Pub Date : 2021-08-27DOI: 10.4102/sajip.v47i0.1877
Deon J. Kleynhans, Marita M. Heyns, Marius W. Stander
country, might be more susceptible to these negative external pressures. As an example, the South African manufacturing industry, more specifically the steel-making sector, has been plagued by challenging economic, market and operational challenges. During the second quarter of 2020, the manufacturing industry decreased by 74.9 % and its contribution to the South African gross domestic product (GDP) was −10.8 % (Statistics South Africa, 2020). In order to stay afloat, the sector had to embark on numerous restructuring and staff reduction initiatives over the past few years. This resulted in leaders finding it increasingly difficult to maintain employee trust and secure organisational competitiveness. Orientation: The world of work has become unstable and precarious, thereby accentuating the need to maintain dynamic capabilities such as sensing, seizing and reconfiguring to adapt and thrive. Associated challenges potentially threaten the well-functioning of organisations and their employees. This problem might be alleviated by encouraging the leaders to be more authentic, resulting in various positive outcomes. Research purpose: The aim of the study was to assess the associations authentic leadership (AL) have with trust in organisation (TO), trust in colleagues (TC) and dynamic organisational capabilities (DC) such as sensing, seizing and reconfiguring as these manifest within a context of extreme volatility. Motivation for the study: Having a high level of DC might contribute to the feasibility of successful organisations in the struggling manufacturing industry, as it could enhance their sustainability and competitiveness. Research approach/design and method: A quantitative cross-sectional survey design was used. The Authentic Leadership Inventory, Workplace Trust Survey and Dynamic Capabilities questionnaire were administered. Main findings: AL positively associates with TO, TC and DC. The direct effect of AL on DC was further enhanced through both TO and TC as underlying mechanisms. Practical/managerial implications: Manufacturing industry organisations should promote an AL style as it will contribute to higher levels of TO, TC and eventually improved DC. Contribution/value-add: Our study highlights the association of AL with DC as an important outcome. Insight into the underlying mechanisms by which AL achieves effect is advanced through trust, simultaneously targeting interpersonal as well as organisational levels as foci.
{"title":"Dynamic organisational capabilities: The role of authentic leadership and trust","authors":"Deon J. Kleynhans, Marita M. Heyns, Marius W. Stander","doi":"10.4102/sajip.v47i0.1877","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1877","url":null,"abstract":"country, might be more susceptible to these negative external pressures. As an example, the South African manufacturing industry, more specifically the steel-making sector, has been plagued by challenging economic, market and operational challenges. During the second quarter of 2020, the manufacturing industry decreased by 74.9 % and its contribution to the South African gross domestic product (GDP) was −10.8 % (Statistics South Africa, 2020). In order to stay afloat, the sector had to embark on numerous restructuring and staff reduction initiatives over the past few years. This resulted in leaders finding it increasingly difficult to maintain employee trust and secure organisational competitiveness. Orientation: The world of work has become unstable and precarious, thereby accentuating the need to maintain dynamic capabilities such as sensing, seizing and reconfiguring to adapt and thrive. Associated challenges potentially threaten the well-functioning of organisations and their employees. This problem might be alleviated by encouraging the leaders to be more authentic, resulting in various positive outcomes. Research purpose: The aim of the study was to assess the associations authentic leadership (AL) have with trust in organisation (TO), trust in colleagues (TC) and dynamic organisational capabilities (DC) such as sensing, seizing and reconfiguring as these manifest within a context of extreme volatility. Motivation for the study: Having a high level of DC might contribute to the feasibility of successful organisations in the struggling manufacturing industry, as it could enhance their sustainability and competitiveness. Research approach/design and method: A quantitative cross-sectional survey design was used. The Authentic Leadership Inventory, Workplace Trust Survey and Dynamic Capabilities questionnaire were administered. Main findings: AL positively associates with TO, TC and DC. The direct effect of AL on DC was further enhanced through both TO and TC as underlying mechanisms. Practical/managerial implications: Manufacturing industry organisations should promote an AL style as it will contribute to higher levels of TO, TC and eventually improved DC. Contribution/value-add: Our study highlights the association of AL with DC as an important outcome. Insight into the underlying mechanisms by which AL achieves effect is advanced through trust, simultaneously targeting interpersonal as well as organisational levels as foci.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70400261","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 : 2021-08-13DOI: 10.4102/sajip.v47i0.1880
Janine A. Victor, C. Hoole
For many people, work is no longer a choice. People draw on their earnings to uphold basic survival needs, live comfortably, pursue recreational activities and in general, afford characteristics of the modern lifestyle (Cosma & Gilceava, 2014; Javid & Chapa, 2014; Pasztor & Valent, 2016; Yao, Parker, Arrowsmith, & Carr, 2017; Yousaf, Latif, Aslam, & Saddiqui, 2014). Although the importance of pay cannot be overstated, the idea that employees merely seek money from what they do is not necessarily true. Whilst financial rewards may be used to satisfy the basic needs of employees as well as attract and retain top talent (Alhmoud & Rjoub, 2019; Osibanjo, Adeniji, Falola, & Heirsmac, 2014; Terera & Ngirande, 2014), research has concluded that alone, it is not a sustainable motivational solution to driving their finest performance (Kulchmanov & Kaliannan, 2014; Mundhra & Jacob, 2011) or overall, satisfaction with their jobs (Akafo & Boateng, 2015; Huang, 2016; Ollar & Uwakwe, 2020). In fact, financial rewards are only ‘part of the parcel’ in one’s working life and not enough for organisations to harness long-term employee motivation and enthusiasm (Kathombe, Kipchumba, & Kirui, 2018; Mokhniuk, 2016; Mundhra & Jacob, 2011; Singh, 2016).
{"title":"Rejuvenating the rewards typology: Qualitative insights into reward preferences","authors":"Janine A. Victor, C. Hoole","doi":"10.4102/sajip.v47i0.1880","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1880","url":null,"abstract":"For many people, work is no longer a choice. People draw on their earnings to uphold basic survival needs, live comfortably, pursue recreational activities and in general, afford characteristics of the modern lifestyle (Cosma & Gilceava, 2014; Javid & Chapa, 2014; Pasztor & Valent, 2016; Yao, Parker, Arrowsmith, & Carr, 2017; Yousaf, Latif, Aslam, & Saddiqui, 2014). Although the importance of pay cannot be overstated, the idea that employees merely seek money from what they do is not necessarily true. Whilst financial rewards may be used to satisfy the basic needs of employees as well as attract and retain top talent (Alhmoud & Rjoub, 2019; Osibanjo, Adeniji, Falola, & Heirsmac, 2014; Terera & Ngirande, 2014), research has concluded that alone, it is not a sustainable motivational solution to driving their finest performance (Kulchmanov & Kaliannan, 2014; Mundhra & Jacob, 2011) or overall, satisfaction with their jobs (Akafo & Boateng, 2015; Huang, 2016; Ollar & Uwakwe, 2020). In fact, financial rewards are only ‘part of the parcel’ in one’s working life and not enough for organisations to harness long-term employee motivation and enthusiasm (Kathombe, Kipchumba, & Kirui, 2018; Mokhniuk, 2016; Mundhra & Jacob, 2011; Singh, 2016).","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45830041","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 : 2021-06-29DOI: 10.4102/sajip.v47i0.1861
Sergio L. Peral, Brandon Morgan, Kleinjan Redelinghuys
Orientation Investigating the psychological aspects associated with the coronavirus disease might be important for psychological interventions. The fear of coronavirus-19 scale (FCV-19S) has emerged as a popular measure of coronavirus-19-related fear. However, its psychometric properties remain unknown in South Africa. Research purpose This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model. Motivation for the study There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context. Research approach/design and method A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit model was applied to the item responses to investigate the measurement quality of the FCV-19S. Main findings The FCV-19S showed somewhat satisfactory internal validity in the South African context within the boundaries of the current sample, and clarity was obtained on the mixed findings obtained in the previous research. Potential shortcomings of the scale were identified that might reduce its applicability to the South African context. Practical/managerial implications Our results provide tentative support for the internal validity of the FCV-19S in South Africa. Suggestions for the improvement of the scale are made. Contribution/value-add This is one of the first studies to investigate the internal validity of the FCV-19S in South Africa. Our results hold important implications for the continued use of this scale and have helped to clarify some of the mixed findings obtained in previous research.
{"title":"A Rasch analysis of the fear of coronavirus-19 scale in South Africa","authors":"Sergio L. Peral, Brandon Morgan, Kleinjan Redelinghuys","doi":"10.4102/sajip.v47i0.1861","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1861","url":null,"abstract":"Orientation Investigating the psychological aspects associated with the coronavirus disease might be important for psychological interventions. The fear of coronavirus-19 scale (FCV-19S) has emerged as a popular measure of coronavirus-19-related fear. However, its psychometric properties remain unknown in South Africa. Research purpose This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model. Motivation for the study There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context. Research approach/design and method A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit model was applied to the item responses to investigate the measurement quality of the FCV-19S. Main findings The FCV-19S showed somewhat satisfactory internal validity in the South African context within the boundaries of the current sample, and clarity was obtained on the mixed findings obtained in the previous research. Potential shortcomings of the scale were identified that might reduce its applicability to the South African context. Practical/managerial implications Our results provide tentative support for the internal validity of the FCV-19S in South Africa. Suggestions for the improvement of the scale are made. Contribution/value-add This is one of the first studies to investigate the internal validity of the FCV-19S in South Africa. Our results hold important implications for the continued use of this scale and have helped to clarify some of the mixed findings obtained in previous research.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43645540","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 : 2021-06-21DOI: 10.4102/sajip.v47i0.1883
J. D. De Klerk, Mandi Joubert, Hendrikjan F. Mosca
Orientation The COVID-19 pandemic has forced millions of employees to work from home as governments implemented lockdowns. Research purpose This study examined the impact of working exclusively from home on employee engagement and experience, and determined beneficial and distracting factors. Motivation for the study Remote working trends have risen steeply since the onset of COVID-19 and are unlikely to taper off soon. Organisations need to understand the impact of remote work when reconsidering working arrangements. Research approach/design and method A dual-approach qualitative design was followed. The sample comprised 25 employees (N = 25) who were forced to work exclusively from home during COVID-19. Data were collected through semi-structured interviews. Main findings Working from home for protracted periods rendered paradoxical outcomes. Employees could work effectively with improved employee engagement and experience, but there were challenges rendering adverse effects. The experienced benefits of working from home created expectations that this practice would continue in future, along with some office work. Practical/managerial implications Organisations need to continue, though not exclusively, with work-from-home arrangements. The ideal ratio of remote work to office work was seen as two to three days per week. However, support and cultural practices would have to be put in place. Contribution/value-add The COVID-19 lockdown provided a unique environment to study remote work. For the first time, employees and organisations were placed in a situation where they could experience working from home in a stark and compulsory form, devoid of idealistic fantasies or romanticism.
{"title":"Is working from home the new workplace panacea? Lessons from the COVID-19 pandemic for the future world of work","authors":"J. D. De Klerk, Mandi Joubert, Hendrikjan F. Mosca","doi":"10.4102/sajip.v47i0.1883","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1883","url":null,"abstract":"Orientation The COVID-19 pandemic has forced millions of employees to work from home as governments implemented lockdowns. Research purpose This study examined the impact of working exclusively from home on employee engagement and experience, and determined beneficial and distracting factors. Motivation for the study Remote working trends have risen steeply since the onset of COVID-19 and are unlikely to taper off soon. Organisations need to understand the impact of remote work when reconsidering working arrangements. Research approach/design and method A dual-approach qualitative design was followed. The sample comprised 25 employees (N = 25) who were forced to work exclusively from home during COVID-19. Data were collected through semi-structured interviews. Main findings Working from home for protracted periods rendered paradoxical outcomes. Employees could work effectively with improved employee engagement and experience, but there were challenges rendering adverse effects. The experienced benefits of working from home created expectations that this practice would continue in future, along with some office work. Practical/managerial implications Organisations need to continue, though not exclusively, with work-from-home arrangements. The ideal ratio of remote work to office work was seen as two to three days per week. However, support and cultural practices would have to be put in place. Contribution/value-add The COVID-19 lockdown provided a unique environment to study remote work. For the first time, employees and organisations were placed in a situation where they could experience working from home in a stark and compulsory form, devoid of idealistic fantasies or romanticism.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43740014","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 : 2021-06-11DOI: 10.4102/sajip.v47i0.1845
Portia M. Manenzhe, H. Ngirande
Orientation: Extra role behaviours, also known as organisational citizenship behaviours, are very important for an organisation’s success. Organisational objectives can be efficiently achieved when employees are willing to do work that is beyond their job description. Organisations with employees with high organisational citizenship behaviour have a competitive advantage and are highly productive Research purpose: The study investigated the influence of compensation and training and development on organisational citizenship behaviour amongst academic staff at a rural-based South African institution of higher learning. Motivation for the study: Research on the influence of compensation and training and development on organisational citizenship behaviour is not new. However, the studies were carried out in different sectors outside South Africa. There is still scant information known about citizenship behaviour in the higher education sector in general and in South African rural-based institutions of higher learning in particular. Research approach/design and method: The study was based on a quantitative approach, which used a cross-sectional research design. A sample of 152 academic staff participated in this study. Data were gathered using a self-administered questionnaire. Descriptive statistics, correlation and multiple regression analysis technique were conducted using Statistical Package for Social Sciences (SPSS) version 26.0. Main findings: The findings revealed a significant relationship between compensation and organisational citizenship behaviour. A significant correlation was also found between training and development and organisational citizenship behaviour. However, in multiple regression analysis, compensation was found to be the only predictor of organisational citizenship behaviour. Moreover, no significant difference in levels of organisational citizenship behaviour between men and women was found. Practical/managerial implications: The management of the institution should continuously review its compensation or rewards policies to enhance organisational citizenship behaviour amongst the academic staff. Institutions of higher learning should also compensate their employees and develop them fairly regardless of gender in order to promote organisational citizenship behaviour. Contribution/value-add: The study’s findings will assist the university management in making strategic decisions on compensation systems and staff development that will enhance the citizenship behaviour of the academic staff.
{"title":"The influence of compensation, training and development on organisational citizenship behaviour","authors":"Portia M. Manenzhe, H. Ngirande","doi":"10.4102/sajip.v47i0.1845","DOIUrl":"https://doi.org/10.4102/sajip.v47i0.1845","url":null,"abstract":"Orientation: Extra role behaviours, also known as organisational citizenship behaviours, are very important for an organisation’s success. Organisational objectives can be efficiently achieved when employees are willing to do work that is beyond their job description. Organisations with employees with high organisational citizenship behaviour have a competitive advantage and are highly productive Research purpose: The study investigated the influence of compensation and training and development on organisational citizenship behaviour amongst academic staff at a rural-based South African institution of higher learning. Motivation for the study: Research on the influence of compensation and training and development on organisational citizenship behaviour is not new. However, the studies were carried out in different sectors outside South Africa. There is still scant information known about citizenship behaviour in the higher education sector in general and in South African rural-based institutions of higher learning in particular. Research approach/design and method: The study was based on a quantitative approach, which used a cross-sectional research design. A sample of 152 academic staff participated in this study. Data were gathered using a self-administered questionnaire. Descriptive statistics, correlation and multiple regression analysis technique were conducted using Statistical Package for Social Sciences (SPSS) version 26.0. Main findings: The findings revealed a significant relationship between compensation and organisational citizenship behaviour. A significant correlation was also found between training and development and organisational citizenship behaviour. However, in multiple regression analysis, compensation was found to be the only predictor of organisational citizenship behaviour. Moreover, no significant difference in levels of organisational citizenship behaviour between men and women was found. Practical/managerial implications: The management of the institution should continuously review its compensation or rewards policies to enhance organisational citizenship behaviour amongst the academic staff. Institutions of higher learning should also compensate their employees and develop them fairly regardless of gender in order to promote organisational citizenship behaviour. Contribution/value-add: The study’s findings will assist the university management in making strategic decisions on compensation systems and staff development that will enhance the citizenship behaviour of the academic staff.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45596282","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 : 2021-06-09DOI: 10.4102/SAJIP.V47I0.1872
Kleinjan Redelinghuys
{"title":"Impact of positive practices on turnover intention, in-role performance and organisational citizenship behaviour","authors":"Kleinjan Redelinghuys","doi":"10.4102/SAJIP.V47I0.1872","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1872","url":null,"abstract":"","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44573814","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 : 2021-06-07DOI: 10.4102/SAJIP.V47I0.1891
F. Cilliers, S. Henning
Organisational development (OD) is an established function in organisations tasked to optimise organisational functioning and relationship building. Organisational development is mostly populated by staff members with academic qualifications, experience and competence in human resources and organisational psychology (OP). Large organisations also often employ clinical psychologists (CPs) in OD consultant roles.
{"title":"A systems psychodynamic description of clinical psychologists’ role transition towards becoming organisational development consultants","authors":"F. Cilliers, S. Henning","doi":"10.4102/SAJIP.V47I0.1891","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1891","url":null,"abstract":"Organisational development (OD) is an established function in organisations tasked to optimise organisational functioning and relationship building. Organisational development is mostly populated by staff members with academic qualifications, experience and competence in human resources and organisational psychology (OP). Large organisations also often employ clinical psychologists (CPs) in OD consultant roles.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44830632","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-31DOI: 10.4102/SAJIP.V47I0.1875
M. Sloan, Madelyn Geldenhuys
Workplace conflict relates negatively to performance and can induce stress and inhibit employees’ ability to be flexible and creative (see De Dreu & Weingart, 2003). Organisations require proactive and high-performing employees in order to thrive (Jackson, 2014), whilst also requiring employees who can effectively deal with workplace conflict, manage work tasks, manage relationships at work and regulate their emotional responses at work. Furthermore, organisations are unable to fully micro-manage employee relations (Augustine, Payne, Sencindiver, & Woodcock, 2005), but it is important for organisations and employees to identify the underlying factors (e.g. building rapport amongst colleagues or allowing flexibility in altering a task procedure) that could assist employees in managing performance, relationships and conflict on their own at work for them to function optimally.
{"title":"Regulating emotions at work: The role of emotional intelligence in the process of conflict, job crafting and performance","authors":"M. Sloan, Madelyn Geldenhuys","doi":"10.4102/SAJIP.V47I0.1875","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1875","url":null,"abstract":"Workplace conflict relates negatively to performance and can induce stress and inhibit employees’ ability to be flexible and creative (see De Dreu & Weingart, 2003). Organisations require proactive and high-performing employees in order to thrive (Jackson, 2014), whilst also requiring employees who can effectively deal with workplace conflict, manage work tasks, manage relationships at work and regulate their emotional responses at work. Furthermore, organisations are unable to fully micro-manage employee relations (Augustine, Payne, Sencindiver, & Woodcock, 2005), but it is important for organisations and employees to identify the underlying factors (e.g. building rapport amongst colleagues or allowing flexibility in altering a task procedure) that could assist employees in managing performance, relationships and conflict on their own at work for them to function optimally.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42500081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-31DOI: 10.4102/SAJIP.V47I0.1817
D. Geldenhuys, Sarah Johnson
Orientation: This article is about the experience of meaningful work for self-employed individuals. Research purpose: The purpose of this study was to explore how meaningful work is experienced by self-employed individuals. Motivation for the study: Research tends to focus on meaningful work from either the formally employed individual or the organisational perspective, and very little research has included the perspective of self-employed individuals. The number of employed individuals considering self-employment, however, has increased since the outbreak of the coronavirus disease 2019 (COVID-19), which triggered a global recession that has resulted in a substantial number of job losses and questionable job security in various employment sectors. Research design/approach and method: This was an interactive qualitative study to explore the experience of meaningful work for self-employed individuals. A social constructionist paradigm was adopted to study participants’ attitudes towards their work, their values and feelings, what drives them and their perceptions of meaningful work. Data was collected and analysed from a purposive sample of five self-employed individuals. Main findings: This study revealed that purpose is the primary driver in self-employed individuals’ experience of meaningful work. Purpose facilitates feeling stimulated and creative expression. Cooperation encourages participation in meaningful work. Fulfilment is the primary outcome of self-employed individuals’ experience of meaningful work. Practical/managerial implications: Self-employed individuals can create opportunities for meaningful work. This study provides an understanding of the experience of self-employed individuals when they perform work they consider meaningful and the implications thereof. Contribution/value-add: This study complemented existing literature on meaningful work and literature on self-employment, and may facilitate the experience of meaningfulness by the growing number of self-employed individuals.
{"title":"Experience of meaningful work for self-employed individuals","authors":"D. Geldenhuys, Sarah Johnson","doi":"10.4102/SAJIP.V47I0.1817","DOIUrl":"https://doi.org/10.4102/SAJIP.V47I0.1817","url":null,"abstract":"Orientation: This article is about the experience of meaningful work for self-employed individuals. Research purpose: The purpose of this study was to explore how meaningful work is experienced by self-employed individuals. Motivation for the study: Research tends to focus on meaningful work from either the formally employed individual or the organisational perspective, and very little research has included the perspective of self-employed individuals. The number of employed individuals considering self-employment, however, has increased since the outbreak of the coronavirus disease 2019 (COVID-19), which triggered a global recession that has resulted in a substantial number of job losses and questionable job security in various employment sectors. Research design/approach and method: This was an interactive qualitative study to explore the experience of meaningful work for self-employed individuals. A social constructionist paradigm was adopted to study participants’ attitudes towards their work, their values and feelings, what drives them and their perceptions of meaningful work. Data was collected and analysed from a purposive sample of five self-employed individuals. Main findings: This study revealed that purpose is the primary driver in self-employed individuals’ experience of meaningful work. Purpose facilitates feeling stimulated and creative expression. Cooperation encourages participation in meaningful work. Fulfilment is the primary outcome of self-employed individuals’ experience of meaningful work. Practical/managerial implications: Self-employed individuals can create opportunities for meaningful work. This study provides an understanding of the experience of self-employed individuals when they perform work they consider meaningful and the implications thereof. Contribution/value-add: This study complemented existing literature on meaningful work and literature on self-employment, and may facilitate the experience of meaningfulness by the growing number of self-employed individuals.","PeriodicalId":47235,"journal":{"name":"SA Journal of Industrial Psychology","volume":null,"pages":null},"PeriodicalIF":2.1,"publicationDate":"2021-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44550604","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：