Pub Date : 2023-12-21DOI: 10.4102/sajip.v49i0.2108
Nelson Gwamanda, B. Mahembe
Orientation: Ethical leadership is crucial in fostering work engagement among employees in organisations.Research purpose: This study aimed to empirically validate a theoretical model explicating the structural relationships between ethical leadership, ethical climate and work engagement.Motivation for the study: The central role of work engagement in sustaining competitive advantage calls for an analysis of the role of ethical leadership and climate in enhancing an engaged workforce.Research approach/design and method: A non-probability convenience sample consisting of 304 participants was drawn from 10 selected private security companies.Main findings: High levels of reliability were found, and the unidimensionality of the subscales was confirmed through exploratory factor analyses. A good fit with the data was found for the measurement models through confirmatory factor analysis. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found between ethical leadership, climate and work engagement.Practical/managerial implications: The findings emphasise the role of ethical leadership and climate in work engagement. Ethical leadership fosters work engagement if employees perceive their leaders as ethical and if there is provision of favourable, transparent policies and procedures.Contribution/value-add: Ethical leadership alone may not be a sufficient condition for employee work engagement; other variables such as a positive ethical climate also play a role. The study suggests specific variables that may also combine with leadership to positively influence work engagement.
{"title":"The influence of ethical leadership and climate on employee work engagement","authors":"Nelson Gwamanda, B. Mahembe","doi":"10.4102/sajip.v49i0.2108","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2108","url":null,"abstract":"Orientation: Ethical leadership is crucial in fostering work engagement among employees in organisations.Research purpose: This study aimed to empirically validate a theoretical model explicating the structural relationships between ethical leadership, ethical climate and work engagement.Motivation for the study: The central role of work engagement in sustaining competitive advantage calls for an analysis of the role of ethical leadership and climate in enhancing an engaged workforce.Research approach/design and method: A non-probability convenience sample consisting of 304 participants was drawn from 10 selected private security companies.Main findings: High levels of reliability were found, and the unidimensionality of the subscales was confirmed through exploratory factor analyses. A good fit with the data was found for the measurement models through confirmatory factor analysis. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found between ethical leadership, climate and work engagement.Practical/managerial implications: The findings emphasise the role of ethical leadership and climate in work engagement. Ethical leadership fosters work engagement if employees perceive their leaders as ethical and if there is provision of favourable, transparent policies and procedures.Contribution/value-add: Ethical leadership alone may not be a sufficient condition for employee work engagement; other variables such as a positive ethical climate also play a role. The study suggests specific variables that may also combine with leadership to positively influence work engagement.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"35 4","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-12-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138952228","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 : 2023-12-20DOI: 10.4102/sajip.v49i0.2090
Kelly Clayton, Roslyn De Braine
Orientation: Performance management is a vital process across multiple businesses and is proven to be an integral element in navigating employees through the coronavirus disease 2019 (COVID-19) pandemic while determining possible influences on the work identity of employees during this period.Research purpose: The purpose of this study was to understand the influence of performance management process changes on the work identity of employees during the COVID-19 pandemic.Motivation for the study: There is little research available that discusses performance management and work identity. As such, this research works towards closing this gap by understanding the influence of performance management process changes on the identity of employees.Research approach/design and method: A qualitative approach was followed through an interpretivist research paradigm. A purposive sampling technique was used to select 15 participants. The participants took part in semi-structured interviews. Grounded theory was followed, and the constant comparative method was used.Main findings: The performance management process changes had no influence on the work identity and work role of participants. Instead, the pandemic itself and the way in which the organisation supported its employees while they navigated the pandemic had an influence on the work identity and work roles of employees.Practical/managerial implications: Organisations can adopt the research findings to enhance employee work identity and performance throughout future changes that affect the organisation.Contribution/value-add: This article offers insights into the lack of literature available that discusses performance management and work identity collectively.
{"title":"Performance management process changes on the work identity of employees during COVID-19","authors":"Kelly Clayton, Roslyn De Braine","doi":"10.4102/sajip.v49i0.2090","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2090","url":null,"abstract":"Orientation: Performance management is a vital process across multiple businesses and is proven to be an integral element in navigating employees through the coronavirus disease 2019 (COVID-19) pandemic while determining possible influences on the work identity of employees during this period.Research purpose: The purpose of this study was to understand the influence of performance management process changes on the work identity of employees during the COVID-19 pandemic.Motivation for the study: There is little research available that discusses performance management and work identity. As such, this research works towards closing this gap by understanding the influence of performance management process changes on the identity of employees.Research approach/design and method: A qualitative approach was followed through an interpretivist research paradigm. A purposive sampling technique was used to select 15 participants. The participants took part in semi-structured interviews. Grounded theory was followed, and the constant comparative method was used.Main findings: The performance management process changes had no influence on the work identity and work role of participants. Instead, the pandemic itself and the way in which the organisation supported its employees while they navigated the pandemic had an influence on the work identity and work roles of employees.Practical/managerial implications: Organisations can adopt the research findings to enhance employee work identity and performance throughout future changes that affect the organisation.Contribution/value-add: This article offers insights into the lack of literature available that discusses performance management and work identity collectively. ","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"3 3","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138956524","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 : 2023-12-18DOI: 10.4102/sajip.v49i0.2130
Marna Van der Merwe, Petrus Nel, C. Hoole
Orientation: The study investigated the organisational level factors that impact the sustainable operationalisation of talent management.Research purpose: The study explored the impact and interplay of internal realities and talent choices in determining a fit-for-purpose talent management approach.Motivation for the study: The changes that organisations face have given rise to the need to re-evaluate talent management practices, which remain largely devoid of the potential impact of contextual factors and realities.Research approach/design and method: The qualitative study was conducted in two phases. During the first phase, data were collected from 13 talent management professionals using purposeful sampling and semi-structured interviews. During phase two, the Delphi method was used to validate the findings with an expert panel (n = 8).Main findings: The four broad themes identified through the research relate to: (1) the interplay between organisational factors and internal realities, (2) congruence between the organisational context and talent philosophy in talent management execution, (3) clarity on defining talent and (4) challenges in translating talent philosophies into practices.Practical/managerial implications: Organisational factors and internal realities impact the talent choices that the organisation must make and is reflected in who is defined as talent and how talent is believed to add value. These factors must be considered in talent management execution, by using this as input into the talent management strategy and the basis for prioritising talent management practices.Contribution/value-add: The study makes a contribution to talent management theory and practice by focusing on organisational factors that impact the successful execution of talent management.
{"title":"Future-proofing talent management: Organisational implications and practical considerations","authors":"Marna Van der Merwe, Petrus Nel, C. Hoole","doi":"10.4102/sajip.v49i0.2130","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2130","url":null,"abstract":"Orientation: The study investigated the organisational level factors that impact the sustainable operationalisation of talent management.Research purpose: The study explored the impact and interplay of internal realities and talent choices in determining a fit-for-purpose talent management approach.Motivation for the study: The changes that organisations face have given rise to the need to re-evaluate talent management practices, which remain largely devoid of the potential impact of contextual factors and realities.Research approach/design and method: The qualitative study was conducted in two phases. During the first phase, data were collected from 13 talent management professionals using purposeful sampling and semi-structured interviews. During phase two, the Delphi method was used to validate the findings with an expert panel (n = 8).Main findings: The four broad themes identified through the research relate to: (1) the interplay between organisational factors and internal realities, (2) congruence between the organisational context and talent philosophy in talent management execution, (3) clarity on defining talent and (4) challenges in translating talent philosophies into practices.Practical/managerial implications: Organisational factors and internal realities impact the talent choices that the organisation must make and is reflected in who is defined as talent and how talent is believed to add value. These factors must be considered in talent management execution, by using this as input into the talent management strategy and the basis for prioritising talent management practices.Contribution/value-add: The study makes a contribution to talent management theory and practice by focusing on organisational factors that impact the successful execution of talent management.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" 3","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138995309","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 : 2023-12-05DOI: 10.4102/sajip.v49i0.2085
S. Grobler, A. Grobler
Orientation: It is scientifically questionable whether a predominantly Western construct and instrument could be used in the culturally diverse South African context. The sound measurement of transformational leadership in a multicultural context with the Transformational Leadership Questionnaire (TLQ), developed by Podsakoff et al. (1990), is studied from an etic perspective.Research purpose: Our study aimed to investigate the TLQ in terms of its construct validity. The instrument was developed outside the South African and the broader African and context; our study thus adopted an etic approach.Motivation for the study: The psychometric properties of the TLQs are examined through a contextual lens (the South African context), building on the previously conducted work of Podsakoff et al. (1990) and Podsakoff et al. (2012).Research approach/design and method: This research employed a typical empirical paradigm using a cross-sectional design and quantitative analysis. The sample comprised 3805 respondents. A multi-factorial model was explored and confirmed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The results support the original conceptualisation of the overall construct, but with an adjusted factorisation.Main findings: Two factors of transformational leadership were confirmed, namely leadership focused on organisational, group and individual transformation and leadership focused on creativity and innovation. Good psychometric properties, in terms of good fit and acceptable levels of convergent and discriminant validity were reported for a two-factor model.Practical/managerial implications: The adapted TLQ was found to be valid on structural (factorial) as well as external levels, and it was found to be reliable. The results suggest that transformational leadership could be used with confidence within the South African context.Contribution/value-add: Our study established a valid measure of transformational leadership from an etic approach. The necessity for our study originated from the diverse nature of the South African workforce. Participants from both the private and public sectors were included in our study.
取向:一个以西方为主的结构和工具能否在文化多样化的南非环境中使用，这在科学上是值得怀疑的。利用Podsakoff等人(1990)开发的变革型领导问卷(TLQ)，从遗传学的角度研究了多元文化背景下变革型领导的声音测量。研究目的:本研究旨在探讨TLQ的构念效度。该文书是在南非和更广泛的非洲以外发展起来的;因此，我们的研究采用了一种数学方法。研究动机:基于Podsakoff et al.(1990)和Podsakoff et al.(2012)先前开展的工作，通过语境视角(南非语境)对tlq的心理测量特性进行了检验。研究方法/设计与方法:本研究采用典型的实证范式，采用横断面设计和定量分析。样本包括3805名受访者。采用探索性因子分析(EFA)和验证性因子分析(CFA)对多因子模型进行了探索和验证。结果支持整体结构的原始概念化，但有调整的因式分解。主要发现:确认了变革型领导的两个因素，即专注于组织、团体和个人变革的领导和专注于创造和创新的领导。良好的心理测量特性，在良好的拟合和可接受的水平的收敛和判别效度报告了一个双因素模型。实践/管理意义:经调整的TLQ在结构(因子)和外部水平上都是有效的，并且是可靠的。结果表明，变革型领导可以在南非的背景下充满信心地使用。贡献/增值:我们的研究从逻辑方法建立了变革型领导的有效衡量标准。我们研究的必要性源于南非劳动力的多样性。我们的研究包括来自私营和公共部门的参与者。
{"title":"Measurement of transformational leadership in South Africa: Assessed from an etic perspective","authors":"S. Grobler, A. Grobler","doi":"10.4102/sajip.v49i0.2085","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2085","url":null,"abstract":"Orientation: It is scientifically questionable whether a predominantly Western construct and instrument could be used in the culturally diverse South African context. The sound measurement of transformational leadership in a multicultural context with the Transformational Leadership Questionnaire (TLQ), developed by Podsakoff et al. (1990), is studied from an etic perspective.Research purpose: Our study aimed to investigate the TLQ in terms of its construct validity. The instrument was developed outside the South African and the broader African and context; our study thus adopted an etic approach.Motivation for the study: The psychometric properties of the TLQs are examined through a contextual lens (the South African context), building on the previously conducted work of Podsakoff et al. (1990) and Podsakoff et al. (2012).Research approach/design and method: This research employed a typical empirical paradigm using a cross-sectional design and quantitative analysis. The sample comprised 3805 respondents. A multi-factorial model was explored and confirmed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The results support the original conceptualisation of the overall construct, but with an adjusted factorisation.Main findings: Two factors of transformational leadership were confirmed, namely leadership focused on organisational, group and individual transformation and leadership focused on creativity and innovation. Good psychometric properties, in terms of good fit and acceptable levels of convergent and discriminant validity were reported for a two-factor model.Practical/managerial implications: The adapted TLQ was found to be valid on structural (factorial) as well as external levels, and it was found to be reliable. The results suggest that transformational leadership could be used with confidence within the South African context.Contribution/value-add: Our study established a valid measure of transformational leadership from an etic approach. The necessity for our study originated from the diverse nature of the South African workforce. Participants from both the private and public sectors were included in our study.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"120 33","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138599383","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 : 2023-11-30DOI: 10.4102/sajip.v49i0.2146
C. Hoole
Abstract not available.
无摘要。
{"title":"An Editorial reflection: Towards building a research community","authors":"C. Hoole","doi":"10.4102/sajip.v49i0.2146","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2146","url":null,"abstract":"Abstract not available.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"146 1-2","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139206893","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 : 2023-11-29DOI: 10.4102/sajip.v49i0.2080
M. Coetzee, Nadia Ferreira, I. Potgieter
Orientation: The way people view and experience their work and workplaces is fundamental to the extent to which employees find meaning in work. Research that examines individuals’ views about the more turbulent and disruptive technology-enhanced work world seems to be scant.Research purpose: The present study sheds light on the extent to which individuals’ personal philosophy and Africanisation views on the work world inform pathways to meaningful work in the digital-era workspace.Research approach/design and method: The study applied a qualitative, grounded-theory research approach to inductively gain deeper insight into participants’ views of the digital era work world from their responses on an open-ended research questionnaire. A randomly chosen sample of (N = 486) undergraduate students participated in the study.Main findings: The findings illuminated four psychosocial pathways and their resources toward meaningful work in the digital-era workspace: Self-agency, other-agency, self-communion and other-communion.Practical/managerial implications: Employers and practitioners should explore strategies for enhancing work meaningfulness in today’s more turbulent technology-driven work world.Contribution/value-add: The study contributed an integrative model of psychosocial pathways and resources toward meaningful work in the digital workspace. The model informs practices for fostering meaningful work in technology-enhanced workspaces.
{"title":"Pathways to meaningful work in the digital workspace: A qualitative exploration","authors":"M. Coetzee, Nadia Ferreira, I. Potgieter","doi":"10.4102/sajip.v49i0.2080","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2080","url":null,"abstract":"Orientation: The way people view and experience their work and workplaces is fundamental to the extent to which employees find meaning in work. Research that examines individuals’ views about the more turbulent and disruptive technology-enhanced work world seems to be scant.Research purpose: The present study sheds light on the extent to which individuals’ personal philosophy and Africanisation views on the work world inform pathways to meaningful work in the digital-era workspace.Research approach/design and method: The study applied a qualitative, grounded-theory research approach to inductively gain deeper insight into participants’ views of the digital era work world from their responses on an open-ended research questionnaire. A randomly chosen sample of (N = 486) undergraduate students participated in the study.Main findings: The findings illuminated four psychosocial pathways and their resources toward meaningful work in the digital-era workspace: Self-agency, other-agency, self-communion and other-communion.Practical/managerial implications: Employers and practitioners should explore strategies for enhancing work meaningfulness in today’s more turbulent technology-driven work world.Contribution/value-add: The study contributed an integrative model of psychosocial pathways and resources toward meaningful work in the digital workspace. The model informs practices for fostering meaningful work in technology-enhanced workspaces.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"8 1","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139210512","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 : 2023-11-29DOI: 10.4102/sajip.v49i0.2099
Lidewey E. C. van der Sluis, E. N. Barkhuizen
Orientation: The coronavirus disease 2019 (COVID-19) pandemic, concurrent with Fourth Industrial Revolution (4IR), introduces a new work environment and vocabulary that challenges traditional talent management (TM) thought processes, taxonomies, and practices. As a result, we must reconstruct the meanings of workplace talent and TM to ensure business continuity in a disrupted workplace.Research purpose: The main objective of this research was to investigate the current thought processes and meanings associated with the concepts of talent and TM as catalysts for enhancing meaningful work experiences in a volatile workplace.Motivation for the study: Research exploring the meaning of talent and TM as a two-way approach in the new world of work is yet forthcoming.Research approach/design and method: A literature review was conducted to synthesise a shared comprehension of the meaning of talent and TM in the new work environment and their practical applications.Main findings: The findings reveal that the current definitions of talent and TM are ambiguous and contradictory. Consequently, there are numerous dichotomies regarding the most practical method of implementing TM during a crisis. From a multi-value perspective, talent provides valuable insights into how talent and TM practices can be optimised in a world of work characterised by disruption.Practical/managerial implications: Leaders and talent practitioners must reimagine and transform TM practices for sustainable and meaningful individual and organisational impact.Contribution/value-add: This paper provides novel and unique insights into how talent can best be optimised in the new world of work.
{"title":"Meaning in motion: Evolving images of talent in organisations in a disruptive world","authors":"Lidewey E. C. van der Sluis, E. N. Barkhuizen","doi":"10.4102/sajip.v49i0.2099","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2099","url":null,"abstract":"Orientation: The coronavirus disease 2019 (COVID-19) pandemic, concurrent with Fourth Industrial Revolution (4IR), introduces a new work environment and vocabulary that challenges traditional talent management (TM) thought processes, taxonomies, and practices. As a result, we must reconstruct the meanings of workplace talent and TM to ensure business continuity in a disrupted workplace.Research purpose: The main objective of this research was to investigate the current thought processes and meanings associated with the concepts of talent and TM as catalysts for enhancing meaningful work experiences in a volatile workplace.Motivation for the study: Research exploring the meaning of talent and TM as a two-way approach in the new world of work is yet forthcoming.Research approach/design and method: A literature review was conducted to synthesise a shared comprehension of the meaning of talent and TM in the new work environment and their practical applications.Main findings: The findings reveal that the current definitions of talent and TM are ambiguous and contradictory. Consequently, there are numerous dichotomies regarding the most practical method of implementing TM during a crisis. From a multi-value perspective, talent provides valuable insights into how talent and TM practices can be optimised in a world of work characterised by disruption.Practical/managerial implications: Leaders and talent practitioners must reimagine and transform TM practices for sustainable and meaningful individual and organisational impact.Contribution/value-add: This paper provides novel and unique insights into how talent can best be optimised in the new world of work.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"18 1","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139212162","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 : 2023-11-27DOI: 10.4102/sajip.v49i0.2033
E. Ohu
Orientation: Employees’ intention to leave the organisation they work for can have various debilitating effects on the organisation. Thus, it is imperative to examine factors that can lead to turnover intentions. This empirical study considered the impact of information processing cognitive load on engagement and hence on turnover intention.Research purpose: This study investigated the correlates of turnover intention, to determine whether, why and how the quantity of information processed by managers in the course of their work predicts their intention to quit.Motivation for the study: Because of globalisation, its effect and the proliferation and adoption of information and communication technology, new ways are sought to explain employee engagement. This study aimed to better understand what both motivates and encourages employee commitment and increases retention.Research approach/design and method: The study employed a cross-sectional survey of some senior managers in a West African country. A total of 49 participants completed an online questionnaire (Turnover intention, Work Design Questionnaire, Work-family conflict [WFC] and facilitation scale) administered as part of an organisational behaviour course.Main findings: Results indicated a positive relationship between the amount of information processed at work and turnover intention, one of the first studies to introduce this predictor of turnover intention among senior managers. In the search for potential organisational levers for intervention, a moderated-mediated analysis showed that workplace decision autonomy matters for turnover intention only when WFC is high.Practical/managerial implications: Avenues for potential organisational intervention to improve retention of senior managers are suggested.Contribution/value-add: This study contributes to the literature of Industrial/Organisational Psychology research in the context of turnover intentions by showing how information overload can affect turnover intentions.
{"title":"Too much information: When work-family conflict empowers senior managers to stay","authors":"E. Ohu","doi":"10.4102/sajip.v49i0.2033","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2033","url":null,"abstract":"Orientation: Employees’ intention to leave the organisation they work for can have various debilitating effects on the organisation. Thus, it is imperative to examine factors that can lead to turnover intentions. This empirical study considered the impact of information processing cognitive load on engagement and hence on turnover intention.Research purpose: This study investigated the correlates of turnover intention, to determine whether, why and how the quantity of information processed by managers in the course of their work predicts their intention to quit.Motivation for the study: Because of globalisation, its effect and the proliferation and adoption of information and communication technology, new ways are sought to explain employee engagement. This study aimed to better understand what both motivates and encourages employee commitment and increases retention.Research approach/design and method: The study employed a cross-sectional survey of some senior managers in a West African country. A total of 49 participants completed an online questionnaire (Turnover intention, Work Design Questionnaire, Work-family conflict [WFC] and facilitation scale) administered as part of an organisational behaviour course.Main findings: Results indicated a positive relationship between the amount of information processed at work and turnover intention, one of the first studies to introduce this predictor of turnover intention among senior managers. In the search for potential organisational levers for intervention, a moderated-mediated analysis showed that workplace decision autonomy matters for turnover intention only when WFC is high.Practical/managerial implications: Avenues for potential organisational intervention to improve retention of senior managers are suggested.Contribution/value-add: This study contributes to the literature of Industrial/Organisational Psychology research in the context of turnover intentions by showing how information overload can affect turnover intentions.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":"30 1","pages":""},"PeriodicalIF":2.1,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139230726","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 : 2023-11-27DOI: 10.4102/sajip.v49i0.2119
Tashrequa M. Beharrie, Tshegofatso Mabitsela
Orientation: In the workplace, emotional labour is said to be disproportionately performed by women. Research also seems to suggest that women in leadership roles practise emotional labour.Research purpose: This study aimed to determine what work-related situations gave rise to experiences of emotional labour of women in leadership roles. Furthermore, to gain insight into the experiences of the emotional labour of women in leadership roles across industries within the South African context.Motivation for the study: Within the South African workplace context, little is known about the workplace situations that give rise to specific emotional labour experiences among women in leadership roles.Research approach/design and method: A qualitative approach was adopted, focusing on a phenomenological strategy, utilising the purposive and snowball sampling technique to acquire participants. Data saturation was reached at 12 participants and thematic analysis was utilised to analyse the raw data from the interviews.Main findings: Themes identified from the data were leading through emotions, suppressing emotions to get work done, demonstrating emotional intelligence, avoiding emotional stereotyping and navigating the work-home emotional spillover.Practical/managerial implications: Industrial psychologists are encouraged to create a culture where open conversations are encouraged and are a norm as a way for employees to engage constructively.Contribution/value-add: This study adds to the literature on situations that give rise to experiences of emotional labour for women in leadership positions in South Africa and has important implications for organisations and women in leadership.
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Pub Date : 2023-11-21DOI: 10.4102/sajip.v49i0.2104
Felicity Nyathi, R. Oosthuizen
Orientation: An understanding of career adaptability and organisational commitment has become a thought-provoking phenomenon facing many contemporary organisations in the investment sector.Research purpose: This study aimed to investigate the relationship between career adaptability and organisational commitment among employees in the investment sector.Motivation for the study: There is an increasing need to understand employees’ capability to successfully manage changes that occur in the work context and how these impact their commitment to the organisation.Research approach: study adopted a quantitative research approach. A biographical questionnaire, Career Adapt-Abilities Scale, and Organisational Commitment Questionnaire, were administered among 200 permanent employees in the investment sector. Descriptive statistics, correlations, independent t-tests, and regressions were used to analyse the data.Main findings: The results showed a significant positive correlation between career adaptability and organisational commitment of employees who work in the investment sector. These results supported a predictive relationship between some demographic variables, career adaptability, and organisational commitment.Practical implications: Organisations should consider agile approaches to career adaptability given the constantly changing work environment in the Fourth Industrial Revolution and aim to achieve organisational commitment through the alignment of individual and organisational values and goals.Contribution: The findings provided valuable insight and knowledge about career adaptability and organisational commitment particularly for employees in the investment sector.
研究方向研究目的：本研究旨在调查投资行业员工的职业适应性与组织承诺之间的关系：研究方法：本研究采用定量研究方法。研究方法：研究采用定量研究方法，对 200 名投资部门的长期雇员进行了履历问卷、职业适应能力量表和组织承诺问卷调查。数据分析采用了描述性统计、相关性、独立 t 检验和回归等方法：结果显示，投资部门员工的职业适应性与组织承诺之间存在明显的正相关。这些结果支持了一些人口统计学变量、职业适应性和组织承诺之间的预测关系：实践意义：鉴于第四次工业革命中不断变化的工作环境，组织应考虑采用灵活的职业适应性方法，并通过协调个人与组织的价值观和目标来实现组织承诺：研究结果提供了有关职业适应性和组织承诺的宝贵见解和知识，尤其是对投资行业的员工而言。
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