Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa

Orientation: To improve service delivery to its citizens, the South African public sector should aim to improve employees’ performance by implementing effective performance management that would impact positively on work engagement and employment relationships. Research purpose: The primary objecti...

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Autores principales:	Godfrey Maake, Cornelia P. Harmse, Cecilia M. Schultz
Formato:	article
Lenguaje:	EN
Publicado:	AOSIS 2021
Materias:	performance service delivery management system transparent unbiased Personnel management. Employment management HF5549-5549.5
Acceso en línea:	https://doaj.org/article/bdcd1267cc834fe6be5392d8e6bd90fb
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spelling	oai:doaj.org-article:bdcd1267cc834fe6be5392d8e6bd90fb2021-11-24T07:47:34ZPerformance management as a mediator for work engagement and employment relationships in the public sector in South Africa1683-75842071-078X10.4102/sajhrm.v19i0.1507https://doaj.org/article/bdcd1267cc834fe6be5392d8e6bd90fb2021-11-01T00:00:00Zhttps://sajhrm.co.za/index.php/sajhrm/article/view/1507https://doaj.org/toc/1683-7584https://doaj.org/toc/2071-078XOrientation: To improve service delivery to its citizens, the South African public sector should aim to improve employees’ performance by implementing effective performance management that would impact positively on work engagement and employment relationships. Research purpose: The primary objective of this study was to determine whether performance management could be a mediator for work engagement and employment relationships in the public sector in South Africa. Motivation for the study: The success of the public sector relies primarily on performance management that strengthens work engagement and employment relationships, which in turn positively influence employee performance. Managers need to understand the influence of performance management on work engagement and employment relationships. Research approach/design and method: A quantitative approach was employed. Non-probability purposive sampling was used to select 400 permanent employees with more than 5 years of experience at job levels 1–12 in eight national departments based in Gauteng. A structured questionnaire was utilised as a data collection method in this study. The questionnaire for the study was divided into four sections and consisted of 74 Likert-scale questions. Main findings: This study showed a moderate correlation between performance management and work engagement and a strong correlation between performance management and employment relationships. This study indicated that performance management was indeed a mediator between work engagement and employment relationships. Practical/managerial implications: Management should ensure that employees understand the function of performance management as a whole, display a positive attitude towards the implementation of performance management, ensure that employees’ Key Performance Indicator (KPIs) adequately reflect their areas of responsibility, motivate the use of performance management through the reward structure and finally, training and orientation on performance management should also be provided to newly appointed and existing staff members to ensure strong work engagement and good employment relationships. Contribution/value-add: Contribution of the study to knowledge and practice surrounding performance management, work engagement and employment relationships. The contribution of this study is to impress on managers and leaders the influence of performance management on work engagement and employment relationships.Godfrey MaakeCornelia P. HarmseCecilia M. SchultzAOSISarticleperformanceservice deliverymanagement systemtransparentunbiasedPersonnel management. Employment managementHF5549-5549.5ENSouth African Journal of Human Resource Management, Vol 19, Iss 0, Pp e1-e12 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	performance service delivery management system transparent unbiased Personnel management. Employment management HF5549-5549.5
spellingShingle	performance service delivery management system transparent unbiased Personnel management. Employment management HF5549-5549.5 Godfrey Maake Cornelia P. Harmse Cecilia M. Schultz Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
description	Orientation: To improve service delivery to its citizens, the South African public sector should aim to improve employees’ performance by implementing effective performance management that would impact positively on work engagement and employment relationships. Research purpose: The primary objective of this study was to determine whether performance management could be a mediator for work engagement and employment relationships in the public sector in South Africa. Motivation for the study: The success of the public sector relies primarily on performance management that strengthens work engagement and employment relationships, which in turn positively influence employee performance. Managers need to understand the influence of performance management on work engagement and employment relationships. Research approach/design and method: A quantitative approach was employed. Non-probability purposive sampling was used to select 400 permanent employees with more than 5 years of experience at job levels 1–12 in eight national departments based in Gauteng. A structured questionnaire was utilised as a data collection method in this study. The questionnaire for the study was divided into four sections and consisted of 74 Likert-scale questions. Main findings: This study showed a moderate correlation between performance management and work engagement and a strong correlation between performance management and employment relationships. This study indicated that performance management was indeed a mediator between work engagement and employment relationships. Practical/managerial implications: Management should ensure that employees understand the function of performance management as a whole, display a positive attitude towards the implementation of performance management, ensure that employees’ Key Performance Indicator (KPIs) adequately reflect their areas of responsibility, motivate the use of performance management through the reward structure and finally, training and orientation on performance management should also be provided to newly appointed and existing staff members to ensure strong work engagement and good employment relationships. Contribution/value-add: Contribution of the study to knowledge and practice surrounding performance management, work engagement and employment relationships. The contribution of this study is to impress on managers and leaders the influence of performance management on work engagement and employment relationships.
format	article
author	Godfrey Maake Cornelia P. Harmse Cecilia M. Schultz
author_facet	Godfrey Maake Cornelia P. Harmse Cecilia M. Schultz
author_sort	Godfrey Maake
title	Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
title_short	Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
title_full	Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
title_fullStr	Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
title_full_unstemmed	Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa
title_sort	performance management as a mediator for work engagement and employment relationships in the public sector in south africa
publisher	AOSIS
publishDate	2021
url	https://doaj.org/article/bdcd1267cc834fe6be5392d8e6bd90fb
work_keys_str_mv	AT godfreymaake performancemanagementasamediatorforworkengagementandemploymentrelationshipsinthepublicsectorinsouthafrica AT corneliapharmse performancemanagementasamediatorforworkengagementandemploymentrelationshipsinthepublicsectorinsouthafrica AT ceciliamschultz performancemanagementasamediatorforworkengagementandemploymentrelationshipsinthepublicsectorinsouthafrica
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Performance management as a mediator for work engagement and employment relationships in the public sector in South Africa

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