Pub Date : 2021-05-18DOI: 10.4102/SAJIP.V47I0.1837
S. Scholtz
Probability and non-probability sampling methods are used by researchers to learn about a population (Maree & Pietersen, 2016). The adequacy of these samples is determined by the composition, size (Vasileiou et al., 2018) and the chosen sample’s representativeness (Hanges & Wang, 2012). Despite being at the heart of research, psychology still pays little attention to sampling methodology (Fisher & Sandell, 2015; Robinson, 2014). Scholtz, De Klerk and De Beer (2020) found a lack of transparency in top-tier miscellaneous international psychology journals regarding the sampling methods. This lack of transparency was evident in articles regardless of the applied research method (e.g. qualitative and quantitative research methods). Furthermore, the justification for using specific sampling techniques is rare in industrial and organisational Orientation: Articles from three African psychology journals were reviewed to indicate their use and reporting practices of convenience samples.
研究人员使用概率和非概率抽样方法来了解种群（Maree&Pietersen，2016）。这些样本的充分性取决于成分、大小（Vasileiou et al.，2018）和所选样本的代表性（Hanges&Wang，2012）。尽管心理学是研究的核心，但它仍然很少关注抽样方法（Fisher和Sandell，2015；Robinson，2014）。Scholtz、De Klerk和De Beer（2020）发现，顶级国际心理学期刊在抽样方法方面缺乏透明度。无论采用何种研究方法（如定性和定量研究方法），这种缺乏透明度的情况在文章中都很明显。此外，在行业和组织导向中，使用特定抽样技术的理由很少：对三家非洲心理学杂志的文章进行了审查，以表明他们使用和报告方便样本的做法。
{"title":"Sacrifice is a step beyond convenience: A review of convenience sampling in psychological research in Africa","authors":"S. Scholtz","doi":"10.4102/SAJIP.V47I0.1837","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1837","url":null,"abstract":"Probability and non-probability sampling methods are used by researchers to learn about a population (Maree & Pietersen, 2016). The adequacy of these samples is determined by the composition, size (Vasileiou et al., 2018) and the chosen sample’s representativeness (Hanges & Wang, 2012). Despite being at the heart of research, psychology still pays little attention to sampling methodology (Fisher & Sandell, 2015; Robinson, 2014). Scholtz, De Klerk and De Beer (2020) found a lack of transparency in top-tier miscellaneous international psychology journals regarding the sampling methods. This lack of transparency was evident in articles regardless of the applied research method (e.g. qualitative and quantitative research methods). Furthermore, the justification for using specific sampling techniques is rare in industrial and organisational Orientation: Articles from three African psychology journals were reviewed to indicate their use and reporting practices of convenience samples.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45661349","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 : 2021-05-18DOI: 10.4102/SAJIP.V47I0.1862
L. Graupner
{"title":"Crisis management and the industrial psychologist: Why do we shy away?","authors":"L. Graupner","doi":"10.4102/SAJIP.V47I0.1862","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1862","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42569145","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 : 2021-05-17DOI: 10.4102/sajip.v47i0.1860
M. Du Plessis, E. C. Thomas
Orientation The coronavirus disease 2019 (COVID-19) pandemic has brought to the forefront the need for industrial-organisational psychologists (IOPs) and organisations to place an emphasis on employees’ mental and physical health at all times. Research purpose The purpose of the research was to determine how prepared IOPs are to counsel employees during the pandemic and how responsive they are to provide counselling. Motivation for the study It is not clear to what extent such counselling is being practised by IOPs in the workplace during the COVID-19 pandemic. Research approach/design and method A qualitative approach was used to gain an understanding of registered South African IOPs’ experiences of workplace counselling, particularly during the time of the COVID-19 pandemic. Main findings Regarding preparedness, we found that IOPs are ill-prepared to counsel in the workplace. Preparedness was influenced by participants’ counselling education, skills and knowledge; experience; convictions about counselling; and psychological and organisational preparedness. Whilst some IOPs did engage in more counselling during the COVID-19 pandemic, most reverted to mitigating actions such as referrals, wellness management, equipping managers and change initiatives. Practical/managerial implications The results of this study indicate that, under pandemic conditions, there is an increased need for counselling practices within the workplace and that IOPs should explore the ways in which they could play a more active role in such counselling. Contribution/value-add Although we found that IOPs generally responded to employees’ mental health needs in a positive manner, there was a lack of counselling preparedness and responsiveness during the COVID-19 pandemic.
{"title":"Counselling preparedness and responsiveness of industrial psychologists in the face of COVID-19","authors":"M. Du Plessis, E. C. Thomas","doi":"10.4102/sajip.v47i0.1860","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1860","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic has brought to the forefront the need for industrial-organisational psychologists (IOPs) and organisations to place an emphasis on employees’ mental and physical health at all times. Research purpose The purpose of the research was to determine how prepared IOPs are to counsel employees during the pandemic and how responsive they are to provide counselling. Motivation for the study It is not clear to what extent such counselling is being practised by IOPs in the workplace during the COVID-19 pandemic. Research approach/design and method A qualitative approach was used to gain an understanding of registered South African IOPs’ experiences of workplace counselling, particularly during the time of the COVID-19 pandemic. Main findings Regarding preparedness, we found that IOPs are ill-prepared to counsel in the workplace. Preparedness was influenced by participants’ counselling education, skills and knowledge; experience; convictions about counselling; and psychological and organisational preparedness. Whilst some IOPs did engage in more counselling during the COVID-19 pandemic, most reverted to mitigating actions such as referrals, wellness management, equipping managers and change initiatives. Practical/managerial implications The results of this study indicate that, under pandemic conditions, there is an increased need for counselling practices within the workplace and that IOPs should explore the ways in which they could play a more active role in such counselling. Contribution/value-add Although we found that IOPs generally responded to employees’ mental health needs in a positive manner, there was a lack of counselling preparedness and responsiveness during the COVID-19 pandemic.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48233589","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 : 2021-05-17DOI: 10.4102/SAJIP.V47I0.1815
Shandré K. Jansen van Rensburg
Women empowerment is integral for sustaining economies and ultimately improving the quality of life for men and women, their families, communities and society at large (Ackermann & Velelo, 2013; UN Women, 2017). As is evident in South African statistics, women are increasingly entering the workplace, constituting 43.8% of the labour force (Statistics South Africa, 2018), and are, thus, contributing significantly towards the economy. This incline is attributed to a variety of reasons. Barker (2007) suggested the primary reasons to be the declining birth rate, the decrease of women being dependent on employed men (for reasons such as death of partners, unemployment of men, divorce or single parenthood), as well as an increasing number of formally educated women. In addition, the increase in remuneration and access to jobs, because of the decrease in gender discrimination, are contributing factors to the proliferation of women in the labour force. As gender is viewed in a binary way, the female is treated as ‘other’ and not as equal (Acker, 1990). In South Africa, statistics substantiate this by revealing that the workforce is benign to men, and that men are more likely to be in paid employment when compared with women. As explained by the expanded definition of unemployment, females account for 7.5% points higher than males (Statistics South Africa, 2018). In 2019, the rates of unemployment were estimated to be 31.3% and 27.2% amongst women and men, respectively (Statistics South Africa, 2019). Furthermore, the data reveal that gender equality is still below the halfway mark for Orientation: Although significant progress has been made globally in gender equality, women still occupy less political influence, fewer leadership positions and yield less control over their careers than most men. Gender inequality is evident in male-dominated work environments such as the security industry.
{"title":"Doing gender well: Women’s perceptions on gender equality and career progression in the South African security industry","authors":"Shandré K. Jansen van Rensburg","doi":"10.4102/SAJIP.V47I0.1815","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1815","url":null,"abstract":"Women empowerment is integral for sustaining economies and ultimately improving the quality of life for men and women, their families, communities and society at large (Ackermann & Velelo, 2013; UN Women, 2017). As is evident in South African statistics, women are increasingly entering the workplace, constituting 43.8% of the labour force (Statistics South Africa, 2018), and are, thus, contributing significantly towards the economy. This incline is attributed to a variety of reasons. Barker (2007) suggested the primary reasons to be the declining birth rate, the decrease of women being dependent on employed men (for reasons such as death of partners, unemployment of men, divorce or single parenthood), as well as an increasing number of formally educated women. In addition, the increase in remuneration and access to jobs, because of the decrease in gender discrimination, are contributing factors to the proliferation of women in the labour force. As gender is viewed in a binary way, the female is treated as ‘other’ and not as equal (Acker, 1990). In South Africa, statistics substantiate this by revealing that the workforce is benign to men, and that men are more likely to be in paid employment when compared with women. As explained by the expanded definition of unemployment, females account for 7.5% points higher than males (Statistics South Africa, 2018). In 2019, the rates of unemployment were estimated to be 31.3% and 27.2% amongst women and men, respectively (Statistics South Africa, 2019). Furthermore, the data reveal that gender equality is still below the halfway mark for Orientation: Although significant progress has been made globally in gender equality, women still occupy less political influence, fewer leadership positions and yield less control over their careers than most men. Gender inequality is evident in male-dominated work environments such as the security industry.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41575347","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 : 2021-05-14DOI: 10.4102/sajip.v47i0.1854
A. Pérez-Nebra, Chrysavgi Sklaveniti, G. Islam, Ivana B. Petrović, J. Pickett, Makfire Alija, P. Matthijs Bal, Milena Tekeste, Milica Vukelić, S. Bazana, Zoe Sanderson
Orientation The coronavirus disease 2019 (COVID-19) pandemic has caused a ‘coronafication’ of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run. Research purpose The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis. Motivation for the study The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19. Research approach/design and method This article uses conceptual argumentation. Main findings The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis. Practical/managerial implications On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic. Contribution/value-add This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.
{"title":"COVID-19 and the future of work and organisational psychology","authors":"A. Pérez-Nebra, Chrysavgi Sklaveniti, G. Islam, Ivana B. Petrović, J. Pickett, Makfire Alija, P. Matthijs Bal, Milena Tekeste, Milica Vukelić, S. Bazana, Zoe Sanderson","doi":"10.4102/sajip.v47i0.1854","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1854","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic has caused a ‘coronafication’ of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run. Research purpose The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis. Motivation for the study The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19. Research approach/design and method This article uses conceptual argumentation. Main findings The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis. Practical/managerial implications On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic. Contribution/value-add This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42244558","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 : 2021-04-29DOI: 10.4102/SAJIP.V47I0.1841
Bernice Slabbert, C. Hoole
Coaching, which is at the heart of coaching practices such as executive coaching, one-on-one coaching, team coaching and coaching development centres (CDCs), requires a clear set of coaching competencies to ensure that it deliver its mandate to its clients, individuals, organisations and the profession. One of the more recent developments in coaching, development assessment centres (DACs) and CDCs focuses specifically on value-added services to employers to help employees actualise their full potential (ACSG, 2015; Lievens & Thornton, 2005; Rupp et al., 2006). Coaching competencies are therefore becoming more important than ever.
辅导是高管辅导、一对一辅导、团队辅导和辅导发展中心(cdc)等辅导实践的核心，它需要一套明确的辅导能力，以确保向客户、个人、组织和专业人士传达其使命。培训、发展评估中心(dac)和cdc的最新发展之一特别侧重于为雇主提供增值服务，以帮助员工充分发挥其潜力(ACSG, 2015;Lievens & Thornton, 2005;Rupp et al.， 2006)。因此，教练能力变得比以往任何时候都更加重要。
{"title":"A competency framework for coaches working in coaching development centres","authors":"Bernice Slabbert, C. Hoole","doi":"10.4102/SAJIP.V47I0.1841","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1841","url":null,"abstract":"Coaching, which is at the heart of coaching practices such as executive coaching, one-on-one coaching, team coaching and coaching development centres (CDCs), requires a clear set of coaching competencies to ensure that it deliver its mandate to its clients, individuals, organisations and the profession. One of the more recent developments in coaching, development assessment centres (DACs) and CDCs focuses specifically on value-added services to employers to help employees actualise their full potential (ACSG, 2015; Lievens & Thornton, 2005; Rupp et al., 2006). Coaching competencies are therefore becoming more important than ever.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42787993","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 : 2021-04-28DOI: 10.4102/SAJIP.V47I0.1857
N. Dhanpat, Dorothy L. Danguru, Oyisa Fetile, Kholeka Kekana, Kholosa N. Mathetha, Sphiwe F. Nhlabathi, Elmain Ruiters
{"title":"Self-management strategies of graduate employees to enhance work engagement","authors":"N. Dhanpat, Dorothy L. Danguru, Oyisa Fetile, Kholeka Kekana, Kholosa N. Mathetha, Sphiwe F. Nhlabathi, Elmain Ruiters","doi":"10.4102/SAJIP.V47I0.1857","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1857","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48852648","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 : 2021-04-21DOI: 10.4102/SAJIP.V47I0.1834
Vasti Marais-Opperman, S. Rothmann, C. V. Eeden
Growth and stability in South Africa are linked to quality education. According to Cilliers (2020) and Jonas (2019), economic growth in South Africa requires a well-functioning educational system (and capable teachers) that can cope effectively with challenges. However, the quality of education in the country is compromised because of the teaching profession’s instability, which results in teachers experiencing overload and a lack of control (Chaaban & Du, 2017; Schonfeld, Bianchi, & LuehringJones, 2017). Research (Jackson & Rothmann, 2006; Janik & Rothmann, 2016) has shown that secondary school teachers experience high levels of distress caused by a demanding work environment.
{"title":"Stress, flourishing and intention to leave of teachers: Does coping type matter?","authors":"Vasti Marais-Opperman, S. Rothmann, C. V. Eeden","doi":"10.4102/SAJIP.V47I0.1834","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1834","url":null,"abstract":"Growth and stability in South Africa are linked to quality education. According to Cilliers (2020) and Jonas (2019), economic growth in South Africa requires a well-functioning educational system (and capable teachers) that can cope effectively with challenges. However, the quality of education in the country is compromised because of the teaching profession’s instability, which results in teachers experiencing overload and a lack of control (Chaaban & Du, 2017; Schonfeld, Bianchi, & LuehringJones, 2017). Research (Jackson & Rothmann, 2006; Janik & Rothmann, 2016) has shown that secondary school teachers experience high levels of distress caused by a demanding work environment.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47851080","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 : 2021-04-21DOI: 10.4102/sajip.v47i0.1829
Lome Koekemoer, L. D. de Beer, Karissa Govender, M. Brouwers
Orientation The coronavirus disease 2019 (COVID-19) pandemic has taken the world by storm. Little is known about leadership, motivation and employee performance during pandemics and associated lockdowns. Research purpose The current study investigated a model of leadership behaviour, team effectiveness, technological flexibility, work engagement and performance in the context of a ‘hard lockdown’ in South Africa. Motivation for the study As a result of the COVID-19 pandemic and the resulting lockdown, it was considered from an academic-practitioner perspective to explore leadership behaviour, team effectiveness, technological flexibility, work engagement and performance. Research approach/design and method Specifically, remote workers were sampled online via social media (n = 229). Structural equation modelling methods were used to analyse the data, also controlling optimism and pessimism at the item level. Main findings The results showed that the resources of leadership behaviour and team effectiveness had direct positive paths to work engagement and that work engagement had a positive path to two performance factors: adaptivity and proactivity. Furthermore, there were significant indirect relationship present from leadership behaviour and team effectiveness to both adaptability and proactivity through work engagement. Practical/managerial implications From the evidence it seems appropriate to recommend that organisations explore fostering the employee job resources in order to positively impact work engagement, which in turn can have beneficial performance outcomes for organisations who have employees working remotely whilst the COVID-19 regulations remain in force. Contribution/value-add This study was unique as it sampled from employees ‘locked down’ during a pandemic and gauged their perceptions of leadership behaviour, team effectiveness, technological flexibility, work engagement and performance.
{"title":"Leadership behaviour, team effectiveness, technological flexibility, work engagement and performance during COVID-19 lockdown: An exploratory study","authors":"Lome Koekemoer, L. D. de Beer, Karissa Govender, M. Brouwers","doi":"10.4102/sajip.v47i0.1829","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1829","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic has taken the world by storm. Little is known about leadership, motivation and employee performance during pandemics and associated lockdowns. Research purpose The current study investigated a model of leadership behaviour, team effectiveness, technological flexibility, work engagement and performance in the context of a ‘hard lockdown’ in South Africa. Motivation for the study As a result of the COVID-19 pandemic and the resulting lockdown, it was considered from an academic-practitioner perspective to explore leadership behaviour, team effectiveness, technological flexibility, work engagement and performance. Research approach/design and method Specifically, remote workers were sampled online via social media (n = 229). Structural equation modelling methods were used to analyse the data, also controlling optimism and pessimism at the item level. Main findings The results showed that the resources of leadership behaviour and team effectiveness had direct positive paths to work engagement and that work engagement had a positive path to two performance factors: adaptivity and proactivity. Furthermore, there were significant indirect relationship present from leadership behaviour and team effectiveness to both adaptability and proactivity through work engagement. Practical/managerial implications From the evidence it seems appropriate to recommend that organisations explore fostering the employee job resources in order to positively impact work engagement, which in turn can have beneficial performance outcomes for organisations who have employees working remotely whilst the COVID-19 regulations remain in force. Contribution/value-add This study was unique as it sampled from employees ‘locked down’ during a pandemic and gauged their perceptions of leadership behaviour, team effectiveness, technological flexibility, work engagement and performance.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43872063","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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