Browsing by Subject "Organisational psychology"

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    Open Access
    The role of health promotional leadership for employee health and work engagement in South Africa
    (2025) Glenny, Bernice; Meyer, Ines
    Poor employee health and work disengagement have costly repercussions for organisations. To understand better how employers could support employee health, the study presented in this dissertation tested if employee's direct supervisors could do so when they show health promotional leadership behaviours. Additionally, it explored if such behaviours might also increase work engagement via physical and psychological wellbeing as mediator variables. The study employed a descriptive, quantitative survey design. Employees who reported to a leader in South Africa (N = 169) completed an online questionnaire which measured how they perceived their leader's role in health promotion and their own levels of work engagement and wellbeing. Linear regression analysis supported the hypotheses: Greater health promoting leadership was related to greater employee work engagement and this relationship was mediated by wellbeing. This suggests that leaders should take note of the importance of those leadership behaviours which promote employee's health and that it might be beneficial to train leaders to show these behaviours. The study findings suggest that health promoting leadership might not only benefit employees, but also the employing organisation due to its link with greater work engagement via greater mental and physical health. Further research should test this assumption as the study's descriptive design merely shows that the variables of interest are related, but not which one causes the other.
  • No Thumbnail Available
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    Open Access
    The role of health promotional leadership for employee health and work engagement in South Africa
    (2025) Glenny, Bernice; Meyer, Ines
    Poor employee health and work disengagement have costly repercussions for organisations. To understand better how employers could support employee health, the study presented in this dissertation tested if employee's direct supervisors could do so when they show health promotional leadership behaviours. Additionally, it explored if such behaviours might also increase work engagement via physical and psychological wellbeing as mediator variables. The study employed a descriptive, quantitative survey design. Employees who reported to a leader in South Africa (N = 169) completed an online questionnaire which measured how they perceived their leader's role in health promotion and their own levels of work engagement and wellbeing. Linear regression analysis supported the hypotheses: Greater health promoting leadership was related to greater employee work engagement and this relationship was mediated by wellbeing. This suggests that leaders should take note of the importance of those leadership behaviours which promote employee's health and that it might be beneficial to train leaders to show these behaviours. The study findings suggest that health promoting leadership might not only benefit employees, but also the employing organisation due to its link with greater work engagement via greater mental and physical health. Further research should test this assumption as the study's descriptive design merely shows that the variables of interest are related, but not which one causes the other.
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    Item
    Open Access
    Understanding the relationship between interviewers' dispositional reasoning and judgement accuracy of deceptive impression management in interviews: does the accuracy measure matter?
    (2022) Magangane, Yoliswa Mzuzile; de Kock, Francois S
    Deceptive impression management (DIM) refers to faking to create a positive image of oneself in an interview. The use of DIM poses a potential risk to organisations and threatens the validity of interviews. The risks of hiring an employee who does not meet the required performance standards and unnecessary turnover emphasise the importance to detect DIM in interviews. Previous research suggested that judges with higher dispositional reasoning ability are better at accurately judging DIM in interviews. However, recent research suggests that accuracy measures that distinguish between normative and distinctive elements may shed light on unique aspects of accuracy. For example, normative profile accuracy refers to the degree to which a judge can consistently judge a target in line with the expected trait profile average, whereas distinctive profile accuracy refers to the extent to which a judge can differentiate trait levels across targets. This secondary research study sought to understand the relationship between raters' dispositional reasoning and their DIM detection accuracy, operationalised as both normative and distinctive accuracy. To this end, primary data from a previous study were re-analysed, but using fresh operationalisations of accuracy that distinguished between normative and distinctive elements. The primary study, conducted in a sample of South African university students (N = 516), required students to rate the levels of DIM in interview transcripts written to depict different levels and types of impression management. Results show that judges who were higher in dispositional reasoning ability were able to accurately judge DIM in interviews, irrespective of how accuracy was operationalised. As criterion validity was consistent across normative and distinctive profile accuracy measures, the results of the study suggest the choice of accuracy measure in the study was not a study artefact. Keywords: deceptive impression management, dispositional reasoning, individual differences, normative profile accuracy, distinctive profile accuracy, interviews.