Scielo RSS <![CDATA[SA Journal of Industrial Psychology]]> http://www.scielo.org.za/rss.php?pid=2071-076320140002&lang=es vol. 40 num. 2 lang. es <![CDATA[SciELO Logo]]> http://www.scielo.org.za/img/en/fbpelogp.gif http://www.scielo.org.za <![CDATA[<b>An explorative study on factors influencing the career success of management employees</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200001&lng=es&nrm=iso&tlng=es ORIENTATION: South African organisations are increasingly recognising the importance of attracting, developing and retaining top talent, especially management employees. RESEARCH PURPOSE: In an attempt to help organisations with retaining talent, this study focused on career success and identified specific factors that influence the career success of managers in the South African work environment. MOTIVATION FOR THE STUDY: Organisations need to establish favourable organisational conditions and human resource practices to retain their management employees. By identifying influential factors for the career success of managers, this research may help organisations to focus more accurately on their retention strategies for management employees. RESEARCH APPROACH, DESIGN AND METHOD: The present study used a qualitative research design that followed an exploratory approach. A non-probability purposive sample of 24 senior management employees was selected from two financial institutions in South Africa. Qualitative data was collected by means of semi-structured interviews and the verbatim transcriptions were analysed by content analysis. MAIN FINDINGS: Managers identified various factors that impact on their career success. One can distinguish 'external' factors (e.g. political and economic climate and business environment) from 'internal' factors (e.g. individuals' personal attributes, skills and education). PRACTICAL/MANAGERIAL IMPLICATIONS: Individuals should focus on the internal contributing factors, whilst organisations should manage the external contributing factors more effectively. CONTRIBUTION/VALUE-ADD: Specific South African factors that influence the career success of managers should be included in future retention strategies. From the findings it is suggested that both the individuals and organisations can implement strategies to ensure career success and thereby help retain the top talent in organisations <![CDATA[<b>Tracking the employee satisfaction-life satisfaction binary: the case of South African academics</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200002&lng=es&nrm=iso&tlng=es ORIENTATION: The study tests a conceptual framework that suggests a positive interplay between life satisfaction and five employee satisfaction dimensions, namely workplace flexibility, skills utilisation, teamwork, remuneration and autonomy. RESEARCH PURPOSE: The aim of the study was to investigate the relationship between employee satisfaction and life satisfaction amongst university academics in South Africa. MOTIVATION FOR THE STUDY: The studyoccupies the gap in literature focusing on the interaction between employee satisfaction and life satisfaction amongst South African university academics. RESEARCH DESIGN, APPROACH AND METHOD: A three-section survey questionnaire was administered to 273 academics recruited from three universities in Gauteng, South Africa. After a confirmatory factor analysis, hypotheses were tested using a combination of Kendall's tau correlation coefficient and regression analysis. MAIN FINDINGS: Correlation tests revealed strong positive relationships between life satisfaction and three factors: workplace flexibility, skills utilisation and autonomy. Regression analysis showed that workplace flexibility, skills utilisation and autonomy were statistically significant. PRACTICAL/MANAGERIAL IMPLICATIONS: Research findings could expedite the generation of strategies for meeting the employment needs and expectations of university academics, thereby reducing the shortage of university academics in South Africa. CONTRIBUTIONS/VALUE-ADD: The conceptual framework proposed in this study is a useful tool for conceptualising the relationship between employee satisfaction and life satisfaction in the higher education environment <![CDATA[<b>Intrinsic rewards and work engagement in the South African retail industry</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200003&lng=es&nrm=iso&tlng=es ORIENTATION: There is a lack of South African research relating to the provision of intrinsic rewards to retail employees. RESEARCH PURPOSE: The purpose of this research was to determine whether there is a relationship between intrinsic rewards and work engagement in the South African retail industry. Furthermore, it sought to validate an instrument to measure intrinsic rewards within the South African context. MOTIVATION FOR THE STUDY: There is currently a paucity of research exploring intrinsic rewards, specifically their importance for work engagement. Furthermore, there is a lack of instruments validated in South Africa that can be used to measure intrinsic rewards. RESEARCH APPROACH, DESIGN AND METHOD: This quantitative study was conducted using a cross-sectional design and non-probability sampling of 181 employees from a South African retail organisation. The questionnaire included a demographic section, the Utrecht Work Engagement Scale and the Work Engagement Profile. MAIN FINDINGS: Statistically significant, positive relationships were found between all subscales of the two instruments. There were significant differences in the means for intrinsic rewards and work engagement for gender and age. Notably, the exploratory factor analysis for both instruments did not support the factor structure indicated in the literature. PRACTICAL/MANAGERIAL IMPLICATIONS: South African retail organisations should create work environments that provide intrinsic rewards as part of their reward package, to encourage work engagement. CONTRIBUTION/VALUE-ADD: These findings add to the current body of literature regarding intrinsic rewards and work engagement and provide insight into variables that promote work engagement within the South African retail context. <![CDATA[<b>The configural approach to organisational commitment: An application in Ghana</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200004&lng=es&nrm=iso&tlng=es ORIENTATION: An emerging stream of research employs a configural or profile approach to the study of organisational commitment, by focusing on and placing individuals at the centre of data analysis. This approach signals the importance of taking a holistic view of individuals' commitment mind-set, unlike the variable-centred approach. RESEARCH PURPOSE: To test the theory on profiles of commitment in an African context (Ghana). MOTIVATION FOR THE STUDY: Although the three-component model of organisational commitment has been extended to several regions of Africa, there is a paucity of research on profiles of commitment on the continent. RESEARCH APPROACH, DESIGN AND METHOD: Cross-sectional data from two studies, with samples of 187 and 218, were analysed using k-means clusters. Multivariate analysis of variance (MANOVA) was then used to test the differences amongst profiles in their association with contextual variables, such as pay satisfaction, job security, strike propensity and two demographic factors. MAIN FINDINGS: In the k-means cluster analysis, a six-cluster solution emerged in both studies; the profiles include the highly committed and the uncommitted groups, as well as the profiles based on normative commitment and continuance commitment. Overall, the MANOVA post hoc outcome shows that the highly committed group reports higher mean scores on the positive outcome variables (e.g. job security) than the uncommitted group. Conversely, the uncommitted group scored relatively higher on the negative organisational outcome (propensity to strike). Other mean differences were found in the respective studies on pay satisfaction, collectivism and the demographic factors. PRACTICAL/MANAGERIAL IMPLICATIONS: Employing the configural approach to the study of commitment in this region should increase our understanding of the patterns of attachment and their influence on behaviour. Different patterns of attachment exist within the organisation that may be beneficial or detrimental to behaviour on the job. It is, therefore, important for managers to identify these patterns and target organisational policy and resources appropriately. CONTRIBUTION/VALUE-ADD: This study applies the concept of commitment profiles to an untested region: an African context. It, therefore, adds to the literature on the generalisability of the typology of commitment profiles. <![CDATA[<b>Concepts of multifaceted social support in operational work in the lives of South African Police Service members</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200005&lng=es&nrm=iso&tlng=es ORIENTATION: The extensive role that social support plays in the lives of South African Police Service (SAPS) members outside of the expected work networks of professionals and colleagues should be further studied to reflect on the benefits received when handling the stressful and traumatic effects of operational work. RESEARCH PURPOSE: The objective of this study was to describe the concepts of multifaceted social support network systems as perceived by SAPS members in the context of the Vhembe District (South Africa) in assisting them to deal with the effects of their operational work. MOTIVATION FOR THE STUDY: There is still a call in social research to focus on the influence of different functions and sources of social support. RESEARCH DESIGN, APPROACH AND METHOD: A descriptive phenomenological research design was used, and 20 SAPS participants were selected through purposive sampling. Unstructured, face-to-face interviews, field notes, telephone follow-ups and diaries were used to collect data which was subsequently analysed through phenomenological explication. MAIN FINDINGS: The results show that social support is not a linear process but is multifaceted, depending on specific operational settings. Furthermore, the social support network system identified is informed by the values of communal living in the Vhembe District as well as in the operational context in which the SAPS members work. PRACTICAL/MANAGERIAL IMPLICATIONS: The SAPS should help initiate and involve, during the debriefing of operational members, types and functions of social support that are dependent on organisational and community contexts. CONTRIBUTION/VALUE-ADD: This study makes a meaningful contribution to understanding that social support in the SAPS operational context is different from other contexts. <![CDATA[<b>Coaching on the axis</b>]]> http://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2071-07632014000200006&lng=es&nrm=iso&tlng=es ORIENTATION: The extensive role that social support plays in the lives of South African Police Service (SAPS) members outside of the expected work networks of professionals and colleagues should be further studied to reflect on the benefits received when handling the stressful and traumatic effects of operational work. RESEARCH PURPOSE: The objective of this study was to describe the concepts of multifaceted social support network systems as perceived by SAPS members in the context of the Vhembe District (South Africa) in assisting them to deal with the effects of their operational work. MOTIVATION FOR THE STUDY: There is still a call in social research to focus on the influence of different functions and sources of social support. RESEARCH DESIGN, APPROACH AND METHOD: A descriptive phenomenological research design was used, and 20 SAPS participants were selected through purposive sampling. Unstructured, face-to-face interviews, field notes, telephone follow-ups and diaries were used to collect data which was subsequently analysed through phenomenological explication. MAIN FINDINGS: The results show that social support is not a linear process but is multifaceted, depending on specific operational settings. Furthermore, the social support network system identified is informed by the values of communal living in the Vhembe District as well as in the operational context in which the SAPS members work. PRACTICAL/MANAGERIAL IMPLICATIONS: The SAPS should help initiate and involve, during the debriefing of operational members, types and functions of social support that are dependent on organisational and community contexts. CONTRIBUTION/VALUE-ADD: This study makes a meaningful contribution to understanding that social support in the SAPS operational context is different from other contexts.