Validation of the learning transfer system inventory in the South African context (Part 1)

The purpose of this study was to validate the Learning Transfer System Inventory (LTSI) in the South African context. The sample used in this study was a convenience sample of 240 employees working for a Banking group. Exploratory factor analysis of the LTSI was used to determine if an interpretable factor structure of latent transfer system constructs when applied in the South African context could be identified. From the results it appears that the factor structure of the LTSI, as revealed by means of the exploratory approach, appears differently in the South African context.

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The validation of a workplace incivility scale within the South African banking industry

SA Journal of Industrial Psychology ◽

10.4102/sajip.v42i1.1316 ◽

2016 ◽

Vol 42 (1) ◽

Cited By ~ 3

Author(s):

Olivia Smidt ◽

Leon T. De Beer ◽

Lizelle Brink ◽

Michael P. Leiter

Keyword(s):

South Africa ◽

South African ◽

Factor Structure ◽

Discriminant Validity ◽

Banking Industry ◽

Workplace Incivility ◽

South African Context ◽

The South ◽

African Context ◽

Negative Predictor

Orientation: Workplace incivility holds consequences for both individuals and organisations. Managers are becoming increasingly aware of this phenomenon. Currently, there is no workplace incivility scale validated for use within the South African context. Research purpose: To investigate the reliability and validity of the adapted workplace incivility scale by Leiter and colleagues for use within South Africa. Motivation for the study: As it is currently difficult to measure workplace incivility within the South African context because of the lack of a valid and reliable scale, it is necessary to validate such a scale.Research design, approach and method: A cross-sectional research approach was used for the study. Convenience sampling (N = 345) was used within the South African banking industry. Specifically, the factor structure, convergent validity, discriminant validity and predictive validity were investigated in order to establish the overall validity of the scale. Main findings: The results confirmed that the scale showed a three-factor structure as bestfitting with acceptable reliability coefficients. Furthermore, discriminant validity could be shown between workplace incivility and workplace bullying, that is, supporting that these two constructs are not the same phenomenon. In terms of relationships, colleague incivility did not significantly predict any of the outcome variables and instigated incivility only being a negative predictor of job satisfaction and a borderline statistically significant negative predictor of work engagement. However, supervisor incivility predicted all the outcomes negatively. Practical/Managerial implications: Based on the results, workplace incivility should be addressed because of the harmful effects it can have, not only on employees but also on organisations. It is therefore necessary for managers to create awareness of workplace incivility in order to ensure that it does not integrate within the organisational culture and affect individual and organisational performance. Contribution/Value-add: The study contributes to the limited research available in South Africa regarding workplace incivility by providing a scale that is valid and reliable.

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Measurement of the perceptions of human resource practices in a seemingly collectivistic culture

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v17i0.1069 ◽

2019 ◽

Vol 17 ◽

Author(s):

Anton Grobler ◽

Sonja Grobler ◽

Rose Mathafena

Keyword(s):

South African ◽

Human Resource ◽

Factor Structure ◽

Primary Data ◽

Human Resource Practices ◽

South African Context ◽

The South ◽

Cross Sectional Survey ◽

Hr Practices ◽

African Context

Orientation: Human resources (HR) practices and specifically the perceptions thereof are not only important for organisational strategy and performance but have a direct impact on employee attitudes and behaviour. The accurate measurement of these perceptions is therefore important.Research purpose: The goal of this study was to validate the Human Resource Practices Perceptions Questionnaire for the South African context (which is unique in terms of its apparent collectivistic nature), from an etic perspective.Motivation for the study: The accurate measurement of employees’ perception of HR practices are essential to give the organisation a competitive advantage. This study was done to validate a HR practices perceptions questionnaire in a seemingly collectivistic context.Research approach/design and method: This study is based on a cross-sectional survey design, collecting primary data on the perceptions of HR practices from 1676 South African employees in public and private sector organisations. An exploratory (EFA) and confirmatory factor analysis (CFA) were conducted.Main findings: The EFA and CFA yielded a slightly different permutation compared to the initial factor structure. A nine-factor structure was extracted and confirmed. A slight adjustment of the original questionnaire was required to incorporate performance evaluation with a teamwork focus and to differentiate training from development. It was further found that invariance exists when comparing the private and the public sectors.Practical/managerial implications: It was found that the instrument had to be adjusted for the South African context to ensure an accurate measurement of employees’ perceptions of HR practices.Contribution/value-add: The instrument has been validated and can thus be used with confidence to assess the perceptions of HR practices regardless of the sector. It thus provides an accurate measurement that can be used to predict or explain other employee behavioural outcomes in relation to their perceptions of the HR practices.

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The validation of a measure of organisational energy in the South African context

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v9i1.308 ◽

2011 ◽

Vol 9 (1) ◽

Cited By ~ 1

Author(s):

Lynne Derman ◽

Nicolene Barkhuizen ◽

Karel Stanz

Keyword(s):

South African ◽

Financial Institution ◽

Survey Design ◽

Valuable Insight ◽

South African Context ◽

The South ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Convenience Sample ◽

African Context

Orientation: Previous research has highlighted the need to examine the relationship between people and organisations. This perspective facilitates the study of organisational energy.Research purpose: The purpose of this research was to validate a measure of organisational energy in the South African context and to investigate whether there are differences in organisational energy as perceived by employees based on their demographic characteristics and lifestyle variables.Motivation for the study: Managing energy in organisations is important as it drives motivation, powers teamwork, fosters creativity and gives organisations a competitive edge (Schiuma, Mason & Kennerley, 2007). Limited empirical research currently exists on the phenomenon of energy in organisations.Research design/approach method: The researchers used a cross-sectional survey design, with a convenience sample (N = 520) of employees in a South African financial institution. The researchers administered the EnergyScapes Profile.Main findings: Exploratory factor analysis resulted in a one-factor structure for the EnergyScapes Profile. The scale, labelled organisational energy, showed acceptable internal consistency. The researchers found statistically significant differences in the organisational energy levels of employees based on age, tenure, geographical region, relaxation, hypertension and diabetes, depression or psychosis.Practical/managerial implications: The research provides valuable insight for practicing managers about understanding the concept of organisational energy and encourages leaders to question the energy of their employees.Contribution/value-add: The insight the researchers gained by studying the concept of organisational energy contributed in a unique way and showed the importance of considering organisations as dynamic and interactive with the people that work for them.

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Die faktorstruktuur van Bass se veelfaktor- leierskapsvraelys in die Suid-Afrikaanse konteks

SA Journal of Industrial Psychology ◽

10.4102/sajip.v26i2.709 ◽

2000 ◽

Vol 26 (2) ◽

Author(s):

C .P. Ackermann ◽

J. M. Schepers ◽

B. C. Lessing ◽

Z. Dannhauser

Keyword(s):

Factor Analysis ◽

Transformational Leadership ◽

South African ◽

Factor Structure ◽

Multifactor Leadership Questionnaire ◽

South African Context ◽

The South ◽

Multifactor Leadership ◽

African Context ◽

Laissez Faire

The factor structure of Bass's Multifactor Leadership Questionnaire in the South African context. The aim of the study was to determine whether the factor structure of Bass's Multifactor Leadership Questionnaire (MLQ), as a measure of transformational leadership, could be replicated within the South African context. The MLQ was chosen not only because it promised to be a valid and reliable measuring instrument of the construct in question, but also due to the fact that there was an urgent need for such an instrument in the management of human resources within organisations undergoing transformation. The MLQ was administered to 406 subjects within the military context and was subjected to factor analysis and item analysis. The factor analysis yielded three factors, namely transformational leadership, transactional leadership and avoidance of leadership ("laissez faire" leadership). The reliabilities of the scales were determined by means of Cronbach's coefficient alpha, and yielded coefficients of 0,944, 0,736 and 0,803 respectively. The factor structure as conceptualised by Bass (1985) was largely confirmed in the present study. Opsomming Die doel van die studie was om vas te stel of die faktorstruktuur van die Veelfaktorleierskapsvraelys (MLQ) van Bass, as maatstafvan transformasionele leierskap, in die Suid-Afrikaanse konteks gerepliseer kon word. Die MLQ is gekies omdat dit belofte inhou as n geldige en betroubare meetinstrument van die onderhawige konstruk, en ook weens die feit dat daar 'n dringende behoefte bestaan aan so n instrument vir gebruik in die bestuur van menslike hulpbronne in organisasies tydens verandering. Die MLQ is op 406 proefpersone binne militêre konteks toegepas, en aan n faktorontleding en n itemontleding onderwerp. Die faktorontleding het drie faktore opgelewer, te wete transformasionele leierskap, transaksionele leierskap en vermyding van leierskap ("laissez faire"-leierskap). Die betroubaarheid van die skale is bepaal met behulp van Cronbach se koemsient alfa en koeffisiente van 0,944, 0,736 en 0,803, onderskeidelik, is verkry. Die faktorstruktuur soos deur Bass (1985) gekonseptualiseer, is grootliks deur die huidige studie bevestig.

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The psychometric properties of a workplace boredom scale (DUBS) within the South African context

SA Journal of Industrial Psychology ◽

10.4102/sajip.v42i1.1326 ◽

2016 ◽

Vol 42 (1) ◽

Cited By ~ 2

Author(s):

Sumarie M. Van Wyk ◽

Leon T. De Beer ◽

Jaco Pienaar ◽

Wilmar B. Schaufeli

Keyword(s):

South Africa ◽

Psychometric Properties ◽

South African ◽

Factor Structure ◽

Work Engagement ◽

South African Context ◽

Mediation Model ◽

Organisational Commitment ◽

The South ◽

African Context

Orientation: Boredom at work has been shown to be a concern for individuals and organisations. At the time of this research, no validated scale was available to measure and investigate workplace boredom within the South African context.Research purpose: To determine the psychometric properties of the Dutch Boredom Scale (DUBS) within the South African context. Motivation for the study: No reliable and valid scale for workplace boredom was available in South Africa at the time of the current research. Boredom at work has been found to affect organisations negatively in other countries. Insights are needed into workplace boredom and how it affects the outcomes of organisations in South Africa. Research design, approach and method: A cross-sectional research approach was utilised. A random convenience sample (N = 490) was obtained from organisations within the manufacturing and logistics sector. In order to validate the DUBS, the factor structure, construct validity (convergent and discriminant validity) and scale reliability were investigated. A mediation model was also tested with structural equation modelling to ascertain predictive validity.Main findings: The results showed that the one-factor structure of the DUBS could be confirmed and that this factor had acceptable reliability. In terms of convergent validity, all of the item indicators loaded significantly on the workplace boredom construct, and the relationship between workplace boredom and work underload revealed that they were positively correlated with medium effect size. Furthermore, work engagement and organisational commitment were correlated negatively in terms of practical significance with workplace boredom. A structural mediation model showed that work underload was significantly and positively associated with boredom, which in turn had significant negative relations to both work engagement and organisational commitment. No significant direct relations were found from work underload to either work engagement or organisational commitment. Instead, bootstrapping showed that there was an indirect-only relationship from work underload to work engagement and organisational commitment through workplace boredom – indicating full mediation.Practical/managerial implications: Management should not neglect workplace boredom, as results indicate that it may adversely impact work engagement and organisational commitment. Therefore, workplace boredom should be a concern not only for individuals, but also for the organisation at large.Contribution/value-add: This study contributes to the limited research available on workplace boredom in South Africa by providing evidence of acceptable psychometric properties for a workplace boredom scale.

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Assessing the dimensionality of three LMX instruments within a diverse cultural and linguistic context

Psihologija ◽

10.2298/psi191011019g ◽

2021 ◽

Vol 54 (1) ◽

pp. 33-48

Author(s):

Anton Grobler ◽

Rose Mathafena

Keyword(s):

South African ◽

Factor Structure ◽

South African Context ◽

Leadership Studies ◽

Validity And Reliability ◽

The South ◽

Member Exchange ◽

The Usa ◽

African Context

Multiple versions of the Leader-member exchange (LMX) instruments are widely utilized for exploring the quality of exchange between the leader/supervisor and the employees in leadership studies. Despite widespread usage, validation studies outside the USA are scarce. The purpose of this study was to analyze the psychometric properties of three versions of LMX instruments in the South African context. The factor structure, validity, and reliability of the respective versions were explored. The sample comprised of employees from the private (3598) and public (2640) sectors, from 106 organizations, across three independent studies. A three-factor structure was reported for 11 and 12 item instruments, which is different from the original four factor structure. The unidimensional 7 item instrument reported exceptionally good fit. The results of this study are useful for leadership researchers within the South African context, as they can use the LMX instruments with confidence, but it raises a question about the common practice of using foreign developed instruments for research purposes without testing its transferability to that specific context.

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A confirmatory factor analytic study of a self-leadership measure in South Africa

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v11i1.520 ◽

2013 ◽

Vol 11 (1) ◽

Cited By ~ 2

Author(s):

Bright Mahembe ◽

Amos S. Engelbrecht ◽

Francois S. De Kock

Keyword(s):

South African ◽

Factor Structure ◽

Internal Validity ◽

Factorial Validity ◽

South African Context ◽

The South ◽

Factor Analytic ◽

Confirmatory Factor ◽

African Context ◽

African Sample

Orientation: Self-leadership is considered to be essential for effective individual functioning in occupational and academic contexts. The revised self-leadership questionnaire (RSLQ) is widely utilised for measuring self-leadership, but its psychometric properties have not been established on a South African sample. By implication, important questions also exist about the theoretical structure of self-leadership in the South African context. Research purpose: The research aim of this study was to investigate the reliability and factorial validity of the revised self-leadership questionnaire on a South African sample. In doing so, the results of the research would also provide valuable insights into the latent factor structure of the self-leadership construct. Motivation for the study: On a practical level, the research sought internal validity evidence for the use of the RSLQ in the South African context. On a theoretical level, questions remain about the best conceptual representation of self-leadership as a construct. Research design, approach and method: The revised self-leadership questionnaire was administered to a non-probability sample of 375 South African young adults. The first and second-order factor structure underlying contemporary models of self-leadership using confirmatory factor analytic techniques was tested. Main findings: Results showed that the RSLQ measured self-leadership with suitable reliability and internal validity. All eight subscales had high internal consistency coefficients. Confirmatory factor analysis (CFA) of the first and second-order models conclusively demonstrated good factorial validity. Practical/managerial implications: The study found that the RSLQ has good measurement properties for a South African context. Academics, practitioners and managers are urged to use the measure in its present form for applications such as leadership development and promoting self-management. Contribution/value-addition: The study extends the body of psychometric evidence supporting the use of the revised self-leadership questionnaire in the South African milieu. The researchers have further indicated that self-leadership can be represented by a hierarchical latent factor structure, where a general factor drives more specific dimensions of self-leadership.

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