Madelyn Geldenhuys

Psychological availability and work engagement: The moderating role of sex and race

This study sought to determine the relationship of sex and race as moderators of psychological availability on work engagement in various South African organisations. Participants were 1 059 employees predominantly from the corporate sector in Gauteng province (females = 61%, blacks = 36%). Cross-sectional survey data were collected from the employees using the Psychological Conditions Scale and the Utrecht Work Engagement Scale (UWES). Moderated hierarchical regression analyses tested the prediction of work engagement from psychological availability, while controlling for the sex and race of employees. Psychological availability increased the level of work engagement for both men and women, the relationship, however, was stronger for women as compared to men. White employees were less work engaged compared to other race group members. Psychological availability was higher for the black, Indian, and coloured employees compared to white employees. The results confirmed the positive relationship of psychological availability on work engagement, and that sex and race differences exist for employees in a developing country.

The dimensionality of the Work Related Flow Inventory (WOLF): a South African study

The objective of this study was to validate and explore the factor structure of the Work-Related Flow Inventory (WOLF) as a measure of flow within the South African work context. The sample consisted of N = 415 employees from various organisations in South Africa (females = 56.8%, White = 67.8%, single = 46%, English = 34.6%, 18 to 30 = 76.4% and various types of industries and positions). They completed the Work Related Flow Inventory (WOLF), the Utrecht Work Engagement Scale (UWES) and the Job Satisfaction Scale (JSS). Confirmatory factor analysis (CFA) revealed that the WOLF has three dimensions, consisting of absorption, work enjoyment and intrinsic work motivation that fit the data best. The findings further suggest that absorption and work enjoyment relates to work engagement. Convergent validity evidence indicated work absorption, work enjoyment and intrinsic motivation to correlate with both work engagement and job satisfaction in a South African working context. Work enjoyment had the strongest link with job satisfaction.

Positive work experiences and life satisfaction: the moderating role of gender

This study investigated the effects of work engagement and psychological meaningfulness on life satisfaction taking into account the moderating effect of gender. A cross-sectional research design was used to capture data on satisfaction with life, work engagement and psychological meaningfulness. The sample consisted of 796 employees from various companies in South Africa (women = 65.9%; aged between 18 and 67). The results showed work engagement and psychological meaningfulness to significantly predict life satisfaction. A significant interaction effect for gender was found on the relationships between work engagement on life satisfaction and psychological meaningfulness on work engagement respectively. The results indicated that men showed a higher level of life satisfaction when work engagement was high. Women showed lower levels of life satisfaction the more they engage in their work. Women further experienced a higher level of work engagement compared to men; however, the relationship between psychological meaningfulness and work engagement was stronger for men. The more psychological meaningfulness men experience, the more they will engage-unlike women, who tend to experience work engagement irrespective of psychological meaningfulness.

Validation of the Life Role Salience Scale in a South African setting

This study aimed to validate the Life Role Salience Scale (LRSS) in a South African context. Respondents were 300 working adults (72.3% = women; 57.9% = non-white; mean age = 35.12 years, SD = 10.25 years; mostly from the finance sector = 35.6%). Confirmatory factor and exploratory factor analyses were conducted to determine the LRSS’s factor structure and reliability of scores from the scale for the South African sample. Results yielded five factors emerging from the analyses: Homecare role reward value and homecare role commitment; marital role reward value and marital role commitment; occupational role commitment; occupational role value reward; and parental role reward value. The reliability of scores from the LRSS ranged from 0.79 (parental role reward value) to 0.95 (homecare role reward value and homecare role commitment). The LRSS shows validity for research use in South Africa.

A Rasch Analysis of the Tims, Bakker, and Derks (2012) Job Crafting Scale

A Rasch validation was performed on the Tims, Bakker, and Derks’s Job Crafting Scale (JCS) in the South African working context. The JCS, which has been linked to employee well-being and career-related outcomes, continues to be the most widely used measure of job crafting behavior. Data obtained from the JCS generally showed good fit to the Rasch model. Four items were flagged during the analysis for displaying misfit (1 item) or differential item functioning (3 items), warranting further research attention. The study disclosed the dimensionality of the JCS, the hierarchical ordering and fit of the items, the functionality of the response format, and the ability of the JCS to measure invariantly across men and women, yielding new and interesting insights into the psychometric properties of the scale. The study contributes to research concerning the validity of the JCS in a non-European context, particularly through the use of Rasch analysis as a validation technique.

Validation of the Bolino and Turnley Impression Management Scale

Despite the personal and organisational benefits and pitfalls associated with Impression Management, and considering the diverse nature of its population, South Africa is yet to develop, validate or adapt its own measure of impression management. The aim of this study was to validate the Bolino and Turnley Impression Management Scale for use in South Africa. A quantitative, cross-sectional survey design was employed using a sample of students from a South African university in Gauteng (N = 296). The exploratory factor analysis results show support for the five-factor model of the Impression Management Scale. The validation of the measure indicates sound psychometric properties and is therefore a valid predictor of impression management behaviour. The instrument may therefore be used in the South African university context to measure impression management behaviour. Recommendations include a validation of the same scale in an organisational setting.