a number of sub-questions and each sub-question addresses a certain tenet of the research.
Research objectives
- Main objective relating to main problem
- Other objectives relating to main problem
- Subobjectives
To examine whether there is a relationship between the differential application of human resource management policies and practices (Training Policies) and employee satisfaction. To examine whether there is a relationship between the different application of human resource management policies and practices (Payroll and decision-making policies) and employee satisfaction.
Hypotheses
- Hypotheses for main problem
- Subhypotheses
Ho7: The different application of human resource management policies and practices (training policies) does not significantly contribute to the level of employee engagement. Ho8: The different application of human resource management policies and practices (training policies) does not significantly contribute to the level of intrinsic motivation of employees.
Research process
Research philosophy and approach
- Positivism
- Realism
- Interpretivism
- Pragmatism
- Justification of research philosophy for the study
Creating new knowledge growth is contained in the philosophy of research and involves assumptions about data collection techniques from the perspective of the researcher (Saunders et al., 2012). The structuring of the research philosophy is done with the help of the research paradigm and environment.
Research approaches
- Deduction approach
- Induction approach
- Justification of the research approach for this study
Finally, it is important to emphasize that the most important characteristic of the deductive approach is generalization (Dahlberg and McCaig, 2010). The main advantage of this approach is the neutrality of the researcher in conducting the research study that uses it.
Research design
Research design is important in that it clearly shows the methods followed in executing the research study. However, the main disadvantage of an ill-conceived research design is that sometimes the research objectives may not be realized (Saunders et al., 2012).
Methodological choice
- Qualitative research
- Quantitative research
- Justification of research design
The influence of quantitative research is through the hypotheses and objectives of the research study (Babbie, 2013b). The main advantage of quantitative research is that it enables the researcher to measure and analyze data using various statistical methods (Babbie, 2013b). The biggest disadvantage of quantitative research is that it (quantitative research) does not study the phenomenon in a natural environment for different people, as is the case in qualitative research (Babbie, 2013b).
Nature of research design
- Exploratory research
- Explanatory research
- Interpretive research
- Descriptive research
- Research strategy
- Justification of the research strategy
The primary disadvantage is that exploratory research rarely provides adequate answers to research questions (Saunders et al., 2012). The disadvantage of this type of research is that the researcher does not attempt to establish a causality relationship between variables (Saunders et al., 2012).
Research techniques and procedures
- Research population
The entire population included administrative employees, which included senior managers, middle management, and senior employees/supervisors.
Sampling techniques
- Non-probability sampling
- Probability sampling
- Justification of the sampling technique
- Sample selection
- Sampled population
The reason for choosing this method is that the sample has an even spread of the sample over the entire population. The disadvantage of this is that there is a good chance that certain characteristics of the population will be inadvertently excluded from the data (Suresh, 2011).
Data collection method
- Research instruments
- Questionnaire construction
- Elimination of bias in the questionnaire
- Questionnaire items
- Pilot study
- Administration of questionnaires
- Collection of questionnaires
The questionnaires were then sent to the two contact persons (staff from these legislatures) together with the letters from the secretaries to the legislators for permission. Two days after the questionnaires were sent to the liaison persons of these provincial legislatures, an email was sent to them (liaison persons) asking them (liaison persons) to confirm receipt of the questionnaires.
Data processing and analysis
The alignment of the questionnaire was in line with the hypotheses and research questions of the study. This meant that any item rating below the threshold of 65% regarding the construct was not acceptable.
Time horizon
- Cross-sectional research
Like any other type of study, cross-sectional studies are usually relatively inexpensive and allow researchers to gather a lot of information fairly quickly. After reviewing both studies (longitudinal and cross-sectional) and examining the strengths and weaknesses of each study, it was determined that a cross-sectional study is appropriate because this type of study takes into account variables as they are at a given time.
Validity and reliability
- Validity
- Reliability
This study meets the criterion of validity because the construction of the instrument was in such a way that it did not deviate from the hypotheses of the study. It is important to note that the construction of the questionnaires was in such a way that it only referred to what the study aimed to achieve.
Ethical consideration
- Informed consent
- Voluntary participation
- Anonymity
- Confidentiality
- Avoidance of harm
This is to ensure the protection of the respondents against any possible litigation or victimization. The undertaking of a credible study will be for the purpose of achieving the intended objectives of the study.
Summary
This section elaborated on the importance of ethics, more specifically informed consent, avoiding harm, maintaining confidentiality and anonymity, and ensuring voluntary participation in the research. The next chapter, Chapter 6, focuses on the presentation and analysis of the data using tables, graphs and pie charts.
DATA ANALYSIS AND FINDINGS OF RESEARCH
Introduction
Quantitative research data processing
Research questions
- Questions relating to main problem
- Main question
- Other questions relating to main problem
- Questions relating to subproblems
Is there a significant relationship between the differential application of human resource management policies and practices (Training policies) and extrinsic employee motivation. Is there a significant relationship between the differential applications of human resource management policies and practices (pay policies and decision-making) and employees' intrinsic motivation.
Research objectives
- Main objective relating to main problem
- Other objectives relating to main problem
- Subobjectives
Investigate whether there is a relationship between the differential application of policies and practices in the field of human resource management (training policies) and employee engagement. Investigate whether there is a relationship between the different application of policies and practices in human resource management (training policies) and the intrinsic motivation of employees.
Hypotheses
- Hypotheses for main problem
- Subhypotheses
Ho1: Differential application of HR policies and practices (training policies) does not significantly contribute to the level of employee satisfaction. Ho5: The differences in the application of human resource management policies and practices (training policies) do not significantly contribute to the level of turnover intentions.
Research population
- Sample selection and population
The selection of respondents was from the combined alphabetical list, the selection resulted in 50 respondents from the Limpopo Provincial Legislature and 58 from the Mpumalanga Provincial Legislature. The returned questionnaires represented a response rate of x 100), calculated from the entire population, but the estimated response rate from the selected sample was 83%.
Questionnaire items
Section D measured the extrinsic motivation of employees consisting of 7 statements/questions (Armstrong, 2009) and respondents were expected to indicate the degree of agreement using a four-point Likert scale, which ranged from 1=strongly disagree; 2=disagree;. Section E measured the intrinsic motivation of employees consisting of 7 statements/questions (Armstrong, 2009) and the respondents were expected to indicate the degree of agreement using a four-point Likert scale, which ranged from 1=strongly disagree;.
Data analysis
Section F of the questionnaire measured the intention of employee turnover, consisting of 12 statements/questions, and for the degree of agreement in measuring employee turnover, a four-point Likert scale was used, ranging from 1=strongly disagree. Section H measured employee engagement consisting of 20 statements/questions adapted from the Gallup Organization (2008) where respondents were expected to indicate their degree of agreement chosen from a four-point Likert scale: 1=strongly disagree; 2=I don't agree;.
Brief overview of research concepts
- Statistical analysis: Descriptive statistics
- Statistical analysis: Frequency distribution
- Item description
Finally, mean score averages between represent levels of satisfaction with the item and that no item score below the 65% threshold regarding the construct was acceptable. In addition, for levels of different constructs, the overall mean of each construct was divided by the number of levels of agreement on the scale, multiplied by 100, to derive the percentage level of each variable.
Basic concepts of Structural Equation Model
- Observed and latent variables
- Endogenous and exogenous latent variables
- Goodness of Fit
- Chi Square (CMIN) Goodness of Fit
- Degrees of Freedom
- The goodness-of-fit index and adjusted goodness-of-fit index
- Normed Fit Index (NFI)
- Relative Fit Index (RFI)
- Comparative Fit Index (CFI)
- Tucker Lewis Index (TLI)
- Root Mean Square Error Approximation (RMSEA)
- Root Mean Square Residual (RMR)
Therefore, model fitting involves examining or determining the fit given a sample of data and a hypothesized model (Bentler and Chou, 1987). The purpose of the root mean square residual index (RMR) is to determine whether the model fits well.
Demographic information
- Employer of respondents
- Level of employment of respondents
- Gender analysis of respondents
- Age group of respondents
- Frequency of age group of respondents
- Years of service of respondents
- Highest academic qualifications of respondents
The average age group of respondents was 31 to 40 years and a conclusion is that the sample average age was representative of the average age of employees in the selected provincial legislatures. The results indicate that the majority of employees in provincial legislatures are educated up to the level of a degree.
Reliability of measuring instrument
The results show that the majority of employees have between 1 and 5 years of experience in regional legislative bodies. 15% of respondents with a certificate/higher education; those with Honours/BTech/Postgraduate Diplomas are 18% and those with State Diploma and Masters are 14% and 12%.
Reliability statistics
- Reliability statistics of constructs
- Item statistics for constructs
- Items of constructs
- Average items statistics for constructs
Items to be reported are related to research questions, constructs such as human resource management policies and practices (training policies), human resource management policies and practices (salary and decision-making policies), employee motivation: (extrinsic and intrinsic) , turnover intention, employee satisfaction and commitment. The mean values of all constructs were recorded as follows: human resource management policies and practices (training policies) 2.63, human resource management policies and practices (salary and decision-making policies) 2.59, extrinsic employee motivation 2.50, intrinsic motivation employees 2.72.
Structural Equation Output
- AMOS Output: Computation of Degrees of Freedom
- AMOS Output: Default Model
- Overall Measurement Model Fitness
- Root Mean Square Error Approximation (RMSEA)
The results as shown in Table 6.7 below provide an overview of the model fit of this study. The output as shown in Table 6.7 indicates that the standard model consists of (21 parameters), saturated (28 parameters), independence (7 parameters), and null (0) models.
Fit statistics of the Measurement Model
Therefore, Table 6.8 conclusively shows an RMSEA below 0.05, which means that the model fits well. The purpose of the root mean square error of approximation (RMSEA) is to show whether or not the model fits well.
The Path Diagram of Structural Equation Model
Structural Equation Model
Correlation Matrix
Covariances
Unstandardised and regression coefficients
Level (Percentage) of constructs
Questions relating to main problem
- Questions relating to subproblems
Main objective
- Other objectives relating to main problem
- Subobjectives
Testing Structural Relationships
Squared Multiple Correlations
Summary
CONCLUSION AND RECOMMENDATIONS
Introduction
Reliability of instrument
Structural Equation Model
Research population and sample
Measuring instrument
Data analysis
Findings of the study
Summary of findings of the study
- Demographic information
Research questions
- Questions relating to main problem
- Other questions relating to main problem
- Questions relating to subproblems
Main objective and subobjectives
- Main objective
- Other objectives relating to main problem
- Subobjectives
Hypotheses
- Hypotheses for main problem
- Subhypotheses
Limitations of the study
Recommendations
Recommendations for future studies
Significance of the study
Summary
Conclusion
SUMMARY OF THE STUDY
Introduction
Summary
Permission e-mail to conduct the research study: Limpopo legislature
