Department of Industrial Psychology

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The cross-cultural comparability of tile 16 personality factor inventory (16pf)
(University of the Western Cape, 1996) Abrahams, Fatima; Mauer, K F
This study focused on the 16PF (SA 92), a personality questionnaire that was developed in the USA and adapted for South African conditions. The main aim of the study was to determine whether the scores of the 16PF are comparable in a cross-cultural setting in South Africa. The influence of age, language, socio-economic status and gender on the scores were also determined. The sample consisted of black, white, coloured, and Indian university students and were drawn from the University of Western Cape, University of Pretoria, University of Durban- Westville, and University of Natal To achieve the aims outlined construct comparability studies and item comparability studies were conducted. In addition, descriptive statistics were also calculated to provide a general picture of the performance of the various sub-samples. A qualitative study was also conducted to determine some of the reasons for the occurrence of item incomparability of the racial sub-sample. The results showed that the racial variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16PF when the different race groups were compared. In addition, significant mean differences were also found on the majority of factors when the scores of the different race groups were compared. The results of the qualitative study showed that participants whose home language was not English or Afrikaans had difficulty in understanding many of the words and the construction of sentences contained in the 16PF. The implications of using the 16PF in South Africa, with its multicultural population was outlined, taking the new labour legislation pertaining to selection into consideration. Finally, a number of options for test users, and users of the 16PF in particular were presented.
An investigation of organisations' current approach to HIV/AIDS education programmes
(University of the Western Cape, 1998) Raybin, Somaya
A descriptive survey was conducted at South African Nylon Spinners (SANS) Fibres to investigate employee knowledge and attitudes towards HIV/AIDS infected employees to establish the viability of the organisation's current HIV/AIDS approach to education programmes and if an alternative intervention strategy is necessary to reduce the ignorance, negatives attitudes and anxiety about the disease. A stratified random sample of 200 employees was selected from a population of 1825. And a convenience sample of two employees of the Occupational Health Centre at SANS Fibres was selected. The methods employed to collect data were questionnaires and interviews. The response rate on the questionnaire was 30%. The majority of the findings were inconclusive , but one result indicated that low levels of rejection are associated with less anxiety among employees. Further the findings revealed that an established education programme was lacking. A rational behavioral model, which is frequently utilized in health care settings, was proposed as an alternative intervention strategy, to remedy the problem situation.
An investigation of organisations' current approach to HIV/AIDS Education programmes
(University of the Western Cape, 1998) Raybin, Somaya
A descriptive survey was conducted at South African Nylon Spinners (SANS) Fibres to investigate employee knowledge and attitudes towards HIV/AIDS infected employees to establish the viability of the organisation's current HIV/AIDS approach to education programmes and if an alternative intervention strategy is necessary to reduce the ignorance, negatives attitudes and anxiety about the disease. A stratified random sample of 200 employees was selected from a population of 1825. And a convenience sample of two employees of the Occupational Health Centre at SANS Fibres was selected. The methods employed to collect data were questionnaires and interviews. The response rate on the questionnaire was 30%. The majority of the findings were inconclusive , but one result indicated that low levels of rejection are associated with less anxiety among employees. Further the findings revealed that an established education programme was lacking. A rational behavioural model, which is frequently utilised in health care settings, was proposed as an alternative intervention strategy, to remedy the problem situation.
An enquiry into the factors impeding the career advancement of women academics at Peninsula Technikon
(University of Western Cape, 1999) May, Charmaine. Elizabeth; Naidoo, Anthony
The aim of the study was to determine the factors that impede the career advancement of women academics at Peninsula Technikon, an academic institution in South Africa. There are many variables which need to be addressed systematically, but the present research focused on two factors: to determine whether women academics at the institution experienced difficulty in balancing career and family demands (role salience), and to determine which barriers impacted on the career advancement of women academics at the institution. Research interest in the influence of gender on advancement was stimulated by the relative scarcity of women at the top echelon of academic institutions. Women continue to be underrepresented among institutions of higher education and concentrated in the lower ranks, despite legislative advances and affirmative action. Studies indicated that many personal, social, and situational factors contribute to women being underrepresented in the higher echelons of the academic hierarchy and experiencing more occupational barriers in their academic careers than males. Family responsibilities have been reported as a significant obstacle to the advancement of women in the past. Many professional women find themselves trying to satisfy the responsibilities of a demanding career and home life The study investigated the level of participation, commitment and role value realization reported by women academics at the institution compared to the normative data gathered on the Life Role Inventory (LRI). The relative influence of participation, commitment and role value realization of home/family and working functions for women academics were also contrasted. The study also investigated the barriers experienced by women academics compared to the normative data gathered on the Career Barriers Inventory- Revised scales (CBI-R).
An investigation into the factors motivating Information technology specialists in the local government sector
(University of the Western Cape, 2002) Franks, Deon Anthony
In this research study, the factors that motivate Information Technology specialists in the local government sector are investigated. The importance of motivation and the resulting acquisition and/or retention of skilled staff are argued to be crucial in the quest of South African local government institutions to become effective and efficient world-class institutions. Eighteen motivating factors are identified and the extent to which each of these factors impact on skilled workers is assessed. It is established that all eighteen factors investigated, have to some degree an effect on the motivation of the sample. Based on rank order, ease and security or job security, material reward and immersion seem to be the preferred factors of motivation for Information Technology specialists in the Local Government Sector, while autonomy, interest and power seem to have a lesser impact on their motivation. Unexpectedly, no extreme scores (sample mean scores) are found on any of the 18 factors assessed. This somewhat surprising result of the study is discussed and possible reasons are outlined. Due to the unique nature of the public sector with limited finances being available to support a system of performance incentives, the status of material reward or money in the motivation of skilled staff is in particular explored in the study. Arguments for and against money as a major significant motivator of skilled staff, are sketched.
The relationship between locus of control, self efficacy and achievement motivation amongst employees within a financial services organisation
(University of the Western Cape, 2006) Naldrett, Lisa
In an attempt to create a workforce that is representative of the demographic profile of the new South Africa, recruitment and appointment of racial groups and minority groups are the order of the day (Bothma & Schepers, 1997). Many South African organisations attempt to predict levels of job performance, through the use of competency-based interviews, cognitive measures, and or work simulations (role plays) prior to employment. According to Van Zyl and Visser (1998), psychometric tests are largely based on either overseas or South African middle class White values or norms and knowledge, and are less valid for groups from different social and ethical backgrounds. Large portions of tests used in organisations are mainly based on verbal and numerical cognitive reasoning. However, due to discrimination in past and even current educational systems Black applicants may not always pitch at the level as that of White candidates. Bothma and Schepers (1997) postulate that proof of educational qualifications bare little evidence of competence and do not necessarily ensure high levels of job performance. An issue of interest to behavioural scientists is the question of whether personality factors measured by questionnaires such as the Occupational Personality Questionnaire, Customer Contact Styles, Myers Briggs Type Indicator, Locus of Control Inventory, Achievement Motivation Questionnaire and Self Efficacy can predict performance in organisations (La Grange & Roodt, 2001). According to Bothma and Schepers (1997), work performance is a human function based upon many inputs and types of learning. It is therefore very important that instruments used to determine an individual's work performance focus on basic psychological constructs , such as their locus of control , need for achievement and self-efficacy.
The relationship between work engagement, self- eficacy and optimism among cal centre agents
(University of the Western Cape, 2011) Davids, Anees
The costs of occupational health and well-being are increasingly being considered sound “investments” as healthy and engaged employees yield direct economic benefits to their companies. The concept of work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape.
The relationship between perceived organisational support and workplace trust: an exploratory study
(Univeristy of the Western Cape, 2011) James, Laura Juliet
As organisations struggle to meet the demand placed on them by contextual challenges, they place more emphasis on relationships for effective organisational functioning. Trust is a critical component of workplace relationships and has been linked to numerous beneficial organisational outcomes. However, as trust is difficult for organisations to influence directly, Perceived Organisational Support may encompass a set of actions organisations can take that directly create workplace trust. The aim of this study was to elucidate the relationship between workplace trust and Perceived Organisational Support. Workplace trust was examined as a three-dimensional model, with the trust referent (Organisation, Immediate Manager, Co-Workers) forming each dimension. Perceived Organisational Support was examined as a two-dimensional model, based on performance-reward expectancies ("Contribution") or socio-emotional need fulfilment ("Well-being").
Work motivation amongst employees in a printing department In a print organisation in the Western Cape
(University of the Western Cape, 2014) Wicomb, Lesley Ann
Work motivation amongst employees in a printing department in a printing organisation in the Western Cape. For the printing industry, ICT (Information, Communication, and Technology) have far-reaching implications for the organisation, operation, and management of printing activities. The industry is changing roles, from mere manufacturing to full-scale service provision. Digital technology is a key driver of innovation in this industry, as practically all solutions are becoming digitally integrated. This ranges from digitally generating and printing (e.g. regional and local newspapers) to digital post-press activities. Moreover, conventional printing technologies face disruptive digital technologies and services, such as e-book or print-on-demand services, and end-user devices. The market for such digital printing services is still small but growing (European Commission Enterprise & Industry, 2005).
Factors influencing the career choice of undergraduate students at a historically disadvantaged South African university
(IP Publishing, 2015) Abrahams, Fatima; Jano, Rukhsana; van Lill, Burger
During the apartheid years in South Africa, career guidance amongst disadvantaged learners was largely absent and, for many, career choices were limited and governed by politics. Despite South Africa having celebrated 20 years of democracy, this situation has improved only slightly. Therefore, the aims of the study were to determine the factors that influenced students' career choice and to ascertain the possible barriers that impacted their decision. An adapted version of Myburgh's Career Choices Questionnaire (2005) was administered to 721 undergraduate students. The results showed that parents and loans or bursaries were the largest sources of financial support and that anticipated benefits influenced the students' career choice, with the potential for personal growth and development, for future high earnings and for promotion to the top of the organization the most important among these. Furthermore, participants rated visits from lecturers and brochures as the most prominent sources of influence.
The relationship among change implementation, job satisfaction and organizational citizenship behavior in the Business Process Outsourcing industry in South Africa
(Business Perspectives, 2016) Muzanenhamo, George N.; Allen-Ile, Charles O.K.; Adams, Anthea
The unique and dynamic Business Process Outsourcing (BPO) industry in South Africa strives to thrive in a challenging business environment with the attendant need for stability, loyal and satisfied workforce. An empirical investigation was, therefore, conducted utilizing managerial and non-managerial employees in a stratified sampling technique. Questionnaires were administered to 250 employees from four selected organizations. The essence was to examine the nature of the relationship among change implementation, job satisfaction and organizational citizenship behavior (OCB). Four significant results emerged. Firstly, there is a positive but moderate relationship between change implementation and OCB; there is a high or strong positive relationship between change implementation and job satisfaction; there is a positive, but moderate relationship between OCB and job satisfaction; and lastly the results confirm the assumption that job satisfaction moderates the relationship between change implementation and OCB. BPO firms need to understand the effects of change implementation on OCB and job satisfaction. This is because change management is inevitable in the BPO industry; therefore, organizations have to be constantly alert to tackle its demands.
Influence of personality and fatalistic belief on taxi driver behaviour
(SAGE Publications, 2016) Mahembe, Bright; Samuel, Olorunjuwon Michael
The religious perception among individuals in sub-Saharan Africa that the ‘Big Five’ personality dimensions and fatalism are predictors of drivers’ behaviours and road accidents has received little scientific investigations. This paucity of research in the roles of psychological factors such as personality and fatalistic beliefs in shaping positive driver behaviour and attitudes has thus provided motivation for the conduct of this quantitative study. We collected data from 203 conveniently sampled taxi drivers in Gauteng province of South Africa by means of a structured questionnaire. Our analysis, using Structural Equation Modelling, found significant positive relationships between agreeableness and positive driver behaviour, conscientiousness and positive driver behaviour, fatalism and extraversion, as well as fatalism and positive driver behaviour. The results highlighted the dimensions of being methodical, organised, and risk aversive on the road, on the one hand, and being social, cooperative, and good-natured, on the other hand. Findings of the study further indicated that fatalistic beliefs are prevalent and indeed characteristic of individuals who are sociable, gregarious, and assertive. These individuals tend to uphold their religious and spiritual beliefs in the linkages between road accidents and destiny. Insights provided by this study could assist the Department of Transport and related Road Safety Authorities in designing road safety campaigns that addresses the erroneous beliefs by drivers that road accidents are pre-destined, and not as a result of individual’s driving behaviour.
Extending the nomological network of wellness at work
(Southern African Institute for Management Scientists (SAIMS), 2016) Becker, Jurgen R.; de Bruin, Gideon P.; Gyorkos, Christina; Rossier, Jerome; Massoudi, Koorosh
Modern-day organisations face rapid and continuous change. In order to deal with this rapidly changing and current hostile economic environment, most organisations have become increasingly dependent on a healthy and engaged workforce. As a result of the direct and indirect organisational costs associated with work wellness, the total well-being of the individual worker has become the focal point of many organisational interventions. Although work wellness is a multifaceted and continuously evolving concept, most studies have adopted either a pathological or a salutogenic (positive) perspective when examining the construct. Congruent with current thinking in vocational psychology, a balanced model of work wellness was conceptualised in this study, containing both salutogenic (work engagement) and pathological (burnout) constructs. Strong empirical support was found for the proposed balanced model of work wellness based on data collected from a sample of 854 employees working across various sectors of the South African economy.
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.
Factors influencing student usage of an online learning community: the case of a rural South African university
(Inderscience, 2017) Chinyamurindi, Willie Tafadzwa; Mahembe, Bright; Chimucheka, Tendai; Rungani, Ellen
Technology adoption within higher education is becoming popular. This has often resulted in hubs of learning referred to as an online learning community. The success of such platforms is dependent on full system utilisation. The study draws on a quantitative empirical investigation into the factors that influence the adoption of an online learning community amongst 252 first year students at a rural university in South Africa. The results of the study show that a positive relationship exists between online course design and student ratings of perceived usefulness and perceived interaction (PI) concerning the utilisation and usage of an online learning community. Furthermore, the online learning community’s interface design was found to be positively related to ratings of perceived ease of use but not with PI. Based on these findings, interventions are proposed, which have ramifications in working within online learning communities to benefit both the student and the lecturer.
Effect of ethical leadership and climate on effectiveness
(AOSIS, 2017) Engelbrecht, Amos S.; Wolmarans, Janneke; Mahembe, Bright
ORIENTATION: The increasing prevalence of theft, sabotage and other deviant behaviours in the workplace has disastrous effects for organisations, such as lowered effectiveness, escalated costs and the organisation’s declining reputation. RESEARCH PURPOSE: The purpose of the research was to design and investigate the relationships among perceived leader effectiveness, ethical climate and ethical leadership. A further objective of the investigation was to validate a conceptual model clarifying the structural associations among the latent constructs in the South African corporate domain. MOTIVATION FOR THE STUDY: A successful leader is both an ethical and an effective leader. An organisation’s leadership is seen as the most critical element in establishing and maintaining an ethical climate in organisations. RESEARCH DESIGN, APPROACH AND METHOD: A convenient and multi-cultural sample comprised of 224 employees from various organisations in South Africa. The structure and content of the variables were analysed through confirmatory factor analysis (CFA), beside item analysis. MAIN FINDINGS: Satisfactory reliability was found for all the measurement scales. The results of CFA demonstrated acceptable fit with the data for the refined measurement and structural models. The results of structural equation modelling (SEM) indicated positive relationships among ethical leadership, ethical climate and leader effectiveness. PRACTICAL IMPLICATIONS: Organisational leaders should take full responsibility for cultivating ethics through ethical leader behaviour and an ethical climate. By reinforcing these aspects, perceived leader effectiveness can be advanced, which will ultimately decrease corruption and other forms of counterproductive behaviour in South African organisations. CONTRIBUTION: The study provides further theoretical and empirical evidence that leadership effectiveness can be realised through instilling an ethical organisational climate in which ethical leadership is exhibited and encouraged.
Integrity, ethical leadership, trust and work engagement
(Emerald, 2017) Engelbrecht, Amos S.; Heine, Gardielle; Mahembe, Bright
PURPOSE– The purpose of this paper is to investigate how leader integrity and ethical leadership can influence trust in the leader and employee work engagement. DESIGN/METHODOLOGY/APPROACH– Data were collected using an electronic web-based questionnaire completed by 204 employees from various business organisations. Data were analysed by means of item analysis and confirmatory factor analysis conducted via structural equation modelling. FINDINGS – High levels of reliability were found for the measurement scales. Good model fit was demonstrated for the measurement and structural models. Empirical support was found for all the postulated relationships in the structural model. ORIGINALITY/VALUE – This study is the first to analyse the joint relationships between leader integrity and work engagement through the mediating role of ethical leadership (i.e. moral management) and trust in the sise the key role played by ethical leaders in creating an ethical and trusting work climate conducive for employee engagement.
An intergrated model of the role of authentic leadership, psychological capital, psychological climate and intention to quit on employee work engagement: A comparative analysis
(University of the Western Cape, 2017) Balogun, Tolulope Victoria; Mahembe, Bright
Organizations exist for the primary aim of meeting particular objectives: innovation and advancement, customer satisfaction, profit making and delivery of quality goods and services. These goals are mostly channelled with the intent of demonstrating high performance crucial for the continued existence of the organization especially in these rapidly changing global economies. This target, however, cannot be achieved without the aid of employees in the organization. A plethora of previous studies have proven that efficiency, productivity, high performance and stability on the job can be better achieved when the employees are dedicated, committed to their work roles and experience work engagement. The experience of work engagement on the part of the employees is not a random event; it depends on a myriad of factors that include authentic leadership. Leaders have a cumulative change effect on their followers; hence, leaders in an organization can be termed as core drivers of employee engagement. Hence, it becomes imperative to seek to understand what authentic leadership as a construct has to offer to the workplace.
The Role of Change-oriented leadership in a selected South African organisation
(University of the Western Cape, 2017) Sha, Nadine; Du Plessis, Marieta
Modern day leaders are faced with a complex globalised environment that has resulted in intense competition, ever-changing government rules and regulations, stakeholder demands, environmental policies and much more. In order to not only survive but thrive, they need to lead and motivate a diversified group of employees with different economic, cultural, and socio-political values. Today’s leaders need to develop effective managerial strategies, learn to inspire those both inside and outside of the organisation, and guide change. This study aimed to provide insight into change-oriented leadership and examine its effect on psychological capital (PsyCap) and psychological empowerment as antecedents of work engagement and change-oriented organisational citizenship behaviour (changed-oriented OCB). For purposes of this study, a quantitative research design was employed using both paper and pencil and electronic questionnaires. Data was gathered by using a probability sample of employees within a manufacturing organisation in South Africa (N = 736). The measurement instruments were revalidated for the South African sample through both confirmatory factor analysis (CFA) and partial least squares structural equation modelling (PLS-SEM). All the measuring instruments retained its original factor structures and reported acceptable reliabilities of change-oriented leadership (α= .908), PsyCap (α= .848), psychological empowerment (α= .860), work engagement (α= .883) and changed-oriented OCB (α= .897).
An integrated model of the impact of individual cultural values and the mediating effect of job satisfaction, organisational commitment and perceived support on turnover intention
(University of the Western Cape, 2017) Mthembu, Oscar Sandile; Mahembe, Bright
Employee turnover presents a number of negative organisational outcomes, such as loss of human capital, skills, organisational memory and investment on employee training and development. Theory and empirical research have shown that the most immediate predecessor of employee turnover behaviour is turnover intention, or intention to quit. It is envisaged in this study that attracting and selecting employees who possess individual cultural value dimensions that are aligned with those of the organisation could impact positively on employee intention to stay in the organisation. The effect of job-related attitudes (i.e. employee job satisfaction and organisational commitment) on turnover intention has been established in a number of empirical studies. It is hypothesised in this study that Hofstede's cultural value dimensions of collectivism, power distance, uncertainty avoidance, masculinity and long-term orientation at individual level can help explain and predict job satisfaction and organisational commitment. In turn, job satisfaction and organisational commitment will decrease employees' intention to leave an organisation.

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