Pub Date : 2022-01-25DOI: 10.4102/sajip.v48i0.1906
Rosanna Stofberg, C. Mabaso, M. Bussin
Pay transparency is often seen as a controversial topic (Birkinshaw & Cable, 2017). Companies that have disclosed information about what employees earn frequently make headlines (Loudenback, 2017), and some argue that the prevalence of online salary sharing tools such as Glassdoor.com will make pay transparency something that younger generations will simply expect of their employers (Marasi & Bennett, 2016). This trend has naturally made some employers and human resource (HR) practitioners nervous that greater transparency could expose pay inequalities, cause reputational damage or increase costs (Zenger, 2016). These potential impacts remain understudied in the academic literature, as do the potential impacts of pay transparency on various organisational outcomes such as job turnover and employee satisfaction (Smit & Montag-Smit, 2018; Trotter, Zacur, & Stickney, 2017), making it harder for employers and HR to know how to handle pay transparency.
{"title":"Employee responses to pay transparency","authors":"Rosanna Stofberg, C. Mabaso, M. Bussin","doi":"10.4102/sajip.v48i0.1906","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1906","url":null,"abstract":"Pay transparency is often seen as a controversial topic (Birkinshaw & Cable, 2017). Companies that have disclosed information about what employees earn frequently make headlines (Loudenback, 2017), and some argue that the prevalence of online salary sharing tools such as Glassdoor.com will make pay transparency something that younger generations will simply expect of their employers (Marasi & Bennett, 2016). This trend has naturally made some employers and human resource (HR) practitioners nervous that greater transparency could expose pay inequalities, cause reputational damage or increase costs (Zenger, 2016). These potential impacts remain understudied in the academic literature, as do the potential impacts of pay transparency on various organisational outcomes such as job turnover and employee satisfaction (Smit & Montag-Smit, 2018; Trotter, Zacur, & Stickney, 2017), making it harder for employers and HR to know how to handle pay transparency.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45899589","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 : 2022-01-24DOI: 10.4102/sajip.v48i0.1919
Pardon Chikobvu, M. Harunavamwe
Orientation: It has become vital for hospitals to create supportive and conducive working environments. With the reported adverse working conditions in public hospitals, it would be prudent to consider the stimulating factors of work engagement. This research suggests that personal resources such as resilience and emotional intelligence may cushion individuals from being disengaged by enabling them to manage job demands. Research purpose: The study aimed to determine the extent to which a combination of positive aspects and resources of emotional intelligence and resilience may influence work engagement. Motivation for the study: The study was inspired by Demerouti and Bakker who in 2011 signalled that employees become susceptible to health impairments when job and personal resources are likely to be limited. Expanding employee personal resources may thus effectively influence work engagement. Research approach, design and method: The study employed a cross-sectional quantitative survey by means of self-administered questionnaires. The sample consisted of 252 nurses from the Mangaung Metropolitan Municipality, South Africa. Data were analysed using the SmartPLS programme. Main findings: Emotional intelligence influences work engagement through resilience. The strong direct pathway between emotional intelligence and work engagement was noteworthy. Practical/managerial implication: Managers may focus their attention on developing aspects of emotional intelligence and enhance resilience as a way of improving work engagement. Contribution/value-add: The findings add literature to the body of knowledge focusing on expanding personal resource as a way to enhance work engagement amongst nurses in public hospitals.
{"title":"The influence of emotional intelligence and resilience on work engagement amongst nurses in public hospitals","authors":"Pardon Chikobvu, M. Harunavamwe","doi":"10.4102/sajip.v48i0.1919","DOIUrl":"https://doi.org/10.4102/sajip.v48i0.1919","url":null,"abstract":"Orientation: It has become vital for hospitals to create supportive and conducive working environments. With the reported adverse working conditions in public hospitals, it would be prudent to consider the stimulating factors of work engagement. This research suggests that personal resources such as resilience and emotional intelligence may cushion individuals from being disengaged by enabling them to manage job demands. Research purpose: The study aimed to determine the extent to which a combination of positive aspects and resources of emotional intelligence and resilience may influence work engagement. Motivation for the study: The study was inspired by Demerouti and Bakker who in 2011 signalled that employees become susceptible to health impairments when job and personal resources are likely to be limited. Expanding employee personal resources may thus effectively influence work engagement. Research approach, design and method: The study employed a cross-sectional quantitative survey by means of self-administered questionnaires. The sample consisted of 252 nurses from the Mangaung Metropolitan Municipality, South Africa. Data were analysed using the SmartPLS programme. Main findings: Emotional intelligence influences work engagement through resilience. The strong direct pathway between emotional intelligence and work engagement was noteworthy. Practical/managerial implication: Managers may focus their attention on developing aspects of emotional intelligence and enhance resilience as a way of improving work engagement. Contribution/value-add: The findings add literature to the body of knowledge focusing on expanding personal resource as a way to enhance work engagement amongst nurses in public hospitals.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2022-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44835933","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-01DOI: 10.4102/sajip.v47i0.1924
Sadia Murray, A. Bosch
Orientation: The article explores doctors’ thriving in the profession of medicine in order to heed the call to explore thriving in various work contexts. This study does so from the viewpoint of women medical doctors.Research purpose: To present the theoretical development and empirically expanded framework for women doctors’ thriving at work.Motivation for the study: Although women doctors remain underrepresented, there are signs of the feminisation of medicine. Women’s ability to thrive at work may be detrimentally affected by their societal expectations that are distinct from those of men. Frameworks about thriving at work do not currently distinguish between women and men.Research method: Development of a gender-specific framework from the literature followed by qualitative data collection with two semi-structured appreciative inquiry focus groups to confirm and expand on the framework. The nominal group technique employed to encourage open sharing. Participants were seven women and six men from various medical and surgical speciality fields. Collaborative analysis of data by participants using thematic analysis.Main findings: Gender quality and non-discrimination, support, non-traditional gender roles, career trajectories and self-empowerment were factors that women attributed to their thriving at workManagerial/practical implications: Managers can improve the structuring and planning of women doctor’s work conditions and improve on gender-specific management practices towards a thriving community of medical doctors.Contribution: A framework of women doctors’ thriving at work was empirically confirmed and includes gender-specific elements to facilitate women doctors’ thriving in healthcare.
{"title":"Courage and equality – Women doctors’ thriving at work","authors":"Sadia Murray, A. Bosch","doi":"10.4102/sajip.v47i0.1924","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1924","url":null,"abstract":"Orientation: The article explores doctors’ thriving in the profession of medicine in order to heed the call to explore thriving in various work contexts. This study does so from the viewpoint of women medical doctors.Research purpose: To present the theoretical development and empirically expanded framework for women doctors’ thriving at work.Motivation for the study: Although women doctors remain underrepresented, there are signs of the feminisation of medicine. Women’s ability to thrive at work may be detrimentally affected by their societal expectations that are distinct from those of men. Frameworks about thriving at work do not currently distinguish between women and men.Research method: Development of a gender-specific framework from the literature followed by qualitative data collection with two semi-structured appreciative inquiry focus groups to confirm and expand on the framework. The nominal group technique employed to encourage open sharing. Participants were seven women and six men from various medical and surgical speciality fields. Collaborative analysis of data by participants using thematic analysis.Main findings: Gender quality and non-discrimination, support, non-traditional gender roles, career trajectories and self-empowerment were factors that women attributed to their thriving at workManagerial/practical implications: Managers can improve the structuring and planning of women doctor’s work conditions and improve on gender-specific management practices towards a thriving community of medical doctors.Contribution: A framework of women doctors’ thriving at work was empirically confirmed and includes gender-specific elements to facilitate women doctors’ thriving in healthcare.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41880858","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-09DOI: 10.4102/sajip.v47i0.1876
W. Chinyamurindi, A. K. Masha, Ntombekhaya Tshabalala
Orientation The coronavirus disease 2019 (COVID-19) pandemic has affected the world of work. An understanding is needed of this impact and the positioning of roles of professional psychologists in response to adjusting to the new normal. Research purpose This study investigated the challenges faced by Industrial Organisational (IO) Psychologists in view of the COVID-19 pandemic. Furthermore, the study aimed at ascertaining the professional roles that emanate from such challenges. Motivation of the study As a result of the COVID-19 pandemic, calls exist within the literature for nuanced disciplinary studies that explore the impact of the pandemic. One such discipline is that of Industrial Psychology (IP), a discipline deemed important not only for the development of individuals but also for organisations. Research approach, design and method A qualitative research approach utilising semi-structured interviews was conducted with 25 IO Psychologists. Thematic analysis was utilised to analyse the collected data using the suggestions by Braun and Clarke. Main findings Two main findings emerged from the study informed by the thematic analysis conducted. Firstly, the IO Psychologists expressed challenges of a direct nature affecting their practice and individual well-being. Secondly, the participating IO Psychologists suggested resultant professional roles that emerged from the impact of the COVID-19 pandemic. These included (1) prioritisation of personal physical and mental health, (2) more technological skills and acumen needed to adjust to the challenges posed by the pandemic, (3) promotion of continued professional learning and (4) the necessity for support networks amongst practitioners. Practical/managerial implications Implications are drawn for the practitioners and individuals working within the IO Psychology context. These extend at assisting the practitioners within the presented challenges. Contribution/value-add Through the findings, suggestions to inform IO Psychology as a practice are made. Furthermore, roles in assisting IO Psychologists to adjust to the new normal are suggested. The study becomes one of the first within these disciplines to charter suggestions for this important practice.
{"title":"The impact of the COVID-19 pandemic on Industrial Organisational Psychologists in South Africa: Imagining new professional roles","authors":"W. Chinyamurindi, A. K. Masha, Ntombekhaya Tshabalala","doi":"10.4102/sajip.v47i0.1876","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1876","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic has affected the world of work. An understanding is needed of this impact and the positioning of roles of professional psychologists in response to adjusting to the new normal. Research purpose This study investigated the challenges faced by Industrial Organisational (IO) Psychologists in view of the COVID-19 pandemic. Furthermore, the study aimed at ascertaining the professional roles that emanate from such challenges. Motivation of the study As a result of the COVID-19 pandemic, calls exist within the literature for nuanced disciplinary studies that explore the impact of the pandemic. One such discipline is that of Industrial Psychology (IP), a discipline deemed important not only for the development of individuals but also for organisations. Research approach, design and method A qualitative research approach utilising semi-structured interviews was conducted with 25 IO Psychologists. Thematic analysis was utilised to analyse the collected data using the suggestions by Braun and Clarke. Main findings Two main findings emerged from the study informed by the thematic analysis conducted. Firstly, the IO Psychologists expressed challenges of a direct nature affecting their practice and individual well-being. Secondly, the participating IO Psychologists suggested resultant professional roles that emerged from the impact of the COVID-19 pandemic. These included (1) prioritisation of personal physical and mental health, (2) more technological skills and acumen needed to adjust to the challenges posed by the pandemic, (3) promotion of continued professional learning and (4) the necessity for support networks amongst practitioners. Practical/managerial implications Implications are drawn for the practitioners and individuals working within the IO Psychology context. These extend at assisting the practitioners within the presented challenges. Contribution/value-add Through the findings, suggestions to inform IO Psychology as a practice are made. Furthermore, roles in assisting IO Psychologists to adjust to the new normal are suggested. The study becomes one of the first within these disciplines to charter suggestions for this important practice.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48191326","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-27DOI: 10.4102/sajip.v47i0.1904
Deon J. Kleynhans, Marita M. Heyns, Marius W. Stander
Orientation: In a business context characterised by precariousness and uncertainty, the importance of trusting leader-follower relationships is becoming critical to navigate imminent challenges preventing organisational sustainability and progress. The potential negative impact of related challenges could be reduced by encouraging leaders to adopt an authentic leadership style, culminating in various positive employee and organisational outcomes.Research purpose: This study investigated the impact of authentic leadership (AL) on follower trust in the leader (TL), while considering the possible indirect influence of perceived precariousness in the form of job insecurity.Motivation for the study: Establishing a high level of trust among the followers and their leaders employed by a manufacturing organisation under operational and financial pressure might contribute to a more effective functioning of the entity.Research approach/design and method: A quantitative cross-sectional survey design was applied. The Authentic Leadership Inventory, Workplace Trust Survey, and Job Insecurity Scale were administered.Main findings: Authentic leadership was a significant predictor of TL. Job insecurity did not moderate the relationship between AL and TL.Practical/managerial implications: Promoting an AL style will benefit manufacturing organisations as it will elevate the trustful relationship between leaders and followers, despite precarious working conditions.Contribution/value-add: The study emphasises AL’s critical role in cultivating a trustful relationship between followers and their leaders. The non-significant influence of job insecurity on a trustful relationship in a precarious work context was also highlighted.
{"title":"Authentic leadership and follower trust in the leader: The effect of precariousness","authors":"Deon J. Kleynhans, Marita M. Heyns, Marius W. Stander","doi":"10.4102/sajip.v47i0.1904","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1904","url":null,"abstract":"Orientation: In a business context characterised by precariousness and uncertainty, the importance of trusting leader-follower relationships is becoming critical to navigate imminent challenges preventing organisational sustainability and progress. The potential negative impact of related challenges could be reduced by encouraging leaders to adopt an authentic leadership style, culminating in various positive employee and organisational outcomes.Research purpose: This study investigated the impact of authentic leadership (AL) on follower trust in the leader (TL), while considering the possible indirect influence of perceived precariousness in the form of job insecurity.Motivation for the study: Establishing a high level of trust among the followers and their leaders employed by a manufacturing organisation under operational and financial pressure might contribute to a more effective functioning of the entity.Research approach/design and method: A quantitative cross-sectional survey design was applied. The Authentic Leadership Inventory, Workplace Trust Survey, and Job Insecurity Scale were administered.Main findings: Authentic leadership was a significant predictor of TL. Job insecurity did not moderate the relationship between AL and TL.Practical/managerial implications: Promoting an AL style will benefit manufacturing organisations as it will elevate the trustful relationship between leaders and followers, despite precarious working conditions.Contribution/value-add: The study emphasises AL’s critical role in cultivating a trustful relationship between followers and their leaders. The non-significant influence of job insecurity on a trustful relationship in a precarious work context was also highlighted.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46533529","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-28DOI: 10.4102/sajip.v47i0.1865
L. Cook, Tasneem Hassem, S. Laher, Tarique Variava, E. Schutte
Orientation The coronavirus disease 2019 (COVID-19) pandemic led to fundamental changes in the workplace for many, particularly healthcare workers. Research purpose This study explored healthcare workers’ (ophthalmologists, nurses and support staff) experiences of anxiety, depression, burnout, resilience and coping strategies during lockdown Levels 2 and 3 in an Ophthalmic consulting practice and hospital in South Africa. Motivation for the study The increased workplace stress and vulnerability associated with working during the COVID-19 pandemic introduced an unprecedented level of risk for healthcare workers. Factors contributing to psychological distress must be identified and appropriately mitigated, to prevent dire human and economic costs. Research approach/design and method A survey was sent out at two separate times to a convenience sample of 31 and 15 healthcare workers respectively. The survey consisted of a demographics section, Hospital Anxiety and Depression Scale, Burnout Measure short-version, Brief Cope Inventory, Connor Davidson Resilience Inventory and six open-ended questions investigating personal health and support experiences during COVID-19. Descriptive analyses and thematic analysis were used for data analysis. Main findings The sample of healthcare workers experienced some degree of psychological distress, including anxiety, burnout and a lack of social support on both surveys. However, these symptoms were alleviated by personal factors, including positive coping mechanisms, high resilience and organisational support. Practical/managerial implications Healthcare facilities should consider in-house structures focusing on building resilience and positive coping mechanisms, whilst ensuring that workplace conditions are optimal for staff members. Contribution/value-add This study provides some insight into both the risk and protective factors experienced by health workers during the COVID-19 pandemic.
{"title":"Mental health experiences of healthcare professionals during COVID-19","authors":"L. Cook, Tasneem Hassem, S. Laher, Tarique Variava, E. Schutte","doi":"10.4102/sajip.v47i0.1865","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1865","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) pandemic led to fundamental changes in the workplace for many, particularly healthcare workers. Research purpose This study explored healthcare workers’ (ophthalmologists, nurses and support staff) experiences of anxiety, depression, burnout, resilience and coping strategies during lockdown Levels 2 and 3 in an Ophthalmic consulting practice and hospital in South Africa. Motivation for the study The increased workplace stress and vulnerability associated with working during the COVID-19 pandemic introduced an unprecedented level of risk for healthcare workers. Factors contributing to psychological distress must be identified and appropriately mitigated, to prevent dire human and economic costs. Research approach/design and method A survey was sent out at two separate times to a convenience sample of 31 and 15 healthcare workers respectively. The survey consisted of a demographics section, Hospital Anxiety and Depression Scale, Burnout Measure short-version, Brief Cope Inventory, Connor Davidson Resilience Inventory and six open-ended questions investigating personal health and support experiences during COVID-19. Descriptive analyses and thematic analysis were used for data analysis. Main findings The sample of healthcare workers experienced some degree of psychological distress, including anxiety, burnout and a lack of social support on both surveys. However, these symptoms were alleviated by personal factors, including positive coping mechanisms, high resilience and organisational support. Practical/managerial implications Healthcare facilities should consider in-house structures focusing on building resilience and positive coping mechanisms, whilst ensuring that workplace conditions are optimal for staff members. Contribution/value-add This study provides some insight into both the risk and protective factors experienced by health workers during the COVID-19 pandemic.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41567237","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-27DOI: 10.4102/sajip.v47i0.1863
Dieter Veldsman, Ninette van Aarde
Orientation The coronavirus disease 2019 (COVID-19) has led to an increased focus on the effectiveness of employee assistance programmes (EAPs). Research purpose To evaluate the impact of COVID-19 on the value, utilisation and scope of an EAP within the South African insurance sector. Motivation for the study Higher levels of stress and anxiety experienced by employees because of COVID-19 has necessitated the need to better understand the reasons for EAPs utilisation and its effectiveness within organisations. Research approach/design and method The study provided an overview of employee well-being and an overview of the origins and evolution of EAPs. The study utilised thematic analysis to analyse 1002 cases with a sample of n = 907, pre-and post-onset of the COVID-19 pandemic. Main findings The utilisation of EAPs increased because of COVID-19, yet the reasons for accessing these programmes remained largely consistent before and during COVID-19. At a sub-theme level, the priority of themes differed across the time periods influenced by external context and circumstance. Practical/managerial implications The study found a need to clearly define employee well-being and reposition the role of EAPs within the organisation. Organisations need to broaden the scope of EAPs and through continuous education and awareness create an environment where employees feel like they can safely access these services. Contribution/value-add The study contributes towards the current literature on employee well-being and providing a perspective on the relevance, value and utilisation of EAPs before and during a pandemic.
{"title":"The impact of COVID-19 on an employee assistance programme in a multinational insurance organisation: Considerations for the future","authors":"Dieter Veldsman, Ninette van Aarde","doi":"10.4102/sajip.v47i0.1863","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1863","url":null,"abstract":"Orientation The coronavirus disease 2019 (COVID-19) has led to an increased focus on the effectiveness of employee assistance programmes (EAPs). Research purpose To evaluate the impact of COVID-19 on the value, utilisation and scope of an EAP within the South African insurance sector. Motivation for the study Higher levels of stress and anxiety experienced by employees because of COVID-19 has necessitated the need to better understand the reasons for EAPs utilisation and its effectiveness within organisations. Research approach/design and method The study provided an overview of employee well-being and an overview of the origins and evolution of EAPs. The study utilised thematic analysis to analyse 1002 cases with a sample of n = 907, pre-and post-onset of the COVID-19 pandemic. Main findings The utilisation of EAPs increased because of COVID-19, yet the reasons for accessing these programmes remained largely consistent before and during COVID-19. At a sub-theme level, the priority of themes differed across the time periods influenced by external context and circumstance. Practical/managerial implications The study found a need to clearly define employee well-being and reposition the role of EAPs within the organisation. Organisations need to broaden the scope of EAPs and through continuous education and awareness create an environment where employees feel like they can safely access these services. Contribution/value-add The study contributes towards the current literature on employee well-being and providing a perspective on the relevance, value and utilisation of EAPs before and during a pandemic.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41868626","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-17DOI: 10.4102/sajip.v47i0.1878
N. Barnes, M. Du Plessis, J. Frantz
Orientation: The South African higher education system is highly dependent on institutional cultures to enable the progression of academics with the aim to unlock the research potential of the country. Institutional cultures are directed by the values, practices and behaviours of its members.Research purpose: Establish and present, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.Motivation for the study: A comprehensive and deeper understanding of any higher education institutional culture requires analysis beyond the structural elements and established procedures of the institution. An understanding of how individuals interpret their environment, to support their career progression, is equally important.Research approach/design and method: A qualitative, phenomenological approach was followed, through individual, semi-structured interviews with 17 academics, across all career phases.Main findings: An institutional culture in support of academic career progression includes three major values of: equity and inclusion, an ethic of care and collaboration, that are interconnected to practices such as performance management, a career management system, a comprehensive induction and orientation, a collaborative structure, remuneration, as well as resources and support, together with behaviours, comprising the articulation of team values, alignment of individual and institutional values, as well as a systemic approach.Practical/managerial implications: Understanding the values, practices and behaviours within the context of higher education offers leaders and talent management practitioners the necessary factors to consider as they grapple to understand a culture that enables the career progression of academic staff.Contribution/value-add: Deeper understanding, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.
{"title":"Institutional culture and academic career progression: Perceptions and experiences of academic staff","authors":"N. Barnes, M. Du Plessis, J. Frantz","doi":"10.4102/sajip.v47i0.1878","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1878","url":null,"abstract":"Orientation: The South African higher education system is highly dependent on institutional cultures to enable the progression of academics with the aim to unlock the research potential of the country. Institutional cultures are directed by the values, practices and behaviours of its members.Research purpose: Establish and present, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.Motivation for the study: A comprehensive and deeper understanding of any higher education institutional culture requires analysis beyond the structural elements and established procedures of the institution. An understanding of how individuals interpret their environment, to support their career progression, is equally important.Research approach/design and method: A qualitative, phenomenological approach was followed, through individual, semi-structured interviews with 17 academics, across all career phases.Main findings: An institutional culture in support of academic career progression includes three major values of: equity and inclusion, an ethic of care and collaboration, that are interconnected to practices such as performance management, a career management system, a comprehensive induction and orientation, a collaborative structure, remuneration, as well as resources and support, together with behaviours, comprising the articulation of team values, alignment of individual and institutional values, as well as a systemic approach.Practical/managerial implications: Understanding the values, practices and behaviours within the context of higher education offers leaders and talent management practitioners the necessary factors to consider as they grapple to understand a culture that enables the career progression of academic staff.Contribution/value-add: Deeper understanding, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48392248","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-30DOI: 10.4102/sajip.v47i0.1895
C. Wijk, Jarred H. Martin, David J. F. Maree
for the use of psychologically orientated screening measures in South African workplaces (Employment Equity Act, 1998). The combined set of brief mental health scales, as described under Methods, has not yet been validated for use in a South African occupational health surveillance context. Orientation: South Africa carries a high burden of mental ill-health. Screening to identify individuals for further referral is emerging as one pathway to promote access to mental health interventions. Existing occupational health surveillance infrastructure may be a useful mechanism for clinical mental health screening. Research purpose: This study explored the clinical validity of a range of brief mental health measures in the context of occupational health surveillance. Motivation for the study: To meaningfully screen for mental health as part of occupational health surveillance, tools are required that are empirically validated, clinically useful, locally available and practical to administer. Research approach/design and method: Workers ( n = 1816), recruited through workplace occupational health surveillance programmes, completed the Patient Health Questionnaire-9, Brief Symptom Inventory 18-somatisation subscale, Generalised Anxiety Disorder scale-7, Primary Care Post-Traumatic Stress Disorder Screen, Intense (panic-like) anxiety scale and CAGE scale and partook in a diagnostic interview with a clinical psychologist. Main findings: Basic psychometric characteristics were reported, including confirmatory factor analyses, measurement invariance, internal consistencies and socio-demographic effects. Clinical utility was explored through receiver operating/operator characteristics curve analyses, and calculations of positive and negative predictive values, as well as sensitivity and specificity. These indicators provided evidence of clinical validity in the study context. Practical/managerial implications: The findings support the use of psychological screening as a brief, practicable and easily accessible mode of occupational mental health support. Contribution/value-add: This article presented evidence of structural and criterion validity for these scales and described their clinical application for practical use in occupational mental health surveillance.
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