Pub Date : 2021-04-20DOI: 10.4102/SAJIP.V47I0.1830
S. McCallaghan, Marita M. Heyns
South Africa is considered as an intriguing environment for studying diversity, yet there is no validated instrument available to assess diversity climate. This is due especially to South Africa’s history of legalised segregation and recent legislative attempts to improve diversity (Jackson & Van de Vijver, 2018). An emerging area within the diversity management domain is on how employees form opinions with regard to diversity – also known as diversity climate. Diversity climate is especially important for organisations, as this concept within the diversity management domain is associated with several diversity-related benefits (Cachat-Rosset, Carillo, & Klarsfeld, 2019).
南非被认为是研究多样性的一个有趣的环境，但还没有经过验证的工具来评估多样性气候。这尤其是由于南非种族隔离合法化的历史，以及最近为提高多样性而进行的立法尝试（Jackson&Van de Vijver，2018）。多样性管理领域的一个新兴领域是员工如何就多样性形成意见，也称为多样性气候。多样性气候对组织来说尤其重要，因为多样性管理领域内的这一概念与多种多样性相关的好处有关（Cachat-Rosset，Carillo，&Klarsfeld，2019）。
{"title":"The validation of a diversity climate measurement instrument for the South African environment","authors":"S. McCallaghan, Marita M. Heyns","doi":"10.4102/SAJIP.V47I0.1830","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1830","url":null,"abstract":"South Africa is considered as an intriguing environment for studying diversity, yet there is no validated instrument available to assess diversity climate. This is due especially to South Africa’s history of legalised segregation and recent legislative attempts to improve diversity (Jackson & Van de Vijver, 2018). An emerging area within the diversity management domain is on how employees form opinions with regard to diversity – also known as diversity climate. Diversity climate is especially important for organisations, as this concept within the diversity management domain is associated with several diversity-related benefits (Cachat-Rosset, Carillo, & Klarsfeld, 2019).","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47010330","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 : 2021-04-12DOI: 10.4102/SAJIP.V47I0.1828
Nisha Harry, Thapelo Malepane
People generally regard employment as an important aspect of their everyday life. However, several challenges exist in the work environment that may impact both their productivity and their health. Accordingly, it is vital that individuals are able to adapt resourcefully in a changing environment (Brown & Lent, 2016). There are various challenges that affect employees in the public sectors, for example, in the Water and Sanitation Department in South Africa, employees are exposed to precarious situations such as poor governance, volatile economic conditions, poor service delivery, ambiguous job roles and career uncertainty (Brown & Lent, 2016). This has resulted in employees acquiring new skill and competencies to enable them to contribute to the global business market. Career adaptability may be regarded as psychosocial resources and a cardinal construct useful for having a better understanding of vocational behaviour in which individuals continually adapt throughout life in the ever-changing personal needs and environmental demands (Ambiel, De Carvalho, Martins, & Tofoli, 2016; Duffy, 2010; Savickas, 2012; Tolentino et al., 2014).
{"title":"Gender and emotional intelligence as predictors of career adaptability in the Department of Water and Sanitation in South Africa","authors":"Nisha Harry, Thapelo Malepane","doi":"10.4102/SAJIP.V47I0.1828","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1828","url":null,"abstract":"People generally regard employment as an important aspect of their everyday life. However, several challenges exist in the work environment that may impact both their productivity and their health. Accordingly, it is vital that individuals are able to adapt resourcefully in a changing environment (Brown & Lent, 2016). There are various challenges that affect employees in the public sectors, for example, in the Water and Sanitation Department in South Africa, employees are exposed to precarious situations such as poor governance, volatile economic conditions, poor service delivery, ambiguous job roles and career uncertainty (Brown & Lent, 2016). This has resulted in employees acquiring new skill and competencies to enable them to contribute to the global business market. Career adaptability may be regarded as psychosocial resources and a cardinal construct useful for having a better understanding of vocational behaviour in which individuals continually adapt throughout life in the ever-changing personal needs and environmental demands (Ambiel, De Carvalho, Martins, & Tofoli, 2016; Duffy, 2010; Savickas, 2012; Tolentino et al., 2014).","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45519915","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 : 2021-03-30DOI: 10.4102/SAJIP.V47I0.1824
Zahn Van Niekerk, S. Goosen, Samantha P. Adams
In South Africa, there are numerous signs indicating that there is a crisis in education (Modisaotsile, 2012). Despite the report of the Department of Basic Education (DBE) that the annual pass rate of Grade 12 students improved from 78.20% in 2018 (2019, p. 2) to 81.30% in 2019 (2020, p. 6), of the 1 171 323 learners enrolled for Grade 1 in 2007 (DBE, 2009, p. 9), only 400 761 passed the National Senior Certificate (NSC) examination in 2018 (DBE, 2019, p. 44). Similarly, 1 122 114 learners were enrolled for Grade 1 in 2008 (DBE, 2010, p. 11), but only 409 906 of these students passed their NSC examination in 2019 (DBE, 2020, p. 7). These figures indicate that more than 50% of learners who enrolled for Grade 1 in 2007 and 2008, respectively, did not complete the Grade 12 NSC qualification in 2018 and 2019.
在南非，有许多迹象表明存在教育危机(modisaotile, 2012)。尽管基础教育部(DBE)的报告显示，12年级学生的年通过率从2018年的78.20%(2019年，第2页)提高到2019年的81.30%(2020年，第6页)，但在2007年1 17323名1年级学生中(DBE, 2009年，第9页)，只有400761人通过了2018年的国家高级证书(NSC)考试(DBE, 2019年，第44页)。同样，2008年有1122214名一年级学生入学(DBE, 2010, p. 11)，但这些学生中只有409906人通过了2019年的NSC考试(DBE, 2020, p. 7)。这些数字表明，2007年和2008年入学的一年级学生中，有超过50%的人在2018年和2019年没有完成12年级的NSC考试资格。
{"title":"Illegitimate tasks of primary school teachers at selected schools in the Western Cape: A reality for a developing country?","authors":"Zahn Van Niekerk, S. Goosen, Samantha P. Adams","doi":"10.4102/SAJIP.V47I0.1824","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1824","url":null,"abstract":"In South Africa, there are numerous signs indicating that there is a crisis in education (Modisaotsile, 2012). Despite the report of the Department of Basic Education (DBE) that the annual pass rate of Grade 12 students improved from 78.20% in 2018 (2019, p. 2) to 81.30% in 2019 (2020, p. 6), of the 1 171 323 learners enrolled for Grade 1 in 2007 (DBE, 2009, p. 9), only 400 761 passed the National Senior Certificate (NSC) examination in 2018 (DBE, 2019, p. 44). Similarly, 1 122 114 learners were enrolled for Grade 1 in 2008 (DBE, 2010, p. 11), but only 409 906 of these students passed their NSC examination in 2019 (DBE, 2020, p. 7). These figures indicate that more than 50% of learners who enrolled for Grade 1 in 2007 and 2008, respectively, did not complete the Grade 12 NSC qualification in 2018 and 2019.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44538647","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 : 2021-03-19DOI: 10.4102/SAJIP.V47I0.1804
T. S. Mhlanga, T. Mjoli, Shingirayi F. Chamisa, C. Marange
The Fourth Industrial Revolution has led many organisations to continuously search for ways to tap into the ever-changing world of work. The desire to maximise human capital is not a new concept; the methods used are changing to reflect the important role job engagement plays in the workplace. Job engagement has been considered as the most popular topic to be incorporated within the human resource management agenda if organisations are to outmanoeuver their competitors. According to Chen and Nadkarni (2017), because of intensive global competition there is need for organisations to better utilise human resources to achieve success. Nienaber and Martins (2016) conceived competitive advantage as the hallmark of rigorous strategy. Therefore, for organisations to successfully increase their competitive advantage, they need to develop strategies to attract, motivate and retain a highly skilled, flexible and adaptive workforce. These strategies are within the human resource management practises and can be addressed with factors such as job engagement, psychological conditions and personality traits. Despite the popularity of the concepts within the organisational setting, research findings on the potential of these constructs to attract, motivate and retain talent are not consistent. Mixed results have been reported on the impact of personality and psychological conditions on job engagement (Gulamali, 2017; Ongore, 2014). Conducting more research on the concepts using different populations and organisation will provide an indication on the empirical estimation of the constructs to achieve Orientation: Increasing job engagement in a sustainable way remains a challenge and the question remains as to why employees, when working under comparable conditions display signs of job engagement whereas others display a few or no signs of job engagement.
{"title":"Personality and psychological conditions in relation to job engagement amongst municipal workers in the Eastern Cape province, South Africa","authors":"T. S. Mhlanga, T. Mjoli, Shingirayi F. Chamisa, C. Marange","doi":"10.4102/SAJIP.V47I0.1804","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1804","url":null,"abstract":"The Fourth Industrial Revolution has led many organisations to continuously search for ways to tap into the ever-changing world of work. The desire to maximise human capital is not a new concept; the methods used are changing to reflect the important role job engagement plays in the workplace. Job engagement has been considered as the most popular topic to be incorporated within the human resource management agenda if organisations are to outmanoeuver their competitors. According to Chen and Nadkarni (2017), because of intensive global competition there is need for organisations to better utilise human resources to achieve success. Nienaber and Martins (2016) conceived competitive advantage as the hallmark of rigorous strategy. Therefore, for organisations to successfully increase their competitive advantage, they need to develop strategies to attract, motivate and retain a highly skilled, flexible and adaptive workforce. These strategies are within the human resource management practises and can be addressed with factors such as job engagement, psychological conditions and personality traits. Despite the popularity of the concepts within the organisational setting, research findings on the potential of these constructs to attract, motivate and retain talent are not consistent. Mixed results have been reported on the impact of personality and psychological conditions on job engagement (Gulamali, 2017; Ongore, 2014). Conducting more research on the concepts using different populations and organisation will provide an indication on the empirical estimation of the constructs to achieve Orientation: Increasing job engagement in a sustainable way remains a challenge and the question remains as to why employees, when working under comparable conditions display signs of job engagement whereas others display a few or no signs of job engagement.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44923327","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 : 2021-03-11DOI: 10.4102/SAJIP.V47I0.1776
D. Arendse
There is a need to develop tests locally for the diverse population of South Africa, which presents a unique combination of multilingualism and multiculturalism that innately affect performance in internationally created tests (Bekwa, 2016; Foxcroft, 2004; Foxcroft, Roodt, & Abrahams, 2013; Laher & Cockcroft, 2017; Arendse, 2018). The culturally complex context of South Africa makes this a formidable, yet imperative task. The researcher undertook this task and empirically created the English Comprehension Test (ECT). The ECT, a South African empirically developed test, was identified as a measure for verbal reasoning (Arendse & Maree, 2019; Arendse, 2018, 2020) but it is still in the validation process. Orientation: The empirically designed English Comprehension Test (ECT) is theorised to measure verbal reasoning and is currently undergoing validation. The test development produced two versions of the ECT, namely, ECT version 1.2 and ECT version 1.3. This study focuses on the latest test version, ECT version 1.3.
{"title":"Addressing gender discrimination in cognitive assessment using the English Comprehension Test","authors":"D. Arendse","doi":"10.4102/SAJIP.V47I0.1776","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1776","url":null,"abstract":"There is a need to develop tests locally for the diverse population of South Africa, which presents a unique combination of multilingualism and multiculturalism that innately affect performance in internationally created tests (Bekwa, 2016; Foxcroft, 2004; Foxcroft, Roodt, & Abrahams, 2013; Laher & Cockcroft, 2017; Arendse, 2018). The culturally complex context of South Africa makes this a formidable, yet imperative task. The researcher undertook this task and empirically created the English Comprehension Test (ECT). The ECT, a South African empirically developed test, was identified as a measure for verbal reasoning (Arendse & Maree, 2019; Arendse, 2018, 2020) but it is still in the validation process. Orientation: The empirically designed English Comprehension Test (ECT) is theorised to measure verbal reasoning and is currently undergoing validation. The test development produced two versions of the ECT, namely, ECT version 1.2 and ECT version 1.3. This study focuses on the latest test version, ECT version 1.3.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42280743","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 : 2021-03-03DOI: 10.4102/SAJIP.V47I0.1816
H. Shava, W. Chinyamurindi
The world of work is changing. Much of this change is attributed to the uncertainty and turbulence happening in the macro-environment and subsequently affecting the experience of work (Cooke, 2018; Psychogios & Prouska, 2019). The situation is exacerbated by the rapid technological advancement that in some cases not only poses a threat but also potentially can be an opportunity for the world of work (Bondarouk, Parry, & Furtmueller, 2017). Within all this, there is evidence showing the value that is being placed on a balancing act between work and home life (Bhave & Lefter, 2017).
{"title":"The effects of work resources and career adaptability on employee health: A case of sample of teachers in South Africa","authors":"H. Shava, W. Chinyamurindi","doi":"10.4102/SAJIP.V47I0.1816","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1816","url":null,"abstract":"The world of work is changing. Much of this change is attributed to the uncertainty and turbulence happening in the macro-environment and subsequently affecting the experience of work (Cooke, 2018; Psychogios & Prouska, 2019). The situation is exacerbated by the rapid technological advancement that in some cases not only poses a threat but also potentially can be an opportunity for the world of work (Bondarouk, Parry, & Furtmueller, 2017). Within all this, there is evidence showing the value that is being placed on a balancing act between work and home life (Bhave & Lefter, 2017).","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42796494","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 : 2021-02-11DOI: 10.4102/SAJIP.V47I0.1810
W. Chinyamurindi, R. Rashe
There is a noted shift in society, characterised often by women’s entry, especially in careers that may traditionally be the domain of men. This shift may be responsible for challenging the old order of thinking. For instance, Cooper (1995)’s values of ‘strength, robustness, boldness, stoutness, bravery’ (pp. 146–147) may be questioned as to their relevance to men alone. Some (e.g. Gagnon & Sandoval, 2020) argue for the need to question the relevance in contemporary society of gender stereotyping with their argument being for the need for inclusivity as is being performed in the career paths in the sciences and technology. Part of this process concerns exploring pay differences between women and men (Albrecht, Bronson, Thoursiec, & Vroman, 2018). The process also entails understanding continually those barriers affecting the career development of minority groups such as women.
{"title":"Called to the ministry: Narratives of career choice amongst female pastors in South Africa","authors":"W. Chinyamurindi, R. Rashe","doi":"10.4102/SAJIP.V47I0.1810","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1810","url":null,"abstract":"There is a noted shift in society, characterised often by women’s entry, especially in careers that may traditionally be the domain of men. This shift may be responsible for challenging the old order of thinking. For instance, Cooper (1995)’s values of ‘strength, robustness, boldness, stoutness, bravery’ (pp. 146–147) may be questioned as to their relevance to men alone. Some (e.g. Gagnon & Sandoval, 2020) argue for the need to question the relevance in contemporary society of gender stereotyping with their argument being for the need for inclusivity as is being performed in the career paths in the sciences and technology. Part of this process concerns exploring pay differences between women and men (Albrecht, Bronson, Thoursiec, & Vroman, 2018). The process also entails understanding continually those barriers affecting the career development of minority groups such as women.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46580492","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 : 2021-01-29DOI: 10.4102/SAJIP.V47I0.1835
Nkosana Tshisa, F. V. D. Walt
A larger and more complex talent pool is emerging as a result of the labour force becoming more diverse (Ozeren, 2014). This talent pool includes individuals with different sexual orientations and gender identities such as lesbian, gay, bisexual, transgender, queer, intersex, asexual and others (LGBTQIA+: henceforth referred to as queer). Despite legislation regulating equality and equal access, queer employees continually face many challenges on both a personal level and in the work context, such as being compelled to refrain from revealing their sexual identity through to blatant discriminatory practices such as job dismissals (International Labour Organization [ILO], 2016; Ozeren, 2014), and cases of micro-aggressive, homophobic language and destructive behaviour (Vollenhoven & Els, 2013). According to Meyer (2003), these examples are outside stressors, referred to as distal minority stressors experienced by minority social groups such as queer individuals, which increases their risk of negative mental health outcomes (Ramirez & Galupo, 2019). These stressful experiences, along with other factors such as internalised homonegativity, negative appraisal of one’s sexual identity and poor social support, contribute Orientation: It is known that black queer employees are exposed to various forms of discrimination because of their sexual orientation being different from the norm. However, because of societal progression in terms of equality and inclusivity in Africa, it is hoped that the discriminatory challenge has lessened and that black queer employees are now in a position to experience well-being. When employees experience well-being, personal functioning and organisational performance are promoted.
{"title":"Discrimination challenges and psychological well-being of black African queer employees","authors":"Nkosana Tshisa, F. V. D. Walt","doi":"10.4102/SAJIP.V47I0.1835","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1835","url":null,"abstract":"A larger and more complex talent pool is emerging as a result of the labour force becoming more diverse (Ozeren, 2014). This talent pool includes individuals with different sexual orientations and gender identities such as lesbian, gay, bisexual, transgender, queer, intersex, asexual and others (LGBTQIA+: henceforth referred to as queer). Despite legislation regulating equality and equal access, queer employees continually face many challenges on both a personal level and in the work context, such as being compelled to refrain from revealing their sexual identity through to blatant discriminatory practices such as job dismissals (International Labour Organization [ILO], 2016; Ozeren, 2014), and cases of micro-aggressive, homophobic language and destructive behaviour (Vollenhoven & Els, 2013). According to Meyer (2003), these examples are outside stressors, referred to as distal minority stressors experienced by minority social groups such as queer individuals, which increases their risk of negative mental health outcomes (Ramirez & Galupo, 2019). These stressful experiences, along with other factors such as internalised homonegativity, negative appraisal of one’s sexual identity and poor social support, contribute Orientation: It is known that black queer employees are exposed to various forms of discrimination because of their sexual orientation being different from the norm. However, because of societal progression in terms of equality and inclusivity in Africa, it is hoped that the discriminatory challenge has lessened and that black queer employees are now in a position to experience well-being. When employees experience well-being, personal functioning and organisational performance are promoted.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":" ","pages":""},"PeriodicalIF":2.1,"publicationDate":"2021-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42267909","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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