Please use this identifier to cite or link to this item: https://hdl.handle.net/10321/3548
Title: Exploring leadership factors creating employee engagement or disengagement across job grade categories at a public higher education institution in South Africa
Authors: Bhana, Anrusha 
Suknunan, Sachin 
Keywords: Style;Influence;Job;Lecturers;Managers;Productivity
Issue Date: 18-Mar-2021
Publisher: Business Perspectives
Source: Bhana, A. and Suknunan, S. 2021. Exploring leadership factors creating employee engagement or disengagement across job grade categories at a public higher education institution in South Africa. Problems and Perspectives in Management, 19(1): 317-327. doi:10.21511/ppm.19(1).2021.27
Journal: Problems and Perspectives in Management. Vol. 19, Issue 1, 2021 
Abstract: 
Ongoing difficulties in promoting employee commitment confront the domain of
higher education, hence, the importance of staff to help achieve institutional goals
grows. For this to happen, employee engagement is key. This paper examined the issues
of engagement or disengagement amongst employees, including job grades and the
factors influencing this, at Durban University of Technology, South Africa. It adopted a
quantitative and qualitative method of inquiry. The quantitative data collection targeted
420 employees utilizing questionnaires and obtained a response rate of 312 (74%).
The qualitative aspect involved interviewing 12 out of 18 leadership personnel, giving
a response rate of 67%. Also, descriptive and inferential analysis was used. Internal
employee engagement demonstrated a significant difference across job level categories,
F (4, 307) = 4.012, p = 0.003. There is also a significant difference in agreement mean
score, which is lower for lecturer grade level (M = 2.5257, SD = 1.08359) than middle
manager grade level (M = 3.2909, SD = 0.82396), showing that lecturer grade level is
more engaged as compared to the middle manager level reflecting that the this level is
not as engaged as it should be. Obtained qualitative results showed that there was minimal
employee engagement. Overall, there was more employee disengagement than
engagement at the institution, leading to employee stress, increased employee turnover,
and minimal employee productivity. This can, in turn, affect institutional productivity.
However, leadership viewed employee engagement as important and something to be
further developed.
URI: http://hdl.handle.net/10321/3548
ISSN: 1727-7051 (Print)
1810-5467 (Online)
DOI: http://dx.doi.org/10.21511/ppm.19(1).2021.27
Appears in Collections:Research Publications (Accounting and Informatics)

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