Perceived organisational support influences on job satisfaction and organisational commitment among junior academic staff members

This study investigated the relationship between perceived organisational support, employee job satisfaction and organisational commitment among junior academic staff of a South African higher education institution (N =70; female = 41 .4%; masters qualification = 85 .7%). Participants completed a self-administered questionnaire on organisational perceptions, commitment and job satisfaction. Correlations investigated whether there were any relationships between variables. T-tests and Analysis of Variance (ANOVA) were also used to examine whether participants perceived organisational support differently based on their demographics. Results showed a significant and positive relationship among employee perceptions of support from their organisation, their level of job satisfaction and level of organisational commitment. Male academic staff showed higher levels of perceived organisational support, employee job satisfaction and organisational commitment than females. Gendered work participation appears to explain aspects of work participation in the context of the South African higher education sector.     

Organisational and individual strengths use as predictors of engagement and productivity

This study sought to determine whether Perceived Organisational Support for Strengths Use (POSSU) and Proactive Behaviour towards Strengths Use (PBSU) predict engagement and productivity in a sample of South African call centre operators. Participants were 218 call centre operators within the financial services sector (females=51%, males = 49%), representative of the South African population, and predominantly holding secondary educational qualifications. Information was gathered through a cross-sectional quantitative research design comprising self-report measures. The measures were administered on site within a call centre of one of the country's largest financial service providers. Structural equation modelling methods were implemented to establish the model fit of the constructs in the study and to explain structural paths between the variables. Findings showed that POSSU and PBSU are significant predictors of work engagement. PBSU predicted productivity. In addition, engagement mediated the relationship between POSSU/PBSU and productivity. This supports the theoretical context of the job demands-resources (JD-R) model and provides grounds for further exploration of the strengths-based approach (on both organisational and individual levels) as a developmental approach to utilise within organisations to enhance engagement and productivity.     

People performance enablers in relation to employees’ psychological attachment to the organisation

This study investigated the relationship between a set of people performance enablers and psychological attachment behavioural states in a variety of South African work settings. The sample (N?=?582) comprised mostly males (69%) and black Africans from organisations in the manufacturing (17%), financial services (14%), information technology (16%) and the non-profit sectors (53%). Data on employees’ perceptions of performance enablers and their psychological attachment to the particular organisation were collected using the Psychological Work Immersion Scale (PWIS: Veldsman, 2013 Veldsman, D. (2013). Moving towards a strategic human capital return on investment model: An exploratory study of the Psychological Work Immersion Scale. Unpublished research report, Rocketfuel Consulting, Randburg, South Africa. [Google Scholar]). The data were analysed using confirmatory factor analysis to reveal the structure of the people enablers and psychological attachment variables in the South African work settings. Structural equation modelling was used to predict psychological attachment from the performance enabler indicators. The findings provided evidence that employees’ perceptions of performance enablers significantly explain their level of psychological attachment (commitment, motivation and work absorption). Manager credibility appears as a key performance enabler and commitment as a strong element of psychological attachment. The research contributes to the literature on individual and organisational performance by extending research on work psychology in the South African context.     

Organisation climate mediation of the relationship between hardiness,self-efficacy,and job satisfaction among military followers

This study examined influences of organisational climate on hardiness, self-efficacy, and job satisfaction in a military setting. Data were collected from 120 South African National Defence Force (SANDF) military personnel (female = 36%; officers = 90%; age range = 24–64 years). The defence force members completed a military hardiness scale, general self-efficacy scale, workplace climate questionnaire, and the generic job satisfaction scale. Regression analyses were computed to predict job satisfaction from hardiness and self-efficacy. This was followed by moderated multiple regression analysis to examine the influence of organisational climate on the relationship between job satisfaction from hardiness and self-efficacy. The results suggest high levels of hardiness (commitment) and organisational climate to predict 71% of the variance in job satisfaction. Personal hardiness (commitment) and organisational climate strongly influence job satisfaction among military followers.     

Employee engagement at a higher education institution in South Africa: Individual,team and organisational levels

We examined the levels of employee engagement among staff members at a higher education institution in South Africa at the individual, team, and organisational levels. The participants (N = 202) completed a validated measure of employee engagement (females = 62.4%; academic staff = 28.2%). Data analysis indicated that the highest level of employee engagement was at the team level. The lowest level of employee engagement was at the individual level. Findings suggest a need for interventions to increase employee engagement at the individual level, in order to allow for the comprehensive implementation of mission aligned strategies at higher education institutions.     

The influence of transformational leadership on organisational citizenship behaviour in a South African combat military unit

This study investigated perceived individual transformational leadership (TL) to influence behaviours on follower organisational citizenship behaviour (OCB) in a South African combat military unit. A sample of 300 of 567 military followers (males = 78%; black Africans = 82%) completed a survey on their perceptions of transformational leadership qualities among their leaders who were trained in TL: Idealised influence, Inspirational motivation, Intellectual stimulation and Individualised consideration. The military followers also self-reported on their own OCB: Altruism, Civic virtue, Courtesy, Sportsmanship and Conscientiousness. Data were analysed utilising regression analysis to predict military followers’ self-reported OCB from perceived TL behaviours. Findings indicated that only Individualised consideration could significantly predict the OCB dimensions of Altruism, Civic virtue, Sportsmanship and Conscientiousness, but not Courtesy.     

Oral Pessimism and Depressive Symptoms

I examined the relation of oral optimistic and oral pessimistic personality traits to depressive symptoms to assess the psychoanalytic claim that fixation at the early phase of the oral stage of psychosexual development is related to depression. College students (N = 140) were administered the Oral Optimism Questionnaire (OOQ; Kline, 1978) and Oral Pessimism Questionnaire (OPQ; Kline, 1978) and the Beck Depression Inventory (BDI; Beck, Ward, Mendelsohn, Mock, & Erbaugh, 1961). Oral pessimism and levels of depressive symptoms were positively correlated, and a subsample of subjects with clinical levels of depressive symptoms also scored significantly higher on the Oral Pessimism Questionnaire than the rest of the sample. For the whole sample, 10 BDI items correlated significantly with the OPQ scores, and 5 OPQ items correlated significantly with the total BDI scores. The psychoanalytic claim relating fixation at the oral pessimism stage to depressive symptoms was supported.     

The Developmental Leadership Questionnaire (DLQ): some psychometric properties

The development leadership model (Larsson et al., 2003), designed to introduce refinements to the transformational leadership model, has been adopted for use in the Swedish Armed Forces. The Developmental Leadership Questionnaire (DLQ) was constructed to measure important parts of the model. The main aim of the study was to evaluate some psychometric properties of the DLQ. Most analyses are based on two subsets of individuals from a sample mostly consisting of male Swedish, military officers, each of whom has rated a given leader (n = 450 and 449 respectively). A second sample consisted of Swedish military cadets (n = 141). The dimensionality was assessed with a confirmatory factor analysis. Most DLQ scales were reasonably well reproduced and showed high or acceptable internal consistency. When related to perceived results of leadership (self-rated by leaders and rated by subordinates), results from multiple regression analyses supported what could be predicted by the theoretical model. It was concluded that the DLQ has acceptable psychometric properties and that the theoretical refinements introduced to the developmental leadership model were empirically supported.     

The role of educational psychologists in promoting ethical research conducted with children: an exploratory study

This study explored perceptions of educational psychologists on their role in promoting ethical research involving children. Participants were 10 South African educational psychologists (females = 60%; males = 40%) from mostly public services (90%). Data on their perceived roles in research ethics monitoring and implementation were collected through individual interviews and a brief questionnaire. The data were thematically analysed. Findings suggest that educational psychologists have a role in protecting children from harm during research participation while also monitoring benefits due to the children. A social justice perspective appears to explain the role of educational psychologists in research protection for children.     

Job stress and attitudes toward change: The mediating effect of psychological attachment

The present study explores the indirect effect of job stress on attitudes toward change through individuals’ psychological attachment (organisational commitment mindsets and job embeddedness). The sample comprised N = 350 employees (black African: 67%; males: 69%; 26–40 years: 67%) who were affected by organisational change in the South African fast-moving consumer goods sector. The participants completed self-report measures on their job stress and psychological attachment experiences and their attitudes towards organisational change. The analysis applied structural equation modelling to test for the mediation effect of psychological attachment on the link between job stress and attitudes toward change. The findings suggest job stress to have a direct negative effect on job embeddedness and a positive, direct effect on attitudes toward change. Low levels of job embeddedness had a direct effect on positive attitudes toward change and mediated the link between job stress and attitudes toward change. The study contributes to organisational change theory by suggesting that experiences of job stress lower employees’ job embeddedness and this lowered sense of attachment translates into change-supportive attitudes.     

Person–Organisation Fit Across Cultures: An Empirical Investigation of Individualism and Collectivism

The present study extended person–organisation fit research by concentrating exclusively on one national culture dimension affecting organisational values: individualism–collectivism (I–C). Volunteers ( N =581) from two matched organisations (hospitals and management consultancies) in Australia and in South‐East Asia completed questionnaires measuring individuals' orientations on I–C and other organisational variables. Two types of fit were analysed: interactions between (1) individual I–C and national culture, and (2) individual I–C and organisational culture. These interactions were tested in relation to three outcome variables: organisational commitment, job satisfaction, and tenure. Both national and organisational differences were found with respect to I–C. Asian organisations were more collectivistic than Australian organisations, and hospitals were more collectivistic than management consultancies. In support of person–nation fit hypotheses, collectivists were more committed to their organisations and had longer tenure than individualists in Asian, as compared to Australian organisations. Interaction terms were significant even in the presence of direct effects of collectivism on organisational commitment and tenure. The same results were not found for job satisfaction. Predicted effects of person–organisation fit were not found at the organisational level within cultures.     

The development of a human resource management (HRM) professional competence model: A pilot study

This study sought to develop and test a diagnostic tool for the measurement of professional human resource management (HRM) competencies in the South African context. Data on HRM competencies were collected from South African human resource (HR) practitioners (N = 189; females = 49.2%, blacks = 91.2%). Exploratory factor analyses resulted in three distinguishable HR competency dimensions: Professional behaviour and leadership (i.e. leadership-personal credibility, organisational capability, solution creation, interpersonal communication, and citizenship); Service orientation and execution (i.e. talent management, HR governance, analytics and measurement, and HR service delivery); and Business intelligence (i.e. strategic contribution, HR business knowledge, and HR technology).     

Psychosocial resources,support, and career satisfaction among professional women: A South African study

The study examined the role psychosocial resources play in enhancing perceptions of support and career satisfaction among professional women. The participants were a purposive sample of 606 professional women from South Africa (white = 61.8%, black = 19.9%, Indian = 11.1%, and coloured = 6.6%; mean age = 35.41 years, SD = 8.39 years). The participants were in their early adulthood and establishment career stage. The participants were employed in the financial, engineering, and human resource fields. The participants completed measures of emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational support, social support, and career satisfaction. Following canonical correlation analysis, results revealed managing own emotions, career control, self-efficacy, preoccupations with career adaptation, and preoccupations with establishment to positively predict higher levels of organisational support and career satisfaction. Findings underpin the fact that psychosocial resources are assets for the career well-being of professional women from a developing country setting.     

Organisational culture moderation of interpersonal trust and affective commitment in health care non-governmental organisations in Ghana

This study examined the moderating effect of organisational culture (OC) moderation on the relationship between interpersonal trust (IT; trust in management and trust in peers) and employees’ affective commitment (AC). Participants were 295 employees of non-governmental organisations (NGOs) in Ghana (female = 42%; age range = 18–55). The employees completed the measures of IT, OC, AC, and employee performance. Moderation analysis of the data utilising structural equation modelling revealed that OC completely moderated the relationship between trust in management and trust in peers on AC. However, the moderation impact was found to be higher with trust in management than trust in peers. Moreover, AC completely mediated between trust in management and employee performance, and between trust in peers and employee performance. These findings highlight the importance for human resource managers of NGOs to incorporate and leverage on organisational culture as a key determinant resource for employees’ trust relationships, AC and performance goals.     

Employability capacities and organisational commitment foci of human resource professionals: An exploratory study

This study explored the relationship between employees’ employability capacities and their organisational commitment foci. A convenience sample of 196 South African human resource professionals participated in the study, consisting of 73% females and 88% black African people, predominantly within their early career stages (aged > 45 years). Data on individuals’ employability capacities and organisational commitment were collected via questionnaires. Canonical correlation analysis (CCA) was performed to assess the association between the variables of employability capacities and organisational commitment foci. Participants’ lifelong learning capacities (goal-directed behaviour and continuous learning orientation) were positively associated with their career commitment. This finding suggests that a strong lifelong orientation is likely to increase involvement in one’s occupation within the organisation, which contributes to organisational commitment. Lifelong learning capacities appear important to human resource professionals’ career development within their employer organisation.     

A longitudinal study of the determinants and outcomes of career change

The present longitudinal field study investigated the antecedents and consequences of an actual career change. The framework for this study was Rhodes and Doering's (1983) model of career change. We examined the effect of individual and organisational characteristics on career change behaviour. The individual characteristics were: traits (Openness to Experience, Extraversion, Conscientiousness and general self-efficacy), demographic factors (age, gender, marital status, and children), human capital (education level and occupational tenure), job satisfaction, job search activity and intentions to leave; and organisational factors (job security and salary). The findings showed that a range of individual characteristics were associated with career change including, Openness to Experience, Extraversion, gender, age, educational level, and occupation tenure. However, job security was the only organisational factor related to career change. One year after career change, individuals reported higher job satisfaction, improved job security and a reduction in the number of hours worked.     

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.