Prof Anton Grobler

Area Head
Tel: 011 652 0277
E-mail: grobla@unisa.ac.za

Qualifications

  • PhD Industrial and Organisational Psychology (NWU, 2003)

Fields of academic interests

  • Leadership and organisational organisation behavioural outcomes
  • Ethics climate / culture and organisation behavioural outcomes
  • Perception of the HR function and organisation behavioural outcomes

Field of Specialisation

  • Leadership
  • Organisational  behaviour
  • Human resource management

Journal articles

  • Grobler, A. 2011. Integrity in the South African Police Service: The Role of Organisational Climate and Dispositional Variables. South African Journal of Labour Relations, 35 (2).
  • Grobler, A. & Joubert, Y. T. 2012. The Expectations, perceptions and experience of members of the South African Police Service of the services provided by the Employee Assistance Services (EAS) (An Empirical Study). Journal of Contemporary Management, 9 (12).
  • Grobler, A., Joubert, Y., Rudolph, E.C. & Hajee-Osman, M. 2012. Utilisation of the Expectation Disconfirmation Model: EAS Rendered in the SAPS. Journal of Contemporary Management, 9 (29).
  • Grobler, A. & Singh, V. 2012. Differentiation between the Executive Directors’ Positions in a Higher Education Institution Reliability and Utility of a 270° Approach. Journal of Teaching and Education, 1(3).
  • Joubert, Y. T. & Grobler, A. 2013. The value and extent of religious participation of members of the South African Police Service (SAPS): An empirical study. HTS Teologiese Studies/Theological Studies, 69, (1).
  • Grobler, A., Hyra, A. & Bezuidenhout, M.L. 2013. From general to specific: the need to differentiate the performance management process. South African Journal of Labour Relations, 37 (1).
  • Grobler, A., Singh, V. & Van Niekerk, M. 2013. Differentiation of remuneration within a salary band: an endeavour to establish fairness, transparency and equitable remuneration using a 270° approach by a single-rater group. South African Journal of Labour Relations, 37 (2).
  • Bezuidenhout, M.L., Grobler, A. & Rudolph, E.C. 2013. Development and institutionalisation of a career conversation framework based on Schein’s Career Anchors Model. South African Journal of Human Resource Management, 11 (1).
  • Grobler, A. & Van Niekerk, M. 2013. An empirical study into the impact of the Executive Development Program on individual level in a South African paramilitary organisation. African Journal of Business Management, 7 (26), 2615-2624.
  • Grobler, A., Joubert, Y.T. & Van Niekerk, A. 2014. Employee wellness in an ODL institutional contact centre. Progressio – South African Journal for Open and Distance Learning Practise, 36 (1), 53 - 66.
  • Steyn, R. & Grobler, A. 2014. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency. African Journal of Hospitality, Tourism and Leisure. 3 (1).
  • Grobler, A. & Steyn, R. 2014. A psychometric evaluation of the Integrity Profile 200 (IP 200) and the adaptation thereof for use in the South African Police Service. In L. Jackson, D.  Meiring, F.J.R. van de Vijver, & E. Idemudia (Eds.), Toward Sustainable Development through Nurturing (or Appreciating) Diversity. ISBN: 978-0-620-60283-9.
  • Joubert, Y.T. & Grobler, A. 2014. Development of an organisational team sport scale (OTSS). African Journal of Hospitality, Tourism and Leisure, 3 (1).
  • Grobler, A, Bezuidenhout, M.L. & Rudolph, E.C. 2014. Development and institutionalisation of a career enabler model for shaping career development systems within an ODeL environment. Journal Psychology in Africa, 24 (3), 293-298.
  • Grobler, A. 2014. Workplace alternatives – confront, conform, capitulate. African Journal of Hospitality, Tourism and Leisure, 3 (2).
  • Grobler, A. Hyra, A. & Bezuidenhout, M.L. 2014. The development and implementing an HR Governance Framework in a South African institution of higher learning. Journal of Contemporary Management, 11, 164 - 184.
  • Williams, H.M., Grobler, S. & Grobler, A. 2014. Lifestyle integration – gender based stereotypes: A study on Schein’s career anchors within an ODeL HEI. African Journal of Hospitality, Tourism and Leisure, 3 (2).
  • Grobler, A & Nicolaides, A. 2014.  A critique of the psychological contract and spirituality in the South African workplace viewed in the light of Utilitarianism and Deontology.  African Journal of Hospitality, Tourism and Leisure, 3 (1).
  • Grobler, A. & Grobler, S. 2015. Organisational climate: Conceptualisation and measurement in an open distance learning higher education institution. South African Journal of Higher Education, 29(4), 135 - 157.
  • Erasmus, B.J., Grobler, A. & Van Niekerk, M. 2015. Employee retention in a higher education institution from an organisational development perspective. Progressio – South African Journal for Open and Distance Learning Practise, 37(1), 33 - 63.
  • Grobler, A. & Grobler, S. 2015. Religiousness: An Inter- Disciplinary, Multi-Demographical and Multi- Religional Study. Pharos Journal of Theology, 96, ISSN 1018-9556.
  • Joubert, Y.T. & Grobler, A. 2015. Sport participation and physical activity by employees in tertiary institutions: a demographic perspective. African Journal of Hospitality, Tourism and Leisure, 4 (1).
  • Grobler, A., Nicolaides, A. & Singh, C. 2015. The Doubting Apostle ‘Didymus’ – Saint Thomas: theological, psychological and historical perspectives. Pharos Journal of Theology, 96, ISSN 1018-9556.
  • Grobler, A. Govender, T. & Joubert Y.T. 2015. Justice perceptions of performance management practices with a Company within the Chemical Industry. South African Journal of Economic and Management Sciences, 18(4), 567 - 585.
  • Grobler, A. 2016. Person-organisational fit: a revised structural configuration. Journal of Applied Business Research, 32 (5), 1 419- 1 434.
  • Grobler, A. & Grobler, S. 2016. Intention to quit as precursor of voluntary turnover: person-organisational fit and the psychological contract – a talent management quandary. South African Journal of Labour Relations, 40 (2), 55-76.
  • Grobler, A. 2016. An adapted measure of ethical climate in organisations – a South African study. Manuscript accepted for publication in African Journal of Business Ethics, 10(2).
  • Grobler, A. & Horne, A. 2017. Conceptualisation of an ethical risk assessment for higher education institutions. South African Journal of Higher Education in Africa, 31(2), 152 – 169.
  • Nicolaides, A. & Grobler, A. 2017. Spirituality, Wellness Tourism and Quality of Life. African Journal of Hospitality, Tourism and Leisure, 6 (1).
  • Steyn, R., Bezuidenhout, M.L. & Grobler, A. (2017). The relationship between human resource service delivery and affective organisational commitment: A comparative study of employees in the public and private sector, as well as state owned entities. Manuscript accepted for publication in SA Journal of Human Resource Management.

Professional positions, fellowships & awards

  • Registered with the Health Professions Council of South Africa (HPCSA): Psychologists - Industrial Psychology (1991).
  • International Affiliate to the Society of Industrial and Organisational Psychology (SIOP)
  • Registration as a Master Human Resource Practitioner Generalist at the South African Board for People Practices (SABPP) (Registration No. 7893)

Projects

  • Project 1: Purpose - to assess the impact organisational change has on employees (employee attitude and behaviour) and specifically the role that leadership plays during the change process.
  • Project 2: Purpose – to establish an empirically confirmed model, explaining the nature and extent of the relationships between ethical climate and ethical culture (including ethical leadership) and employee behaviour and attitudes in the workplace.
  • Project 3: Purpose – to determine relationship between leadership styles (such as LMX, Authentic leadership, Servant leadership and Ethical leadership) and organisational and behavioural outcomes (including organisational identification, psychological empowerment, person-organisational fit and turnover intention).
  • Project 4: Purpose – to establish models which explain the nature and extent of the impact of HR practises on employee behaviour and work attitudes (including burnout [consisting of  emotional exhaustion, personal accomplishment and depersonalization]; work interference with personal life, personal life interference with work and work/personal life enhancement; affective; continuance and normative commitment to change; perceived procedural, distributive, interpersonal and informational justice, person-organisational fit and lastly turnover intention, specifically within the African context

Telephone: +27 11 652 0248 / +27 11 652 0291

Email: sbl@unisa.ac.za

Physical Address:
Cnr Janadel and Alexandra Avenues
Midrand, 1686
Gauteng, South Africa
Download map & directions (PDF)