Pub Date : 2022-12-08DOI: 10.4102/sajip.v48i0.2034
M. Coetzee, T. Veldsman, Aletta Odendaal
Orientation: Leaders need goodness-of-fit with the context in which they are leading, and coaching is considered an effective strategy to achieve this.Research purpose: To critically problematise current dominant coaching strategies in terms of their underlying worldviews, in order to assess their potential effectiveness and relevance in enhancing context‒leadership goodness-of-fit, given the emerging context faced by leaders.Motivation for the study: The current ever-changing context of leaders requires different thinking, including with regard to coaching. The framework of the coaching landscape, with its associated building blocks, provides the conceptual framework for the review of current coaching strategies. Three dominant worldviews that have historically influenced the thinking in social sciences are employed in this review, namely Newtonian, general systems theory and complexity or chaos (second-order systemic thinking).Research approach/design and method: This was a critical conceptual study aimed at problematising the worldviews informing the currently dominant coaching strategies.Main findings: The problematising of the worldviews underlying the dominant coaching strategies revealed that these strategies are not always informed by a worldview congruent with that demanded by the qualities and features of the world that leaders currently face. There is a pressing need for a coaching strategy informed by a complexity or chaos (second-order systemic) worldview, which better meets the emerging contextual demands and requirements imposed on leaders in practice.Practical/managerial implications: A different coaching strategy, called systemic coaching, is proposed.Contribution/value-add: The proposed systemic coaching strategy is highly suitable to bringing about improved goodness-of-fit between the leader and the emerging context.
{"title":"Problematising current coaching strategies from a worldview perspective","authors":"M. Coetzee, T. Veldsman, Aletta Odendaal","doi":"10.4102/sajip.v48i0.2034","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.2034","url":null,"abstract":"Orientation: Leaders need goodness-of-fit with the context in which they are leading, and coaching is considered an effective strategy to achieve this.Research purpose: To critically problematise current dominant coaching strategies in terms of their underlying worldviews, in order to assess their potential effectiveness and relevance in enhancing context‒leadership goodness-of-fit, given the emerging context faced by leaders.Motivation for the study: The current ever-changing context of leaders requires different thinking, including with regard to coaching. The framework of the coaching landscape, with its associated building blocks, provides the conceptual framework for the review of current coaching strategies. Three dominant worldviews that have historically influenced the thinking in social sciences are employed in this review, namely Newtonian, general systems theory and complexity or chaos (second-order systemic thinking).Research approach/design and method: This was a critical conceptual study aimed at problematising the worldviews informing the currently dominant coaching strategies.Main findings: The problematising of the worldviews underlying the dominant coaching strategies revealed that these strategies are not always informed by a worldview congruent with that demanded by the qualities and features of the world that leaders currently face. There is a pressing need for a coaching strategy informed by a complexity or chaos (second-order systemic) worldview, which better meets the emerging contextual demands and requirements imposed on leaders in practice.Practical/managerial implications: A different coaching strategy, called systemic coaching, is proposed.Contribution/value-add: The proposed systemic coaching strategy is highly suitable to bringing about improved goodness-of-fit between the leader and the emerging context.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44516030","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 : 2022-11-29DOI: 10.4102/sajip.v48i0.1979
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.v48i0.1979","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1979","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":2.1,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48000156","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 : 2022-11-29DOI: 10.4102/sajip.v48i0.2045
Xander van Lill, Gerda Van der Merwe
Orientation: The 360-degree performance assessments are frequently deployed. However, scores by different performance reviewers might erroneously be aggregated, without a clear understanding of the biases that are inherent to different rating sources.Research purpose: The purpose of this study was to determine whether there are conceptual and mean score differences between self- and managerial-ratings on performance dimensions.Motivation for the study: Combining self- and managerial-ratings may lead to incorrect decisions about the development, promotion, and/or remuneration of employees. Understanding the effects of rating sources may aid thoughtful decisions about the applications of self- versus managerial-ratings in low- and high-stakes decisions.Research approach/design and method: A cross-sectional design was implemented by asking 448 managers to evaluate their subordinates’ performance, and 435 employees to evaluate their own performance. The quantitative data were analysed by means of multi-group factor analyses and robust t-tests.Main findings: There was a satisfactory degree of structural equivalence between self- and managerial-ratings. Practically meaningful differences emerged when the means of self- and managerial-ratings were compared.Practical/managerial implications: It might be meaningful to uncouple self- and managerial-ratings, when providing performance feedback. Managerial ratings might be a more conservative estimate, which could be used for high-stakes decisions, such as remuneration or promotion.Contribution/value-add: This study is the first to investigate the effect of rating sources on a generic model of performance in South Africa. It provides valuable evidence regarding when different rating sources should be used in predictive studies, performance feedback, or high-stakes talent decisions.
{"title":"Differences in self- and managerial-ratings on generic performance dimensions","authors":"Xander van Lill, Gerda Van der Merwe","doi":"10.4102/sajip.v48i0.2045","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.2045","url":null,"abstract":"Orientation: The 360-degree performance assessments are frequently deployed. However, scores by different performance reviewers might erroneously be aggregated, without a clear understanding of the biases that are inherent to different rating sources.Research purpose: The purpose of this study was to determine whether there are conceptual and mean score differences between self- and managerial-ratings on performance dimensions.Motivation for the study: Combining self- and managerial-ratings may lead to incorrect decisions about the development, promotion, and/or remuneration of employees. Understanding the effects of rating sources may aid thoughtful decisions about the applications of self- versus managerial-ratings in low- and high-stakes decisions.Research approach/design and method: A cross-sectional design was implemented by asking 448 managers to evaluate their subordinates’ performance, and 435 employees to evaluate their own performance. The quantitative data were analysed by means of multi-group factor analyses and robust t-tests.Main findings: There was a satisfactory degree of structural equivalence between self- and managerial-ratings. Practically meaningful differences emerged when the means of self- and managerial-ratings were compared.Practical/managerial implications: It might be meaningful to uncouple self- and managerial-ratings, when providing performance feedback. Managerial ratings might be a more conservative estimate, which could be used for high-stakes decisions, such as remuneration or promotion.Contribution/value-add: This study is the first to investigate the effect of rating sources on a generic model of performance in South Africa. It provides valuable evidence regarding when different rating sources should be used in predictive studies, performance feedback, or high-stakes talent decisions.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46728574","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 : 2022-11-23DOI: 10.4102/sajip.v48i0.1870
Y. Korneeva, L. Shahova, N. Skripchenko
Orientation: Mediation is becoming an increasingly popular conciliatory procedure, which makes it possible to increase the psychological protection of parties in disputes in educational, social environment and legal practice.Research purpose: To develop and empirically confirm the model of mediators’ professional competencies to determine the features of mediators’ professional competencies and personal characteristics in the conciliation procedure with varying degrees of success.Motivation for the study: Today, the profession of mediator is becoming increasingly popular; however, there is not enough information in scientific literature about the issues of specialists’ professional suitability to training and experience, desirable personality traits and competencies.Research approach/ design and method: A total of 103 mediators from the Russian Arkhangelsk region took part in the study. Research methods include psychological testing using Bardin and Presnov’s ‘11 personality factors’, Costa and McCray’s Five-Factor Personality Questionnaire adapted by Bodunov and Biryukov and questioning (the author’s self-assessment questionnaire of mediators’ professional competencies). Statistical processing was carried out using descriptive statistics, correlation (Pearson’s χ2), multivariate variance and stepwise multiple regression analysis using the SPSS 23 software package.Main findings: The mediators’ professional competence model includes communication, conflict management, problem analysis, planning and self-control. A self-assessment questionnaire for mediators’ professional competencies, which can be used by the 360-degree method, has been developed and tested. A conclusion was made that the success of a conciliation procedure is influenced by such personal qualities as self-control, communication, curiosity and morality. From the list of mediators’ professional qualities, compiled by the authors, the following ones directly influence the success of mediation: activity, specificity, openness, poise, organisation, responsibility and communication skills.Practical/managerial implications: It is necessary to provide additional support for novice mediators, because this will facilitate more active involvement in activities, conduct more conciliation process and subsequently lead to increased success.Contribution/value-add: The developed questionnaire for assessing professional competencies will help in the training and selection of mediators. It will allow us to highlight what key and specific competencies of the mediator hinder the achievement of a successful result in the rehabilitation procedure and require development.
{"title":"Mediators’ professional competence and personal qualities in conducting conciliation processes with varying degrees of success","authors":"Y. Korneeva, L. Shahova, N. Skripchenko","doi":"10.4102/sajip.v48i0.1870","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1870","url":null,"abstract":"Orientation: Mediation is becoming an increasingly popular conciliatory procedure, which makes it possible to increase the psychological protection of parties in disputes in educational, social environment and legal practice.Research purpose: To develop and empirically confirm the model of mediators’ professional competencies to determine the features of mediators’ professional competencies and personal characteristics in the conciliation procedure with varying degrees of success.Motivation for the study: Today, the profession of mediator is becoming increasingly popular; however, there is not enough information in scientific literature about the issues of specialists’ professional suitability to training and experience, desirable personality traits and competencies.Research approach/ design and method: A total of 103 mediators from the Russian Arkhangelsk region took part in the study. Research methods include psychological testing using Bardin and Presnov’s ‘11 personality factors’, Costa and McCray’s Five-Factor Personality Questionnaire adapted by Bodunov and Biryukov and questioning (the author’s self-assessment questionnaire of mediators’ professional competencies). Statistical processing was carried out using descriptive statistics, correlation (Pearson’s χ2), multivariate variance and stepwise multiple regression analysis using the SPSS 23 software package.Main findings: The mediators’ professional competence model includes communication, conflict management, problem analysis, planning and self-control. A self-assessment questionnaire for mediators’ professional competencies, which can be used by the 360-degree method, has been developed and tested. A conclusion was made that the success of a conciliation procedure is influenced by such personal qualities as self-control, communication, curiosity and morality. From the list of mediators’ professional qualities, compiled by the authors, the following ones directly influence the success of mediation: activity, specificity, openness, poise, organisation, responsibility and communication skills.Practical/managerial implications: It is necessary to provide additional support for novice mediators, because this will facilitate more active involvement in activities, conduct more conciliation process and subsequently lead to increased success.Contribution/value-add: The developed questionnaire for assessing professional competencies will help in the training and selection of mediators. It will allow us to highlight what key and specific competencies of the mediator hinder the achievement of a successful result in the rehabilitation procedure and require development.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44146590","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 : 2022-11-23DOI: 10.4102/sajip.v48i0.1926
Jo-Anne Botha, A. Masenge
Orientation: The absence of a scale to assess the academic self-directedness of adult learners in South African open, distance and e-learning milieus.Research purpose: This article describes the further validity and reliability assessment of the Adult Learner Self-Directedness Scale (ALSDS), which assesses adult learners’ academic self-directedness in an open, distance and e-learning (ODeL) university in South Africa. An initial validity and reliability study yielded a four-factor scale with 35 items loading onto it, while this study reports on a three-factor scale with 15 items loading onto it.Motivation for the study: Factors such as socio-economic conditions and past education practices make South African open, distance and e-learning higher education (ODeLHE) challenging for socio-economically disadvantaged students. The growing trend of online tuition and assessment in South African universities requires research into strategies that may improve a student’s success and throughput. In ODeLHE, student self-directedness may contribute to academic success, and thus a reliable scale is needed to assess it. Currently, there is no such South African scale.Research approach/design and method: A quantitative, cross-sectional research design was implemented, using self-report data from the students of the College of Economic and Management Sciences at a South African ODeL university. The ALSDS comprises three factors: success orientation for ODeLHE (self-efficacy beliefs), active academic behaviour (learner agency) and use of strategic resources (learning context management).Main findings: The findings indicate that the ALSDS appears to be a valid, internally consistent and reliable scale suitable for assessing ODeLHE adult learners’ academic self-directedness. Further research is, however, required to establish metric and scalar invariance.Practical/managerial implications: The scale may provide a reliable starting point for developing a scale for assessing ODeLHE students’ existing academic self-directedness. Knowledge of existing self-directedness capacity may be useful in designing and implementing holistic learner support programmes.Contribution/value-add: The ALSDS may provide a reliable Afrocentric starting point for developing a measure for assessing the academic self-directedness of South African ODeLHE students.
{"title":"The Adult Learner Self-Directedness Scale: Validity and reliability assessment","authors":"Jo-Anne Botha, A. Masenge","doi":"10.4102/sajip.v48i0.1926","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1926","url":null,"abstract":"Orientation: The absence of a scale to assess the academic self-directedness of adult learners in South African open, distance and e-learning milieus.Research purpose: This article describes the further validity and reliability assessment of the Adult Learner Self-Directedness Scale (ALSDS), which assesses adult learners’ academic self-directedness in an open, distance and e-learning (ODeL) university in South Africa. An initial validity and reliability study yielded a four-factor scale with 35 items loading onto it, while this study reports on a three-factor scale with 15 items loading onto it.Motivation for the study: Factors such as socio-economic conditions and past education practices make South African open, distance and e-learning higher education (ODeLHE) challenging for socio-economically disadvantaged students. The growing trend of online tuition and assessment in South African universities requires research into strategies that may improve a student’s success and throughput. In ODeLHE, student self-directedness may contribute to academic success, and thus a reliable scale is needed to assess it. Currently, there is no such South African scale.Research approach/design and method: A quantitative, cross-sectional research design was implemented, using self-report data from the students of the College of Economic and Management Sciences at a South African ODeL university. The ALSDS comprises three factors: success orientation for ODeLHE (self-efficacy beliefs), active academic behaviour (learner agency) and use of strategic resources (learning context management).Main findings: The findings indicate that the ALSDS appears to be a valid, internally consistent and reliable scale suitable for assessing ODeLHE adult learners’ academic self-directedness. Further research is, however, required to establish metric and scalar invariance.Practical/managerial implications: The scale may provide a reliable starting point for developing a scale for assessing ODeLHE students’ existing academic self-directedness. Knowledge of existing self-directedness capacity may be useful in designing and implementing holistic learner support programmes.Contribution/value-add: The ALSDS may provide a reliable Afrocentric starting point for developing a measure for assessing the academic self-directedness of South African ODeLHE students.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46126720","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 : 2022-11-15DOI: 10.4102/sajip.v48i0.1957
Hamfrey Sanhokwe
Orientation: Working from home eliminated the work–nonwork divide. The lives of employees at home were instantaneously connected to their engagement and productivity at work. The mechanisms and pathways through which an individual’s access to and management of nonwork resources and demands influence behaviours and outcomes at work have been scantily investigated.Research purpose: Hinged primarily on the conservation of resources theory, the study examined the influence of the external support, nonwork demands and resources on work engagement and employee productivity.Motivation for the study: Understanding how work–nonwork resources and demands interact(ed) to shape behaviour and outcomes in the work domain could shape cross-domain resource conservation and enhancement efforts.Research approach/design and method: Data were collected from a convenient sample of 185 nongovernmental organisation employees using a standard questionnaire. Structural models, with bootstrapping, were used to evaluate the hypothesised moderating and mediating effects.Main findings: Nonwork resources were positively associated with work engagement. External support moderated the negative relationship between nonwork demands and work engagement. Work engagement mediated the effects of nonwork resources and nonwork demands on employee productivity.Practical/managerial implications: Organizational leaders should appreciate the ecological conditions within which work and nonwork resources are generated and expended. This has implications on desirable, value creating workplace behaviours and related outcomes.Contribution/value-add: The study further exposed the interdependence of the work and non-work domains. Workplaces that enrich both domains will likely enjoy sustained value generation.
{"title":"The influence of nonwork resources, nonwork demands and external support on work engagement and productivity: A moderated mediation model","authors":"Hamfrey Sanhokwe","doi":"10.4102/sajip.v48i0.1957","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1957","url":null,"abstract":"Orientation: Working from home eliminated the work–nonwork divide. The lives of employees at home were instantaneously connected to their engagement and productivity at work. The mechanisms and pathways through which an individual’s access to and management of nonwork resources and demands influence behaviours and outcomes at work have been scantily investigated.Research purpose: Hinged primarily on the conservation of resources theory, the study examined the influence of the external support, nonwork demands and resources on work engagement and employee productivity.Motivation for the study: Understanding how work–nonwork resources and demands interact(ed) to shape behaviour and outcomes in the work domain could shape cross-domain resource conservation and enhancement efforts.Research approach/design and method: Data were collected from a convenient sample of 185 nongovernmental organisation employees using a standard questionnaire. Structural models, with bootstrapping, were used to evaluate the hypothesised moderating and mediating effects.Main findings: Nonwork resources were positively associated with work engagement. External support moderated the negative relationship between nonwork demands and work engagement. Work engagement mediated the effects of nonwork resources and nonwork demands on employee productivity.Practical/managerial implications: Organizational leaders should appreciate the ecological conditions within which work and nonwork resources are generated and expended. This has implications on desirable, value creating workplace behaviours and related outcomes.Contribution/value-add: The study further exposed the interdependence of the work and non-work domains. Workplaces that enrich both domains will likely enjoy sustained value generation.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47927172","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 : 2022-10-31DOI: 10.4102/sajip.v48i0.1960
P. Schaap, E. Koekemoer, Marissa Brouwers
Orientation: Overreliance on goodness-of-fit (GoF) indices in confirmatory factor analysis (CFA) model fit evaluations appears to negatively influence the integrity and replicability of research findings in general, and on research to develop work-to-family enrichment (WFE) theory in particular.Research purpose: The purpose of this study was to test for the conceptual replicability of the essentially unidimensional CFA model of the MACE Work-to-Family Enrichment scale (MACE-W2FE) using Bayesian structural equation modelling.Motivation for the study: Multidimensional and second-order factor models are commonly reported for WFE instruments, but the more tenable essentially unidimensional model has remained largely untested, because of the limitations of GoF indices.Research approach/design and method: Two independent cross-sectional study samples of 627 and 346 employees from various industry sectors was used. Bayesian structural equation modelling (BSEM) was applied to assess whether model misspecifications at local indicator level were substantive in terms of classical test theory, and justified the rejection of an essentially unidimensional CFA model (the breadth factor) for different MACE-W2FE versions.Main findings: In this study it was found that the essentially unidimensional model of the MACE-W2FE conceptually replicated across different studies, samples, MACE-W2FE versions and statistical theorems.Practical/managerial implications: The MACE-W2FE can be univocally scored as a single breadth factor for use in future research.Contribution/value-add: This study demonstrated the value of local indicator misspecification analysis using BSEM in countering deficient model testing in WFE studies.
{"title":"Replicating the essentially unidimensional model of the MACE work-to-family enrichment scale: Going beyond goodness-of-fit indices","authors":"P. Schaap, E. Koekemoer, Marissa Brouwers","doi":"10.4102/sajip.v48i0.1960","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1960","url":null,"abstract":"Orientation: Overreliance on goodness-of-fit (GoF) indices in confirmatory factor analysis (CFA) model fit evaluations appears to negatively influence the integrity and replicability of research findings in general, and on research to develop work-to-family enrichment (WFE) theory in particular.Research purpose: The purpose of this study was to test for the conceptual replicability of the essentially unidimensional CFA model of the MACE Work-to-Family Enrichment scale (MACE-W2FE) using Bayesian structural equation modelling.Motivation for the study: Multidimensional and second-order factor models are commonly reported for WFE instruments, but the more tenable essentially unidimensional model has remained largely untested, because of the limitations of GoF indices.Research approach/design and method: Two independent cross-sectional study samples of 627 and 346 employees from various industry sectors was used. Bayesian structural equation modelling (BSEM) was applied to assess whether model misspecifications at local indicator level were substantive in terms of classical test theory, and justified the rejection of an essentially unidimensional CFA model (the breadth factor) for different MACE-W2FE versions.Main findings: In this study it was found that the essentially unidimensional model of the MACE-W2FE conceptually replicated across different studies, samples, MACE-W2FE versions and statistical theorems.Practical/managerial implications: The MACE-W2FE can be univocally scored as a single breadth factor for use in future research.Contribution/value-add: This study demonstrated the value of local indicator misspecification analysis using BSEM in countering deficient model testing in WFE studies.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41838831","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 : 2022-10-31DOI: 10.4102/sajip.v48i0.2008
Y. N. Arifa, S. Khapova, S. El Baroudi
Orientation: Leaders must understand how to manage digital nomads in their companies.Research purpose: This study aimed to explore how digital nomads’ experiences shape their understanding of their work and life during the transitional career process.Motivation for the study: Little research explores why individuals become digital nomads and what they find important in their life and work.Research approach/design and method: This study employed the concept of working identity and used the open-ended approach of grounded theory. The snowball sampling method was used to recruit the participants, and data were collected using semi-structured interviews with 28 digital nomads.Main findings: The authors identified five stages related to how digital nomads’ experiences shape their views on what matters most to them in work and life: (1) rebelling against established work norms, (2) experimenting with ways of working and living, (3) crystallising personal work and life values, (4) living new work and life scripts and (5) rebelling against a nomadic lifestyle.Practical/managerial implications: This study provides useful findings for managers who are working in business strategy and policy settings and are seeking to recruit digital nomads. Career counsellors could also use this study’s findings to help individuals develop realistic expectations about the lifestyle and careers of digital nomads.Contribution/value-add: This study builds an understanding of nomadic experiences from a career exploration perspective and offers recommendations for future research on the role of luck in digital career paths and career decisions.
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Pub Date : 2022-10-28DOI: 10.4102/sajip.v48i0.1971
Precious Ngobeni, N. Dhanpat
Orientation The coronavirus disease 2019 (COVID-19) pandemic has impacted all job sectors. Arguably, the hardest hit were healthcare institutions. Nurses are at the front line, and it is known that the pandemic added pressure to the way nurses performed their duties. Their working schedules became more complex, including longer hours, as nurses dealt with high rates of COVID-19 cases while still dealing with other healthcare issues. Research purpose The study aimed to establish the relationship between idiosyncratic deals (i-deals) and work engagement of nurses. The study focused on these three types of i-deals - task, flexibility and career. It investigated which i-deals best predict work engagement among nurses. Motivation for the study There is a need to understand the work arrangements of nurses during the pandemic through i-deals. Although research on idiosyncratic deals has become popular in international research, there is scant research within the South African context. Research approach/design and method The sample consisted of 220 nurses working in three private hospitals in Gauteng, South Africa. Inferential statistics and regression analysis were used to achieve the research objectives. Main findings The study’s findings revealed a correlation between the three types of i-deals and work engagement. However, only task and flexibility i-deals predicted work engagement. The COVID-19 pandemic added pressure to the healthcare industry and to nurses’ challenges. The pandemic highlighted the importance of having an engaged nursing workforce. Thus, recommendations and suggestions for nurses, nursing managers and human resource managers are provided. Practical/managerial implications The concept of i-deals is a reasonably new phenomenon within HR practices, and there is no empirical research within the South African context. Contribution/value-add The study adds value by providing insight into customised work arrangements, from an i-deal perspective, during a much appropriate time and urgently needed for nurses.
{"title":"Keeping nurses engaged during COVID-19: An i-deal perspective","authors":"Precious Ngobeni, N. Dhanpat","doi":"10.4102/sajip.v48i0.1971","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1971","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic has impacted all job sectors. Arguably, the hardest hit were healthcare institutions. Nurses are at the front line, and it is known that the pandemic added pressure to the way nurses performed their duties. Their working schedules became more complex, including longer hours, as nurses dealt with high rates of COVID-19 cases while still dealing with other healthcare issues. Research purpose The study aimed to establish the relationship between idiosyncratic deals (i-deals) and work engagement of nurses. The study focused on these three types of i-deals - task, flexibility and career. It investigated which i-deals best predict work engagement among nurses. Motivation for the study There is a need to understand the work arrangements of nurses during the pandemic through i-deals. Although research on idiosyncratic deals has become popular in international research, there is scant research within the South African context. Research approach/design and method The sample consisted of 220 nurses working in three private hospitals in Gauteng, South Africa. Inferential statistics and regression analysis were used to achieve the research objectives. Main findings The study’s findings revealed a correlation between the three types of i-deals and work engagement. However, only task and flexibility i-deals predicted work engagement. The COVID-19 pandemic added pressure to the healthcare industry and to nurses’ challenges. The pandemic highlighted the importance of having an engaged nursing workforce. Thus, recommendations and suggestions for nurses, nursing managers and human resource managers are provided. Practical/managerial implications The concept of i-deals is a reasonably new phenomenon within HR practices, and there is no empirical research within the South African context. Contribution/value-add The study adds value by providing insight into customised work arrangements, from an i-deal perspective, during a much appropriate time and urgently needed for nurses.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43951972","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 : 2022-10-27DOI: 10.4102/sajip.v48i0.1912
C. Schultz
Orientation: Employability development is needed to alleviate poverty in South Africa. This study sought to examine employability development, with specific reference to soft employability skills within a low-income community in Gauteng province of South Africa.Research purpose: The purpose of this study was to determine whether the labour market intervention offered by a non-governmental organisation (NGO) in Gauteng added value to learners with specific reference to soft skills (behavioural and psychosocial) needed to become employable.Motivation for the study: Soft employability skills are essential because they are highly demanded by employers today. It is not clear whether the learners from an NGO have obtained soft employability skills (behavioural and psychosocial) during the skills training intervention.Research approach/design and method: A qualitative constructivist approach was utilised. Using purposive sampling, 33 learners from an NGO participated in email interviews. The email interviews were analysed by using four steps prescribed by grounded theory researchers.Main findings: The study results highlight two themes that represent soft employability skills, namely, soft employability behavioural skills and soft employability psychosocial skills.Practical/managerial implications: The study provides government and NGOs with an understanding of soft employability skills valued by unemployed low-income workers.Contribution/value-add: This research contributes to literature by expanding the knowledge of soft employability behavioural skills and soft employability psychosocial skills. Forgiveness seems to be a new soft employability psychosocial skill, as it was not found in the theories and frameworks used in this article.
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