Pub Date : 2022-05-24DOI: 10.4102/sajip.v48i0.1990
Marida Steurer, Leoni van der Vaart, S. Rothmann
Orientation: Graduate employability remains high on researchers’ and practitioners’ agendas. Consequently, many studies have been conducted on the topic (also from a managerial perspective). A synthesis of these studies is however lacking, complicating decision-making for stakeholders with a vested interest in the topic.Research purpose: This study aimed to give a scientific overview of managerial expectations of new graduate employability attributes through a scoping review of the available literature.Motivation for the study: A synthesis of these studies is required to facilitate stakeholders’ (researchers and practitioners) decision-making.Research approach/design and method: This study included 63 peer-reviewed articles as part of the review. The researcher analysed the data using conventional content analysis.Main findings: Four main categories of graduate employability attributes were identified: personal, interpersonal, workplace and applied knowledge attributes. The term personal attributes refers to an individual’s unique make-up that enables them to be successful in all aspects of life and lays the foundation for the way all other attributes are applied. Interpersonal attributes dictate new graduates’ ability to communicate or interact well with other individuals. The way in which new graduates adapt and function at work will be determined by their workplace attributes whilst their applied knowledge attributes build on the first three categories and enable new graduates to apply their theoretical and empirical learning in practice.Practical/managerial implications: Not only could the results inform further studies but the additional insight into the complexity of graduate employability could also guide future developmental interventions.Contribution/value-add: The present study aimed to make a scientifically founded contribution towards literature by identifying the most important expectations managers have regarding new graduate employability.
{"title":"Mapping managerial expectations of graduate employability attributes: A scoping review","authors":"Marida Steurer, Leoni van der Vaart, S. Rothmann","doi":"10.4102/sajip.v48i0.1990","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1990","url":null,"abstract":"Orientation: Graduate employability remains high on researchers’ and practitioners’ agendas. Consequently, many studies have been conducted on the topic (also from a managerial perspective). A synthesis of these studies is however lacking, complicating decision-making for stakeholders with a vested interest in the topic.Research purpose: This study aimed to give a scientific overview of managerial expectations of new graduate employability attributes through a scoping review of the available literature.Motivation for the study: A synthesis of these studies is required to facilitate stakeholders’ (researchers and practitioners) decision-making.Research approach/design and method: This study included 63 peer-reviewed articles as part of the review. The researcher analysed the data using conventional content analysis.Main findings: Four main categories of graduate employability attributes were identified: personal, interpersonal, workplace and applied knowledge attributes. The term personal attributes refers to an individual’s unique make-up that enables them to be successful in all aspects of life and lays the foundation for the way all other attributes are applied. Interpersonal attributes dictate new graduates’ ability to communicate or interact well with other individuals. The way in which new graduates adapt and function at work will be determined by their workplace attributes whilst their applied knowledge attributes build on the first three categories and enable new graduates to apply their theoretical and empirical learning in practice.Practical/managerial implications: Not only could the results inform further studies but the additional insight into the complexity of graduate employability could also guide future developmental interventions.Contribution/value-add: The present study aimed to make a scientifically founded contribution towards literature by identifying the most important expectations managers have regarding new graduate employability.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43249461","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 : 2022-05-23DOI: 10.4102/sajip.v48i0.1991
M. Coetzee, Dieter Veldsman
Orientation: The nature of the Fourth Industrial Revolution’s technology-driven work and business profoundly alters the foundational assumptions upon which industrial/organisational (I/O) psychologists in future will base their understanding of their professional roles in the modern workplace.Research purpose: The objective of the study was to gain deeper insight into South African employers’ views of the service roles, skills and attributes of the future-fit digital-era I/O psychologist.Motivation for the study: More research is needed on the service roles, skills and attributes that employers require from I/O psychologists as companies are transitioning to technology-enabled hybrid and flexible models of work.Research approach/design and method: The study utilised a qualitative research approach. An open-ended question survey was conducted amongst (N = 14) executives and human resource managers of South African companies. Thematic analysis was utilised to analyse the collected data.Main findings: The data analysis revealed a shift toward key technology-enabled service roles and several intradigital, interdigital, interpersonal and intrapersonal skills and attributes that employers require the digital-era I/O psychologist to bring to the digital-driven workplace.Practical/managerial implications: Digitally dexterous I/O psychologists should be at the forefront of technology and its impact on workplaces and the profession’s scope of practice.Contributions/value-add: The study adds to the Industrial/Organisational Psychology research literature and reveals the dire need for I/O psychologists to adapt and evolve their scope of practice services and products to ensure the continued relevance of the IOP profession.
{"title":"The digital-era industrial/organisational psychologist: Employers’ view of key service roles, skills and attributes","authors":"M. Coetzee, Dieter Veldsman","doi":"10.4102/sajip.v48i0.1991","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1991","url":null,"abstract":"Orientation: The nature of the Fourth Industrial Revolution’s technology-driven work and business profoundly alters the foundational assumptions upon which industrial/organisational (I/O) psychologists in future will base their understanding of their professional roles in the modern workplace.Research purpose: The objective of the study was to gain deeper insight into South African employers’ views of the service roles, skills and attributes of the future-fit digital-era I/O psychologist.Motivation for the study: More research is needed on the service roles, skills and attributes that employers require from I/O psychologists as companies are transitioning to technology-enabled hybrid and flexible models of work.Research approach/design and method: The study utilised a qualitative research approach. An open-ended question survey was conducted amongst (N = 14) executives and human resource managers of South African companies. Thematic analysis was utilised to analyse the collected data.Main findings: The data analysis revealed a shift toward key technology-enabled service roles and several intradigital, interdigital, interpersonal and intrapersonal skills and attributes that employers require the digital-era I/O psychologist to bring to the digital-driven workplace.Practical/managerial implications: Digitally dexterous I/O psychologists should be at the forefront of technology and its impact on workplaces and the profession’s scope of practice.Contributions/value-add: The study adds to the Industrial/Organisational Psychology research literature and reveals the dire need for I/O psychologists to adapt and evolve their scope of practice services and products to ensure the continued relevance of the IOP profession.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47144847","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 : 2022-05-18DOI: 10.4102/sajip.v48i0.1902
Nasreen A. McGowan, L. Sekaja
{"title":"A diary study of the impression management strategies utilised by industrial and organisational psychology interns","authors":"Nasreen A. McGowan, L. Sekaja","doi":"10.4102/sajip.v48i0.1902","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1902","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48103618","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 : 2022-03-30DOI: 10.4102/sajip.v48i0.1923
M. Kotzé, P. Nel, Petra Smit
Orientation: Scholars are encouraged to provide contextualised definitions of spirituality (e.g. workplace spirituality) and validate measures using non-academic samples and advanced statistics.Research purpose: This study aimed to determine (1) the dimensionality associated with a measure of workplace spirituality and (2) whether the estimated primary factor scores (alignment with organisational values, meaningful work, sense of community) outperforms the prediction of the estimated scores for perceived employee performance compared with the estimated scores for the general factor (workplace spirituality).Motivation for the study: Valid measures of workplace spirituality are required for conducting research to advance our understanding of its relationship with organisational outcomes.Research approach/design and method: Using a cross-sectional survey design, 789 public servants completed measures on workplace spirituality and perceived employee performance. A three-stage process was followed to investigate (1) the basic internal assessment qualities of the measure, (2) the added-value of the subscales (i.e., alignment with organisational values, meaningful work, sense of community) to the model, and (3) the assessment of the external validity of the measure in relation to an external variable (in this case perceived employee performance). Different indices are consulted during the three stages to determine (1) whether the measurement in question is essentially unidimensional in nature and (2) whether the estimated group factor scores are better predictors of the criterion than the estimated general factor scores.Main findings: The various indices suggested that the measure of workplace spirituality could be treated as multidimensional and essentially unidimensional in nature. The three primary factors (alignment with organisational values, meaningful work and sense of community) resulted in a significant (yet small) increase in accuracy of predicting the estimated scores associated with perceived employee performance compared with the prediction based on the estimated scores for the general factor (workplace spirituality). However, the presence of a strong general factor cannot be ignored, pointing to a measure that is also essentially unidimensional and to be scored accordingly – allowing for quick and accurate assessment of individuals’ levels of workplace spirituality.Practical/managerial implications: Applied researchers and practitioners should take note of the theoretical and statistical value associated with the subdimensions of workplace spirituality to better understand why these dimensions are predictors of employee performance. The results of the study emphasise the important role of both personal-level and organisational-level variables associated with workplace spirituality in relation to perceived employee performance.Contribution/value-add: The study suggests that this measure of workplace spirituality can be treated as essentiall
{"title":"Psychometric properties of a workplace spirituality measure","authors":"M. Kotzé, P. Nel, Petra Smit","doi":"10.4102/sajip.v48i0.1923","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1923","url":null,"abstract":"Orientation: Scholars are encouraged to provide contextualised definitions of spirituality (e.g. workplace spirituality) and validate measures using non-academic samples and advanced statistics.Research purpose: This study aimed to determine (1) the dimensionality associated with a measure of workplace spirituality and (2) whether the estimated primary factor scores (alignment with organisational values, meaningful work, sense of community) outperforms the prediction of the estimated scores for perceived employee performance compared with the estimated scores for the general factor (workplace spirituality).Motivation for the study: Valid measures of workplace spirituality are required for conducting research to advance our understanding of its relationship with organisational outcomes.Research approach/design and method: Using a cross-sectional survey design, 789 public servants completed measures on workplace spirituality and perceived employee performance. A three-stage process was followed to investigate (1) the basic internal assessment qualities of the measure, (2) the added-value of the subscales (i.e., alignment with organisational values, meaningful work, sense of community) to the model, and (3) the assessment of the external validity of the measure in relation to an external variable (in this case perceived employee performance). Different indices are consulted during the three stages to determine (1) whether the measurement in question is essentially unidimensional in nature and (2) whether the estimated group factor scores are better predictors of the criterion than the estimated general factor scores.Main findings: The various indices suggested that the measure of workplace spirituality could be treated as multidimensional and essentially unidimensional in nature. The three primary factors (alignment with organisational values, meaningful work and sense of community) resulted in a significant (yet small) increase in accuracy of predicting the estimated scores associated with perceived employee performance compared with the prediction based on the estimated scores for the general factor (workplace spirituality). However, the presence of a strong general factor cannot be ignored, pointing to a measure that is also essentially unidimensional and to be scored accordingly – allowing for quick and accurate assessment of individuals’ levels of workplace spirituality.Practical/managerial implications: Applied researchers and practitioners should take note of the theoretical and statistical value associated with the subdimensions of workplace spirituality to better understand why these dimensions are predictors of employee performance. The results of the study emphasise the important role of both personal-level and organisational-level variables associated with workplace spirituality in relation to perceived employee performance.Contribution/value-add: The study suggests that this measure of workplace spirituality can be treated as essentiall","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44483040","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 : 2022-03-11DOI: 10.4102/sajip.v48i0.1928
E. Hennicks, Marita M. Heyns, S. Rothmann
social elements of work, and the organisation in which employees are their well-being, and retention secure Social well-being can be linked to the self-determination theory Orientation: Employee social well-being is likely to influence individual and organisational outcomes, especially in African countries where a high premium is often placed on one’s personhood being rooted in one’s relations with others. Research purpose: This study investigated the associations between social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave in a South African utility organisation. Motivation for the study: Given the history of relationships amongst diverse people in South Africa, social well-being seems to be a critical component of the overall well-being of employees. However, few studies in South Africa have focused on social well-being in organisational contexts. Research approach/design and method: A cross-sectional survey design was used, targeting permanent employees in a South African utility organisation. Consenting participants ( N = 403) completed previously validated measures of social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave. Structural equation modelling was performed to test hypotheses. Main findings: Social well-being was positively associated with job satisfaction and organisational citizenship behaviour and negatively associated with intentions to leave. Social well-being indirectly affected organisational citizenship behaviour and intention to leave through job (dis)satisfaction. Practical/managerial implications: Managers and human resources practitioners are alerted to practical ways of sustaining employees’ social well-being such as by implementing tailor-made policies that support social aspects of well-being and by ensuring the alignment of well-being programmes with changing circumstances in the modern world of work. Originality/value-add: This study illuminated social well-being associations with selected outcomes in a developing African country workplace context. Social acceptance (the acceptance of the diversity of colleagues), actualisation (the belief in one’s organisation, team and colleagues’ potential), coherence (the belief that one’s organisation and social relations at work are both meaningful and comprehensible), contribution (the belief that one’s daily work tasks add value to one’s team, department, and organisation) and integration (the belief that one experiences a sense of communal connectedness and belongingness).
{"title":"Social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave in a utility organisation","authors":"E. Hennicks, Marita M. Heyns, S. Rothmann","doi":"10.4102/sajip.v48i0.1928","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1928","url":null,"abstract":"social elements of work, and the organisation in which employees are their well-being, and retention secure Social well-being can be linked to the self-determination theory Orientation: Employee social well-being is likely to influence individual and organisational outcomes, especially in African countries where a high premium is often placed on one’s personhood being rooted in one’s relations with others. Research purpose: This study investigated the associations between social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave in a South African utility organisation. Motivation for the study: Given the history of relationships amongst diverse people in South Africa, social well-being seems to be a critical component of the overall well-being of employees. However, few studies in South Africa have focused on social well-being in organisational contexts. Research approach/design and method: A cross-sectional survey design was used, targeting permanent employees in a South African utility organisation. Consenting participants ( N = 403) completed previously validated measures of social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave. Structural equation modelling was performed to test hypotheses. Main findings: Social well-being was positively associated with job satisfaction and organisational citizenship behaviour and negatively associated with intentions to leave. Social well-being indirectly affected organisational citizenship behaviour and intention to leave through job (dis)satisfaction. Practical/managerial implications: Managers and human resources practitioners are alerted to practical ways of sustaining employees’ social well-being such as by implementing tailor-made policies that support social aspects of well-being and by ensuring the alignment of well-being programmes with changing circumstances in the modern world of work. Originality/value-add: This study illuminated social well-being associations with selected outcomes in a developing African country workplace context. Social acceptance (the acceptance of the diversity of colleagues), actualisation (the belief in one’s organisation, team and colleagues’ potential), coherence (the belief that one’s organisation and social relations at work are both meaningful and comprehensible), contribution (the belief that one’s daily work tasks add value to one’s team, department, and organisation) and integration (the belief that one experiences a sense of communal connectedness and belongingness).","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46457769","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 : 2022-02-25DOI: 10.4102/sajip.v48i0.1932
Lauren Delport, Nontsikelelo Deborah Pebetsi Mtshelwane, L. Rossouw
when people behave in a certain manner in different situations to shape or influence other people’s perspectives (Bourdage, Wiltshire, & Lee, 2015). When individuals display certain types of behaviour, certain IM tactics become evident, depending on the situation. People care about how others perceive them, which is a critical factor for an organisation and in the general social setting (Bolino, Long, & Turnley, 2016). According to Bolino et al. (2016), IM by groups could have implications on the organisational resources that are allocated and the perceptions of organisational policies. When individuals are in the workplace, IM can be used intentionally and strategically, employees may consciously create a specific image, such as likeability, and competence amongst employees Orientation: Impression management (IM) tactics are displayed by Afrikaans Coloured individuals in formal settings. The formal setting (workplace) entails interactions with colleagues and supervisors. Research purpose: Explore and identify IM tactics displayed in the Afrikaans Coloured culture in a formal setting. Motivation for the study: This study forms part of a bigger research project where research has been conducted on different cultural groups (e.g. White Afrikaans, Zulu and Tswana) in order to develop a social desirable measuring instrument specifically for the South African context. Research approach, design and method: A qualitative research design was utilised based on a phenomenological approach, following an emic perspective. The sample consisted of ( n = 11) Afrikaans Coloured individuals, with a tertiary qualification within South African organisations that comprised employees more than 50 people, situated in the Western Cape and Northern Cape provinces. For data collection, semi-structured interviews were conducted. Qualitative data analysis steps of Creswell was used to analyse data. Main findings: Results indicate that Africans Coloured individuals use different tactics when impressing colleagues and supervisors in the workplace. Practical/managerial implications: This study provides the management of organisations the essential knowledge on the IM tactics that Afrikaans Coloured employees display in a formal setting. Contribution/value-add: This study contributed to the body of knowledge regarding IM tactics that Afrikaans Coloured employees display. This study might enable organisations to better understand and manage individuals from this cultural group.
{"title":"Exploring impression management tactics within the Afrikaans Coloured culture in a formal setting","authors":"Lauren Delport, Nontsikelelo Deborah Pebetsi Mtshelwane, L. Rossouw","doi":"10.4102/sajip.v48i0.1932","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1932","url":null,"abstract":"when people behave in a certain manner in different situations to shape or influence other people’s perspectives (Bourdage, Wiltshire, & Lee, 2015). When individuals display certain types of behaviour, certain IM tactics become evident, depending on the situation. People care about how others perceive them, which is a critical factor for an organisation and in the general social setting (Bolino, Long, & Turnley, 2016). According to Bolino et al. (2016), IM by groups could have implications on the organisational resources that are allocated and the perceptions of organisational policies. When individuals are in the workplace, IM can be used intentionally and strategically, employees may consciously create a specific image, such as likeability, and competence amongst employees Orientation: Impression management (IM) tactics are displayed by Afrikaans Coloured individuals in formal settings. The formal setting (workplace) entails interactions with colleagues and supervisors. Research purpose: Explore and identify IM tactics displayed in the Afrikaans Coloured culture in a formal setting. Motivation for the study: This study forms part of a bigger research project where research has been conducted on different cultural groups (e.g. White Afrikaans, Zulu and Tswana) in order to develop a social desirable measuring instrument specifically for the South African context. Research approach, design and method: A qualitative research design was utilised based on a phenomenological approach, following an emic perspective. The sample consisted of ( n = 11) Afrikaans Coloured individuals, with a tertiary qualification within South African organisations that comprised employees more than 50 people, situated in the Western Cape and Northern Cape provinces. For data collection, semi-structured interviews were conducted. Qualitative data analysis steps of Creswell was used to analyse data. Main findings: Results indicate that Africans Coloured individuals use different tactics when impressing colleagues and supervisors in the workplace. Practical/managerial implications: This study provides the management of organisations the essential knowledge on the IM tactics that Afrikaans Coloured employees display in a formal setting. Contribution/value-add: This study contributed to the body of knowledge regarding IM tactics that Afrikaans Coloured employees display. This study might enable organisations to better understand and manage individuals from this cultural group.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46680103","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 : 2022-02-25DOI: 10.4102/sajip.v48i0.1897
Xander van Lill, Rinet van Lill
Orientation: Mental health distress is on the rise, which has significant implications for labour productivity. Industrial psychologists, who are equipped to offer work-based counselling, can play a vital role in alleviating this burden. Research purpose: This study was an investigation of current literature on industrial psychologists as counsellors, with a focus on acceptance and commitment therapy (ACT) as a framework to deliver brief work-based counselling. The aim was to offer a practical model of counselling, derived from the literature, for industrial psychologists to perform work-based counselling. Motivation for the study: There is a paucity of literature pertaining to evidence-based guidelines that industrial psychologists can follow to provide counselling. This study attempts to expand industrial psychologists’ counselling skill set by proposing an ACT intervention that can be applied as a brief counselling process in the workplace. Research approach/design and method: A systematic literature review of three separate literature streams yielded 1297 publications. After further analysis, 25 publications that met the criteria for relevance and quality were considered to create a model for workplace counselling. Main findings: Attention to the role of industrial psychologists as counsellors dwindled after the 1960s but has recently been given renewed attention by South African scholars. The literature review of experimental ACT designs revealed evidence-based guidelines that were combined to create the ACT for Work Well-being Model. Practical/managerial implications: The ACT for Work Well-being Model is a brief counselling protocol to offer systematic steps that industrial psychologists can implement during brief work-based counselling to address anxiety and depressive symptoms. Contribution/value-add: The proposed model is designed to stimulate further empirical validation and ensure evidence-based practice.
{"title":"Developing a brief acceptance and commitment therapy model for industrial psychologists","authors":"Xander van Lill, Rinet van Lill","doi":"10.4102/sajip.v48i0.1897","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1897","url":null,"abstract":"Orientation: Mental health distress is on the rise, which has significant implications for labour productivity. Industrial psychologists, who are equipped to offer work-based counselling, can play a vital role in alleviating this burden. Research purpose: This study was an investigation of current literature on industrial psychologists as counsellors, with a focus on acceptance and commitment therapy (ACT) as a framework to deliver brief work-based counselling. The aim was to offer a practical model of counselling, derived from the literature, for industrial psychologists to perform work-based counselling. Motivation for the study: There is a paucity of literature pertaining to evidence-based guidelines that industrial psychologists can follow to provide counselling. This study attempts to expand industrial psychologists’ counselling skill set by proposing an ACT intervention that can be applied as a brief counselling process in the workplace. Research approach/design and method: A systematic literature review of three separate literature streams yielded 1297 publications. After further analysis, 25 publications that met the criteria for relevance and quality were considered to create a model for workplace counselling. Main findings: Attention to the role of industrial psychologists as counsellors dwindled after the 1960s but has recently been given renewed attention by South African scholars. The literature review of experimental ACT designs revealed evidence-based guidelines that were combined to create the ACT for Work Well-being Model. Practical/managerial implications: The ACT for Work Well-being Model is a brief counselling protocol to offer systematic steps that industrial psychologists can implement during brief work-based counselling to address anxiety and depressive symptoms. Contribution/value-add: The proposed model is designed to stimulate further empirical validation and ensure evidence-based practice.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46524840","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 : 2022-02-22DOI: 10.4102/sajip.v48i0.1940
D. Geldenhuys
intervention: A neuroscientific perspective. (NP) – to theoretically evaluate, and adapt, the use of SP as an OD intervention. The contribution of SP interventions to OD is well recognised in the literature. In a review of articles on SP, however, it was found that, despite employing sound qualitative research designs, most were based on the researchers’ interpretation of the data from an SP frame of reference, with Orientation: Systems-psychodynamics as a consulting stance offers learning experiences that not only have links with the first organisation development interventions but also remains a popular approach for organisational consultation. Here, the argument is made that neuroscientific principles, as embedded in neuropsychotherapy, offer a lens for evaluating and improving the effectiveness of systems-psychodynamic interventions. Research purpose: The purpose of this study was to hypothesise about the effectiveness of systems-psychodynamic interventions, and to offer propositions for improvement. Motivation for the study: Studies on the effectiveness of systems-psychodynamic interventions from outside the same network of science-practitioners, are limited. Furthermore, no evidence of a similar study using a neuroscientific framework could be found in the English literature. Research approach/design and method: This was a conceptual analysis with theory adaption as an approach. Systems-psychodynamics was chosen as domain theory and was discussed first, followed by neuropsychotherapy as method theory. Main findings: It was hypothesised that, using the lens of neuropsychotherapy, systems-psychodynamics – with its focus on insight into unconscious processes – would most likely enhance fear-based learning. To facilitate transformational learning, the experience could be augmented through a better alignment with neuroscientific principles. Practical/managerial implications: There is a need to augment the role of the consultant as science-practitioner with the skills of a reflective practitioner. This will enable consultants to continuously critique and adapt preferred interventions, by integrating new neuroscience-related knowledge in those interventions. Contribution/value-add: This study contributes to the literature on organisation development interventions, and the reflective practice of the science-practitioner.
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Pub Date : 2022-02-11DOI: 10.4102/sajip.v48i0.1956
Nadia Ferreira, M. Coetzee, I. Potgieter
in the person– environment (P–E) fit theory and work context.
在人-环境（P-E）契合理论和工作环境中。
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Pub Date : 2022-01-26DOI: 10.4102/sajip.v48i0.1913
Daphne Pillay, P. Nel, Ebben Van Zyl
influence resilience. relationship between positive affect and resilience.
影响弹性。积极情感和复原力之间的关系。
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