Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> http://www.scielo.org.za/rss.php?pid=2071-076320080002&lang=pt vol. 34 num. 2 lang. pt <![CDATA[SciELO Logo]]> http://www.scielo.org.za/img/en/fbpelogp.gif http://www.scielo.org.za <![CDATA[<b>The cross-cultural application of the Social Axioms Survey in the South African Police Service</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200001&lng=pt&nrm=iso&tlng=pt the objectives of this study were to investigate the replicability, construct equivalence, item bias and reliability of the Social Axioms Survey (SAS) in the South African Police Service (SAPS). A cross-sectional survey design was used. the participants consisted of applicants who had applied for jobs in the SAPS (N = 1535), and the SAS was administered to them. An exploratory factor analysis utilising target rotation applied to all 60 items of the SAS revealed four interpretable factors (Social Cynicism, Reward for Application, Fate Control, and Spirituality/Religiosity). Values of Tucker's phi higher than 0,90 were found for seven language groups (Zulu, Sotho, Tswana, Swati, Tsonga, Venda and Pedi). Analyses of variance found that item bias was not a major disturbance. Unacceptable alpha values were found for some of the scales of the SAS. <![CDATA[<b>Psychological career resources of working adults: A South African survey</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200002&lng=pt&nrm=iso&tlng=pt The main objective of this study was to explore broad trends regarding how individuals from various age, educational, marital, race and gender groups in the South African organisational context differ in terms of their psychological career resources, as measured by the Psychological Career Resources Inventory. A sample of 2 997 working adults registered as students at a South African higher distance education institution participated in this study. The results indicate significant differences between the various biographical variables and the participants' psychological career resources. In the context of employment equity, and with more women entering the workplace, this study is expected to contribute important knowledge that will inform career development practices concerned with enhancing employees' career meta-competencies as an important element of their general employability. <![CDATA[<b>The psychometric properties of the Schutte Emotional Intelligence Scale</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200003&lng=pt&nrm=iso&tlng=pt the objective of this study was to investigate the psychometric properties of the Schutte Emotional Intelligence Scale (SEIS). the psychometric soundness of the SEIS was tested. A cross-sectional survey design was used for this study. A sample (n = 341) was taken from Economical Science students from a higher-education institution. the results obtained using the cross-sectional design supported a six-dimensional factor structure of the SEIS. the six factors are Positive Affect, Emotion-Others, happy Emotions, Emotions-Own, Non-verbal Emotions and Emotional Management. A multi-analysis of variance (MANOVA) was used to determine differences in terms of biographical data. the results indicated significant differences between gender and language groups. <![CDATA[<b>Validation of the Orientation to Life Questionnaire (OLQ) in a chemical factory</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200004&lng=pt&nrm=iso&tlng=pt The objectives of this study were to assess the psychometric properties of the Orientation to Life Questionnaire (OLQ) and to investigate the differences in sense of coherence among demographic groups in a chemical factory environment. The OLQ and a biographical questionnaire were administered to chemical factory employees (N = 583). A three-factor model (manageability, meaningfulness and comprehensibility) was confirmed through structural-equation modelling. From the original 29-item OLQ, an 11-item OLQ and a 6-item OLQ were first derived with good fit statistics. With the 11-item OLQ, significant differences in sense of coherence among some demographic groups viz. qualification and job level were then confirmed. <![CDATA[<b>A conceptual framework of integrity</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200005&lng=pt&nrm=iso&tlng=pt This article reports on the findings of a qualitative study in which the construction of integrity of some business leaders was explored. Data were gathered through ten in-depth interviews with six South African business leaders commended to be champions of integrity. A grounded-theory approach to the data analysis elicited five themes. These themes and their interrelatedness are discussed in this article and a conceptual framework of integrity is proposed. Integrity is conceptualised as a multifaceted and dynamic construct based on a moral foundation and inner drive that is managed by cognitive and affective processes manifesting various integrity-related behaviours. <![CDATA[<b>Store image: Toward a conceptual model Part 1</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200006&lng=pt&nrm=iso&tlng=pt The lack of a universal definition and conceptual model of store image guided the aims for this research, namely to 1) delineate the underlying structure of the store image construct; 2) formulate a definition of store image; and 3) develop a model of the underlying theoretical structure of store image. An in-depth literature review was done to specify the domain and to delineate the underlying structure of this construct. The knowledge gained was incorporated into the model of apparel store image that served as point of departure for the development of a scale to measure the importance of apparel store image dimensions. <![CDATA[<b>Store image: Scale development Part 2</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200007&lng=pt&nrm=iso&tlng=pt The aims of this article (the second in a three-part series) are threefold, namely to (1) develop a scale for the measurement of the perceived importance of store image dimensions , (2) purify the developed scale to illustrate acceptable reliability and (3) develop and refine this scale for practical implementation in the apparel retail environment. A four-phase approach was documented for scale development. The provisional scale was purified and tested by means of two pilot studies and the data was subjected to Cronbach alpha and confirmatory factor analysis (CFA). A revised model of apparel store image was proposed. Model fit results indicated that fit can still be improved. Results culminated in a 55-item Apparel Store Image Scale that showed good reliability. <![CDATA[<b>Store image: Scale implementation Part 3</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200008&lng=pt&nrm=iso&tlng=pt This paper is the final in the three-part series regarding store image. The purposes of this article are to (1) implement the developed scale to assess whether it illustrates acceptable psychometric properties of reliability and validity, (2) assess the model fit of the developed scale and (3) formulate recommendations for future research. Results indicated that the Apparel Store Image Scale (ASIS) shows acceptable reliability and model fit. A refined definition of store image together with a final model of apparel store image is proposed. Recommendations for future research are made. <![CDATA[<b>Exploring antecedents and consequences of burnout in a call centre</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632008000200009&lng=pt&nrm=iso&tlng=pt The aim of this study was to investigate the relationship between six characteristics of call centre work environments, burnout, affective commitment and turnover intentions. These characteristics were competing management goals, work overload, electronic performance monitoring, lack of career opportunities, lack of skill variety and emotional labour. A convenient sample of employees (N = 146) was obtained from a call centre. Multiple regression analysis showed that work overload, lack of career opportunities, skill variety and emotional labour were the most important predictors of burnout. Burnout had a direct effect on turnover intentions. Affective commitment partially mediated the relationship between burnout and turnover intention.