Rudolf M. Oosthuizen

Psychosocial employability attributes as predictors of staff satisfaction with retention factors

The increased mobility of highly skilled knowledge workers who place a high premium on their employability capital challenges organisations to retain their scarce talent. This article explored individuals’ psychosocial employability attributes as predictors of their satisfaction with organisational retention factors. A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 321 permanently employed employees in an automotive manufacturing company in South Africa participated in the study (50% mid-career; 72% males; 50% Blacks; and 79% managerial/supervisory levels). Hierarchical regression analysis revealed that proactivity positively predicted satisfaction with job characteristics; career self-management positively predicted satisfaction with training and development opportunities, career opportunities, and work–life balance. Emotional literacy negatively predicted satisfaction with career opportunities. The results provide valuable insights regarding how employees’ psychosocial employability attributes influence their retention.

Work stress, work–home interference and perceptions of organisational culture amongst insurance employees in Zimbabwe

The objective of the study was to determine the relationship between work stress, work-home interference, and perceptions of organisational culture amongst insurance employees in the Zimbabwean context. Data were collected from a sample of 190 employees (females=46%) who completed the Occupational Stress Inventory-Revised (OSI-R), the Work-Home Interference Questionnaire (SWING), and the Organisational Culture Index (OCI). Data analysis consisted of correlational and standard multiple regression analyses. The results revealed significant positive correlations between the sub-scales Role Overload, Role Insufficiency, Role Ambiguity, Role Boundary, Responsibilities, and Physical Environment of the OSI-R, the sub-scales Positive Work-Home Interference and Negative Work-Home Interference of the SWING, and the sub-scales Bureaucratic, Innovative and Supportive Culture of the OCI. These findings contribute to new knowledge in terms of the work stress experienced by insurance employees who are always under continuous pressure from the industry. Furthermore, it could be used to gain insight to enhance the work-life balance of insurance employees and the effect of organisational culture as perceived by insurance employees.

Work-role psychosocial flourishing: Its mediation role on workplace bullying and employee turnover intention

The study investigated the work-role of psychosocial flourishing attributes in countering workplace bullying behaviour and turnover intention. Data on participants’ perceptions of workplace bullying behaviour, turnover intentions, and psychosocial flourishing were collected from n = 373 employees in various South African organisations. Simple mediation modelling was utilised to determine psychosocial flourishing effects on workplace bullying - turnover intention. The results showed strong perceptions of workplace bullying to be related to high turnover intention with psychosocial flourishing partially explaining lower levels of turnover intent from strong perceptions of workplace bullying. Work-role psychological flourishing might be beneficial to workplace health and psychological safety as well as for reducing unwanted turnover.