Human Resource Management Research

Human Resource Management Research is a peer-reviewed journal that provides a specialized academic medium and important reference for the encouragement and dissemination of research and practice in human resource management research. It is a research journal that aims to provide a forum for the exploration of issues and experiences relating to employment studies and people management in organizational teams.

Nico Martins

Editorial Board Member of Human Resource Management Research

Professor, University of South Africa, South Africa

Research Areas

Organizational Culture, Organizational Change, Organizational Diagnoses, Organizational Trust

Experience

presentProfessor, University of South Africa

Publications: Journals

[1]  Martins, N. (2000). Developing a trust model for assisting management during change. Journal of Industrial Psychology 26(3), 27-31.
[2]  Martins, A., Martins, N. & Olivier, M.S. (2001). Consumer perceptions of electronic commerce. South African Computer Journal, 27, 27-33.
[3]  Martins, E.C. & Martins, N. (2002). An organisational culture model to promote creativity and innovation. Special Edition: SA Journal of Industrial Psychology, 28(4), 58-65.
[4]  Martins, N. & von der Ohe, H. (2002). Trust as a factor in determining how to attract, motivate and retain talent. Special Edition: SA Journal of Industrial Psychology, 28(4), 49-57.
[5]  Bews, N. & Martins, N. (2002). An evaluation of the facilitators of trustworthiness. Special Edition: SA Journal of Industrial Psychology, 28(4), 14-19.
[6]  Martins, N. & von der Ohe, H. (2003). Organisational climate measurement-new and emerging constructs during a period of transformation. SA Journal of Labour Relations, 27(3), 41-59.
[7]  Louw, G.J. & Martins, N. (2004). Exploring inertia in a typical state organisation. SA Journal of Industrial Psychology, 30(1), 55-62.
[8]  Von der Ohe, H., Martins, N. & Roode, M. (2004). The influence of credibility on an employer-employee trust relations. SA Journal of Labour Relations, 28(2), 4-32.
[9]  Coetzee, M., Martins, N., Basson, J.S. & Muller, H. (2006). The relationship between personality preferences, self-esteem and emotional competence. South African Journal of Industrial Psychology, 32(2), 64-73.
[10]  Martins, N. & Von der Ohe, H. (2006). Detecting sub-cultures in an organisation. Southern African Business Review, 10(2), 130-149
[11]  Da Veiga, A., Martins, N. & Eloff, J.H.P (2007). Information security culture-validation of an assessment instrument. Southern African Business Review, 11(1), 147-166.
[12]  Martins, N. & Coetzee, M. (2007). Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company. Journal of Human Resource Management, 5(2).66-85
[13]  Esterhuizen, W. & Martins, N. (2008). Organisational justice and employee responses to employment equity. Journal of Labour Relations 32(2).
[14]  Manetje, O. & Martins, N. (2009). The relationship between organisational culture and organisational commitment. Southern African Business Review.13(1),87-11
[15]  Martins, N & Coetzee, M. (2009). Applying the Burke-Litwin Model as a diagnostic framework for assessing organisational effectiveness. South African Journal of Human Resource Management.(7)1, 1-13
[16]  Castro, M & Martins, N. (2010). The Relationship Between Organisational Climate and Employee Satisfaction in a South African Information and Technology Organisation. South African Journal of Human Resource Management, 36(1), Art. # 800, 10 pages, DOI: 10.4102/sajip.v.36i1.800.
[17]  Von der Ohe, H & Martins, N.(2010). Exploring Trust Relationships during times of change. Journal of Human Resources Management. 8(1),1-9.
[18]  Martins, N. (2010). Measurement model equivalence in web-and paper-based surveys. South African Business Review. 14(3), 77-107. Martins, N & Von der Ohe, H. Does trust bind during change? Competing values in as uncertain environment: Managing the Paradox. Edited by S J Menon. ISSWOV-International Society for the study of work and organizational values. One University Place, Shreveport, LA. ISBN: 978-0-9817997-1-1.
[19]  Martins, N. (2010). The value of Web-based survey methods versus non-electronic survey methods. Proceedings of the 9TH European Conference on Research Methods in Business Management. Edited by Jose Esteves.Academic publishing limited.Reading.UK.ISBN:978-1-906638-65-8.
[20]  Martins E.C & Martins, N. (2011). The role of organisational factors in combating tacit knowledge loss in organisations. South African Business Review. 15(1).
[21]  Martins, N. (1994). Die waarde van organisasiekultuur diagnose vir die SA onderneming. Management Dynamics: Contemporary Research, 3(4), 35-56.
[22]  Martins, N. (1994). Affirmative Action: A consensus approach in analyzing employees' perceptions. Management Dynamics: Contemporary Research, 4(1), 1-12.
[23]  Published presentation (1995). Affirmative Action: A consensus approach in analysing employees' perceptions in the economic and management sciences: priorities and contemporary issues-Sixth Conference of the South African Institute for Management Sciences (Part I and II). Conference Proceedings by Kritzinger, A. Juta, Cape Town, South Africa.
[24]  Martins, N. & Bews, N. (1996). The trust gap between employees and employers is widening. People Dynamics, 14(11), 42-49.
[25]  Martins, N. (1997). Affirmative action survey and audits: useful tools or a waste or time? People Dynamics, 15(3), 20-28.
[26]  Martins, N. (1998). Organisational trust in the workplace. People Dynamics, 16(10), 26-31.
[27]  Martins, N. (1999). Managing diversity in SA: How do we compare? People Dynamics, 17(8), 28-33.
[28]  Martins, N. (2000). Employment Equity. The challenge of managing cultural diversity. People Dynamics, 18(3), 22-33.
[29]  Martins, E.C. & Martins, N. (2001). Organisational surveys as a tool for change. Part 1. The Process. HR Future 1(3), 46-49.
[30]  Martins, E.C. & Martins, N. (2001). Organisational surveys as a tool for change. Part 2. A case study. HR Future 1(4), 46-49 (with Martins, E.C.).
[31]  Dicks, H., Smith, N. & Martins, N. (2001). SA's best companies to work for survey. HR Future 1(6), 48-52.
[32]  Martins, E.C. & Martins, N. (2002). Improving organisational surveys: Role of technology in organisational assessments. HR Future, 2(5). 44-48.
[33]  Martins, N., Bews, N. & von der Ohe, H. (2002). Organisational change and trust: Lessons from Europe and South African organisations, HR Future, 46-47.
[34]  Bews, N., von der Ohe, H. & Martins, N. (2002). Organisational change and trust: Experiences here and abroad. Management Today, 18(8), 34-35.
[35]  Martins, N. (2002). A model for managing trust. Journal of Manpower. November/December 2002, Vol 23(8), 745-769.
[36]  Martins, N. & Martins, E.C. (2003). Organisational surveys: Ethical considerations. HR Future, 3(3), 47-48.
[37]  Martins, E.C., Martins, N. & Terblanche, F. (2004). An organisational culture model to stimulate creativity and innovation in a university library. Advances in Library Administration and Organisations, 21, 83-130.
[38]  Martins, N. (2004). HR must step up to the mic. It's time for HR's effectiveness for strategic alignment to be measured through surveys. HR Future, September, 12-14.
[39]  Martins, N. & Martins, E.C. (2005). Survey result trends from SA Companies in 2004. HR Future, March, 36-37.
[40]  Martins, N. & Martins, E.C. (2006). Increased value of 360° assessments. HR Future, September, 52-53.
[41]  Martins, N. & Martins, E.C. (2006). The value of organisational culture assessments for organisational renewal, HR Future, December.
[42]  Martins, N. (2007). Determining whether sub-cultures are formed in a large organisation. International Journal of Knowledge, Culture and Change Management, 7(4), 75-88.
[43]  Martins, N. (2008). Trust in the workplace contributes to good results. HR Future, January 2008.
[44]  Jianghe, N.,& Ziqiang X, Martins, N. (2010).Trust Discrimination Tendency in Average Citizens at In-nation and Out-nation Levels in Canada, China and the United States. Journal of Cross-CulturalPsychology.Vol.2, (1), June.

Publications: Conferences/Workshops/Symposiums

[1]  1993, November 29-30. Die waarde van organisasiekultuur-diagnoses in die Suid Afrikaanse onderneming. EBM Research Conference. A Conference on research in Economics, Business Economics and Manpower. Bloemfontein.
[2]  1994, September 5-6. Affirmative Action: A consensus approach in analysing employees' perceptions. 6th Annual Conference of South Africa. Institute for management Scientists. University of the Western Cape. Cape Town.
[3]  1995, November 27-28. Participative management and affirmative action. EBM Research Conference. A conference on research in Economics. Port Elizabeth.
[4]  1996, November 27-28. A model to improve organisational trust. EBM Research Conference. A conference on research in Economics. Port Elizabeth.
[5]  1996, June 25. Be smart with PIB: The situation specific statistics, PIB User's Forum. Magaliesburg.
[6]  1996, October 31. Motivation and personal development. Eersterust Civic Centre. Pretoria.
[7]  1997, July 20-21. Implement effective corporate communication. AIC Conference: Improve corporate communication through systematic diagnosis and feedback. Johannesburg.
[8]  1998, July 20-23. High mutual trust in the workplace. It is possible during a phase of transformation. 27th IFTDO Conference, Dublin, Ireland.
[9]  1998, October 2-3. The impact of transformation on employee trust and transformation. 42nd IPM Convention. Sun City. South Africa.
[10]  1998, August 9-14. Trust gap between employees and employers: Fact or fiction. 24th International Congress of Applied Psychology. Cape Town.
[11]  1999, July 3-9. Managing employee trust during transformation. VI European Congress of Psychology. Rome.
[12]  2000, June 25-28. A model for managing trust during change. 7th Bi-Annual Conference of the International Society for the Study of Work and Organisational Values (ISSWOV). Jerusalem, Israel.
[13]  2001, May 16-19. Translating employees' trust into a positive force during organisational transformation. The 10th European Congress on Work and Organisational Psychology. Czech Republic, Prague.
[14]  2002, September 24-27. The impact of change and trust: Lessons from Europe on South African organisations. University of the Western Cape. Cape Town.
[15]  2002, Conference: 8th National Congress of the Psychological Society of South Africa. Paper: The impact of change and trust: lessons from Europe and South African organisations.
[16]  2003, May 14-17. Organisational climate measurement and change: XI European Congress on work and organisational psychology. Lisbon, Portugal.
[17]  2003, April 11-13. Climate-New and emerging constructs. 18th Annual Conference. Society for Industrial and Organisational Psychology. Orlando, Florida.
[18]  2003, Conference: 11th European Congress on Work and Organisational Psychology (EWOP). Poster: Organisational climate measurements and change.
[19]  2003, Conference: 18th Annual Conference of the Society of Industrial and Organisational Psychology (SIOP). Poster: Organisational climate-new and emerging constructs.
[20]  2003, Conference: 11th European Congress on Work and Organisational Psychology (EWOP). Paper: Organisational climate measurement and change.
[21]  2003, Conference: 18th Annual Conference of the Society of Industrial and Organisational Psychology (SIOP). Paper: Organisational climate-new and emerging constructs.
[22]  2004, Organisational Diagnosis. South African Society of Industrial and Organisational Psychology, Pretoria.
[23]  2005, June 9-10. Trends from organisational surveys and merging of organisations. South African Society of Industrial and Organisational Psychology, Pretoria.
[24]  2005, November 7-8. Trends in organisational diagnoses. Consulting Conference, Pretoria.
[25]  2005, 8th Annual Conference: Society of Industrial and Organisational Psychology of South Africa (SIOPSA). Paper: Trends from organisational surveys and merging of organisations.
[26]  2005, Conference: Consulting Psychology Conference: Taking up the role of consultant. Paper: Trends in organisational diagnoses. Pretoria.
[27]  2006, February 22-24. Administering and value of 360° assessments. Co-presenter with E.C. Martins. ASTD, Cape Town.
[28]  2006, February, 22-24. The value of organisational culture assessment for organisational renewal. ASTD, Cape Town.
[29]  2006, Conference: ASTD South Africa 2006: Global Conference and Exhibition. Paper: Administering and value of 360 degree assessments. Cape Town.
[30]  2006, Conference: ASTD South Africa 2006: Global Conference and Exhibition. Paper: The value of organisational culture assessments for organisational renewal. Cape Town.
[31]  2007, July 24-27. Organisational culture, employee satisfaction and leader personality. An explanatory study. The 7th International Conference on Knowledge, Culture and Change, Singapore.
[32]  2007, July 24-27. Determining whether subcultures are formed in a large organisation. The 7th International Conference on Knowledge, Culture and Change, Singapore.
[33]  2008, May 22-23. South African Society of Industrial and Organisational Psychology, Pretoria. Poster: Organisational culture, employee satisfaction, perceived leader emotional competency and personality type.
[34]  2009. June 24-26. The measurement of organisational trust. The 10th International Conference on Knowledge, Culture and Change, Boston.
[35]  2010. June 27-30. Does trust bind during change? ISSOWV Conference. Competing values in an uncertain environment: Managing the paradox. Estoril-Lisbon, Portugal.
[36]  2010. June 24-25. The value of Web-based survey methods versus non-electronic survey methods. The 9TH European Conference on Research Methods in Business Management. Madrid Spain.

Publications: Books/Book Chapters

[1]  Martins, N. & Martins, E.C. (2003). Organisational culture. In S.P. Robbins, A. Odendaal & G. Roodt (Eds). Organisational behaviour. Global and Southern African perspectives (pp. 379-400). Cape Town: Pearson Education.
[2]  Martins, N. & Martins, E.C. (2009). Organisational culture. In S.P. Robbins, A. Odendaal & G. Roodt (Eds). Organisational behaviour. Global and Southern African perspectives (pp. 424-449). Cape Town: Pearson Education.