Engaged but exhausted: Work-related wellbeing profiles of South African employees

Organizations and colleagues alike benefit from dedicated employees who are immersed in their work and energetically pursue their tasks. Unfortunately, this may come at a price for employees who may burn out. Organizations are, therefore, confronted with a responsibility to assist employees in striking a balance between eagerly engaging in their tasks and taking care of their wellbeing. Before designing and implementing interventions, it is valuable to identify how engagement and burnout components cluster within individuals and whether these different combinations have different implications for employees. The study aimed to explore whether burnout and work engagement combine within individuals to form different burnout-engagement profiles. The study also aimed to examine the implications of different profiles for employees’ psychological distress, affective commitment, and turnover intention. Among 1048 South African employees, latent profile analysis highlighted five distinct burnout-engagement profiles: Burned-out, Risky, Moderately balanced, Stars, and Workaholics. The Burned-out reported higher levels of psychological distress than the Risky. Still, both reported higher levels than the Moderately balanced, who also reported higher levels of psychological distress than the Stars. The Burned out and the Workaholics reported equal levels of psychological distress. The Stars reported the highest levels of affective commitment, followed by the Workaholics, the Moderately balanced, and the Risky, with the lowest levels reported by the Burned-out. The Burned-out reported the highest levels of turnover intention, followed by the Risky, the Workaholics, and the Moderately balanced, with the lowest levels reported by the Stars. Limitations, recommendations for future research and practical implications are discussed

Psychometric properties of the Flourishing Scale for South African first-year students

This study focused on a positive construct of well-being, namely flourishing. In a multicultural and diverse country such as South Africa, it is a legal requirement to provide evidence that measures of psychological constructs, like flourishing, are fair, unbiased, and equivalent for diverse groups in the country. The aim was to test the psychometric properties of the Flourishing Scale, a purpose-made scale that measures positive functioning across various areas of life. This study tested the factorial validity, item bias, measurement invariance and reliability of the Flourishing Scale in a sample of 1088 South African first-year university students. A unidimensional structure was confirmed. Although three items showed statistically significant uniform and total bias for language and campus groups, the magnitude and practical impact were negligible. No evidence of bias across gender groups was found. Configural, metric and partial scalar invariance were established for language and campus groups. Full measurement invariance was established across gender groups. Cronbach’s alpha coefficient was 0.91, indicating high reliability. The study provided promising results for using the Flourishing Scale among South African university students to measure flourishing as an aspect of well-being. Contribution: This study contributes to the field of student well-being in South Africa. No studies could be found that test for item bias or measurement invariance of the Flourishing Scale, specifically for South African first-year students. This study is the first to test these psychometric properties of a Flourishing Scale in a multicultural setting for students from different languages

New perspectives on the role of customer satisfaction and commitment in promoting customer citizenship behaviours

Background: It is widely accepted that the relationship quality dimensions of customer satisfaction and commitment may impact on customer citizenship behaviour. The positive effect of customer satisfaction on customer commitment is also undisputed within the relationship marketing literature.   Aim: It was the aim of this study to examine the extent to which customer commitment mediates and strengthens the relationship between customers’ perceived satisfaction and their citizenship behaviour. In the context of Internet banking, the study aimed to examine the extent to which customer’s commitment towards the service provider (the bank) strengthens the relationship between satisfaction with the service provided (Internet banking) and customer citizenship behaviour (consumer advocacy and the helping of other customers).   Setting: The study was conducted in the South African Internet banking environment, which could benefit from a model of factors contributing to customer citizenship behaviour, specifically the sub-dimensions of consumer advocacy and helping behaviour.   Methods: A descriptive and quantitative research design was followed and the survey responses obtained from 491 existing users of Internet banking services were used in the analysis.   Results: Following the structural equation model results, the direct relationships between all constructs were confirmed. Customer commitment, however, has only a partial mediating effect on the relationships between customer satisfaction and the sub-dimensions of consumer advocacy and helping behaviour.   Conclusions: From a theoretical perspective, the research findings provide more insight into the role of customer satisfaction and commitment in contributing to customer citizenship behaviour and the extent to which both relationship quality factors are needed in order to do so. From a practical perspective, banks should adapt their marketing strategies to facilitate greater relationships with customers responsible for citizenship behaviours. Customers promoting the benefits of the service to other customers and helping them to use the service may ultimately contribute to greater adoption and use of Internet banking services

The psychometric properties and measurement invariance of the Burnout Assessment Tool (BAT-23) in South Africa

Background: Burnout is an increasing public health concern that afflicts employees globally. The measurement of burnout is not without criticism, specifically in the context of its operational definition as a syndrome, also recently designated as such by the World Health Organisation. The Burnout Assessment Tool (BAT-23) is a new measure for burnout that addresses many of the criticisms surrounding burnout scales. The aim of this study is to determine the validity, reliability, and measurement invariance of the BAT-23 in South Africa. Method: A quantitative, cross-sectional survey, approach was taken (n = 1048). Latent variable modelling was implemented to investigate the construct-relevant multidimensionality that is present in the BAT. For measurement invariance, the configural, metric, scalar, and strict models were tested. Results: The analyses showed that the hierarchical operationalisation of BAT-assessed burnout was the most appropriate model for the data. Specifically, a bifactor ESEM solution. Composite reliability estimates were all well above the cut-off criteria for both the global burnout factor and the specific factors. The measurement invariance tests showed that gender achieved not only strong invariance, but also strict invariance. However, ethnicity initially only showed strong invariance, but a test of partial strict invariance did show that the mean scores could be fairly compared between the groups when releasing certain constraints. Conclusions: The BAT-23 is a valid and reliable measure to investigate burnout within the Southern African context

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

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 best-fitting 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

Perceived value, relationship quality and positive WOM intention in banking

PURPOSE : The purpose of this paper is to explore the proposed relationships between perceived usefulness (a dimension of perceived value), the relationship quality factors (competence trust and continuous commitment) and positive word-of-mouth intentions in an electronic banking setting. DESIGN/METHODOLOGY/APPROACH : A survey was conducted among 511 electronic banking customers. FINDINGS : Continuous commitment was found to mediate the relationships between perceived usefulness and competence trust with positive word-of-mouth intention, respectively. RESEARCH LIMITATIONS/IMPLICATIONS : The results indicate the role of perceived value and relationship quality in contributing to positive word-of-mouth intention. PRACTICAL IMPLICATIONS : The findings could also guide banking institutions in managing their existing electronic banking customers more appropriately and to encourage them to engage in word-of-mouth behaviour that will convince other potential users of the benefits of the service. ORIGINALITY/VALUE : Little is known on a mediated model noting the connection between perceived value, the relationship quality factors competence trust and continuous commitment and positive word-of-mouth intention. The findings provide more insight into the matter and accordingly contribute to the developing body of knowledge on perceived value, relationship quality and behavioural intention and their importance to the stream of research on positive word of mouth.This work is based on research supported in part by the National Research Foundation of South Africa (Grant No. 96188).http://www.emeraldinsight.com/loi/ijbmhj2019Gordon Institute of Business Science (GIBS

Investigating the factor structure of the South African Personality Inventory – English version

Abstract: Most psychological measuring instruments developed in Western, educated, industrial, rich, democratic (W.E.I.R.D.) countries have been found to inadequately capture and represent personality outside the borders of these countries. Consequently, culturally informed or indigenous measuring instruments need to be developed. Research purpose: This study aimed to inspect whether an overlap exists between the empirical data obtained and the theoretical six-factor SAPI framework, providing evidence for an indigenous personality structure in a multi-cultural context. Motivation for the study: Psychological professionals in South Africa have been criticised for using culturally biased instruments that do not display an accurate representation of the 11 official cultural groups. The South African Personality Inventory (SAPI) aims to address these criticisms, highlighting the importance of establishing the cultural applicability of the model through model-fit analyses..

Assessing the nomological network of the South African personality inventory with psychological traits

The purpose of this study was to expand internal construct validity and equivalence research of the South African Personality Inventory (SAPI), as well as to investigate the nomological validity of the SAPI by examining its relationship with specific and relevant psychological outcomes. The internal and external validity of the SAPI was assessed within three separate samples (N = 936). Using the combined data from all three samples, Exploratory Structural Equation Modelling (ESEM) indicated that the six-factor SAPI model fit proved to be excellent. Measurement invariance analyses showed that the SAPI dimensions in the ESEM model were invariant across gender and race groups. Next, two separate studies explored the associations of the SAPI factors with relevant psychological outcomes. An ESEM-within-CFA (set ESEM) method was used to add the factors into a new input file to correlate them with variables that were not part of the initial ESEM model. Both models generated excellent fit. In Study 1, psychological wellbeing and cultural intelligence were correlated with the SAPI factors within a sample of students and working adults. All of the psychological well-being dimensions significantly correlated with the SAPI factors, while for cultural intelligence, the highest correlations were between Meta-cognition and Openness and Meta-cognition and Positive Social- Relational Disposition. In Study 2, work locus of control and trait anxiety was correlated with the SAPI factors within a sample of adults from the general South African workforce. Work Locus of Control correlated with most factors of the SAPI, but more prominently with Positive Social-Relational Disposition, while Neuroticism correlated strongly with trait anxiety. Finding an appropriate internal structure that measures personality without bias in a culturally diverse context is difficult. This study provided strong evidence that the SAPI meets the demanding requirements of personality measurement in this context and generated promising results to support the relevance of the SAPI factors.The South African National Research Foundationhttp://www.frontiersin.org/Psychologyam2022Human Resource Managemen

Measurement invariance of the Burnout Assessment Tool (BAT) across seven cross-national representative samples

The aim of this study was to investigate the measurement invariance of the Burnout Assessment Tool (BAT) across seven cross-national representative samples. In this study, burnout was modeled as a second-order factor in line with the conceptual definition as a syndrome. The combined sample consisted of 10,138 participants from countries in Europe and Japan. The data were treated as ordered categorical in nature and a series of models were tested to find evidence for invariance. Specifically, theta parameterization was used in conjunction with the weighted least squares (mean- and variance adjusted) estimation method. The results showed supportive evidence that BAT-assessed burnout was invariant across the samples, so that cross-country comparison would be justifiable. Comparison of effect sizes of the latent means between countries showed that Japan had a significantly higher score on overall burnout and all the first-order factors compared to the European countries. The European countries all scored similarly on overall burnout with no significant difference but for some minor differences in first-order factors between some of the European countries. All in all, the analyses of the data provided evidence that the BAT is invariant across the countries for meaningful comparisons of burnout scores