Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> vol. 34 num. 3 lang. pt <![CDATA[SciELO Logo]]> <![CDATA[<b>Work-home interaction of working females: What is the role of job and home characteristics?</b>]]> The objective of this study was to examine job characteristics and home characteristics associated with negative and positive work-home interaction of employed South African females. A total of 500 females from six provinces in South Africa participated in the study. Multiple regression analyses were used to analyse the data. The results indicated that negative work-home interference (WHI) was best predicted by job demands (including pressure, overload and time demands) and a lack of job resources (including autonomy, supervisor support, instrumental support and role clarity). Three job resources predicted positive WHI, including autonomy, supervisor support and colleague support. Negative home-work interference (HWI) was best predicted by pressure and a lack of autonomy at home, while positive HWI was best predicted by the presence of home pressure, but with support at home. <![CDATA[<b>Job satisfaction, occupational stress, burnout and work engagement as components of work-related wellbeing</b>]]> The objective of this study was to investigate the relationship between job satisfaction, occupational stress, burnout and work engagement as dimensions of work-related wellbeing in a sample of members of the police force in South Africa. A survey design was used. Stratified random samples of members of the police force (N = 677) were taken in the North West Province of South Africa. The Minnesota Job Satisfaction Questionnaire, Police Stress Inventory, Maslach Burnout Inventory - General Survey and Utrecht Work Engagement Scale were used as measuring instruments. The results provided support for a four-factorial model of work-related wellbeing consisting of the following dimensions: job satisfaction (indicating pleasure vs. displeasure), occupational stress (indicating anxiety vs. comfort), burnout (indicating fatigue vs. vigour), and engagement (indicating enthusiasm vs. depression). <![CDATA[<b>A cross-cultural comparison of the stress experienced by high-level career women</b>]]> This study examines differences in the experience of work-related stress and of exposure to work-related stressors among South African career women of different ethnic groups. A sample of 732 women working in administrative, semi-professional, professional and managerial positions was involved. Analyses of covariance found significant differences in the level of stress reported by the different groups, with black women reporting the highest level of stress. Stressors pertaining to a lack of infrastructure and resources in the environment significantly contributed to the stress experienced by black women. All four groups reported discontent with their remuneration and fringe benefits. <![CDATA[<b>Entrepreneurial cognitions: Linking willingness and ability expert scripts to self-efficacy and new venture creation decisions</b>]]> In bringing the concept of expert scripts to bear upon the venture creation decision and following a script-scenario construction model the existence and degree of mastery of scripts are inferred from a selection of items consisting of paired script recognition and distracter cues. These cognition cues are then linked to motivation, operationalised with the general self-efficacy construct. Individuals with varying demographics who met qualifying criteria from an unrestricted range of businesses and industries (n = 161) were surveyed. Moderate support was found to consistently recognise and select statements that evidence expert entrepreneurial scripts. Associations with self-efficacy were modest, suggesting weak links between entrepreneurial cognition and motivation. <![CDATA[<b>The construct equivalence and item bias of the PIB/SpEEx conceptualisation-ability test for members of five language groups in South Africa</b>]]> This study's objective was to determine whether the Potential Index Batteries/Situation Specific Evaluation Expert (PIB/SpEEx) conceptualisation (100) ability test displays construct equivalence and item bias for members of five selected language groups in South Africa. The sample consisted of a non-probability convenience sample (N = 6 261) of members of five language groups (speakers of Afrikaans, English, North Sotho, Setswana and isiZulu) working in the medical and beverage industries or studying at higher-educational institutions. Exploratory factor analysis with target rotations confirmed the PIB/SpEEx 100's construct equivalence for the respondents from these five language groups. No evidence of either uniform or non-uniform item bias of practical significance was found for the sample. <![CDATA[<b>Predicting work performance through selection interview ratings and psychological assessment</b>]]> The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for. <![CDATA[<b>Sounds of silence: Organisational trust and decisions to blow the whistle</b>]]> Whistleblowing is a form of pro-social behaviour that occurs when an employee reports organisational wrongdoing to an authority able to implement corrective action. While a number of social factors may influence an employee's decision to blow the whistle, very little cognisance is given to the role of organisational trust. Since whistleblowing situations often pose problems for whistleblowers, organisational trust becomes an important facilitator for the decision to blow the whistle. Drawing on a case study, this paper shows that when trust exists, employees are more likely to blow the whistle and to do so internally rather than externally. <![CDATA[<b>Werkstresverskille tussen wit en swart middelvlakbestuurspersoneel</b>]]> Die doel van die studie waarop hierdie artikel gebaseer is, was om ondersoek in te stel na die verskille in werkstres tussen wit en swart middelvlakbestuurspersoneel in 'n Suid-Afrikaanse diensorganisasie. Uit vorige navorsing oor stres blyk dit dat werkstres en sielkundige uitbranding aan die toeneem is. Veranderinge binne veral die Suid-Afrikaanse politieke en ekonomiese arena het daartoe bygedra dat Suid-Afrikaanse diensorganisasies genoodsaak word om meer swart bestuurders in diens te neem. Uit die resultate blyk dit dat die swart groep statisties beduidend hoër tellings as die wit groep op stresfaktore behaal het. Op grond van bogenoemde resultate, is enkele aanbevelings gemaak.<hr/>Work stress differences between white and black middle-level managers. The purpose of the study on which this article is based, was to investigate the difference in work-related stress between white and black middle-level management personnel in a South African service organisation. Literature studies regarding stress reveal that work stress and psychological burnout are steadily increasing. Changes within the political and economical arena of South Africa contributed towards service organisations appointing more black managers. From the results, it seems that the black group has obtained statistically significant higher scores than their white counterparts on stress factors. Due to the above-mentioned results, a few recommendations were made. <![CDATA[<b>Logo-od: The applicability of logotherapy as an organisation development intervention</b>]]> The study investigated the relationship between "resistance to or readiness for change" (ROR-change) and "meaning seeking", and whether a logotherapy-based intervention - Logo-OD - would impact on resistance to change. A quasi-experimental design and various statistical procedures were applied to test formulated hypotheses. Of a survey population of 1 637 individuals, 193 and 76 respondents formed part of the pre- and post-test samples respectively. Whereas a significant relationship was established between said constructs, no significant effect of Logo-OD was observed. These results supported the primary conclusions emanating from the literature: the role of Logo-OD is one of a positive trigger event for organisational change.