Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> vol. 34 num. 1 lang. en <![CDATA[SciELO Logo]]> <![CDATA[<b>The construct validation of an instrument designed to assess organisational socialisation</b>]]> The aim of this study was to establish the construct validity of an instrument for assessing organisational socialisation. A purposive sample of 170 respondents completed the socialisation instrument. Scale reliabilities and a confirmatory factor analysis confirmed six constructs (History, Language, Politics, People, Organisational Goals and Values, and Performance Proficiency) as measures of this domain. The significance of the findings of this study is that from a South African perspective, the socialisation instrument can be useful in measuring organisational socialisation. This instrument can also be valuable in assessing the effectiveness of the socialisation tactics used by organisations. <![CDATA[<b>The construction and evaluation of a generic work performance questionnaire for use with administrative and operational staff</b>]]> The principal objective of the study was the construction and evaluation of a work performance questionnaire for use with administrative and operational staff. Work performance is a multidimensional construct that indicates how well a worker performs in his/her work, the degree of initiative he/she takes, the ingenuity he/she shows in the finding of solutions for problems, and the manner in which he/she uses the human resources at his/her disposal. Two questionnaires were constructed - one for staff performing managerial functions (the full scale) and one for staff in non-managerial positions (the shortened scale). The sample consisted of 278 staff at a South African university. The full scale yielded a reliability of 0,983 and the shortened scale a reliability of 0,978. The implications of the findings are discussed. <![CDATA[<b>Perceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution</b>]]> A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the "best" of 15 predefined models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The final predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions. <![CDATA[<b>Thinking style preference, emotional intelligence and leadership effectiveness</b>]]> In this study, the researchers investigate the relationship between thinking style preference, emotional intelligence and leadership effectiveness in an institution of higher education. The measuring instruments used were the Neethling Brain Preference Profile (NBPP) and the Mayer, Salovey and Caruso Emotional Intelligence Test (MSCEIT), as well as the Kouzes and Posner Leadership Practices Inventory (LPI). The sample comprised 138 managers within a higher education institution. The researchers found some evidence to support the relationship between thinking style, emotional intelligence (EI) and leadership effectiveness. The researchers concluded that facets of brain dominance and emotional intelligence may be potentially useful predictors of transformational leadership behaviours. <![CDATA[<b>Leader emotional intelligence, transformational leadership, trust and team commitment: Testing a model within a team context</b>]]> This exploratory study tested a model within a team context consisting of transformational-leadership behaviour, team-leader emotional intelligence, trust (both in the team leader and in the team members) and team commitment. It was conducted within six manufacturing plants, with 25 teams participating. Of the 320 surveys distributed to these teams, 178 were received (which equals a 56% response rate). The surveys consisted of the multi-factor leadership questionnaire (MLQ), the Swinburne University emotional intelligence test (SUEIT), the organisational-commitment scale (OCS) (adapted for team commitment) and the workplace trust survey (WTS). The validity of these scales was established using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The Cronbach alpha was used to assess the reliability of the scales. The model was tested using structural equation modelling (SEM); an acceptable level of model fit was found. Significant positive relationships were further found among all the constructs. Such an integrated model has not been tested in a team context before and the positive findings therefore add to existing teamwork literature. The finding that transformational leadership and leader emotional intelligence are positively related to team commitment and trust further emphasises the importance of effective leadership behaviour in team dynamics and performance. <![CDATA[<b>The relationship between employee motivation, job satisfaction and corporate culture</b>]]> In this study, relationships between employee motivation, job satisfaction and corporate culture were hypothesised and investigated. The sample that was investigated consisted of the majority of the permanent-staff complement of a marketing research company in South Africa. Three instruments were used to measure the constructs concerned, namely the Motivation Questionnaire (MQ), the Experience of Work and Life Circumstances Questionnaire (WLO) and the Corporate Culture Questionnaire (CCQ). Pearson product-moment coefficients were then calculated and the linear relationships were further explored through canonical-correlation analysis. A possible moderator effect of employee motivation was also explored. The findings provided support for the linear relationships and, more importantly, identified the drivers of these relationships. The findings did not support the moderator effect. Using these findings, marketing research organisations, in particular, can be guided in terms of workplace attitudes under managerial influence. <![CDATA[<b>Coping with stress in the workplace</b>]]> The researchers investigated a simplified process model, a so-called salutogenic approach, of coping with stress in the workplace. Two constructs of salutogenic functioning, namely sense of coherence and locus of control (three dimensions: internal, external locus and autonomy), as well as the stress levels of 240 employees from a parastatal organisation were measured. As expected, individuals with a stronger sense of coherence and a stronger internal locus of control experienced lower levels of stress and vice versa. Nevertheless, in a regression analysis only the sense of coherence and external locus of control variables contributed significantly to variance in the criterion variable stress. <![CDATA[<b>Theory and practice in Industrial Psychology: <i>Quo vadis</i>?</b>]]> This article critically evaluates the science and practice of industrial psychology. It reaches the conclusion that a major shift in paradigm and mind-set is essential for the discipline to survive. The article discusses assumptions about knowledge within the science and practice of industrial psychology and suggests ways to expand the notion of scientist and practitioner. It also discusses modes of knowledge acquisition within industrial psychology and proposes a post-modern view of the interface between theory and practice. It concludes with suggestions to revitalise the interface between theory and practice. <![CDATA[<b>Structural equivalence and the Neo-Pi-R: Implications for the applicability of the five-factor model of personality in an African context</b>]]> The NEO-PI-R is one of the most widely used and researched operationalisations of the Five Factor model (FFM) of personality (McCrae & Allik, 2002, McCrae & Terraccianno, 2005). Considerable evidence exists in terms of its replicability across cultures leading researchers to conclude that the NEO-PI-R and by extension the FFM are universally applicable. This paper, by virtue of reviewing appropriate literature, argues that evidence for the structural equivalence of the NEO-PI-R, while appropriate in Western cultures, is lacking in non-Western, and specifically African cultures. This is discussed with particular reference to the existence of other factors which are not tapped by this model and which would merit further research.