Department of Industrial Psychology

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Determinants of work engagement and organisational citizenship behaviour amongst nurses
(Stellenbosch : Stellenbosch University, 2015-04) Herholdt, Karin; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: South Africa has a population of just over 50 million people. However, there are only approximately 260 698 nurses according to the register of the South African Nursing Council. The nursing shortage is not only limited to South Africa, but is a global phenomenon, and this shortage is getting worse every day. Various factors can be blamed for the increasing nursing shortage. Every day nurses face demanding working hours, stressful work environments and a large shortage of resources. Nurses from private hospitals regard themselves as "overworked money-making machines". Nevertheless, the health care needed by the population of South Africa is rapidly increasing. The high prevalence of HIV/AIDS is also a challenging contributor, worsening the nursing shortage crisis. The current dysfunctional nursing situation in the healthcare facilities of South Africa reflects a negative image of the nursing profession. Consequently, the number of individuals considering nursing as a profession is decreasing. The nursing shortage is not only a threat to the wellbeing of nurses, but to the lives of millions of South Africans who need health care. A common phenomenon amongst nurses is burnout, which leads to decreased quality of care and high turnover rates and contributes to the nursing shortage. Also, other nurses experience work engagement and display organisational citizenship behaviour in the same working environments than the nurses who experience burnout. Work engagement (WE) and organisational citizenship behaviour (OCB) are ideal outcomes. This study investigated distinguishing factors between nurses that allow them to experience WE and exhibit OCB. The Job Demands-Resources model played an integral role in the study. Therefore, the specific focus of the study was job and personal resources, as well as job demands, as factors contributing to WE and OCB amongst nurses. Servant leadership (SL) as job resource, psychological capital (PsyCap) as personal resource, and IT (Illegitimate tasks) as job demand were identified as possible factors that explain the variance in WE and OCB. A literature review was conducted in which prominent antecedents of WE and OCB were identified. A number of hypotheses were formulated and tested by means of an ex post facto correlation design. The unit of analysis was nurses from two of the largest private hospital groups in South Africa. The nurses were employed at one hospital in Gauteng and three hospitals in the Western Cape. Data was collected from 208 nurses located within the chosen hospitals. Data collection on all five variables, namely work engagement, organisational citizenship behaviour, servant leadership, psychological capital and IT, was conducted by means of self-administered questionnaires. The measurements included in the self-administered questionnaire were selected in terms of their validity and reliability. The following measurements were included; Utrecht Work Engagement Scale (UWES), Organisational Citizenship Checklist (OCB-C), Servant Leadership Questionnaire (SLQ), Psychological Capital Questionnaire (PCQ) and the Bern Illegitimate Task Scale (BITS). The data collected was analysed by means of item analyses and structural equation modelling. A PLS path analysis was conducted to determine the model fit. The most significant findings were that SL, as a job resource, and PsyCap, as a personal resource, were positively related to WE amongst nurses. The results also revealed that PsyCap was positively related to OCB. Lastly, it was found that IT, as a job demand, are negatively related to WE amongst nurses. These results support the assumptions of the JD-R model that specific job and personal resources lead to WE. The results provide guidelines regarding practical managerial implications and strategies to address the challenges experienced by nurses. The results, together with the managerial implications, made it possible to provide valuable insights and recommendations for industrial psychologists, as well as for further studies.
Development and evaluation of a demands-resources model for working mothers
(Stellenbosch : Stellenbosch University, 2021-03) Perkins, Damian Terrance; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Dramatic changes in the nature of the workforce and the family dynamics of traditional families have led to the alteration of organisations. Women are increasingly entering the job market and playing more prominent roles in many organisations, which is subsequently resulting in dual-career couples. This is disturbing the balance of work environments that are moving faster every day. Companies are expecting more from their employees in terms of increased focus, higher efficiency, and greater effectiveness. Subsequently, these expectations are putting pressure on the work-life balance of working mothers, and their ability to successfully balance multiple roles. Consequently, this trend drew the researcher’s attention to the sample of working mothers. The research initiating question asked why there is variance in work engagement, burnout and intention to quit amongst working mothers in South Africa. In an attempt to answer the research initiating question the main objective of this study was to develop and empirically test a structural model that explains the antecedents of variance in work engagement, burnout, and intention to quit amongst working mothers (based on the Job Demands-Resources (JD-R) Model). This study aimed to identify the most significant antecedents of variance in work engagement, burnout, and intention to quit amongst working mothers. Additionally, it aimed to highlight the results and managerial implications of the research findings and recommend practical intervention strategies that can be implemented by organisations to increase work engagement, decrease the level of burnout, and decrease intention to quit amongst working mothers. Substantive hypotheses were formulated in an attempt to evaluate the validity of the arguments put forward in the literature review. An ex post facto correlational design was used to test the substantive hypotheses. Non-probability convenience sampling was used to obtain the sample, which included 147 working mothers in South Africa. The variables in the proposed structural model were measured through an electronic questionnaire that contained a number of measurement instruments (Utrecht Work Engagement Scale 9-item version (UWES-9); Revised Job Diagnostic Survey (JDS); Psychological Capital Questionnaire Self-Rated Version (PCQ-24); Copenhagen Burnout Inventory (CBI); Survey Work-Home Interaction – Nijmegen (SWING); Role Overload Scale (ROS); Turnover Intention Scale (TIS-3) and was distributed on social media platforms such as Facebook and LinkedIn. Biographical information (age, province of current residence, marital status, highest level of education and number of dependents) was also obtained in the questionnaire. Fifteen proposed hypotheses were tested and reported on through item analysis and partial least squares analysis (PLS). From the 15 hypotheses formulated, only eight were discovered to be statistically significant: specifically the relationship between burnout and work engagement; burnout and intention to quit; work engagement and intention to quit; role overload and burnout; negative Work-Home (WH)/Home-Work (HW) interaction and burnout; psychological capital and work engagement; job characteristics and work engagement; and the moderation effect of psychological capital on role overload and burnout. Of the seven statistically non-significant paths, six were moderating effects. The findings of this research highlighted a number of aspects that influence work engagement, burnout and intention to quit. Based on the results obtained, potential interventions are suggested for human resource managers and industrial psychologists in an attempt to reduce the levels of burnout, increase work engagement, and lower working mothers' intention to quit their jobs.
Development and evaluation of a personal internet-usage-at-work structural model
(Stellenbosch : Stellenbosch University, 2019-04) Joubert, Narica; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : The advent of the internet and smartphones have brought luxuries into the daily routines of people world-wide, who are granted access to use them from basically anywhere in the world. Not only have these technological advances changed the lives of everyday individuals, but they have also brought changes to the world of work and have had a profound impact on the behaviour of employees. The introduction of the internet into organisations leveraged an array of opportunities, applications and attendant advantages in the place of work, such as, for example, increased speed of communication between employees. However, despite the benefits of the internet in the workplace, internet use during office hours also has a downside. Accessibility to the internet allows employees the opportunity to engage in non-work-related web activities like cyberloafing, and as a consequence possibly increasing the personal internet use (PIU) of employees during office hours. This study uses the Job Demands-Resources (JD-R) Model as an established theoretical framework to inform the development and evaluation of a PIU structural model, identifying specific antecedents influencing PIU at work. PIU is a valuable construct to investigate, as it is important to understand the level of PIU and what stimulates PIU behaviour in organisations. A review of the literature uncovered many antecedents of PIU, but the primary aim of this study was to examine how specific salient antecedents, that is specific personality traits (Agreeableness, Conscientiousness, Neuroticism, Openness to experience, and Extraversion), different organisational cultures (Clan, Adhocracy, Market and Hierarchy) and specific job demands influence PIU at work. An ex-post factor correlation design was used to test the formulated hypotheses. Convenience sampling was used to select the sample. Furthermore, quantitative data was collected from 133 employees currently working in organisations. The variables in the proposed structural model were measured by sending a link with a comprehensive questionnaire to employees. The questionnaire consisted of different measuring instruments, namely the Job Demands-Resources Scale, the Organisational Culture Measuring Instrument, the Mini-PIPI and a PIU measure. Gender, employee’s position in the company and age were measured via biographical questions in the survey. Twenty-nine proposed hypotheses were tested. Item analysis, partial least squares (PLS) and multiple regression analysis were conducted to analyse the data that was collected and also to report on the nature of the paths. From the 29 hypotheses formulated for this study, only two were found to be statistically significant, namely the relationship between cyberloafing and e-citizenship, as well as one moderating effect. From the 27 statistically insignificant paths, 17 were related to moderating effects. The statistically insignificant results could be due to many reasons and are discussed in the study. The study highlights some interesting aspects regarding PIU and its antecedents. Based on the results, possible interventions are suggested to help reduce PIU during office hours. Furthermore, the limitations of the study and recommendations for future research are discussed.
Development and evaluation of a wellbeing structural model for health sciences students
(Stellenbosch : Stellenbosch University, 2019-12) Van Zyl, Reinette; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Health sciences students experience a great amount of personal distress throughout their training. This has potential adverse effects on their professionalism, competence, academic performance, and personal wellbeing. For instance, studies have found medical students to have a higher rate of depression and suicidal ideation than their age-matched peers. Students adopt various coping mechanisms to manage this stress, and often these coping mechanisms are maladaptive. These challenges have consequences for our society as a whole: not only does South Africa have a shortage of healthcare professionals, but if these issues remain unresolved, they can endanger the lives of health sciences students and seriously jeopardise patient care. It is thus essential to take a deeper look at the wellbeing of health sciences students in order to solve the dilemma. The focus of past industrial psychology literature on the wellbeing of health sciences students has typically highlighted the negative aspects of wellbeing, such as burnout. This is understandable, as burnout is a major area of concern, especially amongst health sciences students. However, one cannot help but be curious why some health sciences students do not develop burnout, regardless of high job demands. Instead, they may experience a sense of academic engagement. These students are better able to cope than their peers under highly demanding and stressful work conditions. The following research-initiating question is therefore the driver of this study: “Why is there variance in the wellbeing (engagement and burnout) of health sciences students at Stellenbosch University?” The job demands-resources (JD-R) model (Bakker & Demerouti, 2018) was used as a framework to investigate the wellbeing of health sciences students at Stellenbosch University. The primary objective of this study was to develop and empirically test a partial structural model to portray the network of variables that affect the wellbeing (engagement and burnout) of health sciences students at Stellenbosch University (based on the JD-R model). The antecedents comprise social support (as a job resource), mindfulness and emotional intelligence (as students’ personal resources), and work overload (as a job demand), which are present in a health sciences education environment. An ex post facto correlational design was used to test the formulated hypotheses within this research study. Quantitative data was collected from 357 health sciences students by means of non-probability convenience sampling. A self-administered voluntary web-based questionnaire was sent to Stellenbosch University health sciences students. The measuring instruments consisted of (a) the 14-item Utrecht Work Engagement Scale-Student Survey (UWES-S) (Schaufeli, Martínez, Pinto, Salanova, & Bakker, 2002a), (b) the 15-item Maslach Burnout Inventory-Student Survey (MBI-S) (Schaufeli et al., 2002a), (c) a seven-item social support scale devised by Susskind, Kacmar, and Borchgrevink (2003), (d) the 15-item Mindfulness Attention Awareness Scale (MAAS) (Brown & Ryan, 2003), (d) the 14-item Genos Emotional Intelligence Inventory (Genos EI) (Palmer, Stough, Harmer, & Gignac, 2009), and (e) the eight-item overload subscale within the Job Demands-Resources Scale (JDRS) (Rothmann, Mostert, & Strydom, 2006). The data was analysed using item analyses and structural equation modelling (SEM). A partial least squares (PLS) path analysis was conducted to determine the model fit. From the 11 hypotheses formulated in the study, five of the paths were found to be significant, though only four supported the JD-R theory. It is important to note that four of the insignificant paths were related to the moderating effects (the fifth being significant, but not supporting the JD-R theory – hypothesis 11). Hypotheses 3 and 4 were also found not to be statistically significant. Nevertheless, hypotheses 1, 2, 5, and 9 were all found to be statistically significant and supported the JD-R theory (Bakker & Demerouti, 2018). Additional paths were also found that could contribute to an extension of the JD-R theory. The findings of the study shed light on the importance of interventions that can foster job resources and personal resources in the pursuit of optimising health sciences student wellbeing, especially in the face of high demands.
Development and evaluation of a work engagement and job burnout structural model among service providers in the South African hospitality industry
(Stellenbosch : Stellenbosch University, 2021-12) Green, Carmen; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Hospitality employees (hereafter referred to as service providers) face stressful situations every day and must cope with the well-being burden of various job demands (Reynolds et al., 2021). In addition, hospitality service providers are expected to put a smile on their faces to ensure excellent service delivery in the hospitality industry (Chi et al., 2011). Unfortunately, the pressure experienced by these service providers may lead to a higher risk of burnout which will directly affect their well-being (Alberto, 2020). With the hospitality industry growing worldwide, together with its contribution in addressing poverty and unemployment issues in South Africa (SA), it is evident that the hospitality industry is regarded as a high impact industry as well as being one of the largest industries worldwide. To maintain and safeguard the well-being of this industry, it is vital to investigate work engagement and job burnout. The aim of this study was to build a conceptual model that represents the dynamics of the most salient psychological processes aimed at clarifying the variance in job burnout and work engagement amongst service providers in the SA hospitality industry. An ex post facto correlation design with a convenience sample of eighty-two (82) participants was utilised in the study. Partial Least Squares Structural Equations Modelling (PLS-SEM) analyses results provided support for five (5) of the eighteen (18) hypothesised paths. Hypotheses one (1), two (2), three (3) and five (5) act as additional support for the JD-R theory, hypothesising that job demands are, in general, the most important predictors of burnout, whereas both job and personal resources are, broadly speaking, the most vital predictors of work engagement (Bakker & Demerouti, 2014). The findings of this research study highlighted the importance of interventions that nurture both job resources and personal resources in the quest for improving work engagement and decreasing job burnout in the SA hospitality industry.
Development and evaluation of an Academic Performance Structural Model for a sample of tertiary students in South Africa
(Stellenbosch : Stellenbosch University, 2022-04) Swanepoel, Kayla; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY: Given the low socio-economic status of a large percentage of South African citizens, the alleviation of poverty, unemployment and income inequality poses a core concern which could partly be addressed by the increased attainment of tertiary academic qualifications by a larger number of citizens. Far-reaching repercussions that have persisted for years following the abolishment of the Apartheid regime, have resulted in income inequalities, high levels of poverty and continued disadvantage (Statistics South Africa, 2017a). The COVID-19 pandemic placed further strain on an already struggling economy (Council on Higher Education, 2020). Research shows that educational attainment is closely correlated with poverty and inequality in populations. During the COVID-19 pandemic, South Africans with lower educational levels were more likely to receive reduced salaries than those with higher levels of education (Statistics South Africa, 2020). Therefore, educating a larger number of South African citizens at a tertiary level presents a sustainable, long-term solution for the creation of more skilled and semi-skilled individuals in the country over time. The current study therefore sought to identify the most salient antecedents of variance in the tertiary academic performance of South African students. From the literature, the variables of mental toughness, imposing student ‘job’ demands, stress surplus, and engagement were identified as possible antecedents to academic performance outcomes. The job demands-resources model (JD-R model) was identified as the most suitable theoretical framework to guide the study. A structural model was developed and empirically tested to explain the complex interactions between the variables and to determine whether/to what degree the variables cause variance in the tertiary academic performance in the sample of undergraduate students at Stellenbosch University in South Africa. After obtaining ethical clearance, institutional permission, and informed consent from the respective parties, quantitative data were collected electronically (via email) from a sample of 600+ undergraduate tertiary students. The human rights of the participants were respected throughout the research process by strictly adhering to research ethics. Participants were asked to complete a voluntary, self-administered, online questionnaire consisting of six sections, namely biographical information, academic performance information, job demands items, mental toughness items, stress overload items, and engagement items. The items were combined to form a composite questionnaire. To empirically test the data, an exploratory ex post facto correlational research design was followed. The statistical techniques of Item Analysis (IA), Confirmatory Factor Analysis (CFA), Exploratory Factor Analysis (EFA), and Partial Least Squares (PLS) Structural Equation Modelling (SEM) were utilised to analyse the data, after which the various hypotheses were tested. Seven path-specific hypotheses with five main interaction effects and two moderating interaction effects were formulated. From the results, the five main hypotheses were found to be statistically significant with one hypothesis not moving in the direction proposed by the literature. Neither of the hypothesised moderating effects were found to be statistically significant. The objectives of the study were reflected on, limitations of the study and recommendations for future researchers were provided, followed by the provision of various practical implications and suggestions from the research findings.
Development and evaluation of an engagement/burnout structural model within the mining and construction equipment supplier industry
(2019-12) Pienaar, Deidre; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : The mining and construction industries in South Africa are currently facing great uncertainty and volatility due to the decline in commodity prices and an uncertain political climate, as well as increased global competition and continuous change. This has led to retrenchments and downsizing, impacting thousands of employees. The construction and mining equipment suppliers have consequently also been affected and reported a R1 billion loss in sales revenue annually due to these conditions. Employee wellbeing (engagement and burnout) within the construction and mining equipment supplier industry will undoubtedly be affected by the shifting trends in and economic performance of the sector. Employees within this industry face increased pressure to shoulder greater workloads and increased threats of retrenchment. The job demands placed on employees and the job and personal resources they have available to meet these increased demands therefore will unquestionably affect their wellbeing and in turn have an influence on performance and overall organisational success. This study examined the factors contributing to perceived job burnout and employee engagement within a South African organisation by utilising the Job Demands-Resources (JD-R) Model as a framework to consider the relationship between job demands, job resources, personal resources, job burnout and employee engagement. This study aimed to provide further theoretical and empirical evidence that job demands (work overload, job insecurity), job resources (learning organisation) and personal resources (emotional intelligence) affected the level of job burnout and employee engagement of individuals within an organisation in the mining and construction equipment supplier industry. The research-initiating question asked why there is variance in engagement and burnout amongst employees within the mining and construction equipment supplier industry. In an attempt to answer the research-initiating question, the objective of this study was therefore to empirically test the existing theoretical JD-R Model, and the proposed relationships between the constructs, via structural equation modelling. Substantive hypotheses were formulated in order to determine the validity of the arguments in the literature review. An ex post facto correlational research design was employed to test the various substantive hypotheses. Convenience sampling was used to obtain the sample, which consisted of 210 employees who worked for the South African operations of a mining and construction equipment supplier. The variables in the proposed structural model were measured by means of an electronic questionnaire that contained the various measurement instruments (UWES-15; MBI-HSS; GENOS EI; JDRS; DLOQ) and was sent via email to the employees to be completed. Additional biographical information (age, gender, race, education) was also obtained via the questionnaire. Sixteen proposed hypotheses were tested via item analysis and partial least squares analysis (PLS) and reported on. Of the 16 hypotheses formulated, only seven were found to be statistically significant, namely the relationship between employee engagement and job burnout; between job burnout and employee engagement; between employee engagement and emotional intelligence; between employee engagement and learning organisation; between emotional intelligence and learning organisation; between learning organisation and emotional intelligence; and between job burnout and work overload. Of the nine statistically non-significant paths, eight were moderating effects. The non-significant results may be attributed to various factors and are alluded to. This study highlights various aspects of employee engagement and job burnout and their antecedents. Possible interventions are suggested based on the results obtained to assist human resource managers and industrial psychologist in reducing the levels of job burnout and in promoting employee engagement within the organisation. In addition, limitations and recommendations for future research are detailed.
Development and evaluation of an organizational citizenship behaviour and counterproductive work behaviour structural model
(Stellenbosch : Stellenbosch University, 2019-04) Inglis, Jayme; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : The new competitive landscape has three challenges that organisations need to respond to in order to prevent their decline. These challenges, namely globalisation, technological advance and hyper-competition, can be responded to by ensuring that an organisation has a competitive advantage. This competitive advantage can be gained by manipulating the performance of the human resources in the organisation. Performance has been defined as task performance, counterproductive work behaviour (CWB) and organisational citizenship behaviour (OCB). Due to the media and large corporate fraud and embezzlement scandals, the CWB aspect of performance has become a topic of interest in research. Research on OCB has also become popular due to its links to organisational performance. Therefore, the objective of this research was to test a comprehensive model of CWB and OCB that had been placed within the framework of the job-demands resources (JD-R) model. The proposed model was tested in the South African context. This research is of importance because a better understanding of the mechanisms that lead to CWB and OCB can be used to better influence behaviour in the workplace and lead to less CWB and more OCB. The model in this research was placed within the framework of the JD-R and, as such, the theory underlying the JD-R was used to justify the relationships in the CWB and OCB model. The model contained the variables organisational justice, emotional demands, the dark triad, OCB and CWB. The aim of this study was to test this overall model, as well as the relationships among the variables. An ex post facto correlational design was used to test the formulated hypotheses. Quantitative data was collected from 179 South African employees employed in the formal job sector using non-probability convenience sampling. A web-based self-administered survey was distributed to the employees of the organisations that agreed to participate in this research. The measuring instruments consisted of: 1) the Counterproductive Work Behaviour Checklist (CWB-C), 2) Lee and Allen’s (2002) OCB scale, 3) the Emotional Demands and Emotion-Rule Dissonance Scale (Bakker, Demerouti, & Schaufeli, 2003), 4) the Short Dark Triad 3.1 (Jones & Paulhus, 2014) and 5) Colquitt’s (2001) Organisational Justice scale. The data was analysed using item analysis and structural equation modelling, with partial least squares path analysis being conducted to determine the significance of the hypothesised relationships. From the 12 hypotheses formulated in the study, five were found to be significant. More specifically, hypotheses 1, 2, 3, 4 and 10 were found to be statistically significant, while hypotheses 5, 6, 7, 8, 9, 11 and 12 were found not to be statistically significant. These results show that OCB and CWB are in a significant negative relationship, organisational justice is in a significant positive relationship with OCB, the Machiavellianism personality trait is in a significant negative relationship with OCB and, finally, that organisational justice moderates the relationship between emotional demands and CWB. The findings of the study show the importance of developing and maintaining practical interventions that foster organisational justice with the aim of optimising OCB and minimising CWB.
Driving anger: the role of personality attributes, emotional intelligence, gender and age
(Stellenbosch : Stellenbosch University, 2017-03) Esterhuyse, Melissa; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : It is stated that, in South Africa, 90% of accidents can be blamed on human error (Venter, 2010). Furthermore, the same study shows that only between 3% and 5% of traffic accidents could be blamed on the environment in which the individual is travelling, and another small percentage of accidents can be attributed to flaws of the vehicle. Driving anger can be defined as the propensity to become angry while driving, an individual characteristic unique to every driver (Deffenbacher, Deffenbacher, Lynch & Richards, 2003). Research shows that high driving anger is related to risky driving behaviours, such as fast driving, reckless manoeuvers and violations of traffic laws (Sarbescu, Costea & Rusu, 2012; Villieux & Delhomme, 2010). The study of driving anger includes the way an individual experiences or deals with anger. Hence, driving anger is assumed to form part of internal factors (driver characteristics) impacting a larger, more complex system. This complex system consists of external and internal factors working together that consequently influence each other and traffic safety (i.e. traffic outcomes and consequences). The main objective of this study was to develop a structural model, based on the current literature, which explains the antecedents of driving anger, and to empirically test this structural model. The antecedents comprise personality attributes (agreeableness, conscientiousness, neuroticism, openness to experience and extraversion), emotional intelligence, gender and age, and the impact that these factors have on driving anger. An ex post facto correlational design was used to test the hypotheses formulated specifically for the purpose of the current research study. Convenience sampling (as well as elements of stratified random sampling) was used to select a sample. Quantitative data was collected from a total of 199 drivers; 50 professional and 149 non-professional drivers. An online electronic survey was distributed to Pepkor and Lube Marketing employees, amongst others using social media and networking strategies. The following measurement instruments were used: (1) the International Personality Item Pool (IPIP) (Dahlen & White, 2006), (2) the Schutte Emotional Intelligence Scale (SEIS) (Davies, Lane, Devonport & Scott, 2010), and (3) the Driving Anger Scale (DAS) (Deffenbacher, Oetting & Lynch, 1994). Gender and age were measured via biographical questions asked in the survey. Item analysis, partial least squares (PLS) and multiple regression analysis were conducted to analyse the data that was collected and also to report on the nature of the paths. From the 18 hypotheses formulated in the study, one was found to be statistically significant, namely, the relationship between neuroticism and driving anger. This implies that those high in neuroticism are most likely to experience driving anger. It is important to note that, of the statistically insignificant paths, 12 were related to moderating effects. These statistically insignificant results could be due to many reasons and is discussed in the study. The study has shed some light on the understanding of driving anger and its antecedents as related to professional and non-professional drivers. Based on the results reported, possible interventions for industrial psychologists and managers were suggested to foster a safe driving culture. Furthermore, the limitations of the study and recommendations for future research were discussed.
Engagement in call centres : exploring eliciting factors
(Stellenbosch : University of Stellenbosch, 2010-12) Janse van Rensburg, Yolandi-Eloise; Boonzaier, Billy; University of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology
ENGLISH ABSTRACT: Researchers have labelled call centres as the modern equivalent of the ‘factory sweatshops’ of the industrial era, and refer to them as the ‘satanic mills of the 21st century’. A review of the literature revealed the lack of employee engagement amongst call centre representatives (CCRs) to be a central concern in this fast-emerging global industry. Consequently, the current study was undertaken to identify and investigate various antecedents of employee engagement. The objective of the study was, firstly, to gauge the level of employee engagement amongst a sample of CCRs in South Africa and, secondly, to track the paths through which salient antecedents affect this engagement. More specifically, the relationships between sense of coherence (SOC), leadership effectiveness (LE), team effectiveness (TE) and employee engagement (E) were investigated. A quantitative research approach was followed whereby a positive psychology paradigm underpinned the examination of specific personal and job resources that could enhance engagement within the call centre environment. A cross-sectional survey design was used and a non-probability convenient sample of 215 CCRs was selected. The measuring instruments comprised the Utrecht Work Engagement Scale of Schaufeli and Bakker (2003) to measure engagement, the Team Diagnostic Survey of Wageman, Hackman and Lehman (2005) to measure team effectiveness, the Leadership Practices Inventory of Kouzes and Posner (2001) to gauge leadership effectiveness, and the Orientation to Life Questionnaire of Antonovsky (1987) to measure sense of coherence. A series of structural equation modelling analyses were performed. Contrary to the ‘electronic sweatshop’ image and its attendant symptoms of depression, emotional exhaustion, anxiety, demotivation and dissatisfaction attached to call centre jobs (depicted in the literature), the results show a high level of employee engagement for the CCRs in the sample. Also, personal resources, such as SOC, and job resources, such as TE, related significantly to E. A non-significant relationship was found to exist between LE and E. The implications of the results for the practice of human resource management in call centres are elaborated upon.
Fear of covid-19 and call centre operator engagement and burnout
(Stellenbosch : Stellenbosch University, 2022-12) Coetzee, Lisa; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY: Call centres are viewed as being unpleasant work environments and are referred to as “electronic sweatshops”, “dark satanic mills” and “assembly lines in the head” (Visser & Rothmann, 2008, p. 80), and many research findings have concluded that multiple variables of the work environment lead to burnout. Furthermore, in 2022 it was found that 87% of call centre employees reported high-stress levels in their job (Donevski, 2022). The recent COVID-19 pandemic has raised various implications for organisations, teams, and individuals. Many issues have come to the fore in the call centre industry from the start of the COVID-19 pandemic and there are still many more challenges that need to be investigated and addressed. The aim of this research study was to develop a conceptual model that is representative of the interaction between the most salient variables that may clarify the variance in job burnout and work engagement among call centre employees in South Africa. The type of research design that was utilised is ex post facto design. Non-probability sampling was used as the preferred sampling technique. More specifically, a purposive sampling method was employed, and 148 participants were included. The data collected was analysed through Partial Least Squared Structural Equation Modelling (PLS-SEM) and support was found for the seven main hypotheses that were formulated at the start of the research study. These findings are in support of the Job Demands-Resources (JD-R) theory (Bakker & Demerouti, 2014), which stipulates that the presence of job demands will predict job burnout, and the presence of job and personal resources will predict work engagement. The job resource social support, and career competencies as a personal resource, were found to directly predict engagement. Work overload and the fear of COVID-19 as job demands, were found to lead to burnout for call centre employees. The hypothesised moderating relationships were both found to be non-significant which is not in accordance with JD-R theory. The research findings provided insight in various aspects that influence the work engagement and job burnout among call centre employees in South Africa. Through these findings, potential interventions were suggested for HR managers, Industrial Psychologists, and managers in the call centre industry to reduce the levels of job burnout and increase the level of work engagement of employees within the call centre industry in South Africa.
Illegitimate tasks, personal resources and job resources as antecedents of job crafting
(Stellenbosch : Stellenbosch University, 2014-12) Abrahams, Zerelda; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Science. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University.
Job calling : testing the effects on engagement and health in the South African police service
(Stellenbosch : Stellenbosch University, 2016-12) Basson, Leanne; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Science. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: Literature related to the South African Police Service (SAPS) consistently highlights the negative aspects of SAPS work environments and the resultant adverse impact on workers’ well-being. More specifically, research evidence regarding the police shows an increase in reported cases of illness, posttraumatic stress, medical boarding, burnout, substance abuse and suicide as well as a decrease in the level of job satisfaction and performance, compared to the norms of the general population (Swanepoel & Pienaar, 2004). Furthermore, it has also been articulated in national and international research that police work entails a substantial amount of risk and difficulty, and when compared with other occupations, police work has been described as particularly stressful. However, Bakker and Demerouti (2014) report that some employees, regardless of high job demands, do not develop occupational health issues but seem to cope better than others under highly demanding and stressful work conditions. To build on these findings, the present study took a detailed look at factors affecting the well-being of employees of the SAPS. More specifically, seeing that limited research has been conducted on calling as a construct and its effects as a personal resource on employee engagement and occupational health in the SAPS, the following research-initiating questions were asked: a.How has calling been defined and measured in the workplace? b.How does calling network with other variables to influence engagement andoccupational health in the workplace? c.What is the effect of calling on engagement and occupational health in theworkplace? The job demands-resources (JD-R) model (Bakker & Demerouti, 2014) was used as a framework to investigate these research-initiating questions in the Western Cape and Northern Cape SAPS. The primary objective of this study was to develop and empirically test a calling structural model, derived from the theory, which would explain the antecedents of variance in work engagement and occupational health. The antecedents comprised job characteristics (as a job resource), calling (as employees’ personal resources) and job demands present in the SAPS environment. An ex post facto correlational design was used to test the formulated hypotheses. Quantitative data was collected from 339 SAPS employees by means of nonprobability convenience sampling. A self-administered hard-copy survey as well as an online version of the survey was distributed to police stations and offices in the Western Cape, while only the online version of the survey was distributed to the police stations and offices in the Northern Cape. This took place after formal permission had been received from the SAPS to conduct the research and ethical clearance had been received from Stellenbosch University, and given that the SAPS employees had agreed to participate in the research study. The measuring instruments consisted of 1) the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003); 2) the General Health Questionnaire (GHQ-28) (Goldberg & Hillier, 1979); 3) the revised Job Diagnostic Survey (JDS) (Boonzaier, Ficker & Rust, 2001); 4) the 12-item calling scale (Dobrow & Tosti-Kharas, 2011); and 5) the Police Stress Inventory (PSI) (Swanepoel & Pienaar, 2004). The data was analysed using item analyses and structural equation modelling, whereby partial least squares path analysis was conducted to determine the significance of the hypothesised relationships. From the 11 hypotheses formulated in the study, seven were found to be significant. More specifically, hypotheses 1, 2, 3, 4, 5, 6 and 7 were all found to be statistically significant and therefore supported JD-R theory (Bakker & Demerouti, 2014), which postulates that job demands are generally the most important predictors of occupational health issues, whereas job resources and personal resources are generally the most important predictors of work engagement. Hypotheses 8, 9, 10 and 11 were found to be not significant; however, these hypotheses were related to the moderating effects. Furthermore, it was also found during the interpretation of the final scores that employees of the SAPS were highly engaged in their work, experienced high levels of occupational health, had access to jobs equipped with a variety of job characteristics, experienced high levels of calling and seemed to experience low levels of job demands. The findings of the study shed light on the importance of developing and maintaining interventions that can foster job and personal resources in the pursuit of optimising work engagement and occupational health. In addition, the importance of calling as a personal resource was emphasised for employees of the SAPS to cope more effectively with their existing job demands, which cumulatively then results in a decrease in the employees’ level of occupational health issues.
Motivating Potential Score (MPS) as a job resource within the job demands-resources model in the South African mining industry
(Stellenbosch : Stellenbosch University, 2020-03) Lombard, Francois De Villiers; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH SUMMARY : Relevant literature related to the mining industry consistently highlights the challenging job demands and conditions faced by these employees and the effect it has on individual well-being and motivation. In addition, noteworthy changes have taken place within the mining sector with employees faced with greater workloads, a struggling economy that has led to retrenchments, and greater government interference (Iverson & Maguire, 1999). This combined with the automation of mining jobs and political unrest within the industry has led to South African mining communities experiencing lower levels of job satisfaction, motivation and higher levels of reported job insecurity and employee unrest (O’Conner, 2017). Although alarming, Bakker and Demerouti (2014) stated that some individuals, regardless of experiencing high job demands, do not develop burnout but rather seem to handle the high demanding and stressful work environments better. Remaining aligned with these findings, the present study aimed at investigating factors that influences the well-being of mining employees. Furthermore, due to the limited research aimed at motivating potential score as a construct and its effects as a job resource on employee engagement and burnout within the mining industry, the following research-initiating question was asked: - What causes variance in Engagement and Burnout amongst mining employees within South Africa? The job demands-resources (JD-R) model (Bakker and Demerouti, 2004) was utilised as a framework in order to investigate the research-initiating question for mining employees within South Africa. The primary objective of this research study was to develop and test a motivating potential score structural model, which could explain the antecedents of variance in work engagement and burnout. The antecedents investigated in the study compromised of motivating potential score (as a job resource), strength use behaviour (as a personal resource), deficit correction behaviour (as a personal resource) and work overload (as a job demand) present within the mining environment. An ex post facto correlation design was utilised in order to test the formulated hypotheses. Quantitative data was collected from 257 employees by means of non-probability convenience sampling. A hard copy, self-administrating questionnaire was distributed to mining employees, situated in the North-West. This approach was undertaken after organisational approval was received as well as ethical clearance from Stellenbosch University, given that the mining employees had agreed to participate in the study. The measuring instruments consisted of 1) the Utrecht Engagement Scale (UWES-17); 2) the Maslach Burnout Inventory-General Survey (MBI-GS); 3) the revised Job Diagnostic Survey (JDS); 4) Strength Use Behaviour and Deficit correction questionnaire (SUDCO); and 5) Job Demands-Resources Scale (JDRS). The data gathered was analysed by using item analysis as well as structural equation modelling, whereby partial least squares path analysis was conducted to determine the significance of the hypothesised relationship. From the 11 hypotheses that was formulated for this research study, five were found to be significant. More specifically, hypotheses 1, 2, 3, 4 and 5 were all found to be statistically significant and as a result, supported the JD-R theory (Bakker & Demerouti, 2014), which advocates that job and resources are the most important predictors of employee engagement as well as job demands being the most important predictors of burnout. Hypotheses 6, 7, 8, 9, 10 and 11 were found to be not significant, these hypotheses however were linked to the moderating effects. Furthermore, the investigation and interpretation of the final scores indicated that mining employees stationed in the North-West were highly engaged, experienced high levels of burnout, had access to mining jobs that had a variety of job characteristics, had high self-start behaviour and seemed to experience high levels of job demands. The findings of this research study shed light on the importance of organisational interventions that fosters job and personal resources in the pursuit of optimising employee engagement and burnout. Furthermore, the importance of motivating potential score as a job resource was highlighted for the mining industry and effect it has on employee engagement as well as aid to cope with their existing job demands, which ultimately leads to lower levels of experienced burnout.
Once more : testing the job characteristics model
(Stellenbosch : Stellenbosch University, 2014-04) Jacobs, Charl Jacobus; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.
The relationships between emotional labour, the HEXACO personality traits, work engagement and burnout in the hospitality industry
(Stellenbosch : Stellenbosch University, 2015-04) De Villiers, Charl; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: The flexible nature of the service delivery environment has had a major impact on the functioning of organisations. Managers realise that they need to be flexible and able to change if they want to survive in the long run. Employees are the tools service organisations utilise to make profit in the hospitality industry. The restaurant industry is a highly competitive environment and managers cannot afford poor service delivery from employees. Employees experiencing high levels of job engagement and low levels of job burnout have indicated superior performance and increased financial returns. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in job engagement and job burnout among frontline waitrons at franchise x in the Western Cape. In addition, the research study investigated whether employees utilise deep acting or surface acting when faced with emotional labour demands. The study investigated whether certain personality traits are more suitable for the industry by investigating whether certain personality characteristics are related to job engagement or job burnout. In this research study, partial least square (PLS) analyses were utilised to test the formulated hypotheses. Quantitative data was collected from 333 frontline waitrons employed at franchise x in the Western Cape. Data was collected specifically for the purposes of the study and participation was voluntary. The survey was distributed at the branches of franchise x. Managers had a week to facilitate their frontline waitrons in the completion of the surveys. The data was kept confidential and anonymous throughout the study. The survey comprised five sections. The first section asked participants for specific biographical and employment information. Subsequent sections measured specific latent variables applicable to the study utilising reliable and valid measuring instruments. These instruments were the Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) and the Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data was subjected to a range of statistical analyses. The findings shed light on the importance of job engagement for frontline waitrons at the branches of franchise x in the Western Cape. The results indicate that proactive management of job and personal resources and job demands may result in desirable outcomes such as increased job engagement and financial returns. The study provides South African industrial psychologists with much needed insight into the presenting problem within the hospitality industry. With reference to the managerial implications and the recommended interventions, industrial psychologists can ensure retention of job engagement and decrease of job burnout among frontline waitrons within the hospitality industry.
The relationships between engagement, burnout and performance in an e-commerce retail company
(Stellenbosch : Stellenbosch University, 2015-04) Fouche, Erica; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: It is the role of the Industrial Psychologist and the Human Resources function within a company to contribute positively to an organisation’s competitive advantage. Human capital should be viewed and managed as a critical success factor within this context. The probability of attaining success over competitors could be addressed through focussing on the impact of employee performance on competitive advantage. With reference to the organisational life cycle, the e-commerce industry in South Africa seems to be in its infancy. It is in this stage when attaining high levels of performance from employees is of critical importance. In this lies the key for building and growing a competitive advantage that would set one organisation apart from the other – where one organisation would survive the infancy stage and another would drown in the quest to match the demands posed by the relevant industry and its customers. There is minimal Industrial or Organisational Psychology research that has tested hypotheses in the e-commerce industry. This contributed to the decision to implement this research in the e-commerce industry. The e-commerce industry is growing rapidly, and performance therefore is a key factor for success in any e-commerce company in South Africa. The focus of this study was to review the Job Demands Resources model (JD-R model) within the e-commerce retail industry in South Africa in order to add to the knowledge base regarding human behaviour at work, with specific reference to engagement, burnout and performance. The research question of the study was formulated regarding which “state of wellbeing” would increase performance. The JD-R model makes provision for evaluating this question in a structured manner. The JD-R model indicates that performance is influenced by work engagement/burnout (wellbeing). It also indicates that there are certain job demands, job resources and personal resources that will influence wellbeing. The study was facilitated through the use of an ex post facto correlational research design. A sample of 117 workers was chosen from the e-commerce retail industry to participate in the study. Participation was voluntary, the data was collected specifically for the purpose of this study, and all responses were treated confidentially. The measurements that were used included key performance indicators (KPIs), the Utrecht Work Engagement Scale (UWES), the Maslach Burnout Inventory – General Survey (MBI-GS), the Job Characteristics Scale, and the HEXACO model. The literature review formed a logical argument that culminated in a theoretical Stellenbosch University https://scholar.sun.ac.za iii model as well as a set of hypotheses with reference to the various dimensions in the JD-R model. The results showed that: a) Engagement has a significant positive influence on performance. b) Job resources (advancement, personal growth and organisational support) have a significant positive influence on engagement. c) Job resources (advancement, personal growth and organisational support) have a significant negative influence on burnout. d) Personal resources (extraversion) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant positive influence on engagement. f) Personal resources (agreeableness) have a significant negative influence on burnout. The following hypotheses were not supported: a) Burnout has a significant negative influence on performance. b) Personal resources (extraversion) have a significant positive influence on engagement. c) Personal resources (emotionality) have a significant positive influence on engagement. d) Personal resources (emotionality) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant negative influence on burnout. f) Personal resources (agreeableness) have a significant positive influence on engagement. g) Job demands (job overload) have a significant negative influence on engagement. h) Job demands (job overload) have a significant positive influence on burnout. i) Job demands (job insecurity) have a significant negative influence on engagement. j) Job demands (job insecurity) have a significant positive influence on burnout. Attention was also paid to future research considerations, recommendations to the managers of employees and to the limitations of the study.
The relationships between the HEXACO personality dimensions and organisational citizenship behaviours within the civil engineering sector
(Stellenbosch : Stellenbosch University, 2014-12) Brink, Evette Ronel; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: The construction industry is a large, diverse and complex industry. In recent times, this industry has experienced a long-lasting period of inactivity. One sector that forms part of the construction industry is the civil engineering sector. This sector is the largest contributor to the income of the industry as a whole. Recent reports indicate that the construction companies within this industry are experiencing many challenges in both the internal and external environments. A preliminary discussion with a number of engineers indicated that these individuals felt as if they were required to do more than what was expected of them in terms of their job requirements. These expectations not only include being expected to voluntarily work overtime and to be tolerant of non-ideal site conditions, but also to informally develop the interpersonal skills necessary to minimise conflict and to motivate and support each other. The majority of the participating companies admitted to having a lack of such voluntary behaviour, namely organisational citizenship behaviour (OCB), amongst their engineers on site. It is for this reason that the core objective of the study was to develop and empirically study a structural model that explains the antecedents that contribute the most to the variance in OCB amongst civil engineers on various sites within South African engineering companies. During the preliminary discussion and subsequent literature review, the main antecedent found was personality. A quantitative research method with an ex post facto correlation design was utilised, where primary data was collected from a sample of 119 site employees of a number of South African construction companies. The self-administered questionnaire consisted of four sections, three of which were an amalgamation of the three valid and reliable measuring instruments that reflect the central focus of the structural model, i.e. personality, job satisfaction and organisational citizenship behaviour. The collected data was then analysed by means of Partial Least Squares Structural Equation Modelling. The results of the study indicate that certain personality characteristics do contribute to the occurrence of organisational citizenship behaviour amongst site employees. Within the areas of personality and job satisfaction theories, this research adds to the existing literature on OCB. In order to assist South African industrial psychologists within this industry, managerial implications and suggested interventions pertaining to the research findings are provided.
Testing the Job Demands-Resources Model on nurses
(Stellenbosch : Stellenbosch University, 2015-04) Nell, Elzette; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions.
Turnover intention and employee engagement : exploring eliciting factors in South African audit firms
(Stellenbosch : Stellenbosch University, 2014-04) Van der Westhuizen, Nicola; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
ENGLISH ABSTRACT: In response to globalisation and competition, today’s organisations are changing at an accelerating and radical pace. A review of the literature revealed that the demanding and often repetitive nature of work increases employees’ turnover intention. This is generally attributed to a lack of employee engagement. This trend is especially evident within the South African financial services industry. Without a functional workforce, no organisation can survive. Therefore organisations within this sector need to establish a balance between the provision of meaningful work, and profitability. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in turnover intention and employee engagement among employees employed by audit firms operating in the South African financial services industry. In addition, this research study investigated whether employees employed by these audit firms engage in job crafting to modify their work environment (i.e. job resources, personal resources and job demands, as illustrated in the Job Demands-Resources model) (Demerouti, Bakker, Nachreiner & Schaufeli, 2001) to cultivate meaningful work that decreases turnover intentions while increasing employee engagement. In this research study, an ex post facto correlational design was used to test the formulated hypotheses. Quantitative data was collected from 391 employees employed by audit firms operating in the South African financial services industry. Data was collected specifically for the purpose of this research study. Participation was voluntary. A self-administered web-based survey was distributed electronically to the participants. The data collected was strictly confidential and anonymous. The survey comprised seven sections. The first two sections measured the participants’ biographical and employment information. Subsequent sections measured specific latent variables using valid and reliable measuring instruments. These instruments include the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker & Salanova, 2006), the Turnover Intention Scale (Moore, 2000), the Psychological Meaningfulness Scale (May, Gilson & Harter, 2004), the Job Crafting Scale (Tims, Bakker & Derks, 2012), and the six-item Proactive Personality Scale (Claes, Beheydt & Lemmens, 2005). Data was subjected to a range of statistical analyses. The findings shed light on the seriousness of turnover intention and the lack of employee engagement among employees employed by audit firms operating in the South African financial services industry. It provides South African industrial psychologists with much needed insight into the presenting problem. With reference to the highlighted managerial implications of the research findings and the recommended interventions, industrial psychologists can ensure the retention and engagement of employees.

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