Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> http://www.scielo.org.za/rss.php?pid=2071-076320160001&lang=pt vol. 42 num. 1 lang. pt <![CDATA[SciELO Logo]]> http://www.scielo.org.za/img/en/fbpelogp.gif http://www.scielo.org.za <![CDATA[<b>See you at the match: Motivation for sport consumption and intrinsic psychological reward of premier football league spectators in South Africa</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632016000100001&lng=pt&nrm=iso&tlng=pt ORIENTATION: Local football contributes significantly to the social- and economic welfare of South Africa through its spectators. Understanding the motives and experiences of football spectators could provide opportunities for capitalising on football as revenue stream feeding the South African economy. RESEARCH PURPOSE: To investigate how motives for sport consumption predict intrinsic psychological reward of South African premier league football spectators. MOTIVATION FOR THE STUDY: Sport - particularly football - is an untapped resource for stimulating economic development and growth through its consumers. Spectators, who often experience their investment in the sport as deeply rewarding and meaningful, should participate more frequently in purchasing products or services associated with the sport. Through understanding the motives for sport consumption of South African premier league football spectators and the impact of these motives on intrinsic psychological reward experiences, football clubs are able to provide a targeted experience or service to spectators in order to further stimulate economic growth. RESEARCH DESIGN, APPROACH AND METHOD: A census sample of 806 football spectators attending various matches at a football stadium in Soweto was drawn. A cross-sectional research design was implemented. This research was exploratory and descriptive. Structural equation modelling was implemented to assess the factor structures of the constructs, to confirm composite reliability of the measures and to assess the structural paths between the variables. MAIN FINDINGS: A predictive model for intrinsic psychological rewards (life satisfaction and meaning) through the motivation for sport consumption (individual - and game related factors) was confirmed. It was further established that motivation for sport consumption is significantly positively a) related to and b) associated with the experience of intrinsic psychological reward by South African football spectators. PRACTICAL/MANAGERIAL IMPLICATIONS: Football clubs should tailor spectator experiences around both individual and game related spectator motives in order to develop experiences associated with intrinsic psychological reward. CONTRIBUTION/VALUE-ADD: The study contributes to consumer psychology research relating to the motives associated with the consumption of football within South Africa. <![CDATA[<b>The validation of a workplace incivility scale within the South African banking industry</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632016000100002&lng=pt&nrm=iso&tlng=pt ORIENTATION: Workplace incivility holds consequences for both individuals and organisations. Managers are becoming increasingly aware of this phenomenon. Currently, there is no workplace incivility scale validated for use within the South African context. RESEARCH PURPOSE: To investigate the reliability and validity of the adapted workplace incivility scale by Leiter and colleagues for use within South Africa. MOTIVATION FOR THE STUDY: As it is currently difficult to measure workplace incivility within the South African context because of the lack of a valid and reliable scale, it is necessary to validate such a scale. RESEARCH DESIGN, APPROACH AND METHOD: A cross-sectional research approach was used for the study. Convenience sampling (N = 345) was used within the South African banking industry. Specifically, the factor structure, convergent validity, discriminant validity and predictive validity were investigated in order to establish the overall validity of the scale. MAIN FINDINGS: The results confirmed that the scale showed a three-factor structure as best-fitting with acceptable reliability coefficients. Furthermore, discriminant validity could be shown between workplace incivility and workplace bullying, that is, supporting that these two constructs are not the same phenomenon. In terms of relationships, colleague incivility did not significantly predict any of the outcome variables and instigated incivility only being a negative predictor of job satisfaction and a borderline statistically significant negative predictor of work engagement. However, supervisor incivility predicted all the outcomes negatively. PRACTICAL/MANAGERIAL IMPLICATIONS: Based on the results, workplace incivility should be addressed because of the harmful effects it can have, not only on employees but also on organisations. It is therefore necessary for managers to create awareness of workplace incivility in order to ensure that it does not integrate within the organisational culture and affect individual and organisational performance. CONTRIBUTION/VALUE-ADD: The study contributes to the limited research available in South Africa regarding workplace incivility by providing a scale that is valid and reliable. <![CDATA[<b>The relevance of the psychometrist category as a professional resource: Training-related issues</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632016000100003&lng=pt&nrm=iso&tlng=pt ORIENTATION: The professional status of psychometrists places them in a position where they can provide a specialist function independently and their services should therefore be relevant to a variety of settings. RESEARCH PURPOSE: The aim was to explore if the training of student psychometrists contributes to the relevance of this category in terms of the demographic profile of student psychometrists, the scope of services potentially provided by them and the content of training programmes. MOTIVATION FOR THE STUDY: There is a paucity of research on training in the psychometrist category. RESEARCH DESIGN, APPROACH AND METHOD: Data were obtained from the files of a cohort of student psychometrists who were registered in the Department of Psychology at the University of South Africa (UNISA). Follow-up surveys on training and work contexts were conducted amongst these students and their in-practice supervisors to confirm and supplement the data. In addition, a survey on the national availability of training programmes for psychometrists was conducted at South African universities. MAIN FINDINGS: Gender and racial skewness in terms of the demographic profile of the UNISA students seemed to reflect a national trend. In terms of the scope ofservices, training opportunities and perceived job opportunities for psychometrists seemed limited and despite the utilisation of the skills area in all the applied contexts, concerns related to the sectors being served were identified. With regard to the content of the training programmes, students and in-practice supervisors expressed a need for greater preparation in test use before related practical experience takes place. The importance of the university's involvement during the practicum was also emphasised. PRACTICAL/MANAGERIAL IMPLICATIONS: Recommendations are made regarding the structure and content of training programmes. This information could be applied in adapting existing programmes and in developing new programmes. CONTRIBUTION/VALUE-ADD: Ultimately, these recommendations could contribute to the value of the psychometrist category as a professional resource relevant to a variety of settings. <![CDATA[<b>The psychometric properties of a workplace boredom scale (DUBS) within the South African context</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632016000100004&lng=pt&nrm=iso&tlng=pt ORIENTATION: Boredom at work has been shown to be a concern for individuals and organisations. At the time of this research, no validated scale was available to measure and investigate workplace boredom within the South African context. RESEARCH PURPOSE: To determine the psychometric properties of the Dutch Boredom Scale (DUBS) within the South African context. MOTIVATION FOR THE STUDY: No reliable and valid scale for workplace boredom was available in South Africa at the time of the current research. Boredom at work has been found to affect organisations negatively in other countries. Insights are needed into workplace boredom and how it affects the outcomes of organisations in South Africa. RESEARCH DESIGN, APPROACH AND METHOD: A cross-sectional research approach was utilised. A random convenience sample (N = 490) was obtained from organisations within the manufacturing and logistics sector. In order to validate the DUBS, the factor structure, construct validity (convergent and discriminant validity) and scale reliability were investigated. A mediation model was also tested with structural equation modelling to ascertain predictive validity. MAIN FINDINGS: The results showed that the one-factor structure of the DUBS could be confirmed and that this factor had acceptable reliability. In terms of convergent validity, all of the item indicators loaded significantly on the workplace boredom construct, and the relationship between workplace boredom and work underload revealed that they were positively correlated with medium effect size. Furthermore, work engagement and organisational commitment were correlated negatively in terms of practical significance with workplace boredom. A structural mediation model showed that work underload was significantly and positively associated with boredom, which in turn had significant negative relations to both work engagement and organisational commitment. No significant direct relations were found from work underload to either work engagement or organisational commitment. Instead, bootstrapping showed that there was an indirect-only relationship from work underload to work engagement and organisational commitment through workplace boredom - indicating full mediation. PRACTICAL/MANAGERIAL IMPLICATIONS: Management should not neglect workplace boredom, as results indicate that it may adversely impact work engagement and organisational commitment. Therefore, workplace boredom should be a concern not only for individuals, but also for the organisation at large. CONTRIBUTION/VALUE-ADD: This study contributes to the limited research available on workplace boredom in South Africa by providing evidence of acceptable psychometric properties for a workplace boredom scale.