SA Journal of Industrial Psychology
The journal is an independent publication for scientific contributions to the field of Industrial Psychology, i.e. organisational behaviour, human resource management, employment relations, vocational guidance, career development, ergonomics and consumer behaviour. Theoretical, empirical and applied articles will be considered for publication.
|Coverage||Vol 25 Issue 3 1999 - current|
The 2016 edition, volume 42, issue 1, of the South African Journal of Industrial Psychology (SAJIP) highlights a number of important contributions to the science and practice of industrial and organisational (I/O) psychology. I/O psychology denotes the appropriate and realistic use of scientifically grounded research methods (quantitative, qualitative, blended or multiple) in the critical inquiry of psychosocial behavioural phenomena that influence organisational success and performance; leader, employee and group effectiveness and adaptability; and the well-being of people in the organisation. Manuscript contributions are therefore screened and reviewed in terms of their scholarly standard and new knowledge production through the rigorous application of appropriate scientific research methods. If the latter are lacking, submissions are often declined because manuscripts do not comply with these SAJIP requirements. In 2016, the SAJIP witnessed 37 desk rejections and reviewed manuscript submission declines.
Indian husbands’ support of their wives’ upward mobility in corporate South Africa : wives’ perspectives
Orientation: Spousal support is a crucial area to explore, particularly due to the increased prevalence of dual-career couples in South Africa and the dynamics facing them.
Research purpose: The main objective of this study was to explore Indian wives’ perceptions regarding the support they receive from their husbands and the impact that such support has on their career progression.
Motivation for the study: The limited qualitative research available globally on the subject and the dearth of research that focuses on Indian professional females in the South African context motivated the study.
Research design, approach and method: A qualitative research approach was followed, and the data were collected through in-depth, life-story interviews. Purposeful and snowball sampling methods yielded a sample of nine Indian female managers who were in dual-career marriages.
Main findings: Spouses are essential sources of support for Indian professional women. The findings revealed that there are various marital and socio-cultural dynamics that impact on the spousal support received by these women, which ultimately influences their career advancement.
Practical/managerial implications: The findings provided valuable information regarding the marital challenges that Indian women face in their career progression. The awareness of such dynamics can assist management in devising strategies to accommodate and retain the unique talent that Indian women have to offer.
Contribution/value-add: The study contributes to the evolving body of knowledge on dualcareer couples by focusing on an under-researched, but essential aspect of the dual-career arrangement.
Orientation: The positive organisational behaviour movement emphasises the advantages of psychological strengths in business. The psychological virtues of positive emotional experiences can potentially promote human strengths to the advantages of business functioning and the management of work conditions. This is supported by Fredrickson’s broadenand- build theory that emphasises the broadening of reactive thought patterns through experiences of positive emotions.
Research purpose: A preliminary psychometric evaluation of a positive measurement of dimensions of emotional experiences in the workplace, by rephrasing the Kiefer and Barclay Toxic Emotional Experiences Scale.
Motivation for the study: This quantitative Exploratory Factor Analysis investigates the factorial structure and reliability of the Positive Emotional Experiences Scale, a positive rephrased version of the Toxic Emotional Experiences Scale.
Research approach, design and method: This Exploratory Factor Analysis indicates an acceptable three-factor model for the Positive Emotional Experiences Scale. These three factors are: (1) psychological recurrent positive state, (2) social connectedness and (3) physical refreshed energy, with strong Cronbach’s alphas of 0.91, 0.91 and 0.94, respectively.
Main findings: The three-factor model of the Positive Emotional Experiences Scale provides a valid measure in support of Fredrickson’s theory of social, physical and psychological endured personal resources that build positive emotions.
Practical/Managerial implications: Knowledge gained on positive versus negative emotional experiences could be applied by management to promote endured personal resources that strengthen positive emotional experiences.
Contribution/value-add: The contribution of this rephrased Positive Emotional Experiences Scale provides a reliable measure of assessment of the social, physical and endured psychological and personal resources identified in Fredrickson’s broaden-and-build theory. Application of this Positive Emotional Experiences Scale as a diagnostic tool may allow businesses to work towards more positive emotional experiences in the workplace.
Orientation: This paper represents a broader study which explores how South African women business leaders construct power in their life and leadership narratives. The research was approached with a feminist paradigm in its review of constructions of power and their potential for transformation of patriarchal power dynamics.
Research purpose: The purpose was to critically analyse emerging models of power among South African women business leaders to include their perspectives in the process of theory building.
Motivation for the study: Women in senior leadership positions are not necessarily enabling the transformation of organisations to include greater representation of women at senior levels. A critical understanding of women’s models of power may highlight unconscious processes contributing to this as well as emerging models that can facilitate change.
Research design, approach and method: Qualitative research was conducted within a feminist social constructionist framework, using the method of discourse analysis of narrative texts to identify emerging models of power. The 10 women in the study included executives within corporations across a range of industry sectors in South Africa.
Practical/managerial implications: The findings may guide approaches to gender transformation efforts in organisations and raise women leaders’ awareness of their conscious and unconscious impact on gender empowerment.
Contribution/value-add: A novel contribution of this study is the emerging transformative model of power and the tensions women experience in asserting this power.
Conceptualising the professional identity of industrial or organisational psychologists within the South African context
Orientation: Lack in congruence amongst industrial and organisational psychologists (IOPs) as to the conceptualisation of its profession poses a significant risk as to the relevance, longevity and professional identity of the profession within the South African context.
Research purpose: This study aimed to explore the professional identity of IOPs within the South African context. Specifically, the aim of this study was four-fold: (1) to develop a contemporary definition for IOP, (2) to investigate IOP roles, (3) to determine how the profession should be labelled and (4) to differentiate IOP from human resource management (HRM) from IOPs’ perspectives within South Africa.
Motivation for the study: IOPs do not enjoy the same benefits in stature or status as other professions such as medicine, finances and engineering in the world of work. IOPs need to justify its relevance within organisational contexts as a globally shared understanding of ‘what it is’, ‘what it does’ and ‘what makes it different from other professions’, which is non-existent. In order to enhance its perceived relevance, clarity as to IOPs professional identity is needed.
Research design, approach and method: A post-positivistic qualitative content analytic and descriptive research design was employed in this study. Data from practising industrial and organisational psychology (IOP) within South Africa (N = 151) were gathered through an electronic web-based survey and were analysed through thematic content analysis.
Main findings: The results indicate that IOP in South Africa seeks to optimise the potential of individuals, groups, organisations and the community by implementing scientific processes to support both individual and organisational wellness and sustainability. ‘Work Psychology’ was considered a more fitting professional designation or label than industrial and/or organisational psychology. The industrial psychologist’s major roles related to the well-being and development of employees. A clear distinction between a more dynamic, pro-active approach of IOP compared to a more transactional approach of HRM was also evident. IOP within South Africa appears to have a community development function.
Practical/managerial implications: The longevity, relevance and impact of IOP as a profession requires alignment amongst practitioners as to shared common professional identity.
Contribution/value-add: This study provides a contemporary understanding of the roles, functions, labels and unique value proposition of industrial and organisational psychology within the South African context.
Best practice guidelines for the use of the assessment centre method in South Africa (5th edition) : original research
Orientation: Assessment Centres (ACs) have a long and successful track record in South Africa when used for selection and development purposes. The popularity of the approach is mainly attributable to the ACs' numerous strengths, which include the perceived fairness, practical utility and strong associations with on-the-job performance. To maintain the integrity of the AC, it is important for practitioners and decision makers to apply the method in a consistent and standardised manner.
Research purpose: The purpose of the report is to provide practitioners and decision makers with practical guidelines and concrete procedures when using ACs as part of the organisation's human resource management strategy.
Motivation for the study: The past decade has seen significant advances in the science and practice of ACs. Now in its fifth edition, the revised Guidelines seek to provide important information to practitioners and decision makers on a number of factors when used in conjunction with the AC method, namely, technology, validation, legislation, ethics and culture.
Main findings: The Guidelines provide specific suggestions and recommendations for using technology as part of the manner of delivery. Issues of culture, diversity and representation are also discussed. New features of the Guidelines include more concrete guidance on how to conduct a validation study as well as unpacking several ethical dilemmas that practitioners may encounter. Of critical importance is a position statement on the use of ACs in relation to new legislation (Employment Equity Amendment Act, Section 8, clause d) pertaining to psychometric testing.
Practical/managerial implications: The Guidelines serve as a benchmark of best practice for practitioners and decision makers who intend on, or are currently, using ACs in their organisations.
Contribution/value-add: In the absence of formal standards governing the use of ACs in South Africa, the Guidelines provide an important step towards establishing standardisation in the use of the AC method. The Guidelines provide (1) guidance to industrial and organisational psychologists, organisational consultants, human resource management specialists, generalists and the Department of Labour, and others designing and conducting ACs; (2) information to managers deciding whether to introduce AC methods; (3) instructions to assessors taking part in the AC; (4) guidance on the use of technology and navigating diverse cultural contexts; and (5) a reference for professionals on best practice considerations in the use of the AC method.