Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> vol. 44 num. 1 lang. pt <![CDATA[SciELO Logo]]> <![CDATA[<b>Incremental validity of work-related sense of coherence in predicting work wellness</b>]]> ORIENTATION: Sense of coherence and, more recently, work-related sense of coherence are regarded as significant variables in promoting the management of employees' wellness in modern organisations RESEARCH PURPOSE: The aim of the present study was to investigate whether work-related sense of coherence, as a context-specific application of sense of coherence, provides incremental validity over and above sense of coherence in explaining indicators of work wellness. MOTIVATION FOR THE STUDY: It is important to know if the context-specific, work-related sense of coherence is a better predictor of work wellness in comparison with general sense of coherence in order to guide interventions aimed at the development and enhancement of employees' wellness. RESEARCH APPROACH, DESIGN AND METHOD: A cross-sectional survey design was used with a convenience sample (N = 734) of part-time and full-time working adults completing an online module at a distance education institution. A biographical questionnaire, the Work-related sense of coherence (SoC) Questionnaire, the Orientation to Life Questionnaire, the Fatigue Scale and Work Engagement Scale were administered. Hierarchical multiple regression analyses were performed to achieve the objective of the study. MAIN FINDINGS: Work-related sense of coherence displayed incremental validity over and above that of sense of coherence in predicting work engagement and fatigue. However, sense of coherence was a stronger predictor of fatigue, while work-related sense of coherence was a stronger predictor of work engagement. PRACTICAL MANAGERIAL IMPLICATIONS: In planning interventions to address the work engagement or fatigue of employees, work-related sense of coherence could be used as a practical indicator of coherent work experiences, especially in predicting work engagement. CONTRIBUTION: The results of the study should provide new insight into the shared variance between work-related sense of coherence and sense of coherence. The results indicated that the factors are interrelated but independent and that work-related sense of coherence adds incremental variance in predicting work engagement and fatigue in the context of work. <![CDATA[<b>'You have to keep your head on your shoulders': A systems psychodynamic perspective on women leaders</b>]]> BACKGROUND: Women leaders within Higher Education Institutions (HEIs) in South Africa have increased in numbers over the past years and they have changed the dynamics in these institutions. Yet, it is a subject that has hardly been explored from the perspective of women leaders. AIM: The aim of this study is to explore the experiences of women leaders in HEIs from a systems psychodynamic perspective using the conflict, identity, boundaries, authority, roles, task (CIBART) model, a well-researched model to analyse systems psychodynamics and to gain a deeper understanding of (un)conscious dynamics within organisations. METHODS: This qualitative study is based on Dilthey's modern hermeneutics. Interviews were conducted with 23 women leaders from the Higher Education Resource Services South Africa, network across 8 HEIs. Observations were conducted in one organisation to support the data analysis and interpretation. Data were analysed through content analysis. FINDINGS: Findings show that women leaders re-evaluate and reconstruct themselves constantly within organisations. This continuous re-evaluation and reconstruction become visible through the constructs of the CIBART model. The findings reveal deeper insights into systems psychodynamics, which considers anxiety within the system where women leaders seem to contain such anxiety by mobilising specific defence mechanisms. Certain diversity markers, such as race, gender, mother tongue, position within the organisation and generational belonging play a role in creating the dynamics. Women leaders' experience of de-authorisation and role confusion impacts significantly on women leadership and their action towards ownership. PRACTICAL IMPLICATIONS: The study provides new, valuable and context-specific insights into women leadership seen through the lens of the CIBART model, highlighting unconscious dynamics that need practical attention in the HEIs to empower women leaders for gender-specific leadership training. ORIGINALITY OR VALUE: Findings provide a foundation for future research on women leaders and applied solutions to empower women leaders, whilst reducing anxiety within the system. The study provides complex insights, which should create increasing awareness in women leaders towards being containers of anxiety and creating new ways of empowered women leadership. <![CDATA[<b>Demands-abilities fit, work beliefs, meaningful work and engagement in nature-based jobs</b>]]> ORIENTATION: Meaningful work and personal engagement are important dimensions of flourishing of employees, especially when individuals work in challenging jobs. RESEARCH PURPOSE: This study aimed to investigate the relationship between demands-abilities fit, work beliefs, meaningful work and engagement in individuals in nature-based jobs MOTIVATION FOR THE STUDY: Individuals working in nature often work under challenging circumstances without the necessary resources. A research gap exists regarding the effects of demands-abilities fit and work beliefs on meaningful work. It is also not clear how these antecedents and meaningful work will impact the engagement of individuals working in nature. RESEARCH APPROACH, DESIGN AND METHOD: A cross-sectional survey was used with a convenience sample of 161 nature-based employees. Data were collected using a structured online questionnaire consisting of items from the demands-abilities fit scale, work-life questionnaire, work and meaning Inventory, work engagement scale and a biographical questionnaire. MAIN FINDINGS: Work beliefs (calling, career and job) and demands-abilities fit predicted a large percentage of the variance in meaning making. Work beliefs (calling and job) and demands-abilities fit also predicted a large percentage of the variance in greater good motivations. Demands-abilities fit and a calling work orientation indirectly affected work engagement via meaningful work. The scales which measured calling and job orientations showed insufficient discriminant validity in relation to the scales which measured positive meaning and work engagement. PRACTICAL AND MANAGERIAL IMPLICATIONS: Managers should consider implementing interventions to affect the demands-abilities fit (through human resource management interventions) and work beliefs of individuals working in nature (through job crafting). Promoting perceptions of meaningful work might contribute to higher personal engagement. CONTRIBUTION OR VALUE-ADD: This study contributes to scientific knowledge regarding the effects of meaningful work and its antecedents on personal engagement. <![CDATA[<b>Workplace spirituality, work engagement and thriving at work</b>]]> ORIENTATION: In order to create competitive advantage in an increasingly turbulent economic environment, sustainability of high performance is crucial. Only a few individuals have the drive, mindset, discipline and ability to sustain high performance on a daily basis. Thus, it is necessary to consider what can be done so that employees can sustain high performance over the long term. RESEARCH PURPOSE: The purpose of the study was to establish whether spiritual workplaces will enhance employees' work engagement and thriving at work. MOTIVATION FOR THE STUDY: Two important mechanisms for understanding the human dimension of sustainability are thriving at work and work engagement. However, because work engagement and thriving are affective-motivational states, it is necessary to consider contextual factors that promote these positive states. As work engagement and thriving at work move beyond mere energy, to a sense of connectedness, it seems important that spiritual workplaces are created. RESEARCH APPROACH, DESIGN AND METHOD: The study was quantitative in nature, and data were collected from employees working at small, medium and macro enterprises (SMMEs) in one geographical area in South Africa. The final sample consisted of 259 employees. A survey that was cross-sectional in nature was conducted by means of a self-administered questionnaire. MAIN FINDINGS: The findings of the study show that there is a positive and significant relationship between workplace spirituality, work engagement and thriving at work. Furthermore, workplace spirituality significantly influences the variance in both work engagement and thriving at work. PRACTICAL OR MANAGERIAL IMPLICATIONS: In order for SMMEs to promote work engagement and thriving at work, spiritual workplaces need to be created. Furthermore, emphasis needs to be placed on the work experience, rather than on work outcomes. It is also important that SMMEs develop employees holistically, that they create spiritually based organisational cultures and that they pay more attention to relationship management and networking. CONTRIBUTION OR VALUE-ADD: The study contributes to the literature on workplace spirituality, work engagement and thriving at work.