Department of Industrial Psychology

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    A confirmatory factor analytic study of a counterproductive work behaviour measure in Zimbabwe
    (AOSIS (pty) Ltd, 2024) Gwamanda, Nelson; Mahembe, Bright
    Orientation: Counterproductive work behaviour (CWB) has detrimental effects on organisations if not managed. Therefore, its accurate measurement will enhance proper decision-making to mitigate its effects. Research purpose: The primary goal of the present study was to test the psychometric properties of the Workplace Deviance Scale (WDS) on a Zimbabwean sample. Motivation for the study: The WDS developed in Europe is a widely used questionnaire. Therefore, there is a need to assess the reliability and construct validity of the WDS on a Zimbabwean sample. Research approach/design and method: A quantitative research design was used. A total of 304 conveniently selected participants completed the WDS used to measure CWB. Item, dimensional, and confirmatory factor analyses (CFA) were conducted on the data. Main findings: High reliability coefficients were recorded on the two subscales of the WDS. The discriminant validity of the two subscales was achieved. Reasonable model fit with the data was found for the first and second order as well as the bi-factor and single-factor measurement models through CFA. Practical/managerial implications: The questionnaire can help to develop prevention strategies aimed at reducing the frequency and severity of counterproductive behaviours in Zimbabwean organisations. Contribution/value-add: The study promotes the use of accurate, reliable, and valid instruments in Zimbabwe by confirming the psychometric properties of the WDS.
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    A relational bureaucracy framework for meaningful internal stakeholder engagement post-Covid 19
    (AOSIS (pty) Ltd, 2024) Schutte, Nico E; van der Sluis, Lidewey E. C; Barkhuizen, Emmerentia N.
    Orientation: The coronavirus disease 2019 (COVID-19) pandemic forced organisations to rapidly redesign workplace structures to adapt to a changed and disrupted business world and improve stakeholder relationships. The relational bureaucracy theory (RBT) provides a valuable foundation for increasing stakeholder participation. Research purpose: We investigate how a relational bureaucracy’s organisational structure promotes internal stakeholders’ involvement in a post-Covid workplace. Motivation for the study: Limited frameworks illustrate how a newly emergent relational bureaucratic structure can enhance stakeholder involvement and engagement in the new world of work. Research approach/design and method: The researchers followed a literature review to derive shared meanings in constructing an RBT framework for promoting stakeholder involvement. Main findings: According to our preliminary research, the organisational type known as the engaged ambassador could be named the relational bureaucratic stakeholder prototype. Seven zones crucial to the business’s overall operation are identified in the stakeholder landscape. Additionally, we illustrate the relational bureaucracy design ideas that promote stakeholder participation. Practical/managerial implications: We propose that organisations could benefit from stakeholder engagement through interpersonal coordination mechanisms that create, maintain and improve stakeholder relationships through strategic human resource management (HRM) frameworks and RBT. We further argue that a relational bureaucracy’s structure raises stakeholder participation for organisational leadership, coordination and coproduction. Contribution/value-add: This article integrates some main effects of relational bureaucratic theory to provide a landscape for the needs of internal stakeholders in a disrupted workplace.
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    A study into the subjective lived experiences of transgender employees in Cape Town
    (University of the Western Cape, 2024) Miller, Robyn Caitlin
    This study investigates the subjective lived experiences of transgender employees in Cape Town, focusing on their unique workplace challenges and perspectives. Utilising a descriptive phenomenological approach, qualitative data were gathered through semi-structured interviews with transgender individuals, employed in various industries across the region. Phenomenological thematic analysis identified key themes related to workplace inclusivity, discrimination, coping strategies, and support systems. The research employed a descriptive phenomenological design, conducting eleven semi-structured interviews via online platforms such as Teams, Google Meet, and WhatsApp. Participants were selected through non-probability convenience sampling. The analysis revealed that transgender employees frequently encounter workplace discrimination, insufficient inclusivity in policies and practices, and the critical importance of support systems and coping strategies. Key themes included gender identity acceptance, societal perceptions, workplace safety, and the role of allies.
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    A systematic review of the factors influencing the motivation to lead among students in higher education
    (Frontiers Media SA, 2025) Amadi, Winston Aligbaso; Du Plessis, Marieta; Balogun, Tolulope Victoria
    Introduction: Institutions of higher education are considered a grooming ground for future leaders in the workplace and society at large. Several reasons can be attributed to why students are motivated to engage in leadership within these institutions. Research on motivation to lead highlights variables such as personality, values, leadership self-efficacy (LSE), and leadership experience as antecedents of motivation to lead. Methods: To identify other factors that could influence students’ motivation to lead, this paper reviewed published research from 2001 to 2024 investigating higher education students’ motivation to lead. The study included 13 articles that met the criteria for inclusion. Results: Thematic analysis was carried to identify the factors and then categorized the identified factors into internal and external factors to the students in the higher education environment. This was done based on the self-determination theory on motivation highlighting intrinsic and extrinsic motivators to human behavior. Discussion: Internal factors include emotion perception, race, need for power, affiliation and accomplishment, emotional intelligence, and LSE. External factors include leadership courses, programs and training, opportunities to lead, involvement in co-curricular clubs, campus support for leadership development, and classroom-based team experiences. This categorization aims to facilitate the design of interventions to enhance students’ motivation to engage in leadership activities and assume leadership roles. Limitations of this study include the small number of analysed studies, limited geographic representation, and restriction to English-language articles only.
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    Academic career management intervention at a South African university: A modified Delphi study
    (AOSIS (pty) Ltd, 2023) Barnes, Nina; du Plessis, Marieta; Frantz, Jose M
    Orientation: Understanding the components for an academic career management intervention programme, to enable the development of the required academic pipeline to achieve the strategic objectives of higher education institutions. Research purpose: A consensus view across subject experts for a career management intervention programme to enable the progression of academic careers. Motivation for the study: While academic career literature captures an array of normative designs of career management programmes to cultivate the required academic talent consortium, literature indicates a lack of a comprehensive and systematic approach for career management to provide a framework for successfully managing academic careers. Research design, approach and method: A modified Delphi technique was employed, by presenting an expert panel with the findings of a broader research project to initiate the consensus-seeking methodology-a systematic approach to obtain concordance on the experts’ opinions through two rounds of structured questionnaires. Main findings: The identified components are structured and presented in five main themes (categories), including: (1) institutional, (2) individual, (3) overlapping, (4) cultural and (5) external.
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    Academics in lockdown: A gendered perspective on self-esteem in academia during the Covid-19 pandemic lockdown
    (MDPI, 2023) Walters, Cyrill; Ronnie, Linda; du Plessis, Marieta
    This qualitative research explores the experiences and sense-making of self-worth of 1857 South African women academics during the enforced pandemic lockdown between March and September 2020; the study was conducted through an inductive, content analysis process. Since worldwide lockdowns were imposed in response to the COVID-19 pandemic, women academics, in particular, have reported a unique set of challenges from working from home. Gender inequality within the scientific enterprise has been well documented; however, the cost to female academics’ selfesteem, which has been exacerbated by the pandemic, has yet to be fully realized. The findings of the study include negative emotional experiences related to self-worth, engagement in social comparisons, and the fear of judgement by colleagues, which were exacerbated by peer pressure.
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    An empirical investigation of ethnic-cultural procedural fairness effects and their boundary conditions among three societal groups in South Africa
    (Routledge, 2024) Dierckx, Kim; Du Plessis, Marieta; Rothmann, Ian
    Ethnic-cultural procedural fairness refers to the perception that societal actors use fair and unbiased procedures to make decisions is-à-vis one’s ethnic-cultural group. Prior research using ethnic-cultural minority samples has convincingly shown that such perceptions are associated with a range of desirable outcomes. Yet, this body of evidence has so far limited its scope to European and North American samples. Moreover, more research is needed on the underlying psychological processes. Therefore, the central aim of the present study was to investigate ethnic-cultural procedural fairness effects among three societal groups in South Africa. In Study 1 (N = 326 black South Africans), we observed relationships between ethnic-cultural fairness perceptions and positive institutional and intergroup attitudes. Institutional and social trust respectively mediated these associations. Study 2(N = 747) replicated these findings among white (n = 595), but not among coloured South Africans (n = 152). Notably, across both studies, we also obtained evidence for moderation. That is, procedural fairness effects on institutional attitudes were significantly smaller among socioeconomically burdened black participants, and procedural fairness effects on intergroup attitudes were fully curbed among white participants who reported high levels of perceived group discrimination. Taken together, our results call for enhanced attention to procedural fairness obstacles outside of typical WEIRD settings.
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    An explorative study to determine the impact of leadership style and culture on organisational resilience and agility in a South African retail company
    (University of the Western Cape, 2024) Jansen, Vanya Bertha ; Abrahams, Fatima
    The South African retail sector has been hit with a rash of external blows over the last few years, ranging from the COVID-19 pandemic, sporadic riots, looting and natural disasters. Organisations who demonstrated high levels of resilience and agility were the ones who not only survived but thrived during these tumultuous times. This explorative qualitative study thus aims to identify the impact of leadership style and culture on organisational resilience and agility in a South African retail company. The researcher has applied a philosophy of phenomenology based on a grounded theory while deploying a purposive sampling technique to acquire the lived experiences of the 13 identified participants, all senior managers and executives directly involved in leading their teams through the various business recovery strategies. The data was collected by means of semi-structured in-depth interviews. The transcriptions were afterwards analysed by using Atlas Ti, a qualitative data analysis software tool. The findings of this research confirmed that factors related to adaptability, agile structures, technology and innovation, learning agility and pro-activeness enhance organisational agility. Furthermore, factors related to resilience skills in employees, organisational resilience, crisis response, change management, stakeholder management and predictive simulation were found to enhance organisational resilience.
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    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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    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.
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    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.
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    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.
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    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.
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    Assessment of the efficacy of the mechanisms for conflict resolution in employment relations at a multinational company in Nigeria : lessons from South Africa
    (University of the Western Cape, 2021) Olaniyi, Olabiyi; Ile, Allen
    An organisation or country that aims to experience industrial tranquillity and collaboration among social partners in employment relations must put in place an outstanding and potent conflict resolution mechanism. Within the context of labour relations, conflict is predictable in the workplace environment and the result could be a strike or lockout. This result can be avoided if there is an appropriate conflict settlement machinery on the ground. Overall, conflict resolution mechanisms must be centred around negotiation and dialogue which is an integral part of dealing with discord whenever it arises in employment relations. This study seeks to investigate the efficacy of mechanisms for conflict resolution in employment relations at a multinational company in Nigeria and South Africa. The study also examines the effectiveness of the machinery for regulating the affairs of labour relations statutorily or voluntarily. Additionally, the study undertakes a comparative analysis of different mechanisms employed whenever conflicts arise in both employment relations environments that are in South Africa and Nigeria. This analysis gives more insight into how conflict resolution mechanisms work in South Africa as compared to Nigeria. Moreover, the study explores the necessary tools and frameworks of legislative resolution instruments that lead to long-term reconciliation and peace thereby reducing the rate of disputes in employment relations in South Africa as well as Nigeria. A non-experimental descriptive research design that utilises a survey approach was adopted in the study. The research employed a mixed-method approach, that is, qualitative and quantitative data collection methods. A total of 400 questionnaires were distributed to respondents in two organisations, 200 for each organisation in Nigeria, and South Africa respectively via online google forms. A total of 363 responses were returned for the quantitative data collection while a total of 20 respondents participated in online interviews as part of the qualitative data collection. Thus, the final aggregate sample size for this research was 383 participants. Results from the study indicated that the conflict resolution mechanism in South Africa functioned successfully compared to that of the counterpart organisation in Nigeria. Moreover, the study revealed that South Africa has a developed apparatus for managing industrial conflicts. possibly in Africa as a whole. This was found to be xi because of how the South African government rigidly pitched a high labour legislative framework and requirement concerning labour conflict resolution. This is intended to create a conducive and harmonious labour relations environment. It is assumed that introducing a similar legislative framework into Nigeria’s labour relations environment will also foster a more harmonious relationship amongst the parties and social partners. Finally, the study proposes and recommends that host environments of multinational corporations in Africa must continuously review their conflict resolution frameworks so that it serves as a guide for the operations of multinational companies that come to their countries. In addition, the study highlights that such mechanisms must make provision for opportunities for employees to feel that they are heard through sincere dialogue processes and effective communication channels between employers and employees. Overall, the study recommends that accommodating and congruent conflict resolution strategies must be encouraged among members of staff to facilitate a nonviolent labour relations atmosphere.
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    Authentic leadership, followership, and psychological capital as antecedents of work engagement
    (Routledge, 2018) du Plessis, Marieta; Boshoff, Adré B
    The present study investigated authentic leadership, psychological capital, and followership behaviour influences on work engagement of employees . Respondents were 901 South African employees within the healthcare industry organisation (n = 647) and mining industry (n = 254) . The employees completed questionnaires on authentic leadership, psychological capital, and followership behaviour, and work engagement . Results following structural equation modelling and mediation analysis suggest work engagement to be explained by the psychological capital of the employee rather than by authentic leadership qualities . Improving employee psychological capital has the potential to enhance the levels of work engagement of employees.
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    Authentic leadership, organisational citizenship behaviours, and intention to quit: the indirect effect of psychological ownership
    (South African journal of Psychology, 2020) du Plessis, Marieta
    The aim of this study was to explore the influence of perceived authentic leadership on followers’ citizenship behaviour and their intention to quit their jobs, and to examine the indirect effect of psychological ownership in the relevant relationships. The study used a cross-sectional survey design to gather data from a sample of South African service industry employees (N = 384). It employed structural equation modelling to test the hypotheses formulated. The study found that psychological ownership indirectly affected the relationship between authentic leadership and employees’ organisational citizenship behaviour and intention to quit. This study enables organisations to gain a better understanding of how a contextual resource such as authentic leadership behaviours can influence followers’ organisational citizenship and intention to quit through increasing feelings of ownership of the organisation.
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    Career competencies for academic career progression: Experiences of academics at a South African university
    (Frontiers Media, 2022) Barnes, Nina; du Plessis, Marieta
    An understanding of career competencies is critical for the progression of academic careers, as it influences the availability of adequate and capable academic staff at all levels within universities. The study aimed to explore and describe the career competencies that academics demonstrate to successfully progress in their careers, while theoretically underpinned by an integrated competency framework. This report is based on the qualitative experiences, gathered through semi-structured interviews of eight academic staff in various career phases, in a South African university. Data was thematically analysed, while a deductive modality was adopted to identify the competencies. The findings align very closely with the dimensions of the integrated competency framework, including reflective competencies: gap analysis, self-evaluation, social comparison, and goal orientation; communicative competencies: information seeking and negotiation; and behavioural competencies: strategy alignment, control and agency, university awareness, continuous learning and collaboration.
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    Comparing face-to-face and technology-based training to evaluate its perceived effectiveness in improving employee performance
    (University of the Western Cape, 2023) Meyer, Shandré; Naidoo-Chetty, Mineshree; Mahembe, Bright
    For several decades, the ideal and preferred traditional training delivery in organisations mainly comprised in-person, face-to-face training, and engagement. The twenty-first century introduced the Fourth Industrial Revolution, which witnessed great strides in technology and introduced technology-based and online training. This online method of training and development surged when the global COVID-19 pandemic came about in 2020 and made it necessary and imperative due to social distancing protocols. This foresaw the emergence of technology-based training within several organisations’ training environments globally, enabling and increasing flexible learning for employees. Although technology-based training is considered a desirable and revolutionary training method, its efficiency is based on individuals’ perceptions thereof, with many still favouring the traditional face-to-face training approach as part of their preferred learning style. This has raised the debate on whether organisations can transition from the traditional face-to-face training approach to a Technology based training approach and still enable staff to perform at an optimal level.
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    A confirmatory factor analytic study of an authentic leadership measure in Nigeria
    (OpenJournals Publishing AOSIS (Pty) Ltd, 2020) Balogun, Tolulope V.; Mahembe, Bright; Allen-Ile, Charles O.K.
    Authentic leadership has been identified as one of the competencies for effective leaders. Research purpose: The primary goal of the present study was to test, on a Nigerian sample, the psychometric properties of the Authentic Leadership Inventory (ALI) developed by Neider and Schriesheim. Motivation for the study: Various instruments have been developed to measure authentic leadership, with the ALI being one of the widely used questionnaires. There is a need to assess the reliability and construct validity of the ALI on a Nigerian sample owing to paucity of studies on its psychometric properties in this setting. Research approach/design and method: A non-probability sample consisting of 213 bank employees working in Nigeria was studied. The ALI was used to measure authentic leadership, and its reliability was evaluated using SPSS, while construct validity was assessed through confirmatory factory analyses in the Linear Structural Relations (LISREL) programme. Main findings: Moderate levels of reliability were found for the subscales of the ALI.
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    Counselling preparedness and responsiveness of industrial psychologists in the face of Covid-19
    (AOSIS, 2021) du Plessis, Marieta; Thomas, Emma C.
    The coronavirus disease 2019 (COVID-19) pandemic has brought to the forefront the need for industrial-organisational psychologists (IOPs) and organisations to place an emphasis on employees’ mental and physical health at all times. The purpose of the research was to determine how prepared IOPs are to counsel employees during the pandemic and how responsive they are to provide counselling.It is not clear to what extent such counselling is being practised by IOPs in the workplace during the COVID-19 pandemic.