The effect of training and development practices on selected job-related behaviours of public sector employees in Limpopo, South Africa: A justice-oriented analysis

Abstract

Context- As South Africa emerged from its apartheid past with policies that denied developmental opportunities to most employees, it became necessary for employers to create opportunities for employees to acquire skills required at the workplace. Unfortunately, growing perception and concern exist that training and development (T&D) in the public service is disorganised, uncoordinated, and replete with unfair practices such as favouritism in T&D opportunities. At the same time, there are reports of over-bloated, unproductive, and unprofessional public service, with many employees engaging in behaviours that are not acceptable. Research gap- The above normative assertions that T&D in the public service is disorganised, uncoordinated, and unfair and claims that public servants engage in unbecoming behaviour need to be tested empirically. Given that organisational behaviour research has shown that unfairness perceptions by employees can lead to negative behaviour, a gap exists to investigate the influence of perceived justness of T&D practices on job-related employee deviant behaviours in in the South African context. Theories employed- Multiple theories made up of Organisational Justice, Social Exchange and Equity underpin this research. Borrowing from Organisational Justice, it is argued that employee perception of unfair T&D practices in South African government departments will result in negativity, low levels of employee motivation and organisational commitment and will likely result in deviant behaviour. Based on this proposition hypotheses were developed and tested using primary data collected from employees of the various government departments in the Limpopo province of South Africa. Methodology- The positivist paradigm undergirds this study, which led to the gathering of quantitative data through a survey and the application of statistical analysis techniques. A simple random sampling technique was employed to choose 400 participants. A questionnaire featuring a Likert scale was designed and dispatched in October 2022 to multiple governmental units within the Limpopo province. Of the questionnaires distributed, 175 were returned, indicating an approximately 44% rate of response. Data analysis incorporated both descriptive and inferential statistical methods, including correlation and regression analysis, analysis of variance (ANOVA), and multivariate analysis of covariance (MANCOVA). Key findings- The study revealed that justice perceptions in T&D practices do not significantly affect all three deviant behaviours (time misuse, poor attendance and withholding efforts). Secondly, procedural justice in T&D practices is significantly associated with length of service. Implications- The study on training and development practices related to selected job-related deviant behaviours among public sector employees in Limpopo, South Africa, from a justice-oriented analysis standpoint, has significant implications in terms of theory, practice, and policy. Theoretically, the study contributes to a better understanding of the triggers and dynamics of job-related deviant behaviours in the South African public sector context by suggesting that justice perceptions might not be relevant to deviant behaviour. Thus, the study helps clarify the relationship between training and development practices and instances of deviant behaviour in the South African public sector context. In terms of practice, while the empirical findings did not support the proposition that justice perceptions could influence deviant behaviour, the literature review suggests otherwise, thus the theoretical literature part of this study could help the public sector organisations create more effective training and development programs that incorporates a culture of fairness and respect which could address the root causes of job-related deviant behaviours. Also, specific recommendations provided elsewhere in the research report could guide managers and HR professionals in identifying early signs of deviance and effectively intervening to prevent such behaviours. In terms of policy, this research is influential in policymaking by advocating for justice-oriented approaches in public sector management and employee development programs. It could also be used to formulate comprehensive policies that address job-related deviant behaviours, offering a justice-based framework for prevention, intervention, and sanctions where necessary. At national, provincial, and district levels, the research could be used by government departments to establish standardised training practices and ethical conduct guidelines that can be implemented to ensure a consistent approach to managing deviant behaviour.