Antoni Barnard

Women leaders in higher education: a psycho-spiritual perspective

Demands on women in middle and senior leadership positions in higher education institutions inevitably challenge their well-being. How they manage these demands is strongly related to their sense of coherence and their spirituality, constructs that have demonstrated positive relations with general and work-related well-being. This study aims to explore the construction of sense of coherence and spirituality of women leaders in higher education institutions. It adopts a qualitative research approach, applying constructivist grounded theory. The sample comprises 13 academic and support services women working in higher education, who belong to the Higher Education Resource Services South Africa network, a non-profit organisation that promotes leadership development and representation of women in senior positions in higher education. This study contributes to knowledge on gender-specific well-being concepts by presenting qualitative findings on women leaders’ life-orientation in terms of sense of coherence and spirituality in a higher education institution in South Africa. Themes from the interview data provide key insights on three subcomponents of sense of coherence: manageability, comprehensibility, and meaningfulness. Spirituality furthermore emerged as constructed in inner-connectedness, trans-personality, and a coping resource in the work context. Meaningfulness emerged as central to the life-orientation and spirituality of women leaders in higher education. Finally, a core theoretical idea is presented in proposing an integrated psycho-spiritual perspective, with meaningfulness as central, grounded in a motivational and relational orientation, and facilitating the potential well-being of women leaders in higher education institutions. Recommendations are made for future research and to inform leadership development and well-being interventions targeting women in higher education.

Returning to work: The cancer survivor’s transformational journey of adjustment and coping

The aim of this study was to explore cancer survivors’ return to work (RTW) experience with a specific focus on the adjustment and coping process underlying their journey. The study was conducted in the Southern Cape, South Africa, with eight cancer survivors having returned to work following successful treatment of various types of cancer. Unstructured interviews were conducted and data were analysed following the principles of hermeneutic phenomenological reflection and analysis. Four themes emerged, representing the changing adjustment responses and coping during the RTW journey. Participants evolve from being overwhelmed with emotions and applying avoidant coping to seeking understanding and positive affectivity in their attempt to comprehend the reality of their situation. Participants’ external locus of control change to a more active approach and problem-solving orientation, demonstrating a need to take control and responsibility. Ultimately, adjustment and coping become most constructive when cancer survivors resolve to re-assess life and self through meaning-making, resulting in renewed appreciation of life, appropriate life style changes, and regained confidence in their relational role. A process perspective is proposed to facilitate an understanding of, and working with, cancer survivors’ transition through the RTW journey towards optimal coping phases.

Balancing the Scales of Gender and Culture in Contemporary South Africa

This chapter presents an overview of relevant aspects regarding gender and culture in the South African context to provide context-specific societal and organisational insights. This work is based on a review of current literature and the latest empirical work on gender and culture conducted by the authors. First, theoretical approaches to gender and culture from a historical perspective in South Africa are introduced. Next, concepts of gender, culture and race within contemporary, democratic post-apartheid South Africa are discussed as a prelude to the demonstration of the gender transformation in the South African workforce. The relationship between gender and culture in various South African organisations, such as industrial, ecclesiastical, medical and educational fields, is examined to provide an understanding of gender stereotypes and the changing work identity of women in the South African workplace. We focus in particular on the impact of gender and culture dynamics on health and well-being, as well as strategies organisations employ to facilitate gender equity and female empowerment. This will provide information and new ideas into related areas of research, presenting practical insights into gender and culture, after which a conclusion, the theoretical and practical implications and future research options will be presented.

Slaughtering for a living: A hermeneutic phenomenological perspective on the well-being of slaughterhouse employees

Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees’ work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in.Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees’ work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in.

South African managers in public service: On being authentic

South African managers in public service consistently face challenges related to managing a well-adjusted and productive diverse workforce. Following the notion that leadership authenticity fosters positive psychological employee capacity, the aim of this study was to explore the meaning essence of authenticity as lived in the work-life experiences of senior managers in public service. Five senior managers in public service were purposefully selected based on their articulated challenges with being authentic at work, whilst attending a diversity sensitivity workshop. From a hermeneutic phenomenological perspective, in-depth interviews were used, and an interpretative phenomenological analysis yielded two predominant themes offering a description of what it means to be authentic. Authenticity is experienced as an affective state that results from a continuous self-appraisal of the extent to which expression of self is congruent with a subjective and socially constructed expectation of self in relation to others. Authenticity seems to develop through a continuous process of internal and external adaptation, and it leads to ultimately building a differentiated yet integrated identity of self. A reciprocal dynamic between feeling authentic and self-confidence alludes to the potential importance of authenticity dynamics in identity work.South African managers in public service consistently face challenges related to managing a well-adjusted and productive diverse workforce. Following the notion that leadership authenticity fosters positive psychological employee capacity, the aim of this study was to explore the meaning essence of authenticity as lived in the work–life experiences of senior managers in public service. Five senior managers in public service were purposefully selected based on their articulated challenges with being authentic at work, whilst attending a diversity sensitivity workshop. From a hermeneutic phenomenological perspective, in-depth interviews were used, and an interpretative phenomenological analysis yielded two predominant themes offering a description of what it means to be authentic. Authenticity is experienced as an affective state that results from a continuous self-appraisal of the extent to which expression of self is congruent with a subjective and socially constructed expectation of self in relation to others. Authenticity seems to develop through a continuous process of internal and external adaptation, and it leads to ultimately building a differentiated yet integrated identity of self. A reciprocal dynamic between feeling authentic and self-confidence alludes to the potential importance of authenticity dynamics in identity work.South African managers in public service consistently face challenges related to managing a well-adjusted and productive diverse workforce. Following the notion that leadership authenticity fosters positive psychological employee capacity, the aim of this study was to explore the meaning essence of authenticity as lived in the work-life experiences of senior managers in public service. Five senior managers in public service were purposefully selected based on their articulated challenges with being authentic at work, whilst attending a diversity sensitivity workshop. From a hermeneutic phenomenological perspective, in-depth interviews were used, and an interpretative phenomenological analysis yielded two predominant themes offering a description of what it means to be authentic. Authenticity is experienced as an affective state that results from a continuous self-appraisal of the extent to which expression of self is congruent with a subjective and socially constructed expectation of self in relation to others. Authenticity seems to develop through a continuous process of internal and external adaptation, and it leads to ultimately building a differentiated yet integrated identity of self. A reciprocal dynamic between feeling authentic and self-confidence alludes to the potential importance of authenticity dynamics in identity work.

The competencies of integrity

The study explored the construction of integrity in a South African work context and from the viewpoint of business leaders (n=6, females = 2 males = 4). Three of the business leaders were managing directors, two senior executive officers and one senior manager. The types of business backgrounds included government, consulting, marketing, mining and construction. Data were gathered using ten in-depth interviews. Grounded theory data analysis yielded ten competencies related to integrity in the work place, including self-motivation, moral courage, self-discipline, consistency, honesty, fairness, diligence, responsibility, commitment, and trustworthiness. The competencies of integrity are clustered into intrapersonal, interpersonal and work orientated competencies.

The Factor Structure and Reliability of a Six-Item Sense of Coherence Measure

The study investigated the factor structure and reliability of a six-item sense of coherence (SOC) measure. Participants were a South African white collar employee sample (n=7185) purposively selected from over 300 different companies across various business sectors. The sample constituted 34% male and 66% female and 34% Black, 18% Coloured, 11% Indian and 37% White employees. Exploratory factor analysis (EFA) was used for the structural analysis. The reliability of the scores was also estimated. A unidimensional structure seemed to best represent the six-item SOC measure. The internal reliability of the scores from the measure was high.