Pub Date : 2023-09-27DOI: 10.4102/sajip.v49i0.2095
Bianca Els, Melissa Jacobs
Orientation: Organisations are met with many challenges specifically effective leadership of employees. The role of authentic leadership (AL) in the relationship between emotional intelligence (EQ), cultural intelligence (CQ), and psychological well-being (PWB) can add valuable insights to organisations. Research purpose: The study’s focus was to understand the relationships between EQ, AL, CQ, and PWB. Furthermore, it sought to explore the mediating effect AL has in the proposed model. Motivation for the study: Developing well-rounded leaders and managers to adopt an AL style, can increase positive outcomes for employees and organisations. Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 279 managers in South African organisations. The study employed structural equation modelling (SEM) to analyse the data and test hypotheses. Main findings: The study’s findings indicated that the proposed model fit well and showed positive connections between AL, EQ, CQ, and PWB. Additionally, the research revealed that AL played a mediating role in the relationships between EQ, CQ, and PWB. Practical/managerial implications: The findings showed that employing an AL style in the workplace can be strengthened by the development of EQ, CQ, and PWB practices and interventions. Contribution/value-add: This study contributes to the deeper understanding of the integrative connections between AL, EQ, CQ, and PWB for managers.
{"title":"Unravelling the interplay of authentic leadership, emotional intelligence, cultural intelligence and psychological well-being","authors":"Bianca Els, Melissa Jacobs","doi":"10.4102/sajip.v49i0.2095","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2095","url":null,"abstract":"Orientation: Organisations are met with many challenges specifically effective leadership of employees. The role of authentic leadership (AL) in the relationship between emotional intelligence (EQ), cultural intelligence (CQ), and psychological well-being (PWB) can add valuable insights to organisations. Research purpose: The study’s focus was to understand the relationships between EQ, AL, CQ, and PWB. Furthermore, it sought to explore the mediating effect AL has in the proposed model. Motivation for the study: Developing well-rounded leaders and managers to adopt an AL style, can increase positive outcomes for employees and organisations. Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 279 managers in South African organisations. The study employed structural equation modelling (SEM) to analyse the data and test hypotheses. Main findings: The study’s findings indicated that the proposed model fit well and showed positive connections between AL, EQ, CQ, and PWB. Additionally, the research revealed that AL played a mediating role in the relationships between EQ, CQ, and PWB. Practical/managerial implications: The findings showed that employing an AL style in the workplace can be strengthened by the development of EQ, CQ, and PWB practices and interventions. Contribution/value-add: This study contributes to the deeper understanding of the integrative connections between AL, EQ, CQ, and PWB for managers.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135535052","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 : 2023-09-14DOI: 10.4102/sajip.v49i0.2052
Anthony G. Balogun
Orientation: There is a growing concern about the dark side of work engagement. Recent research has shown that employees who are highly engaged at work are more likely to suffer from high work–family conflict. As employees’ engagement is highly valuable to organisations, it would be useful to identify variables that mitigate this negative impact so that both employees and the organisation can benefit from this positive work behaviour. Research purpose: The study examined the moderating roles of work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict among female nurses in Nigeria. Motivation for the study: While prior research has established that work engagement is associated with higher work-family conflict, less research attention has been paid on the factors that can moderate or buffer this relationship. This study was therefore conducted in response to calls for empirical research on the potential moderators between engagement and work-family conflict. Research approach/design and method: The study used a cross-sectional survey approach to gather data from a sample comprising 233 female nurses in four public hospitals in Ondo State, Nigeria. They responded to measures of work-family conflict, work engagement, work-family conflict self-efficacy and resilience. The study hypotheses were tested using moderated regression statistics. Main findings: Findings indicated that work engagement positively predicted work-family conflict. Work–family conflict self-efficacy and resilience buffer the positive relationship between work engagement and work-family conflict. Practical/managerial implications: These findings implicate the need for intervention programmes that would enhance self-efficacy and resilience among female nurses in Nigeria. Contribution/value-add: This study is one of the first to examine the moderating roles of personal resources such as work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict within the framework of conservation of resources theory.
{"title":"Moderating effects of personal resources on work engagement and work-family conflict","authors":"Anthony G. Balogun","doi":"10.4102/sajip.v49i0.2052","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2052","url":null,"abstract":"Orientation: There is a growing concern about the dark side of work engagement. Recent research has shown that employees who are highly engaged at work are more likely to suffer from high work–family conflict. As employees’ engagement is highly valuable to organisations, it would be useful to identify variables that mitigate this negative impact so that both employees and the organisation can benefit from this positive work behaviour. Research purpose: The study examined the moderating roles of work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict among female nurses in Nigeria. Motivation for the study: While prior research has established that work engagement is associated with higher work-family conflict, less research attention has been paid on the factors that can moderate or buffer this relationship. This study was therefore conducted in response to calls for empirical research on the potential moderators between engagement and work-family conflict. Research approach/design and method: The study used a cross-sectional survey approach to gather data from a sample comprising 233 female nurses in four public hospitals in Ondo State, Nigeria. They responded to measures of work-family conflict, work engagement, work-family conflict self-efficacy and resilience. The study hypotheses were tested using moderated regression statistics. Main findings: Findings indicated that work engagement positively predicted work-family conflict. Work–family conflict self-efficacy and resilience buffer the positive relationship between work engagement and work-family conflict. Practical/managerial implications: These findings implicate the need for intervention programmes that would enhance self-efficacy and resilience among female nurses in Nigeria. Contribution/value-add: This study is one of the first to examine the moderating roles of personal resources such as work-family conflict self-efficacy and resilience on the relationship between work engagement and work-family conflict within the framework of conservation of resources theory.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135552549","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 : 2023-08-08DOI: 10.4102/sajip.v49i0.2082
E. Shdaifat
Orientation: Nurses experience occupational risks, including compassion fatigue and satisfaction with patient care, which could affect the quality of care provided.Research purpose: This study examined the prevalence of compassion satisfaction (CS), burnout, secondary traumatic stress (STS), stress, and job satisfaction (JS) among nurses. Furthermore, this study aimed to determine the predictors of nurses’ professional quality of life (ProQOL).Motivation for the study: This study aimed to inform policymakers about nurse well-being, improve working conditions, and provide valuable insights into quality of life.Research approach/design and method: A cross-sectional study was conducted with 347 nurses from a teaching hospital in eastern Saudi Arabia. Data were collected using three scales: ProQOL, Nursing Stress Scale and the Job Satisfaction Scale.Main findings: The mean scores for CS, burnout, STS, nursing stress and JS were 38.1, 12.1, 23.0, 38.4 and 91.8, respectively. Predictors of CS included experience (≥ 26 years), stress and JS. Female gender, stress and JS were predictors of burnout. Nursing stress and JS were predictors of STS.Practical/managerial implications: The results of this study enhance policymakers understanding of ProQOL and contribute to improving nurses’ working conditions. Policymakers can provide the necessary support and ensure that nurses have the resources for optimal patient care.Contribution/value-add: This study addresses the gap in international comparative research on worker quality of life in developing countries and the Gulf Cooperation Council region, offering valuable insights into its dynamics and influences. This enhances our understanding of the critical aspects of workers’ well-being.
{"title":"Assessing compassion satisfaction, compassion fatigue, stress and job satisfaction among nurses","authors":"E. Shdaifat","doi":"10.4102/sajip.v49i0.2082","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2082","url":null,"abstract":"Orientation: Nurses experience occupational risks, including compassion fatigue and satisfaction with patient care, which could affect the quality of care provided.Research purpose: This study examined the prevalence of compassion satisfaction (CS), burnout, secondary traumatic stress (STS), stress, and job satisfaction (JS) among nurses. Furthermore, this study aimed to determine the predictors of nurses’ professional quality of life (ProQOL).Motivation for the study: This study aimed to inform policymakers about nurse well-being, improve working conditions, and provide valuable insights into quality of life.Research approach/design and method: A cross-sectional study was conducted with 347 nurses from a teaching hospital in eastern Saudi Arabia. Data were collected using three scales: ProQOL, Nursing Stress Scale and the Job Satisfaction Scale.Main findings: The mean scores for CS, burnout, STS, nursing stress and JS were 38.1, 12.1, 23.0, 38.4 and 91.8, respectively. Predictors of CS included experience (≥ 26 years), stress and JS. Female gender, stress and JS were predictors of burnout. Nursing stress and JS were predictors of STS.Practical/managerial implications: The results of this study enhance policymakers understanding of ProQOL and contribute to improving nurses’ working conditions. Policymakers can provide the necessary support and ensure that nurses have the resources for optimal patient care.Contribution/value-add: This study addresses the gap in international comparative research on worker quality of life in developing countries and the Gulf Cooperation Council region, offering valuable insights into its dynamics and influences. This enhances our understanding of the critical aspects of workers’ well-being.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42664626","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 : 2023-08-07DOI: 10.4102/sajip.v49i0.2081
Marida Steurer, Leoni van der Vaart, S. Rothmann
{"title":"Managerial expectations of graduate employability attributes: An empirical study","authors":"Marida Steurer, Leoni van der Vaart, S. Rothmann","doi":"10.4102/sajip.v49i0.2081","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2081","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44027018","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 : 2023-08-02DOI: 10.4102/sajip.v49i0.2057
Willie T. Chinyamurindi, M. Mathibe, C. Marange
{"title":"Promoting talent through managing mental health: The role of decent work and organisational citizenship behaviour","authors":"Willie T. Chinyamurindi, M. Mathibe, C. Marange","doi":"10.4102/sajip.v49i0.2057","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2057","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46185245","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 : 2023-08-01DOI: 10.4102/sajip.v49i0.2067
Jennerdene L. Rubbi Nunan, Aysha B. Ebrahim, Marius W. Stander
Orientation: The way work is performed changes continuously and mentoring is becoming more prevalent in the workplace and this rapid modification of work profiles mentoring relationships as vital.Research purpose: This study explored the mentor’s and mentee’s experiences in the same relationship at a construction firm offering a formal mentoring programme.Motivation for the study: A more comprehensive understanding of the mentoring relationship was required to aid organisations with agile and robust talent and skills development interventions.Research approach/design and method: A qualitative research design was employed and in-depth semi-structured interviews were conducted. Data were analysed in two phases: (1) direct content analysis and (2) thematic analyses. The study’s findings are singularly reported to comprehensively understand the mentoring relationship’s lived experiences.Main findings: The experiences of the mentoring relationship in a workplace context are viewed as informal, mutualistic, and context-bound. Four key themes emerged from the mentoring relational interaction: (1) positive relationship, (2) growth and enablement, (3) psychological safety, and (4) purposeful.Practical/managerial implications: The findings could assist organisations in realising the importance of mentoring relationships in mentoring programmes, as the interaction proves effective in solving pressing challenges, such as attracting and retaining talent and addressing skills gaps.Contribution/value-add: This study conceptualises the mentoring relationship from an organisational context and contributes to the limited available literature on the topic. Possible recommendations are offered to improve workplace mentoring relationships.
{"title":"Mentoring in the workplace: Exploring the experiences of mentor–mentee relations","authors":"Jennerdene L. Rubbi Nunan, Aysha B. Ebrahim, Marius W. Stander","doi":"10.4102/sajip.v49i0.2067","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2067","url":null,"abstract":"Orientation: The way work is performed changes continuously and mentoring is becoming more prevalent in the workplace and this rapid modification of work profiles mentoring relationships as vital.Research purpose: This study explored the mentor’s and mentee’s experiences in the same relationship at a construction firm offering a formal mentoring programme.Motivation for the study: A more comprehensive understanding of the mentoring relationship was required to aid organisations with agile and robust talent and skills development interventions.Research approach/design and method: A qualitative research design was employed and in-depth semi-structured interviews were conducted. Data were analysed in two phases: (1) direct content analysis and (2) thematic analyses. The study’s findings are singularly reported to comprehensively understand the mentoring relationship’s lived experiences.Main findings: The experiences of the mentoring relationship in a workplace context are viewed as informal, mutualistic, and context-bound. Four key themes emerged from the mentoring relational interaction: (1) positive relationship, (2) growth and enablement, (3) psychological safety, and (4) purposeful.Practical/managerial implications: The findings could assist organisations in realising the importance of mentoring relationships in mentoring programmes, as the interaction proves effective in solving pressing challenges, such as attracting and retaining talent and addressing skills gaps.Contribution/value-add: This study conceptualises the mentoring relationship from an organisational context and contributes to the limited available literature on the topic. Possible recommendations are offered to improve workplace mentoring relationships.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43645117","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 : 2023-05-31DOI: 10.4102/sajip.v49i0.1996
Boitumelo W. Makhubele, Sergio L. Peral, C. Hoole, Brandon Morgan
{"title":"Job crafting, flow, and job performance: A mediational analysis","authors":"Boitumelo W. Makhubele, Sergio L. Peral, C. Hoole, Brandon Morgan","doi":"10.4102/sajip.v49i0.1996","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.1996","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47985129","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 : 2023-05-25DOI: 10.4102/sajip.v49i0.2088
M. Coetzee, Nadia Ferreira, I. Potgieter
Orientation: Employees need to develop career capital for an open-minded work world orientation in an unpredictable, rapidly evolving digital-era work world in which jobs and occupational pathways have become blurred and uncertain.Research purpose: This research empirically examined the extent to which distance learning employees’ career mindsets as career capital predicted facets of their digital-era work world orientation.Motivation for the study: The construct of work world orientation is empirically under-researched and the association between employees’ career mindsets, work world awareness and competency including their higher education studies’ contribution to their work world readiness is unclear.Research approach/design and method: Data were collected from (N = 486) full-time employed open- and distance-learning undergraduate students. Regression analysis and structural equation modelling (SEM) were applied in the cross-sectional, quantitative study.Main findings: The results revealed the protean (pure challenge) career mindset as important ‘knowing why’ career capital to positively predict participants’ digital work world awareness, work world competency and work world readiness.Practical/managerial implications: The study highlighted the importance of the protean (pure challenge) career mindset in the career development learning of employees to better prepare them for the digital-era work world.Contribution/value-add: The study enriched understanding of the implicit role of employees’ ‘knowing why’ career capital in their approach-motivation towards important digital-era ‘knowing what’ career capital.
{"title":"Employees’ career mindsets as career capital for a digital work world orientation","authors":"M. Coetzee, Nadia Ferreira, I. Potgieter","doi":"10.4102/sajip.v49i0.2088","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2088","url":null,"abstract":"Orientation: Employees need to develop career capital for an open-minded work world orientation in an unpredictable, rapidly evolving digital-era work world in which jobs and occupational pathways have become blurred and uncertain.Research purpose: This research empirically examined the extent to which distance learning employees’ career mindsets as career capital predicted facets of their digital-era work world orientation.Motivation for the study: The construct of work world orientation is empirically under-researched and the association between employees’ career mindsets, work world awareness and competency including their higher education studies’ contribution to their work world readiness is unclear.Research approach/design and method: Data were collected from (N = 486) full-time employed open- and distance-learning undergraduate students. Regression analysis and structural equation modelling (SEM) were applied in the cross-sectional, quantitative study.Main findings: The results revealed the protean (pure challenge) career mindset as important ‘knowing why’ career capital to positively predict participants’ digital work world awareness, work world competency and work world readiness.Practical/managerial implications: The study highlighted the importance of the protean (pure challenge) career mindset in the career development learning of employees to better prepare them for the digital-era work world.Contribution/value-add: The study enriched understanding of the implicit role of employees’ ‘knowing why’ career capital in their approach-motivation towards important digital-era ‘knowing what’ career capital.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44025811","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 : 2023-03-29DOI: 10.4102/sajip.v49i0.1979
Ayanda B. Khuzwayo, Aden-Paul Flotman, Jeremy Mitonga-Monga
Orientation: Organisations are facing several challenges pertaining to effective leadership, fairness and loyalty of employees. The moderating influence of transformational leadership (TL) on the relationship between justice and employee commitment is still largely unknown and needs to be explored further, especially within the customer service industry.Research purpose: The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation.Motivation for the study: The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment.Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation.Main findings: The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment.Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace.Contribution/value-add: This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions.
{"title":"Transformational leadership influences on organisational justice and employee commitment in a customer service organisation","authors":"Ayanda B. Khuzwayo, Aden-Paul Flotman, Jeremy Mitonga-Monga","doi":"10.4102/sajip.v49i0.1979","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.1979","url":null,"abstract":"Orientation: Organisations are facing several challenges pertaining to effective leadership, fairness and loyalty of employees. The moderating influence of transformational leadership (TL) on the relationship between justice and employee commitment is still largely unknown and needs to be explored further, especially within the customer service industry.Research purpose: The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation.Motivation for the study: The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment.Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation.Main findings: The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment.Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace.Contribution/value-add: This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134953387","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 : 2023-03-14DOI: 10.4102/sajip.v49i0.2068
Orientation: The study attempted to establish the role played by different perceived corporate social responsibility (CSR) activities on the organisational commitment of employees.Research purpose: To investigate the nomological network of variables playing a role in the relationship between Perceived CSR and Affective Commitment.Motivation for the study: Understanding the contribution of perceived corporate social responsibility to the organisational commitment of employees could inform managerial attempts to facilitate positive employee attitudes.Research approach/design and methods: The current study utilised structural equation modelling to evaluate the hypothesised multivariate causal relationships in the proposed model. A convenience sample of 172 employees of a consumer goods company completed several questionnaires, including measures of Affective Commitment, Perceived CSR, Organisational Social Identity, Perceived Organisational Justice, Psychological Contract, as well as three cultural value orientations.Main Findings: The most significant finding of the study was the positive relationship between Perceived CSR and Affective Commitment. The results revealed that Perceived CSR has a positive impact on Perceived Organisational Justice and fulfilment of the Relational Psychological Contract. Both variables impacted on Organisational Social Identity, which was positively related to Affective Commitment.Practical/managerial implications: Organisations should ensure that employees are made aware of their CSR policies and activities through corporate communication. Organisations should also invest their resources in dealing with social problems that are regarded as important by employees and engage in fair human resource practices.Contribution/Value-add: Engagement in CSR activities could help retain and attract talented candidates and increase commitment and identification with the organisation.
{"title":"Influence of employee perceptions of corporate social responsibility on affective commitment","authors":"","doi":"10.4102/sajip.v49i0.2068","DOIUrl":"https://doi.org/10.4102/sajip.v49i0.2068","url":null,"abstract":"Orientation: The study attempted to establish the role played by different perceived corporate social responsibility (CSR) activities on the organisational commitment of employees.Research purpose: To investigate the nomological network of variables playing a role in the relationship between Perceived CSR and Affective Commitment.Motivation for the study: Understanding the contribution of perceived corporate social responsibility to the organisational commitment of employees could inform managerial attempts to facilitate positive employee attitudes.Research approach/design and methods: The current study utilised structural equation modelling to evaluate the hypothesised multivariate causal relationships in the proposed model. A convenience sample of 172 employees of a consumer goods company completed several questionnaires, including measures of Affective Commitment, Perceived CSR, Organisational Social Identity, Perceived Organisational Justice, Psychological Contract, as well as three cultural value orientations.Main Findings: The most significant finding of the study was the positive relationship between Perceived CSR and Affective Commitment. The results revealed that Perceived CSR has a positive impact on Perceived Organisational Justice and fulfilment of the Relational Psychological Contract. Both variables impacted on Organisational Social Identity, which was positively related to Affective Commitment.Practical/managerial implications: Organisations should ensure that employees are made aware of their CSR policies and activities through corporate communication. Organisations should also invest their resources in dealing with social problems that are regarded as important by employees and engage in fair human resource practices.Contribution/Value-add: Engagement in CSR activities could help retain and attract talented candidates and increase commitment and identification with the organisation.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2023-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48172932","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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