Exploring psychological safety, supportive leadership behaviour and voice behaviour on employee engagement in the South African mining sector

Simple item page
dc.contributor.advisorBailey, Lisaen_ZA
dc.contributor.authorTiyisela, Manganyien_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2023-03-07T09:13:58Z
dc.date.accessioned2023-05-18T07:20:41Z
dc.date.available2023-03-07T09:13:58Z
dc.date.available2023-05-18T07:20:41Z
dc.date.issued2023-03
dc.descriptionThesis (MCom)--Stellenbosch University, 2023.en_ZA
dc.description.abstractENGLISH SUMMARY: Research in psychological safety has grown exponentially in recent years. The growing reliance on teamwork and collaboration makes psychological safety an important topic in the contemporary working environment where organisations are consistently dependent on work groups to deliver business results. Despite the importance of psychological safety, we know little about how it affects voice behaviour and employee engagement. Limited research has earnestly focused on this topic in the South African context, specifically in the mining environment. Therefore, this disparity in understanding serves as a void in practice. The main aim of this study was to investigate whether psychological safety facilitates the contribution of voice behaviour and employee engagement. Furthermore, the research aimed to investigate the impact that supportive leadership behaviour has on psychological safety, voice behaviour and employee engagement. The research study was quantitative in nature in which an ex post facto correlational design was utilised. A diamond mining company based in South Africa participated in the research to which a self-administered survey with a total of 34 questions was distributed. Participation in the research was voluntary and no incentives were offered, in total 163 employees completed the survey. The findings reveal that psychological safety has a significant positive relationship with voice behaviour and employee engagement. In addition, voice behaviour has a positive relationship with employee engagement. Moreover, supportive leadership behaviour has a significant positive relationship with psychological safety and employee engagement. The findings also revealed that voice behaviour mediates the relationship between psychological safety and employee engagement, whilst psychological safety mediates the relationship between supportive leadership behaviour and employee voice behaviour. Finally, the study found that psychological safety does not mediate the relationship between supportive leadership behaviour and employee engagement. The outcomes of the study imply that the leader plays a pivotal role in driving important organisational outcomes such as employee engagement, creating a climate of psychological safety as well as enhancing employee voice in the work context.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Navorsing oor sielkundige veiligheid het in die afgelope jare eksponensioneel toegeneem. Die stygende steun op spanwerk en samewerking maak sielkundige veiligheid ‘n belangtike onderwerp in die hedendaagse werksomgewing waar organisasies deurlopend afhanklik is van werkgroepe om bedryfsresultate te lewer. Ten spyte van die belangrikheid van sielkundige veiligheid, weet ons min oor die uitwerking daaarvan op stemgedrag en werknemerbetrokkenheid. Baie min navorsing het tot dusver doelmatig gefokus op hierdie onderwerp in die Suid-Afrikaanse konteks, en spesifiek in die mynbedryf. Hierdie inkonsekwentheid kan dus beskou word as ‘n leemte in die praktyk. Die hoofdoel van hierdie studie was om te bepaal of sielkundige veiligheid die bydrae van stemgedrag en werknemerbetrokkenheid bevorder. Verder was die navorsing daarop gemik om die impak van ondersteunende leierskapsgedrag op sielkundige veiligheid, stemgedrag en werknemerbetrokkenheid te ondersoek. Die navorsingstudie was kwantitatief van aard waarin die ex post facto korrelasie-ontwerp gebruik is. ‘n Suid-Afrikaanse diamantmynmaatskappy het deelgeneem aan die navorsing en ‘n self-toegepaste opname van 34 vrae is gebruik. Deelname aan die navorsing was vrywilig en geen vergoeding is aangebied nie. ‘n Totaal van 163 werknemers het die opname voltooi. Die bevindinge bewys dat sielkundige veiligheid ‘n betekenisvolle positiewe uitwerking het op stemgedrag en werknemerbetrokkenheid. Daarbenewens bestaan daar ‘n positiewe verhouding tussen stemgedrag en werknemerbetrokkenheid. Dus het ondersteunende leierskapsgedrag ‘n betekenisvolle positiewe uitwerking op sielkundige veiligheid en werknemerbetrokkenheid. Die bevindinge het ook gewys dat stemgedrag die verhouding tussen sielkundige veiligheid en werknemerbetrokkenheid bevorder, terwyl sielkundige veiligheid bemiddellend is in die verhouding tussen ondersteunende leierskapsgedrag en werknemerstemgedrag. Ten slotte het die studie bevind dat sielkundige veiligheid nie die verhouding tussen ondersteunende leierskapsgedrag en werknemerbetrokkenheid bevorder nie. Die resultate van die studie dui daarop dat die leier ‘n deurslaggewende rol speel in organisatoriese resultate soos werknemerbetrokkenheid, die skep van ‘n omgewing van sielkundige veiligheid en die bekragtiging van die werknemerstem in werksverband.af_ZA
dc.description.versionMasters
dc.format.extent109 pages : illustrations, includes annexures
dc.identifier.urihttp://hdl.handle.net/10019.1/127408
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subject.lcshOrganizational behavioren_ZA
dc.subject.lcshEmployee motivationen_ZA
dc.subject.lcshWork -- Psychological aspectsen_ZA
dc.subject.nameUCTD
dc.titleExploring psychological safety, supportive leadership behaviour and voice behaviour on employee engagement in the South African mining sectoren_ZA
dc.typeThesisen_ZA
Files
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
manganyi_exploring_2023.pdf
Size:
1.73 MB
Format:
Adobe Portable Document Format
Description:
Download
Collections
Masters Degrees (Industrial Psychology)