In order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These findings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the significant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfied with their entire work experience.

Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

Orientation: The COVID-19 pandemic has forced millions of employees to work from home as governments implemented lockdowns. Research purpose: This study examined the impact of working exclusively from home on employee engagement and experience, and determined beneficial and distracting factors. Motivation for the study: Remote working trends have risen steeply since the onset of COVID-19 and are unlikely to taper off soon. Organisations need to understand the impact of remote work when reconsidering working arrangements. Research approach/design and method: A dual-approach qualitative design was followed. The sample comprised 25 employees (N = 25) who were forced to work exclusively from home during COVID-19. Data were collected through semi-structured interviews. Main findings: Working from home for protracted periods rendered paradoxical outcomes. Employees could work effectively with improved employee engagement and experience, but there were challenges rendering adverse effects. The experienced benefits of working from home created expectations that this practice would continue in future, along with some office work. Practical/managerial implications: Organisations need to continue, though not exclusively, with work-from-home arrangements. The ideal ratio of remote work to office work was seen as two to three days per week. However, support and cultural practices would have to be put in place. Contribution/value-add: The COVID-19 lockdown provided a unique environment to study remote work. For the first time, employees and organisations were placed in a situation where they could experience working from home in a stark and compulsory form, devoid of idealistic fantasies or romanticism.

The SA Journal of Human Resource Management provides a forum for cutting-edge, peer reviewed research in all fields related to the exploration of issues and experiences relating to employment studies and people management.

Individuals involved in corruption often offer rationalizations to convince themselves and others that they are not corrupt, and that their acts are justified and acceptable. However, to confine the dynamic process of mobilizing rationalizations to this purpose is too restrictive. Drawing on psychoanalytic theory, it is argued that an unconscious urge for rationalizations develops from a need to find psychological restitution and atonement, achieved only through self-convincing beliefs of acquittal. Six unconscious motives are identified as explanations how offenders believe that rationalizations acquit them from guilt, indemnify them, or redeem the corruption. These motives represent metaphorical devils that can spawn corruption in otherwise law-abiding citizens with moral intentions. Conceptualizations bring the unconscious dynamics or rationalized corruption into consciousness, where it can be studied and worked with. This makes an important contribution toward enabling managers to be more in control of rationalized corruption, both in themselves and elsewhere in the organization.

Purpose: Scrum is a development methodology that has been rapidly gaining popularity over the last decade particularly for software development teams. The Scrum master is sometimes viewed as a servant leader of the Scrum team. The purpose of this paper is to investigate to what extent Scrum masters actually make use of servant leadership and how this impacts on the team’s effectiveness via mediating processes.Design/methodology/approach: The research followed a quantitative approach. An online questionnaire was prepared and completed by 71 Scrum team members (excluding Scrum masters) and 22 Scrum masters in more than ten organizations based in Western Cape, South Africa.Findings: Scrum masters in this sample extensively used the servant leadership approach, but those who are also appointed as formal team leaders are seen to be considerably better servant leaders by team members. There is a moderately strong correlation between servant leadership of the Scrum master and team effectiveness. It was found that high levels of psychological safety do not necessarily translate into team performance.Research limitations/implications: Research was only performed at the unit level of analysis and not the team or organizational level. This was a cross-sectional study and variations over time were not considered.Practical implications: The results confirm the importance of servant leadership skills when identifying and developing Scrum masters, appointing the formal team leader role in Scrum teams and implementing Scrum practices effectively.Originality/value: As could be established, this is the first time that the role of servant leadership in Scrum teams was formally investigated.