Department of Industrial Psychology

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Browsing by Author "Boshoff, Adre B."

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    Evaluating the factor structure of the General Self-Efficacy Scale
    (SAGE Publications, 2016) Nel, Petrus; Boshoff, Adre B.
    Although the Sherer General Self-Efficacy Scale has often been used in clinical, personality, and organisational research, one of the major issues surrounding this instrument is that of an appropriate factor structure. In an endeavour to address the criticism levelled against this scale, this article draws on a study aimed at investigating the psychometric properties of the Sherer General Self-Efficacy Scale with respect to both its factor structure and estimates of reliability. A quantitative, cross-sectional research design with convenience sampling was used. A total of 295 aspiring chartered accountants who had sat one of their compulsory examinations completed the Sherer General Self-Efficacy Scale. Both the minimum average partial test and parallel analysis suggested that a unidimensional structure be investigated. Confirmatory factor analysis was used to compare two competing measurement models representing a three-dimensional factor structure and a unidimensional factor structure. Both models exhibited fairly similar levels of fit. To break this impasse, the Schmid–Leiman solution provided evidence that the Sherer General Self-Efficacy Scale consisted of a strong general factor which explained 76% of the variance. This study therefore concluded that general self-efficacy, as measured by the Sherer General Self-Efficacy Scale, may be treated as a unidimensional construct.
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    The role of psychological capital in the relationship between authentic leadership and work engagement
    (AOSIS, 2018) du Plessis, Marieta; Boshoff, Adre B.
    ORIENTATION: The focus on positive psychology in the workplace includes interest in engagement of employees and the conditions and/or characteristics that explain variance in engagement levels. RESEARCH PURPOSE: Psychological capital (PsyCap) can be used as a substitute or enhancer for leadership in the development of work engagement in cases where the individual has a high level of PsyCap. MOTIVATION FOR THE STUDY: With work engagement becoming increasingly critical to the competitiveness of today’s organisations, there is a need to better understand the role of leadership and psychological strengths that support work engagement among employees. Research approach/design and method: In the quantitative study (on the responses of 647 managers from a national private healthcare organisation), the mediating and moderating role of psychological capital (PsyCap) on the relationship between authentic leadership and work engagement was tested. MAIN FINDINGS: Psychological capital partially mediated the relationship between authentic leadership and work engagement. Similarly, PsyCap was also a moderator of the relationship, although the main effects remained significant. PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations and leaders should focus on developing a high level of PsyCap within their followers in order to retain high levels of work engagement. CONTRIBUTION/VALUE-ADD: The role of PsyCap in the leadership–engagement relationship indicates that individuals can draw from their PsyCap to improve work engagement.