OpenUCT :: Browsing by Subject "Industrial and Organisational Psychology"

Browsing by Subject "Industrial and Organisational Psychology"

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Open Access
Anticipated work-family conflict among STEM students: the role of core self-evaluations and parental role modelling
(2021) Brand, Kirsty; Bagraim, Jeffrey
The present study examined the role of core self-evaluations and parental role modelling on STEM students anticipated work-family conflict. Anticipated work-family conflict is the conflict students anticipate experiencing between their work and family roles in the future. Core self-evaluations is an individuals evaluation of themselves or their abilities. Parental role modelling was examined in three forms: parental employment, parental role sharing responsibilities, and perceptions of parental work-family interference. Parental employment refers to whether participants parents were employed full-time, part-time or unemployed during various stages of their careers. Perceptions of parental work-family interference refer to whether participants perceived their parents work interfering with their family or vice versa. Parental role sharing responsibilities is the distribution of work between mother, father or both. A self-report questionnaire was distributed to students at a tertiary institution in South Africa. The data was then recorded and analysed using IBM SPSS Statistics (Version 26). The correlational analysis showed that parental employment and anticipated work-family role planning did not correlate with AWFC. Thus it was expected that both variables would not be predictors of AWFC. The hierarchical regression analysis showed that perceptions of parental work-family interference and core self-evaluations were significant predictors of anticipated work-family conflict. The ANOVA analysis showed no statistically significant differences in anticipated work-family conflict across the categories of maternal employment, paternal employment and parental role sharing responsibilities among STEM students (N = 388). The implications of these findings are discussed, as well as limitations and recommendations for future research.
Open Access
The coping patterns of the unemployed on the Cape Flats
(1991) Pearse, Noel; Kellerman, A M
For the purpose of this study, two criteria were utilised to identify a person as being unemployed: someone who is part of the economically active population by virtue of his or her age; but does not fully participate in the formal economic sector. It could be argued that such a definition of unemployment is far too broad, and would include the entire informal economy. But, firstly, this is a psychological study, and so it could be argued that a recognition criterion is appropriate. That is, psychologically speaking, if an individual perceives him or herself to be unemployed, but does not meet all the economic criteria to be defined as such, the case merits exploration, since his or her self-identification with the unemployed could lead to the same psychological response as that of the economically defined unemployed person. Consequently, more economically precise definitions, though informative, are not vital for this study. Secondly, as will be explained later, this study is exploratory in nature, examining the coping patterns of the unemployed. A broader definition would provide a larger research domain which could then include more unusual experiences of unemployment. These unusual cases may provide insights into how less effective copers could learn to cope more effectively with unemployment. This is the rationale for including some individuals who are involved in the informal economy. Someone employed on a regular, virtually full-time basis in the informal economy is more employed than unemployed and it would be difficult to justify his or her inclusion in an unemployed sample. On the other hand, those individuals who are active in the informal economy on an irregular, part-time basis, or on a small scale, and use this activity as a means of trying to cope with unemployment, could be included in such a sample. On the basis of regularity of payment by "employer", number of hours worked per day, and number of days worked per week, cut-off points were established to determine who in the informal economy would be included in this study. A series of questions were asked at the start of an interview, to establish that a prospective interviewee met certain criteria before being included in the sample.
Open Access
Development of an abbreviated job evaluation scale
(1987) Badenhorst, Johan Barend; Kellerman, A M
The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs.
Open Access
The effect of lateral thinking training on innovative-adaptive cognition style
(1990) Vollmer, Craige Owen; Kellerman, A M
Lateral thinking has become an important topic in business and one of the apparent solutions to the dilemma of acquiring more creativity in the organisation has been to train employees in lateral thinking. This study had three objectives. To determine whether delegates attending lateral thinking training acquired more lateral thinking skills and knowledge than those without this training. To determine whether lateral thinking training impacted on style of thinking and to determine whether preferred styles of thinking facilitated the acquisition of lateral thinking skills. An experimental group was trained in lateral thinking. Subjects were tested on their lateral thinking skills before and after training. Subjects were also tested to assess their cognitive style before training and six months thereafter. A control group was tested in a similar fashion.
Open Access
The experience of managers responsible for retrenchment : the development of a dynamic process model and analysis of role stress
(1995) Donald, Craig Hugh Maxfield; Strümpfer, D J W
Retrenchment is a widespread and frequently used strategy adopted by management to deal with the economic demands faced by organisations. The lack of a theoretical framework, however, has limited the understanding of the phenomenon. The impact of retrenchment on managers and their role in implementation has been particularly neglected, despite the fact that they are central to this process. The present study addressed the development of a dynamic retrenchment process model which could address these limitations. Development of the model was based on qualitative analysis of interview data from a sample of 50 managers involved in retrenchment announcements, in combination with other concepts and findings relating to the phenomenon, and elements of role theory. The model reflected a five phase retrenchment process-moving through decision making, design and planning, the announcement, a post-announcement phase, and concluding with an aftermath phase. The nature of the model components and the relationship between them was then examined in more depth using both qualitative and quantitative techniques. To facilitate the analysis of role dynamics, a multi-dimensional role conflict measure was developed and applied. Qualitative analysis showed indications of all types of role conflict and of role ambiguity during the retrenchment, but these manifested themselves differently during the various phases of retrenchment. Quantitative analysis demonstrated moderate relationships between person-role conflict and role ambiguity, and organisational commitment. Person-role conflict, interrole conflict and role ambiguity were also all related to a measure of mental health. Role ambiguity was the only variable displaying a significant relationship with job involvement. Qualitative analysis suggested moderating effects of personality, coping, and social support during the retrenchment process. Qualitative analysis also displayed support for the existence of adverse physiological, psychological, affective and performance outcomes resulting from involvement in the retrenchment process. The present study emphasises the importance of viewing organisational phenomena in the context of a process which changes over time. Each phase of retrenchment generates its own dynamics and demands and needs to be understood within that context. While general measures at the end of such a process give an indication of what has happened, they lack the ability to diagnose and explain perceptions and behaviour that drive the phenomenon. Also, the present study demonstrates the usefulness of specific types of role conflict in analysing the reactions of managers. Further, the study highlights the role of the psychological contract in regulating relationships and behaviour within the organisation. Both the strength of the relationship between manager and employee, as well as that between manager and organisation are demonstrated in the research. Given that retrenchment is likely to continue, the need for organisations to address specific issues within the retrenchment process is emphasised, and steps that can be taken to enhance the prospects of retrenchment assisting in organisational renewal are discussed.
Open Access
Exploratory research into the effect of the perceived employee-organisation relationship on role innovation
(2002) Tighe, Sharon; Bagraim, Jeffrey
This research explored the relationship between role innovation and the perceived employee-organisational relationship. Role innovation is an inclusive perspective of individual innovation in the workplace. The design incorporated an qualitative preliminary phase and a quantitative survey format as suited to the exploratory nature of the research. The exploratory component elicited detailed information from eight R&D professionals. It focused on the construct of role innovation so as to ensure that the constructs and assessment methods were relevant and meaningful for the sample population. The sample of the subsequent survey research consisted of mid level (N = 51) employees from the administration, production and research and development departments of an electrical manufacturing firm in the Western Cape, South Africa. In the questionnaire role innovation was measured using Janssen's (2000) nine item scale of role innovation, which incorporates separate sub-scales for idea generation, idea promotion and idea realisation. The perceived employee-organisation relationship (PEOR) was assessed according to six factors; three forms of organisational commitment affective, continuance and normative as measured by Meyer, Allen and Smith's (1993) item scale, value congruence (measured using McDonald and Gantz's (1992) comparative values scale), perceived supervisory support (measured using the scale developed by Oldham and Cummins (1996) and perceived organisational support (measured using the Perceived Organisational Support Scale as developed by Eisenburger (2001)). The constructs of intrinsic motivation was incorporated as a moderating factor given the strong evidence of its influence on individual innovation. This was assessed using the Intrinsic/Extrisic Motivation Scale as developed by Amabile, Conti, Coon, Lazenby and Herron (1996). Few significant relationships were found, however those indicated through correlation proved statistically robust through ANOVA, regression analysis and the Kruder-Wallis test for non- parametric means. The role innovation instrument proved reliable for the South African sample, however the sub-scales of idea promotion and idea realisation were combined following strategic factor analysis. The most important finding was a negative relationship between normative commitment and role innovation (idea generation). A positive relationship was also found between intrinsic motivation and role innovation (idea generation and idea promotion and realisation). Subsequent discussion focused on the important of contextual factors as external variables moderating the importance of the PEOR factors in predicting role innovation. The primary limitations of this research are the lack of causal direction and the sample size, which limited the sophistication of the statistical analysis. The findings indicate promise for future innovation research linking affective variables with individual actions.
Open Access
Investigating the relationship between pay disparity and organisational performance
(2023) Ball, Ashleigh; Schlechter, Anton
Background. Globally, executive remuneration or compensation (the terms are used interchangeably) has increasingly come under public scrutiny over the past few years, prompting stricter executive remuneration reporting standards for listed organisations. However, despite fair pay regulations meant to address the large disparity in income between executives and employees lower down in the organisational hierarchy, executives continue to earn many more times than the average employee – as much as 300 times more (BusinessTech, 2020). Aim of the study. The aim of the present study was to investigate the relationship between pay disparity and organisational performance. Method. An exploratory research design was utilised for the purposes of the present study. Using purposive non-probability or judgement sampling, a sample of corporate organisations (n=185) that are listed on the Johannesburg Stock Exchange (JSE) were identified. Secondary quantitative data were collected from each of the organisation's publicly available Integrated Financial Statements. To investigate the relationship between pay disparity and selected organisational accounting performance measures (incl. EBITDA, ROI, ROA, EVA and Price/EBITDA), Pearson Product Moment correlation analyses, followed by multiple regression analyses, were conducted. Results. A significant positive relationship was found between pay disparity and organisational performance, as measured by EBITDA. This relationship was investigated within the various sectors of the JSE, and it was found that the telecommunications sector had the strongest significant positive relationship between pay disparity and organisational performance. In several sectors, including healthcare, energy and technology, evidence of a significant relationship between the two variables was not found. Contribution. Scholars are divided on the effects pay disparity (i.e. the difference between executive remuneration and that of the average employee) has on organisation performance. Some authors, most often using tournament theory, argue there is a positive relationship between pay disparity and organisational performance. In support of this notion, several studies have found a significant positive relationship between pay disparity and organisational accounting performance measures. However, several studies have reported a significant negative relationship between pay disparity and organisational accounting performance measures. Authors that hold this view most often use equity theory to substantiate their arguments. The latter relationship is hypothesised to be true in the current study amongst South African organisations listed on the JSE. South Africa has some of the highest rates of inequality in the world, as well as some of the largest pay gap ratios in its organisations. Studies show that employees may foster negative attitudes towards their work when they feel they are not being remunerated fairly compared to their superiors. The findings of the present study hopefully provided new insights on the possible behavioural implications of pay disparity within organisations. Keywords Pay Disparity, Executive Compensation, Pay Gap Ratio
Open Access
Job involvement of male and female graduate engineers in South Africa
(1988) Von Hirschfeld, S D; Kellerman, A M
The study investigated the job involvement of a sample of 125 graduate engineers in South Africa. In particular, whether gender differences existed in the level of job involvement, as well as in the factors influencing job involvement (N = 68 males; N = 57 females). The specific factors investigated were biographic variables and career anchors. The method used was the analytical survey method; three questionnaires were administered. These were: the Lodahl and Kejner (1965) Job Involvement Scale, Schein's (1982) Career Anchor Inventory and a biographic questionnaire. Questionnaires were sent to all female engineers who are registered with one of the professional engineering institutes, while the male sample was drawn from a variety of sources. Intercorrelation coefficients were calculated for all variables. Analyses of variance were performed to test for significant differences amongst male and females with respect to the variables and relationships measured and a stepwise multiple regression analysis was performed to identify predictors of job involvement by career anchors. No gender differences in level of job involvement were found. However, significant gender differences were found in the relative strength of four out of the nine career anchors measured. Social conditioning and expectations were proposed as the reasons for this. Further, significant differences were found with respect to the degree to which career anchors are related to job involvement for males and females. Contrary to conventional wisdom, being married and having children did not affect the job involvement of female engineers, while married men were more job involved than unmarried men. The study did not contribute greatly to the understanding of the dynamics of female job involvement, inasmuch as career anchors were found to explain only 8, 8% of the variance in job involvement scores. In contrast, career anchors were found to be significant predictors of job involvement for males. (38,8% of the variance explained). Implications of the results are discussed in terms of the alleviation of the skills shortage and organisational strategies such as the development of technical or specialist career ladders, job design and career counselling and career management skills for both males and females, are proposed. Further areas for research, especially into the dynamics of female job involvement, are suggested.
Open Access
The mediating effect of organizational climate on personal growth amongst quality circle members
(1987) Robinson, R J
The productivity and manpower situation in South Africa was reviewed. The necessity to involve workers at all levels in organizations was emphasized. The definition of "productivity", and the role of the human resources development (HRD) specialist was noted. The concept of "organizational culture" and the relationship to "climate" was discussed. The literature surrounding worker alienation, and the attempts to overcome this by means of participative work redesigns aimed at "worker development" was reviewed. The serious reservations which the organized labour movement has towards "participation" and designs such as quality circles (QC's) were noted and discussed. QC's themselves were introduced with an overview of their origins. The "trade war" between Japan and the West was mentioned, with particular note taken of the role of QC's and their subsequent usage and success world-wide. The critical importance of management commitment and a participative climate for the success of QC programs was emphasized. The present study was undertaken within a QC program in a large engineering company, and consisted of 187 experimental subjects QC members and 63 control subjects (non-SC members). Subjects were measured on the independent variable Organizational Climate which consisted of Trust a Involvement, Motivators, Communications, Decision making, Control Data, and Average Climate. These factors were obtained by means of performing a factor analysis on Likert's (1961) data from his Organizational Climate Scale. The dependent variable Personal Growth consisted of Life Satisfaction, Self-esteem, Powerlessness, Locus Of Control (LOC) and Purpose In Life (PIL). It was hypothesized that QC members would show more personal growth than non-QC members, but that this would be mediated by organizational climate and time spent as a QC member. The validity and reliability of the study were discussed. The results indicated that QC members were higher on life Satisfaction and Self-Esteem than non-members (P < 0.01). Both groups reported significantly more participativeness of climate over the previous 12 months, but QC members reported a greater increase. A significant (P <0.01) correlation was found between most Organizational Climate indices and Personal growth measures. It was concluded that QC participation brings about increased Personal growth, and that this growth extends to non-QC members in the same work area. A critical mediating variable however appears to be Organizational Climate, which must be truly participative if any intervention such as QC's is to succeed. This is consistent with the findings of other authors. The need for further research was discussed, and the role of climate was re-emphasized by way of conclusion.
Open Access
Organisational climate: variance across functional units
(1987) Van der Merwe, Izak Petrus; Strümpfer, D J W
The main objective of this research was to determine whether functional units (departments) in an industrial organization differed significantly with respect to their experience of the organizational climate. Two approaches to organizational theory were drawn from, namely, the systems and contingency approaches. Both emphasize the importance of the task environment and the need for the organization to adapt to its task environment. Systems theorists, Katz and Kahn (1978), have identified a number of organizational components or subsystems which enable the organization to function efficiently. Each component has a fairly specialized function; each develops a distinctive nucleus of operating procedures and values. Contingency theorists, Lawrence and Lorsch (1967, 1969), stated that different parts of the organization face different environments. Organizations therefore tend to become internally segmented into functional units. Organizational climate was highlighted as the general notion specifying the organizational identity or self-awareness of the organization; however, it may vary within the organization from work group to work group. The total number of 54 white employees in four units: marketing, personnel/public affairs, finance and production, at all levels - general employees, supervisory/foremen, middle management, senior management - completed a measure of their perceptions of the organizational climate of their individual units. The Organizational Climate Index for Profit Organizations developed by De Cock, Bouwen, de Witte and de Visch (1984), was used. The scale requires a forced choice on a scale with a scoring pattern of 4,3,2,1. Total scores on each of the 6 climate scales, grouped into 20 subscales, were obtained for each functional unit. One-way analysis of variance (the Kruskal-Wallis Test) was used for assessing the significance of differences between the four units on the different climate subscales. The results of the study supported the hypothesis that had been formulated. It was concluded that significant differences exist between the functional units marketing, personnel/public affairs, finance and production of the industrial organization concerned, with respect to the climate dimensions. It was concluded that, in order to achieve maximum integration between functional units and their members in an organization, business will need to concern itself with the differences in expression of human behaviour and motivation in units.
Open Access
Sex and gender differences in job attribute preferences: Exploring the role of gender self-schemas
(2021) Southey, Olivia Cara; de Kock, Francois
Recruitment strategies to promote gender diversity and equality seek to attract job applicants based on their sex. Individuals differ in terms of what they find attractive in jobs, called job attribute preferences (JAPs), and these preferences may vary according to sex. Job attribute preferences can include, for example, pay, type of work or flexible hours. Previous studies investigating differences in JAPs using biological sex as comparison variable have, however, provided contradictory findings. The focal research question of this study therefore investigates whether men and women, according to their biological sex, express different JAPs. Furthermore, this study interrogates the use of biological sex as the measured variable to differentiate applicants. Using gender self-schema theory, this study incorporates gender self identification as an additional operationalisation for sex. Gender self-identification is used to determine firstly, whether an individual's biological sex and gender self-identification align (measured using Bem's Sex Role Inventory (BSRI)). Secondly, this study investigates differences in JAPs using gender self-identification rather than biological sex to compare and contrast findings. In this cross-sectional study, a non-probability convenience sampling approach was used to survey 413 respondents across both a student and a field sample. Findings indicate that there were few significant differences in JAPs between men and women using biological sex. Moreover, interestingly, participants' gender self-identification (as per the BSRI) only partially aligned with their biological sex. Finally, JAPs found to be significantly different between males and females increased when gender self-identification was used as the variable to measure sex. These findings are useful for recruitment and selection as they reveal that job attributes could be more gender specific than found in past studies. The finding that gender self-identification did not align with biological sex is important as it challenges the conceptualisation of biological sex as a demographic variable. Furthermore, the results challenge findings from past studies on the link between JAPs and sex. The results suggest that gender, rather than biological sex, should be used – or at least interrogated further - in future research.
Open Access
Shifting from survival to decent living: Evaluating individuals' capabilities to live the life they value in relation to their income
(2021) Botha, Mineschke; Meyer, Ines
Personal income derived from work is an important, although not the only, contributor to wellbeing. According to Sen's capability approach, an individual's capability to achieve valued quality of life (QoL) domains is what determines their wellbeing. However, employment should be remunerated well enough to provide individuals with the capabilities to realise the aspects of their lives which they value, and in that way to achieve a good QoL. This dissertation takes the premise that it is vital to base the degree to which individuals can realise what constitutes a good life for them on their subjective views, instead of economic indicators which do not account for the multidimensionality of wellbeing and differences in the perceptions of important and attainable life domains. Therefore, the aims of the current study were to (1) determine the perceived value of different QoL domains as related to income, (2) determine the perceived attainment of different QoL domains as related to income, (3) determine the nature of the relationship between income and QoL calculated as a capability score, and (4) determine at what income level individuals were able to acquire the capabilities they perceived as relevant to have a good QoL. To achieve the research aims, a quantitative, secondary dataset was analysed. The dataset (N = 953) included survey data collected in the second half of 2019 from individuals residing in different wards within the Cape Town Metropole. After data capturing and cleaning, a sample size of N = 953 was present. To analyse the data, descriptive statistics, Spearman rho correlation analyses, and Fishers r to z transformation were run. The results found that firstly, Housing, Employment, and Information and Knowledge were found as the most important with increasing income. In addition, the QoL domains of Quality of Working Life; Information and Knowledge; Psychological/Mental Health and Emotional Wellbeing; Savings, Wealth and Assets; Employment; Leisure and Spare Time Activities; Quality of Neighbourhood; Social Relationships; and Housing were found as more attainable with increasing income. Finally, as income increased, individuals' QoL also increased, with a monthly net pay of R 10,000 as the income level from which individuals, on average, could attain a good QoL. These results provide important implications for research and practice as the specific QoL domains relevant to South Africa have been identified, with the income level at which individuals perceived themselves as having the capability to attain valued QoL domains being highlighted. Thus, providing important guidelines for developing policy to implement a relevant living wage and, ultimately, contribute to national and international agendas in promoting decent work and decreasing poverty.
Open Access
"Sustainability of behaviour" : a qualitative study of employees in a financial services organisation
(2004) Wilkinson, Marcelle; Wallis, Taryn
In the currently competitive business environment, organisations are placing an everincreasing emphasis on their employees as a source of competitive advantage. It is believed that they possess a level of skills, knowledge, attitudes or behaviours upon which the organisation can draw as it grows and develops. Paradoxically, employees cannot always sustain the competencies that dictate an organisation's success in the contemporary work environment due to the significant levels of change that exist. This research explores sustainability of behaviour in an organisational setting, and develops a conceptual framework for understanding this phenomenon. The research follows an exploratory, qualitative design. Data was collected through in-depth and semi-structured interviews with fourteen employees in a large financial services organisation in the Western Cape. The data was analysed using techniques of analysis provided by grounded theory. Results indicate a multi-dimensional relationship between certain causal conditions, intervening conditions, contextual conditions and action/interaction strategies which all influence whether or not behaviour is sustained in the workplace. These findings have implications for human resource practices in the contemporary organisation.
Open Access
The Impact of the Dark Triad Personality Traits on the Leadership Intentions of University Students: The Mediating Role of Motivation to Lead
(2023) Strong, Michaela; Bagraim, Jeffrey
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Open Access
The South African Journal of Industrial Psychology: A comparison of scholarly publications and published practitioner concerns from 2014-2017
(2019) Van Der Westhuizen, Steven; Bagraim, Jeffrey
This study identified the trending domains and content themes found in the South African Journal of Industrial Psychology (SAJIP) from 2014 to 2017. These trends were then compared with those in the South African Journal of Human Resource Management (SAJHRM), Deloitte Human Capital Trends Reports, and related Google search data over the same period. This was done through a content analysis, documenting the frequencies and percentages of HPCSA domains and content themes that are present in each of the four sources, including across 218 studies in the two academic journals. Results revealed that while there were similar trends found in the SAJIP and SAJHRM, when these are compared to the Deloitte Human Capital Trends report and Google Trends results, it is concluded that much of the I-O Psychology research does not address the concerns of those operating as practitioners. The insights gathered through the study suggest that further efforts are required to understand and align research in the South African Journal of Industrial Psychology to the concerns of HR practitioners in South Africa.
Open Access
Transformational leadership amongst S.A. human resources specialists, and the effect thereof on subordinate performance and perceptions of the leader
(1993) Brook, James; Cogill, C J
The purpose of this research was to examine whether transformational and transactional leadership would be identifiable amongst a diverse sample of HR specialists. Furthermore, the effects of these leadership styles on subordinates' perceptions, viz., willingness to exert extra effort, satisfaction with the leader and leadership effectiveness, and subordinates' performance ratings were investigated. Both self and subordinate ratings of leadership were obtained (n = 330) in order to overcome single-rater error and enhance rater accuracy. Self-rating and rater forms of Bass and Avolio's (1990b) MLQ (Form 5) were used to collect leadership data. The results of principal components factor analyses partially supported the factor structure identified in previous research. However, the four component factors comprising transformational leadership did not emerge. Descriptive analyses of composite leader and subordinate ratings showed that transformational leadership was more prevalent amongst HR specialists than transactional leadership. As found in previous research, self-ratings were inflated relative to subordinate ratings. Transformational factors of charisma, inspiration, intellectual stimulation and individualised consideration were found to be significantly and positively correlated with the perceptual outcomes, as was the transactional factor of contingent reward. No similar relatedness was found between the transactional factor of management-by-exception and these outcomes. Nonleadership, or laissezfaire leadership, was found to be negatively correlated with all these measures. Charisma and contingent reward were found to be significantly related to subordinates' performance ratings in a positive direction.
Open Access
Trialling The Sensemaker Methodology To Conceptualise Precarious Work Among Employed Individuals In South Africa
(2023) Strydom, Camille; Meyer, Ines
Although precarious work is not a new phenomenon, birthed out of the development of paid employment in the 19th century (Kalleberg, 2009), a steady rise in precarious working arrangements has become cause for concern, due to its many adverse consequences. The aim of this dissertation is to evaluate whether The Work Precarity Framework and the Psychology of Working Theory reflect the experiences of precarious workers in South Africa. This study used the SenseMaker tool to collect data and the SenseMaker methodology to guide the research process. Data was collected by 15 data capturers after they had been trained in how to use the data collection tool. A total of 204 working individuals residing in Khayelitsha and Mitchells Plain in Cape Town narrated a story related to the question: “Tell me a story about your work which made you feel really bad or really good.” and interpreted their narrative on dimensions presented to them. Results indicate that experiences associated with precarious work are closely related to poor working conditions which manifest in feelings of anger, resentment, poor well-being and reduced satisfaction and commitment to their jobs. Other consequences include feelings of marginalization, including discrimination and inequality. The results of this study therefore indicate the importance of limiting exposure to precarious working conditions to improve people's lives at work and outside of work because of the deeply interwoven relationship between life and work. Contextual factors, such as the ability to meet basic survival needs, such as taking care of their families, influence whether participants are able to cope with precarious working conditions. Although the results from this study show that the Work Precarity Framework and Psychology of Working Theory capture a significant number of experiences of precarity in South Africa, specific contextual factors including positive attitudes and behavioural outcomes despite precarity are not adequately captured by the theories. These theories can therefore be said to lack the cultural and contextual nuances which would enable them to adequately account for all experiences of precarious work in South Africa.

Browsing by Subject "Industrial and Organisational Psychology"

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