Improvement interventions: To what extent are they manifestations of social defences?

Orientation: The statistical record of change and improvement interventions to deliver on expectations is notoriously poor. Yet, new interventions are started constantly. Research purpose: The aim is to provide an explanation to the lure behind interventions and to contribute to building a theory on plausible systems psychodynamic drivers and mechanisms of recurrent change interventions. Motivation for the study: This study provides insights into social defences in ways that did not receive much attention previously; specifically how defence mechanisms act as drivers for new change and improvement interventions. Research design, approach and method: A literature study, consisting of a literature review and a phenomenological analysis. The study was conducted from the systems psychodynamic approach. Main findings: Improvement interventions often represent defences that serve to contain anxieties or maintain fantasies. Four specific themes emerged: interventions defend the perception of being in control, they maintain the fantasy that one is busy with worthy actions to overcome challenges, they are defences against boredom or contain anxieties about incompetence, and they maintain the fantasy of being heroic leaders. Practical/managerial implications: The findings can assist leaders to understand their own defences in order to avoid embarking on non-essential interventions. This can free up much time, energy and effort to spend on other priorities, assisting organisations to achieve better results. Contribution/value-add: The study refutes the notion that improvement interventions are always rational coping mechanisms and highlights the role of improvement interventions as defences to reduce anxiety, even though they may contribute little to organisational survival in real terms

Workplace spirituality and job satisfaction

Published ArticleIn order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These fi ndings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the signifi cant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfi ed with their entire work experience

Measuring spirituality in South Africa: Validation of instruments developed in the USA

Published ArticleSpirituality is receiving increased attention in the context of the workplace. Research consistently shows that spirituality is signifi cantly correlated with mental health and well-being. Most of the research on spirituality, particularly in the context of the workplace, is conducted with instruments developed in the USA. However, the inter-cultural measurement of constructs remains a concern, because instruments developed in one culture are not necessarily transferable to another culture. In the current study, the transferability of two spiritual measures developed in the USA, namely the Human Spirituality Scale (HSS) and the Organizational Spirituality Values Scale (OSVS) are considered for a sample from South Africa. The results confi rm the construct validity of the HSS and the OSVS, but indicate that the factor structures of the HSS and the OSVS should be analysed and reconfi rmed when used, particularly in a South African sample. The study provides evidence that the HSS and the OSVS cannot be transferred indiscriminately to a South African sample. This insight contributes to the quality of future research studies in South Africa, not only on the important aspect of spirituality, but also when applying instruments developed elsewhere in the world

The Experience of Spirituality in a Multicultural and Diverse Work Environment

Published ArticleWorldwide, the study of spirituality is receiving increased attention, but very little is known about spirituality and its manifestation in African organizations. The aim of this research was to explore the experience of spirituality in a multicultural and diverse working environment, in order to enhance understanding of the functioning of spirituality in relation to diversity in the workplace. In particular, the study explores workplace spirituality from an individual and an organizational perspective within diverse organizations operating within a multicultural society. A cross-sectional study was conducted with a sample of 600 white collar workers from two organizations in different industries in South Africa. The research findings indicate that there is an inverse relationship between workplace spirituality and individual spirituality. Furthermore, the study confirmed that the experience of both personal and organizational spirituality is impacted by several diversity characteristics within a multicultural environment. In order to improve understanding of the experience of spirituality in multicultural societies and organizations, further empirical research is recommended. Globally, organizations need to realize the importance of embracing spirituality, in order to function effectively in a multicultural environment

The High impact leader: Moments matter in accelerating authentic leadership development

Book Revie

Die onderlinge vermaning in pastorale perspektief

Proefskrif (D. Th.) -- Universiteit van Stellenbosch, 1971.Full text to be digitised and attached to bibliographic record

The impact of social media on recruitment : are you LinkedIn?

CITATION: Koch, T., Gerber, C. & De Klerk, J. J. 2018. SA Journal of Human Resource Management / SA Tydskrif van Menslikehulpbronbestuur, 16:a861, doi:10.4102/sajhrm.v16i0.861.The original publication is available at https://sajhrm.co.za/index.php/sajhrmOrientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation. Research purpose: This research investigates the impact of social media on the recruitment process in South Africa. Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially. Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes. Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter. Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential. Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.https://sajhrm.co.za/index.php/sajhrm/article/view/861Publisher's versio

Measuring spirituality in South Africa: Validation of instruments developed in the USA

Spirituality is receiving increased attention in the context of the workplace. Research consistently shows that spirituality is significantly correlated with mental health and well-being. Most of the research on spirituality, particularly in the context of the workplace, is conducted with instruments developed in the USA. However, the inter-cultural measurement of constructs remains a concern, because instruments developed in one culture are not necessarily transferable to another culture. In the current study, the transferability of two spiritual measures developed in the USA, namely the Human Spirituality Scale (HSS) and the Organizational Spirituality Values Scale (OSVS) are considered for a sample from South Africa. The results confirm the construct validity of the HSS and the OSVS, but indicate that the factor structures of the HSS and the OSVS should be analysed and reconfirmed when used, particularly in a South African sample. The study provides evidence that the HSS and the OSVS cannot be transferred indiscriminately to a South African sample. This insight contributes to the quality of future research studies in South Africa, not only on the important aspect of spirituality, but also when applying instruments developed elsewhere in the world.http://www.tandf.co.uk/journals/titles/09540261.asp2015-07-01hb201