Research Articles (Human Resource Management)

Permanent URI for this collectionhttp://hdl.handle.net/2263/2510

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Critical conversations in MOS : a dual-interview on the continuing struggles against anti-Blackness and racial capitalism
(Sage, 2025-03) Nkomo, Stella M., 1947-; Naya, Patricia Tiimah; stella.nkomo@up.ac.za
Our special issue critically engages with anti-Blackness in MOS by approaching it from a structural analysis of racial capitalism and how this has been developed by radical Black feminist thought. Our call for papers invited contributions from management scholars and activists that address the systemic discrimination against Black people in organizations and academia, focus on Black peoples’ experiences of embodying difference in these spaces, and highlight efforts at building local and trans-national solidarities against racism and white supremacy. To access different kinds of knowledges about the special issue themes, the guest editors curated a dual-interview between esteemed academic, Professor Stella Nkomo, and up and coming race scholar, PhD student, Patricia Naya. The interview is a collective reflection on the intersection of MOS and anti-Blackness. Both interviewees approached this intersection by centering their positionalities as Black women and reflected on how Black scholarship is innately connected to the struggle to transform academia toward racially just ends.
Decent work and work fulfilment : the mediating role of work engagement and the moderating role of psychological ownership
(Sage, 2024-10) Olckers, Chantal; Koekemoer, Eileen; eileen.koekemoer@up.ac.za
This study explores the well-being (engagement) and work fulfilment of 628 blue-collar workers as outcomes of decent work, based on the Psychology of Working Theory and its target group. It takes a positive preventative approach and demonstrates the motivational role of work engagement and psychological ownership in contributing to the work fulfilment of blue-collar workers experiencing decent work. Data was collected from a South African-owned trailer manufacturing company. The results show a positive relationship between decent work and work fulfilment, with work engagement mediating this relationship. Additionally, psychological ownership positively moderates the relationship between decent work and work engagement. This study adds insights into the underlying mechanism (work engagement) that elucidates how decent work relates to work fulfilment. This study sheds light on how decent work contributes to work fulfilment through work engagement. Furthermore, suggesting that this relationship is stronger for blue-collar workers with higher levels of psychological ownership.
Empirical research on decent work and precarious work for semi-skilled and unskilled blue-collar workers : a scoping review
(Sage, 2024-10) Baldry, Kim; Koekemoer, Eileen; Olckers, Chantal
Recognising that many workers worldwide often face poverty and exploitation, the International Labour Organisation aims to promote decent and productive work opportunities for all. We conducted a scoping review to get an overall view of current academic literature on decent work and precarious work for samples of blue-collar workers. The studies included in this review, focused on empirical research conducted from 2006 onwards, that primarily investigated decent work or precarious work among semi-skilled and unskilled manual workers. The review team used a data-charting form and collected information from thirty-five articles. Most recent studies (2020–2023) were related to the experiences and livelihoods of non-traditional blue-collar workers namely platform drivers and informal waste pickers. Before 2020, the most commonly studied theme related to the experiences of migrant workers. The findings shed light on the experiences of these workers, particularly in South Africa and India and provide valuable insight into their work experiences for further discussion.
Navigating marginalized identities in diverse organizations
(Elsevier, 2025-04) Roberts, Laura Morgan; Nkomo, Stella M., 1947-
People with marginalized identities must often manage the diversity dynamics that are activated by their presence in organizations. Due to underrepresentation and stigmatization, they cope with a range of identity threats while navigating diverse settings. A host of studies over the past twenty-five years have examined the wide range of verbal and nonverbal tactics that people use to suppress and express their devalued versus valued social identities at work. Recent research has begun to specify the conditions under which different identity management tactics positively or negatively impact individual well-being, interpersonal relationships across difference, and important evaluations and outcomes (e.g., admissions, hiring). Less attention has been devoted to how members of marginalized groups directly and indirectly shape others' perceptions of them through emotional expressions and status signals. This review illuminates how people proactively affirm others’ identities in order to bolster or protect their own, using a wide range of identity management tactics. As featured in this article, global studies of marginalized identity management tactics include nuanced portrayals of intersectionality, as people cope with threats to multiple identity group memberships.
The relationship between study resources, task performance and subjective wellbeing among university students : the role of academic self-efficacy as personal resource
(Wiley, 2025-04) Olckers, Chantal; Harumavamwe, Martha; chantal.olckers@up.ac.za
Most universities are facing a crisis of student wellbeing and high failure rates. Using the Conservation of Resources theory, we hypothesised that both study resources and personal resources (academic self-efficacy) could enhance task performance and improve wellbeing among university students. We conducted a cross-sectional study on 431 university students. We used standardised questionnaires to assess students' levels of academic self-efficacy (ASE), the availability and use of study resources, their task performance, and their subjective wellbeing. The results supported all the direct effects to the outcome variables. ASE mediated the relationship between study resources and subjective well-being but did not mediate the relationship between study resources and task performance. In addition, subjective wellbeing mediated the relationship between ASE and task performance. Addressing the interplay between study resources, ASE and positive outcomes (i.e. task performance and wellbeing) can foster optimal learning environments that support the success of students. This can promote students' holistic development and contribute to a well-rounded and flourishing student.
Editorial : Intersectional inequalities in work and employment : advances, challenges and renewed possibilities
(Frontiers Media, 2024-06) Rodriguez, Jenny K.; Guenther, Elisabeth A.; Nkomo, Stella M., 1947-; Mandiola, Marcela
No abstract available.
A supervisor perspective on mental illness in the South African workspace
(AOSIS, 2024-02) De Jesus, Kelly; O'Neil, Susanna Maria; sumari.oneil@up.ac.za
ORIENTATION : Supervisors have a direct impact on the work experience and outcomes of subordinates living with mental illness; these employees often struggle with consistent employment. RESEARCH PURPOSE : The supervisory role in addressing mental health in the workplace has been explored in terms of the managerial dimension, but not in terms of the supervisor’s perceptions and understanding of mental health issues. This study set out to explore and describe supervisors’ perceptions of mental illness in the workplace with specific reference to depression, bipolar disorder and anxiety in the South African workplace. MOTIVATION FOR THE STUDY : If supervisors are not aware of the effect of their behaviour and perceptions, reasonable workplace accommodations cannot be successfully made. RESEARCH APPROACH/DESIGN AND METHOD : Data were collected by means of in-depth, semi-structured, face-to-face interviews with 26 junior, middle and senior managers and analysed by means of thematic analysis. MAIN FINDINGS : Organisations in South Africa may not be ready to deal with mental illness in the workplace with supervisors who agree that they are not equipped to deal with mental health issues and their views on mental illness related to common misconceptions and stigmas surrounding it. PRACTICAL/MANAGERIAL IMPLICATIONS : Knowledge about mental health conditions within the workplace can assist managers in more effectively recognising, comprehending and implementing people management strategies related to these conditions. CONTRIBUTION/VALUE-ADD : Owing to the misconceptions of managers, mental wellness in the workplace may not be effectively managed. Better awareness would benefit both managers and HR professionals.
Crossover of engagement among academic staff and students during COVID-19
(Dove Medical Press, 2023-08-10) Van der Ross, Melissa Reynell; Olckers, Chantal; Schaap, Pieter
PURPOSE : Globally, the pandemic had adverse consequences on the engagement and overall well-being of individuals. From a positive psychological perspective, this study drew on processes of social exchange, Kahn’s theory on personal engagement and crossover theory, to explore the impact of mutual influences among academic staff and students on the engagement of both parties. Subsequently, the study explored the positive outcomes of engagement for both academic staff and students. PARTICIPANTS AND METHODS : Purposive, non-probability sampling was used, and cross-sectional data were collected through electronic surveys. The sample consisted of a total of 1594 students who were nested within 160 academic staff members. RESULTS : Findings highlighted the influence of interpersonal factors such as high student leader–member exchange on student engagement and the impact of students’ lack of reciprocity on the emotional engagement of academic staff. Findings further revealed that student engagement was positively related to a deep-learning approach and negatively related to a surface-learning approach. Furthermore, this study found a positive significant association between the emotional engagement and the psychological well-being of academic staff. CONCLUSION : Against the backdrop of the COVID-19 pandemic and to reduce the negative psychological and behavioural challenges resulting from the pandemic, this research intended to inform policy-makers in higher education of the impact that mutual influences among academic staff and students have on their engagement and the benefits of engagement in cultivating a culture of life-long learning among students and improving the psychological well-being of academic staff.
The subjective career success of women : the role of personal resources
(Frontiers Media, 2023-03-28) Koekemoer, Eileen; Olckers, Chantal; Schaap, Pieter; eileen.koekemoer@up.ac.za
INTRODUCTION : Research on women’s career success has been the subject of extensive investigations, emphasizing the barriers they encounter in their careers. However, far less attention has been given to the personal resources that promote women’s career success. The purpose of our study was to provide more conclusive evidence regarding the role that personal resources such as resilience and grit can play in the relationship between women’s person-environment fit and the perceptions of their career success. Underpinned by the Job Demands Resources and social cognitive theory, our study aims to investigate whether resilience and grit could either explain how person-environment fit translates into feelings of subjective career success or could strengthen this relationship. METHOD : A cross-sectional online survey research design was used, and a convenience sample of 408 female employees was obtained. Relationships were explored through structural equation modelling. RESULTS : When controlling for age, the findings of this study revealed significantly positive relationships between the constructs, with person-environment fit, resilience, and grit, explaining a large portion of the variance in subjective career success. Although our data supported the mediating role of grit and resilience in the person-environment fit and subjective career success relationship, the moderating effects of grit and resilience could not be established. DISCUSSION : These findings illustrate both grit and resilience as mechanisms that indirectly affect the person-environment fit and subjective career success relationship of women. However, our findings indicate that resilience and grit cannot be considered mechanisms that would buffer against poor personenvironment fit’s effect on their career success perceptions. Firstly, our study advances our understanding of the roles personal resources such as resilience and grit play in women’s career success as ways to overcome obstacles and workplace barriers. Secondly, using the motivational process of the Job Demands Resources Framework as theoretical background, we contribute by shedding light on how personal resources (resilience and grit) can be considered underlying factors influencing the person-environment fit and career success relationship for women. If women experience good person-environment fit, there is a greater opportunity for developing resilience and grit and, consequently, subjective career success.
Seeking support through solidarity : female leader's experiences of workplace solidarity in male-dominated professions
(Frontiers Media, 2023-06-29) Pillay-Naidoo, Daphne; Vermeulen, Corlette; daphne.pillay@up.ac.za
INTRODUCTION : While there is a plethora of research that documents the numerous barriers affecting female leaders in the modern workplace, there is a lack of literature which focuses on strategies or motivating resources that women use to navigate the workplace environment. Despite facing significant barriers in their leadership journeys, there are female leaders who are able to overcome these barriers to achieve leadership positions. These women leaders draw on personal and external motivating factors to assist them in dealing with the challenges associated with being a female leader as a result, research on motivating strategies for women’s career progression is a research topic that warrants immediate attention. Female solidarity as a motivating resource has been gaining traction in the field of leadership studies and can be seen as a supportive resource that can be used by current and aspiring female leaders to progress in underrepresented environments. Although female solidarity is but only one of the many strategies that can be implemented to motivate women in leadership positions, the increase of female solidarity in the workplace is expected to alleviate the conditions that reinforce essentialist notions of the “queen bee syndrome” in which women are seen as unsupportive of each other. METHOD : A qualitative research approach was used for this study, following an interpretive descriptive design. A total of 13 semi-structured interviews were conducted with female leaders in male-dominated professions within South Africa. Data was analysed using thematic content analysis. RESULTS : Results of the study were analyzed in line with three primary content areas, i.e., barriers to female solidarity in the workplace, benefits of female solidarity in the workplace and workplace interventions to increase solidarity. DISCUSSION : In the context of the study the predominant barriers to female solidarity within male-dominated workplaces were identified as unfair workplace behaviours, generational beliefs, societal expectations, organisational cultures, stereotypes and stigmas. The benefits of female solidarity within male-dominated workplaces were identified as career shaping mentorship, female recognition, female representation and female support. Lastly, the interventions that can be implemented to increase female solidarity within male-dominated workplaces were conceptualised as networking, transforming the company culture, socialisation and mentorship.
Office gossip related to gays and lesbians : an ‘otherness’ perspective
(Sage, 2024-04) Carrim, Nasima M.H.; Nel, Juan A.; Morakile, Baipidi; nasima.carrim@up.ac.za
Cross-cultural encounters with diverse individuals, such as gays and lesbians, has resulted in these persons often encountering a sense of otherness. Within the workplace context, there exists a preferable cultural identity of heteronormativity, where heterosexual individuals dominate and represent the ‘we,’ while those who are ‘different,’ including gays and lesbians, represent the ‘cultural other.’ The study that informs this article investigated how Black African gay and lesbian people, as the ‘cultural other,’ experience otherness through workplace gossip, and why gossipers engage in such behavior. Using a qualitative research approach comprising semi-structured face-to-face interviews with 18 Black African gay and lesbian persons, in various South African organizations, thematic analysis was the basis for data analysis. Findings suggest that Black African lesbian women at lower organizational levels experience greater marginalization in the form of gossip compared to Black African gay men. Furthermore, the perception among gay and lesbian participants is that gossip related to the sexual orientation of the other is more rooted in the Black African than the White, Coloured and Indian South African communities. It was also found that intersecting identities (socio-economic class; educational qualifications; geographic location) result in marginalized, lower educated employees from Black African townships gossiping to a greater extent about gay and lesbian people, than those with higher qualifications and socioeconomic profiles residing in suburbs. Organizational cultures where people were rooted in religious beliefs produced more intense office gossip than workplace cultures where managers and peers embraced diversity. We recommend that in embracing cross-cultural management practices, training of employees regarding cross-cultural adjustment and understanding the other, will bring positive outcomes in the workplace environment.
In Praise of Shadows : exploring the hidden (responsibility) curriculum
(Sage, 2023-07) Wall, Tony; Blasco, Maribel; Nkomo, Stella M., 1947-; Racz, Marton; Mandiola, Marcela
We frame this special issue on the hidden responsibility curriculum through the lens of Jun’ichirō Tanizaki’s 1933 essay, In Praise of Shadows, which recognises the subtlety, modesty and dignity of shadows that are highly prized in Japanese culture. We do this to embody the themes both present and absent from the seven articles in this special issue. The articles share flecks and flickers, suggesting that (1) salient things happen in the shadows when it comes to responsibility learning – for better or worse, (2) students can play a role in illuminating and challenging the shadow sides of learning environments and (3) discernible symbols provide navigational possibilities in the shadows. Our tribute to Tanizaki reflects both the involuntary absence, in our Special Issue, of contributions beyond dominant White, Northern European perspectives and the lack of methodological apparatus that can effectively capture the implicit, shadow side of educational life – and life beyond – that evades conventional academic approaches. We also share reflections from the shadows of our own curation of this special issue, as an invite to shine a light on how curational ecosystems might be reimagined.
Hybrid and virtual work settings ; the interaction between technostress, perceived organisational support, work-family conflict and the impact on work engagement
(Emerald, 2023-06) Harunavamwe, Martha; Kanengoni, Herbert
PURPOSE : The study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict. DESIGN/METHODOLOGY/APPROACH : Data gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling. FINDINGS : The combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS; hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively. RESEARCH LIMITATIONS/IMPLICATIONS : The results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time. PRACTICAL IMPLICATIONS : The managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture. SOCIAL IMPLICATIONS : A manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important. ORIGINALITY/VALUE : This study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.
A short report of the value of learnerships from an organisational stakeholder point of view
(AOSIS OpenJournals, 2023-01-12) O'Neil, Susanna Maria; Davel, Nadia J.; Holtzhausen, Natasja; sumari.oneil@up.ac.za
ORIENTATION : Learnerships has been operationalised in South Africa as part of the National Skills Development Strategy (NSDS). The success of a learnership programme is influenced by stakeholder involvement. RESEARCH PURPOSE : This study set out to explore the value of learnerships from an organisational stakeholder point of view. MOTIVATION FOR THE STUDY : The stakeholder theory perspective posits the importance of stakeholders buy-in and involvement in learnership implementation. RESEARCH APPROACH/DESIGN AND METHOD : Semi-structured interviews with three key stakeholders in a specific learnership programme were conducted in 2020. Data were analysed by means of thematic analysis using Atlas.ti 8.1. MAIN FINDINGS : Although the primary objective of learnerships is to develop vocational skills, the organisation and even larger community also reap benefits from hosting a learnership. These benefits include lower recruitment costs, capacity building with employees that understands the culture of the organisation, simplified onboarding, and community involvement. PRACTICAL/MANAGERIAL IMPLICATIONS : Skills development in the learnerships is largely facilitated by means of social and informal learning. Although formal training opportunities are an important part of learnership, it should be designed to include interaction and collaboration with employees in the organisation. CONTRIBUTION/VALUE ADDED : Skills development as operationalised in the NSDS is part of the learner benefit of the learnership programme in South Africa. This article highlights how external stakeholders can reap greater benefits in terms of capacity building if the learners are engaged in meaningful organisational contribution.
2022 : an editorial reflection
(AOSIS, 2022-12) Stanz, Karel J.
The publication of the 20th volume of the SA Journal of Human Resource Management (SAJHRM) marks an important milestone in the journal’s existence in the broader field of management sciences. Since its inception as an accredited scientific journal in 2003, following what Professor Gert Roodt and his colleagues at the Department of Human Resource Management (HRM) Rand Afrikaans University (RAU) described as ‘building on the brilliant initiative to establish the SAJHRM’, it continues to grow in status and reputation. It advanced quickly to be recognised as a cutting-edge journal, publishing the highest quality research within the southern African context before its orbit expanded to include African and developing world contexts. The SAJHRM serves as a leading catalyst for peer-reviewed research in HRM. It therefore explores aspects related and relevant to HRM in various organisational settings. It aims to emphasise and promote the theory and good practices of HRM within Africa’s vulnerable labour market groups, which have unique economic, cultural, political and social concerns.
The future is relational : management development for today and tomorrow
(Emerald, 2023-06) Hoobler, Jenny M.; Dowdeswell, Kim
PURPOSE : The authors of this study aim to test a possible turn toward relational, as opposed to agentic, management development program (MDP) content. DESIGN/METHODOLOGY/APPROACH : The authors performed a content analysis of the literature and qualitative interviews of management coaches/consultants from South Africa and the USA. FINDINGS : In both studies, the authors found more relational than agentic content comprising MDP content. Interviews revealed a predominance of relational strategies and that agentic and relational skills are often interwoven in development efforts. PRACTICAL IMPLICATIONS : This work may guide management coaches and consultants to offer clients management development (MD) with a greater focus on relational skills. ORIGINALITY/VALUE : Future studies should build on our findings to explore whether leadership may now require more relational as opposed to agentic skills.
Experiences of black African women entrepreneurs in the South African male-dominated entrepreneurial environments
(NISC (Pty) Ltd and Informa UK Limited (trading as Taylor & Francis Group), 2022) Diale, Dineo; Carrim, Nasima Mohamed Hoosen
In the current study, we examined how culture, gendered roles, and societal expectations shape South African black African women’s entrepreneurial experiences in male dominated entrepreneurial environments. Utilising a life story technique approach, we interviewed 12 Black African women entrepreneurs regarding their experiences in diverse South African male-dominated sectors. Overall, these women perceived three themes to characterise their experiences in a male-dominated entrepreneurial environment: (i) societal identities and challenges; (ii) entrepreneurship-life balance; and (iii) the support mechanisms. The women said to experience slow entry into the male dominated sectors due to patriarchy, culture blockages, and having to continuously upskill. However, the negotiation strategies and support mechanisms were suggested by the participants to benefit their businesses.
Student engagement and learning approaches during COVID-19 : the role of study resources, burnout risk, and student leader–member exchange as psychological conditions
(Walden University, 2022-06-23) Van der Ross, Melissa Reynell; Olckers, Chantal; Schaap, Pieter
OBJECTIVES : The primary objective of this study was to explore the interplay of psychological conditions that influenced personal engagement among university students. As a theoretical lens through which to investigate this, the study used the job demands-resources model, the study demands-resources model, and the leader– member exchange theory. This study further aimed to explore outcomes that supported students in becoming lifelong learners (i.e., deep-learning approach). METHOD : Participants were undergraduate students registered at a South African university. We used a purposive, non-probability sampling strategy and employed a cross-sectional survey research design. This study used Mplus version 8.6 for the statistical analyses. RESULTS : Results showed that the psychological conditions of meaningfulness (study resources), availability (burnout risk), and safety (student–leader–member exchange) influenced student engagement. In addition, the results showed that study demands were positively associated with student engagement, although this association can be regarded as small. Furthermore, study resources and student engagement were associated with a deep approach to learning. CONCLUSIONS : Findings from the present study demonstrated that Kahn’s theory carried implications beyond the workplace and held true in a student learning environment. Further, an exploration of the psychological conditions that led to engagement showed that the job demands-resources model and the study demands-resources model could be used to operationalise study resources as psychological meaningfulness and burnout risk as availability. Similarly, in the context of exploring the student-lecturer relationship, student leader–member exchange could be operationalised as psychological safety. IMPLICATION FOR PRACTICE : Leaders in higher education are encouraged to focus not only on ensuring that students receive adequate support in terms of structures and physical resources during periods of uncertainty, such as the global COVID-19 pandemic, but to adopt a holistic approach that includes considering all the psychological conditions that encourage and promote students’ engagement.
Equality, diversity and inclusion in international business: a review and research agenda
(Palgrave Macmillan, 2023-10) Fitzsimmons, Stacey; Ozbilgin, Mustafa; Thomas, David C.; Nkomo, Stella M., 1947-
To remain relevant IB research must address the increasing pressure being applied to multinational enterprises (MNEs) to address equality, diversity, and inclusion (EDI). In this first systematic review of EDI in international business (IB), we evaluate the extent to which IB research on EDI addresses current and future demands for global equality and social justice. Our text analysis of 1618 articles indicates that EDI research within IB focuses on similar diversity categories (e.g. gender) and rationales for addressing EDI (e.g. performance) as mainstream EDI research from outside IB, but that IB research does not leverage the global aspects of the MNE, and is slower to shift its goal from firm or team performance to the inclusion of underrepresented groups. Our subsequent narrative review of 101 articles within IB indicates that IB excels at theorizing mechanisms related to heterogeneity, but avoids moral arguments for EDI, and that findings are often blind to power or status differences, postcolonial legacies, and other inequalities. We call for more moral-based and power-laden analysis that could mitigate international resistance to EDI, while maintaining an interest in EDI’s relationship to organizational performance. At the intersection of IB and EDI research, we see the opportunity to lead societal change.
Testing a model of resilience for women leaders : a strengths based approach
(Taylor and Francis, 2022) Pillay-Naidoo, Daphne; Nel, Petrus; daphne.pillay@up.ac.za
OBJECTIVE : The aim of this study was to investigate the indirect processes through which cognitive, emotional and behavioural assets function to explain resilience amongst women leaders in higher education institutions. METHOD : A quantitative cross-sectional survey design with a sample of N = 255 women leaders from higher education institutions was employed. RESULTS : All the proposed indirect pathways were found to be statistically significant and explained a fair proportion of the variance in the resilience scores of women leaders. Results revealed that cognitive assets (self-efficacy and mindfulness) were associated with resilience through association with emotional assets (positive affect and self-regulation) and behavioural assets (problem-solving skills and authentic functioning), both individually and in serial. CONCLUSION : This study offers support for the direct and indirect relationships between mindfulness, self-efficacy, self-regulation, positive affect, authentic functioning, problem solving skills and resilience. It further generates new insights into the indirect processes through which cognitive, emotional and behavioural domains of influence may explain resilience amongst women leaders. KEY POINTS : WHAT IS ALREADY KNOWN ABOUT THIS TOPIC : Women leaders remain underrepresented in higher education institutions when compared to their male counterparts. Women leaders who possess higher levels of resilience are more likely to overcome the numerous barriers women face in higher education institutions when compared women leaders with lower levels of resilience. There is an established direct relationship between personal strengths such as self-efficacy, self-regulation and problem-solving ability and resilience. WHAT THIS TOPIC ADDS : By investigating the proposed indirect pathways and the interaction between cognitive, emotional and behavioural assets, this study offers a more nuanced approach to understanding the processes that lead to resilience. Using the cognitive-behavioural perspective of psychology as the theoretical framework to support the hypotheses proposed, this study expands the application of the cognitive behavioural model to explain resilience in the work context. This study offers support for a newly proposed model of cognitive, emotional and behavioural domains of influence on resilience.

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