Labour regulation in the public sector: Employment relationship, employment relations satisfaction and psychological contract

Abstract

This paper aims to report on the outcome of the study that investigated the cause of the ongoing antagonistic employment relationship (ER) in the South African public sector workplace, which has negatively affected employment relations satisfaction (ERS) and psychological contract (PC) fulfilment. This antagonism between management and employees has lowered the levels of employer-employee trust (Sudiarta, 2021), as well as job satisfaction (Silitonga et al., 2020) in the workplace. This study, therefore, explored the type of ER, levels of ERS, and state of PC that is prevalent in the workplace to recommend solutions for the situation. A quantitative research approach was adopted for the study because of its appropriateness for the study’s objectives. Data collection was done by means of a structured questionnaire. The results revealed a prevalence of positive ER in the workplace, a higher level of ERS among employees, a negative state of PC, and a positive inter-relationship among the three variables. This led to the conclusion that although the three variables are positively interrelated, the PC influences both ER and ERS negatively in the workplace. This study contributes to knowledge and literature on ER, ERS and PC pertaining to their nature, interrelationship and collective effect in the workplace.

The perceptions of nurse managers working in the mining industry on workplace relationships

“…Studies on workplace relationships reveal that negative workplace relationships affect the team interaction and performance, as well as the commitment of the employees towards the organisation (Duan et al 2018 ; Harms et al 2018 ; Shen et al 2019 ). Conflicts between the nurse managers and unions are expected and should be resolved amicably to prevent negative workplace relationships that may result to poor employee performance (Ntimba 2019 ).…”

“…Smith and Diedericks ( 2016 ) concluded that communication issues and a lack of teamwork between the union leaders and managers deny these two parties an opportunity to learn and grow from each other. Ntimba ( 2019 ) stated that unfortunately, the workplace is still characterised by antagonistic relations between managers and unions leaders who represent the employees in unionised work organisations. Nurse managers and union leaders should be working as a team and not against each other as this changes the negative perceptions that the nurse managers have on workplace relationships.…”

“…In 8 out of 10 mines, there is poor workplace relationship in South Africa (Haar et al 2019 ; Ntimba 2019 ; Persson et al 2018 ). Hence the researcher’s observations are that the mine workers, union leaders and the mining management seem to be pulling in the opposite directions.…”

“…Bendix ( 2019 ) suggests that challenges and conflicts in the workplace should not be wished away but should be properly managed and in a constructive manner to yield positive results. If negative workplace relationships are not resolved, the working environment will be unconducive for employees to thrive, the production will drop, targets will not be met, and it will also increase the employee turnover (Ntimba 2019 ).…”

“…A workplace perceived by both employers and employees as being healthy or positive is of utmost importance (Ntimba 2019 ). According to Persson et al ( 2018 ), such workplace environments retain their employees and increase their commitment towards the achievement of organisational goals.…”