Department of Industrial Psychology

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Browsing Department of Industrial Psychology by Subject "Absenteeism (Labor) -- South Africa"

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    Development and empirical testing of a structural model of presenteeism with job insecurity as a focal variable
    (Stellenbosch : Stellenbosch University, 2024-03) Rose, Courtney; Gorgens, Gina; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY: The labour market in South Africa has been subjected to numerous changes over the past few decades (Dachapalli & Parumasur, 2012). These changes included globalisation, technological developments and changes in the economic sector (Dachapalli & Parumasur, 2012). Although these changes rendered several advantages, they too presented numerous challenges to South African industries. The already fragile economic state was further exacerbated by the COVID-19 pandemic. According to the World Bank (2023), South Africa’s unemployment rate remains high post the pandemic. The official unemployment rate in South Africa in quarter two of 2023 was 32.9% (Statistics South Africa, 2023). This is significantly higher than the global average unemployment rate of 5.1.% (International Labour Organisation, 2023), making it increasingly difficult to find secure employment. These factors may greatly impact employees’ job insecurity. This research argued that the effect of job insecurity on presenteeism (defined as attending work while ill and the effect of health problems on individual performance), should best be unpacked by focusing on a nomological net of variables (i.e. cognitive and affective job insecurity, occupational coping self-efficacy, negative affect, and perceived organisational support) resembling the complexity of the relationship between these variables. Therefore, the main aim of this study was to develop a structural model that explicates how job insecurity influenced the presenteeism of employees when accounting for certain moderating and mediating variables in this psychological process. The study followed a non-experimental research design and the sample (n = 234) contained employees from a higher education institution in the Western Cape, as well as employees employed in other formal sectors in South Africa. The constructs included in the research were measured using the Survey of Perceived Organisational Support (SPOS) (Eisenberg et al.,1986), the Stanford Presenteeism Scale (SPS) (Koopman et al., 2002), the COPE Inventory (Carver & Scheier, 1989), the International Positive and Negative Affect Schedule Form (I- PANAS-SF) (Thompson, 2007) and the Job Security Index (JIS) and Job Satisfaction Scale (JSS) (Probst, 2003). The results of the PLS analyses revealed a positive relationship between cognitive job insecurity and affective job insecurity. The study further revealed statistical support for the mediating effect of affective job insecurity in the cognitive job insecurity and presenteeism relationship, whilst the results also showed that affective job insecurity is negatively related to presenteeism. Furthermore, it was revealed that perceived organisational support is negatively related to cognitive job insecurity. Moreover, the results revealed statistical support for the notion that both cognitive job insecurity and affective job insecurity mediated the effect of perceived organizational support on presenteeism.