Pub Date : 2024-08-08DOI: 10.4102/sajip.v50i0.2051
A. Van Niekerk, Rudolph M. Oosthuizen, M. Coetzee
{"title":"Industrial and organisational psychology internship completion: Enabling and thwarting factors","authors":"A. Van Niekerk, Rudolph M. Oosthuizen, M. Coetzee","doi":"10.4102/sajip.v50i0.2051","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2051","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141927066","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-12DOI: 10.4102/sajip.v50i0.2148
Louise Tonelli
Orientation: This article provides an overview of what transformation looks like in a system from a systems psychodynamic perspective – presenting the concept of transmogrification through empirical research from a group of participants who attended South African Group Relations Conferences (GRC). Extrapolating to the larger system, Elon Musk is singled out as a practical example of a transmogrifier, transmogrifying a system.Research purpose: Describe transformation from a systems psychodynamic perspective and what this may mean for leaders and organisations in the Fourth Industrial Revolution (4IR).Motivation for the study: The literature is clear that individuals transform in groups, and a collective form of transformation is possible; however, what this transformation looks like needs to be clarified.Research approach/design and method: The meta-theoretical paradigm of critical realism allowed for qualitative research within the hermeneutic phenomenological school of thought. A non-probability sampling strategy of eight individuals enabled a multimethod research strategy of face-to-face interviews and a focus group. Braun and Clarke’s six-step thematic data analysis method, applying a systems psychodynamic lens, was used.Main findings: The findings show that unconscious dynamics intrinsic to all humans manifest as a non-linear transformation process, presenting as preservation, transformation and transmogrification.Practical/managerial implications: To survive and thrive in the 4IR and beyond, leaders and organisations must move beyond transformation towards transmogrification to create sustainable organisations that are yet to be thought about.Contribution/value-add: The concept of transmogrification adds to the literature of group relations conferences, psychology, industrial and organisational psychology and systems psychodynamics.
{"title":"Transmogrification in the Fourth Industrial Revolution and beyond. Let that sink in","authors":"Louise Tonelli","doi":"10.4102/sajip.v50i0.2148","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2148","url":null,"abstract":"Orientation: This article provides an overview of what transformation looks like in a system from a systems psychodynamic perspective – presenting the concept of transmogrification through empirical research from a group of participants who attended South African Group Relations Conferences (GRC). Extrapolating to the larger system, Elon Musk is singled out as a practical example of a transmogrifier, transmogrifying a system.Research purpose: Describe transformation from a systems psychodynamic perspective and what this may mean for leaders and organisations in the Fourth Industrial Revolution (4IR).Motivation for the study: The literature is clear that individuals transform in groups, and a collective form of transformation is possible; however, what this transformation looks like needs to be clarified.Research approach/design and method: The meta-theoretical paradigm of critical realism allowed for qualitative research within the hermeneutic phenomenological school of thought. A non-probability sampling strategy of eight individuals enabled a multimethod research strategy of face-to-face interviews and a focus group. Braun and Clarke’s six-step thematic data analysis method, applying a systems psychodynamic lens, was used.Main findings: The findings show that unconscious dynamics intrinsic to all humans manifest as a non-linear transformation process, presenting as preservation, transformation and transmogrification.Practical/managerial implications: To survive and thrive in the 4IR and beyond, leaders and organisations must move beyond transformation towards transmogrification to create sustainable organisations that are yet to be thought about.Contribution/value-add: The concept of transmogrification adds to the literature of group relations conferences, psychology, industrial and organisational psychology and systems psychodynamics.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141654777","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-12DOI: 10.4102/sajip.v50i0.2169
Chryssa P. Van der Merwe, Benjamin H. Olivier
Orientation: The changing demands employees experience because of the turbulent and competitive world of work has increased their workload, necessitating a focus on their well-being to ensure their contribution to the effectiveness of organisations.Research purpose: The purpose of this study was to investigate the relationship between employee well-being (EWB) and organisational effectiveness (OE) in a South African bond origination company.Motivation for the study: Organisations need to improve their effectiveness to remain competitive and are dependent on the well-being of their employees to achieve this. Understanding the effect of EWB on OE can assist organisations in managing this relationship.Research design/approach and method: A quantitative cross-sectional approach was used in which a convenient sample of 203 employees completed five questionnaires to measure OE and the four underlying contructs of EWB. A correlation analysis was conducted to determine the statistical relationship between the four EWB constructs and OE.Main findings: Results indicated a statistically significant positive relationship between job satisfaction, work engagement and OE and a statistically significant negative relationship between Burnout and OE, while no relationship was found between workaholism and OE.Practical/managerial implications: Managers should implement interventions to increase job satisfaction and work engagement and decrease burnout to increase the performance of their organisations.Contributions/value-add: This study provides managers with an understanding of how the performance of their organisations can be improved by managing the well-being of their employees.
{"title":"The relationship between employee well-being and organisational effectiveness","authors":"Chryssa P. Van der Merwe, Benjamin H. Olivier","doi":"10.4102/sajip.v50i0.2169","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2169","url":null,"abstract":"Orientation: The changing demands employees experience because of the turbulent and competitive world of work has increased their workload, necessitating a focus on their well-being to ensure their contribution to the effectiveness of organisations.Research purpose: The purpose of this study was to investigate the relationship between employee well-being (EWB) and organisational effectiveness (OE) in a South African bond origination company.Motivation for the study: Organisations need to improve their effectiveness to remain competitive and are dependent on the well-being of their employees to achieve this. Understanding the effect of EWB on OE can assist organisations in managing this relationship.Research design/approach and method: A quantitative cross-sectional approach was used in which a convenient sample of 203 employees completed five questionnaires to measure OE and the four underlying contructs of EWB. A correlation analysis was conducted to determine the statistical relationship between the four EWB constructs and OE.Main findings: Results indicated a statistically significant positive relationship between job satisfaction, work engagement and OE and a statistically significant negative relationship between Burnout and OE, while no relationship was found between workaholism and OE.Practical/managerial implications: Managers should implement interventions to increase job satisfaction and work engagement and decrease burnout to increase the performance of their organisations.Contributions/value-add: This study provides managers with an understanding of how the performance of their organisations can be improved by managing the well-being of their employees.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141834134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-04DOI: 10.4102/sajip.v50i0.2107
Thylanu Ankiah, E. N. Barkhuizen, Calvin Mabaso
{"title":"Exploring meaningful rewards for pharmaceutical employees during COVID-19","authors":"Thylanu Ankiah, E. N. Barkhuizen, Calvin Mabaso","doi":"10.4102/sajip.v50i0.2107","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2107","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141679650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-19DOI: 10.4102/sajip.v50i0.2123
N. Cassim, C.J. Botha, D. Botha, C. Bisschoff
Orientation: The coronavirus disease 2019 (COVID-19) pandemic has changed how higher education institutions operate and the work from home (WFH) operating model being widely implemented.Research purpose: This study investigated the organisational commitment of academic personnel working from home within private higher education in South Africa during the COVID-19 pandemic.Motivation for the study: While some studies exist to assess employees’ organisational commitment levels during the COVID-19 pandemic, no studies have evaluated this phenomenon within private higher education in South Africa.Research approach/design and method: This study adopted a quantitative methodology. The target population comprised of 133 academic personnel employed at a private higher education institution. Data were collected using an online survey with the validated Three-Component Model (TCM) employee commitment questionnaire. A satisfactory response rate of 79% was realised.Main findings: The study found that notwithstanding the struggles and unease brought about by the swift transformations to WFH because of the global COVID-19 pandemic, the organisational commitment levels of academic personnel, specifically affective and normative commitment, were sustained.Practical/managerial implications: Work from home is observed as a feasible and noteworthy work model for the foreseeable future. Therefore, private higher education should consider the findings of this study to manage the levels of organisational commitment from academic staff appropriately.Contribution/value-add: The study contributes to the body of knowledge regarding organisational commitment within a WFH context in private higher education.
{"title":"The organisational commitment of academic personnel during WFH within private higher education, South Africa","authors":"N. Cassim, C.J. Botha, D. Botha, C. Bisschoff","doi":"10.4102/sajip.v50i0.2123","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2123","url":null,"abstract":"Orientation: The coronavirus disease 2019 (COVID-19) pandemic has changed how higher education institutions operate and the work from home (WFH) operating model being widely implemented.Research purpose: This study investigated the organisational commitment of academic personnel working from home within private higher education in South Africa during the COVID-19 pandemic.Motivation for the study: While some studies exist to assess employees’ organisational commitment levels during the COVID-19 pandemic, no studies have evaluated this phenomenon within private higher education in South Africa.Research approach/design and method: This study adopted a quantitative methodology. The target population comprised of 133 academic personnel employed at a private higher education institution. Data were collected using an online survey with the validated Three-Component Model (TCM) employee commitment questionnaire. A satisfactory response rate of 79% was realised.Main findings: The study found that notwithstanding the struggles and unease brought about by the swift transformations to WFH because of the global COVID-19 pandemic, the organisational commitment levels of academic personnel, specifically affective and normative commitment, were sustained.Practical/managerial implications: Work from home is observed as a feasible and noteworthy work model for the foreseeable future. Therefore, private higher education should consider the findings of this study to manage the levels of organisational commitment from academic staff appropriately.Contribution/value-add: The study contributes to the body of knowledge regarding organisational commitment within a WFH context in private higher education.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2024-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140685673","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-26DOI: 10.4102/sajip.v50i0.2097
Ingra du Buisson-Narsai, Talia Fisher, Andrew Morris, Xander van Lill
{"title":"Neuromyths in Industrial and Organisational Psychology in South Africa: Prevalence and impact","authors":"Ingra du Buisson-Narsai, Talia Fisher, Andrew Morris, Xander van Lill","doi":"10.4102/sajip.v50i0.2097","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2097","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2024-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140210039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-16DOI: 10.4102/sajip.v50i0.2131
Thembekile K. Khoza, Tshegofatso Mabitsela, Petrus Nel
{"title":"Technology readiness, technology acceptance, and work engagement: A mediational analysis","authors":"Thembekile K. Khoza, Tshegofatso Mabitsela, Petrus Nel","doi":"10.4102/sajip.v50i0.2131","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2131","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2024-03-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140236782","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Orientation: Studies suggest that employees fairness perceptions of the workplace are positively linked to job performance. Employees associate perceptions of fairness in the workplace with transformational and transactional leaders. It is important to recognise that employees’ personal resources can be compromised when they perceive a lack of fairness in the workplace.Research purpose: This study investigated the role of leadership styles and psychological availability on the relationship between fairness perceptions of Broad-Based Black Economic Empowerment (BBBEE) and job performance of employees, within the South African work setting.Motivation for the study: Little is known about the association between the fairness perceptions of BBBEE and job performance. Also, less is known about the mediating variables that can influence this relationship.Research approach/design and method: A quantitative cross-sectional design was employed. Convenience sampling yielded 300 participants from whom data were collected.Main findings: The results showed that the perceived fairness of BBBEE had an indirect relationship with job performance by means of transactional leadership styles and psychological availability.Practical/managerial implications: Achieving optimal job performance from this group of employees hinges on transactional leaders satisfying the needs of employees in return for employees meeting agreed-upon obligations. Furthermore leaders need to monitor the extent to which employees are psychologically available at work.Contribution/value-add: The Job Demands-Resources (JD-R) model was extended to demonstrate the impact that fairness perceptions of BBBEE have on organisational behaviour. The study also revealed that the fairness perceptions of BBBEE affect job performance through transactional leadership styles and psychological availability.
{"title":"BBBEE fairness perceptions and job performance: The role of leadership styles and psychological availability","authors":"Tshegofatso Mabitsela, Madelyn Geldenhuys, Karolina Łaba","doi":"10.4102/sajip.v50i0.2116","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2116","url":null,"abstract":"Orientation: Studies suggest that employees fairness perceptions of the workplace are positively linked to job performance. Employees associate perceptions of fairness in the workplace with transformational and transactional leaders. It is important to recognise that employees’ personal resources can be compromised when they perceive a lack of fairness in the workplace.Research purpose: This study investigated the role of leadership styles and psychological availability on the relationship between fairness perceptions of Broad-Based Black Economic Empowerment (BBBEE) and job performance of employees, within the South African work setting.Motivation for the study: Little is known about the association between the fairness perceptions of BBBEE and job performance. Also, less is known about the mediating variables that can influence this relationship.Research approach/design and method: A quantitative cross-sectional design was employed. Convenience sampling yielded 300 participants from whom data were collected.Main findings: The results showed that the perceived fairness of BBBEE had an indirect relationship with job performance by means of transactional leadership styles and psychological availability.Practical/managerial implications: Achieving optimal job performance from this group of employees hinges on transactional leaders satisfying the needs of employees in return for employees meeting agreed-upon obligations. Furthermore leaders need to monitor the extent to which employees are psychologically available at work.Contribution/value-add: The Job Demands-Resources (JD-R) model was extended to demonstrate the impact that fairness perceptions of BBBEE have on organisational behaviour. The study also revealed that the fairness perceptions of BBBEE affect job performance through transactional leadership styles and psychological availability.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2024-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139594213","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-23DOI: 10.4102/sajip.v50i0.2117
Karina Mostert, Charlize Du Toit
Orientation: Higher education institutions (HEIs) are crucial in preparing students for the workforce. Practitioners, such as industrial psychologists, can aid HEIs to enhance student development and improve university efficiency.Research purpose: This study aims to investigate the relationship between student demands and resources, proactive behaviour towards strengths use (PBSU) and proactive behaviour towards deficit improvement (PBDI), and students’ well-being (emotional, social and psychological).Motivation for the study: Two specific types of proactive behaviour, namely PBSU and PBDI, have been identified that may contribute to student success. Investigating the impact of these behaviours on student antecedents and outcomes could offer valuable insights for designing student development initiatives.Research approach/design and method: This study included 773 South African first-year university students studying at different campuses of a South African university. Structural equation modelling was used to test the structural model and investigate the regression weights.Main findings: Students’ personal problems were found to predict both PBSU and PBDI negatively. Autonomy positively predicted both types of proactive behaviour. Proactive behaviour towards strengths use was strongly related to emotional and psychological well-being, while PBDI was strongly related to social well-being.Practical/managerial implications: This study highlights the direct impact of PBSU and PBDI on students’ well-being. Practitioners in university settings can benefit from the recommendations provided in this article to inform and implement initiatives related to student development and assist students in developing the necessary skills to enhance their work readiness.Contribution/value-add:This study’s findings contribute to the relatively small body of research on implementing strengths-based and deficit improvement initiatives in South African universities.
{"title":"Well-being of first-year students: The role of study characteristics, strengths and deficits","authors":"Karina Mostert, Charlize Du Toit","doi":"10.4102/sajip.v50i0.2117","DOIUrl":"https://doi.org/10.4102/sajip.v50i0.2117","url":null,"abstract":"Orientation: Higher education institutions (HEIs) are crucial in preparing students for the workforce. Practitioners, such as industrial psychologists, can aid HEIs to enhance student development and improve university efficiency.Research purpose: This study aims to investigate the relationship between student demands and resources, proactive behaviour towards strengths use (PBSU) and proactive behaviour towards deficit improvement (PBDI), and students’ well-being (emotional, social and psychological).Motivation for the study: Two specific types of proactive behaviour, namely PBSU and PBDI, have been identified that may contribute to student success. Investigating the impact of these behaviours on student antecedents and outcomes could offer valuable insights for designing student development initiatives.Research approach/design and method: This study included 773 South African first-year university students studying at different campuses of a South African university. Structural equation modelling was used to test the structural model and investigate the regression weights.Main findings: Students’ personal problems were found to predict both PBSU and PBDI negatively. Autonomy positively predicted both types of proactive behaviour. Proactive behaviour towards strengths use was strongly related to emotional and psychological well-being, while PBDI was strongly related to social well-being.Practical/managerial implications: This study highlights the direct impact of PBSU and PBDI on students’ well-being. Practitioners in university settings can benefit from the recommendations provided in this article to inform and implement initiatives related to student development and assist students in developing the necessary skills to enhance their work readiness.Contribution/value-add:This study’s findings contribute to the relatively small body of research on implementing strengths-based and deficit improvement initiatives in South African universities.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2024-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139604419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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