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OrientationExtreme competition among institutions of higher learning was one of the difficulties that universities of technology (UoTs) had to overcome in order to enter the higher education system. This study examined the influence of training and development on job satisfaction, loyalty and retention among academic staff at a selected university of technology.Research purposeThe study investigated how training and development impact job satisfaction, loyalty and retention among academics.Motivation for the studyThe competitive nature of the academic sector inspired universities to strive to attract and retain talented faculty members. Training and development programmes are considered potential tools to enhance job satisfaction, loyalty and retention, but empirical evidence is needed to support this relationship.Research approach/design and methodThis study used a quantitative research methodology with a non-probability convenience sample (n = 270) of academics within the selected university utilising self-administered structured questionnaires to collect data.Main findingsThe regression analysis revealed positive significant predictive relationships between training and development programmes and job satisfaction, loyalty and retention among academic staff.Practical/managerial implicationsFindings imply that universities should prioritise the development of tailored training initiatives that address the specific needs and aspirations of their academic staff. Training interventions can foster a positive work environment and enhance staff members’ commitment and long-term engagement, ultimately improving the overall quality and reputation of the institution.Contribution/value-addThe study provided evidence-based insights to inform policies related to training and development programmes for both academics and institutions of higher education administrators.

OrientationRetail managers utilise their position of authority to obtain the highest calibre work to uphold the perceived standards of their individual businesses.Research purposeThe goal of this research is to investigate the impact of leadership power bases and workplace quality on employees’ intentions to remain at a particular retail location in the Gauteng province.Motivation for the studyEffective and efficient management of staff is a key factor in determining the success of retailers in businesses of all sizes in that employees can be significantly impacted by the leadership power a store manager possesses.Research approach/design and methodA quantitative cross-sectional research design utilising a probability random sampling technique was adopted to collect data from a sample of 336 employees through a structured questionnaire.Main findingsReward power showed a negative prediction of quality of work–life, whereas coercive power and lawful power bases showed a favourable contribution to the prediction of quality of work–life. In addition, quality of work–life proved to be a significant predictor of intention to stay.Practical/managerial implicationBy investing in leadership development and fostering a supportive work culture, organisations can create an environment that encourages employees to stay for the long term.Contribution/value-addUnderstanding the influence of different power bases, organisations can target development opportunities that will improve overall leadership capability and create a more positive work environment.

This qualitative study aimed to identify the optimal formula for attaining organisational excellence by integrating quantitative performance measurements with a commitment to employee wellbeing. The article, grounded in comprehensive research from academic databases and industry publications, challenges the prevalent notion that high performance is the sole criterion for achieving exceptional performance. The study's results indicate that organisations can cultivate a culture of continuous improvement and achieve exceptional performance by adopting a balanced strategy that integrates high standards with empathetic and considerate leadership. Rigour in organisations is delineated, along with its components and the implications for operational efficiency and quality assurance. Moreover, the study elucidates how the application of data analysis and analytical tools can enhance an organisation's strategic performance. The significance of compassion is elucidated, along with its beneficial impact on fostering a pleasant work atmosphere characterised by empathy and emotional intelligence. The article further explores the convergence of rigour and compassion, identifying potential methods for attaining equilibrium. Additionally, it discusses the proposed theoretical foundations for the model, the measuring instruments, and the implementation plans, which encompass training and successful change management. Furthermore, identified research gaps are examined, along with the consequences of the findings for managers and leaders, and recommendations for organisations aiming for excellence are emphasised. The study ultimately indicates that sustainable success or excellence is attainable just through the integration of rigour and compassion, which would significantly affect stakeholders. This research advocates a transformation in organisational cultures and urges businesses to abandon the myth of the merciless high performance to facilitate enhanced innovation, commitment, and achievement.

Since online delivery of education has become a major approach to teaching in Open Distance Learning (ODL) institutions, it becomes critical to understand how academics learn to teach online. This study was designed to explore the lived experiences of academics who had participated in a professional development programme aimed at moving them from traditional distance teaching to online facilitation of learning. Giorgi's phenomenological psychological method was used to analyse and retrospectively examine the learning experiences of the participant academics in order to establish how they lived, behaved and experienced the training programme. The participants described their experiences in relation to distinct lived worlds that included the world in relation to self, others, time, and their environment. The academics' experiences and concerns provide insight into their skills development needs and the adequacy of the programme provided in addressing these and equipping academics for online teaching. The perspectives identified could serve to guide the development and promotion of professional development programmes for online teaching and learning.