The impact of job security on employee motivation during the covid-19 : a case study at Tronox KZN Sands

Abstract

This study focuses job security on employee motivation during the COVID-19 pandemic at Tronox, a company operating within South Africa's mining industry. The COVID-19 pandemic posed several challenges to the mining industry, including increased employee turnover, health concerns, workforce restructuring, salary adjustments, reduced working hours, and operational disruptions. Limited recognition of these issues within Tronox during this period contributed to employee job insecurity, which in turn impacted overall productivity and employee motivation. This study aims to examine the influence of job security on employee motivation during the COVID-19 pandemic. To address the primary research question, the study is structured into three sections, which also serve as the study’s objectives. The first objective is to assess the current practices related to job security at Tronox KZN Sands amid the COVID-19 pandemic. The second objective is to analyse the relationship between job security and employee motivation. The final objective is to identify the key factors that contribute to employee motivation at Tronox. This study utilized a quantitative research approach, as this design focuses on objective data analysis through statistical and numerical methods, excluding subjective opinions and feelings. Data collection was conducted using a closed-ended questionnaire. The collected data were coded and analysed using the Statistical Package for Social Sciences (SPSS) (Version 30.0) for Windows. The researcher employed a census sampling method, including the entire population as the sample. This approach is appropriate when the population size is relatively small. The study revealed notable job security concerns among employees at Tronox KZN Sands, particularly during the COVID-19 pandemic. The practices observed included employee restructuring, which involved large-scale reorganisations that adversely affected job security. Furthermore, practices such as salary adjustments and reduced working hours further contributed to the challenges related to job security. The practices implemented during this period had a demotivating effect on employees, as indicated in Chapter five. The study identified several key factors that impact employee motivation, as evidenced by survey responses and structural equation modelling (SEM) analysis. Recognition and reward on employee motivation showed a positive correlation with recognition and reward systems. In summary the findings of the study highlight the importance of providing internal training opportunities for all staff members, regardless of their employment status. Effective development programs may include classroom instruction, online courses, college degree initiatives, and mentorship programs, all aimed at supporting employees in performing their current responsibilities and fostering engagement. The study also recommends that management regularly administer employee surveys to gather valuable feedback on workplace satisfaction, engagement levels, and areas for potential improvement.