SA Journal of Industrial Psychology
ISSN / EISSN : 0258-5200 / 2071-0763
Published by: AOSIS Open Journals (10.4102)
Total articles ≅ 1,161
Latest articles in this journal
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.2006
Orientation: The 2030 Sustainable Development Agenda highlights that migration is key to inclusive growth and economic development. For economic development to be realised, the full integration of skilled migrants into the labour market is essential. Research purpose: This research aimed at exploring the labour market experiences and self-initiated strategies of accompanying spouses, also referred to as tied migrants, in their attempt to achieve labour market integration (LMI) in South Africa. Motivation for the study: Skilled migration of tied migrants remains understudied in the Global South context. Thus, this study sought to fill this gap. Research approach/design and method: The study used a qualitative research approach to interrogate the experiences of accompanying spouses in South Africa. Thirteen one-on-one interviews were conducted, each lasting for 1.5 h on average. Thematic analysis was applied to the data. Main findings: Self-initiated strategies that reflect agency and a pushback on governing technologies by accompanying spouses can facilitate integration into the South African labour market. However, these strategies do not guarantee full LMI. The broad exclusionary context, premised on ethnicised rationalities that characterise the South African labour market, makes full LMI difficult to achieve, particularly in the absence of support for integration. Practical/managerial implications: This study makes practical contributions by making policy recommendations which consider the global agenda for women, especially concerning gender equality and empowerment. Contribution/value-add: Skilled migration in the global south remains significantly under-researched and there is evidence of significant gaps in literature particularly pertaining to migration by skilled women migrants. This research contributes to bridging this gap.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.2004
Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nations. Hence, teacher performance, and the determinants thereof, are vital to understand. Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting. Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance. Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing. Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting. Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours. Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.2007
Orientation: Industrial and organisational psychology (IOP) researchers have shown their contribution to solving COVID-19 pandemic in the workplace through the enormous number of studies. Research purpose: This study intended to map IOP research related to the COVID-19 crisis to provide the research issues that have emerged and potential for future research. Motivation for the study: All the IOP levels (worker, team and organisation) were impacted by COVID-19, and they continuously change. Researchers must be careful in directing their research and avoid focusing on certain levels or problems. Research approach/design and method: A bibliometric visualisation analysis method was adopted in this study. Main findings: The bibliometric results showed that the prominent keywords in IOP research-related COVID-19 are ‘human(s)’, ‘COVID-19’, keywords related to subject characteristics and mental health. Six clusters on the map showed the prominent themes: mental health, health care workers as the research subject, specific workplace issues, digital technology, methodologies used, and country. Furthermore, in every cluster, the depth overview of study results is presented. The top issues were at the worker-level, while the organisational-level issues gained limited attention. Practical/managerial implications: For practitioners and managers, this study provides a complete picture of emerging issues during COVID-19 crisis ranging from causes, risk factors and solutions. For researchers, this study can provide insight for further research. Contribution/value-add: This study provides a comprehensive overview of the IOP issues related-COVID-19 that will be beneficial as the basis for policymaking and recommendations for future potential areas.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1986
Orientation: Despite promising legislative frameworks and policies to eradicate gender imbalances in the workplace, women have yet to earn their rightful place as senior business leaders. Research purpose: The primary goal of this study was to investigate the factors that prevent women from advancing to senior leadership positions in a variety of South African business contexts. Motivation for the study: More research is required to understand the unique challenges that senior women leaders experience in various South African business contexts. Research approach/design and method: This research followed a qualitative approach. Data were gathered using semistructured interviews with nine women (n = 9) who made significant inroads in their respective professions. Theme analyses were applied to analyse the data. Main findings: The findings revealed six factors that hinder the career advancement of women to senior leadership positions: societal perceptions and stereotypes, a lack of mentorship, masculine corporate cultures, leadership identity distortions, inadequate training and development and poor work-life balance. Practical/managerial implications: Organisations are encouraged to create more feminine workplace cultures that allow women to realise their full potential and establish their identity as senior leaders. Mentoring, networking, and professional development opportunities can all assist women in advancing their careers. Senior female leaders play an essential role in fostering workplace cultures that promote equal opportunity and combat unfair discrimination on various grounds. They pave the way for younger, upcoming female talent to move into senior management positions more quickly. Contribution/value-add: This study fills important gaps in the global understanding of the factors limiting women’s career advancement to senior leadership positions. The findings of this study emphasise the importance of recognising and embracing women’s leadership competence in the modern workplace.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1938
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1953
Orientation: There exists a lack of research on a model illustrating the relationship between talent management and job satisfaction, innovative work behaviour, work engagement and career orientation, and it explains the significance of the present study. Research purpose: This research aims to investigate the relationship between talent management and job satisfaction, innovative work behaviour, work engagement and career orientation amongst registered nurses in public hospitals of Malawi. Motivation of the study: The development of a structured model will contribute to new knowledge in human resources management because no relationship of this kind exists. The model illustrates the interactive relationship between talent management, job satisfaction, innovative work behaviour, work engagement and career orientation. Research approach/design and method: A quantitative research (cross-sectional) was conducted in public hospitals of Malawi by administering the adapted Human Capital Index Questionnaire, Minnesota Job Satisfaction Questionnaire (MSQ), the Innovative Work Behaviour Scale (IBS), the Utrecht Work Engagement Scale (UWES) and the Career Orientation Inventory (COI). The Spearman’s rank correlation (r) was used to determine the connection between the study variables. Main findings: The results demonstrated a strong positive relationship between talent management and job satisfaction (r = 0.501, p < 0.001) but a weaker relationship with innovative behaviour (r = 0.408, p < 0.001), dimensions of work engagement (vigour, dedication and absorption) and career orientation (r = 0.488, p < 0.001). Furthermore, the results showed that job satisfaction was strongly positively associated with innovative behaviour (r = 0.567, p < 0.001), career orientation (r = 0.599, p < 0.001) and work engagement. There was a constructive relationship between innovative work behaviour, work engagement (r = 0.631, p < 0.001) and career orientation (r = 0.633, p < 0.001). Career orientation was strongly associated with work engagement (r = 0.696, p < 0.001). Practical/managerial implications: Talent management impacts skill demands placed on the workforce for the kind of hired staff and how they are trained, assessed and rewarded. It also stimulates employees’ job satisfaction, innovative work behaviour, work engagement and career orientation. This study highlights the need for hospital management to give proper attention to the effective implementation of talent management practices and strives to resolve the challenges of implementing those practices. Contribution/value-add: This study offers the opportunity for health sector leaders to reflect on how they manage talent in hospitals, giving them the best practices of implementing talent management practices. Furthermore, there exists a lack of research illustrating the relationship between talent management and job satisfaction, innovative work behaviour, work engagement and career orientation. This explains the significance of this study.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1964
Orientation: Learners with disabilities can acquire from special education schools the basic knowledge and skills to enable participation in various economic and social activities. The engagement of special needs teachers is pivotal in this regard. Research purpose: To identify the work factors that are most salient in accounting for variance in the engagement of special needs teachers in Windhoek, Namibia. To test the effects of job crafting on the relationship between identified work factors and employee engagement. Motivation for the study: The employee engagement of special needs teachers is necessary for the enhancement of learning for persons with disabilities. If special needs teachers are not engaged, the result is a compromised delivery of quality education, which in turn adversely impacts learners with special needs. Research approach/design and method: A quantitative research approach utilising a survey data collection technique was utilised. Correlation analysis and partial least squares were used to test the main effects on data collected from 89 special needs teachers in Windhoek, Namibia. Main findings: Co-worker support significantly and positively impacts employee engagement. More so, job crafting has a significant moderating effect on the relationships between co-worker support and employee engagement, as well as work autonomy and employee engagement. Practical/managerial implications: Recommendations are made on ways in which co-worker support can be enhanced and how job crafting can be conceptualised in a special education learning environment setting. Contribution/value-add: The findings highlights co-worker support as a key variable for enhancing the employee engagement of special needs teachers.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1902
Orientation: When interns enter a new workplace, they are compelled to create and maintain a good impression through a range of image-enhancing behaviours. Impression management strategies can help interns to do this. Research purpose: This study aimed to understand the strategies used by industrial and organisational (I/O) psychology interns, their goals for using them and the targets of these strategies. Motivation for the study: Interns are generally new to the workplace and, as such, may not be aware of how to play the ‘social game’ to create positive impressions about themselves, be perceived in a positive light, gain projects to fulfil their internship requirements, and, where possible, gain full-time employment from the organisation. Research approach/design and method: A qualitative design was used. Data were collected from 14 I/O psychology interns in the form of diary entries and semi-structured interviews. Main findings: The thematic analysis revealed eight key impression management strategies, some existing and others novel: ingratiation, self-promotion, rendering favours, exemplification, professionalism, openness to learning, conformity and building strategic relationships. Practical/managerial implications: Industrial and organisational psychologists should develop workshops to assist interns in using impression management skills to create a positive internship experience and advance in their respective organisations. Contribution/value-add: The study adds theoretically (the study of impression management is relatively new in South Africa), practically (findings may help direct future I/O psychology interns to the correct strategies for creating a positive impression at work) and methodologically (diary studies are not common in qualitative organisational research).
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1988
Orientation: Regulations for the industrial psychology profession state that short-term counselling may be provided to employees in the workplace. It is therefore necessary to be equipped with the required skills to assist employees especially to cope in the changing world of work. Research purpose: The general objective of this research study was to explore the role of industrial psychologists as workplace counsellors in the changing world of work. Motivation for the study: In light of recent changes in the world due to coronavirus disease 2019 (COVID-19), there seems to be a strong motivation to explore the importance of workplace counselling with regard to the changing nature of work. Research approach/design and method: A qualitative descriptive research strategy was utilised, with homogeneous sampling of 22 industrial psychology practitioners (n = 22). Main findings: The results showed that workplace counselling as an intervention provides the support employees need to adapt to changes in the workplace. Technological advances have a major impact on the manner in which people work, and therefore employees need the support to cope with these changes. Counselling from an industrial psychology practitioner could provide this type of support. Practical/managerial implications: Industrial psychology practitioners in the role of counsellors in an organisation play a major part in helping employees with accepting and coping with the changes and challenges presented by the implications of the Fourth Industrial Revolution (4IR). Contribution/value-add: This study could contribute by providing organisations with valuable feedback on how to address challenges presented by the changing nature of work, specifically the importance of the role of workplace counselling provided by industrial psychology practitioners.
SA Journal of Industrial Psychology, Volume 48; https://doi.org/10.4102/sajip.v48i0.1990
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.