Journal articles: '170107 Industrial and Organisational Psychology'

1

Gelfand, Michele. "Cross‐cultural Industrial and Organisational Psychology." Applied Psychology 49, no. 1 (January 2000): 29–31. http://dx.doi.org/10.1111/1464-0597.00004.

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Langan-Fox, Janice. "Industrial and Organisational Psychology in Australia: Introduction." Australian Psychologist 32, no. 1 (March 1997): 10–11. http://dx.doi.org/10.1080/00050069708259612.

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Langan-Fox, Janice. "Industrial and Organisational Psychology in Australia Part 2: Introduction." Australian Psychologist 32, no. 3 (November 1997): 145. http://dx.doi.org/10.1080/00050069708257372.

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CARLESS, SALLY, and PAUL TAYLOR. "Industrial and organisational psychology training in Australia and New Zealand." Australian Psychologist 41, no. 2 (July 2006): 120–29. http://dx.doi.org/10.1080/00050060600575396.

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Dunnette, Marvin D. "Emerging Trends and Vexing Issues in Industrial and Organisational Psychology." Applied Psychology 47, no. 2 (April 1998): 129–53. http://dx.doi.org/10.1111/j.1464-0597.1998.tb00018.x.

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Pearce, Jone L., Gregory A. Bigley, and Imre Branyiczki. "Procedural Justice as Modernism: Placing Industrial/Organisational Psychology in Context." Applied Psychology 47, no. 3 (July 1998): 371–96. http://dx.doi.org/10.1111/j.1464-0597.1998.tb00034.x.

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Williamson, Ann. "The Abstracts of the 4th Australian Industrial and Organisational Psychology Conference." Australian Journal of Psychology 53, sup1 (January 1, 2001): 71–89. http://dx.doi.org/10.1080/00049530.2001.10600105.

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Williamson, Ann. "The Abstracts of the 4th Australian Industrial and Organisational Psychology Conference." Australian Journal of Psychology 53, S1 (December 2001): 71–89. http://dx.doi.org/10.1111/j.1742-9536.2001.tb01877.x.

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Reddy, Prasuna, Janice Langan-Fox, and Sharon Code. "The Abstracts of the 5th Australian Industrial and Organisational Psychology Conference." Australian Journal of Psychology 55, S1 (December 2003): 112–51. http://dx.doi.org/10.1111/j.1742-9536.2003.tb01889.x.

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Jimmieson, N. L., M. A. Griffin, B. Kabanoff, P. Bordia, L. M. Bradley, and A. Neal. "The Abstracts of the 3Rd Australian Industrial and Organisational Psychology Conference." Australian Journal of Psychology 51, S1 (December 1999): 49–78. http://dx.doi.org/10.1080/00049539908255103.

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Stapley, Lionel. "Organisational creativity—birth of a journal." Twentieth Anniversary Special Issue 21, no. 1 (June 30, 2021): 1–10. http://dx.doi.org/10.33212/osd.v21n1.2021.1a.

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This article documents the way that, taking advantage of new technology, organisational creativity resulted in developing from a failing organisation, to develop into a truly international organisation. The article starts from the conflictual nature of industrial relations in the UK in the 1960s and continuing into the 1970s which resulted in the launch of OPUS (an Organisation for Promoting Understanding of Society) in 1975, its early development, and decline into a near non-active organisation until the appointment of a new Executive Director in 1994. The article then concentrates on the development of a new comprehensive medium- to long-term strategy that, in the following six years resulted in the development of a vibrant and successful organisation providing for the needs of those involved in any way with a systems psychodynamic way of working. It then moves to one of the major strategic aims, that of producing an international journal that would provide a vehicle for the systems psychodynamic field of working; through to the publication of the first issue of the international journal Organisational and Social Dynamics, in 2001.

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12

Latham, Gary P. "The Interdependence of the Science and Practice of Industrial‐Organisational Psychology: A Rejoinder." Applied Psychology 50, no. 2 (April 2001): 245–51. http://dx.doi.org/10.1111/1464-0597.00056.

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Costa, Paul T. "Work and Personality: Use of the NEO-PI-R in Industrial/Organisational Psychology." Applied Psychology 45, no. 3 (July 1996): 225–41. http://dx.doi.org/10.1111/j.1464-0597.1996.tb00766.x.

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Bonaccio, Silvia, François Chiocchio, Alain Forget, Claude Forget, Roland Foucher, E. Kevin Kelloway, and Thomas A. O'Neill. "Bridging divides in industrial and organisational psychology in Canada: An action-oriented collaborative framework." Canadian Psychology/Psychologie canadienne 54, no. 4 (2013): 213–22. http://dx.doi.org/10.1037/a0034544.

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Cooper-Thomas, Helena D., and Sarah Wright. "Industrial-Organisational Psychology in New Zealand: Who Are We and Where Are We Going?" Australian and New Zealand Journal of Organisational Psychology 1 (August 1, 2008): 12–21. http://dx.doi.org/10.1375/ajop.1.1.12.

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AbstractIn spite of a long history, Industrial and Organisational (I/O) psychology appears to be relatively unknown beyond those who teach or practise it. Research in Canada, the United Kingdom, the United States, Australia and Aotearoa/New Zealand is reviewed to illustrate common problems. To provide an update on the local situation, a survey of 46 I/O psychologists was conducted to identify what types of activities I/O psychologists in New Zealand are engaged in, and what they think the issues are for the profession both now and in the future. We present the issues under five themes: current role, education and training, strategic perspectives, contribution to New Zealand business, and the future. In conclusion, we provide suggestions to address the key problems that our I/O psychologist respondents identified.

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Tladinyane, Rebecca. "Work engagement and psychological career resources: An industrial and organizational outlook." Corporate Ownership and Control 14, no. 1 (2016): 498–505. http://dx.doi.org/10.22495/cocv14i1c3p10.

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This study examined the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their work engagement (measured by the Utrecht Work Engagement Scale). A quantitative survey was conducted involving a non-probability purposive sample of adults (N = 318) employed in the field of industrial and organisational psychology. A multiple regression analysis indicated that psychological career resources constructs positively and significantly predicts work engagement.

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McMillan, Sarah K., Sonya Stevens, and E. Kevin Kelloway. "History and development of industrial/organisational psychology in the Canadian Forces Personnel Selection Branch: 1938–2009." Canadian Psychology/Psychologie canadienne 50, no. 4 (2009): 283–91. http://dx.doi.org/10.1037/a0015973.

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Hacker Hughes, Jamie, M. McCauley, and L. Wilson. "History of military psychology." Journal of the Royal Army Medical Corps 165, no. 2 (November 9, 2018): 68–70. http://dx.doi.org/10.1136/jramc-2018-001048.

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Military psychology is a specialist discipline within applied psychology. It entails the application of psychological science to military operations, systems and personnel. The specialty was formally founded during World War I in the UK and the USA, and it was integral to many early concepts and interventions for psychological and neuropsychological trauma. It also established a fundamental basis for the psychological assessment and selection of military personnel. During and after World War II, military psychology continued to make significant contributions to aviation psychology, cognitive testing, rehabilitation psychology and many models of psychotherapy. Military psychology now consists of several subspecialties, including clinical, research and occupational psychology, with the latter often referred to in the USA as industrial/organisational psychology. This article will provide an overview of the origins, history and current composition of military psychology in the UK, with select international illustrations also being offered.

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19

CARLESS, SALLY A., JANA RASIAH, and BERND E. IRMER. "Discrepancy between human resource research and practice: Comparison of industrial/organisational psychologists and human resource practitioners' beliefs." Australian Psychologist 44, no. 2 (June 2009): 105–11. http://dx.doi.org/10.1080/00050060802630015.

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Nandigama, Dhanisha, and Aarti Shyamsunder. "Eeny, Meeny, Miny, Moe: Hire Him and Let Her Go? Using Science to Reduce Hiring Bias." NHRD Network Journal 14, no. 2 (February 24, 2021): 259–73. http://dx.doi.org/10.1177/2631454120987343.

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Despite advances in behavioural economics, industrial and organisational psychology and other fields examining the impact of bias on hiring decisions and informing organisational practices to improve the quality and fairness of such decisions, not all human resources practitioners or managers know or implement such practices. There is, therefore, an opportunity to structure talent acquisition/hiring practices and systems in ways that change the default, convenient behaviour of these decision-makers (prone to bias) and shift them towards less biased decisions. From nudging decision-makers to be more accountable, to using automated tools that minimise the element of human error, from the language used in recruiting materials to signal inclusion, to the use of structure to promote fairness and accuracy—this article describes eight evidence-based ways to reduce the impact of bias (gender bias, as an illustration) in hiring decisions.

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Nagle, Yashwant Kumar. "Guest Editorial." Defence Life Science Journal 3, no. 4 (October 3, 2018): 315. http://dx.doi.org/10.14429/dlsj.3.13417.

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In the modern era of emerging trends and technologies, the psychology has received further attention which played an imperative role in lives of human beings, their development and overall well-being in emerging society. The rising trend in varied fields of psychology such as health psychology, positive psychology, military psychology, clinical psychology, industrial psychology, organisational behaviour and counseling reflect the pace of growth of the subject in the country. In India, Defence Research and Developmental Organisation (DRDO) established under the aegis of ministry of defence is dedicated towards research and developmental activities for enhancing self-reliance in various areas of military technology. Among 52 laboratories spread across the country, the Defence Institute of Psychological Research (DIPR) has a major role in the areas of personnel selection, training and follow-up of Indian Armed Forces

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Myors, Brett. "The Abstracts of the 6th Australian Industrial and Organisational Psychology Conference 30 June − 3 July 2005 Surfers Paradise Marriott Resort, Gold Coast, Qld." Australian Journal of Psychology 57, S1 (December 2005): 116–54. http://dx.doi.org/10.1080/00049530600940008.

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Busby, J. S., and R. E. Hibberd. "The coordinating role of organisational artefacts in distributed cognitions ?and how it fails in maritime operations." Le travail humain 69, no. 1 (2006): 25. http://dx.doi.org/10.3917/th.691.0025.

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Tharenou, Phyllis. "The Relevance of Industrial and Organisational Psychology to Contemporary Organisations: How Far Have We Come and what Needs To Be Done Post-2000?" Australian Psychologist 36, no. 3 (November 2001): 200–210. http://dx.doi.org/10.1080/00050060108259656.

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25

Tladinyane, Rebecca. "Exploring the socio-demographic differences on psychological career meta-capacities and retention-related dispositions." Journal of Governance and Regulation 4, no. 3 (2015): 222–30. http://dx.doi.org/10.22495/jgr_v4_i3_c2_p4.

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The aim of this study was to better understand socio-demographic differences of individuals in terms of their psychological career meta-capacities (measured by the Psychological Career Resources Inventory) and their retention related dispositions construct variables ((measured by the Utrecht Work Engagement Scale and Organisation-Related Commitment Scale). A quantitative survey was conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organisational psychology. An independent-samples t-test indicated significant differences between the various socio-demographic groups in regard to the measured variables. The findings contribute new knowledge that may be used to inform human resource career development practices concerned with the retention of particularly female employees in South African service industry.

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Bentley, Timothy Andrew, Stephen T. Teo, Bevan Catley, Kate Blackwood, Maree Roche, and Michael P. O’Driscoll. "Factors influencing leave intentions among older workers: a moderated-mediation model." Personnel Review 48, no. 4 (June 4, 2019): 898–914. http://dx.doi.org/10.1108/pr-03-2018-0095.

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Purpose The engagement and retention of older workers is a major concern for organisations and has been an increasing focus for human resource scholars internationally. Drawing on social exchange theory (SET), the purpose of this paper is to examine the conditions under which retention and engagement of older workers could be enhanced, together with the potential for perceptions of age discrimination to negatively influence these outcomes. Design/methodology/approach The study surveyed a large sample of New Zealand workers aged 55 years and over from across 28 New Zealand organisations of varying size and from a wide range of industrial sectors. A moderated-mediation model was proposed to examine the relationship between perceived organisational support (POS) and intention to leave, the mediating effect of job engagement in this relationship, and the moderating influence of perceived age discrimination on this mediation. Findings While POS was negatively related to workers’ intention to quit, job engagement partially mediated this relationship. Age discrimination moderated this mediation. As perceived age discrimination increased, the mediation of job engagement was weakened as POS had less influence on the job engagement of older workers. Research limitations/implications Implications for human resource management practice include the importance of providing organisational support for older workers along with protections from age bias and discrimination. Originality/value The study is one of the first to apply SET to the context of older workers, and has extended the SET literature through its examination of the role of employee engagement as a mediator of this relationship, and how perceived age discrimination, as a negative aspect of the work environment, can negatively impact these relationships.

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Hassan, Farihah, Sharfizie Mohd Sharip, Siti Sara Ibrahim, Marinah Awang, and Mohd Afif Mohd Fadzil. "Leaders' Emotional Intelligence Influencing Employees' Emotions: An Empirical Investigation in the Public Sector." 13th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 13, no. 1 (June 16, 2022): 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.1(38).

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Emotional Intelligence (EI) can be defined as recognising our own and others' feelings, motivating ourselves, and effectively managing emotions in ourselves and relationships (Goleman, 2009). Emotional intelligence has garnered much attention in management literature, particularly in the leadership domain, apart from the increasing number of studies in the industrial-organisational psychology discipline. Emotional intelligence is linked to observing team members' behaviour, adjusting the team's direction, and encouraging and convincing members, all of which are crucial in developing effective leadership (Lehner, 2020). Effective leaders may show employees how to complete their obligations more efficiently and effectively and provide solutions to complex problems that they cannot solve on their own. Furthermore, effective leaders are concerned with ethics since ethical leaders are significant with the fair treatment of their subordinates and two-way communication, significantly minimising stress and emotional distress among employees (Lee et al., 2021). Keywords: Emotional Intelligence, Employees' Emotions, Leadership, Public Sector

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28

Koomson, Samuel. "A mediation moderation conceptual model of inclusive leadership, psychological contract fulfilment and government support on total quality management–patient safety relationship." Journal of Psychological Perspective 4, no. 1 (August 4, 2022): 35–40. http://dx.doi.org/10.47679/jopp.411872022.

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This paper aim to assess the direct effect of total quality management (TQM) on patient safety (PAT), exploring the mediating roles of inclusive leadership (ILD) and psychological contract fulfilment (PCF), and the boundary effect of government support (GOV). The paper develops a conceptual framework along with suppositions by integrating both empirical and theoretical literature in the fields of healthcare strategic management, leadership, industrial and organisational psychology and finance. This paper proposes that TQM will be positively related to PAT, and this positive relationship will be mediated by ILD and PCF. Additionally, government support (GOV) will moderate the direct positive effect of TQM on PAT. This paper provides implications for both researchers and practitioners in the areas of strategic decision-making in healthcare for enhancing PAT by applying TQM, ILD, PCF and GOV as strategic tools. It also provides implications for upcoming researchers to empirically test this conceptual framework in different healthcare settings.

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Sadri, Sorab. "An Exposition of Research Methodology in Management and Social Sciences." Journal of Economic Development, Environment and People 2, no. 3 (September 30, 2013): 5. http://dx.doi.org/10.26458/jedep.v2i3.42.

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In writing this paper the author has consciously stood apart from his earlier works and attempted to dispassionately review his own position so that some degree of clarity of thought might emerge in the process. The paper is based on the author’s contribution between 1992 and 2012 to this subject and which has been used as the basis for several doctoral level investigations under the author’s guidance. They had played a major role in helping the author to crystallize his views. To these scholars, therefore, the author’s gratitude is unflinchingly extended. Management has been described as being concerned with and based on the science of decision making and operating from the foundations of the art of decision executing. Hence, research in the area of modern Human Resources Management, especially, is both interesting and challenging having its one foot planted in industrial sociology and industrial psychology while the other placed in supply chain management and organisational restructuring. Hence, the argument of this paper is more relevant to serious research scholars and to those management teachers who wish to pursue rigorous academic research. This is not meant for those in the cut-copy-paste league, which unfortunately is, of late, becoming quite prevalent within the Indian academia.

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Oliveira, Jonas, Graça Azevedo, and Fátima Borges. "Impression management and self-presentation dissimulation in Portuguese chairman’s statements." Corporate Communications: An International Journal 21, no. 3 (August 1, 2016): 388–408. http://dx.doi.org/10.1108/ccij-11-2015-0074.

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Purpose – Drawn on social psychology theory of impression management (IM), the purpose of this paper is to assess the way Portuguese managers build their narratives in chairman’s statement (CS) to manage stakeholders’ perceptions on corporate image, in a period of time of scarce resources. Design/methodology/approach – The paper’s theoretical framework draws on elements of social psychology theory of IM developed by Leary and Kowalski (1990). Through the use of the two-component model of IM (impression motivation and impression construction) the 45 CSs of Portuguese non-finance companies were content analysed to understand how managers build their voluntary communication strategies. Findings – Results indicate that organisational outcome does not influence the adoption of IM strategies. But public visibility and consumer proximity are crucial factors in explaining them. Larger companies with high consumer proximity present themselves in a favourable way, but consistent with an overall reading of the annual report. These companies show a higher level of verbosity, consistent to the argument of retrospective rationality. Originality/value – The present study goes beyond Merkl-Davies et al. (2011) work and obtains insightful knowledge on the influence of goal relevance of impression in three different perspectives: company’s public visibility, company’s dependency from debtholders, and consumer proximity. Moreover, the analysis uses a period of scarce resources and a European Latin country, with no tradition in publishing CSs, but that recently has changed its financial reporting practices from an institutional code-law logic to an institutional common-law logic. A research setting like this has not been studied hitherto.

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Stimec, Arnaud. "Lean management and occupational health: team learning as a key factor." Journal of Workplace Learning 32, no. 5 (April 3, 2020): 363–75. http://dx.doi.org/10.1108/jwl-08-2019-0104.

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Purpose Liker (2003) asserts that continuous improvement’s goal is to favour organisational learning (OL), the latter being one of the key principles of lean management (LM). Yet, OL may result in better occupational health (Panari et al., 2010). The purpose of this paper is to consider Liker’s assertion seriously and to study the relations between LM, team learning (TL) and occupational health. Design/methodology/approach For this purpose, the authors compared 22 teams in nine case studies. A mixed methodology approach called qualitative comparative analysis (Ragin, 1987) was used to test the hypothesis that TL plays a key role in preserving occupational health in LM implementations, leading to improved performance that is not at the expense of workers’ health. Findings The central hypothesis questioned was that complete LM when resulting in a TL dynamic (i.e. systemic lean), would enable both increases in industrial performance and maintain or improve occupational health. The data tend to validate this hypothesis. Originality/value This research may enrich three types of research literature that hardly know each other, namely, LM literature (production research), occupational health literature and OL literature. For professionals concerned with the social dimension of modern production, this research shows that there is a path for a mutual gain perspective in LM, but this is a demanding process with many conditions to satisfy.

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32

Sander, Paul, Sue Palmer, Paul Sander, Kate Miriam Loewenthal, Siobhan MacAndrew, Kevin L. Baker, Victoria O'Donnell, et al. "Reviews: An Introduction to Teaching: Psychological Perspectives, Psychology for Teaching (10th Edition), Lesson Learned: Practical Advice for the Teaching of Psychology, Guide to Publishing in Psychology Journals, The Psychologist's Companion: A Guide to Scientific Writing for Students and Researchers (3rd Edition), Thinking Psychologically, Introduction to Psychology: Gateways to Mind and Behaviour, Biological Psychology (7th Edition), Educational Psychology (8th Edition), Forensic Psychology, Industrial and Organisational Psychology, Research and Practice (2nd Edition), The Developmental Psychology of Personal Relationships, Personality: Theory and Research (8th Edition), Sensation and Perception (5th Edition), Doing Psychological Research, Experimental Psychology. Understanding Psychological Research (7th Edition), Introducing Qualitative Research in Psychology: Adventures in Theory and Method, Introduction to the Practice of Statistics (3rd Edition), SPSS Survival Manual – A Step by Step Guide to Data Analysis Using SPSS for Windows (Version 10), SPSS for Psychologists: A Guide to Data Analysis Using SPSS for Windows, Psychology Resources on the World Wide Web, The Psychology of the Internet." Psychology Learning & Teaching 2, no. 1 (March 2002): 36–60. http://dx.doi.org/10.2304/plat.2002.2.1.36.

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33

Strümpfer, DJW. "Lest we forget that industrial and organisational psychology is psychology." SA Journal of Industrial Psychology 33, no. 1 (January 29, 2007). http://dx.doi.org/10.4102/sajip.v33i1.257.

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The tie between industrial/organisational psychology (IOP) and general psychology should be taken seriously. The origin of the split into separate academic departments is discussed. Four IOP topics are presented which are rooted in psychology or where the psychological quality is strong, making the tie-in clear: motivation, leadership, assessment, and appreciative inquiry; by way of illustration, proponents are referred to. Specialisation and professionalisation often bring undue emphasis on technology. IOP cannot be human resource management. Suggestions are made about bringing IOP and psychology closer within teaching programmes and internships. Appreciative images of what IOP, hand-in-hand with psychology, could be like, are put forward.

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Pietersen, H. J. "Knowledge development in industrial/organisational psychology (South Africa)." SA Journal of Industrial Psychology 31, no. 2 (October 29, 2005). http://dx.doi.org/10.4102/sajip.v31i2.194.

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Utilising a meta-theoretical approach, the nature of knowledge development in I/O psychology (SA) is assessed. Analysis of the contents of the South African Journal of Industrial Psychology, shows that: empirical research has very substantially increased and is methodologically sophisticated; knowledge development is still almost exclusively tied to the positivist-empiricist paradigm and relies mostly on adaptations of non-local material. More indigenous research is required. A wider perspective, incorporating culture-sensitive research paradigms, strategies and methods is suggested in order to expand the research (knowledge) base and renew the discipline locally. Opsomming Die stand van kennisontwikkeling in die Bedryfsielkunde (Suid-Afrika) is in oorweging geneem vanuit ’n oorkoepelende, meta-teoretiese benadering tot kennis. Ontleding van die inhoud van die Suid-Afrikaanse Tydskrif vir Bedryfsielkunde oor die afgelope dekade toon dat: empiriese navorsing substantief toegeneem het en metodologies gesofistikeerd is; dat kennisontwikkeling steeds bykans uitsluitlik plaasvind binne die positiwisties-empiriese paradigma en grootliks aanpassings van nie-plaaslike materiaal verteenwoordig. Meer inheemse navorsing word vereis. ’n Breer beskouing, waarin daar van kultuur-sensitiewe navorsings-paradigmas, -strategiee en -metodes gebruik gemaak word, word voorgehou om die Bedryfsielkunde as vakgebied te verruim en kennisvernuwing plaaslik te bevorder.

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Schreuder, Dries, and Melinde Coetzee. "An overview of industrial and organisational psychology research in South Africa: A preliminary study." SA Journal of Industrial Psychology 36, no. 1 (March 26, 2010). http://dx.doi.org/10.4102/sajip.v36i1.903.

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Orientation: The generation and development of knowledge for the benefit of the discipline of industrial and organisational psychology by means of research is a core academic focus.Research purpose: The purpose of this study was to explore general research trends in the field of industrial and organisational psychology in South Africa from 1950 to 2008.Motivation for study: Research in the field tends to be influenced by either the changing needs of business or the occupational or personal fields of interest of academics, which often lead to an overemphasis on specific subdisciplines at the expense of others. This research aims to critically review dominant trends in the research focus areas in the field, in the light of present challenges in the changing work context. Recommendations are also made for possible future research.Research design, approach and method: A broad systematic review was carried out to analyse documented published and accredited South African research in the field (n = 2501).Main findings: Although there has been a proportional decline in personnel psychology research since 1990, there has been a proportional increase in both organisational psychology and employee wellness research since 1980 and 1990, respectively. Some areas of the industrial and organisational psychology field appear to be consistently under-researched.Practical implications: The insights derived from the findings can be used by academia and researchers in the field to plan future research initiatives.Contribution/value-add: The findings provide preliminary insights that contribute to the body of knowledge concerned with the industrial and organisational psychology field in the South African context.

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Schmidt, Conrad. "Validity as an action concept in IO psychology." SA Journal of Industrial Psychology 32, no. 4 (April 29, 2006). http://dx.doi.org/10.4102/sajip.v32i4.251.

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In this article it is proposed that conventional conceptions of validity as applied in the field of Industrial and Organisational Psychological (IOP) assessment tend to emphasise technical aspects that result in an unintended separation of science and practice when implemented. An alternative conception of validity as an action concept is presented. It is noted that such a conception has been implicit in the field for some time and that the ideal of integrating science and practice, which stands so central to Industrial and Organisational (IO) Psychology, is promoted by it.

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Crous, Frederik. "Indeterminateness in industrial and organisational psychological research: A root metaphor analysis." SA Journal of Industrial Psychology 45 (December 12, 2019). http://dx.doi.org/10.4102/sajip.v45i0.1756.

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van Zyl, Llewellyn E., and Nina M. Junker. "Debating the scientific credibility of industrial and organisational psychology: A rebuttal." SA Journal of Industrial Psychology 45 (December 12, 2019). http://dx.doi.org/10.4102/sajip.v45i0.1766.

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"The Abstracts of the 7th Industrial and Organisational Psychology Conference (IOP)/ 1st Asia Pacific Congress on Workplace and Organisational Psychology (APCWOP)." Australian Journal of Psychology 59, S1 (December 2007): 67–148. http://dx.doi.org/10.1080/00049530701658642.

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Rothmann, S., and FVN Cilliers. "Present challenges and some critical issues for research in industrial/organisational psychology in South Africa." SA Journal of Industrial Psychology 33, no. 1 (January 29, 2007). http://dx.doi.org/10.4102/sajip.v33i1.262.

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The objective of this study was to determine a set of problems and critical issues that researchers in Industrial and Organisational Psychology deem to be important areas for immediate and future enquiry. The changing identity of this field of application is investigated, more relevant paradigms in the study of organisational health and wellness is explored and methods, techniques and interventions suitable to the South African context are suggested. Conclusions are formulated to increase the ability of organisations to work towards economic development, while promoting the wellness and quality of life of employees.

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Vermeulen, Dean, Lené I. Graupner, and Bouwer E. Jonker. "Mental health and corporate social responsibility for industrial psychology." SA Journal of Industrial Psychology 45 (October 10, 2019). http://dx.doi.org/10.4102/sajip.v45i0.1665.

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Orientation: Organisations must do whatever it takes to ensure sustainability and longevity, and extend benefits into the communities where they operate.Research purpose: The general aim of this study was to explore the contribution that the profession of industrial psychology can make towards improving mental health by means of a CSR programme.Motivation for the study: This study was motivated by the notion that, in South Africa, organisations are encouraged to be socially responsible and Industrial-organisational Psychology (IOP) can be of service to this goal for the organisation.Research approach/design and method: A qualitative research design with a combination of purposive and convenience sampling was utilised. Participants consisted of the project team who participated in a training institution’s CSR initiative in the North West province. Data gathering took place in the form of semi-structured in-depth interviews, which were transcribed verbatim and analysed using thematic analysis.Main findings: The results showed that typical IOP topics that could be formulated into a CSR programme included life skills and topics related to personal growth and self-worth. The results also showed that universities are able to play a vital part in community engagement, and an inter-relationship of benefits can be established.Practical/managerial implications: The research indicates that industrial and organisational psychologists could also contribute to organisations when they operate in the CSR scope.Contribution/value-add: On an individual level, this study contributed to clarify the understanding whether IOP has a place in social investment and contributions.

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Coetzee, Melinde, Rudolf M. Oosthuizen, and Annelize Van Niekerk. "Industrial psychologist intern: Professional purpose, skills and practice confidence." SA Journal of Industrial Psychology 48 (October 19, 2022). http://dx.doi.org/10.4102/sajip.v48i0.2016.

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Orientation: Internships are a practical way for students to operationalise their professional purpose, acquire key occupation-related skills and practise their professional capability in real-world work settings.Research purpose: This study explored industrial and organisational psychology (IOP) interns’ views of their professional purpose and their perceptions of the applied skills they developed as a result of the internship programme, including their confidence about setting up an independent practice.Motivation for the study: There is currently a dearth of South African research on IOP interns’ views about the internship programme.Research approach/design and method: The study utilised a qualitative research approach. An open-ended question survey was conducted among 17 South Africa-based IOP interns. Thematic analysis was used to analyse the collected data.Main findings: Data analysis revealed the intrinsic motivational self-determination of the interns as an influencing force for their personal purpose and vision as practising industrial psychologists (IPs). Views about the skills developed were aligned with HPCSA minimum competency requirements as manifested within the digital-era work space. Interns felt more confident about practising within an organisational setting rather than a private practice.Practical/managerial implications: Understanding the psychological self-determination needs that motivate the IOP intern may help to improve coursework training and supervision support practices for the IOP intern.Contribution/value-add: The study extends the internship research literature and revealed the dire need for enhancing the confidence of the IOP intern about setting up and successfully managing an independent professional IP practice.

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Coetzee, Melinde, and Llewellyn E. Van Zyl. "Advancing research in industrial and organisational psychology – A brief overview of 2013." SA Journal of Industrial Psychology 39, no. 1 (January 25, 2013). http://dx.doi.org/10.4102/sajip.v39i1.1174.

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Van Zyl, Llewellyn E., Elzabe Nel, Marius W. Stander, and Sebastiaan Rothmann. "Conceptualising the professional identity of industrial or organisational psychologists within the South African context." SA Journal of Industrial Psychology 42, no. 1 (April 22, 2016). http://dx.doi.org/10.4102/sajip.v42i1.1379.

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Orientation: Lack in congruence amongst industrial and organisational psychologists (IOPs) as to the conceptualisation of its profession poses a significant risk as to the relevance, longevity and professional identity of the profession within the South African context.Research purpose: This study aimed to explore the professional identity of IOPs within the South African context. Specifically, the aim of this study was four-fold: (1) to develop a contemporary definition for IOP, (2) to investigate IOP roles, (3) to determine how the profession should be labelled and (4) to differentiate IOP from human resource management (HRM) from IOPs’ perspectives within South Africa.Motivation for the study: IOPs do not enjoy the same benefits in stature or status as other professions such as medicine, finances and engineering in the world of work. IOPs need to justify its relevance within organisational contexts as a globally shared understanding of ‘what it is’, ‘what it does’ and ‘what makes it different from other professions’, which is non-existent. In order to enhance its perceived relevance, clarity as to IOPs professional identity is needed.Research design, approach and method: A post-positivistic qualitative content analytic and descriptive research design was employed in this study. Data from practising industrial and organisational psychology (IOP) within South Africa (N = 151) were gathered through an electronic web-based survey and were analysed through thematic content analysis.Main findings: The results indicate that IOP in South Africa seeks to optimise the potential of individuals, groups, organisations and the community by implementing scientific processes to support both individual and organisational wellness and sustainability. ‘Work Psychology’ was considered a more fitting professional designation or label than industrial and/or organisational psychology. The industrial psychologist’s major roles related to the well-being and development of employees. A clear distinction between a more dynamic, pro-active approach of IOP compared to a more transactional approach of HRM was also evident. IOP within South Africa appears to have a community development function.Practical/managerial implications: The longevity, relevance and impact of IOP as a profession requires alignment amongst practitioners as to shared common professional identity.Contribution/value-add: This study provides a contemporary understanding of the roles, functions, labels and unique value proposition of industrial and organisational psychology within the South African context.

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Cilliers, Frans, and Aden-Paul Flotman. "The psychological well-being manifesting among master’s students in Industrial and Organisational Psychology." SA Journal of Industrial Psychology 42, no. 1 (April 22, 2016). http://dx.doi.org/10.4102/sajip.v42i1.1323.

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Orientation: Psychological well-being among master’s students is seen as a contributing factor towards having a meaningful, enjoyable and productive experience as a student.Research purpose: The purpose of this study was to provide a qualitative description of the psychological well-being experiences of first-year students in a part-time coursework master’s degree in Industrial and Organisational Psychology (IOP) in order to foster an empathetic understanding of their experiences.Motivation for the study: The understanding of their master’s students’ psychological wellbeing experiences will assist university IOP departments in facilitating the appropriate psychological containment to students and the optimisation of their resilience towards meaningfully completing their first year and perhaps also their master’s degree.Research design, approach and method: Qualitative research was conducted within a hermeneutic interpretive stance. Data were gathered from a focus group with 10 conveniently chosen participants. Thematic content analysis provided eight themes, which were interpreted and linked to the literature on psychological well-being.Main findings: Student distress caused by job demands leads to languishing and feeling overwhelmed. In contrast, student eustress resulting from job resources leads to flourishing, consisting of self-efficacy, locus of control and optimism.Practical implications: University IOP departments can use the information towards understanding their master’s students’ psychological well-being experiences, which could assist in the students’ successful and timeous completion of their studies.Contribution: The study contributes to the literature on master’s students’ real negative and positive experiences and psychological well-being, which university departments often deny or dismiss as idiosyncratic.Keywords: positive organisational behaviour; job demands; job resources; multiple roles; support system; self-efficacy; hope/optimism

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Lourens, Colette, Leon J. Van Vuuren, and Riëtte Eiselen. "Measurement of Organisation-Professional Conflict in the industrial psychology profession." SA Journal of Industrial Psychology 38, no. 1 (January 25, 2012). http://dx.doi.org/10.4102/sajip.v38i1.1035.

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Orientation: Professionals, employed in organisations, operate within professional and organisational contexts serving different stakeholders. Subsequently, professionals may experience tension or conflict between their role as professional and employee.Research purpose: To establish the measurement of the perceptions and experiences of industrial psychology (IP) professionals, employed in South African organisations, with regard to Organisation-Professional Conflict (OPC) as well as the antecedents associated with this phenomenon.Motivation for the study: Although the extent to which professionals experience OPC is well documented for medical and accountancy professionals, the extent to which IP professionals experience this phenomenon remains unclear.Research design, approach and method: A structured questionnaire was developed and applied as a cross-sectional survey to all registered South African IP professionals employed in organisations. Responses based on the N = 143 self-selecting respondents were captured and utilised for statistical analysis.Main findings: OPC in the IP profession can be considered as the incongruence between professional organisational roles and duties, and their responsibility to adhere to professional obligations. Professional autonomy and strategic alignment were found to mitigate the occurrence of OPC, whereas power tension and compromise of professionalism seem to exacerbate the occurrence thereof.Practical/managerial implications: The research might create an awareness of the existence of OPC amongst the respective stakeholders. Knowledge of OPC may have implications for professionals who render their professional services to organisations.Contribution/value-add: The findings may inform formal professional associations, industrial psychologists employed by organisations, their employing organisations, and the governing board, about the nature and extent of OPC.

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Singaram, Shwetha, and Claude-Hélène Mayer. "The influence of the Fourth Industrial Revolution on organisational culture: An empirical investigation." Frontiers in Psychology 13 (November 24, 2022). http://dx.doi.org/10.3389/fpsyg.2022.919157.

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The Fourth Industrial Revolution (4IR) is known to transform and create opportunities for the world of work. However, little is known about how the future workforce, such as university students, are being equipped and exposed to 4IR technologies and ways of thinking in a South African (SA) context. This study’s findings contribute to understanding the influence of organisational culture on the uptake of 4IR technology within higher education (HE) in SA during a pandemic. The study uses Edgar Schein’s theoretical framework to explore the organisational culture at a university in the Gauteng province. The article responds further to the questions on how 4IR technology and principles are understood and applied within the context, and how to investigate to what extent the 4IR is reflected upon or embedded in the university’s culture. A qualitative research design is used, and data are gathered through in-depth, semi-structured interviews from seven purposively selected academic and senior management staff members. Thematic analysis uncovered that the university’s ambitious and competitive culture contributed to a positive uptake of 4IR technology and principles, even pre-COVID-19. Furthermore, the specific influence of the university’s Vice-Chancellor to build 4IR thinking into the university helped shape more 4IR thinking and technologies, such as artificial intelligence, whilst still considering the existing disparities of SA, as a developing country.

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Coetzee, Melinde, and Llewellyn Van Zyl. "South African Journal of Industrial and Organisational Psychology: Annual editorial overview 2015." SA Journal of Industrial Psychology 41, no. 1 (February 5, 2015). http://dx.doi.org/10.4102/sajip.v41i1.1297.

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Bews, Neville, Nico Martins, and Hartmut Von der Ohe. "Editorial." SA Journal of Industrial Psychology 28, no. 4 (October 24, 2002). http://dx.doi.org/10.4102/sajip.v28i4.73.

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Over the last decade the phenomenon of trust, within andbetween organisations, has been the focus of increasing attention, on both an international and national level. This has resulted in a substantial growth in the body of knowledge surrounding organisational trust. The SA Journal of Industrial Psychology now continues this trend by gathering a number of papers from various parts of Europe and South Africa in this special edition focusing on organisational change and trust. Not only do these papers come from different parts of the world, but they also indicate the multi-disciplinary nature of organisational change and trust, as there are Psychologists, Social Psychologists, Industrial Psychologists, Management Scientists, Philosophers and Sociologists amongst the contributors.

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Coetzee, Sanet, and Pieter Van der Merwe. "Industrial psychology students’ attitudes towards statistics." SA Journal of Industrial Psychology 36, no. 1 (March 26, 2010). http://dx.doi.org/10.4102/sajip.v36i1.843.

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Orientation: The attitude of students toward statistics may influence their enrolment, achievement and motivation in the subject of research and Industrial Psychology.Research purpose: The aims of this study were to determine the reliability and validity of the survey of attitudes toward statistics (SATS-36) for a South African sample and to determine whether biographical variables influence students’ attitudes.Motivation for study: Students could be better prepared for, and guided through, a course in statistics if more is known about their attitudes towards statistics.Research design, approach and method: A cross-sectional survey design was used and the SATS-36 was administered to a sample of convenience consisting of 235 students enrolled in Industrial and Organisational Psychology at a large tertiary institution in South Africa.Main findings: Results revealed that even though students perceive statistics to be technical, complicated and difficult to master, they are interested in the subject and believe statistics to be of value. The degree to which students perceived themselves to be competent in mathematics was related to the degree to which they felt confident in their own ability to master statistics. Males displayed slightly more positive feelings toward statistics than females. Older students perceived statistics to be less difficult than younger students and also displayed slightly more positive feelings concerning statistics.Practical implications: It seems that in preparing students for statistics, their perception regarding their mathematical competence could be managed as well.Contribution: This study provides the first preliminary evidence for the reliability and validity of the SATS-36 for a sample of South African students.

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Journal articles on the topic '170107 Industrial and Organisational Psychology'

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