486

Research Area: Industrial/

Organisational/Work
Session Type: Papers
Police culture and organisational socialisation as predictors of prosocial and ethical
behaviour of ofcers of the Nigerian police
force
Aderemi Alarape University of Ibadan, Nigeria
An ofcial priority concern for the Nigeria Police
Force is unethical behaviour by police ofcers.
There is little indication that the organisation is
effectively overcoming this problem. The present
study was designed to examine the roles of police
culture and organisational socialisation on prosocial
and ethical behaviour among a sample of Nigeria
police. Using a cross-sectional survey design, data
was collected from 193 participants drawn from
ofcers of the Nigeria Police Force, Ogun State
Command, Sagamu, Nigeria. Results of the multiple regression computed reveal that police culture
themes of solidarity, isolation and cynicism and
organisational socialisation were signicantly predictive and explained 28% of the variance in police
ofcers prosocial behavior,while only police culture themes of solidarity and isolation were significantly predictive and explained 12% of police
ofcers unethical behaviour. These ndings were
discussed in the context of socio-dynamic theory,
socialisation theory and ethical theories, while the
practical implications for the training of ofcers of
the Nigeria police were discussed.

Attitudes toward organisational change: The

inuence of emotional intelligence and personality
Aderemi Alarape University of Ibadan, Nigeria
Previous research on organisational change has mainly focused on organisational factors neglecting the
individual-oriented factors. This study examined the
inuence of emotional intelligence and personality on
attitudes toward organisational change in the power
sector in Nigeria. A survey of 200 employees of a
public corporation in Lagos State, Nigeria was taken
with a questionnaire. The result of the correlational
analysis showed a signicant positive relationship
between openness to experience, agreeableness, conscientiousness and attitudes toward organisational
change. In addition, the result of the multiple regression computed showed that extroversion and conscientiousness independently predicted attitudes toward
organisational change. Twenty-four percent of attitudes toward organisational change was accounted
for by employees personality and emotional intelligence. The ndings imply that personality and emotional intelligence are relevant for positive attitudes
towards organisational change among power sector
employees in Nigeria.

The effect of antecedent variables on accepting career bridge employment in retirement

Molood Amiri Isfahan University, Islamic Republic of
Iran; Abolghasem Nouri; Hamid Oreyzi
It is almost three decades that retirement is
viewed as a process. Persons entered in bridge

Industrial/Organisational/Work
employment - that as an analogy compare it to a
bridge that link the world of work to work withdrawal. The current research was to investigate
personal characteristics, job related psychological
variables and other variables related to retirement
design and planning in bridge employing in their
job before retirement, and the effect of precedent
variables on their decisions. The current study
design is longitudinal research and the participants were geriatric retirees who continued their
careers in their former job and compared to fully
retired persons. Instrument were self reported inventory, included demographic information (
namely age and educative ) and health , nancial
status, job tension, job satisfaction and thought
about retirement. In order to analyse data the
stratied logistic analysis, odd ratio, chi square
test for goodness of t of the model, and R2 effect
size estimation were used. Results indicate that
personnel expected to retire, that adopt bridge
employment in their former career in industry
were younger, more educated, healthier, experienced less job tension and were more satised
with their job, however their nancial status were
better. The last nding was surprising at rst
glance, however it is the result of their educational
level that help them acquire bridge employment.
Retirement is a signicant period in each persons
lifespan that, if not correctly planned, may lead
workers to suffer because of psychological tension
and economical constraints.

Outcome evaluation of successful self, a

program to prevent psychosocial distress
among new health professionals
Mikayo Ando Okayama University, Japan; Shinichiro Ando Okayama University, Japan
This study evaluated the impact of Successful
Self, an intervention program focused on self-understanding, coping under difcult situations, and
communicating with others to improve social competence and self-efcacy and to prevent psychosocial distress among various kinds of rst-year health
professionals in a general hospital. Five physicians,
16 nurses, and two pharmacists attended the program in 2010 (the 2010 group). In 2011, four
physicians, 15 nurses, and two pharmacists attended
a program, modied by the evaluation of the 2010
group (the 2011 group). Participants attending the
program in both groups completed surveys before
Time 1 and after Time 2. The intervention program
included four weekly sessions covering self-understanding, self-control, interpersonal relationships,
problem-solving, conict resolution, and stress
management. To improve the 2011 program, an
occupational health physician acted as facilitator
and experienced nurses acted as co-facilitators. For
all participants, there were no signicant differences
at Time 1 between the 2010 group and the 2011
group. At Time 2, depression and confusion were
signicantly lower in the 2011 group than in the
2010 group. For nurses, there were no signicant
differences at Time 1 between the 2010 group and
the 2011 group. At Time 2, anxiety, depression,
fatigue, and confusion were signicantly lower in
the 2011 group than in the 2010 group. The intervention program effectively prevented some aspects
of psychosocial distress among new Japanese health
professionals.

Organisational climate: A case study in a

Brazilian public organisation
Monica Aparecida De Oliveira Universidade de Brasilia-UNB, Brazil; Onofre Miranda
Culture is always characterised as the way that
people think, act and feel, while organisational
climate has been conceptualised as workers perceptions of their organisational environment. Considering studies on organisational climate, many
works have addressed its positive and negative
aspects as well as the employees satisfaction
concerning organisational aspects such as: leadership, co-workers, organisations structure. In this
sense, this study aimed to investigate the perceptions workers of organisational climate in a Brazilian public organization as well as the positive and
negative aspects of it and their satisfaction
concerning on many organisational aspects. We
conducted a case study with a descriptive survey
to a sample of workers to gather information on
what they think about their organisational climate
(co-workers, leadership, payment, commitment, activities performed and quality of life programs).
The results showed that employees perceive the
positive organisational climate (72,2%), as much as
satisfaction (66,6%). Most participants realise that
the satisfaction is due to the activity performed
(41,6%) and workers commitment (27,7%). These
results conrm the positive aspects that inuence
the organisational climate indicated by respondents
as well as other factors, such as leadership (58,5%),
payment (55,5%), commitment (83,3%) and activities (91,5%). It is also observed that participants
consider the lack of investment in quality of life
programs (78%) as a negative aspect to the organisational climate. The results are discussed
concerning theories, and suggestions are proposed
for the organisation and for future studies.

The relation between work engagement and

work-family conict: The moderating role of
perceived family support
Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Abolghasem Nouri; Hamidreza
Oreyzi
Most of past research was aimed at the positive
consequences of work engagement in organisations,
however, a few studies emphasised the negative
aspects of work engagement. This study identied
the relationship of work engagement and workfamily conict relating to the moderating role of
perceived family support. Data were collected from
183 employees of an industrial company, who were
selected by stratied sampling. The instruments in
the present study consisted of Utrecht Work Engagement Scale (UWES, Schaufeli et al., 2002),
Work-Family Conict Questionnaire (Netemeyer,
Boles, & McMurrian, 1996) and Questionnaire of
Family Support, (Procidano & Heller, 1983). The
moderated regression analysis was used for the
assessment of the moderation role of family support. The results indicated that family support moderated the relationship between work engagement
and work-family conict. According to the ndings,
when people involve in work, their energy for
family functions reduce, but when their families
support them, despite high work engagement, they
feel less conict between work and family duties.

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Industrial/Organisational/Work
The relation between work engagement and
employee health: The moderating role of
perceived organisational support
Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Abolghasem Nouri; Hamidreza
Oreyzi
Employee health is affected by many organisational
factors. Research shows inconsistencies between the
relationship of work engagement and employee
health, which may be affected by other variables. This
study examined the relationship of work engagement
and employee health, with consideration to the moderating role of perceived organisational support. Data
were collected from a sample of 223 employees of an
industrial organisation in Isfahan, who were selected
by a stratied random sampling method. The instruments used in the study consisted of the Utrecht Work
Engagement Scale (UWES, Schaufeli et al, 2002),
General Health Questionnaire (Goldberg, 1970) and
perceived organisational Support Questionnaire
(Rhoades and Eisenberger (2002). The moderated
regression analysis was used for the assessment of
the moderation role of organisational support. Findings indicated the negative relationship between work
engagement and employee health, but this relationship
is moderated with organisational support. We conclude that work engagement decreases the physical
energy for countering health threatening elements
which, with organisational support, reduces the negative consequences of work engagement on health.

Relationship of work engagement and employee health with considering the mediating role of work/family conict
Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Hamidreze Oreyzi; Abolghasem
Nouri
With the appearance of positive psychology, emphasis on positive skills and behaviours has
replaced attention to behavioural incapability. The
present study tested a mediational model consisting
of physical health as the dependent variable and
work engagement as the independent variable, with
the work-family conict as its mediator. Data were
gathered from a sample of 183 employees at an
industrial organisation in Iran, who were selected
by a stratied random sampling method. The instruments used in this study were the Utrecht Work
Engagement Scale (UWES, Schaufeli et al., 2002),
Work-Family Conict Questionnaire (Netemeyer,
Boles, & McMurrian, 1996) and General Health
Questionnaire (Goldberg 1970). Structural equation
modeling (SEM) through AMOS-18 and SPSS-18
software packages were used for data analysis. The
results supported components of the proposed model, in that work engagement predicted work-family
conict, which in turn predicted physical health. In
addition, work-family conict mediated these relationships. Discussion and implications of the results
are presented in the study.

Information security and organizational

change perception: Inuences on security
attitudes and behaviors
Talita Arantes Unb, Brazil; Elaine Neiva
Information plays a strategic role in the organizational environment, therefore its security is crucial for
organizations to remain competitive. It is important to
pay attention not only to technology resources, but

also to people that are an essential factor of information security. This paper aims to understand individual security behavior in the work environment, testing a mediation model which identies two
antecedents of security behavior: Organizational
practices of information security and organizational
change perception toward practices, and security
practices-related attitudes as the mediator variable.
For this study, an instrument composed of four tenpoint Likert scales was used. Three scales were
developed and validated to measure the practices,
attitudes and behavior toward 61 statements. A tenpoint scale was used to measure the organizational
change perception toward 30 statements. All the
scales presented a two-dimensional structure. Data
were collect from 623 cases in a Brazilian public
organization by on-line survey. Descriptive analyses,
exploratory factor analysis and regression analysis
were conducted. The results showed that security
practices-related attitudes mediated the relation between the organizational and individual levels, that is,
in so far as the organization implements security
practices, the individuals perceive radical organizational change (R2=.279) and present positive security
practices-related attitudes, which in turn, impacts on
information security behavior (R2=.158).

Quality of work life: Increasing productivity

by delivering recognition, a case study in
Mexico
Fernando Arias-Galicia Morelos State University,
Mexico; Francisco Barroso-Tanoira
The construct of quality of work life (QWL) may be
considered to be composed of several factors. In this
paper attention is focused on recognition (how the
employees work is valued and appreciated). The
goals of this research were: (a) to determine workers
degree of recognition received, and (b) to determine
if there was a signicant relationship between recognition and productivity. The study was performed in
the maquiladora (in bond) industry dedicated to jeans
manufacturing in Yucatn, Mexico. This rm was
selected because it hires workers from all states in
the south-east of the country, as well as for its size
and organisation. There are 2,800 workers in ve
plants (cutting, sewing, laundry, dry process and
care). A random representative sample (n= 329) of
workers was surveyed by means of a questionnaire
designed to ascertain QWL; recognition was one of
the measured variables. This study is correlational.
Participation was voluntary. No one worker refused.
Results showed a signicant difference among the
workers depending on age and job position. The
most interesting result was a positive signicant correlation between recognition and the percentage of
goals reached (an indicator of productivity). It can be
argued that an intervening variable is motivation. It is
recommended that performance continues to be recognized. One way to achieve this goal is to launch a
permanent training program for supervisors. These
results are relevant for an intervention in the rm for
building a QWL model for this kind of enterprise.

Organisational defences, anxiety and leadership: A psychoanalytic study of resistance to

change
Corinna Arndt University of Oxford, United Kingdom
This paper is an exploratory, qualitative case study
of the South African Broadcasting Corporation, a

former Apartheid propaganda machine that is now

a relatively independent modern media organisation. Yet it is widely acknowledged within and
outside the organisation that its news department
is performing signicantly below its potential. A
widely acknowledged need for the professionalisation of its journalism has led to multiple failed
attempts over the years to affect lasting change.
This failure is usually attributed to problems of
leadership, political interference and commercial
pressures. I argue that it has as much, if not more,
to do with a particular organisational culture that
works in powerful ways to keep change at bay.
Approaching the study of organisations from a
psychoanalytic perspective, I analyse dominant individually held and shared anxieties and link these
to the South African historical, political and social
context. I discuss how these anxieties can cause
breakdowns in task group structure leading to a
general deterioration of morale, followed by a
regression in group processes and the formation
of organisational (social) defence systems. These
dynamics can exert pressure on leaders, potentially
causing them to regress in turn, displaying the very
autocratic, narcissistic and uncaring behaviour so
often held responsible for the problems of the organisation. I draw on Open Systems Theory
(Lewin, Rice, Miller), Psychoanalysis (Kernberg,
Menzies), and Group Relations Theory (Bion). The
paper is based on extensive ethnographic eldwork,
including more than 100 in-depth interviews and
more than 6 months full-time participant observation in newsrooms.

Perceived organisational climate and job

characteristics as mediators of the relationship between core self-evaluations and job
satisfaction
Nasrin Arshadi Shahid Chamran University, Islamic
Republic of Iran
This study tested a mediational model consisting of
job satisfaction as dependent variable and core selfevaluation (CSE) as an independent variable, with
perceived job characteristics and perceived organisational climate as its mediators. Using structural
equation modeling (SEM), the relationships were
examined in a sample of 294 full-time employees in
an industrial organisation in Iran who were selected
by stratied random sampling methods. The results
revealed that a) CSE was positively related to perceived job characteristics and perceived organisational climate, b) CSE was positively related to job
satisfaction, and c) perceived job characteristics and
perceived organisational climate partially mediated
the relationship of CSE with job satisfaction. Discussion and implications of the results are presented
in the study.

Leader-member exchange and subordinates

job satisfaction and organizational commitment: Mediating role of organizational justice
Nasrin Arshadi Shahid Chamran University, Islamic
Republic of Iran; Maryam Ghanenia
The purpose of this study was to test a model
consisting of job satisfaction and organizational
commitment as dependent variables and two dimensions of LMX as independent variables. LMX is
conceptualized as a two dimensional construct,
LMX-Contribution and LMX-Affect. Perceptions

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Industrial/Organisational/Work

of procedural, distributive, and interactional justice

are hypothesized to mediate the relationship of
LMX with dependent variables. Data were gathered
from a sample of 216 employees of an industrial
organization in Iran, who were selected by stratied
random sampling method. Of this sample, 71.3
percent were men and average age was 40 years.
The instruments used in present study consist of
LMX, Organizational Commitment, Job Satisfaction, and Perceived Organizational Justice Questionnaires. Structural equation modeling (SEM)
through AMOS-16 and SPSS-18 software packages
was used for data analysis. The overall results
supported most of the hypotheses. Discussion and
implications of the results are presented in the
study.

rmed that victims appraise their mistreatment

experiences negatively, with females experiencing
more negative reactions than males. More specically, we found that feeling disturbed as a result of
mistreatment related to organisational retaliation,
and feeling annoyed related to retaliation against
others. We found further that negative reciprocity
norms related to feelings of frustration and retaliation against perpetrators, and that hostility related to
feeling disturbed and organizational retaliation. Finally, anger also related to retaliation against perpetrators and the organization. These results suggest
the presence of more complex mediatory relationships between mistreatment, individual differences,
and retaliation, which we will discuss in reference
to the three theories.

Designing and testing a model of some precedents and outcomes of job stress

Burnout and shift work rotation: Absence

and proactive personality as moderators

Nasrin Arshadi Shahid Chamran University, Islamic

Republic of Iran; Hojat Damiri; Abdolkazem Neisi
The aim of this research was designing and testing a
model of some precedents and outcomes of job
stress. The proposed model consisted of role stress
(role ambiguity, role conict and role overload) and
effort-reward imbalance (ERI) as precedents of job
stress and work motivation, job performance and
turnover intention as outcomes. Further, organizational based self-steam (OBSE) was considered as a
moderator of the relationship between job stress and
its outcomes. The sample consisted of 286 employees of Iranian National Drilling Company (INDC).
who were selected by simple random sampling
method. Structural equation modeling (SEM)
through AMOS 16 and SPSS 18 software package
were used for data analysis. Moderated regression
method was used for the analysis of moderating
effects. Findings indicated that the proposed model
t the data. The results also revealed the moderating
role of OBSE.

Vishwanath Baba McMaster University, Canada;

Dilek Nayir; Louise Tourigny
We investigate the dynamics of burnout among
hospital nurses in Turkey, using an interactive approach. We focus on the roles of personality, behaviour and context in altering the dynamics. We
analyse the 3-way interaction effect of emotional
exhaustion, proactive personality and absence behaviour on diminished personal accomplishment
and depersonalisation for both xed and rotating
shifts. The sample is composed of 402 nurses, 230
of them working in rotating shifts. We used a
questionnaire survey to collect the data. Hierarchical moderated regression with a split le based on
types of shift is the analytical technique employed.
Results reveal a signicant 3-way interaction effect
for diminished personal accomplishment and depersonalisation respectively, but only for nurses working in rotating shifts. Absence has a buffering effect
in the case of diminished personal accomplishment
but only for nurses who are highly proactive. Findings highlight the recuperative role of absence for
nurses who are proactive in the context of shift
work rotation. Results show that the dynamics of
burnout is complex in the sense that the impact of
emotional exhaustion can be altered by personality
and behaviour. It is also contingent in the sense that
the work context can yield different outcomes as
found for shift work rotation. The implications for
burnout research and human resources management
in health care are discussed.

Retaliation following mistreatment: The not

so simple role of victim emotional appraisal
and victim traits in the development of a
deviance spiral
Neal Ashkanasy The University of Queensland, Australia
Workplace mistreatment involves verbal and nonverbal abusive behaviour intended to intimidate,
humiliate, obstruct, and undermine. Although there
is evidence that mistreatment leads to negative
organisational and individual outcomes, little is
known about how and why these manifest. We
focus here on retaliatory behaviour. Retaliation is
important because it can create a deviance spiral,
leading to further mistreatment and ineffective organisational performance. Based on affective events
theory (Weiss & Cropanzano, 1996) and the transactional theory of stress (Lazarus & Folkman,
1984), we hypothesised that victim primary appraisal (negative emotional reactions) following mistreatment leads to expressively driven retaliatory
behaviour. We also hypothesised from trait activation theory (Tett & Burnett, 2003) that retaliation
would be predicted by trait aggressiveness (verbal
aggression, hostility and anger). To test our hypothesis, we surveyed, at two points in time, 120 Australian professional service rm employees, 82 of
whom had experienced mistreatment. Results con-

Changes in work control: How important are

goal characteristics?
Carolina Bahamondes Pavez University of Freiburg,
Germany; Heinz Schapbach; Allam Wael
Several changes have taken place in the world of
work in the last decades. The assignment of tasks
has become highly output-oriented. Employees become increasingly responsible for both the working process itself, and the achievement of set
goals, and the performance assessment of employees is attached to goal attainment. Goal setting
research has mainly focused on the relationship
between goal characteristics, motivation and performance. Little research has highlighted the
effects of goal setting on well-being. We expect
a negative effect for well-being when goals are
inappropriate, and resources for their attainment
are not available. This study examines how goal

characteristics are associated with well-being. The

characteristics of the goals employees have to
achieve might also have an inuence on the work
demands. Data from 300 employees of three German companies was obtained by questionnaire
which assessed goal characteristics and work
demands. Indicator of well-being impairments was
the Irritation scale. The results show that goal
characteristics (e.g. goal attainability) positively
anticipated negative consequences when goals remain unattained and are negatively linked to wellbeing. However, the effect of these goal characteristics on well-being is completely mediated by
work demands. Goal characteristics inuence
aspects of the working situation and are thereby
associated to well-being. If we intend to achieve
healthy working conditions, special attention has
to be paid to the characteristics of goals. These
results and their implications will be presented and
discussed at the conference.

Effects of vertical conict between critical

team member and team manager on shared
mental modes, team external activities, and
team performance
Xin-Wen Bai Institute of Psychology CAS, China
The current study aimed to examine the effects of
vertical conict between critical team member
(CTM) and team manager on shared mental models
(SMMs), team external activities, and team effectiveness. Authors proposed that vertical conict had
a detrimental effect on team performance, and such
negative effect would be mediated by SMMs and
team external activities. Based on the survey data
from 131 teams from a large telecommunication
corporation in China, series of hierarchical regression analyses indicated that (a) vertical relationship
conict between CTM and team manager was negatively related to team performance ( = -0.33, p <
0.01), while the effect of vertical task conict on
team performance was signicant and positive ( =
0.22, p < 0.05); (b) similarly, a negative effect of
relationship conict ( = -0.24, p < 0.05) and a
positive effect of task conict ( = 0.26, p < 0.05)
on team external activities; (c) task conict had a
negative relation with task-related SMMs ( =
-0.30, p < 0.01), and relationship conict was negatively associated with team-related SMMs ( =
-0.26, p < 0.01); nally, (d) both SMMs and team
external activities failed to mediate the effect of
vertical conict on team performance. Results were
discussed in terms of the importance of the vertical
conict in investigating the conict-team performance relationship, and the importance of differentiating CTM from other members in theory and
practice of work teams.

The impact of individual and situational characteristics on trainee reactions and posttraining self-efcacy
Foroogh Bakhtiari Esfandagheh Payame Noor University, Islamic Republic of Iran
The purpose of this study was to examine the
impact of agreeableness, emotional stability, and
pre-training motivation (as individual characteristics) and perceived organizational support (as a
situational characteristic) on trainee reactions and
post-training self-efcacy (as an affective outcome
of learning). Data were collected from 278 male

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employees entering a training program on mental
health in organizations. The research was conducted
in two stages, before training and immediately after
training. Consistent with the hypothesized model,
agreeableness, and pre-training motivation were
signicantly and positively related to trainee reactions, which were signicantly and positively related to post-training self-efcacy. Furthermore, perceived organizational support was also found to
have a positive and signicant relationship with
pre-training motivation. Support was not found for
the signicant relationship between emotional stability and trainee reactions. An alternative model
was also tested. The results showed stronger support for the hypothesized model. The study highlighted the importance of individual characteristics,
such as agreeableness, that have been less empirically researched on trainee reactions and post-training self-efcacy. Moreover, this research expanded
our knowledge of the role of perceived organizational support in a training context. Future research
should continue to examine these and other factors
that inuence training outcomes.

Talent management systems: Friend or foe?

Werner Barkhuizen Saville Consulting, South Africa
The use and application of talent management systems and solutions within organisations are increasing signicantly. More vendors purport to provide
integrated talent management systems and solutions. The objective of this presentation would be
to critically evaluate the meaning of integrated talent management systems and solutions, and the
real-world applications required to create meaningful and value-adding integrated talent management
systems and solutions. Two case studies (N=6583),
from the nancial service industry are shared and
the benets obtained in each example will be elaborated upon. The presentation will include a complete overview of the talent management models
applied as well the implications for succession
management, leadership development and employee engagement.

New developments in organisational

leadership
Julian Barling Queen's School of Business, Canada
The nature, antecedents and consequences of leadership have attracted considerable research since
the end of the World War II. Transformational
leadership remains one of the most frequently
researched topics in organisational psychology,
with intriguing lessons that have implications that
extend well beyond the connes of organisations.
First, because most leadership research has focused on transformational leadership, which has
a wide array of applications, the central tenets and
lessons of transformational leadership will be offered. Second, recent research on apologies and
humor have illuminated the importance of humility
to the nature and consequences of leadership.
Third, gender issues regarding transformational
leadership provide fascinating challenges to conventional thinking about leadership. Fourth,
extending the lessons from transformational leadership to teaching and parenting will be explored.
Emerging issues will also be discussed, and these
include our research on the nature and effects of
leaders mental health.

To slaughter for a living: Employee wellness

in an abattoir work setting
Ha Barnard UNISA, South Africa; Antoni Barnard
Work and non-work spill over has been noted in
industrial psychology research in various work settings. The spill-over effect of violence at work may
threaten employee wellness. Slaughteroor employees in an abattoir are constantly confronted with
violence and death. The objective of this study was
to explore the impact of slaughtering on employee
well-being. A qualitative study was conducted in the
slaughter section of a leading abattoir in the meat
processing industry in South Africa. Purposive, nonrandom sampling was used to select 11 slaughteroor
employees to participate in the study. For triangulation purposes two managers and two supervisors
(also occasional slaughterers) also participated. Data
were gathered through in-depth interviews, related
performance documentation and observation of
slaughteroor activities. Thematic analysis yielded
19 themes and these were clustered in three categories depicting the physical, social and psychological
effects of slaughtering. Data revealed evidence of
substance abuse, socially deviant behaviour, negative
social labelling, dreams and nightmares, emotional
detachment, depression and anxiety. Results provide
evidence of a negative spill-over effect of slaughtering on the general wellness of employees. Slaughteroor employees display a high risk potential to suffer
from Post Traumatic Stress disorder. This was the
rst study researching the wellness of slaughteroor
employees in South Africa. The high risk to employee wellness substantiates a dire need for further
research to affect pro-active wellness interventions
in an abattoir setting.

Ethical leadership: Inputs from leader personality and inuences on organisational

performance
Angel Barrasa University of Zaragoza, Spain; Mirko
Antino; Francisco Gil; Margarita Marti; Angel Castro
This research investigated the link between personality, ethical leadership and organisational performance through quantitative and qualitative methods. Most research on ethical leadership to date has
focused solely on the consequences of ethical leadership, and in less quantity on its antecedents, but
not as an complete input-process-output model with
ethical leadership serving as the process. In the
current study, leader personality is studied as a
potential antecedent of ethical leader behaviour by
using leaders (41 corporate directors) main/principal motives (power, afliation and achievement).
The leaders were interviewed in order to obtain a
qualitative register of their motives. Ethical leadership behaviour patterns are obtained from different
companies by administering questionnaires to
members of their respective management teams
(124 leaders subordinate ofcers). Ethical leadership scales include leadership behaviours as perceived by subordinates: modesty, face-saver, humane orientation, integrity, and malevolent
(inverted). Organisational outcomes were obtained
from objective data provided by the companies
nancial directors (overall increase in income,
sales, asset account, or number of employees).
Results largely conrm how the main motives of
leaders (power, afliation and achievement) were
strongly associated with different ethical leadership
behavioural patterns, such as integrity or humane

orientation. Results also provide support for a positive direct relationship between ethical leadership
and organisational performance. Finally, consistent
with the proposed model, the effects of personality
motives on organisational performance are mediated by ethical leadership behaviours. These results
are discussed, and practical suggestions are provided for future research.

A case study exploring a behavioural approach

to managing people risk in organisations
Carin Bergh SHL South Africa, South Africa
A considerable amount of research has focused on
the relationships between organisational citizenship,
counter-productive work behaviours, and personality. One example is Digmans Alpha (Digman,
1997), which brings together three of the Big Five
constructs (i.e. Conscientiousness, Agreeableness
and Emotional Stability) into a factor which has
been described as the most important trait that
needs to be systematically measured among job
applicants (Viswesvaran, 2001). This factor has
particular application in service-oriented roles
where incumbents need to be reliable, work well
with others in a team and interact positively with
customers. The purpose of this presentation is to
discuss how assessment tools can help organisations take stock of the people risks among their
customer service teams, and to provide suggestions
on how to address those risks. This will be done by
sharing a case study from a nancial institution in
Southern Africa, which focused on a business area
where the service-orientation of the position
requires employees to be highly customer focused.
Employees completed a short criterion-oriented personality scale (COPS), and their results were compared to performance ratings provided by their
managers. At the macro level, such data provides
intelligence to the organisation of where may lie
potential sources of behavioural best practice, and
areas where the organisation has potential risk. At
the micro level insight was provided to individuals
and their managers to help them understand the key
behaviours they needed to address.

A diary study on the effects of leadership

style and emotion work on leaders exhaustion and satisfaction
Laura Bernhardt Goethe-University, Germany
Leadership as such is an emotional process. Thus,
emotion work is an important factor in leader-subordinate-interactions with effects on leaders well-being
and job satisfaction. We argue that leaders emotion
work, in form of different emotion regulation strategies, in interactions with subordinates is dependent
on their leadership style. We hypothesise that the
more relationship-oriented the leader, the more deep
acting and automatically regulated they are. The more
task-oriented the leader, the more surface acting and
deviance is used. Further, we hypothesise that leaders emotional intelligence and gender both inuence the leadership style as well as the emotion
regulation strategies. Moreover, the different emotion
regulation strategies have differential effects on emotional exhaustion and job satisfaction. We conducted
a diary study with 165 leaders who completed a
questionnaire each and up to ve diaries, resulting
in 520 recorded emotionally important interactions
with subordinates. Results of multilevel analyses

490
conrmed our hypotheses that emotion regulation
strategies are used depending on the leadership style
in the interaction. Further, that emotional intelligence
is positively associated with deep acting and automatic regulation. Results also revealed that emotional
exhaustion is higher in connection with surface acting
and deviance and that job satisfaction is higher in
connection with automatic regulation. Gender has
moderating functions. One practical implication is
that relationship orientation has not only positive
outcomes for subordinates, but also for leaders. Another implication is that organisations can train their
leaders in emotion regulation because two of the
strategies are associated with lesser exhaustion and
more satisfaction.

Examining gender in formal mentoring relationships

Sarika Bhana University of Witwatersrand, South
Africa; Grace Khunou
Mentoring is the exchange of information, social
capital, and support from mentor to mentee. Mentoring can be distinguished into two distinct categories: Psycho-social support and career development. Research shows that mentoring can aid career
development for women, as women tend to face a
glass barrier in the workplace. Research on gender
and mentoring has been criticized as merely
descriptions of learning. Current literature reports
varied results as to the role of gender in mentoring
effectiveness as some studies have reported that
gender is at least a partial moderator in the relationship whilst other research claims no relation at all.
The study aimed to explore and understand the
experiences of mentors and mentees and the role
of gender in these mentoring experiences in a South
African auditing rm. A qualitative study was performed with a purposive sample of two male-female
mentor-mentee pairs, one male-male mentor-mentee pair and two female-female mentor-mentee
pairs. Semi-structured interviews were conducted.
Thematic content analysis was used. The themes
emphasized the importance of the interactional role
of gender in the mentor-mentee relationship as well
as critical structural elements of the program itself.
This has strong implications for the way in which
such programs are structured and for diversity management in South Africa. This research also found
more support for the psycho-social aspects as opposed to career development objectives of the program.

The relationship between computer user efcacy, job satisfaction, self-rated tasks and
contextual performance
Reyhan Bilgic Middle East Technical University, Turkey; Onder Ersen
The aim of the present study was to investigate the
relationships between computer user efcacy, job
satisfaction, self-rated tasks and contextual performance. There were 143 people with different educational backgrounds participating in the study, and
they completed the measures of task and contextual
performance, job satisfaction, and computer userefcacy. Of these, 53 were female (40%), 81 (60%)
were male and 7% did not indicate gender. The
results showed that the efcacy subscale predicted
both job satisfaction and job performance. In addition, job satisfaction totally mediated the relation-

Industrial/Organisational/Work
ship between total efcacy score and task performance. However, the contextual performance was
not predicted by any of the computer efcacy subscales. The results were discussed in the light of
relevant literature.

The inuence of proactive personality on

employees organizational citizenship behaviours
Li Bin Central China Normal University, China; Shujun Tang; Bin LI
The primary goal of the present study was to examine the relationship between proactive personality and employees organizational citizenship behaviours. The employees sample consisted of 112
male and 73 female, for a total sample of 185
participants whose ages ranged from 23 to 60 years.
The proactive personality was measured with the
11-item Chinese Proactive Personality Scale (CPPS, a=.82) by using a 5-point rating scale (1 =
strongly disagree to 5 = strongly agree). The organizational citizenship behaviours were measured
with the 21-item Chinese Organizational Citizenship Behaviour (C-OCB, a=.86), which includes 7
items for each subscale of individuals organizational citizenship behavior (OCBI), organizational citizenship behavior (OCBO) and intro-role behavior
(IRB). The results showed that PPS was positively
related to OCBI (r=.38, p<.01), OCBO (r=.47,
p<.01), IRB (r=.43, p<.01) and OCB (r=.57,
p<.01). While controlling for demographic factors
(such as sexual, age, education, income), the analyses of hierarchical regression showed that PPS was
positively related to proactive behaviors (b =.40,
p<.001). These results show that having a proactive
personality was associated with more organizational
citizenship behaviours.

The impact of supervisors safety prole on

workers safety performance
Margherita Brondino University of Verona, Italy;
Margherita Pasini; Maria Milena Citt; Barbara
Barbara
Safety climate (SC) has been one of the most
frequently studied antecedents of safety performance since the nineties. Many studies highlight
the importance of analysing safety climate at group
level, but at group level no studies attempted to
compare the impact of the agreement degree about
safety climate between supervisor and his group on
workers safety performance. Safety climate and
safety outcomes were measured on a sample of
868 blue-collars of 11 Italian manufacturing companies. SC was measured at the organisational
(OSC) and the group level. Group level SC consisted of two measures, one related to the supervisor
(SSC) and one related to the co-workers in the
work-group (CSC). The same measures were gathered also on 40 supervisors of each work-group
(SSC in a self-evaluation). A cluster analysis was
conducted on supervisors, considering their perceptions about OSC, SSC and CSC, and four proles
were identied: the Judge (low OSC and CSC
scores, and high SSC scores); the Easy-going (high
scores for all the scales); the Pro-management
(higher OSC scores, similar but lower SSC scores
and low CSC scores); the Realist (similar medium
size OSC, SSC and CSC scores). A signicant
relation was found between supervisor prole and

safety outcomes, i.e. safety behaviour (compliance

and participation). One-way ANOVA, with prole
as the independent variable and behaviours as the
dependent variable, showed higher values of safety
participation for workers with a Realist supervisor.
The lowest safety participation values were found
for workers with an Easy-going supervisor.

Can organisational culture really be measured? A case study

Daniel Burger Accenture South Africa, South Africa
The measurement of organizational culture has long
been a topic of both great interest and contention.
Whereas more traditionalist theorists strongly support the quantitative analysis of this construct,
others maintain that it is too complex to be quantied, and that alternative forms of assessment such
as ethnographic methods are required. This paper
proposes that organizational culture can indeed be
successfully quantied and demystied, provided
that the instrument applied is rmly grounded in
both theory and practice. To illustrate this proposition, a case study is provided of a large-scale organizational transformation effort, where the organizations culture was assessed by means of an
assessment known as the Organization Value Analysis (OVA). Insight is provided into not only the
theoretical foundations and properties of the OVA,
but also the role that this diagnostic played in
identifying key barriers to the case study organizations objective of entrenching a high performance
culture. Moreover, it is shown how the results from
the culture assessment were utilized to inform the
design and implementation of a comprehensive
transformation effort that would ultimately drive
the alignment of the organizations culture to its
strategy and the achievement of its business objectives. Finally, key features of OVA and culture
assessment process which are aimed at supplementing the quantitative approach are highlighted, thus
demonstrating one approach to developing comprehensive and thorough culture transformation process.

The role of colour landscape photographs to

facilitate employee wellness in a psychiatric
health-care environment
Waldemar Bussiahn Tshwane University of Technolog, South Africa
The mental and physical working context in which
mental health-care providers spend their day is an
extremely stressful environment, specically with
regards to mental and physical well-being. This
environment is shaped by inuences such as job
demands, patient related stresses and political and
economic pressures. These factors may result in
high levels of staff burnout, decreased work efcacy and increased overall stress. The primary objective of this study was to facilitate wellness amongst
mental health-care providers in a psychiatric hospital by manipulating the visual lived environment
through the introduction of colour landscape photographs with an emphasis on physical positioning
and content. The photographic intervention consisted of two installations over a six months period.
A qualitative analysis focused on positioning with
written participant feedback, indicating that the
photos add new dimension and depth to the ward
and loved the photos in the passage by the entrance

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Industrial/Organisational/Work
of the ward. A Likert scale survey questionnaire
was used to assess feedback with regards to content.
A quantitative analysis of the survey results indicated an overall improved experience of the lived
environment. Measured experiences under the
headings of dont like, acceptable, and like a lot,
have increased between the two installations for the
following content categories: veld and trees +2%,
autumn +13%, and colourful owers +4%. A waterfalls category was introduced in the second installation with a like score of 82%. The leaves and
autumn category remained the same, with trees and
desert scoring lower in the second installation by
10% and 14% respectively.

Policy environment for returned overseas

entrepreneurship in China: A research based
on gem model
Xue Jun Cai Chinese Academy of Personnel Science,
China
The Chinese government launched a series of programs to encourage returned overseas High-Tech
entrepreneurship in recent years, but the effects of
these programs and the satisfaction of entrepreneurs
have received limited attention in research. This
study evaluated the benets and/or restrictions imposed by state government in China, by using the
conceptual model of Global entrepreneurship monitor (GEM) as a research framework. This paper
conducted two independent studies: (1) 1188
returned oversea High-Tech entrepreneurs participated in this study to rank the importance and
satisfaction of the policy environment in China.
(2) A content analysis was conducted on 357 policies towards returned overseas Entrepreneurship to
gure out the condition of policy supply by Chinese
government. Then a comparison between the policy
demand and supply was conducted. The results
indicated that environmental conditions played an
important role in developing opportunities and in
enhancing entrepreneurs propensity and ability to
enterprise. The Financing, Transformation and Infrastructure environment was ranked as the most
important and less satised factors by the returned
overseas High-Tech entrepreneurship. Implications
for the research results and the limitations of the
study are discussed.

The development of a rm-level diversity

management competency framework
Jennifer Carstens Stellenbosch University, South
Africa; Francois De Kock Stellenbosch University,
South Africa
An emerging perspective of organisational diversity
proposes that a diverse workforce may hold inherent advantages for organisational performance.
According to this perspective, the effect of diversity
on rm performance is contingent on how diversity
is managed. Little empirical evidence exists to support this view, which may be partly due to a lack of
operational frameworks for diversity management
at the rm level. The present theoretical study
develops a rm-level diversity management competency framework that outlines specic clusters of
diversity management practices expected to contribute to rm performance by means of enhancing key
intermediate diversity management outcomes. To
generate the diversity management competencies,
prior literature was reviewed and the critical inci-

dent method was used to conduct subject-matter

expert (SME) interviews with rm executives. Finally, the derived competencies were operationalised into diversity management competency
(DMC) questionnaire items and piloted in a sample
of rm executives. The proposed competency model, and accompanying measuring instrument, can
assist rms to identify development areas to target
with diversity suitable management practices in
order to improve diversity management outcomes
and rm performance. In a subsequent phase of
the research, the competency model will be tested
empirically by relating the diversity management
competency levels of publicly listed rms to diversity management outcomes and rm nancial
performance.

Homophily, workplace stress and management style

Kirk Chang Oxford Brookes University, United Kingdom; Hong Chen; Julie Taylor
This study explored the role of homophily and
cultural values in Taiwanese Organisations, whether
employees preferred a manager from the same ethnic background as their own. Based on literature
suggesting that cultural values may present as one
source of workplace stress, the relationship between
manager ethnicity preference and stress perception
at work was examined. Psychological acceptance
and job tenure were also measured to examine their
potential moderating effect on stress perception. An
anonymous questionnaire survey was despatched to
three types of foreign (UK and US) companies
operating within Taiwan, including: subsidiaries,
branches, and representative ofces; 515 Taiwanese
employees responded. Management Style Suitability (MSS) of managers and psychological acceptance (PA) were assessed via a series of standardised scales. Statistical analysis indicated that
Taiwanese employees would prefer Taiwanese managers. This ethnic homophily was expressed in
terms of a lack of understanding between Taiwanese employees and foreign national managers.
Moreover, a relationship was revealed between
MSS and stress and this relationship was moderated
by both job tenure and PA. The ndings supplement
the literature on management style suitability and its
relationship with workplace stress. In terms of enhancing harmony within the workplace, some key
suggestions emerge, for example, prior to engagement new foreign national managers may benet
from workshops to initiate them into Taiwanese
culture, new employee inductions may also benet
from mentoring schemes. The association between
management style suitability and workplace stress
is of considerable relevance to HR practitioners and
organisational leaders in Taiwan.

The relationship between organizational

commitment and turnover intention of P.E.
teachers in universities and colleges
Lu Changfen The P.E. Institute, China; Xiaobing Luo
This paper investigated 280 P.E. teachers in some
universities from the provinces of Hubei, Hunan,
Zhejiang, and Jiangsu. The purpose is to explore the
organizational commitment, turnover intention and
developmental phase of teachers teaching career.
Organizational commitment is measured by the
Organizational commitment questionnaire, which

was developed by Meyer & Allen (1993) and revised by Weipeng Hu. The questionnaire includes
three dimensions: Affective commitment, continuance commitment and normative commitment. The
turnover intention questionnaire is developed by
Laiyi Cui (2000). A list of the developmental phase
of teachers teaching career is anchored by the
author. Conrmatory factor analyses and reliability
analyses on 247 recalled valid questionnaires indicate that the questionnaire has desirable reliability
and validity, and the organizational commitment of
P.E teachers in Chinese general universities and
collegesis accorded with Meyer & Allens 3-Compenent Organizational Commitment Model: Affective commitment, continuance commitment and
normative commitment. Descriptive statistics and
stepwise regression analyses indicate that the scales
of P.E. teachers organizational commitment and its
dimensions are higher than the mean, and the scales
is middling-ascending, especially the scales of normative commitment, that the organizational commitment and its dimensions of the lecturer is lower
than theat of the assistant and adjunct professor
(upwards). Correlation analyses and regression
analyses indicate that organizational commitment
and its dimensions have negative correlation with
turnover intention, that organizational commitment
can forecast efciently turnover intention, that affective commitment and normative commitment
can forecast efciently turnover intention, that the
normative commitment can forecast efciently turnover intention in the 2nd phase of teachers teaching
career; the phase of adaptive development, that the
affective commitment can forecast efciently turnover intention in the 3rd phase of teachers teaching
career; the phase of fast development.

Guanxis effect on Chinese managers business unethical decision-making

Lijun Chen Zhejiang University, China
Guanxi has great instrumental value in Chinese
business activities. However, we should not ignore
its negative inuences. In this paper, we examined
Guanxis ethical value. We measured three independent variables, Guanxi orientation, Guanxi usage,
Guanxi pressure, and one dependent variable, business unethical decision-making. By giving 1,900
questionnaires to managers across China, we collected 226 valid samples with 142 male managers
and 84 female. The results supported our hypothesis
that Guanxi pressure could lead managers to make
unethical business decisions. The higher the Guanxi
pressure was, the more serious unethical decisionmaking would be. Renqing and face can make
managers lose integrity, violate rules, and damage
justice. It also veried there was a causal relationship between Guanxi pressure and degree of Guanxi
use. Under the pressure of Renqing, face, and emotion, managers usually took Guanxi into consideration in decision-making. Renqing, face, and emotion resulted in Guanxi pressure, and the different
degrees of Guanxi pressure brought about different
Guanxi input, Guanxi origin, and Guanxi quality.
Finally, we compared Guanxi orientation, Guanxi
usage and Guanxi pressure to respondents demographic prole. It demonstrated that managers
Guanxi orientation, Guanxi usage and Guanxi pressure were signicantly different on age, and business ownership. Older managers perceived higher
pressure of Guanxi and were more oriented by

492
Guanxi. Managers from private enterprise reported
signicant higher Guanxi pressure; they had a
higher degree of Guanxi usage and more unethical
decision-making. The applications and limitations
of the research, and possibilities for future research,
are discussed too.

Does income level matter in the relationship

between transformational, transactional
leadership and leadership effectiveness?
Wenjing Chen BUPT, Beijing Uni. of P. and T., China;
Kan Shi
Despite clear support for the impact of transformational, transactional leadership on a host of organizational outcomes, the underlying inuence processes are still vague. In our study, we explored
the moderating effects of income level and the rank
of subordinates between transformational, transactional leadership and leadership effectiveness (performance, OCBI, OCBO and job satisfaction) based
on the data from 838 subjects, that is, 419 pairs of
leader-subordinate. Regression analysis by
SPSS17.0 showed that the leadership effectiveness
of transactional leadership would decrease as the
rank of subordinates increased, while the leadership
effectiveness of transformational leadership would
increase as the rank of subordinates increased. In
addition, transactional leadership is positively related to the effectiveness when the level of the subordinate income is low, but negatively related to the
effectiveness when the level of the subordinate
income is high. However, the income level of the
subordinate could not inuence the leadership effectiveness of transformational leadership. For different levels of subordinates, leaders should follow
different leadership styles.

How SME owners learn from action learning:

A case based on Gu Yuexiu
Yanni Chen GERC, SOM, Zhejiang University, China;
Zhongming Wang
Based on experiencing learning theory and team
dynamic theory, this research project (NSFC
70732001) used a case study to explore how Chinese SME owners changed their entrepreneurial
decisions and actions during action learning processes, and which factors on team level inuenced
these changes and how. One entrepreneur named
Guyuexiu and her set was randomly selected from
an action learning program which was specic for
SME owners. The program lasted for ve months
with an action learning module in each month. She
was traced during the whole process, including the
45 minutes interview before the program, her sets
discussions, business plan and storytelling, and 90
minutes interview two weeks after the program
nished. Exploratory analysis was used to examine
how her entrepreneurial decisions and actions
changed. Another three 90 minutes interviews with
her facilitator and other two sets members were
implemented after the program nished. Content
analysis was used to analyse which factors promoted her entrepreneurial changes. It was found that
individuals entrepreneurial commitment and entrepreneurial motivation promotes the changes in entrepreneurial action learning. Team reection promoted individuals reective observation to reframe
entrepreneurial goals, knowledge sharing helped the
participant to nd and select the alternatives, entre-

Industrial/Organisational/Work
preneurial role identity motivated the entrepreneur
to action immediately. The study contributed to
group dynamics theory and action learning theory
and had practical implications in Chinas management education.

A study of the relationships among employees distributive fairness, organisational

commitment and turnover intention
Pei Chen Renmin University of China, China; Yuan
Dong; Wei Shi
This study examined the relationships among
employees distribution justice, organisational commitment and turnover intention in Beijings stateowned enterprises. The data were drawn from 150
employees of 6 state-owned enterprises in Beijing,
and the conclusion included four parts: (1) Distributive fairness had a signicant positive impact on
organisational commitment, (2) organisational commitment had a signicantly negative impact on
turnover intention, (3) the impact of fairness on
turnover intention included two sides, on one hand,
distribution fairness had an immediately negative
impact on turnover intention, on the other hand,
distribution fairness had an indirect negative impact
on turnover intention partly through organisational
commitments two two dimensions (Utilitarian
Commitment, Spirit Commitment). Fair distributions indirect effect partly through the intermediary
variable of utilitarian commitment on turnover intention is less than its direct impact on turnover
intention. However, fair distributions indirect effect
partly through the intermediary variable of spirit
commitment on turnover intention is more than its
direct impact on turnover intention.

Strategic professional network and HR congurations for professional jobs in China

Dusheng Chen Zhejiang University, China; Zhongming Wang; Yuan Li
With the development of knowledge economy and
globalisation, the mobility of professional talents
emerges, especially the cross-border ow. There has
been a great need to develop a more strategic occupational network of qualication standards and competency certication systems for the internationalisation of professionals in China. This study adapted the
framework of Occupational Information Network
(OINET) which is widely used in the US to both the
professional job level and the strategic HR conguration requirements instead of worker level and function. An assessment system with an international
qualication indicator framework was developed using the strategic HR methodology including a multirole in-depth interview, a HR supervisor/manager
focus group discussion session, strategic job modelling, and a key competence certication assessment
survey. The assessment system was conducted
among 450 HR managers and professional representatives from three different categories of occupations
such as nancial professionals (banks, insurance
rms and securities), automobile professionals
(designers, R&D technicians and professional services), human resource professionals (HR directors,
personnel managers and consulting/training professionals). A HR conguration approach was used in
analysis of internationally-qualied professional
competencies and occupational standards as well as
the career development system indicators. A strategic

professional network (SP*NET) was then formulated

with an internationalised framework of indicators.
Implications of this study for developing more international HR congurations and developmental strategies for professional jobs were discussed for further
research.

Integrating work and family: Lessons from

women leaders and others
Fanny M. Cheung Chinese University of Hong Kong,
China
Balancing between work and family has been a major
practical challenge for women in the workforce, and
poses an implicit barrier for womens advancement.
Previous research has focused on work-family conict with balance as the goal. More recent studies
have expanded the model to include enhancement in
a revised paradigm of work-family integration.
Learning from the success stories of women leaders,
I examine the identity integration and the strategies
that American and Chinese women at the top of their
professions adopt to integrate their roles. I review
recent literature that supports this integrative framework. Cross-cultural similarities and differences will
be discussed. These ndings are relevant to both
women and men in the modern workforce.

The effects of individual career management

of Chinese sport coaches
Zhang Chonghui Chongqing University, China; Hongyu Ma
Individual career management is hot. A great
amount of research on this topic has been conducted
in Western countries. However, it is questionable to
apply those ndings directly to China, especially
for Chinese coaches, because of social-cultural differences. Based on former indigenous research on
the career development of Chinese coaches with
grounded theory, this study further investigates the
effects of coachs individual career development
(CICM). Study I utilises factor analysis to conceptualise the coach professional environment (CPE)
and CICM, and test the reliability and validity of
CPE, CICM and achievement motivation (AM) in
order to make sure that they are psychometrically
acceptable. CPE consists of three factors including
team support environment, event management environment, and athlete professional environment.
CICM consists of three factors including caring
information, professional exploration, and self-disclosure. Study II is a investigation with 328 Chinese
coaches. Conrmatory factor analysis shows that
CPE has signicant positive effects on CICM
(p<0.01) and coaches professional titles and AM
have signicant effects on CICM (p1<0.01;
p2<0.01). Hierarchical regression analysis indicates
that team support environment and AM have signicant interaction effects on CICM (p<0.01).
Thus, combining the former indigenous research
and this research, it can be concluded that in a
Chinese cultural background, professional title,
AM, CPE and the interaction effect of AM and
CPE have signicant impacts on CICM.

Systems psychodynamic leadership coaching

Frans Cilliers UNISA, South Africa
The objective of this poster is to describe the systems psychodynamic leadership experiences of lea-

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Industrial/Organisational/Work
ders in a large nancial organization. Qualitative,
descriptive research using case studies were used.
Fourteen leaders from a large nancial organization
attended twelve individual experiential leadership
coaching sessions over one year, focussing on role
analysis. Data gathering consisted of the coachs
eld notes and the clients reective essays written
after each third session. Discourse analysis was
applied. The manifesting themes were anxiety, task,
role, authorization, boundaries and identity. Systems psychodynamic leadership coaching created
a reective space for the development of leadership
awareness. Participants moved from being mostly
ignorant and unconscious containers of system domain, socially constructed and personal defences, to
containers of personal and leadership awareness.
They took up their leadership roles with signicantly more self-authorization. While being aware of
and managing their personal and organizational
boundaries, they started to integrate their normative,
experiential and phenomenal roles. These were
manifested in their capacity for creating new
thoughts, processed feelings and in responsible
actions. Their clarity about their leadership identity
boundary was enhanced. Participants learning
should be followed up regularly to ensure effective
transference of the learning to their leadership roles.
This endeavour should focus on how the organizational system domain defences (the shop oor metaphor) inuence their leadership role. Further research should focus on other organizations and their
leadership roles.

more willing to express in-group criticism than low

identiers when group member behaviour contravened group injunctive norms. The authors suggest
that criticism from highly identifying group members is an opportunity to preserve the in-groups
identity. An alternative explanation is that the expression of in-group criticism is used by disenchanted highly identifying group members to
achieve psychological distance from the in-group.
The present study examined the plausibility of the
psychological distance explanation for in-group
criticism by highly identied group members.
Two-hundred and fty-two third-year psychology
students participated in the study. The design of the
study was a 2 (behaviour violates injunctive group
norms: yes, no) x 3 (prevalence of injunctive norm
violating behaviour: single group member, minority, majority) between-subjects design with a single
measured predictor variable: in-group identication.
In-group identication was measured at two time
points: prior to and following the reported intention
to disagree with the group. The dependent measure
was the level of intention to express disagreement
with the group. The results support the analysis of
in-group criticism given by Crane and Platow
(2010). That is, high identifying group members
criticise the group to preserve the in-group identity.
Future directions, theoretical and practical implications are discussed.

Creating strong HRM systems in MNEs

Yolande Coetzee North-West University, South Africa; Danie Du Toit North-West University, South
Africa
The main aim of the study was to explore and
describe the experiences of South African organisational coaches in terms of their levels of cultural selfawareness. If coaches are unaware of their own
biased attitudes and beliefs towards coaches from a
culture different to their own, it may negatively
inuence their perception of and interactions with
that individual. This study explored how cultural self
awareness affects the coach and the perceived intercultural coaching relationship, and strived to assist in
the development of intercultural competence. A qualitative research approach was adopted and the principles of grounded theory were utilised. The study
population consisted of practicing organisational coaches. They were selected purposefully to represent
different cultural backgrounds. The results showed
that different levels, developmental paths, and applications of cultural self-awareness exist amongst organisational coaches. Recommendations were made to
increase the levels of cultural self-awareness of organisational coaches. Based on the results of the study,
a model was proposed for the development of organisational coaches within intercultural settings.

Rita Cunha Nova School of Business and Eco, Portugal; Joaquim Pinto Coelho; Jorge Gomes
An already signicant body of research reported positive associations between human resource management systems and organisational performance. These
studies focus on the impact of several specic HRM
practices or bundles of practices. What has not been
specied is how/why this association occurs (Guest,
2011). In order to shed some light on this link between HRM and company performance, Bowen and
Ostroff (2004) argue that Strength of the HRM System moderates the HR-performance link, because it
refers to how the HRM function can send unambiguous signals to employees about what are appropriate
responses, leading to a common set of perceptions
and a strong organisational climate. It is obviously
relevant, for any company, to be able to identify these
process characteristics, but it is even more so in the
case of multinational enterprises (MNEs), where the
complexity of the HRM System, in a certain strategic
context, is added by the geographical and cultural
dispersion. The purpose of this conceptual paper is
to raise some questions and propositions about the
characteristics that HRM systems may assume, in
terms of the signals sent to employees in head-quarters and subsidiaries of MNCs. In particular, we
discuss that as the corporate HR roles vary according
to different levels of interdependence between headquarters and subsidiaries, so do the features that allow
MNCs to create strong HRM systems.

In-group criticism by highly identifying ingroup members: Group protection or psychological distance?

Can emotional intelligence be taught in a

classroom: A practical case study in the insurance industry?

Monique Crane Macquarie University, Sydney, Australia; Michael Platow

Research by Crane and Platow (2010), demonstrated that highly identifying group members were

Lauren Davis JvR Consulting Psychologists, South

Africa
To answer the question: can Emotional Intelligence
(EI) be developed through classroom-style training

Intercultural experiences of South African

organisational coaches

programmes, 105 delegates within in the Insurance

Industry attended 2 day training programmes with
the objective of enhancing EI. The training used
the EQi assessment results and various didactic and
experiential learning methodologies. A follow-up
assessment was conducted between 8 & 12 months
post training for quantitative comparisons in results.
360 questionnaires were used to gather qualitative
data on observed behavioural changes. Results indicate a slightly signicant increase in the quantitative EQi assessment results. The qualitative data,
however, revealed more signicant results in that
observable behaviour change was noted and the
delegates themselves reported a signicant paradigm shift in the way they are able to make
emotionally intelligent choices and decisions. The
shift was more observable in those delegates who
had completed the training more recently. Those
who had completed 12 months previously reported
being more aware of themselves but did revert to
some more habitual behaviours. The 360 results for
these delegates revealed similar ndings. Classroom style training may provide some paradigm
shift and create a heightened level of awareness.
However, it does not appear that this shift is significant enough in the long term to ensure sustainable
behaviour change. Classroom-style training to develop EI is therefore not sufcient to ensure long
term results. For such an intervention to be successful in the long term there needs to be focused
follow-up support.

Psychological empowerment, work engagement and turnover intention

Jacob De Villiers North West university, South Africa; Marius Stander North West university, South
Africa
This study investigated the relationship between
leader-member exchange, role clarity, psychological empowerment, engagement and turnover intention within a nancial institution in South Africa. A
cross-sectional survey design was used. A convenience sample (N = 278) was taken (males = 31%,
females = 60%; 88% younger than 35 years; 57%
with 2 5 years service) from the total population
(N = 889). They completed the Leader-Member
Exchange Questionnaire (Liden, Wayne, & Stilwell,
1993) Role Conict and Ambiguity Questionnaire
(Rizzo, House, & Lirtzman, 1970), Measuring Empowerment Questionnaire (Spreitzer, 1995), Engagement Questionnaire (May, Gilson, & Harter,
2004) and Intention-to-leave Scale (Sjberg &
Sverke, 2000). A path model was tested with SPSS
to determine the relationships of the variables. Furthermore, a theoretical model was tested through
the use of structural equation modelling (Arbuckle,
2008). The latent variables included LMX (consisting of two parcels), role clarity (consisting of two
parcels), psychological empowerment (consisting
of four variables, namely meaning, competence,
impact, and self-determination), work engagement
(consisting of two parcels), and turnover intention
(a manifest variable). Role clarity mediated the
relationship between leader-member exchange and
psychological empowerment, while psychological
empowerment mediated the relationship between
role clarity and work engagement as well as turnover intention. Leader-member relations lead to
better understanding of roles, while role clarity
empowers and engages employees.

494
Flexibilisation strategies in small and medium-sized enterprises
Uwe Debitz Technische Universitt Dresden, Germany
The rapidly changing global markets force enterprises to proactively identify and respond to relevant trends in order to survive and to guarantee the
jobs of their employees. The Flexicurity-Approach of the European Union stresses the inevitable role of exibility as to technology, work
organisation, and employee competencies to secure
economic growth. We interviewed verbally and by
a standardised questionnaire the management of 48
randomly selected small and medium-sized enterprises as to the perceived necessities of changes
and the intended and implemented activities
concerning personnel, work organisation and technology. Main results are: Irregular order situations
and more and more short term customer requests
prevent strategic planning. Most of the managers
are denitely aware of the requirement of continuous change. However, their activities are mostly
responses, not proactive strategies. Moreover, such
as marketing and sales activities are initiated not
until companies get economic troubles. The
responses mainly concentrate on changes in the
amount and qualication of manpower, since capability of staff is the prerequisite for the exible
allocation of tasks to the employees. Small companies are not aware of further suitable strategies of
the transition to exible structures. Therefore we
developed and evaluate an internet-based tool offering a systematic overview on the entire system
of measures ensuring exibility as to work and
personnel organisation, technology and marketing.
Theoretically we test the applicability of the approach of "learning organisations" for small and
medium-sized companies.

Intercultural competence as a resource for

employees of international companies
Dominika Dej Tu Dresden, Germany; Verena
Behrnd; Susanne Porzelt
The ability to communicate effectively, and to
demonstrate adequate behaviour while dealing with
members of different cultures is of central importance for employees within international companies. However, the role of intercultural competence
has not yet been explored, from the Job-DemandResources perspective. This represents a substantial
research gap, as intercultural competence may act
as a job resource that helps employees to effectively deal with cultural differences in the organisational context.
According to the Job-DemandResources Model (Demerouti et al., 2001, Bakker
& Demerouti, 2007, Demerouti & Bakker, 2011),
job demands are associated with burnout, and job
resources with work engagement. Moreover, personal resources have been found to buffer the
negative relationship between job demands and
adverse health outcomes, and to mitigate the positive relationship between job resources and work
engagement (Xanthopoulou, 2007). In line with the
model, we hypothesise that intercultural competence moderates the negative relationship between
job demands and burnout, and mediates the positive relationship between job resources and work
engagement. Participants (N=134) were sampled in
German high tech companies, whose employees
interact with people from different cultures on a

Industrial/Organisational/Work
daily basis. The results, as well as implications for
theory and practice will be presented.

Work characteristics effects on entrepreneurs health and success

Dominika Dej Tu Dresden, Germany; Ute Stephan;
Marjan Gorgievski
To date, research has paid little attention to entrepreneurs as a specic occupational group. This is unfortunate, as by studying entrepreneurs who are architects of their jobs, we are able to learn more about
job crafting, and transfer this knowledge into the eld
of salaried occupations. Thus, this study addresses
the research question of how classical job demands,
job control, and social support affect entrepreneurs
health and success. It also investigates how selfefcacy and work engagement mediate the positive
relationship between job resources and success.
Drawing on a sample of 325 entrepreneurs operating
in the gastronomy and information technology (IT)
industries in Germany, Poland, and the Netherlands,
we tested hypotheses derived from the job demand
control (support) model (Karasek, 1979) and found
support for the proposition that job situations characterized by severe psychological job demands and low
job resources are associated with poor psychological
health, whereas high levels of all work characteristics
are associated with entrepreneurs engagement and
success. Furthermore, based on the conservation of
resources theory (Hobfoll, 2001), we supported that
self-efcacy and work engagement, taken as a set,
mediate the positive relationship between job
resources and subjective success (i.e. work satisfaction and perceived company success). This studys
unique contribution is that it combines entrepreneurship, job design, and job crafting research. The
studys results can be applied to promote entrepreneurs and salaried employees health and performance through active alteration of job demands and
job resources as well as stimulation of personal
resources (i.e. self-efcacy).

Views on antecedents and outcomes of postretirement work in a German aerospace

company
Juergen Deller Leuphana Universitt Lneburg, Germany; Anne Woehrmann
Continued or re-employment of experts, in retirement, is one option to manage the predicted skills
shortage due to demographic change. At the same
time, it can provide a source of wellbeing for individuals. Research has shown that post-retirement work
is related to retirees retirement, and life, satisfaction
(Kim & Feldman, 2000). The purpose of this explorative qualitative interview study, was to identify barriers and facilitating factors, as well as the benets
and downsides of post-retirement work, by examining the prospective views of German engineers. To
this end, 22 employees of an aerospace company (14
engineers aged 51 to 65 years as well as eight experts
from the same organisation, i.e., managers, HR specialists and senior managers as well as members of
the works council) participated in semi-structured
interviews. Interviews were taped, transcribed and
analysed through content analysis. Inter-coder reliabilities ranged from = 0.73 to = 1.00. Categories
for barriers and facilitating factors for the engagement
in post-retirement work, were generated on individual, organisational and family levels. Expected ben-

ets included, amongst others, mental and physical

tness as well as social integration, whereas the
downsides contained, for example, the restriction of
recreational activities and conicts in the work place.
This study extends the knowledge on determinants of
post-retirement work. Recommendations for work
place design can be derived.

The role of social cognitive career theory in

post-retirement career planning
Juergen Deller Leuphana Universitt Lneburg, Germany; Anne Woehrmann
Post-retirement work has been an area of research in
North America more than 20 years. In times of
increasing life expectancy and skills shortage, research interest in post-retirement career planning is
also increasing in Europe. The purpose of this study
is to examine if Social Cognitive Career Theory
(SCCT, Lent et al., 1994), which is based on Banduras Social Cognitive Theory (1986), can be
adapted to post-retirement career planning. In our
study 129 German working individuals (aged 49 to
65 years) took part in an online-survey. The core
constructs of the SCCT, i.e. self-efcacy, outcome
expectations, interest, goals, and contextual support
and barriers, in relation to post-retirement career
activities were assessed. Multiple regression analysis revealed that both positive and negative outcome
expectations were related to the intention to engage
in post-retirement career activities. This was also
true for interest in career-related activities and
expected social support. Occupational self-efcacy
on the other hand did not prove to be signicantly
related to this intention. The results suggest that
SCCT provides a useful framework for post-retirement career planning to some extent. This study
extends the knowledge on the application areas of
SCCT and on post-retirement work. It also provides
starting points for interventions. For example, if
outcome expectations are inuenced through
counseling or informative meetings on post-retirement career activities, this could lead to more individuals planning to work in retirement.

Job characteristics as mediation between relationship of job involvement and passion of

activity
Shadi Derakhshan Isfahan University, Islamic Republic of Iran; Hamid Reza Oreyzi
Recently there is ongoing interest in the application
of positive psychology in work settings. Job involvement, work engagement, ow, and passion for
work are some construction of this sort. Passion is a
strong inclination toward an activity that one
invests time and energy in. Two forms of work
passion is obsessive and harmonious passion. In
obsessive passion, workers nd it impossible to
fully disengage from thoughts about the activity.
While in harmonious passion, workers achieve to
internalise the activity into his self-concept. In this
view the role of control in Karasek theory is important, so it is hypothesised that the job characteristic of control, creates the opportunity for harmonious passion, while lack of control of the
individual who has high job involvement, make
indissoluble problem that leads to obsessive passion
or work interest without a sense of control. 367
personnel of a big industrial factory responded to
instruments. Passion Scale of Vallerand et al (2003)

495

Industrial/Organisational/Work
was adjusted according to work setting and cultural
bases. The structure of the scale was supported by
Eigen values greater than 1 and factor loading
greater than 0/35. Factor indications of conrmatory such as CFI, GFT, TLI, and RMSEA supported
two factor solution. Barron and Kenny procedure
for mediation analysis supported mediation role of
job control between job involvement and passion
for activity. Sobel test conrm an indirect mediation
path. It is recommended to "give opportunity to
self-control" for workers, so they have a true love
for their work.

A dynamic role conict analysis of managers

responsible for retrenchment
Craig Donald Edith Cowan University - Perth, South
Africa
A persons role provides a major contribution in
linking the individual and organisational systems.
Role analysis techniques are well suited to an examination of the individuals context and psychological
contracting within the organisation, yet provide further insight into group, organisational and even community levels. However role conict research has
largely been dominated by broad-based role conict
scales, providing limited understanding of transitions
and wider system dynamics including organisational
crises. The current research examined the role experiences of 50 senior managers from 16 organisations
who were personally responsible for conducting retrenchment exercises. Using a retrenchment process
model involving stages of decision making, design
and preparation, announcement, post announcement,
and aftermath stages, the research employed interviews and qualitative analysis to examine individualised responses to the role set pressures involved at
each stage. The research highlighted that the different
types of role conict, namely person role, intersender,
intrasender, interrole and role overload, vary considerably within different role episodes associated with
stages of retrenchment, involve different sets of
expectations, and impact on overall role stress in a
complex manner. Specic issues relating to the managers experience of the types of role conict are
mapped out to illustrate how these occur within each
stage of the retrenchment process. The research highlights the importance of viewing role dynamics within a change process, the use of different types of role
conict in diagnosing and explaining perceptions and
behaviour, and the importance of psychological contracts in regulating behaviours within organisations.

South African case study: Assessing entrepreneurial leadership potential in small software companies about to be fast-tracked
Hazel Dunbar Jala People Consulting, South Africa
This case study examined attributes that contribute
towards or hinder entrepreneurial leadership potential. It presents the practical value of assessment
when assisting fast-tracked entrepreneurs. As part
of an entrepreneurial investment programme, 18
leaders from 6 small software companies participated in a one day assessment centre to determine their
current leadership competence and leadership potential. The assessment centre included MyersBriggs Type Indicator (MBTI), Sixteen Personality
Factor (16PF), validated strategic planning exercise,
Cognitive Process Prole (CPP), Raven Progressive
Matrices reasoning ability assessment, and a struc-

tured psychological interview. A number of themes

were identied through comparative analysis on the
potential relationship between the assessment
results on four entrepreneurial leadership competencies; namely Analytical ability, Entrepreneurial
orientation, Strategic ability, and Judgement. The
results indicate that although individuals showed
the capacity to cope well with complexity as measured by the CPP, many did not demonstrate a high
level of competence on the strategic exercise. Possible personality factors reducing included emotional stability, apprehension, careful thinking (16PF)
and a judging type personality preference (MBTI).
The level of experience and reasoning ability did
not consistently aid or constrain performance. The
ndings indicate that personality factors may serve
to constrain leaders from exploring opportunities
within increasingly unfamiliar and complex contexts. At the same time, the degree of complexity
and the rate of change in each business were seen to
be important mediating factors when determining
appropriate business roles and development plans.
The study presents research questions that may aid
practitioners assisting entrepreneurial leaders.

attitudes as well as behavior. Perception scales measure capacities and skills of older employees and selfperception as well as age stereotypes. Descriptive
analysis, T-Tests for dependent samples and multiple
regression analysis are used. Data show in general
positive attitude and less, but also positive behavior towards most scales and items. Individualizing the own leadership style in relation to age of the
employees is less positive than other scales. Interesting details are found within different scales:
Perception of the development of capabilities and
skills of aging workforce and self-perception of
aging is almost similar and realistic. Multiple regression analysis shows some impact of perception and
personal as well as organizational factors in agerelated leadership. In group comparisons,some differences between Switzerland and Germany, leadership
position, gender and company size were found and
will be discussed. Knowledge of various aspects of
age-related leadership is available to use diversity as
a resource in organizations and strengthen leaders in
their leadership behavior.

Facilitating age diversity through leadership

Constanze Eib Stockholm University, Sweden

The empirical evidence on the relationship between
organisational justice and turnover, is still in question.
Most studies have explored the relationship between
procedural justice, and turnover intentions. Studies
on actual turnover are rare, and have also only focused on procedural justice and found inconsistent
results (Posthuma, Maertz, & Dworkin, 2007). Recently, a shift from specic justice dimensions towards the consideration of overall organisational justice has been proposed (Ambrose & Schminke,
2009). Stepwise logistic regression is used to explore
the importance of organisational justice, among other
predictors for actual turnover that have been proposed, such as variables from the stress and job
content eld (Griffeth, Hom, & Gaertner, 2000).
Survival analysis as the adequate statistical tool
neglected so far, will be applied to study whether
overall organisational justice predicts belonging to
the group of the remaining, or left employees, which
provides a more stringent test for the issue. Questionnaire data comes from Swedish accountants who
were administered over the course of ve years.
Preliminary results hint at that organisational justice
perceptions, indeed, were signicantly lower in
employees who left the organisation. Also, trust was
lower, salary, job satisfaction and commitment,
whereas role conict, job insecurity and health complaints were higher. The described analyses follow.
This study helps to clarify inconsistent ndings regarding the relationship between organisational justice and turnover, introduces the new perspective of
overall organisational justice, and tests whether the
relation to turnover is specic to procedural justice.

Daniela Eberhardt Zurich Univ. of Applied Science,

Switzerland
Age-related leadership can be described as the individualised leading of employees according to their
age (Ilmarinen, 2004, Ilmarinen & Tempel 2002,
Braedel-Kuehner, 2005). The perceptions, attitudes
and behaviours of N=395 leaders in Switzerland and
Germany were analysed, measured through a further
development of the individualised age-related leadership scale of Braedel-Kuehner (2005) (Eberhardt &
Meyer, 2011). This questionnaire covers employability, leading older people and early retirement for
measuring attitudes as well as behaviour. Perception
scales measure capacities and skills of older employees and self-perception as well as age stereotypes.
Descriptive analysis, T-Tests for dependent samples
and multiple regression analysis are used. Data show,
in general, positive attitude and less, but also positive
behaviour towards most scales and items. Individualising personal leadership style in relation to age of
the employees, is less positive than other scales.
Interesting details are found within different scales:
Perception of the development of capabilities and
skills of an aging workforce, and self-perception of
aging is almost similar and realistic. Multiple regression analysis shows some impact of perception and
personal as well as organisational factors in agerelated leadership. In group comparisons, some differences between Switzerland and Germany, leadership position, gender and company size were found
and will be discussed. Knowledge of various aspects
of age-related leadership is available, to use diversity
as a resource in organisations and strengthen leaders
in their leadership behaviour.Age-related leadership
can be described as the individualized leading of
employees regarding their age Ilmarinen (2004),
Ilmarinen and Tempel (2002), Braedel-Kuehner
(2005). Perception, attitude and behavior of N=395
leaders in Switzerland and Germany were analyzed.
It was measured through a further development of the
individualized age-related leadership scale of Braedel-Kuehner (2005) (Eberhardt & Meyer, 2011).
This questionnaire covers employability, leading
older people and early retirement for measuring

Does organisational justice predict employees organisational survival? A ve year study

Team diagnostic survey applied to sport:

Team mental model similarity as mediating
factor between independent factors and
team performance
Per Eisele BTH, Sweden
The team diagnostic survey (TDS) was created to
assess effectiveness in real life work groups and has
been found to have sufciently high internal consistency, to be able to distinguish between low and

496
highly effective teams, and can be used to improve
team effectiveness. The aim of the present study
was to use a similar tool for sports teams. The TDS
for sport has been changed in several ways but the
main structure of the survey is built on Hackmans
(2002) model on team effectiveness. The most notable change is the new factor concerning team
mental models (Cannon-Bowers et al., 1993),
which is also measured with the team mental model
similarity approach. Participants are players in
Swedish soccer teams. Both self-report data and
observation data are being collected.

Validation of the team diagnostic survey and

a eld experiment to examine effects of an
intervention to increase team effectiveness
Per Eisele BTH, Sweden
The aims of the present study were to validate the
Swedish version of the Team Diagnostic Survey
(TDS), and to examine the effects of an intervention
to increase team effectiveness. TDS is based on
Hackmans (2002) theory of group effectiveness
which describes three main criteria of performance
and 14 factors that should affect team effectiveness.
Participants were employees (N=533) across several different workplaces. The analyses were done at
the group level and data from 97 teams was included in the nal material. The sample (N=237) for the
randomized eld experiment consisted of 31 real
life work teams from the larger sample (N=533/97).
Results from validation data indicate that TDS has
satisfactorily high Cronbachs Alpha values on
most factors. Results from the eld experiment
indicated that there was an overall increase in
self-reported team effectiveness from rst to second
measurement, on several factors signicantly higher
for teams receiving TDS-based feedback.

Effects of a team effectiveness intervention

using the team diagnostic survey
Per Eisele BTH, Sweden
The aim of the present study was to use the Team
Diagnostic Survey (TDS) both as an intervention
tool and as an investigation tool. The TDS has been
validated in the U.S.A. (Wageman, Hackman &
Lehman, 2005) and in Sweden (Eisele & Prott,
2011), and validation studies are at this moment
being conducted in several countries, for example,
in Switzerland and Taiwan. The present study is the
rst attempt to use a before-after design within this
framework. The sample consisted of real life work
teams from different occupations in Sweden. Data
is being collected successfully and should be analysed before the end of 2011.

Fostering multiculturally and internationally

competent individuals and teams
Nurcan Ensari Alliant International University, Turkey; Denise Lopez
In todays global environment, we should be prepared
to work with individuals and teams who are diverse
not just in traditionally dened multicultural dimensions such as gender or race, but also internationally,
in terms of nationality, location, language and so
forth. Despite the threats of group separatism, assimilation, and ethnic hierarchies, organizations, in general, desire to acquire a diverse workforce in an
attempt to maximize human capital, creativity, collab-

Industrial/Organisational/Work
oration, and competitive advantage in the global market. Understanding these competencies, and creating
an organizational culture and structure that supports
individual and team development, are the key components of truly multicultural organizations.This is a
theoretical review paper that will focus on the personal, interpersonal and team challenges that diverse
teams face operating in global and virtual settings. It
will incorporate relevant social psychological and
management concepts that are useful for understanding and responding to these challenges. This paper
will make suggestions related to the complexities of
working with multicultural and international individuals and teams require the development of a broader
set of knowledge, skills and attitudes than previously
required in a domestic setting. The presentation will
conclude with a framework of competencies for individuals and teams organized into two dimensions,
namely level (individual, interpersonal and team competencies), and context (fundamental, multicultural
and international/global). It will also make suggestions for future directions in multicultural research.

Moderational relationship between emotional intelligence and job performance

Nurcan Ensari Alliant International University, Turkey; Tara Smallidge
Emotional intelligence plays an important role in
positive workplace outcomes, such as salary increase
and job performance, by enabling managers to regulate their emotions so as to cope effectively with
stress and adjust to organizational change (Lopes et
al., 2006). Emotionally intelligent managers are
more successful in communicating on the values and
mission of the organization to their employees, and
are able to understand, manage, use and identify
their emotions and the emotions of others better
(Kilkarni, Janakiram, & Kumar, 2009). However,
empirical research is still lagging behind the theorized notions (Lopes, et al. 2006). Understanding the
role of emotional intelligence, and how training
programs can facilitate its improvements, are critical
for the future organizational and academic research.
This paper will present an empirical study on the
moderating role of communication apprehension and
tenure on the relationship between emotional intelligence and job performance. The participants were
57 managers and employees from a federal agency
in the United States. They completed a survey including the Emotional Intelligence Test (Mayer, Salovey, & Caruso, 2002), and measures of communication apprehension, tenure and job performance.
The results showed that using emotions (ability
to use thoughts and feelings to make effective decisions) was the only emotional intelligence subscale
that was positively correlated with job performance.
Tenure, but not communication apprehension, moderated this relationship. Additional exploratory analysis and ndings are discussed.

A meta-analytical review of the relationship

between emotional intelligence and leaders
constructive conict management
Nurcan Ensari Alliant International University, Turkey; Andrea Schlaert
Emotional intelligence plays a signicant role in managing conict constructively (Bodtker & Jameson,
2001). Emotional intelligence enables leaders to regulate their emotions so as to cope effectively with

stress and adjust to organisational changes (Lopes et

al., 2006). While there has been considerable scientic
interest in the relationship between emotional intelligence and constructive conict management, there
remains a lack of consistent outcome, and clear evidence as to when these variables interact. This paper
is a meta-analysis that provides a systematic review of
the relationship between emotional intelligence and
conict management, and the moderating roles of
leader/non-leader and age, in an effort to distill best
practices that might apply across a wide-range of
organisational settings. A total of 20 studies yielding
280 effect sizes and involving 5,175 participants were
examined. The results supported the hypothesis that
emotional intelligence is positively associated with
constructive conict management, and this relationship was stronger for non-leaders than leaders. Contrary to our predictions, age was not a signicant
moderator. The limitations and implications are discussed in terms of psychometric issues, use of emotional intelligence in leadership development and to
facilitate problem solving and for the further development of a constructive organisational culture.

The linkage between self-development and

organisational development in the South African context
Haroon Essa South Africa
This research presents a newly developed model of the
linkage between self-development and organisational
development in the South African context. The method and process that was followed for the creation of
the model, namely an in-depth literature review followed by qualitative research, is described briey.
After the literature review, a provisional model was
developed. The qualitative research that was undertaken used Grounded Theory techniques, specically,
Interpretative Phenomenological Analysis. It was
aimed at rening the provisional model. The nal
model, currently referred to as the X Model of the
linkage between Self- Development and Organisational Development, is then described. Essentially,
it is argued that the linkage between self-development
and organisational development manifests in three
distinct ways; in the hidden, visible and results
domains. The different domains dynamically interact
and inuence one another. The intention of the research is to discuss the visible domain, where the
argument is that the linkage between self and organisational development can be described in terms of ve
core themes. From an interpretative phenomenological analysis of the data, the core themes that emerge
are leadership, strategy, adaptability, coordination, and
relationships. Each of these core themes contains
several sub-themes that further help to rene the
description. The value of the model lies in its potential
to be used as a frame of reference for the design of
organisational development diagnostic tools. Although
it was developed for a South African organisation, it
may well be possible that the X Model is internationally relevant given current globalisation trends.

Developing a competency model for returned overseas high-tech entrepreneurs in

the 530 program
Wei Fan Chinese Academy of Personnel Science,
China
The 530 program is a recruitment project of global
talents which plans to attract 30 foreign high-tech

497

Industrial/Organisational/Work
entrepreneurs within 5 years by Wuxi Municipal
Government in China since 2006. As of 2011, more
than 600 entrepreneurs had returned overseas
through the 530 program and post 530 program.
Technological aspects of entrepreneurship are often
emphasised, competence models of entrepreneurs
have received limited attention from the government previously. The purpose of this research was
to build a competency model of returned overseas
high-tech entrepreneurs. On the basis of the competency-based job analysis technique and critical
incidents interview with entrepreneurs, a competency scale was designed. 110 returned overseas hightech entrepreneurs participated in this study. Based
on content analysis and the structural equation
method, the data collected from the two studies
provided strong evidence for a competency model
comprising 6 categories with a summary of the
associated behavioural descriptions. Example competencies included market orientation, achievement
orientation, and initiative. Implications for the competency model and the limitations of the study are
discussed.

Understanding employees deviant behaviour: The role of job satisfaction and conscientiousness
Hadi Farhadi National University of Malaysi, Malaysia
The relationship of job satisfaction and personality
traits, especially conscientiousness, with deviant
behaviour was previously examined by another
researcher. This study focused on the joint relationship of job satisfaction and conscientiousness with
workplace deviant behaviour. The study also looked
at the inuence of conscientiousness on the relationship between job satisfaction and deviant behaviour in the workplace. Data were collected from
212 subjects who were working as civil servants in
Malaysia, using a set of questionnaires that measured the variables studied. The results showed that
both job satisfaction and personality traits, predict
workplace deviant behaviour. Results showed a
negative relationship between job satisfaction and
conscientiousness with workplace deviance. It was
also shown that conscientiousness moderates the
relationship between job satisfaction and workplace
deviant behaviour. Implications for future research
are discussed.

A research on the impact of China civil servants values on performance: The mediation effect of tacit knowledge
Ming Feng Chongqing University, China; Jing Jiao;
Huayong Ren
The performance of the civil servants is the priority
for the government considering that they are the
decision-makers and executives of government. Value is a key factor that affects peoples behaviour and
choices, while it also inuences civil servants performance. Furthermore, compared with traditional
intelligence, tacit knowledge could better forecast
performance in work situations. So we come up with
"values-tacit knowledge-performance" logic in this
article, analysing the relationships among them by
questionnaire survey. The survey involved almost
700 civil servants. Fristly, we use the valid questionnaire to bulid the performance model and taict
knowledge model by EFA (Exploratory Factor

Analysis) and CFA (Conrmatory Factor Analysis).

The results show civil servants performance
includes administrative performance, dedicative performance, adaptive performance, and interpersonal
performance. And the model of civil servants tacit
knowledge has seven dimensions: Serving the
masses, thought righteousness while getting benet,
performing power in fairness and justice, inuence
others, ofcial work, attention to details, and morality. The value is measured by the existing questionnaire named Chinese Value Survey developed by
Chinese Culture Connection in 1987. Finally,
through the correlation analysis and regression analysis among three variables, we nd that value has a
signicant positive effect on tacit knowledge and
performance, tacit knowledge has a signicant positive effect on performance. Furthermore, tacit
knowledge plays a partial mediator between value
and performance.

Exploring organisational and individual antecedents of work engagement in Brazilian

samples
Maria Cristina Ferreira Salgado de Oliveira University, Brazil
Work engagement has emerged as an important
construct in the realm of positive organisational
psychology. It consists of a positive state that has
an affective-motivational nature and contributes to
employee well-being. Originally conceptualised as
a positive end of burnout, it is now studied in its
own right. The studies concerning work engagement antecedents have been conducted mainly with
European and US samples and have focused on
organisational antecedents of the construct. Therefore, its individual antecedents as well as its correlates in Latin American samples are to date unexplored. Based on those considerations, the present
study aimed at investigating the inter-relationships
of organisational practices, global organisational
justice, social support and self-core evaluations
with work engagement. The sample was composed
of 854 Brazilian employees from 24 organisations
from both public and private sectors. The employees answered self-report instruments designed to
cover all the variables included in the study. The
analyses made at individual level showed that organisational practices that stimulate the employee initiative, the perceptions that organisation is fair with
its employees, the perceived social support and the
self-core evaluations were positive and signicant
predictors of work engagement. Implications of
these results for the adoption of management practices that foster the employee engagement are discussed.

The nature and signicance of newcomer

socialisation in small manufacturing rms:
A newcomers perspective
Robert Field Eastern Institute of Technology, New
Zealand
Organisational socialisation (OS) is a critical process
that all newcomers experience, and the efciency
and effectiveness of the OS process impacts on a
newcomers ability to learn and adjust, as well as
key individual and organisational outcomes. The
purpose of this paper is to examine the nature and
signicance of the OS process and resultant outcomes in small manufacturing rms from the per-

spective of newcomers. Data were collected from 20

newcomers through semi-structured interviews (incorporating the Critical Incident Technique) and
analysed using content analytic procedures. Key
ndings of this qualitative study were: (1) Social
networks play an important role in the pre-employment socialisation of newcomers, (2) a range of
selection methods were employed that facilitated
newcomer learning and adjustment, (3) a combination of formal and informal socialisation approaches
are used to socialise newcomers, and (4) key outcomes of the socialisation process include intention
to quit/remain and work performance. The nature of
the socialisation process differs between small and
large rms. The ability of small rms to effectively
and efciently progress newcomers through the OS
process is critical in facilitating newcomer learning
and adjustment that result in positive OS outcomes.
Human resource practices such as recruitment, selection, training and development contribute towards
the socialisation of newcomers. Further studies of
newcomer socialisation in small rms that includes
an organisational perspective, and extended to different types of industries and locations, would be
useful to researchers, practitioners and planners who
have an interest in the small rm sector.

Employee wellness: Measuring the impact of

investment in workplace wellness programmes
Bianca Filmalter CSIR, South Africa; Mariana Otto
In a concerted effort to address the health and emotional wellness needs of employees, most large
organisations offer Employee Wellness and Assistance Programmes. Despite literature on the positive
impact of such programmes on employees there is
very little information available on what the actual
return on investment in such programmes are. This
is mainly due to the lack of actual measurement
indicators for wellness initiatives. In the absence of
these, such programmes are generally seen as an
add-on or nice-to-have for organisations; they are
also the rst items to be cut from budgets during
difcult nancial times. This paper, based on the
assessment of a wellness programme implemented
over the past two years in a large science council,
proposes performance indicators that should be
used to gauge the success of wellness initiatives
in the workplace and how these can be translated
into monetary value for an employer. The schedule
of performance indicators are the outcome of a
literature review, interviews conducted with employees, and assessment of data related to absenteeism,
exit interviews and EAP usage.

Validation and utility of the Utrecht work

engagement scale (UWES-9) in people with
mental disorders
Franco Fraccaroli University of Trento, Italy; Cristian
Balducci; Marc Corbiere; Patrizia Villotti; Sara Zaniboni
The purpose of this study is to determine the validity of the work engagement construct among mentally ill workers, and to develop a nomological
network delineating work engagements relationship with its antecedents and its consequences in
this specic population. Using a longitudinal design
study, 310 people with mental disorders employed
in Italian social enterprises lled out the Utrecht

498
Work Engagement Scale (UWES-9) and questionnaires on severity of symptoms perceived, and social support from co-workers and supervisors. Individuals who were still eligible at the 12-months
follow up phase of the study completed a questionnaire on future working plans. To validate the
UWES-9 and test its nomological network, conrmatory factor analysis and path analysis were used.
Results showed acceptable conrmatory factor
analysis t indices and psychometric proprieties of
the UWES-9. Acceptable t indexes were also
found for the model tested. The study highlights
that the UWES-9 is a useful instrument for measuring work engagement not only in the general working population, but also in workers with mental
disorders. Furthermore, the study provides an investigation of how work engagement, as well as its
drivers, impacts on important work outcomes in
workers with mental disorders. In particular, the
important role that the vigour dimension plays in
this population as a mechanism through which
individuals feel better at work and feel ready to
take the further step, that is, to work in the open
labour market, is highlighted.

Productivity among younger and older workers: Differences perceived by Brazilian managers
Lucia Franca UNIVERSO, Brazil; R. Silva; T. Rangel;
C, Nalin; L. Franca; N. Ekman; A. Brito
An aging population has become one of todays
greatest challenges. In the worlds industrialised
countries, it is shown that it is necessary to keep
older people working beyond standard retirement
age, in order to ght prejudice against age ageism.
Nevertheless, research is still sparse. The purpose of
this study is to examine how Brazilian managers
perceive productivity among younger up to 35
years; and older workers 50 years and older. The
participants were from 207 public and private organizations, age 26 to 76 years (M = 47). A 11 item
scale was used (1 - low to 4 = very high), which
measured managers perception of workers productivity (Van Dalen; Henkens & Schippers, 2010),
whereby younger workers (N = 186, M = 2.74,
= 0.88) were much better assessed than older ones
(N = 189; M = 2.46, = 0.86), Older workers were
seen as reliable, committed to the organisation and
more sociable, whereas younger workers were
found to be more creative, more productive, physically healthy and vigorous, more exible and having greater technological abilities. Older managers
evaluated the productivity of older workers better
than younger managers (t = -1.99; p < 0.05). Managers from the private sector evaluated productivity
of older workers better than those from the public
sector (t = -2.03; p < 0.05). The ndings suggest
that ageism should be addressed by private and
public organizations. Further research should assess
if the employers` stereotypes regarding younger and
older workers are shared by employees.

Retirement decision predictors for Brazilian

public servants
Lucia Franca UNIVERSO, Brazil; L. Franca; Gustavo
Menezes; T. Rangel; C, Nalin; N. Ekman; Mags
Beksinska
The rise in the elderly population makes retirement
one of the greatest challenges for several countries,

Industrial/Organisational/Work
including Brazil. However, there are still few studies conducted towards the transition from work to
retirement, and what inuences the decision, whether it is bridge employment i.e. work after retirement, postponing retirement to continue in the same
organisation, or full retirement. This research investigated the inuence of seven variables in the retirement decision in 148 federal public servants in
Rio de Janeiro. These variables were 1) subjective
life expectancy; 2) age; 3) perceived health; 4)
perception of work-involvement and satisfaction;
5) exible hours, 6) a career commitment and 7)
control of the work. Multiple logistic regressions
have shown that age, perceived work, schedule
exibility, and job control predict the decision to
postpone retirement; job perception and working
exibility predict bridge employment; and nally,
health condition is the only predictor for full retirement. Human resource policies have advised the
retention of older workers by offering permanent
retraining, job control and exible hours or organising retirement preparation programmes to support
workers who wish to retire.

Scale and scales of social support and social comparison to explore the status of college graduates
CDMSE and to analyse the correlation between the
CDMSE and social support, and also the moderating
role which social comparison tendency played in this
correlation. The results are: The level of Chinese
college graduates CDMSE is above average with
signicant individual differences, while the self-efcacy of targeting and problem solving is relatively
low, there is a positive correlation between social
support and the CDMSE, in which social comparison
tendency played a moderating role. For the graduates
who own a high social comparison tendency, social
support contributes less to their CDMSE than those
who own a low social comparison tendency. The
results indicated that we should make great effort to
build and strengthen social support systems for college graduates. The graduates themselves should scientically use social comparison information and
search for social support resources initiatively, to
improve their career decision-making self-efcacy,
and thus make career decisions properly for their
interest and ability.

Impact of organisational justice on cortisol

after awakening response (CAR) and decline
through the day

The signicance of social networks for learning about change in a Brazilian public organisation

Niklas Friedrich Hamburg University, Germany;

Monika Keller; Tim Vahle-Hinz; Jan Dettmers; Eva
Bamberg
A growing body of research addresses health
impairing consequences of Organisational Justice
(Elovainio, Heponiemi, Sinervo, & Magnavita,
2010). However, relatively few studies investigate
the relationship between organisational justice and
bodily responses to stress. The cortisol after awakening response is a reliable marker for the HPA
activity (Pruessner et. al., 1997) and therefore suitable to examine this relationship. Also (Tepper,
2001), there is, to date, no study which investigates
the relationship between cortisol and organisational
justice. Using random coefcient modelling we
tested whether organisational justice is related to
cortisol after awakening response. Moreover we
investigated whether this relationship is mediated
via negative emotions as suggested by Greenberg
(2010). In order to address our hypothesis, we
conducted a diary study examining emotional state
once a day for 4 days. Saliva cortisol samples were
collected from 50 participants four times a day. On
a personal level we measured procedural and relational justice. First results conrm our hypotheses
that justice inuences cortisol.

Carolina Fussi Universidade de Brasilia, Brazil; Valdenis Silva Universidade de Brasilia, Brazil; Elaine
Neiva; Eduardo Farias; Daniel Barbosa Universidade de Brasilia, Brazil
By using qualitative research, this work examines
the perceptions of employees learning social network structure, in a Brazilian judiciary institution
that impacts on the process of organisational
change. The context of the change under study is
characterised by the adoption of a new technology
that changed the workow, by digitising parts of the
legal process. Once the adoption of new technologies includes learning new skills to deal with informational tools, the aspects of social networks related to transactional contents of learning, related to
the behaviour of individuals in the changing context, may inuence the acceptance and the mechanisms of resistance to change. Thirteen groups, with
12 participants each, were interviewed by using the
semi-structured approach, addressing the participants perceptions about the change and learning
processes, and the exchange of knowledge among
employees. For evaluating the learning network, the
respondents identied the people whom they
approached for assistance in learning the new skills.
The questionnaires are now under scrutiny and the
results shall be presented during the congress.

Chinese college graduates career decisionmaking self-efcacy and social support: The
moderating role of social comparison
Ying Fu GERC, Zhejiang University, China; Zhongming Wang
Faced with severe employment trends, Chinese college graduates need guidance and support for their
career decision-making. As an effective predictor of
employability, career decision-making self-efcacy
(CDMSE) is inuenced by factors such as social
support and social comparison, but the relationship
between them has not been revealed yet. Based on
theories of self-efcacy from former researches, this
study invited 193 Chinese college graduates as sample, using Career Decision Making Self-Efcacy

Good soldiers or good actors: The effects of

prosocial and impression management motives on organizational citizenship behaviors
Riguang Gao Jiangxi Univ Finance and Econ, China;
Biying Wang Jiangxi Univ Finance and Econ, China
Organizational citizenship behaviors are often likely undertaken not only by good soldiers doing good
but also by good actors looking good. The effects of
prosocial and impression management motives on
organizational citizenship behaviors were explored
by empirical analysis on the paired data from 302
employees and their workmates. The results showed
that prosocial motives had signicant effects on
organizational citizenship behaviors toward other

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Industrial/Organisational/Work
people and toward organizations. Also, impression
management motives had signicant effect only on
organizational citizenship behaviors toward organizations. And impression management motives mediated the relationship of prosocial motives and
organizational citizenship behaviors toward organizations, that was, the stronger the employees impression management motives, the lower the correlation of prosocial motives and organizational
citizenship behaviors toward organizations.

Organisational justice: Predictor of psychological well-being of employees

Pooja Garg Indian Institute of Technology, India
The present study attempts to investigate the relationship between perception of justice (Greenberg, 1983)
in the workplace and psychological well-being (Ryff,
1989) of employees, from the perspective of life
satisfaction. A total sample of 200 managers was
randomly selected from the banking and automobile
sectors. The collected data were subjected to factor
analysis on the basis of Principal Component Analysis with Kaisers Varimax Rotation, Pearson correlation and Multiple Regression Analysis. The research ndings indicate that justice is a signicant
predictor of psychological well-being. The present
study has been initiated with the viewpoint that research pertaining to the dyad and dynamic combination of organisational justice and psychological wellbeing would be a nascent area of study in management discourse. The ndings revealed that employees
who are cognitively satised experience well-being in
the workplace, which has a spill-over effect on the
other domains of life, and generates morally relevant
behaviors, leading to life satisfaction.

Stress and its associated factors among primary healthcare doctors, medical assistants
and nurses in government health clinics in
Malaysia
Siti Raudzah Ghazali University Malaysia Sarawak,
Malaysia
This study aims to explore the prevalence of stress,
and its associated factors, among primary healthcare
doctors, assistant medical ofcers and staff nurses at
government health clinics in the State of Kelantan,
Malaysia. This study adopted a cross sectional design. Data were collected from 1st June until 31st
August 2010. A total 248 respondents consisting of
34 doctors, 76 assistant medical ofcers and 138
nurses participated in the study. The Malay version
of the validated Depression, Anxiety and Stress Scale
(DASS-42), and Karaseks Job Content Questionnaire were used as research instruments. The prevalence of stress among primary healthcare doctors,
assistant medical ofcers and nurses was 7.3%.
Multiple Linear Regression (MLR) analysis of stress
scores among doctors showed that lack of supervisor
support and hazardous conditions were signicant
associated factors for stress. For assistant medical
ofcers, MLR analysis revealed that job insecurity,
lack of supervisor and co-worker support were the
signicant associated factors for stress. MLR analysis
of stress scores among nurses showed that duration of
employment, number of children, decision authority,
job demand, job insecurity and physical exertion
were signicant associated factors for stress. Social
support from supervisors, ensuring job security, and
reducing hazardous conditions are essential to reduce

the stress level among Malaysia health care professionals. Staff with longer duration of employment
should be encouraged to undergo a stress prevention
and management programme. Findings of this study
are useful for intervention strategies in preventing
stress among primary healthcare providers.

Performance coaching: Soft skills for the

hard-core
Neville Goldin South Africa; Ann Carvalho; Hilton
Rudnick
Direct qualitative measures of the success of coaching interventions in corporate environments are rare.
Using this research we were able to get a measure of
the ROI amongst a group of hard-core engineers and
technical specialists. We embarked on a coaching
assignment with fteen executives, mostly technical
specialists of an international engineering company.
Seven experienced coaches were deployed to provide
the intervention, utilising a coaching methodology
best described as Performance Coaching (McLeod,
2004) wherein the main focus of the session is on
moving steadily towards goals which are set in the
initial sessions. These goals were partly determined
by the CEO of the company. Almost all of the
coachees had at least one goal centred on interpersonal skills - the focus of attention of this research.
We utilised a qualitative approach in addressing the
research question. Subsequent to the coaching we
asked a set of structured questions to each coachee,
covering aspects of interpersonal development which
were addressed in the coaching sessions. Coachees
were asked to reference their answers only in regard
to where changes could be attributed directly to the
coaching process. In addition a colleague of each
coachee was asked a similar set of questions in regard
to observable changes they had noticed. The results
of the research presented strong qualitative evidence
that the coaching had impacted directly and positively on the interpersonal style of most of the group.

Behind innovation clusters: Individual, cultural, and strategic linkages

Jorge Gomes ISEG/Technical Univ. Lisbon, Portugal;
Mariana Silva
Reasons for clustering in the modern economy are
various. In the innovation literature, for example,
knowledge is created and shared within clusters (Vaz
& Nijkamp, 2009). Porter and Slvell (1998) explain
that a cluster allows the development of a common
language, social bounds, norms, and values. According
to Pounder and John (1996), managers and decisionmakers in a cluster share values, cognitive references,
and experiences (called normative isomorphism),
hence they tend to establish connections and follow
the same patterns of organizational behaviour. The
goal of the current study was to explore and understand the microdimensions (i.e. individual and social)
behind macro structures (i.e. clusters). Two organizations in the same cluster were analysed. A case study
approach was followed, with several instruments: 1)
a questionnaire to measure corporate culture; 2) interviews; 3) observation; and 4) document analysis.
Data analysis revealed that, although closely interdependent, both companies had a distinct pattern of
cultural and strategic orientations and proles, which
suggests a low level of isomorphism. This goes
against Pounder and Johns (1996) idea that a cluster
has a shared cultural and strategic prole. The study

further showed that informal relationships between

individuals from both companies strengthen the cluster. Other linkage factors, such as trust, common
historical development and growth, and family-type
companies, are also discussed.

Individual, social, and cultural linkages in

innovation networks: A psychological perspective
Jorge Gomes ISEG/Technical Univ. Lisbon, Portugal;
Soa Bernardo
Clusters have become an important part of modern
economical and even social organisation. Since
Porters (1990, 1998) seminal work on the importance of clusters to national and regional economies, authors have tried to understand the structure
and dynamics of clusters and clustering. More recently, the concept has originated other related concepts, which deal with a more specic phenomenon
within clusters. Such is the case of "networks of
innovation", which provide a framework to analyse
the rules, norms, conventions or shared practices
that form national or regional patterns of interactions among institutions. The current research
addressed the following questions: How are institutions relating to each other? and how do they create
networks of innovation? These questions were
approached from sociological and psychological
perspectives. One single case study was observed
and investigated. This single holistic case is composed of several entities within an innovation network, of which 6 participated in the study. Interviews, document analysis, and observations were
carried out in all of these entities. Results show that
formal relationships are strongly supported by informal ones, and that cultural ties linked to the
specic type of cluster also give support to
the creation, maintenance, and reinforcement of the
network. The paper ends by drawing some important implications for theory, research, and practice.
Political implications are also highlighted.

Skills training in multimodal virtual environments

Daniel Gopher Techion Israel Institute of Technology, Israel
Multimodal, immersive, virtual reality (VR) techniques open new perspectives for the study of skill
acquisition and training, and in particular the training of perceptual-motor skill trainers. They also
introduce new risks and dangers. This lecture will
describe the benets and pitfalls of multimodal
training, in the context of the current theoretical
thinking on skill acquisition and knowledge representation. I will also delineate the cognitive building blocks of a multimodal, VR training system.

Effort-reward imbalance, work-home interference and health: A longitudinal study

among nurses in Europe
Marjan Gorgievski Erasmus University Rotterdam,
Netherlands; Hans Hasselhorn; Arnold Bakker; Beatrice Van der Heijden
This study set out to test the postulation of the effortreward imbalance model (Siegrist, 1996) that a digression from reciprocity in transactions, dened as
an imbalance of high extrinsic effort and low extrinsic rewards, leads to strain, and sets into motion a

500
negative spiral of increased mental exhaustion and
work-home interference. Herewith, this longitudinal
study is one of the rare studies investigating an
additional effect of the effort-reward imbalance on
top of the main effects of efforts and rewards. Moderated Structural Equation Modeling (MSEM) was
used to analyse longitudinal survey data from 26,106
nurses from six European countries. Mean age was
38.21 years (sd = 8.89), 11.7% was male, and 88.3%
was female. Effort-reward imbalance, measured as
the effort-reward ratio, was treated as a special type
of interaction term in MSEM. As expected, high
extrinsic efforts and low extrinsic rewards at Time
1 predicted more mental exhaustion and more workhome interference at Time 2. Moreover, effort reward
imbalance at Time 1 additionally predicted workhome interference at Time 2, both directly and
through increased exhaustion at Time 1. Surprisingly
few cross country differences were found, which will
be discussed. To conclude, effort-reward imbalance
not only appeared to predict impaired health, but also
spills over into the private domain, partly through
mental exhaustion. Improvements are possible
through decreasing effort (demands) and increasing
rewards, as well as reactive strategies aimed at recovering from mental exhaustion.

The expectations, perceptions and experience of members of the South African Police
Service of Employee Assistance Services: An
empirical study
Anton Grobler UNISA, South Africa; Yvonne Joubert
The objective of this research is to determine the
expectations, perceptions as well as the experience
that South African Police Service (SAPS) employees
have regarding the Employee Assistance Services
(EAS). No sampling strategy was used, with the
result that all available employees were included in
the study (N=37 816). The questionnaire was
designed using eight cross-cutting principles in the
EAS (referred to as factors), namely (i) information;
(ii) support and understanding; (iii) accessibility; (iv)
availability; (v) responsiveness; (vi) condentiality;
(vii) credibility, and (viii) the proactive/empowerment
approach. The measuring scale is a 5-point Likert
scale. The respondents expectations and perceptions
regarding these principles were measured with two
sets of eight explicit questions. The experience was
measured by isolating the responses of those employees who have used the services of the EAS in the past
year. The results indicated a high overall expectation
of the EAS regarding all eight principles (combined
average of 4.5), followed by a slightly lower overall
perception (combined average of 3.2), and a combined average of 3.5 regarding the overall experience
of participants who have used the services of the EAS
in the past year. Statistical signicant differences in
the overall experience dimension were reported between the different race groups, rank groups as well
as employees who have used (or did not use) the
services of the EAS.

Social capital and team: The mediating roles

of team psychological safety and learning
behaviour
Qinxuan Gu Shanghai Jiao Tong University, China;
Lihong Wang
There is very little literature available on the mechanisms between social capital and team innovation.

Industrial/Organisational/Work
This study aims to ll the gap by exploring psychological safety and learning behaviour as mediators
between the three dimensions of social capital (the
structural, cognitive and relational capital) and innovation at team level. Our sample comprised 146
R&D teams with 559 members from eight Chinese
high-tech companies. Among 146 R&D teams, the
average tenure of the members in the teams was
37.28 months ( s.d.=35.46), the average team size
of 3.83 members (s.d.=1.65, range=2-10). Data on
team social capital, psychological safety and learning
behaviour were collected from 559 members, while
data on team innovation were collected from leaders
of 146 R&D teams. Hypotheses were tested by using
structural equation modelling. Results showed that
the three dimensions of social capital were positively
related to team innovation, and that both psychological safety and learning behaviour partially mediated
the relationship between the structural capital and
team innovation, whereas it fully mediated the relationship between the cognitive and relational capital
and team innovation. Finally, managerial implications
are discussed and future research directions offered.

How does LMX inuence employee creativity? The roles of creative self efcacy , creative role identity and job autonomy
Qinxuan Gu Shanghai Jiao Tong University, China;
lihong Wanng; Xiaoling Wan
Many studies have examined outcomes and antecedents of leader-member exchange (LMX), but
few studies have explored how LMX inuences
followers creativity. The purpose of this paper is
to examine the inuence process by exploring the
mediating roles of creative self-efcacy and creative
role identity, and the moderating role of job autonomy. Our sample comprised 208 leader-follower
dyads within organisations situated in the Peoples
Republic of China. Hypotheses were tested by using structural equation modeling and linear regression analysis. As predicted, results showed that both
creative self-efcacy and creative role identity fully
mediated the relationship between LMX and employee creativity, while unexpectedly, job autonomy did not play a signicant moderating role in the
relationship between LMX and employee creativity.
However, we found that job autonomy negatively
moderated the relationship between LMX and followers creative self-efcacy. Implications for the
theory and practice of leadership in the Chinese
context are discussed. Some recommendations for
future research are provided.

Doing business in India: Cross-cultural issues

in managing human resources
Seeta Gupta IMT Ghaziabad, India
This research focuses on the issues surrounding
business in India where cultural differences can
create potential barriers when conducting business
overseas. India is achieving a 7% economic growth
and is one of the largest emerging markets worldwide. With an abundant availability of competitive
resources, human and material, it offers immense
opportunities for businesses to ourish. The objective is to understand how Multi National Corporations (MNCs) can be successful when doing business in India, while also managing human
resources. This is an exploratory research involving
fty senior vice presidents working in overseas/

Indian MNCs. In-depth interviews were conducted

with fteen respondents, average age 38.4 years.
They represent different sectors and have served
globally in India/abroad. Interviews were videorecorded and notes taken for further analysis.
Responses are classied under four themes: (1)
Why MNCs want to do business (2) Challenges
of doing business (3) Cultural routes to doing business (4) Doing business - Human Resource perspective. Responses from global managers highlight
the need for a deeper understanding of Indian culture before any MNC begins to do business here.
The challenges of managing aspirations of a young
and large local work-force requires offering a
Unique Value Proposition with challenging roles
and professional growth opportunities. High levels
of compensation alone, are not effective in retaining
an individual in this dynamic business scenario of
high attrition.

Organisational role stress and personality:

An interface
Vibhuti Gupta Delhi University, India
The aim of this empirical research is to investigate if
the two levels of management (upper and lower
management) and males and females in public sector
organizations differ signicantly in their experience
of organizational role stress. The study also aims to
investigate the extent to which the individuals personality dimensions affect their perception of organizational role stress. For this purpose, two standardized questionnaires, namely the Neo Five Factor
Inventory by Costa and McCrae, 1991, and the Organizational Role Stress Scale by Udai Pareek, 1981,
were administered to a sample of 120 employees
working in two public sector organizations in Delhi,
India. For statistical computation, t-test and Pearsons
product moment correlation was used. Results indicate signicant gender differences in inter-role distance, with women being signicantly high on it.
Personal inadequacy and role stagnation also showed
a trend towards being signicant. There were significant differences between lower and upper management with respect to role isolation, personal inadequacy and self role distance. Role expectation
conict showed a trend towards being signicant.
For the total sample size (N=120) Neuroticism correlated signicantly with role erosion (negative correlation), Extraversion with role erosion (positive
correlation), and Conscientiousness with role expectation conict, personal inadequacy and self role
distance (all three negative correlations). The results
are discussed in light of existing research and further
subsequent interviews with 10 employees. Limitations and implications of the study are highlighted.
Future suggestions are given.

The effects of group faultlines and diversity

orientation on change decisions: A postmerger team integration process
Lifeng Han Zhejiang University, China; Zhongming
Wang
Acquisition is a major event for focal organisations,
which will have a substantial impact on the people
involved. The main characteristic of post-merger
organisation lies in the composition of its employees becoming more diverse regarding new teams
composed of people coming from two different
organisations. How to manage the emerging diver-

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Industrial/Organisational/Work
sity becomes an important issue throughout the
post-merger team integration process. This study
(supported by NSFC70232001) examined the
effects of group faultlines and diversity orientation
on team collective self-verication, processes, and
decision quality. An experiment of 46 three-person
groups using a 2 (strong/weak group faultlines) 2
(high/low diversity orientation) factorial design
revealed that diversity orientation moderated the
effect of group faultlines on team collective selfverication, processes, and decision quality. Specifically, the negative effects of group faultlines on
these variables will be reduced when diversity orientation is high, than the situation when diversity
orientation is low. We then proposed that group
faultlines hampered team members endeavour for
acquiring self-verifying feedback, which in turn
impaired members sense of connectedness to the
team and cut off information-sharing among them.
Finally, processes loss was related to poor decision
quality. Three parallel statistical approaches showed
that both self-verication to connectedness path,
and self-verication to information sharing path,
fully mediated the relationship between faultlines
and decision quality respectively. Implications for
diversity management in post-merger teams were
discussed.

Pay satisfaction as a mediator of the relationship between perceived organisational

justice and organisational commitment
Davood Hayati Islamic Republic of Iran
This study tested a mediational model consisting of
organisational commitment as dependent variable,
and distributional justice, procedural justice, and
interactional justice as independent variables, with
pay satisfaction as mediator. Data were gathered
from a sample of 170 employees of an industrial
organisation in Ahvaz who were selected by a
stratied random sampling method. Of this sample,
98.8% were men and the average age was 39 years.
The instruments used in the present study consist of
the Organisational Commitment, Organisational
Justice, and Pay Satisfaction Questionnaires. Structural equation modelling (SEM) through AMOS-16
and SPSS-16 software packages was used for data
analysis. The results supported components of the
proposed model, that is, perceived organisational
justice (distributional justice, procedural justice,
and interactional justice) predicted pay satisfaction,
which in turn predicted organizational commitment.
In addition, pay satisfaction partially mediated these
relationships. Discussion and implications of the
results are presented in the study.

percent were men and the average age was 44 years.

The instruments used in the study consist of Turnover Intention, Organizational Commitment, Job
Satisfaction, Work Motivation, and Pay Satisfaction
Questionnaires. Structural equation modeling
(SEM) through AMOS-16 and SPSS-18 software
packages was used for data analysis. The results
supported components of the proposed model, in
that four dimensions of pay satisfaction predicted
turnover intention. In addition, job satisfaction, organizational commitment, and work motivation mediated these relationships. Discussion and implications of the results are presented in the study.

Work-family conict and work engagement

among working mothers: Personality as a
moderator
Carolina Henn University of Johannesburg, South
Africa; Tracy Opie
The study utilised the Job Demand-Resources model to investigate the effects of work-family conict
on work engagement among working mothers. The
moderating roles of conscientiousness and neuroticism on the relationship between work-family conict and work engagement were also investigated.
A quantitative, cross-sectional, survey design was
used. The sample was comprised of working
mothers from several organisations. Data was gathered using the Work-to-Family Conict Questionnaire (Netemeyer, Boles & McMurrian, 1996), the
Basic Traits Inventory (BTI) (Taylor & De Bruin,
2005) and the Utrecht Work Engagement Scale
(UWES-9) (Schaufeli, Salanova, Gonzlez-Rom,
& Bakker, 2002). Results indicated that work-family conict negatively predicted work engagement.
Conscientiousness positively predicted work engagement, and neuroticism negatively predicted
work engagement. In terms of interaction effects,
a signicant interaction effect was found for conscientiousness but not for neuroticism. More specically, for participants that are high in conscientiousness, work engagement decreases signicantly
more with an increase in work-family conict, than
for participants that are low in conscientiousness.
The study contributes to the limited information
available in terms of work-family conict among
South African mothers. Results indicate that
employees that are high in conscientiousness and
low in neuroticism have signicantly higher levels
of work engagement, which has implications for
selection. Organisations and employees should investigate ways to reduce work-family conict
among conscientious female employees to counteract the negative effect thereof on their engagement
levels.

Four dimensions of pay satisfaction and turnover intention: Mediating role of job satisfaction, organisational commitment, and
work motivation

Employee responses to work design: Integrating the job demands-resources model

and self-determination theory

Davood Hayati Islamic Republic of Iran; Abdolkazem Neisi

The aim of this study was to test a model consisting
of turnover intention as dependent variable, four
dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. Data were
gathered from a sample of 273 employees of
NISOC in Ahvaz, Iran, who were selected by stratied random sampling method. Of this sample, 95.2

Severin Hornung Hong Kong Polytechnic Univ, Hong

Kong
The studys objective was to empirically integrate
core assumptions of the job demands-resources
model (JDRM) and self-determination theory
(SDT) regarding employee responses to work design. Survey data of 1,008 employees from a
German public administration were used for a path
analytic test of the integrated model. Psychometric
properties of instruments were established in con-

rmatory factor analyses. Results suggest high

correspondence between theoretical predictions
and empirical data structure. Drawing on SDT,
included resources (job autonomy, learning opportunities, and task interdependence) and demands
(work pressure, learning hindrances, and collaboration problems) reect work characteristics that
respectively support and constrain the fulllment
of basic psychological needs for autonomy, competence, and relatedness. As predicted by JDRM,
resources and demands appeared to activate two
relatively independent processes of intrinsic motivation and health impairment. Each process comprised distinct proximal rst-order (intrinsic work
motivation and psychological work strain) and
distal second-order outcomes (affective organizational commitment and psychosomatic complaints). Worker alienation, an aversive and amotivated state, was a shared second-order outcome at
the intersection of motivational and health-impairment processes. In accordance with SDT, individuals with high autonomy orientation tended to be
more intrinsically motivated and experience lower
work strain and alienation. The presented model
goes beyond previous research by extending
JDRM based on assumptions of SDT. It shows
that these two theories complement each other in
explaining psychological responses to work. Implications include highlighting the most effective
levers for work design to enhance employee
well-being and performance.

Negotiating idiosyncratic deals: The role of

status and bargaining power
Severin Hornung Hong Kong Polytechnic Univ, Hong
Kong; Juergen Glaser; Matthias Weigl; Peter Angerer
Idiosyncratic deals (i-deals) are nonstandard
arrangements in which individual workers negotiate
with their employer to make jobs better t personal
needs and preferences. Differing from related proactive behaviors, i-deals imply mutuality: Employee initiative and employer authorization. Moreover,
i-deals are heterogeneous: Development i-deals
have been found to relate positively to motivation,
commitment, and satisfaction. Flexibility i-deals
predominantly reduce work/non-work conicts.
As previous research has paid only cursory attention to issues of status and bargaining power, we
seek to clarify who gets what kind of deal and
who doesnt. We analyzed a sample of 155 German
hospital physicians, where hierarchy and status are
highly important. The sample included 59 residents
at the lowest level, 47 fully certied, 30 senior, and
19 head physicians at the highest rank. Modifying a
previously used measure and comparing means and
frequencies across groups, we found that lower
ranking employees not only reported a lesser overall extent of developmental i-deals, but were also
more likely not to seek out and/or be denied such
arrangements; this pattern was reversed for high
status workers. Flexibility i-deals were largely conned to lower level part-time workers. High status
employees attributed successful negotiation to their
achievements and bargaining power. Lower ranks
saw i-deals largely at the discretion of their supervisors. We discuss theoretical and practical implications of the risk that in hierarchical settings i-deals
aggravate inequalities and lead to cumulative
advantages of high status workers.

502
The interactive effects of psychological safety and accountability on organisational
learning under change
Honghao Hu Zhejiang University, China; Zhongming
Wang
Quite a few scholars have examined the relationship
between psychological safety and organisational
learning and found that psychological safety would
signicant affect organisational learning. Drawing on
the literature on organisational learning and accountability, we argued that psychological safety only in
coordination with accountability would accelerate
organisational learning and hypothesised that there
was an interactive effect of psychological safety and
accountability on organisational learning both at the
individual and organisational levels. After controlling
for demographic factors (company size and company
tenure) and using the regression analysis on the data
from 39 Chinese manufacturing companies, the
results supported the hypothesized interactive effect.
Findings suggested that when accountability was
high, psychological safety was signicantly and positively related to organisational learning; and when
accountability was low, there was no signicant
relationship between psychological safety and organisational learning. These results have important
implications for building psychological safety climate while adequately emphasising accountability
among the employees in order to facilitate organisational learning practice, which could be a strategy to
nurture an effective learning context for those Chinese traditional manufacturing rms involving in the
business upgrading and industrial transfer. The implications of this study (NSFC-70232001) for organisational learning capability were highlighted from the
perspectives of accountability and psychological
safety for Chinese entrepreneurial organisations.

The interaction between ethical leadership

and perceived accountability under organisational change
Honghao Hu Zhejiang University, China; Zhongming
Wang; Shenjiang Mo
Accountable team members are important in order to
achieve team success, especially during the phase of
organisational change. However, there always exists
a tradeoff between increasing the teammates accountability and reducing the work stress. Since
leaders who practice ethical leadership behavior can
signicantly shift work-related accountability from
individuals to the team as a whole, this study tries to
test the interactive effect of perceived accountability
and ethical leadership on individual performance.
Data was collected from a sample of 37 functional
teams from companies which are experiencing organisational change. The three-teammates responses to
team-level ethical leadership were aggregated into
team-level data after verifying the internal consistency of intra-group data. Based on the hierarchical
linear modeling and regression analysis methods, the
results show that the perceived accountability of
individual teammate is positively related to individual performance, which sequentially contributes to
the whole work team. And ethical leadership as a
team-level variable positively predicts team performance. More importantly, ethical leadership signicantly moderates the relationship between individual
perceived accountability and his/her performance.
This study reveals that the individual perception of
formal accountability is critical for individual work

Industrial/Organisational/Work
output when implementing the dependent tasks.
However, in a collective working setting, particularly
in the Chinese context, team ethical leadership can
enhance team performance while relieving the individual work stress resulting from too much perceived accountability. The implications of this study
(NSFC-70232001) for developing the accountability
and leadership strategies in the teamwork setting
under organisational change were discussed.

A multilevel study on team accountability

and its effects among Chinese outsourcing
industrial rms under change
Xiaozhong Huang Zhejiang University, China;
Zhongming Wang
Accountability involves an agent who, potentially,
is subject to evaluation so that the agent needs to
justify the decision behaviour. As team becomes the
main work pattern in many industries including
outsourcing, there is no study on team accountability. Thus, based on meso-level theory of accountability, and Chinese vendor team as subject, this
study (NSFC 70732001) explored team accountability and its effects. Firstly, three sub-studies explored the conceptual dimensions of team accountability. In sub-study one, semi-structured interviews
with leaders and members from ve teams were
conducted, and three dimensions emerged by adopting content analysis, including responsibility, transparency, and response. Based on sub-study one,
sub-study two compiled team accountability scale
to 157 participants from 31 teams, and 14 items
were nally formed after exploratory factor analysis. In sub-study three, conrmatory factor analysis
was applied to 212 participants from 36 teams, and
the results supported the three dimensions of team
accountability. Secondly, the study explored multilevel effects of team accountability. Four hundred
and eighty-nine leaders and members from 120
teams as participants, ve scales as tools, including
team accountability scale, team cohesion scale, job
tension scale, turnover intension scale, and team
performance scale, and multilevel structural equation modelling as analytical method, the results
showed that team accountability affected turnover
intention, and the relationship was mediated by job
tension. The study also compared the results between vendor team and general team, indicating the
context specicity of team accountability effect
mode under outsourcing.

Team accountability and outsourcing decisions under change: A neuro-behavioural

perspective
Xiaozhong Huang Zhejiang University, China;
Zhongming Wang
Accountability refers to the expectation that one
may be called on to justify ones beliefs, feelings,
and actions to others. Outsourcing challenges the
social contingency model of accountability, in that
vendor project team, wandering between vendor
and client, is accountable to both of them. Thus,
based on social contingency model, this research
(NSFC 70732001) explored the behavioural and
neural decision mechanism of team accountability
and the moderating effect of need for cognition.
Team leader accountability, dened as team leader
takes full accountability and subordinates are accountable to leaders, is common among team ac-

countability modes. Assuming team leader accountability as mode, the behavioural study
employed undergraduates as subjects and a coin
toss game as experimental scenario. The results
showed that when accountable to single audience,
no matter who was vendor or client, the individual
adopted conformity to please the audience. When
accountable to a dual audience with conict of
interests, individual engaged in preemptive selfcriticism, that is, she/he considered dual interests
to achieve satisfactory results for both of them.
Need for cognition moderated the coping tactics
when accountable to dual audience, people with
low need for cognition relied on evasion more than
the ones with high need for cognition. With the
same research paradigm and college students as
subjects, event-related potentials study revealed
N1 elicited by stimuli during vendor accountability
was signicantly larger than the ones elicited by
stimuli during non-accountability and dual accountability separately, reecting the discrimination process of decision and the different intentions
of discrimination efforts.

A study of the relationship between managers competencies and management performance

Jiehua Huang Guangzhou University, China
The purpose of this paper is to study managers
competencies which are the key elements to ensure
the survival and growth of enterprises. Based on
literature review, group discussion and expert evaluation, a 129-item questionnaire was constructed to
test managers management competencies. This, together with the questionnaire of management performance, was used as research tool to obtain the data.
462 women managers from enterprises in Guangdong province participated in the study, with 154 top
managers and 308 middle managers. Using conrmatory factor analysis and structure equation model,
the results nd a ve-dimension management competencies model, which includes self-management
ability, leadership, task management ability, innovation management ability and social responsibility.
Each dimension has its sub-dimensions. Meanwhile,
women managers management competencies significantly inuence enterprises management performance. This study offers insight into the relationship
between managers and management performance in
enterprises, providing foundation for in-depth studies
on management competencies. The management
competencies model is useful for practitioners in
management positions in organisations, who can enhance their management skills through the understanding and practice of management competencies.
Therefore this study can be used as a tool by organisations to improve organisations strategic vision
and for individual improvement purposes. The implications for human resource management, e.g., enterprise managers selection, evaluation, training and
development, are discussed.

The relationship between mood, social motivation and Organisational Citizenship Behaviour
Gang Huangfu Beihang University, Beijing, China;
Liqi Zhu
Organisational Citizenship Behaviour (OCB) refers to
employees altruistic behaviour in an organisation.

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Industrial/Organisational/Work
This study aimed to explore factors that may inuence
OCB. Two factors were taken into account, mood and
social motivation. Eighty employees from two medium-sized Chinese enterprises were recruited to participate in the study. Their OCB levels were evaluated
by their supervisors in the organisation. Social motivation was measured by decomposed games. Positive
or negative mood was induced by happy and sad
music, then measured by a self-reported scale Positive
And Negative Affect Scale (PNAS). Results showed
that employees mood affected their immediate OCB
performance. Positive or negative mood can cause
changes of OCB, positive mood increased the immediate OCB performance, while negative mood decreased OCB, showing working in a positive mood
may lead to more altruistic behaviour, which may
imply higher performance. The study also showed
that most employees social motivation is in a prosocial category, but there was no signicant correlation found between social motivation and OCB in the
study. Further research needs to be done to explore
more factors that may enhance OCB.

The effects of trustworthiness demonstration versus distrust regulation on trust following a transgression
Ma Huawei Tianjin Normal University, China; GuoAn Yue; Qi Yao
Prior research on trust repair has focused on the
effects of specic repairing tactics on integrity-based
trust and/or competence-based trust after a transgression. Although the ndings have enhanced our understanding of trust repair, repairing tactics have
seldom been considered in isolation from each other.
Based on two different underlying mechanisms for
trust repair, i.e., trustworthiness demonstration and
distrust regulation, present studies categorised the
transgressors responses after trust violation into
demonstration tactics and regulation tactics, and investigated their effects on integrity-based trust and
benevolence-based trust after violation. Two studies,
using samples of employees, were conducted involving a context in which an organisation has violated an
employees trust by improper behaviours during layoff. Study 1 revealed that the violation of benevolence-based trust was more difcult to repair than that
of integrity-based trust. In addition, the distrust-regulation tactics were more effective for repairing benevolence-based trust than for repairing integritybased trust. Furthermore, for integrity-based trust, the
trust-demonstration tactics were more effective.
Study 2 introduced the variable of institutional trust
to further investigate why the ndings were inconsistent with previous ones. It was revealed that low
level of institutional trust weakened the effect of
regulation tactics on integrity-based trust.

Psychological variables predicting perceived

job stress among policemen in Ile-Ife, Nigeria
Femi Ilevbare Obafemi Awolowo University, Ife,
Nigeria
The study examined psychological variables as predictors of perceived job stress among policemen in
Ile-Ife, Nigeria. The study employed ex-post-facto
research design. A total of one hundred policemen
were drawn within the divisional headquarters in
Moore, Ile-Ife, Osun state, comprising 64 males and
36 females within the ages of 18 to 52. Three
hypotheses were drawn from the review of literature

and tested with appropriate statistical tools. A 2Way ANOVA analysis showed that self-esteem
does not have a signicant inuence on perceived
job stress among the policemen(F(1,92)=1.074,
P>0.05). Also, there was no signicant self-monitoring differences on perceived job stress of the
policemen (F(1,92)=0.017,p>0.05). Further results
revealed that locus of control does not have an
inuence on job stress (F(1,92)=0.235,P>0.05)
among the participants. Reasons were given why
the outcome of this present study negates the outcome of previous studies with emphasis on the
socio-political situation experienced by policemen
in Nigeria. Recommendation was made with emphasis on the importance of adopting stress-reduction strategies in organisation to improve efciency
at workplace.

The association of personality resources to

workplace motivation
Tatiana Ivanova Higher School of Economics, Russian Federation; Evgeny Osin
With support of Russian scientic humanitarian fund,
project #12-06-00806 Personal resources in workplace motivation system.Work motivation is a broad
category that encompasses a number of characteristics of both work environment and personality.
According to self-determination theory (Deci &
Ryan), the general motivational tendencies (intrinsic
or extrinsic) are reected in any domain of activity,
including work. However, the association of work
motivation to personality resources, which are widely
recognised as personal strengths and virtues contributing to well-being and goal achievement, is not
clear. The sample included 4,700 employees of a
major national electric company. Respondents were
asked to participate in a study of well-being at work
and completed a questionnaire that included Russian
versions of the Situational Motivation Scale (Guay,
Vallerand & Blanchard, 2000), Personal Views Survey II measuring hardiness (Maddi, 1997), Generalized Self-Efcacy Scale (Schwartzer & Jerusalem),
Multiple Stimulus Types Ambiguity Tolerance scale I
(McLain, 1993), and the Life Orientation Test (Scheier & Carver, 1985), as well as a number of variables
reecting workplace factors. The results of our study
demonstrated that personality resources mediate the
impact of workplace factors, such as salary, work
conditions, and work achievement upon the wellbeing at work. Intrinsic motivation and workplace
well-being were also strongly correlated. Exploratory
and conrmatory factor analysis of the scales measuring personality resources (hardiness, self-efcacy,
ambiguity tolerance, and optimism) formed a single
factor that was labeled Personality Potential. The
corresponding scores were summed up forming an
integral index of Personality Potential that was shown
to be a good predictor of intrinsic motivation. The
results are interpreted within the framework of Personality Potential theory (Leontiev, 2011).

The coherence between organisational identity and corporate image: A case of change
management in a health organisation
Davide Jabes IULM University - Milan, Italy; Cinzia
Sciangula; Vincenzo Russo
This paper discusses the results of an action-research in a local health organisation in Milan. The
analysis of demand led to the formulation of inter-

vention: improve the corporate image in a time of

strong structural and organiaational changes. The
hypotheses of the project were: a. There were shortcomings in the ow of information. b. This led to a
deterioration of organisational climate and corporate image. c. Educational activities focused on
internal communication could improve the attractiveness of the organisation (Thomaz, 2010; Rao,
2009; Forman, Argenti, 2005). The extant literature
is full of reports detailing that care providers, such
as doctors and nurses, spend a signicant proportion of their time obtaining or providing information (Henrich et al., 2008; Soto et al., 2006), and
detailing the deleterious effects of poor interprofessional communication (Bokhour, 2006, Burd et al.,
2002; Dechairo-Marino et al., 2001; Simpson et al.,
2006). The hypotheses a. and b. were conrmed by
qualitative and quantitative research: 22 semi-structured interviews were conducted on employees; a
questionnaire composed of two scales, the Comunication Evaluation Survey (Winegarden, 2009) and
3 factors (autonomy, job involvement, dynamism)
of MDQ13 (Mayer, DAmato, 2005) distributed
over a signicant sample (177 subjects) of the
workforce; a customer satisfaction questionnaire
was distributed to 150 patients. The results helped
to implement a training process and a system of
internal evaluation, which involved 10 manager and
100 employees from HR and wards. This article
briey discusses the articulation of the training
project and its impact on the corporate image.

Leadership for performance excellence:

Looking within, around and beyond
Ajay K Jain Management Development Institut,
Denmark
The basic proposition in psychological literature
which has emerged is that behaviour is a function
of personality and the environment (Lewin, 1936).
Later Korman (1971) proposed that leadership behaviour, in particular, should be viewed as a function of the person and the environment. As an
organisational theorist, I assume that the business
environment is highly complex, dynamic and globally connected. Thus, leadership effectiveness can
be postulated to be an interactive function of the
leaders behavioural, organisational and environmental characteristics. The purpose of this exploratory research is to develop an integrated leadership
model from the behavioural competencies of seven
CEOs by adopting psychological, sociological and
strategic perspectives on leadership studies. The
data for this study was collected at two stages. First,
I did qualitative research from the data of 118
executives to develop a 35 item leadership behaviour questionnaire. Then the quantitative data was
collected from 525 senior and top executives of
seven CEOs from large size organisations. The data
was collected in face to face conditions. Each respondent has lled out a questionnaire about his/her
CEOs behaviour based on his/her personal interaction with him. The results of exploratory factor
analysis have yielded four factors, namely, evolved
self (looking within), people and culture development (looking around), strategic focus (looking
beyond) and performance excellence (sustainable
development) in the changed business environment
context. These factors need to be aligned with each
other to achieve performance excellence. The alignment (t) is a continuously evolving process which

504
is largely dependent on the immediate environmental and contextual factors. Leaders need to look
within, around and beyond to achieve the condition
for a better t.

Unlocking quantum value: Consciousness as

a practice at the workplace
Raymond Jambaya Help University Graduate
School, Malaysia
The effective utilisation of affective and cognitive
dimensions of emotional intelligence within the
psychosocial work space has become crucial for
creating competitive advantage, in an era dominated by knowledge workers. The purpose of this
study is to explore the perceptions, application and
impact of workplace consciousness behaviours
within a multi-cultural Malaysian Call Centre rm.
The paper seeks to establish the business case of
workplace consciousness against three competitive
dimensions, namely peak performance, functional
creativity and staff well being. Multivariate analysis will be conducted on 150 purposively sampled
subjects. The relationship between workplace consciousness behaviours and performance indices
and its implications for human resource development within current knowledge economies in the
sector will be discussed in accordance with the
results.

The effect of safety prioritsation and descriptive norms on safety compliance: An experimental study
Li Jiang Soochow University, China
Violations are the main triggers of workplace accidents. It is therefore important to improve safety
behavior in the workplace. The present research
investigated the effect of safety prioritisation and
descriptive norms on safety compliance. A simulated safety task was realized by computers in the
laboratory. With a 22 between-group design, 93
undergraduate students participated in this experiment. Results showed that the main effect of safety
priority and descriptive norms were signicant on
safety compliance. The interaction effect was also
signicant, specically, in the safety condition the
relationship between descriptive norms and safety
compliance was more positive than in the productivity condition. Implications for safety research are
discussed.

Why job seekers are attracted by corporate

social responsibility: Experimental and eld
evidence
David Jones University of Vermont, United States of
America; Chelsea Willness
Using experimental and eld designs, we tested
three signal-based mechanisms that explain why
job seekers are attracted to organisations known for
their corporate social performance (CSP): Anticipated pride from the organisations prestige, perceived value t, and expected treatment. In a longitudinal experiment (N=180). At Time 1 we
measured individual differences including communal orientation and pro-environmental values. At
Time 2 we manipulated the presence and type of
CSP via company web pages and assessed participants attraction to this potential employer through
the signal-based mechanisms. Tests of mediation

Industrial/Organisational/Work
through regression and Sobel tests showed support
for participants attraction due to an organisations
CSP through all three mechanisms. In a eld study
(N=171), we collected survey data from job seekers
who attended job fairs and completed measures in
reference to a recruiting organisation they identied
as an attractive employment option. We also coded
the hiring organisations recruitment materials (posters, handouts) for the extent they contained CSP
content. Tests of multiple mediator models using
bootstrap regression-based analyses provided support for job seekers attraction due to CSP though
all three mechanisms. Thus, across two studies
using three different operationalisations of CSP
(manipulated CSP information, job seekers perceptions of CSP, and the degree of CSP content in
hiring organisations recruitment materials), results
provided consistent support for the three signalbased mechanisms. Our ndings highlight theoretically interesting differences between the effects of
an organisations community involvement versus its
pro-environmental practices.

Performance management practices in public universities in Uganda: An instrument development

James Kagaari Kyambogo University, Uganda
The purpose of this paper is to develop and validate
an instrument for measuring and assessing perceived performance management practices in public
universities in Uganda. These performance management practices are based on metaphors derived from
the agency, upper echelon, resource-based view,
dynamic capability and goal setting theories. Data
were collected from a sample of 474 respondents in
four public universities in Uganda. Questionnaire
item development was based on an intensive literature review, reliability assessment, exploratory factor analysis and conrmatory factor analysis.
Results show that items related to individual members perceived performance management practices
that are based on having appropriate employer-employee relationships (agency relations), identifying
and utilising available resources and involving
employees in goal setting to achieve performance
in an ever-changing environment. The data used
are from a single sample from a studied population
though a systematic procedure of instrument development (i.e. descriptive statistics, reliability and
inter-correlation analysis, exploratory and conrmatory factor analysis) that was conducted could limit
generalisability of the results over the entire population. The procedure could be replicated using
different samples in the same population for future
instrument development in different organisations.
Scores at the individual level could be used to
promote performance management practices in public universities in Uganda.

The last straw: The additive effects of interpersonal stressors on service sabotage
Feng Hsia Kao National Taiwan University, Taiwan,
R.O.C.; Min-Ping Huang; Bor-Shiuan Cheng
Much of the existing research on service sabotage
focuses on how the task itself impacts on employees service sabotage. In this study, we discuss
different impacts of interpersonal stressors from
managers, colleagues, and customers on frontline
employees service sabotage. We used a question-

naire to collect data from 364 frontline employees

in the hospitality industry in Taiwan. The results
revealed that interpersonal stressors from customers
and managers inuence frontline employees service sabotage. In addition, the signicant interaction effect between interpersonal stressors from
customers and from managers demonstrates additive effects on service sabotage. Frontline employees who have both poor interpersonal relationships
with customers and with their managers would
engage highly service sabotage. Based on the ndings, service performance, interpersonal stress theory, and Chinese organization managerial implications will be discussed.

The partnership performance in professional

partnership teams: Investigating the relationship among partners relationship, trust,
and organizational control.
Feng Hsia Kao National Taiwan University, Taiwan,
R.O.C.; Bor-Shiuan Cheng; Tzu-Ting Lin; Min-Ping
Huang
The professional service industry has become a
growing and important economic sector. However,
what we know about the key successful factors of
such professional partnership teams is relatively
limited. In this study we investigated the effect of
partners relationship on partnership performance.
We also examined the mediating effect of trust as
well as the moderating effect of organizational control on such a relationship. We conducted questionnaire surveys to collect empirical data from professional law rms and accounting rms. In total, there
were 51 rms (partnership teams) and 132 partners
data were collected. Results show that, (1) the
affective relationship among partners has positive
effects on partnership performance, but the instrumental relationship has negative effects on partnership performance; (2) trust plays is a mediating
variable between partners relationship and partnership performance; (3) organizational control
mechanisms have a moderating effect on partners
relationship and trust. The theoretical and practical
implications of the ndings and future directions
are discussed.

The relationship between mental health and

job satisfaction in education personnel
Abolghasem Khoshkonesh University of Shahid Beheshti, Islamic Republic of Iran
The purpose of the present research was to investigate the relationship between mental health and job
satisfaction in teachers. The statistical community
of this research was the teachers of the Tarom
district of Gazvin province. The sample includes
100 teachers that have been chosen via a cluster
multistage sampling method. Assessment instruments were the General Health Questionnaire
(GHQ) and the job satisfaction questionnaire. Data
was analysed by using Pearsonian correlation coefcient and Stepwise multiple regression methods.
Findings show that there is a positive correlation
between physical health and general health with job
satisfaction and there is a negative correlation between depression, anxiety and social function with
job satisfaction. Stepwise regression analysis
showed that depression, anxiety, social function and
physical health, in four steps, could explain 70.6%
of variance in job satisfaction.

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Industrial/Organisational/Work
Does entrepreneurship make sense for African youths? Young peoples beliefs and perceptions about entrepreneurship in Uganda
Julius Kikooma Makerere University, Uganda
The dominant view in the literature is that young
people in Africa have a negative attitude towards
self-employment, especially in the informal sector.
It is generally argued that young Africans prefer
formal employment to self-employment because of
the white collar mentality that they acquire from
school. This paper argues that attitudes of young
people towards self-employment vary from country
to country, mainly depending on economic, social,
political and historical factors and that there is a
larger latent demand for a kind of entrepreneurial
behaviour or self-employment among young people
in Africa than is generally reported in many studies.
The study sought to assess the entrepreneurial potential as well as attitudes towards entrepreneurship
among students at two universities in Uganda. Findings from this study indicate that there is a strong
desirability for informal sector employment among
the study respondents. Results revealed that the
majority of young people in the sample wanted to
start their own business in the informal sector.
Moreover, a relatively large proportion of respondents wanted an informal job. Of the respondents
who wanted a job, more wanted a job in the informal sector than in the formal sector. Getting a job in
a state institution/company was least in their plan.
Students expect the organisation of additional training and introductory subjects that prepare them for
setting up their own companies. For others, knowledge of preparing a business plan and performing
market analysis would be of greatest use, while
others expect their higher education institutions to
organise additional training and meetings with
employers. However, there are some signicant
variations in these results according to age and
gender.

Self-attributions of causality to successful

and unsuccessful events in the workplace,
job satisfaction and general well-being.
Yashar Klipp University of Witwatersrand, South
Africa; Gillian Finchilescu University of Witwatersrand, South Africa
This paper delves into the phenomenon of attributional tendencies in the workplace, indicating how
both job satisfaction and general well-being are
related to certain attributional tendencies - biases
in attributions of causality. As people employ these
biases in attributing causes to a wide variety of
signicant events in their lives, it was the aim of
this study to better understand how certain types of
biases relate to peoples perceptions of satisfaction
with their job and their life and health. A purposive
sample of 74 white collar South African employees
was given a modied version of the Occupational
Attributional Style Questionnaire and the Overall
Job Satisfaction Scale and the General Health Questionnaire to complete. Correlation and regression
analyses were conducted. The results indicated signicant and positive relationships between job satisfaction and the attributional dimensions of globality and controllability. Stability, globality and
controllability dimensions all exhibited signicantly
positive relationships with general wellbeing. It has
recently been found that attributional tendencies
may be subject to manipulation (Proudfoot, Corr,

Guest & Dunn, 2009), meaning any information on

their causes or effects has implications for training
and development programmes in organisations. As
this study focused on relationships of job satisfaction as well as general wellbeing with attributional
tendencies, the implications of the study extend
beyond the domain of the workplace and into the
private lives of the individual.

The relationship between attitude to retirement readiness and retirement phobia

among civil servants
Susan Kolawole University of Jos, Nigeria
This research was designed to examine the relationship between civil servants attitude to retirement
readiness and their subjective experience of retirement phobia. The sources of retirement phobia and
the relation of these to their gender were equally
examined. A sample of 60 civil servants: 30 males
and 30 females in Jos metropolis, was used, using
stratied random sampling procedure to select the
subjects. The civil servants were aged between 50
and 60 years. The result conrmed the researchers
prediction that retirement readiness will be related to
retirement phobia; over all, the civil servants exhibited wholesome attitudes towards retirement planning, and these reected in their high levels of selfreported retirement phobia. The major ndings of the
study were as follows: main sources of retirement
phobia to civil servants were nancial, lack of planning early enough for retirement, insecurity, and lack
of retirement seminars. The majority of the Plateau
State civil servants indicated a willingness to attend
workshop/seminar in the future.

Validation of Saville Consulting Wave and

Swift Analysis Aptitude in Mauritius
Rainer Kurz Saville Consulting, United Kingdom;
Hennie Kriek; Nailah Moussa; Fred Guest
This study investigates the validity of the Professional Styles version of the Saville Consulting
Wave personality questionnaire range and Swift
Analysis Aptitude (SAA) in 14 leading companies
in Mauritius. In a concurrent validation study, a
mixed occupational group of 221 Managers and
Professionals completed the Professional Styles
questionnaire, Swift Analysis Aptitude and the Performance 360 Self-assessment. Their performance
was also evaluated by at least one self-nominated
external rater. Point-to-point validation of a-priori
hypothesised relationships of trait predictor scales
with external work ratings at section level reached
statistical signicance for 11 of the 12 sections with
an average uncorrected validity of .16. Giving Support correlated highest at .28 (uncorrected) and was
also the highest (but not signicant) correlate for
Showing Resilience where the aligned correlation
was only .03. Ability test results were only available
for a small subsample (N=58) where SAA Total
score correlated .38 with Global overall performance, and also signicantly with Performance
360 external ratings on Evaluating Problems (.42),
Creating Innovation (.32), Structuring Tasks (.32),
Working with Information (.42), Driving Success
(.30), Working with Things (.27),Showing Resilience (.27), Communicating Information (.25), Investigating Issues(.25) and Providing Leadership
(.23).The results demonstrate empirically that the
Saville Consulting personality and ability instru-

ments predict aligned work performance criteria in

a cross-cultural setting given the multi-racial nature
of the workforce in Mauritius. Where Resilience is
central to a role caution is warranted possibly as
expressions of this construct may vary across cultural groups.

Effects of happiness and psychological meaningfulness on support and engagement in the

workplace among women
Karolina Laba University of Johannesburg, South
Africa; Madelyn Geldenhuys
Stevenson and Wolfers (2009) state that the expansion in womens opportunities has been extensively
studied. However, the concurrent decline in wellbeing has largely gone unnoted. With more than
half the worlds population being unhappy, happiness topics have received much attention within the
eld of psychology. The aim of the present study
was to investigate the effects of happiness on the
relationship between Social /Organisational Support
and Work Engagement amongst women due to a
lack of research regarding concepts related to wellbeing: Happiness, life satisfaction, engagement, etc.
on women within the South African working environment. Further scientic knowledge of these important topics is needed from a South African context. This study utilised a quantitative research
design. Data was gathered with the use of paper
and pencil questionnaires (cross-sectional survey).
A sample of n=207 women in the South African
work context was gathered. The results showed
signicant relationships between Happiness, Work
Engagement and Support (Social and Organisational). Additionally, Happiness moderated Social
and Organisational Support on Work Engagement
respectively. Further analysis demonstrated signicant differences on Work Engagement for different
age groups and race groups. An engaged person
provided with social and organisational support can
impact on their own as well as the companys
performance. This study highlights crucial factors
that contribute to the well-being of South African
women within the work context.

Stress and its subjective and objective measurements in the context of temporary agency work
Sandra Lemanski University of Greifswald, Germany; Axel Kramer; Hicham Benkhai; Manfred
Bornewasser; Harald Below
Temporary employment is connoted with a predominantly negative reputation since it demands the frequent change of the workplace, tasks or the social
work environment. This leads to uncertainty and a
loss of control and can result in the development of
stress. In the context of the project Flex4work, two
main research questions are the focus of interest.
Firstly, if and what kind of differences between
temporary agency and permanent workers regarding
their perception of stress can be observed, is being
examined. Secondly, how this subjective experience
of stress affects the objective stress parameters cortisol and antioxidant potential is being analyzed. The
latter was determined by a new method based on
urine samples. To answer the two questions, permanent and temporary agency workers were surveyed
via handheld devices over a longer period of time. In
addition to that, urine and saliva samples were in-

506
cluded. Longitudinal data were analysed with the
help of multilevel analysis. The ndings indicate that
there are no signicant differences in stress levels
between the two groups of employees. However,
there are interesting differences in the causes of stress
and in the markedness of the dimensions. Regarding
the objective stress parameters it was found that in
cases of high pressure the level of cortisol increased.
The antioxidant potential, however, is highly dependent on the individual life style and on the persons
diet. Since the antioxidant potential and food are
correlated, there are a lot of different opportunities
for intervention.

Procedural justice, workplace envy, and interpersonal counterproductive work behaviour: A moderated mediation analysis
Yuhui Li Renmin University of China, China
This study aims to reveal the relationships between
perceived justice, envy and interpersonal counterproductive work behaviour (ICWB), and the role of
gender with social comparison theory. Using K. J.
Preacher, D. D. Rucker, and A. F. Hayes (2007)
moderated mediation framework, the author tested
the model with the data from Chinese 1294 employees (48% male, average age = 28.02 6.73).
Results showed that (a) a signicant positive relationship between workplace envy and interpersonal
counterproductive work behaviours (r = .34, p <
.001) and a signicant negative relationship between perceived justice and interpersonal counterproductive work behaviours (r = .10, p < .001),
(b) workplace envy mediated the inuence of perceived justice to interpersonal counterproductive
work behaviours (p < .01), (c) male workers always
show higher level of interpersonal counterproductive work behaviours than women at the same level
of envy (p < .01), (d) the regression coefcients of
perceived justice to envy to ICWB are stronger in
male workers. This means that the mediating model
of perceived justice, envy and ICWB is moderated
by gender. Results underscore the importance of
accounting for employees gender role when examining the relationships between envy, perceived
justice, and counterproductive work behaviors, and
give us some suggestions for how to manage men
and women workers with different ways.

Effects of power on change decisions following negative consequences

Hongchang Li HRSD, Zhejiang University, China;
Zhongming Wang
Most organisational change decisions are decisions
following negative consequences, and are typically
made by people with high power. However, few
researches investigated whether power would result
in changing decisions or escalation of commitment to
previous decisions. The present research utilised a
laboratory experiment to investigate the effects of
power and personal responsibility on risk decision
making following negative consequences. Based on
approach/inhibition theory of power, the authors predicted that power would moderate the relationship
between personal responsibility and escalation of
commitment, so that people with low or high power
would be more prone to increase commitment to
previous choices compared with people with moderate power. One hundred and thirteen undergraduate
students participated in the experiment. Power was

Industrial/Organisational/Work
primed with the mindset priming method, and personal responsibility was manipulated by varying
whether the subjects, as the CFO of a ctitious
company, made the initial decision or not. Then they
were asked to make the second fund allocation decision following the negative consequences resulting
from the initial one. UANOVA showed a "U" shape
relationship between power and escalation of commitment, so that subjects primed with low or high
power investigated more money in their previous
choices than those in the control group, and the effect
of responsibility was not signicant. This research
demonstrated the metamorphic effects of power in
risk decision making following negative consequences, and suggested the importance of power in
similar organisational change settings.

The effect of work stress and organizational

support on safety behaviours
Yongjuan Li Institude of Psychology, CAS, China;
Xueyuan Liu; Li Jiang
The purpose of the current study was to explore the
combined effect of work stress and organisational
support on employees safety behaviours. Specically, we investigated the inuence of a job demand
stressor and compensation a related stressor on
employees safety compliance and safety participation, respectively; and the possible moderating effect
of organisational support on the relationship of the
above. A total of 216 civil aviation air trafc controllers answered the questionnaires. Results showed
that the job demand had no direct effect on employees safety behaviours. The relationship between a
compensation related stressor and employees safety behaviours were signicantly positive. The higher
the employees perceived the organisational support,
the higher the probability that they would behave
safely, and the effect of perceived organisational
support on safety participation was stronger than that
on safety compliance. Perceived organisational supports moderated the relationship between a compensation related stressor and safety compliance, while
it had no signicant effect on the relationship between job demand stressors and safety behaviour.
Implications for safety behaviour research and safety
management are discussed.

Person-job t and burnout: The moderating

effect of achievement orientation
Chaoping Li Renmin University of China, China
We examined the moderating effect of achievement
orientation on the relationship of person-job and job
burnout in China. Using moderated multiple regressions with data collected from 379 employee, we
found that the relationship between person-job and
burnout was signicantly moderated by employees
achievement orientation, suggesting that high achievement orientation will enhance the person-job ts
negative effect on job burnout. Implications for burnout research and management practices are discussed.

Investigating the relationship between leader-member exchange (LMX) and psychological ownership: The mediating role of organisation justice
Liang-Hsuan Lin Yuan Ze University, Taiwan, R.O.C.
Since employees psychological ownership is an
important factor to an organization, and even

though scholarly interest in employees psychological ownership has increased, there is not
much research about the psychological ownership
of stuff in retail stores. To extend previous research on organisation justice and psychological
ownership, this study aims to examine the relationship between leader-member exchange and
psychological ownership for a store, while simultaneously examining the mediating roles of distributive, procedural and interactional justice, in
order to contribute to practice, and related literature. Data was collected from 60 store managers
and 300 subordinates based at food chain store in
China. A structural equation modeling analysis
was conducted to test the following hypotheses:
the subordinates perception positively relates to
psychological ownership; and organization justice
mediates the relationship between LMX and psychological ownership.

Political skill and locus of control as moderators of the relationships between work stressors and burnout
Weipeng Lin UC Berkeley, United States of America;
Wenqi Wei; Jingjing Ma; Kun Yu; Lei Wang UC Berkeley, United States of America; Jing Jiang; Lingsi Qiao
Integrating the two-dimensional model of work
stressors with burnout research, the present study
examined the relationships between challenge stressors, hindrance stressors and the three dimensions
of job burnout (i.e. exhaustion, cynicism and inefcacy), and the moderating effects of individual
differences (i.e. political skill and locus of control)
on the stressors-burnout relationships. A total of
299 Chinese civil servants participated in the questionnaire survey in two phases. The results showed
that challenge stressors were only positively related
to exhaustion, while hindrance stressors were positively related to all three dimensions of burnout.
Furthermore, participants political skill moderated
the relationships between hindrance stressors and
all three dimensions of burnout, such that the relationships are weaker for individuals with high political skill. Locus of control moderated the relationships between challenge stressors and exhaustion,
such that the relationships are weaker for individuals with external locus of control. These results
suggest that the boundary conditions of the relationships between different type of stressors and different dimensions of burnout are divergent. Various
types of individual differences (i.e. skill and personality) can act as resources to buffer stressorsburnout relationships in separate way.

Ego depletion in emotional labour: The role

of sense of humor
Lin Ling Central China Normal University, China;
Hongyu Ma
This research studied the effect of individuals personality trait (sense of humour) and emotional labour
on ego depletion, in the case of individuals with
negative emotion before engaging in emotional labour. Research One used the Emotional Labour
Scale, the Coping Humour Scale, and the Emotional
Exhaustion Scale to investigate the relationship of
emotional labour, sense of humour, and ego depletion
in 370 salesmen and waiters. The results revealed that
ego depletion was signicantly positively correlated
with surface acting, while it was signicantly nega-

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Industrial/Organisational/Work
tively correlated with deep acting. Compared with
surface acting, deep acting resulted in less ego depletion. Sense of humour had a signicantly negative
correlation with ego depletion. Compared with low
sense of humour, high sense of humour resulted in
less ego depletion. Sense of humour had a moderate
effect between surface acting and ego depletion.
Research Two veried the results in Research One
and further studied the interaction of emotional labour (surface vs. deep acting) and sense of humour
(high vs. low) on ego depletion. This research
adopted an emotional regulation paradigm, using
instructions to arouse emotional labour and using
movie fragments to arouse negative emotion (sad).
The results revealed that the interaction effect between emotional labour and sense of humour was
signicant. Under the condition of surface acting, the
person with low sense of humour resulted in the
highest ego depletion. Results in Research Two validated the results in Research One. This study suggested that, relative to surface acting, deep acting was
a more effective emotional regulation strategy, so for
staff who often faced strong emotional response at
work, deep acting skill training was very useful.

The big ve personality traits: Its relations

with employee creative behavior and outcomes in maintenance and transitional job
stages
Peng Lingjiao Peking University, China; Lingjiao
Peng; Xiang Yao
Two studies were conducted to investigate the relationship between Five-Factor Model (FFM) personality and workplace creative activity (creative behavior and/or patent disclosure) in high-tech
organizations during both the maintenance job stage
(N=304) and the transitional job stage (probation
period) (N=202) with multi-source and longitudinal
data. The results showed that Openness and Conscientiousness predicted creative behavior in both
maintenance and transitional stage; Openness predicted patent disclosure even after creative ability
was controlled at maintenance stage; Extraversion
predicted creative behavior during the maintenance
stage, while Agreeableness predicted creative behavior during the transitional stage. These ndings
emphasized the importance of taking a dynamic
model of creativity activity at different job stages.

How followers unethical behaviour is triggered by leader-member exchange: The mediating role of job satisfaction
Songbo Liu Renmin University of China, China; Wei
Hu; Xiaoshuang Lin
Generally, scholars have found that individual characteristics should not be the only explanation for
unethical behavior. Alternatively, organizational
factors should be taken into account for further
studies. In an organization, leaders are supposed
to have tremendous control over employees behavior. Theoretically, the way of handling the relationship between leader and his/her subordinates is
different. It is unavoidably involved in employees
unethical behavior, according to certain research. In
previous studies, LMX has been proved to be related to many positive outcomes, such as OCB and
job performance. However, attention has seldom
been paid to the relevance between LMX and or-

ganizational negative behavior (or unethical behavior). By investigating a big sample of Chinese
managers empirically, we successfully conrmed
the mediating effect of job satisfaction on the relationship between LMX and unethical behavior.
Though numerous researches have shown the positive inuence of job satisfaction on job performance, attention has seldom been paid to the relationship between job satisfaction and negative
behaviour in an organization. So, by expounding
the mechanism of LMX and unethical behavior, we
complement the satisfaction theory by adding its
inuence to negative behavior. In terms of practical
aspects, managers can reduce unethical behaviors
by increasing social exchanges with their subordinates and employees job satisfaction.

A cross-organization comparison study of the

moderated role of social dominance
orientation
Chang Liu Peking University, China; Lei Wang Peking University, China
People generally believe that abusive supervision
would result in employees perception of organizational injustice. However, this relationship is not
always true. The social dominance orientation held
by employees will have an impact on this relationship. The present study examined how individual
social dominance orientation (a general attitudinal
orientation towards intergroup relations, reecting
whether one generally prefers such relations to be
equal, versus hierarchical) moderates the relationship
between abusive supervision and employees feeling
of organizational justice. Using 257 employees respectively in a Chinese state owned company and a
wholly owned Italian company located in China with
different managerial culture backgrounds, we found
that in both companies individual social dominance
orientation moderated the strength of the relationship
between abusive supervision and organizational justice such that the relationship was weaker for
employees who were higher in social dominance
orientation. We further found that both abusive supervision and employees perception of organizational injustice were lower in the native state-owned
company than in the foreign company. The implications for theory and practice are discussed.

Employees risk perception in leader-member relationships: Dimensions and the inuence on supervisor commitment
Xiaoping Liu Sun Yet-Sen University, China
In study one, the dimensions of risk perception in
leader-member relationships in organisational context were explored with interview and survey method. In study two, the inuence of risk perception on
supervisor commitment was analysed with survey
method. The results indicated that risk perception
included two dimensions: career development related risks, and physical and mental health related
risks. Career development related risks positively
correlated with dedication and extra effort of supervisor commitment; physical and mental health related risks positively correlated with dedication,
attachment and identication of supervisor commitment. The implications of this study, along with
strategy for enhancing employees commitment in
work settings, were discussed.

How ethical leadership inuences unethical

behavior
Songbo Liu Renmin University of China, China; Gonghai Chen; Xiaoshuang Lin
Recently, with the exposure of many business
scandals, people have realised that the behaviour
of leaders inuences organisational ethical climate
both directly and indirectly. The relationship between ethical leadership and unethical behaviour
is a hot topic, but seldom has attention been paid
to the mechanism in this relationship. We investigated the random sample of 249 Chinese managers in four companies and examined the mediating effect of perception on ethical climate. The
result of regression analysis shows that ethical
leadership was negatively associated to employees unethical behaviour. In addition, the dimension of instrumentalism and dimension of law/
code of ethical climate mediated the relationship
between ethical leadership and unethical behaviour. The paper has the following two contributions: 1. Empirical results indicates that, to cultivate an organisational ethical culture, praise or
punishment is not the only tool; ethical leadership
should be paid attention to. 2. We conrmed the
mediating effect of ethical climate, the mechanism of ethical leadership inuencing unethical
behaviour. The paper gives rise to an understanding of the signicance of cultivating ethical climate and leads supervisors to engage in proper
behaviours.

On the nature of employability in China: Insights into the construct and a new measure
Xiaoping Liu Sun Yet-Sen University, China; Jingsong
Deng
The study was carried out with three mini-studies.
In study one, the connotation and dimension of
employability in the Chinese context were explored
based on literature review, interviews, and openended questionnaires. In study two, based on the
results of study one, the employability scale was
compiled, and the reliability and construct validity
of the employability scale were tested. In study
three, the differences of employability between
graduates who have received offers and those who
havent got were explored, and the relationships
between employability and employment outcomes
were also analysed. The results of study one indicated the employability in the Chinese context
consists of nine dimensions, which were described
as basic skills, transforming theory into practice
skills, interpersonal and teamwork skills, self-development skills, honesty and reliability, diligence
and self-motivation, adaptability and openness,
self-efcacy and initiative, engagement and professional dedication. The results of study two showed
that the reliability and construct validity of the
employability scale were acceptable. In study three,
1282 graduates were surveyed, and the results
showed that there were signicant differences in
all nine dimensions of employability between those
who had received offers and those who had not.
There were signicant positive correlations between dimensions of employability and four employment outcomes, such aspayment, person-job
t, person-organisation t and job satisfaction,
which indicated this employability scale had good
predicative validity.

508
Cognitive evaluation of entrepreneurial opportunities
Martin Lukes Prague University of Economics, Czech
Republic; Petr Ocko; Tomas Laboutka; Miroslav
Krizek
The study reects a growing interest in the phenomenon of entrepreneurial opportunities. Its aim is to
investigate how entrepreneurs cognitively evaluate
opportunities. The study is based on in-depth interviews with 30 highly-experienced entrepreneurs in
the Czech Republic. As a part of the interview,
entrepreneurs were introduced to a realistic scenario
of a new start-up opportunity in the automotive industry, which they subsequently evaluated, while
thinking aloud and thus describing their evaluation
processes. What they think about the opportunity,
whether they like it or not and why. They also
described the steps they would take in making decisions to exploit the opportunity. Our main ndings are
as follows: (1) Opportunity evaluation processes are
inuenced by a large variety of factors - available
social and nancial capital, psychological and cognitive factors, and contextual factors. (2) The background of the entrepreneur is crucial for the evaluation process. Especially signicant is the role of
entrepreneurs social capital and professional experience. (3) Evaluation consists of two parallel cognitive
processes: (a) heuristic and intuitive, triggering emotions and effectuation, and (b) analytical and rational,
focused on considering feasibility. (4) Cognitive complexity can have both positive and negative effects on
opportunity evaluation. The richness of cognitive
scripts enables entrepreneur to grasp an opportunity
from different angles. On the other hand, cognitive
biases can also prevent relevant judgmental decisions.

The effect of quantity and quality of applicants on selectors behaviors

Tzyy Jiun Lung Hsuan Chuang University,Taiwan, R.O.C.
Research interest in the topic of employee recruitment
has increased substantially over the last 40 years.
However, most of the research has focused on the
recruitment source, recruiters and realistic job previews, while no one has been interested in the relationship between recruitment and selection. Our study
aims to understand the effect of the quantity and
quality of applicants in recruitment objectives on
selectors behaviors. Subjects were randomly assigned
to one of four cells of a 2 X 2 factorial design. The
two qualitative factors were the quality of applicants
(divergence or contingence) and quantity of applicants
(40 or 80 applicants). The results showed that the
quantity of applicants affected the number of applicants accepted and decision time, but that the quality
of applicants affected nothing. The preferences of our
subjects were not all the same, but were not totally
different either. The number of reasons had no relationship to the number of applicants accepted, but had
a low relationship to decision time. The subjects
behaviors were not really rational or irrational.

Research on the work-family interface of

sports coaches in China
Xiaobing Luo The P.E Institute, China
The work-family interface includes conict and facilitation. Since research on the work-family interface
was put forward, scholars were constantly taking up
the connotion, antecedents, outcomes, mechanism and
coping strategies of work-family conict, but the rise

Industrial/Organisational/Work
of research on work-family facilitation brings a new
research domain for the work-family interface. Based
on a literature review of the work-family interface,
integrating the characteristics of the work-family interface of sports coaches, this research constructed
integrated models of the work-family interface (including work-family conict and work-family facilitation) through selecting several key variables and
testing the models. Especially explored were the
moderating effects of several moderators, which include family-friendly polices, individual coping styles
and social support about the models. Several coaches,
a family and an administrative ofcial were interviewed in succession. Strategies for the work-family
interface for coaches from four levels by the results of
conrmation and interviews were put forward. 257
cases were analysed by Lisrel8.70 and Spss16.0. The
major ndings in this study were as follows: (1)
Antecedents and outcomes of work-family conict:
job stressors and job involvement can forecast positively WF conict; family stressors and family
involvement can forecast positively WF conict;
WF conict can forecast negatively job satisfaction,
can forecast positively emotional exhaustion, depersonalization; WF conict can forecast negatively
job satisfaction, family satisfaction, depersonalization,
and can forecast positively personal accomplishment.
(2) Antecedents and outcomes of work-family facilitation: job involvement can forecast positively WF
facilitation; family involvement can forecast positively FW facilitation; WF facilitation can forecast
positively family satisfaction; FW facilitation can
forecast positively job satisfaction and family satisfaction. (3) Moderator model of work-family conict:
family-friendly polices can moderate the relationship
between job stressors and WF conict, can moderate the relationship between job involvement and
WF facilitation, can moderate the relationship between family stressors and WF conict, can moderate the relationship between family involvement and
WF conict; the 3 individual coping styles, which
include direct action, advice seeking and cognitive
reappraisal, can moderate the relationship between
family involvement and WF conict; supervisor
support can moderate the relationship between
WF conict and job satisfaction; colleague support
can moderate the relationship between WF conict
and depersonalization; family support can moderate
the relationship between WF conict and personal
accomplishment. (4) Moderator model of work-family
facilitation: advice seeking and cognitive reappraisal
can moderate the relationship between family involvement and FW facilitation. (5) The applied strategies
to work-family relationships for Coaches include several perspectives: from the individual, family, organisational and social perspectives, coaches can weaken
their work-family conict and its negative outcome
and enhance their work-family facilitation. The strategies for the work-family interface for sports coaches
include individual action strategies and cognitive
strategies such as direct action, advice-seeking and
cognitive reappraisal, family support from parents,
spouse and offspring, organizational support from
supervisor and colleagues, and social support.

Is conscientiousness always good for employees? A moderated mediation model

Jingjing Ma Peking University, China; Lei Wang
Peking University, China
Considerable previous research has demonstrated the
positive impact of employees conscientiousness in

organizations. However, in this study we surveyed

221 Chinese civil servants using longitudinal design
and found that conscientiousness may exert a bad
inuence on employees. The results showed that
employees conscientiousness had signicant
strengthened moderation effects on the full mediation
relationship between challenge stressor and job burnout through perceived stress. Specically, when dealing with more challenge stressors, compared with
their colleagues who had lower conscientiousness,
those high in conscientiousness perceived more severe stress, resulting in more burnout experience.
Meanwhile, conscientiousness did not signicantly
inuence the partial mediation relationship between
hindrance stressor, perceived stress and burnout.
Implications and future research concerning the potential dark side of conscientiousness in organizations
and the differentiation between challenge stressors
and hindrance stressors are discussed.

The inuence of appreciation on emotion

regulation and well-being of older service
workers
Sabine Machowski Goethe-University Frankfurt,
Germany
The demographic change forces organisations to
focus more on older employees. One potential of
older workers are their socio-emotional skills and
positive attitudes which are very important in the
service sector. First studies have shown that age is
positively correlated with authentic and negatively
correlated with non-authentic emotion regulation
strategies. Appreciation is an important resource
and positively correlated with attitudes and wellbeing. We suppose that appreciation of customers
and supervisor has a positive inuence on the use of
emotion regulation strategies, as well as on wellbeing. Furthermore, we hypothesise that this relationship will be moderated by age. We conducted a
diary study with 203 service workers of nancial
institutions who completed a questionnaire each
and up to ve diaries, resulting in 936 recorded
emotionally important interactions with customers.
Results of multilevel analyses conrmed our hypotheses regarding appreciation and emotion regulation. If service workers perceived that their work
was appreciated by customers, or their supervisor,
then, as expected, older workers used less nonauthentic strategies than younger employees. Finally, appreciation by customers moderated the relationship between age and situative exhaustion in the
way that if workers experienced high appreciation
of customers older workers were less exhausted
after the situation than the younger employees. One
practical implication is that appreciation is an important resource for older workers to show their
potential and should be more encouraged. Organisations can do something to support older workers
by means of human resource management.

Non-remuneration predictors of intention to

quit among personal nancial advisors
Johan Malan Stellenbosch University, South Africa;
Ronel Van Tonder
Insurance sales organisations all over the world
invest a great deal of time and money in the recruiting, training and retaining of their sales people.
Currently turnover among sales people are very
high within the rst 36 months of employment

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Industrial/Organisational/Work
which costs organisations large sums of money.
Focusing on the intention to quit of currently
employed sales people at a large insurance organisation in South Africa, the non-remuneration predictors of burnout and intention to quit were explored to shed some light on the turnover problem.
These constructs are emotional labour, self-efcacy,
time wasted on non-sales activities and supervisor
support. The research approach included both qualitative and quantitative techniques. A convenience
sample of 122 nancial advisors with less than 36
months of service was utilised. The results indicate
that signicant relationships exist between time
wasted on non-sales activities, burnout, and selfefcacy; self-efcacy, burnout and intention to quit,
and burnout and intention to quit. The study contributes to the better understanding and managing of
high turnover amongst sales people, especially
those working in the insurance sales environment.
The ndings can be used as a tool to guide HR
practitioners in the development of more effective
retention strategies.

The social anxiety spectrum and work limitations among managerial level employees
Johan Malan Stellenbosch University, South Africa;
Lindy Emsley
Social anxiety symptoms are common, but unrecognised within the workplace. The aim of the study
was to explore to what extent the social anxiety
spectrum of symptoms inuences the performance
of management employees and how the disorder
should be managed in the workplace. A non-experimental research design was followed and managerial level employees from two large organisations
were represented (n = 118) in the sample. The
results of the present study indicated that social
anxiety affects all areas of work. These symptoms
were associated with several areas of work limitations and performance difculties not restricted to
social interaction or presentation. It was also found
that job demands increase social anxiety symptoms,
work limitations and perceived performance difculties, while job resources decrease social anxiety
and perceived performance difculties. This study
offers recommendations with respect to the management of these challenges in the workplace.

The matrix of trust and personal effectiveness

Shradha Mathur University of Delhi, India
The study was conducted to nd gender differences
(working males and females) and sector based differences (private and public sector banks), if any, in
the level of trustworthiness and on the dimensions
(self disclosure, openness to feedback and perceptiveness) and styles of personal effectiveness (effective, insensitive, egocentric, dogmatic, secretive,
task obsessed, lonely, emphatic and ineffective) and
to observe the relationship between them. Personal
Effectiveness scale developed by Udai Pareek and
Trust Quotient scale developed by Charles Green
were administered to 90 employees from private
and public sector banks in the city of Jaipur,
Rajasthan, India. The sample size was 90 subjects
and it was divided equally between the two sectors.
Fourty female and 50 male employees were considered for the study. No signicant differences
were observed in the levels of trustworthiness and
on the dimensions of self disclosure and openness

to feedback for the employees of the two sectors.

Signicant differences were observed in the level of
trustworthiness of the male and female working
population (t=4.42, p<0.01) and perceptiveness
(t=2.26, p<0.05). A positive signicant correlation
was observed between the trust quotient and openness to feedback (0.33, p<0.05) and between openness to feedback and perceptiveness (0.409, p<0.1)
for the employees of public sector banks. The study
suggests gender differences in the level of trust and
perceptiveness where female employees outscored
their male counterparts.

When the seat becomes too hot: Whistleblowing and employees intentions to leave
their jobs
Stig Berge Matthiesen University of Bergen,
Norway
Whistleblowing can be dened as the disclosure by
organization members (former or current) of illegal,
immoral or illegitimate practices under the control
of their employers to persons or organizations that
may be able to affect action. In the present study the
link between whistleblowing and a possible after
effect of it, namely the employees intention to quit
their jobs, are examined. 1604 respondents, randomly selected citizens of Norway, took part in a
postal survey study (52% females, mean age= 45,8
years). The research questions addressed were as
follows: (1) Does the whistleblower subgroup report a higher propensity to quit their job (intention
to leave), as compared with the non-whistleblower
group? (2) Is it possible to trace further subgroup
differences, for instance that blowing the whistle
after severe organisational wrongdoing/ corporate
crime, more substantively leads to plans to exit the
organisation? Moreover, the respondents were presented for a list of 24 possible wrongdoing acts, of
which one or more of those forced them to take
whistleblowing action. In line with this, the last
research question will be: (3) Which link can be
traced between various combinations of the wrongdoing acts being investigated, and the whistleblowers subsequent intention to leave their jobs?
Overall, the study demonstrated a signicant interconnection between whistleblowing and intention
to leave the job, especially if organisational wrongdoing or corporate crime was the triggering event.
Regarding the 24 wrongdoing acts, the picture is
mixed.

The association between leadership, organisational citizenship behaviour and organisational innovativeness
Stig Berge Matthiesen University of Bergen, Norway;
John Susegg; Jose Martinez; Eva Gonzalez; Thomas
Knudsen; Antonio Fuertes; Rodrigo Carcedo
A representative survey study of Norwegian leaders
was conducted (n= 2910 leaders). In this study, the
leaders were asked to evaluate their own leadership
style, and the kind of contact they have established
with their immediate subordinates. Two aspects
around the leadership style were analysed: To what
extent the leaders consider themselves to behave as
transformational leaders, and how they evaluate the
relationship with the followers in terms of social
exchange (LMX; leader member exchange theory).
Both of these leadership dimensions predicted perceived OCB (organisational citizen behaviour) among

the employees, as well as perceived organisational

innovativeness. Transformational leadership has been
suggested as the most efcient kind of leadership.
However, good social exchange relationships between
leaders and followers predicted OCB more strongly
than the transformational leadership style. OCB predicted organisational innovativeness substantially, also when it was controlled for the two leadership
dimensions. It is suggested that prosocial reections
such as OCB among the employees and leader are
conducted as is portrayed in LMX and transformational leadership constitute core elements in organisations aiming to become more innovative.

Male and female managerial perspectives on

sense of coherence and concepts of identity:
ndings from a selected industrial organisation in South Africa
Claude-Helene Mayer Rhodes University, South
Africa, Germany
The sense of coherence (SOC) is a global lifeorientation that inuences health and well-being.
It is interlinked with identity. However, only a few
studies have been conducted in South Africa which
connect SOC and identity. The main aim of this
study is to focus on how male and female managers
in an international and culturally-diverse work environment dene SOC and identity and how these
concepts are interlinked. The study contributes to
the increase of interdisciplinary, as well as cultureand gender-related understanding of SOC and managerial identity in a South African setting. The
purpose of this paper is to present selected research
ndings regarding the following research questions:
(1) Which SOC/life-orientation do managers in the
selected context display? (2) How do managers
dene themselves in terms of who they are? (3)
How are SOC, managerial life-orientation and identity interlinked? Data was gathered by a mixed
method study using qualitative and quantitative
methods, such as questionnaires, in-depth interviews as well as observation within the selected
international organisation. The sample included 27
managers. Findings show that managerial SOC
scores vary in managers across culture and gender.
High-scoring SOC managers link their life-orientation to religion and humanistic values, whilst lowscoring SOC managers connect their life-orientation
to practical implications and social relationships.
Identity concepts of high-scoring SOC managers
are more complex and detailed in structure and
show a higher complexity than low scoring SOC
managers. Conclusions will be provided.

A model of critical predictors of stress and

job satisfaction and well-being in hospital
staff
Eunice Mccarthy UCD, Ireland; Ian Clifford
Aim: Adopting a Systems Model of Change and
Interaction this research maps critical relationships
between organisational culture, job satisfaction,
stress and coping, well-being and desired future
change. Method: A cross-sectional random sample
of 179 staff including nurses, medical and administrators was studied. Attitude scales were specifically developed and tailored to the hospital
demands with a core focus on stress, coping and
well-being, hospital culture and leadership, job satisfaction and change. Results: Factor and multiple

510
regression analyses were traced which mapped culture and leadership as core predictors of well-being
and stress and job satisfaction. In-depth qualitative
analyses further reinforced these ndings. Conclusions: Culture and leadership change were viewed
as central to future positive engagement in hospital
work within the context of a national recession.

Worker relationships and aid organisation

success: A mediating link
Ishbel McWha Cornell University, United States of
America
In most international aid organizations workers
from outside the country (expatriates) are recruited
to work alongside local counterparts in developing
countries. The focus of this strategy is on the
transfer of skills and knowledge from the international expert to the local novice, with the ultimate goal being local management of their own
affairs. Such a strategy, however, often fails to
recognise the knowledge and skills already held
by local workers and automatically sets up an unequal status differential between expatriate and local workers, which is further reinforced by the
higher pay usually afforded to expatriates and
which can create considerable barriers to establishing cooperation in a context where it is essential.
To determine the effects of these barriers to cooperation on organizational outcomes we initiated a
study to explore intergroup relationships and measured a number of key performance and motivation
variables. 1,290 workers in 202 organizations
across six developing countries participated in the
study. Results suggested that local workers compared their pay more, and experienced signicantly
more demotivation, feelings of injustice and
thoughts of quitting than the other group. Multilevel regression modeling identied a signicant
mediating role for quality of relationships between
workers, and highlighted the importance of positive
relationships between locals and expatriates for
positive organizational outcomes. This research
provides the rst systematic evidence for the vital
role of relationships between both local and international workers in tempering the negative impact
of inequity between workers, and ultimately in the
success of aid initiatives themselves.

Ethical leadership, psychological safety and

employee engagement
Karen Milner Wits University, South Africa; Dina
Hendler
Given the prevailing ethical crisis and subsequent
collapse of a number of modern organisations, the
lapse in leader ethics as a determining factor of the
proliferation of corrupt practices, has come to dominate leadership discourse. Ethical leadership has
been linked, not only to avoiding organisational
destruction, but also to fostering healthy, productive
organisations. In line with this, the current study
aimed to assess the role of employee perceptions of
ethical leadership in promoting employee engagement, via the mediating mechanism of perceptions
of psychological safety. Furthermore, it aimed to
assess the role of psychological safety in mediating
the relationships between the components of ethical
leadership, namely person orientation, ethical guidance, power sharing, integrity and role clarication,
and employee engagement. Having distributed an

Industrial/Organisational/Work
email survey to administrative employees of a technological goods producer, Kalshoven et als (2011)
Ethical leadership at Work scale, Carmeli and Gittels (2009) psychological safety scale, 17-item version of Utrechts employee engagement scale
(Schauefeli & Bakker, 2003) were completed by
139 participants. Using structural equation modelling, the ndings supported the linkage between
ethical leadership and employee engagement, and
conrmed the role of psychological safety in mediating this relationship. While power sharing was
excluded due to inconsistency of the scale, employee perceptions of leader person orientation, integrity, role clarication and ethical guidance were
linked to employee engagement via the mediating
variable of psychological safety.

Perceived leadership style and employee

participation in a manufacturing company in
the DRC

change context. Using social exchange theory as a

basic theoretical framework, we designed three
interlocking studies to investigate the viability and
conceptualisation of ethical leadership. Specically,
in study 1, applying a social exchange frame, 12
supervisors who have experienced merger events
were invited to participate in this study to investigate specic ethical leadership behaviours in postmerger integration. Three dimensions of ethical
leadership were identied, i.e. integrity, justice and
care for people. In study 2 (EFA), data from 168
employees within 56 teams in merged rms conrmed the three-dimension ethical leadership construct. In study 3, we collected another set of data
from 183 employees within 61 teams in merged
rms. CFA results demonstrated that the three-dimension construct of ethical leadership explained
variance in inter-group trust under post-merger integration. To establish construct validity we related
ethical leadership to other leadership styles. The
expected pattern of relationship emerged, e.g. positive relationships with servant leadership and transformational leadership. Taken together, this research project (NSFC 70732001) suggested that
the three-dimension scale of ethical leadership can
help us to better understand the content and consequences of ethical leadership in organisational
change context, particularly in the post-merger integration process.

Jeremy Mitonga- Monga University of South Africa,

South Africa; Frans Cilliers; Melinde Coetzee University of South Africa, South Africa
The objective of this study is to examine (1) the
relationship between the perceived leadership style
(measured by the Leader Behaviour Descriptive
Questionnaire) and employee participation (measured by the Employee Participation Survey), and
(2) at how individuals differ with respect to these
variables in terms of demographical factors such as
gender, age, educational level and functional department. A cross-sectional quantitative survey was
conducted with a convenience sample of 200
employed employees in a manufacturing company
in the Democratic Republic of Congo, (60% males
and 40% females). Descriptive statistics (means,
standard deviations and Cronbachs alpha coefcient), correlational, multiple regressions analyses
and test for signicant mean differences were performed to achieve the objective of the study. The
internal consistency reliability of the two instruments ranged between 0.55 (medium) and 0.75
(high). The results indicated that the participants
perceptions of a leaders behavioral style have a
signicant inuence on the perceptions of employee
participation. Participants with masters and doctoral degrees were signicantly more positive about
the level of employee participation than the participants with undergraduate levels qualications. Participants in the exploitation management department were signicantly more positive about their
leaders style than those in the other functional
departments. The ndings add new knowledge that
may be used to inform human resource practitioners
in the development and coaching of leaders and
employees in manufacturing companies. Future research should be conducted in different public and
private organisations in the Democratic Republic of
Congo.

Alwyn Moerdyk Rhodes University, South Africa

The need for ethical behaviour in all walks of life has
come to the fore in recent times, none more so than in
the world of work. In South Africa and many other
countries in the world, the need for ethical behaviour
has become paramount in the light of many recent
failures in this regard. There are three basic
approaches to ethics, namely teleological or consequentalist approaches (including utilitarianism), deontological approaches (morality lies in doing ones
duty, however this is dened), and the virtuous person approach (what would a virtuous person do in a
particular moral situation?). Much of the literature in
philosophical discourse around morality and ethical
behaviour is predicated on the assumption of rationality and what a reasonable person would do under
the circumstances. However, what is generally left
out of this equation is the fact that the principles used
to construct rationality and reasonableness are often
culturally bound and also reect developmental processes such as those identied by Kohlberg inter alia.
These differences in outlook affect the development
of a common ethical vision in multi-cultural, pluralistic situations. This paper looks at these issues and
suggests processes of contractualism and the development of universally agreed-upon moral principles
as a means of building an ethical organisation.

Development and validation of a multi-dimensional construct of ethical leadership

under post-merger integration

The perceived impact of outsourcing on the

work attitudes and behaviours of contingent
workers

Shenjiang Mo Zhejiang University, China; Zhongming Wang

Ethical leadership is a critical driver of success
under post-merger integration. However, little attention has been paid on describing behavioural
dimensions of the concept in specic organisational

Tshegofatso Mongake University of the Witwatersrand, South Africa; Michael Greyling

There has been a signicant development of new
forms of employment, which have resulted in the
apparent fragmentation of the integrated organisation and the outsourcing of non-core activities and

Ethical behaviour in a multi-cultural workplace: What constitutes a reasonable person?

511

Industrial/Organisational/Work
workforce in South African organisations. This process has been highly criticised by trade unions
which contend that "this phenomenon allows
employers to operate outside the legal constraints
that have been developed to protect working conditions and to guarantee certain minimum levels of
protection for employees" (Bamu and Godfrey,
2009, p. 53). This study explored the attitudes and
perceptions of workers who have experienced a
shift from permanent to temporary employment as
a result of outsourcing to allow for a greater understanding on how these perceptions can potentially
affect work behaviours and attitudes. Four in-depth
interviews were conducted with employees
employed in the Johannesburg area, who had all
experienced outsourcing. Thematic content analysis
was used to analyse the results. The most salient
themes elicited pertained to the experiences and
perceptions of the change in employment, negative
perceptions towards the employees current
employers as well as inadequacies regarding working conditions and the job itself. From the results it
was evident that the way employees experience and
perceive the change from permanent to contingent
work can change their work attitudes and behaviours to some degree.

Experience of meaning at work: Scale development and model testing

Matthew Monnot Pacic Lutheran University, United States of America
The purpose of this study is to investigate the
relationship of stress with the experience of hedonic
and nonhedonic affect at work. There are several
contributions of the current study to the extant
literature on workplace stress. First, construct validity is established for a new affect scale labeled
fulllment. Secondary contributions of this study
involve an assessment of the direct effect of role
stressors on nonhedonic and hedonic well-being,
and, the direct and moderating effect of individual
difference variables and social support on role stress
and well-being. The study was conducted with a
survey sample of 2,876 working adults. Initial hypotheses were tested using a series of conrmatory
factor analyses to develop a measurement model of
subjective well-being. Subsequent hypotheses were
tested using structural equation modeling. Results
support the hypothesized model of well-being. Role
stressors display differential relationships with level
of hedonic and nonhedonic subjective well-being.
Social support displays a positive direct effect on
well-being, with the strongest relationship being
when the source of support is ones supervisor.
Social support moderates the relationship between
role stress and well-being, but is dependent on the
type of well-being the source of support. The
current study contributes to previous ndings by
assessing both internal and external validity of nonhedonic well-being. Specically, the viability of a
three factor model of subjective well-being is supported. Additionally, the results of the current study
offer additional insight into the direct and moderating effect of social support.

Metaresilience - alchemy of burnout

Paul Mooney Resilience4Enterprise, South Africa
During 2011, research and intervention processes
designed to understand the transformation of burn-

out into resilience and work engagement, took place

with 80 staff from Nedbank as part of a Masters
study undertaken by the author with Middlesex
Universitys Institute of Work Based Learning
(London). During 2012, this research will deepen
as part of a doctoral research programme with the
undertaking of a much more rigorous process with
56 more staff which will additionally measure the
impact of group resilience on organisational resilience. Data gathering modes include assessment,
survey, interview, group workshop, one on one
coaching, journaling, creativity and body work. The
ontology is solipsistic in nature with epistemological methods ranging from empirical, rational, coherent, memetic and participatory. Triangulation
will be based on quantitative, qualitative, positivist,
phenomenological and reexive processes. The
main group work will be complete by June 2012
with preliminary results being available for discussion by the conference, should the abstract be chosen to be discussed.

To investigate multiple relationships among

workplace spirituality, perceived organisational justice and organisational citizenship
behaviour
Mohammad Taghi Movassagh Isfahan University,
Islamic Republic of Iran; Hamid Oreyzi
The purpose of this study was to determine the
relationships between workplace spirituality, perceived organisational justice and organisational citizenship behaviour (OCB). Therefore 192 subjects
were randomly selected and responded to variables
instruments, namely, a workplace spirituality questionnaire (WSQ), perceived organisational justice
questionaire (POJQ) and individual initiative scale
(IIS). Matrix correlation and stepwise regression
analysis were used for analysing data. It was
hypothesised that there would be signicant relationships between workplace spirituality and perceived
organisational justice with OCB. Results revealed a
positive and signicant relationship between workplace spirituality and perceived organisational justice
with OCB. The ndings also suggest that procedural
justice and sense of meaningful work subscales illustrate the most shared variance with OCB.

Psychological capital, social capital, work

identity and employability of graduates from
a leader development programme
John C. Munene Makerere University Business
School, Uganda; James Kagaari; Joachim Buwembo
This paper is based on the premises of positivity
which appear suitable to the Generation Me or, the
Millenniums, characterised as narcissistic and hedonistic with a distinctive concept of what is fullling
work. It employs psychological capital and social
capital to examine the employability development
of young university graduates who go through a
leadership programme designed to enhance their employability in Uganda. Data were collected from
Leadership Development Programme Graduates
sponsored by Compassion International in Uganda.
Self-administered questionnaires were administered
to a sample of 204, which was selected out of a
population of 403 graduates using the Krejcie and
Morgans (1970) formula of sample size determination. All respondents had gone through a minimum

of 16 years of formal education where 98.5% had

either a rst or second degree while 1.5% had
obtained a postgraduate diploma. The majority
(92%) were 30 years or below. Preliminary analysis
revealed that social capital, career identity and psychological capital account for 24% of variance in
employability. Of this percentage, psychological capital accounts for 52% while social capital accounts
for 17%. Career identity did not independently relate
to employability. A limitation of this study is its cross
sectional nature based on one cohort. It may not
generalise to the rest of the population. Further work
is required and opportunities for longitudinal work
should be explored. The paper contributes to the
growing body of knowledge likely to explain what
fullls the work expectations of Generation Me in
an African country.

Frederick Taylor as a contributor to public

administration
Darrell Myrick UNISA, South Africa
Schachter (1989) wrote, "Taylors ghost hovers
over the modern school of public administration".
Being deceased for some 75 years, a key question is
whether his scientic theories of management have
made a contribution to modern public administration. Taylors theories focused mainly on increasing
productivity in industry. His concern was for a
pragmatic approach to efciency to optimise the
human factor in production. The notion of pragmatism has had relevance in public administration.
This paper examines how practitioners of public
administration have adopted Taylors theories. A
more direct link to public administration may be
found in the work of Morris Cooke, who focused on
public sector approaches to political economy. If
there was any time that Taylorism was apparent in
the public sector, it was in the years leading up to
World War II, when the industrialisation of the
public sector was necessary in the build-up to military conict. An aim of the paper then is to examine how public administration has drawn from the
eld of industrial psychology, towards improving
operations in public organizations. Essentially, the
key question is: to what extent have industrial
scientic management principles found their way
into a seemingly soft discipline such as public
administration? It is a question that begs to be
answered in South Africa, in light of poor service
delivery, operational inefciency and a need for
greater emphasis on organisational development.

A quantitative study of organisational interventions and strain measures

Vandana Naran University of the Witwatersrand,
South Africa
Organisations and particularly individuals within
organisations experience considerable amounts of
stress as a result of various stressors. Organisations,
as a result, provide various interventions for their
employees in order to help them to deal with stress.
This research was conducted within the framework
of work-life balance and aimed to examine the
relationship between the organisational interventions (which are measured at the company level)
and strain measures which occur at the individual
level. This study was conducted on existing data
that was obtained from a large internet based survey
with a combined sample of 13578 respondents from

512
101 companies who opted to participate in the
study. Two stress scales were constructed - one that
measured stressful work environments and the other
that measured experienced stress. The results
obtained through a Hierarchical Linear Model, illustrated that individuals experienced less stress and
stressful work environments particularly when
organisations provided facilities for this. However,
this differed according to various demographic variables (gender, marital status, pregnancy, exi-time,
shift-work and overtime).

System socio-psychological reection on the

labour market development in Ukraine
Mykhaylo Naydonov ISPP, Ukraine; Lyubov Grigorovska; Lyubov Naydonova
The research was devoted to determination of the
status level of occupational prestige and the factors
it inuenced typical for Ukrainians on the background of the world nance-economic crises. Four
cycles of complex representative across-country
survey (n=2407, n=2394, n =2480 and n =1270)
were conducted during 2008-2010. In addition, focus-group research with a variety of target audiences directed to discover occupational prestige
factors was carried out. Two occupational typologies - one based on ISCO-88 and another based on
the differentiation of the subjects of professional
activity (man-man, man-technology, man-nature,
man-symbol, man-artistic image) - were implemented for data analyses (n =1251 for adults and n
=1250 adolescences). In consequence, the national
standard of occupational prestige was created which
was compared with the Standard International Occupational Prestige Scale. Five proles determining
their profession as prestigious were created after
factor analyses. The most important factor is the
idea about high earnings. Women more than men
connected occupational prestige with comfortable
work conditions, possibilities for rapid career, privileges, glory (fame), stability. In addition, the
higher the respondent`s education level the more
important are such factors as opportunity for creative self-realisation and solving difcult tasks accessible only for some people. The coexistence of
the same occupations in different lists of decitprestige occupations is explained by both stereotypes of consciousness and stereotypes of economic
system as remnants of the socialist way of life.
Therefore, strategies which include such steps as
xing cycles, information during the detection of
the stereotypes, the new cycle of information in
collaboration with the system of vocational training
is proposed.

Power congurations, organisational support and personal well-being in a public

owned company
Elaine Neiva University of Brasilia, Brazil; Maria das
Graas da Paz; Valdenis Silva University of Brasilia,
Brazil
The literature on organisational behaviour emphasises the importance of studying the individuals
well-being in the organisational context and those
factors that inuence it. This papers focuses on
power congurations in organisations, organisational support and the well-being in the organisational context. Besides, it veries the inuence of
demographic variables, the impact of congurations

Industrial/Organisational/Work
and the organisational support on the well-being of
the individuals. A cross-sectional analysis was performed by applying survey questionnaires to members of a public company. The sampling was organised to represent the companys departments,
totalling 321 respondents, of which 262 were men
and 59 were women. The data were collected using
three scales: Personal Well-being in Organisations;
Congurations of Organisational Power; and Perceived Organisational Support. The questionnaires
were answered individually. Descriptive statistic
analyses was applied to evaluate the variables. Inferential statistics was used to verify the factors that
inuence the well-being in organisations. The analyses showed high indices of well-being among the
respondents. The missionary and the instrumental
power congurations were, respectively, the most
perceived, while social support and management
were also emphasised. The results suggest that the
personal well-being in organisations is better perceived by those who are in managerial positions,
the ones who stay longer in the organisation, and by
those of higher ages. The data did not reveal any
meaningful difference between men and women.
The missionary conguration, the management
style, the social support, the material support, and
the possibility of being promoted in the job predict
the well-being in organisations.

Change reactions: The role of change context

and attitudes toward change
Elaine Neiva University of Brasilia, Brazil; Vanessa
Nery
Studies indicate that most organisational changes
fail due to human aspects. Thus, there is growing
concern regarding the factors involved in reaction
to organisational change, such as engagement and
resistance. This study aimed to investigate the relationship between the context of organisational
change, attitudes towards change, engagement
behaviours and resistance. To do so, a mediation
model of attitudes towards change between the
context of organisational change and engagement
and resistance was proposed. To test the model, a
cross-sectional quantitative study in nine Brazilian
states was performed. The sample consisted of 981
employees of two public organisations. Participants
responded to measures of the changing context and
reactions to change, developed for this work, and a
scale of attitudes toward organisational change. The
instruments had a 11 point agreement scale. Data
were analysed by the reliability of measures, and
regression analysis to test the mediation model. The
result conrms that attitudes mediate the relationship between the change context and the reactions
of engagement and resistance. Overall, the results
support the hypothesis tested and indicate that the
context of organisational change has a direct relation to reactions such as engagement and resistance.
These ndings allow a better understanding about
the role of attitudes in reaction to organisational
change.

Organisational cynicism: Spillover effects on

supervisors and performance
Pedro Neves NOVA SBE, Portugal
Organisational cynicism has grown in contemporary Western organisations, with consequences for
organisational functioning, characterised by frustra-

tion, hopelessness, and disillusionment, as well as

contempt towards the organisation and the belief
that the decisions made within the organisation lack
sincerity. However, the mechanisms and potential
moderators of the impact of organisational cynicism remain understudied. The present study
addresses these gaps by: (a) Exploring the spillover
effect of organisational cynicism on affective commitment to the supervisor, and (b) examining if
perceived supervisor support (PSS) buffers that
negative relationship. Additionally, it examines
whether affective commitment to the supervisor
mediates the relationship between the organisational cynicism X PSS interaction effect and performance (i.e.,mediated-moderation). Data were
collected from both employees and supervisors
(n=274) from 45 organisations. The results generally support our hypotheses. This study provides
evidence that organisational cynicism extends its
impact to other social exchange partners (i.e.,
supervisors) and that supervisors, through high
levels of PSS, may reduce such effects, with consequences to performance. That is, organisational
cynicism affects employees attitudes not only toward the organisation, but also toward its representatives, such as supervisors. They are particularly
vulnerable due to their psychological proximity to
employees. Nonetheless, supervisors themselves
may actively inhibit this spillover effect by demonstrating high levels of support, thus helping to
protect the organisation from the threats that cynicism poses for performance. This study opens new
avenues for research on organisational cynicism
and carries implications for practice.

I am stressed, ergo I perform: Stress appraisal and mechanisms linking to performance

Pedro Neves NOVA SBE, Portugal; Gloria GonzalezMorales
The conceptualisation of challenge and hindrance
work stressors have inspired recent research on
work behaviour, however this model entails an a
priori determination of the type of stressor. Building
on Lazarus and Folkmans (1978) transactional
model, we take into account the actual appraisal
of work demands as hindrances and challenges and
propose two different mediating mechanisms to
study their relationship with performance. We examine the health impairment mechanism (through
the mediating role of strain) and propose a second
mechanism (based on social exchange and indicated
by the mediating role of affective commitment to
the organisation) to study the relationships between
challenge and hindrance appraisal reported by
employees, and extra-role and intra-role performance reported by their supervisors. In a sample
of 284 employee-supervisor dyads, structural equation modeling showed that affective commitment to
the organisation mediated the positive relationship
between challenge appraisal and both types of performance and the negative association between hindrance appraisal and both types of performance.
The negative indirect relationship between hindrance appraisal and performance through increased
psychosomatic strain was signicant only for extrarole performance.The ndings indicate the importance of taking into account the actual appraisal of
work demands for predicting performance outcomes, and reveal the key role of social exchange
in explaining this relationship.

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Industrial/Organisational/Work
Conict behaviour in innovation processes in
the eld of life sciences
Ellen Oleary Berlin Humbolt University, Germany;
Annedore Schulze; Gosia Milkiewisz
Conicts and their management play an integral
part in the process of innovation. Little attention
has been paid on international issues relative to
creativity and innovation. The project compares
conict management and its outcomes in different
cultures: Chinese, Indian, and German. This abstract presents the preliminary results of the Indian
sample. Problem-centred interviews (N=35) with
scientists from applied and basic research organisations within the eld of Live Sciences. Qualitative
content analyses are applied to the transcribed interviews. A categorisation system of conict issues is
being developed in an inductive approach. Conicts
emerge quite often in innovation processes. It can
be shown that the conict management style is
decisive for successful innovation. The ndings
suggest the majority of researchers favour the problem solving conict management style. This style
was also most benecial for the innovation process
- especially when used by both parties, regardless of
their hierarchal relationship to one another. The
dominant style of conict resolution was most successful when used by a superior in combination
with an accommodating subordinate. Our ndings
could not support the traditional arguments that
avoiding is culturally most appropriate and useful
for India. Life Science researchers in India are
confronted with changing work environments and
requirements at the global and organisational level.
The results suggest the need for additional research
on the links between conict management styles
and effectiveness within the innovation process.

Perception of organisational politics, job-related negative emotions, and violence

among banks employees
Bolanle Ogungbamila Adekunle Ajasin University,
Nigeria
Previous studies associated perception of organisational politics with negative work attitudes (Shenge,
2007) and work behaviours such as violence (Vigoda-Gadot & Kapun, 2005). Workplace violence
could worsen the adverse effects of the recent nancial crises in the Nigerian banking sector on the
organisation, employees, and customers of a failing
bank. Less research attention has been devoted to the
connections among perception of organisational politics, job-related negative emotions and workplace
violence, especially among employees of failing
banks in Nigeria (Ogungbamila 2010). This study,
therefore, investigated the extent to which perception
of organisational politics (low, medium, and high)
and job-related negative emotions (low versus high)
inuenced workplace violence. Participants were 248
employees (121 males; 127 females) of failing commercial banks in Akure, Nigeria, whose ages averaged 27.43 years (SD=9.58). Results indicated that
employees who perceived high levels of organisational politics were signicantly the most violent
compared with those who perceived either low or
medium levels of organisational politics [F(2,242)
=4.93,p<.01]. Employees who reported high levels
of job-related negative emotions were signicantly
more violent than those who reported low levels of
job-related negative emotions [F(1,242)=3.94,p<.05].
Finally, employees who perceived high levels of

organisational politics and experienced high levels

of job-related negative emotions tended to be the
most violent compared with other categories of
employees [F(2,242)=6.32,p<.01]. Workplace violence was employees negative way of coping with
self-serving behaviours and other negative work
situations in the workplace. In order to reduce workplace violence, self-serving behaviours and uncertainties in the workplace must be effectively managed.

Contextual-dispositional predictors of turnover intention among employees of Nigerias oil industry

Olaoluwa Oluwafemi University of Lagos, Nigeria
Whether context more or less than disposition predicts organisational outcomes have been debated in
literature, but the extent to which such predict
employees turnover intention has been evaded,
whereas, this may have grave consequences for
employee retention and performance strategy.
Therefore, this study investigates predictive roles
of context (distributive procedural and interactional
justice) and disposition (conscientiousness, agreeableness and emotional stability) on turnover intention of employees in Nigerias oil industry. Using
cross-sectional survey design and multistage sampling techniques, (n =750) employees comprising
534 males (71.2%) and 216 females (28.8%) with a
mean age of 35 years (S.D = 6.88), participated in
the study. Data was collected using validated measures of the study variables combined into a single
survey questionnaire. Coefcient alpha of the study
variables are: (0.86) Turnover intention, (0.84) Distributive justice, (0.82) Interactional justice, (0.86)
Conscientiousness, (0.83) Agreeableness, (0.92)
and (0.82) emotional stability. Signicant negative
relationship was found between contextual variables and turnover intention, also, signicant positive relationship was found between dispositional
variables and turnover intention. Contextual variables predicted turnover intention (R2 =.11; F(5,
744) = 23.42; p< .001) stronger than dispositional
variables (R2 =.03; F(5, 744) = 5.32; p< .001),
justifying the assumption of weak effects of dispositional traits in strong situations. Managerial implication of the ndings was discussed.

The mediation role of perceived organisational climate between supervision climate

and openness to experience among management students
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Hajar Massah
One of the main objectives of the in-basket test is
the presentation of realistic job-related situations
that elicit responses typical of on-the job behaviour.
In the current paper, original in-basket exercises of
Frederiksen, Jensen and Beaton (1972) of perceived
organisational climate, and supervision climate,
were used to make realistic environmental perceptions. Cultural concerns for adjusting items were
applied. Management students of Isfahan University (n=212) were randomly selected and responded
to in-basket exercises of organisational climate (two
extremes were innovation-rule climate) and supervision climate (detailed-global). Their task was to
choose their role in the supervision climate. Participants responded to Openness to Experience of the
Casta and Mccra Neo personality scale (1992).

Statistical analysis of data using Baron & Kenny

procedures and Sobel Tests indicate that openness
to experience mediates between the organisation
climate and supervision climate. Findings show the
person-situation interaction role in the organisational setting using a simulation exercise.

Co-worker and supervisor support, Islamic

work ethic, conscientiousness and agreeableness on whistleblowing in two organizations
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Shabnam Javanmard; Shadi Derakhshan
In the current paper two organizations was compared. In one organization the ethical code was
supplied to employees and facilitators of that ethical code presented to them on the organisations
code based on Islamic instructions. In another
organisation, an ethical code was not yet administered. Whistleblowing behavior was measured
via Bjorkelo et al (2011); co-worker and supervisor support via Karasek (1985); and conscientiousness and agreeableness via Casta & Mccra (1992).
Islamic work ethics were prepared by researchers.
The relation between whistleblowing and other
scales indicate that Islamic work ethics and conscientiousness explain it better. To compare relations in two organizations, r was transformed to Zr
(Fisher Z). Findings indicate that whistleblowing
and three scales of co-worker support, supervisor
support and agreeableness in the organisation
without an ethical code were inversely related,
while the direction of relation in the other organisation is positive. While the relation between conscientiousness and Islamic work ethic is positive
in both organisations. It is concluded that norms in
organisation without an ethical code under the
pressure of group cohesiveness may encourage
corruption.

Investigation of the relationship between

work-family conict and family-work conict
with organisational justice, organisational
commitment and vitality
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Abolghasem Nouri; Shabnam Javanmard
The aim of the current research was to investigate
the relation between work-family conict (WFC)
and work-family conict (FWC) with organizational justice, vitality and organizational commitment in
expatriate and normal work schedule of Gas Transfer Operation District two, and comparison of these
two groups. Statistical population of this research
was formal personnel of company in 2010. Among
them 150 persons were selected randomly who
completed research instruments. 75 persons from
expatriate stations and 75 persons from normal
schedule stations were selected respectively. Findings indicate that relation among WFC with distributive, procedural, interactive and organizational justice, vitality and organizational commitment are
signicant. Findings in expatriate group indicate
negative relation between WFC with distributive
and interactive justice, vitality and organizational
commitment. While in normal schedule group,
WFC show signicant negative relation only with
procedural justice. Concluding via Fisher Z test also

514
indicate that WFC in expatriate group has strong
relation (negative) with vitality, distributive justice,
identication and exchange commitment relative to
normal schedule group (p0/05). In explaining
above mentioned ndings, it must be considered
that work in expatriate form establish disorders
between job task and family duties because their
distance from their families, so make them distressed. Organizations can lower WFC level by
administering training interventions and with work
environment strategies contain family-friendly characteristics and maintain their personnel subjective
well-being, organizational commitment and perceived justice in desirable level.

Person-job t relation with Belbin team roles

among workers and managers of a chemical
plant in Isfahan
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Fateme Ahmadi
The Belbin team role model states that, in addition to
a professional and hierarchical role, team members
also have an interpersonal-oriented one. By his selfperception inventory, seven situations with eight possible reactions to each of them can be measured.
Belbin also devised instruments for job requirements
corresponding to his team roles. The aim of the
current research was to investigate whether person/
job t related to the Belbin team roles judged by coworkers. 327 personnel of a large chemical plant in
Isfahan responded to instruments. For analysing data,
intra-class correlations and regression analysis method
was used. The appraisals by co-workers were similar
to their judgements. Person/job t was determined by
the difference between corresponding items of two
instruments, related to their performance appraisal by
their co-workers in the team. Another formal job
analysis method by performance appraisal, based on
position analysis questionnaire for managers namely
PMPQ (62 persons) indicated a signicant relation to
team role, especially between the resource investigator of the Belbin roles and planning in PMPQ, and
sharper implementer and monitor-evaluator of Belbin
in relation to PMPQ. It is concluded that the Belbin
instrument could be used in industry, especially for
appraisal of job-based performance of workers.

Do you hear your employees voice?

Ioana-Daniela Oros Sise Transilvania Nord, Romania
This research forms part of a PhD thesis.The research
explores organisational change adaptation which was
a practical study within our organisation. This longitudinal study used known methods for employees
psychological evaluations. The general purpose of the
PhD research was the observation, measurement and
quantication of the inuence of changes within our
department concerning the professional behaviour of
our employees. Professional behaviour is represented
by the values obtained from periodical psychological
evaluations and from attitudinal reactions. Some
results of our research will be presented. It is hard
to explain the stress that arose from organisational
changes when the long-term strategies are unknown
by the employees. Also, we had observed from our
research that the leaders purpose is to motivate the
employees to work together in order to obtain the
necessary performances. But the employees feel dissatised by work factors like the intellectual cap, a lot
to do in a short time, difculties in team work co-

Industrial/Organisational/Work
operation, etc. These factors are well represented
statistically. To reach success within the organization
means "all for one and one for all" actions, care for
others, long-time strategies and commitments, so that
the employees best contribution is accountability.
The oscillation of our employees performance was
correlated with the repeated and successive changes
and transformations that took place in our company.

Cross-understanding dynamics in medical

emergency intervention teams
Catalina Otoiu Babes Bolyai University, Romania
Cross-understanding is conceptualised as the extent to
which members of a team have an accurate understanding of each others mental models. It is believed
that by affording such understanding, group effectiveness is increased through more reliable and speedy
coordination and a better decision-making process
(Huber & Lewis, 2010, 2011). Cross-understanding
is usually formed through repeated interaction and
information exchange between team members. While
this is easily obtained in classic teams where people
work together for a long time, and have such information sharing opportunities, when team membership
constantly changes, the emergence of cross-understanding and other emergent states relevant to team
effectiveness is challenged. The present study investigates elements of cross-understanding within medical emergency intervention teams that operate in shifts
with different membership. The purpose of the study
was to investigate our participants perspectives on
cross-understanding formation within their teams, and
to identify which of its components they consider
relevant for team effectiveness and performance in
this particular setting. Individual and group interviews
were conducted with 15 paramedics working for a
medical emergency intervention service. All interviews were recorded; transcripts were coded and
analysed using thematic analysis. Our participants
were asked to describe their experience of working
for this service and being part of the intervention
teams, and to emphasise information and knowledge
sharing and how these affect team performance. Components of cross-understanding were also identied
and were associated with speed and efciency of the
intervention and preferences in team membership.

Cross-border health care at the GermanPolish border area

Stefanie Otte Institute of Psychology Greifsw,
Germany
Polands admission to the European Union on 1st
May 2004 provided legal opprtunities for German
customers to travel to Poland for spa business, and
to obtain reimbursement from their health insurance. Thus, an increasing number of Germans have
taken the opportunity of combining holidays and
health prevention at health insurers expense. As a
consequence, Polish spa hotels and sanatoria have
been facing a challenge in that they have to adjust
their organisational structures and processes to suit
German patients. Thus, an adoption of western
European, especially German standards of health
services have to be observed. The aim of the study
is to reconstruct these processes of adoption on the
basis of modern institutionalisation (Meyer & Rowan, 1977; Scott, 2008). This presentation will give
an overview of an empirical study encompassing
two levels of analysis: On the one hand, processes

of adoption on the organisational level will be

examined with the help of questionnaires answered
by managers of Polish sanatoria. In addition to that,
interviews will be conducted with the managing
directors of selected organisations. On the other
hand, a questionnaire survey intends to examine if
and to what extent German patients perceive these
adaptations. It is hypothesised that German patients
tend to prefer offers of Polish sanatoria that are
located near the border. As a consequence, the
resulting adaptation within Polish sanatoria and its
recognition by German customers are more intensive in organisations of the borderland than in
organisations located in the midland.

How entrepreneurs choose science parks: An

experimental research
Jianying Pan GERC, Zhejiang University, China
The objective of this study is to investigate the factors
that inuence the Science Parks location choice of
entrepreneurs. Building on an asset complementarity
perspective, human capital and social capital measures
are used to examine the science parks location decisions of entrepreneurs and the motivation of entering
science parks is used as a mediator. The study uses an
experimental method to examine the decision making
mechanism. Eighty MBA students at Zhejiang University participated in the study and were randomly
divided into different experiments. Experiment 1 was
focused on individual entrepreneurs and Experiment 2
was focused on entrepreneur teams. The results
showed that entrepreneurs educational and business
backgrounds strongly affect the location choices, and
the different properties of entrepreneur teams also had
big inuence. The motivation of entering science
parks were constituted by technology motivation,
market motivation and policy motivation. Each dimension showed different mediating effect in two
experiments. The present ndings indicated that individual entrepreneurs and entrepreneur teams should
choose a proper science parks based on their own
background and come to a park-entrepreneurs t.

Effects of organisational climate on human

resource strategy and commitment under
change in Chinese family business
Jianying Pan GERC, Zhejiang University, China;
Zhongming Wang
Family business in China is undergoing great
changes. Work commitment and motivation has been
a challenge, while talent management becomes a key
strategy. Recent studies in family rms examined the
impact of human resource practices on work commitment. However, the underlying mechanism
remains unclear. This study (NSFC70232001 &
NSSFC10zd&046) developed and tested a moderation model of organisational climate on human resource strategy (HRS) and work commitment. A eld
survey was conducted among 112 Chinese family
rms (a human resource manager and three employees from each rm participated). A multilevel structural equation analysis was conducted. The results
showed that commitment-based human resource
practices were positively correlated to work commitment when companies had a harmonious organisational climate of trust, cooperation, shared codes and
language. In turn, when the climate was not positive,
human resource practices had no signicant effect on
work commitment. The ndings suggested that under

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Industrial/Organisational/Work
increasingly high competition due to talent internationalisation, Chinese family businesses should carefully enhance their organisational climate in order to
effectively use HRS practices to promote work commitment. Implications of this study to the family
business HRS development under organisational
change and talent internationalisation were discussed.

Differential effect of multi-level science

parks on motives and performance of hightech rms under change in China

ships among the variables. Based on the ndings

of the study, theoretical and practical implications
of the ndings, and further research questions, are
discussed.

Cumulative disadvantage explains age divergence in well-being between employed and

unemployed Germans

Jianying Pan GERC, Zhejiang University, China;

Zhongming Wang; Esbjorn Segelod; Lennart Bogg
Science parks have provided an innovation and
change platform, and eco-system, for high-tech rms
in China. However, the mechanism of how these
parks, at different levels (city, provincial, national
levels), affect performance among those rms,
remains unclear. This study (NSFC70232001 &
MU grant) examined the differential effects of science parks on high-tech rms under organizational
change and talent internationalization. Two main
questions were examined in this study: (1) do different levels of science parks have different added-value
to high-tech rms located in science parks? (2) do
high-tech rms in different levels of science parks
have different motives in terms of location and innovation strategies as well as performance? A sample of
399 high-tech rms participated in this study to test
the hypotheses. The results showed that the different
level of science parks had a moderating effect on
motives and performance of high-tech rms. National
level of science parks had a more added-value contribution to performance of high-tech rms than that
from other level of science parks. National level of
science parks also provided better job opportunities
than that from provincial ones. The study indicated
that local level of science parks played a positive
effect in facilitating cooperative initiatives between
enterprises and universities for technology transformation. However, provincial level parks showed
weaker effects on eco-system development to other
rms than that from national ones. Implications of the
ndings from this study to an innovative capability
transfer model were discussed.

Maria Pavlova University of Jena, Germany; Rainer

Silbereisen
The negative impact of unemployment on subjective
well-being (SWB) is well known, but the role of age
in this relationship remains unclear. We suggest that
the age-related duration of current employment status contributes to greater SWB among the employed
and to lower SWB among the unemployed via the
life-course mechanism of cumulative advantage and
disadvantage. In particular, in the context of a stable
labour market with low job mobility and high unemployment rates, as in Germany in the mid 2000s,
some labour market entrants quickly achieve stable
employment and start to accumulate related benets,
whereas the others are channelled into long-term
unemployment, whereby their resources are depleted. With age, such cumulative processes may exacerbate the well-known gap in SWB between the
employed and the unemployed. To test this proposition, we used cross-sectional data on employed
(n = 1382) and unemployed (n = 254) Germans (age
1842) surveyed in 2005. By estimating a moderated mediation model, we found that, among currently employed individuals, relatively older age
predicted longer employment duration (tenure),
which was related to higher SWB via higher income
and higher perceived occupational security. Among
currently unemployed individuals, age predicted
longer unemployment duration, which was associated with lower SWB via lower perceived social
support. Thus, age was indirectly related to higher
SWB in employed individuals and to lower SWB in
unemployed individuals, which supported our
expectations. Findings also shed light on the psychosocial advantages of long-term employment,
which were not the polar opposites of the disadvantages of long-term unemployment.

Entrepreneurial self-efcacy and entrepreneurial intention in India: a comparative

study of professional students

Batswana female managers career experiences and perspectives on corporate mobility and success

Govind Swaroop Pathak Indian School of Mines

Dhanbad, India; Ming Wang
The current globalised scenario has brought in both
challenges and opportunities for India. In the
changed context, the researchers are increasingly
interested in studying the concept of Entrepreneurship and the phenomenon has been described from
various standpoints. Given its importance, there are
many unanswered questions. The present research
endeavours to examine the relationship between
Entrepreneurial Self-Efcacy and Entrepreneurial
Intention, in India. The sample comprised 100 professional students, pursuing a Business Management degree, and 100 students pursuing an Engineering degree, in a technical institute. Standardised
questionnaires to measure the variables of the study
were adopted for use in the Indian context, employing the technique of de-centering (Werner & Campbell, 1970; Brislin, R.W, 1980). The ndings of the
study reveal interesting differences and relation-

Mpho Pheko University of Cape Town, Botswana

The current study sought to investigate Batswana
female managers strategies for entering and succeeding in managerial positions. The study also investigated challenges and consequences of success for the
female managers. While gender development research elsewhere has been diverse, in Botswana the
research seems to focus mostly on the impact of
socioeconomic challenges and the existing legislations on gender development. Qualitative interviews
shaped by the objectives of the study, as outlined
above, were used. A sample of female employees
(n = 10) representing different industries and professions was obtained from a variety of organizations in
Botswana. Overall, ndings revealed key factors
which accounted for career advancement of most of
the interview respondents. Challenges discussed by
several interview respondents included attaining a
work-family-life balance, gaining access into the old
boys network, and difculty in nding female men-

tors. Consequences of success identied were both

positive and negative. The current study provides
empirical evidence that the challenges faced by female managers across the world might be more similar than different. Research such as the current one is
important as the ndings can help researchers understand whether gender differences commonly found at
lower levels also exist at executive levels. It is also
important to study women who have been able to
shatter the glass ceiling to obtain management level
and higher positions as their strategies of success can
be used to assist other women with similar ambitions.

Development and validation of the sensitivity towards being the targets of upward
comparison scale
Mpho Pheko University of Cape Town, Botswana
Two studies (i.e., Study 1 and Study 2) were
designed to develop an instrument for assessing
out-performers Sensitivity Towards being the Targets of Upward Comparison (STTUC). Similar to the
fear of success research, the STTUC construct provides some insights into the ways by which personal
achievements can be viewed as costly or threatening
(Henagan, 2010). Study 1 is part of an ongoing PhD
dissertation designed to investigate antecedents of
STTUC among Botswanas black employees. Study
2 is currently being designed to further validate the
measuring instrument that was designed to assess
STTUC in Study 1. For Study 1, a convenient sample
of 464 employees was obtained from a variety of
organizations in Botswana. Data for Study 2 will be
collected from the University of Botswana students.
Research on the STTUC construct and other related
constructs was used to conceptualise the proposed
scale which taps into three key conditions of
STTUC. In Study 1, Exploratory Factor Analysis
(EFA) was used before Conrmatory Factor Analysis (CFA) to rst give some insight into the data set.
Cronbachs reliability coefcient alpha was thereafter calculated for each factor. Coefcient alphas
ranged from .86 to .95 for all the subscales. CFA
was thereafter conducted to verify the factor structures of the observed variables and to detect unidimensionality of the subscales. The results of Study 1
showed that the proposed instrument has an identiable factor structure, and adequate levels of reliability and validity. By using a different sample for
Study 2, the aim will be to further assess the proposed scales convergent validity and discriminant
validity. Both studies make theoretical and empirical
contributions. For instance, while research activities
on experiences of STTUC are increasing, there is no
validated and standardized instrument for assessing
STTUC. Such an instrument is needed because to
fully understand the impact of STTUC on employees, their performance, and their career progress, it is
essential to have a valid and reliable instrument
designed to assess employees STTUC. The study
may also aid in widening the scope of research on the
relatively new STTUC construct.

Talent management practices as a predictor

of employee well-being
Yvette Pienaar (Wilms) University of Pretoria, South
Africa; Nicolene Barkhuizen University of Pretoria,
South Africa
Many organisations are currently facing a scarcity
of human capital competencies required for special-

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Industrial/Organisational/Work

ist positions in organisations. The result is that

organisations have to manage their human capital
in a systematic manner in an attempt to gain and
sustain future competitive advantage. Employees
today are more concerned about healthy workplaces
where they can ourish. The challenge arguably
then exists for organisations to development talent
management practices that can contribute to the
well-being and retention of their employees.
Against this background the main objective of this
research is to determine whether Talent Management Practices are a signicant predictor of employee well-being. A quantitative research approach was followed. The Human Capital
Instrument for Assessment of Talent Management
Practices and the Shirom - Melamed Vigour Measure (SMVM) for the measurement of the level of
well-being were administered among employees
and managers (N= 485) of a South African multinational organisation. The results showed overall
that Talent Management is a signicant predictor of
employee well-being. All Talent Management Practices were signicantly related to the three dimensions of employee well-being. The results of the
study indicated that effective talent management
practices have a signicant effect on the level of
well-being experienced by an employee. This is an
important nding as the effective application of
talent management practices can contribute to employee well-being and in turn enhance the performance of the organisation.

Emotional intelligence and leadership effectiveness: Some evidence from India

Predicting and driving sustainable leadership

effectiveness: A case study

Justice perceptions of performance appraisal

mechanisms and its effects: A study of Indian
banks

Sonia Pinho Accenture, South Africa

Whereas organizations and psychological practitioners have for some time focused on the measurement of leadership, many assessments have to date
not yielded comprehensive and usable insight into
the behaviors that make leaders effective. As a
result, leadership development is often insufciently grounded in targeted measurement and practical
application. This paper will focus on how leading
organizations are shaping integrated leadership development programs to ensure that they have available the leadership competencies required to deliver
on their strategic business objectives. Key here is a
focus on identifying not only the personality traits
and states that dene effective leaders, but also
predicting actual leadership performance and providing detailed coaching-based developmental feedback. This will be illustrated through case studies of
organizations using a tool known as the Personality
and Leadership Prole (PLP) to guide the development of their leadership potential aligned to the
strategic imperatives of the business. The PLP is a
self report measure which offers insight into intellectual, personality and social scales, converging to
predict leadership style as well strengths and development areas according to benchmarked best leader research. It forms the foundation of programs
that drive tangible improvement in organizational
leadership performance, while at the same time
establishing a culture of coaching based leadership.
Through structured measurement, targeted development and immediate on-the-job action, PLP-based
leadership development programs accomplish
change toward best leader behaviors that are both
evident in the short term and sustainable in the
longer term.

Rabindra Kumar Pradhan Indian Institute of Technology, India; Shantanu Mazumder

Emotional intelligence is one of the most studied
subjects in the eld of psychology, management
and other behavioural sciences. Past research shows
that emotional intelligence plays a signicant role
in achieving managerial success in the workplace.
Despite its popularity, emotional intelligence
remains an elusive construct. This can be attributed
to the lack of empirical evidence and inappropriate
investigations. The aim of the present study was to
bridge this gap to some extent by investigating the
degree of relationship between emotional intelligence, and leadership effectiveness variables. Data
were collected on 303 managers from Kolkata
Municipal Corporation, Calcutta, India by administering the test of emotional intelligence, transformational leadership, job satisfaction, and job performance and success. Data were analysed with the
help of descriptive statistics, correlations, factor
analysis and structural equation modeling by using
SPSS-15.0 and AMOS 4.0. The results revealed
that emotional intelligence positively and signicantly predicts leadership effectiveness. The study
also reported the mediating role of transformational
leadership in the relationship of emotional intelligence and leadership effectiveness. The theoretical
and practical implications of the study are discussed in the light of empirical ndings.

Pooja Purang IIT Bombay, India; Arunima Shrivastava

The Indian banking sector is changing rapidly since
the 1990s, operating in a more competitive environment, intermediating larger volumes of foreign
nancial inows. The challenges faced are fast
changing technology, establishing an international
presence, attracting and retaining talent and overhauling HR policies and practices to enhance employee productivity essential for performance of the
bank. Performance appraisals play an important role
in this effect; perception of fairness of performance
appraisal being an important issue as employees
frequently perceive them as unfair and ineffective.
However a gap remains in the literature to study
perceptions of justice of performance appraisals in
the fast-changing Indian banking sector. This study
uses the 4-factor structure of organisational justice
to study the employees perceptions of fairness of
performance appraisal mechanisms and examines
the effects of justice perceptions on the job satisfaction and organisational commitment. The study
used the survey research design was used. A sample
of 340 participated in the close-ended questionnaire, along with this open-ended questionnaires
were used to elicit opinions towards the performance appraisal system, a total of 62 respondents
participated in that. The regression analysis showed
that procedural, informational and distributive justice affected job satisfaction and procedural, interactional and distributive justice affect organisational
commitment of employees. The ndings highlight
that uses and fairness of appraisals are primary
concerns of employees in Indian banks and different perceptions of justice of appraisals guide atti-

tudes, which has implications for both managers

and researchers.

Aging as a psycho-neurological construct:

Implications and recommendations for social
and business change
Wiehann Rademan Sanlam Personal Finance, South
Africa
Possible differences in work related cognitive output and change orientation between age groups are
often controversial matters. In response to a research request by a South African nancial institution, the presenter considered age as a psycho neurological structure and the implications of aging on
the change orientation of managers. In two separate
studies (2008 and 2011) internal organisational data
regarding change related paradigms, specically
conservatism versus radicalism was collected and
analysed. Psychometric assessment results suggested a correlation between work performance and
conservatism in a group of advisers (sales agents)
younger than 35 years of age. Secondly, there was
no clear difference on the conservatism scale ratings
between managers who completed schooling during
the period 1970 to 1979 and those completing
between 1980 and 1994. In conclusion there seems
to be little evidence that a general change orientation in the workplace is related to aging. Organisations should value all possible contributions from
different groups, be it age, origin, language, gender
or work orientation. There seems to be little value in
recruiting and pre-selecting specic groups where a
change orientation is expected. Democratic and
diverse opportunistic input may be limited in the
use of such stratied selection methodology. However, segmentation brings about a specic focus and
bears specic advantages. It is further suggested
that researchers make use of diverse information
samples when collecting data or testing responses
to change, either in suggested or real change. Finally, the specic contents of a change need or
project should lead skilled aligned recruitment.

Knowledge creation and servant leadership:

A relational perspective
Rishabh Rai University of Delhi, India; Anand Prakash
Knowledge creation is a dynamic activity where
new ideas and meaning are created through cooperative, collaborative and interactive relationships.
However, over-emphasis on a competitive spirit and
on labeling knowledge as only an information-processing activity holds humans as decontextualised,
mechanical, and autonomous beings not inuenced
by belief, social relationships, history, and culture.
Due to this position, organisations ignore the signicance of people and relationships. The relational
perspective describes how servant leaders create
interdependent and cooperative systems which facilitate knowledge creation. We begin by suggesting
that shared leadership is an important function of
servant leaders. Servant leaders develop constructive and interactive dialogue by encouraging followers to assume leadership roles. In this way,
followers and leaders alike engage in mutual inuence and direction, which in turn helps in creating
shared context. Next, we suggest the development
of the caring relationship by leaders which leads to
increased cooperative and collaborative behaviour

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Industrial/Organisational/Work
because followers views are respected, appreciated, and invited regardless of their perceived value.
Shared leadership and caring relationships help to
break the hierarchical boundary between leader and
follower, remove followers underlying distrust and
fear in expressing beliefs and perspectives, and
create a common platform for the expression of
implicit and explicit knowledge. Finally, we conclude by suggesting the need to change organisational practices that inhibit cooperation and encourage competition such as a performance appraisal
system or an individual centric reward system.

Decoding employee engagement: An analysis of antecedents and consequences

Neeti Rana Gautam Buddha University, India; Neeti
Chhabra
Employee engagement has been dened in many
different ways and used synonymously with established constructs like organisational commitment
and organisational citizenship behaviour. It has
been often dened as emotional and intellectual
commitment to the organisation or the amount of
discretionary effort exhibited by employees in their
jobs. Employee engagement has also been dened
as psychological presence but it was further stated
that it involves two critical components: attention
and absorption. Attention refers to cognitive availability and the amount of time one spends thinking
about a role while absorption means being
engrossed in a role and refers to the intensity of
ones focus on a role. Burnout researchers dene
engagement as the opposite or positive antithesis of
burnout. Personal disengagement refers to the
uncoupling of selves from work roles; in disengagement, people withdraw and defend themselves
physically, cognitively, or emotionally during role
performance. Thus, engagement means to be psychologically present when occupying and
performing an organisational role. In the academic
literature, engagement is said to be related to but
distinct from other constructs in organisational behavior. Given the limited research on employee
engagement, there has been little in the way of
model or theory development. The present paper
analyses: (i) psychological conditions of personal
engagement and disengagement at work; (ii) potential antecedents; and (iii) consequences of employee
engagement. In sum, engagement leads to both
individual outcomes (i.e. quality of peoples work
and their own experiences of doing that work), as
well as organizational-level outcomes (i.e. the
growth and productivity of organisations).

Portuguese system of protection of children:

using a taxonomy of errors for an evidence
based management
Dora Redruello Faculty of Law, U Coimbra, Portugal; Sania Ferreira
In this communication we intend to present the
results of an investigation involving Child Protection Commissions in Portugal, in order to create a
taxonomy of errors for the management of the
Portuguese System of Promotion, and Protection,
of Children and Youth. Child Protection Commissions (n=22) were chosen according to the criteria
of representation from the different realities of the
countrys mainland and islands. Each commission
participated in one Focus Group that lasted approx-

imately six hours and the participants discussed, in

depth, their practices with reference to a set of
Guidelines dened specically to this end (e.g.,
relationship with law enforcement authorities, how
to they evaluate and decide to refer a child for
adoption). The narratives of real cases were essential to understand how real procedures and actions
were developed. From the analysis of the discourse
participants (content analysis using MaxQDA),
three main categories of errors emerged: Process,
Resources, and Relationship with Family/Signicant other people. Each of these categories subdivides into several indicators that will be also
presented in this communication. The participants
identied the taxonomy as a useful and practical
tool that will allow every professional of the Protection Commissions to identify and report an error
in an accessible way.

How attitudes of dentists and dental hygienists towards task redistribution are related
to gender
Jan Jaap Reinders UMCG, Netherlands; Cees van
der Schans; Boudewijn Stegenga; Pieter Onclin
Dental task redistribution stagnates in some
countries. In many other countries, however, this
is unclear. Attitudes of professionals might provide
clues. In turn, these attitudes could be inuenced by
gender. Gender inuences work relations and gender distributions within dentistry and dental hygiene
are opposed. The purpose of this study was to
provide a summary of literature regarding attitudes
of both professions towards task redistribution. A
secondary purpose is to verify whether gender is
related to these attitudes. A systematic literature
review was conducted to inventorise the percentage
of dentists and dental hygienists with attitudes towards task redistribution. PubMed and related citation searches resulted in nine articles after selection
by two independent reviewers. Subsequently, gender distribution and cultural values related to gender
equality (self-expression values) were inventoried.
Compared to dental hygienists, more dentists are
negative about task redistribution (82.4%, range:
24% and 49.7%, range: 42.1% respectively). Gender and self-expression values were related to the
attitudes of both professions. However, self-expression values are negatively related to the attitudes of
both professionals. Dental hygienists are more positive about task redistribution compared to dentists.
Both professionals are less positive about task redistribution in countries with relatively more selfexpression values. Probably, self-expression values
do not represent gender equality, but to the need for
psychological distinctiveness, which is related to
professional identity. Furthermore, male dental
hygienists are likely to be more commited to professional change, in contrast to male dentists.

Trust in innovation cooperation through

project manager qualication
Markus Roewenstrunk Institute of Industrial Engineering, Germany; Susanne Niewoehner; Wolfgang
Herff
Innovation cooperation often combine experts from
different organisations with various socialisations,
adding interdisciplinarity to intra-, inter- and extraorganisational levels of cooperation. For projects
with such heterogeneous constellations, developing

a trustful collaboration is a challenging task but also

an essential prerequisite for successful work. Therefore, a qualication concept has been developed
within the research project "VERMIKO" that aims
to foster trust encouraging work contexts with the
inclination that actors in innovation projects value,
accept, and return trust. Within this concept, trust is
understood as a socio-psychological disposition and
action oriented decision towards people or systems.
It takes into account the complex interaction of
personal and situational variables - thus follows a
dynamic-transactional perspective.The full article
will describe in detail the qualication concept, the
eld study, and the results. The main component of
the qualication is a seminar, which will sensitise
project managers about trust and show opportunities to promote it. The seminar addresses trust
affecting factors, the relationship of trust and mistrust, the inuence of relationship history, and the
effect of norms and values. The impact of the
seminar is analysed through a pretest-posttest-control-group design. The experimental group will participate in the seminar, the control group in a communication-training. Web-based-training modules
function as preparation for the seminar and a prepost evaluation method. The expected results that
the qualication of project managers enables them
to promote trusting cooperation and make collaboration more effective, will further be evaluated
through qualitative and quantitative methods (interviews, surveys) and thoroughly discussed.

A comparison between rate of entrepreneurial behaviour among males and females students in Iran
Zeinab Rostami University of Isfahan, Islamic Republic of Iran; Hamideh Abdolhoseini; Mohammad
Abedi
The main purpose of this study was a comparison
between rate of entrepreneurial behaviour among
males and females students in Iran. The population
study was all of the University of Isfahan students.
For this purpose, 73 of the students (36 males and
37 females) were selected by simple random sampling and the Mosahef entrepreneurial behaviour
questionnaire was completed. For the analysis the
results was used the statistical program SPSS 15
and the indicators and statistical methods, including
mean, standard deviation and t-test Results: The
results showed that there isnt any difference between entrepreneurial behaviour among males and
females students in Iran (P

Coaching psychology: Caring for the (informal) caregiver in the workplace

Elizabeth Cornelia Rudolph UNISA, South Africa;
Michiel Buys
The increasing prevalence of work/life balance challenge professionals (psychologists, human resource
managers and management) to create a welcoming,
safe and inclusive organisational environment, without becoming directly involved. It is natural to look
after the sick, elderly, children and disabled. Those
who care for these people tend to be forgotten.
Working with people necessitates fundamental understanding of the uniqueness of each individual. The
objective of the paper was to reconstruct the work/life
journey of a respondent that care for her disabled
mother. The research methodology used a multi-qual-

518
itative research paradigm with a narrative approach.
The respondent had an active role to voice her story
as transcribed in her diaries. The complexities thereof was holistically processed by means of Gabek
(GAnzheitliche BEwltigung von Komplexitt a
holistic processing of complexity). The conclusion
was that the uniqueness of this story can not necessarily be generalised though it can be used to prospectively identify factors that can lead to adverse
research outcomes associated with caregiving and a
prevention-focused intervention. This will help
above-mentioned professionals in the art of coaching
work/life balance by focusing on the following factors: effective succession planning, establishing a
virtual team orientated organisation, evaluation of
an effective Employment Assistant Programme
(EAP) and using an interactional organisational approach as professional tools towards counselling services within the workplace. Empower the individual
in order to give them control over their professional
and personal lives.

Access to counselling through employee

wellness programmes in South Africa
Carolina Saccaggi University of Johannesburg,
South Africa
This study investigated Employee Wellness Programmes in South Africa. EWPs are workplace
based programmes that offer counselling services
to thousands of individuals in South Africa and
internationally. These programmes have received
very little research attention from the eld of psychology and counselling within the limited session
EWP model continues to be viewed as a poor
cousin of real therapeutic process. However, the
reality of the situation is that without EWPs many
individuals would have no access to counselling
services. Given the vast number of therapeutic sessions being facilitated within this modality, the
necessity of providing an overview of the type of
problems being addressed within this context are
clear. This presentation provides an overview of the
current access to counselling through EWPs in
South Africa through a detailed descriptive analysis
of the database of one of South Africas largest
EWP providers. Through an analysis of EWP
counselling referrals over a 5 year period the presentation reports on issues such as patterns of access to counselling (gender, age, race, geographical
location), presenting problems, nature of interventions as well as examining changes in the nature of
access, presenting problems and interventions. The
presentation establishes baseline information for
EWP counselling in the South African context. This
information can be used to encourage future research regarding counselling within the EWP context both in South Africa and internationally.

Managing cultural diversity at work: The effects of diversity perspectives on leadership

Gro M. Sandal University of Bergen, Norway; Per
Sjoberg; Hege Bye
With globalisation and changing demographics,
many European workplaces are becoming more culturally heterogeneous. The aim of this study was to
determine how leaders approaches in managing multicultural work groups are linked to diversity perspectives at individual and organisational levels. A model
of diversity management based on Berrys accultur-

Industrial/Organisational/Work
ation framework is proposed. The model describes
four leadership approaches; assimilation, multiculturalism, separation, and laissez faire. A total of 149
leaders in Norway participated in the study. Leadership approaches were assessed by the Diversity Management Scenario Questionnaire (DMQ). The leaders
also completed the Benets and Threats of Diversity
Scale, and questions about whether diversity was
integrated into the human resource (HR) strategies
of their organisation. The results showed a strong
association between separation, and leaders expectations that contact between employees of different
ethnicities would result in intergroup anxiety. Leaders
in organisations with a HR diversity strategy were
most likely to endorse multiculturalism. Separation
and laissez faire leadership were associated with lack
of HR diversity strategies in the organisation. In
conclusion, the results suggest that HR strategies at
the organisational level transcend to how leaders
manage diversity in their work units.

The impact of employability skills training for

young people - evaluation study of a training
programme
Matthias Schmidt TU Dresden, Germany
Long-term unemployed youngsters need help to
develop their employability. The project "Bridges
to work" included teaching, training and coaching
units for the young unemployed participants and
was designed to help them getting new jobs. In
addition to developing practical skills, the training
also took account of the physical and psychological
aspects of health. The pilot project combines "modules" that offer the young unemployed the possibility to learn within the process of real work and to
make progress in their professional skills. The invention and assignment of so-called Senior Coaches
was of special importance. The Senior Coaches
acted as personal advisors for each of the young
men and women during the whole period of the
program. The project has been evaluated with a
summative evaluation following Kirkpatricks 4Level-Model. In a two-wave panel study with a
quasi-experimental research design the program
was compared to the conventional program and a
group of young unemployed with no intervention.
Most of the participants of the "Bridges"-project
experienced positive changes in their personal variables as the pre-condition for taking on self-responsibility for their lives. In addition, they experienced
a remarkable improvement in their health. In total,
484 young unemployed participated in the program
"Bridges" and the rate of integration in a job or a
job training was 56,2% - a notable result compared
to traditional programs with a rate of 20 - 30%.

Antecedents to shared leadership: Psychological empowerment and team potency

Maj Schoeler Fausing Aarhus University, Denmark;
Joshua Lewandowski; Hans Jeppe Jeppesen; Michelle Bligh
The ubiquitous pursuit of innovation and knowledge
sharing has led to an increased use of teams. This
questions our traditional, hierarchical leadership
models. Shared leadership represents an adaptation
of leadership to the team-level, and it facilitates
effective enactment of team member knowledge.
Moreover, shared leadership describes inuence and
leadership as a collective, shared activity distributed

among team members. Studies demonstrate positive

relationships between shared leadership and performance across different contexts. However, there are
few studies that focus on the antecedents of this
concept. Considering that shared leadership builds
on inuence sharing and acceptance of inuence
from others, we argue that feelings of psychological
empowerment combined with team potency are crucial to the development of shared leadership. The
purpose of this study is therefore to investigate the
predictive value of these antecedents in relation to
shared leadership and performance. Toward this end,
we conducted a survey among 81 teams in a Danish
company (N=562). Results of the structural equation
model and the correspondent t indices indicated that
psychological empowerment and team potency signicantly predicted shared leadership. Moreover, we
found that shared leadership was positively related to
team performance based on manager ratings, output,
and perceived performance. The study thus, supports
the relevance of shared leadership in a team context
and provides an initial understanding of antecedent
conditions for its development. Particularly, the
results indicate that in order for shared leadership to
emerge successfully, organisations need to create
conditions that empower individual team members
and that allow for team potency to develop.

The negotiation of different levels of identity

by leaders of a southern African youth
movement
Jenna Segal University of Witwatersrand, South
Africa
Psychology has dened identity as a conception of
the self which is essentially self-referential and relational, that gives an answer to the question of who
am I?. In areas of social science in todays research
on identity, there has been a shift in focus from the
unchanging traits and essences of the production of
identity, to what the awareness of identity permits
and promotes and what ensues from it (rather than
how it is shaped and how it became what it is). This
view of identity as uid and exible guided the
present research, which explores the identity negotiation of leaders within a youth movement. The research explored the ways that leaders made sense of
the process of negotiation of individual leaders identities and their relationships to organizational (or
sometimes programmatic) identities. A qualitative,
interpretive methodology was employed, with data
being collected using participant observation and indepth interviews with ve leaders of Habonim Dror
Southern Africa. The analysis found two ways that
participants made sense of individual versus organizational identities; The rst of these by treating them
as one and the same, and the second was by separating the identities and proposing the possibility or
necessity of switching between them at different
times. The discussion includes consideration of the
implications of the ndings for identity negotiation
and organizational identity.

Impact of emotional intelligence and organisational commitment in relation to turnover

intention
Meera Shanker JDBIMS, SNDT Women's University,
India
Emotional Intelligence has become an increasingly
popular construct in diverse business environments.

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Industrial/Organisational/Work
Organisational commitment is perceived multidimensional. This includes employees loyalty, desire
to sustain association, and degree of goal and value
congruency with the organisation. Organisations are
looking for committed and emotionally intelligent
employees, that facilitates them staying in the organisation for a longer time (which is essential to
the well-being of the organization). The present
study investigated the impact of emotional intelligence and organisational commitment on employees turnover intention. 459 participants took part in
the study, answering a pool of 66 items related to
emotional intelligence, 15 items related to organisational commitment and a single item related to
intention to quit or stay. The data subjected to
Principal Axis Factoring Technique with varimax
rotation procedure yielded 9 factors of emotional
intelligence which exist in Indian organisation.
Similarly, factor analysis of existent organisational
commitment of the employees revealed 2 main
factors representing dedication, namely, organisational commitment. Multiple regression analysis of
emotional intelligence and organisational commitment dimensions revealed unequivocal inuence of
emotional intelligence over organisational commitment dimensions. Emotional intelligence impact on
organisational commitment with a view to draw on
the deeper inuences it has on the intention to quit
or stay in the organisation. A Pearson productmoment correlation coefcient was computed to
assess the relationship between the organisational
commitment, and intention to quit or stay. Overall,
there was a strong, positive correlation between
organisational commitment and intention to stay.
Similarly, non-committed employees were highly
correlated with intention to quit.

Corporate social responsibility and organisational commitment - the moderating effect

of treatment of employees
Rahul Sheel IIM Ahmedabad, India; Neharika Vohra
It has been observed that the Corporate Social
Responsibility (CSR) practices of a rm lead to
an increase in the level of organizational commitment (Brammer, Millington, & Rayton, 2007; Kim,
Lee, Lee, & Kim, 2010; Peterson, 2004; Turker,
2008). This nding needs to be studied further to
understand the dynamics of the relationship between the external activities of the organization and
its impact on employees within the organisation.
This study investigates the moderating effects of
the treatment of employees measured through perceived organisational justice and perceived organisational support on the relationships between CSR
and organisational commitment in the Indian context. In other words, it examines how employees
perceptions about how they are being treated by
their organisation interact with the positive effects
of CSR on their commitment to the organization.
The study uses a tighter denition of CSR to only
include those activities that benet external stakeholders and accrue indirect benets to the organization. Data was collected from 356 employees
working in different Indian companies. Hierarchical
multiple regression analysis was used to test the
hypothesis. It was found that CSR has a signicant
positive relationship to organisational commitment
and a perception of support and justice among
employees positively moderated this relationship.
The results imply that if employees perceived the

organisation as being fair and supportive towards

themselves the CSR activities of the organisation
have an enhanced effect on employees affective
commitment to the organisation. This paper contributes to the current pool of nascent research on the
relationship of CSR and employee attitudes.

Abusive supervision and employee performance: mechanism of fsb and learning goal
orientation
Chuangang Shen School of Psychology CCNU, China; Yang Jing; Hongyu Ma
The literature on abusive supervision has consistently demonstrated the negative relationship between member perception of supervisors abusive
behavior and member performance. The process
through which supervisors abusive behavior inuences member performance, however, is still not
fully understood. This study provides a mechanism
for the process. Specically, we predict that the
feedback-seeking behavior (FSB) of the member
mediates the relationshp between abusive supervision and the members performance, and the learning goal orientation moderates the relationship between abusive supervision and FSB. We used a
sample composed of supervisor- subordinate dyads
from seven enterprises to investigate our hypotheses. 500 employees and 140 supervisors from 7
enterprises located in Hubei, Xiamen, Zhejiang and
Guangzhou. The nal matched sample included
306 employees and 124 direct supervisors. Two
structured questionnaires were employed as the
research instrument for the study. One consisted
of four scales designed to measure abusive supervision, FSB, self-rated performance, and learning
goal orientation. The other one consisted of one
scale designed to measure supervisor-rated performance. Cronbachs alpha coefcients for above
measures were from .58 to .94. The standard coefcients of abusive supervision on FSB, supervisorrated performance were -.356(p<.01),-.314(p<.01).
The ndings showed that FSB played a mediated
role between abusive supervision and super-rated
performance, and members learning goal orientation moderated the relationship between abusive
supervision and FSB

Ethical climate as a moderator in the relationship between spiritual intelligence and

counterproductive work behaviour
Purnima Singh IIT Delhi, India; Neha Jain
Spiritual intelligence refers to the intelligence that
addresses and helps in solution of problems of
meaning and value and places our actions and our
lives in a wider, richer, meaningful context. Seeing
its immense relevance at workplace it was thought
to be an important determinant of counterproductive work behaviour. Ethical climate being another
important contextual variable was tested for its
moderating effects in the relationship between spiritual intelligence and counterproductive work behaviour. Data was collected from 351 employees
from organisations in Delhi and NCR, India. Two
private sector organisations (n = 181), and 2 public
sector (n = 170) organisations were taken. Obtained
results showed signicant moderating effects across
private sector organisations. Moderating effects
were not found signicant across public sector
organisations. This kind of results could be due to

the inherent nature of public sector organisations in

India. These organisations follow a typical "babu"
culture where ethical ways of functioning have not
percolated in the system to that extent as they are in
private sector organisations.

Motivation as related to passion: An equity

perspective
Arvind Sinha Indian Institute of Technology, India
Author and associates discovered that social inequity may be perceived not only in terms of nancial rewards, but anything that the person subjectively considers as rewarding, the nature of which
may be related to personal values. An intense or
frequent reinforcement of over-reward occurrences
may lead to a strong inclination toward a selfdening activity that one likes or loves. Such an
inclination has been termed in the literature as
passion. Using the variables of social inequity
and competence, the contribution of over-rewarding inequity on effective organisationally relevant
behaviour (with passion-nurturing outcomes as the
reward) was investigated. The sample consisted of
100 senior undergraduates and 100 pass outs alumni of a technological university, and 80 professionals working in banks. Data analysis comprised
interview data, exploratory factor analysis, and
regression analysis. Results suggested that an advantageous inequity arising out of a basic psychological need of relatedness to some (or a larger)
cause, and a feeling of competence to make signicant contributions to the profession and humankind at large, may be related to passion. People
getting a chance to nurture their passion with such
perceived advantage are also likely to be better
contributors to the organizationally and possibly
socially relevant outcomes.

Exploring the incidents of ill-health among

South African accountants
Monica Smith University of Pretoria, South Africa;
Nicolene Barkhuizen University of Pretoria, South
Africa
Research over the past couple have years has shown
that accountants are particularly prone the adverse
consequences of stressful work environments. Once
an accountant is diagnosed as being burnt out their
symptoms normally show as ill-health, such as
depression and counterproductive work behaviour.
As a result many accountants are leaving their
profession to work in elds that seem to be less
stressful. The main aim of this research is to determine ill-health (i.e. psychological and physical) of
accountants. A quantitative research approach is
followed in this study. A General Health Questionnaire is administered amongst accountants in South
African organisations (N=2000). We anticipate that
high levels of psychological and physical ill-health
among the respondents. In addition we also expect
that signicant differences exist between the illhealth levels of accountants based on their demographic characteristics and lifestyle orientations.
Accountants are a scarce skill in the South African
context. Organisations cannot afford to lose these
individuals because of a work environment that
contribute to workplace stress and ill-health. Our
research highlights the importance of addressing
workplace stressors effectively to eliminate the adverse consequences thereof on accountants.

520
Job insecurity and its cross-domain effect on
family satisfaction: The role of employees
affective well-being and detachment
Beatriz Sora Open University of Catalonia, Spain;
Amparo Caballer; Thomas Hoege
Labour market developments have important implications for employees job stability. Job insecurity
is a work stressor associated with a large variety of
negative outcomes. Research has dedicated a great
amount of effort to examining these detrimental
consequences of job insecurity. However, previous
studies have mainly focused on the outcomes inside the work domain, and little attention has been
paid to the spillover effects of job insecurity on
variables in other life domains of employees. Likewise, little is known about the processes linking
job insecurity and spillover outcomes. In the present paper, a moderated mediation model is proposed to explain the relationship between job insecurity and family satisfaction. Data were
gathered from 556 employees working in different
Spanish organisations from the services sector. The
results showed that job insecurity was directly and
negatively associated with family satisfaction and
affective well-being. However, the relationship between job insecurity and affective well-being was
moderated by psychological detachment. Job insecurity also affected family satisfaction indirectly
via affective well-being and contingent on psychological detachment.

Impact of organisational justice and trust on

organisational citizenship behaviour
Kailash Bihari Lal Srivastava Indian Institute of
Technology, India
This paper examines the relationships among perceived organisational justice, trust, and the organisational citizenship behaviour (OCB) of managers
in Indian organisations. The data were collected
from 300 respondents from top, middle and lower
managerial levels, belonging to the manufacturing
and service sectors, and analysed using AMOS. It
was hypothesised that the factors of organisational
justice, namely procedural, distributive, and interactional justice, would be positively associated with
trust in management and supervisors, which, in
turn, would affect organisational citizenship behaviour, and that some of these relationships would
differ across sector. The results indicate that the t
is acceptable for both the samples. The results
showed the effect of distributive justice on trust
(stronger in the services sector compared to the
manufacturing sector), and the effect of procedural
justice on trust (stronger in the manufacturing than
the service sector). Interactional justice was positively associated with trust. The dimensions of
organisational justice had a direct effect on OCB
and trust was also positively related with OCB
(stronger in the manufacturing than in the service
sample), and trust also mediated the relationship
between organisational justice and OCB. The
results show the differential effects of the various
dimensions of organisational justice on trust across
sectors. These have implications for management to
take appropriate action to improve trust among
employees as well as interpersonal relationships,
and to adopt different management policies to enhance the trust of employees in two types of organisations to foster extra-role behavior among managers.

Industrial/Organisational/Work
Talent mindset of leaders in the South African aviation industry
Karel Stanz University of Pretoria, South Africa
The talent mindset of an organisation is a critical
success factor which can enhance its capability in
driving its strategic objectives. For some, the talent
of the organisation may not yet have been dened
in relation to the long term objectives whilst other
organisations have dened talent but experience
uncertainty around the linkage of the various talent
management practices. The successful organisations
are those that not only understand what core talent
means to them, but how to leverage the talent in a
manner that allows it to act decisively to drive
competitive advantage as well as secure the future
success of the organisation. These organisations
generally embody a talent mindset. The main objective of this research was to determine the talent
mindset of managers in the South African Aviation
Industry. A quantitative research approach was
followed in this research. A Talent Mindset Index
was administered among a convenience sample of
managers and Human Resource Management
(HRM) practitioners (N= 150) in the aviation industry. The results showed that managers and
HRM practitioners perceived that leaders had a low
to fair leader mindset towards the application of
talent management practices in the aviation industry.
The determination of talent mindset will
signicantly inuence how organisations approach
the war for talent and the quest to build human
capability within an organisation. Currently, there
is limited research on talent mindset as a construct
and this research will therefore add more to the
knowledge available on the topic.

Sleep quality as a criterion of the efcacy of

stress management interventions in a downsizing environment
Dominique Steiler Grenoble Ecole de Management,
France; Marion Trousselard
A stress management programme using cardiaccoherence was implemented after an organisational
downsizing. The study was conducted in nine voluntary workers in order to evaluate the programmes efciency. A baseline evaluation was
conducted on psychological variables (anxiety, perceived stress, well-being and sleep), endocrine
assessments (urinary cortisol excretion, alpha-amylase salivary concentrations), and physiological
recordings (electro-encephalography for sleep quality and electro-cardiogram for heart rate variability).
The same assessment was done at the end of the
programme. The low number of participants was
due to the intrusive approach in collecting physiological and endocrine variables. The programme
consists of ten sessions of cardiac coherence training during a 3-month follow-up period. Non-parametric analyses showed a decrease in perceived
stress and a consequent increase in well-being. The
subjective and objective sleep quality improved,
namely, an increase in Rapid Eye Movement
(REM) duration associated with a shift in the REM
phases at the end of the night, was observed at the
end of the training programme. For the entirety of
the results, improvements were higher in subjects
with high vs. low trait-anxiety scoring. The pattern
of results for subjects prone to a high level of traitanxiety suggested that stress and sleep are related to
each other in a bi-directional way: increased anxiety

is associated to poor sleep, and stress reduction

improves both anxiety and sleep. On the basis of
these results, we would suggest that trait-anxiety
can be used as an indicator of which employees
should be given priority for stress management
intervention.

Optimism, self-efcacy and meaningfulness:

Towards a salutogenic model of occupational
well-being
Magdalena Steyn University of Stellenbosch, South
Africa; Gina Gurgens-Ekermans
Set within the framework of Positive Organisational
Scholarship (POS), this study conceptualised and
tested a proposed structural salutogenic model of
occupational well-being in order to explicate the
inuences of the positive psychological antecedents
of optimism, self-efcacy, and meaningfulness on
occupational well-being (dened by general psychological health and satisfaction with work life).
A two-fold operationalisation of occupational wellbeing was used. First, the absence of pathology was
measured with the General Health Questionnaire
(GHQ-28). Secondly, a cognitive-judgmental evaluation of employees satisfaction with their worklife (adapted from the Satisfaction With Life Scale)
was used. Optimism was measured with the Scheier
and Carver (1985) Life Orientation Test (LOT),
whilst self-efcacy was measured with the 17-item
General Self-efcacy Scale (GSES). A two-fold
conceptualisation of meaningfulness was warranted: Meaningfulness in work (dened as work
engagement, measured with the Utrecht Work Engagement Scale) and meaningfulness at work (dened as organisational commitment, measured with
the Organisational Commitment Questionnaire,
OCQ). A non-experimental research design was
used. A convenience sample of 202 individuals
from three organisations across South Africa participated in the research. The goodness-of-t results
obtained for the structural model provided sufcient
evidence that the model is supported by the data.
The results suggested that optimism inuences psychological health directly. The relationship between
optimism and occupational well-being (i.e. psychological health) was further highlighted through an
indirect causal effect, as mediated through a combination of work engagement and organisational
commitment (i.e. meaningfulness). The structural
model indicated no signicant paths between selfefcacy and any of the other variables.

Psychological health of employees: Beyond

concepts, the day to day management practices
France St-Hilaire Sherbrooke University, Canada;
Jean-Pierre Brun
Although the inuence of managers behaviour on
employees psychological health at work (PHW) is
widely acknowledged (eg: Westerlund et al., 2010),
little is known on the specic practices involved,
and their positive and negative inuence on
employees (Gilbreath & Benson, 2004). Despite the
recent studies of Yarker et al. (2007) and Lewis et
al. (2010) on management behaviors to reduce
stress or the relationship between leadership and
well-being (Nielsen et al., 2008), we still dont
know what is the concrete manifestation of competencies in relation to PHW. The aim of these studies

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was less to identify concrete managers actions, the
day to day management practices, but rather to
identify which management competencies reduce
stress. Thus, the aim of the current investigation is
to identify and classify the concrete management
practices in link with PHW. Semi-structured interviews were conducted with 70 participants (employee and managers) in a Canadian public organisation. A qualitative analysis was conducted
according to an inductive approach; the agreement
between two coders resulted in an adequate reliability. We carried out a frequency analysis of the codes
and elaborated a taxonomy of the specic management practices bonded with PHW. The results
showed large and varied practices (n = 55) within
which 5 were noted by more than 50% of the
participants. Seven hierarchical clusters of practices
emerged, of those, the cluster of relational practices
appeared particularly decisive. Finally, a gap was
observed between managers and employees perception about the most decisive management practices. Theoretical and intervention implications will
be discussed.

Predictors of employees organizational commitment

Shanti Suman Pandit Deendayal Petroleum Univ,
India
The study examines the relative effect of various
personal and organizational characteristics on
employees organizational commitment (OC). A
sample of 240 employees were administered the
three psychometric tools namely, the Organizational Commitment Questionnaire, the Job Characteristics Scale, and the Organizational Structure
Scale. The participants age ranged from 23 years
to 58 years with an average of 39.35 years (SD =
9.89). The participants on average possessed the
work experience of 13.33 years (SD = 9.09) in the
range of 1 to 34 years. The results obtained by
using multiple linear regression (simultaneous)
analysis revealed that perceived job characteristics
was the most dominant predictor of OC followed by
perceived organizational structure, locus of control,
tenure and age. However, the contribution of age
and tenure was not found to be statistically significant. Findings of the study suggest that organizational characteristics are more important than personal characteristics in order to predict the OC of
employees.

Workplace incivility: Scale development and

its relationship with turnover intention
James J-M Sun Renmin University of China, China;
Jiangmin Du; Jian-Min Sun
This paper reported two studies aimed at the measurement of workplace incivility and its relationship
with work attitude in Chinese organizations. We
collected workplace incivility phenomena by indepth interview with 25 human resource professionals and employees from manufacturing and service industries. Combined with the items from western developed scales, a questionnaire with 40 items
was constructed. Four factors were found from
exploratory factor analysis with 250 respondents
and the factors were named as work-related incivility (Cronbachs =.835), supervisor/leader incivility
(=.724), environmental incivility (=.716), and
interpersonal incivility (=.696), respectively. The

scale has 18 items and Cronbach is .846. Convergent validity with Continas WIS (2001) was also
conducted. A questionnaire including the scale and
demographic information was distributed to 300
employees in four companies. 189 valid questionnaires were used for ANOVA and correlation analysis. Results demonstrated that there is no signicant difference in the perception of workplace
incivility among gender, education level, and marriage status. Respondents aged under 25 perceive
more interpersonal incivility than other age groups.
Respondents from private companies perceive more
work-related incivility and supervisor/leader incivility than those from state-owned companies.
Respondents with managerial duties perceive more
interpersonal incivility than other duty holders.
Workplace incivility is highly correlated with turnover intention (.267, p<.01). Implications and limitations of the study as well as future research
directions are discussed.

The inuence of interpersonal relationships

on job characteristics and employee wellbeing
Suresh Sundaram Annamalai University, India
Interpersonal relationships are regarded as an important component of the psychosocial working
conditions. Individuals with excellent interpersonal
relationships rise to the top in their personal effectiveness and organisational growth. Interpersonal
skills enable employees to interact successfully
within the changing and challenging workplace
environment. The major objective of this study was
to investigate the inuence of interpersonal relationships on job characteristics and employee well-being. This study adopts a survey design. The data
was collected from the 120 employees of three
different private organizations. Results indicate that
positive relationships with others had signicantly
inuenced the job characteristics and employee
well-being. The results were discussed, including
directions for future research, and practical implications drawn from the research were suggested.

The structure of counter-productive work

behaviours in Chinese organisations: Dimensionality and features
Hanying Tang Central China Norm University, China
Counterproductive work behavior (CWB) consists
of behaviors that harm or intend to harm organisational or others (e.g. colleague and supervisor)
legitimate interests. Research on CWB in Western
countries has a history of several decades. However,
the studies of CWB in mainland China have just
started in these recent years. The main purpose of
this study is to investigate the types and features of
CWB in the context of Chinese culture. Several
methods were adopted to collect the CWB in Chinese organisations, including depth interviews, literature reviews and questionnaire surveys. After
that, item analysis, factor analysis and descriptive
statistics were used to reveal the structure of Chinese employees CWB. The subjects were 638
Chinese employees from various professions. The
results indicated that Chinese employees CWB had
two high-order factors, interpersonal CWB and organizational CWB. Interpersonal CWB referred to
interpersonal destruction. Organisational CWB consisted of unconcerned, hindering and idle work

behaviours. This four factor structure is similar to

the structure of Western CWB (Spector et al.,
2006.) Specically, interpersonal destruction is similar to abuse against others; unconcern with work
and hindrance to work are similar to production
deviance and sabotage; idle behaviour is similar
to withdrawer. Different from Western countries,
the incidence of interpersonal destruction was lower
than the other three types of CWB in Chinese
organisations. In other words, Chinese employees
CWB showed more confrontation to their organisations, but not people. A possible reason is that
Chinese people pay more attention to interpersonal
harmony and group solidarity.

Team coordination: Scale development and

validation
Ningyu Tang Shanghai Jiaotong University, China;
Chen Zhuang
Coordination has become an important topic in
understanding team effectiveness (Wittenbaum,
1996; Rico et al, 2008; Kolbe et al, 2009). However, there are very few studies on the scale development of team coordination. This paper aims to
develop a scale to measure team coordination which
is dened as integrating and aligning behaviours
among team members in order to accomplish team
goals. Study 1 interviewed 15 professionals to
investigate how team members coordinated to attain
the team goal. It showed that teams used regular
meetings, face-to-face talks, and emails, as explicit
ways to work with others, and would adjust themselves to others demands and behaviour, which
revealed the implicit way. Based on the ndings
of study 1, study 2 constructed the team coordination questionnaire with 15 questions and invited
101 MBA students to complete the questionnaire.
3 questions with low reliability didnt t the questionnaire very well and were therefore deleted. The
12-item questionanire consists of questions for explicit and implicit information and action. Study 3
tested the construct validity of the scale developed
in study 2, 229 employees (117 male and 112
female) from 38 teams in joint ventures in Shanghai
participated in the study. EFA showed that 4 factors
explained 67.446% of the total variance and CFA
showed that the scale had good construct validity.
(2 =451.60, df=164; NNFI= 0.95, CFI= 0.95,
RMSEA= 0.088).

Company media publicity and quality of

website design: Effects on potential applicants
Klaus J Templer SIM University, Singapore
The aim of this study was to investigate the effects
of company media publicity and quality of company website design on the organisational attractiveness perceptions of potential job applicants. Onehundred eighty potential applicants participated in
an experiment with a 3 x 2 factorial design. Participants were rst exposed to a newspaper article
about a company that either projected a positive,
neutral, or negative image of the company. Subsequently, they accessed the companys website, including a webpage with job advertisements. The
website was either well or poorly designed. Results
showed that positive media publicity as well as
high-quality web design were related to higher
perceived organisational attractiveness. Moreover,

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web design quality moderated the relationship between media publicity and perceived organisational
attractiveness: Poor website quality had a drastic
effect in that it potentiated the negative effect of
negative media publicity on perceived organisational attractiveness. The managerial implications
from these results are that - in order to be perceived
as an attractive employer - organisations not only
need to avoid the generation of negative media
publicity. They also need to have a high-quality
web presence. This is even more important if media
have projected a negative image about the company, as negative media publicity together with an
unprofessional website design causes an extremely
low level of perceived organisational attractiveness.
Questions for future research are discussed.

The development of a talent retention diagnostic tool

Marguerite Theron University of Pretoria, South
Africa
It remains a reality that talented, knowledgeable and
skilled employees voluntarily resign from their current employers. When these top-performing employees go they can leave behind them a gap which is
costly to ll and challenging to manage. There is
currently limited organisational data available on the
reasons employees choose to stay. In addition some
researchers caution that employee retention rates are
not accurately measured or are assumed to be the
inverse of employee retention rates. The main objective of this research is to develop a talent retention
diagnostic tool that can assist organisations in the
early identication of avoidable voluntary turnover.
A mixed method research approach was followed in
this research using a combination of qualitative and
quantitative data analysis techniques. A Talent Retention questionnaire was developed based on a thorough literature review and interviews with subject
matter experts. The questionnaire was further administered among a stratied random sample of employees in a large South African multi-national company.
Preliminary results show that compensation, recognition, supervisor and managerial relationships are
some of the main factors impacting employees decision to stay with the organisation. In addition, the
Talent Retention Diagnostic Tool showed high validity and reliability as a measurement of talent retention. The fact that there are no denitive answers
available academically implies that turnover and retention research continues to be a worthwhile academic topic to pursue and retention of key, top
performing employees remains an essential, practical
goal of effective organisations.

The mediation effect of PsyCap between

mist and burnout
Jiajin Tong UC Berkeley, United States of America;
Lei Wang UC Berkeley, United States of America
This study explored the psychological mechanisms
explaining the impact of person-environment t on
burnout. Three psychological variables (i.e., perceived role conicts, organisation-based self-esteem,
PsyCap) were examined as possible psychological
mechanisms from the environmental processing,
interactionist processing, and self processing
metatheories. A total of 199 employees from a Chinese organisation with a diverse of departments participated in this research. Person-organisation and

Industrial/Organisational/Work
person-job t, psychological variables, and burnout
were measured in Time 1 with three waves each
separated by three weeks. A total of 96 employees
were also investigated on burnout in Time 2 with an
interval of 8 months. Results supported our hypothesised model indicating the psychological mechanisms
in burnout from above three metatheories. Different
mist intends to induce different burnout dimensions
by different psychological mechanisms. It was found
that high person-organisation t helped to reduce
exhaustion, which was mediated by perceived role
conicts (i.e., the environmental processing theory);
high person-job t helped to reduce exhaustion and
cynicism, which was mediated by organisation-based
self-esteem (i.e., the self processing theory); and high
person-job t helped to reduce cynicism and inefcacy, which was mediated by PsyCap (i.e., the interactionist processing theory). However, only the relationship between person-job t and exhaustion and
cynicism mediating by organisation-based self-esteem was found stable in terms of 8 months. It may
be the most effective way to reduce job burnout by
enhancing employees organisation-based self-esteem. The implications for theory and practice were
discussed.

Feeling fair and being satised: Effect of

organisational justice on job satisfaction and
the mediation of quality of work life
Abhishek Totawar Indian Institute of Management,
India; Ranjeet Nambudiri Indian Institute of Management, India
Recognizing that the perception of fairness inuences
the level of satisfaction, we propose that quality of
work life (QWL) mediates the effect of organizational justice on job satisfaction. Extant literature
describes the relationship in dyadic pairs between
justice-QWL, and justice-satisfaction, but no published literature talks about a combined interplay
between these three variables. Delineating this lacuna, we have explored such linkages in the present
study. Data was collected from 204 managerial
employees employed in three different public sector
units located across India. Five factors of QWL have
been identied. Baron and Kennys (1986) causal
step approach was used to check for the mediation
effect. Results conrmed the role of QWL (b=0.776;
p<.05) as a mediator in the relationship between
organizational justice (b=-0.048; p=n.s.) and job satisfaction. Complementing this approach of mediation
tests, the Sobel test also conrmed the same (Sobel
test statistics=9.755; p<.05). The results are discussed
in light of available literature and future directions are
suggested. This study contributes to the theory by
providing a more nuanced understanding of how
perceptions about organizational justice, through
QWL, affect job satisfaction. As a modest recommendation to managers, the study suggests that a
sense of satisfaction for an employee can be brought
about only when components of justice and QWL are
holistically addressed.

Dynamics of knowledge management in

knowledge-intensive organisations: Role of
leadership, trust and culture
Nachiketa Tripathi I.I.T. Guwahati, India; Mamta
Tripathi I.I.T. Guwahati, India
The past ve decades have witnessed substantial
scientic research on Knowledge Management

(KM). Still it is a highly-debated topic with much

confusion. The objective of this paper is to look into
some of those gaps by providing a comprehensive
view and integrate the variables. Literature review
reveals that various studies in this eld have been
criticised for not clearly dening the concept of KM
and for poor research design, so authors suggest a
more methodical investigation at empirical level.
Although several studies in this area have proposed
information technology as the soul of KM, this
paper departs from that line by focusing on other
potential relevant variables like Leadership, Trust
and Culture, on the premise that technology itself is
one enabler, not KM per se. This paper used a
survey-based study across knowledge-driven organisations. To support it, authors postulate a framework to understand the relationships between these
variables as past researches have not incorporated
them together. Previous researches emphasised on
leadership styles only; surprisingly few studies have
addressed leadership in terms of Inuence Process
and Social Power in the context of KM. Therefore,
addressing them will yield more accurate information about leadership and KM. Literature points out
that success of KM initiatives depends on knowledge sharing and certain kind of culture. Knowledge sharing is inuenced by a knowledge sharing
environment and trust among workers. Therefore
examining trust and culture is imperative. Moreover, the present paper will emphasise the implications of present research for the knowledge-intensive organisations.

Participative decision making as a buffering

resource of the daily stressor-strain relationship
Sarah Turgut University of Heidelberg, Germany;
Karlheinz Sonntag; Alexandra Michel
A large body of research found evidence for negative effects of stress at work on employees wellbeing and organisations success (Semmer,
McGrath, & Beehr, 2005; Sonntag, Stegmaier, &
Spellenberg, 2010; Taris & Schreurs, 2009). Whereas the inuence of stress on well-being has been
predominantly examined retrospectively, to our
knowledge the relationship between anticipated
stress and its effect on well-being has only rarely
been investigated. The aim of the present study is to
scrutinise the effect of anticipated stress on wellbeing. Furthermore, we are extending previous research by investigating the moderating role of an
organisational resource, namely participative decision making (PDM), on the daily stressor-strain
relationship. Based on the Conservation of
Resources Theory (Hobfoll, 1998) a negative relationship between anticipated stress in the morning
and well-being in the evening was postulated. Secondly, it was hypothesised that PDM moderates the
relationship of anticipated stress and well-being. To
test these assumptions a diary study (N = 107) was
conducted on ve consecutive working days. As
hypothesised, multilevel analyses supported a negative relationship between anticipated stress in the
morning and well-being in the evening. Furthermore, PDM could be conrmed as a signicant
moderator of this relationship. The present study
highlights the relevance of anticipated stress which
is sufcient to negatively impact employees wellbeing. In order to improve occupational health promotion we recommend training and coaching on an

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Industrial/Organisational/Work
individual or group level to learn how to cope with
anticipated stress and by fostering PDM on an
organisational level.

The work-family-conict in retail: A mediation-effect between working conditions and

employees health
Christine Unterrainer University of Innsbruck, Austria; Anna Iwanowa
The retail sector is characterised by excessively increasing competition. To be successful, it is of utmost
importance to improve the working conditions
(Ulich, 2006; Lissabon Declaration of the European
Commission, 2002) not only for the companys efcacy but also for employees health and well-being.
The presented study questions how working conditions in retail (work-related stressors and resources)
impact workers health considering the work-to-family-conict as a mediator. By a cross-sectional questionnaire design, we examined 760 salespersons in
Austria and Italy. Working conditions (stressors and
resources) were surveyed with a measure that is
based on Hackman & Oldhams redenition of work
(1974) and on the Ttigkeitsbewertungssystem
(Hacker, Iwanowa & Richter, 1983). We measured
work-family-conict with Iwanowas (2006) German
work-to-family-conict scale (according to Carlson,
Kacmar, & Williams, 2000; Kalveram, 2006). The
indicators of psychosomatic complaints (Iwanowa,
2007) were used to examine the mental and physical
health. Reliabilities for multi-item scales (Cronbachs
) ranged between .746 and .892. CFA analyses
corroborate the factor-structure of the applied measures. The computed SEM analyses conrmed the
hypothesised partial mediation-effect of work-to-family-conict on the relationship between working conditions and employees health. Work-related stressors
impair employees well-being directly and indirectly
through a higher perceived work-family-conict.
Work-related resources lower employees work-family-conict that in turn impacts their health positively.
Additionally, the resources directly improve employees well-being.

The differential impact of job resources and

organisational identication on dedication,
absorption, and vigour components of work
engagement
Marshall Valencia University of Nottingham, Malaysia
Work engagement has been operationalised as having three components: vigour, absorption, and dedication. Generally, it has been construed as having
both an energy and identication aspect. However,
most studies on antecedents of work engagement
which are based on the job demands-resources
model seem to reect the energy but not the identication aspect. Thus, in this study I incorporated
organisational identication into the model and premised that job resources have stronger direct effects
on vigor while organisational identication has
stronger effects on dedication and absorption components of work engagement. Survey data was
gathered from 380 employees in the Philippines.
Respondents were recruited from various service
companies such as call centers, banks, and consulting rms. The model depicting the differential impact of organisational identication and job
resources (supportive management, role clarity,

contribution, recognition, self-expression, challenge, and teamwork) was analysed using structural
equations modelling. Findings supported the premise that job resources have a stronger impact on the
vigour component while organisational identication has a stronger impact on the dedication but not
on the absorption component. Results were discussed in the context of how an organisational
identity perspective could be incorporated into the
job demands-resources model in accounting for
antecedents of work engagement.

Work engagement among factory workers:

The moderating role of career growth
Marshall Valencia University of Nottingham, Malaysia
The social mobility belief system which is one of the
self-enhancement strategies in social identity theory,
predicts that members of low-status groups who
perceive that group boundaries are permeable, would
be motivated to pursue mobility. Individuals in this
context would be more likely to dissociate from other
in-group members and pursue more personal outcomes rather than group goals. In the context of work
engagement among factory workers, it was predicted
that those who perceive permeability of boundaries
(operationalised as perception of potential for career
growth in the company) would lead to engagement,
and this engagement will be more driven by job
resources that are oriented towards personal gain.
Survey data was gathered from 168 factory workers
in in the Philippines. Job resources identied from
past studies were examined as predictors of work
engagement. Regression analysis indicated that trust
in management, support from supervisor, role clarity,
voice, and job challenge were signicant predictors
of work engagement. Perception of career growth
was tested as a moderator between engagement and
the various job resources considered. Findings indicated that perception of career growth moderates the
impact of supervisor support and trust in management on work engagement. It was concluded that
work engagement of factory workers who perceive
career growth are more likely driven by job resources
that were potentially benecial to their underlying
striving for social mobility. The study showed how a
social identity perspective could enrich the dominant
job demands-resources model in extending our understanding of work engagement.

Alleviating the apprentice skills shortage in

South Africa through creating awareness and
lifting standards of selection
Gerda Van Der Merwe SHL South Africa, South
Africa
With South Africa facing skills scarcities in various
industries, the shortage of skilled artisans is a critical issue and one that impacts on the economic
growth of the country (Solidarity, 2010). In 2008 it
was reported that South Africa had a 40% shortage
of qualied artisans, making trade positions some of
the most difcult positions to ll (Solidarity, 2008).
In February 2011 the South African Government
announced a target of training 50,000 artisans by
2014/15 (South African Government Information,
National Skills Accord, July 2011). Initiatives
planned to alleviate the shortage will include creating awareness, promoting positive attitudes towards
trades, and adequate training. However, the drive to

reduce the shortage of apprentices is no longer

simply a government initiative; privatised organisations will have to take responsibility as well and
devise strategies in order to create learnership opportunities for both young and old to gain entry into
the South African employment market. A concern
facing South African organisations in this is whether the calibre of candidates they attract and employ
is of the right standard to alleviate this problem.
This presentation will explore the quality of apprentice learnership applicants to several organisations
in the mining, steel and motor manufacturing industries in South Africa. By examining different
selection approaches followed by organisations,
benchmarking candidates against relevant South
African applicant pools, and investigating how assessment tools used in the selection process relate to
training success, observations and recommendations will be made concerning selection practices
to help organisations produce higher calibre artisans
in the future.

A measurement model for the sense of organisation identity

Christian Van Tonder Curtin University, Australia;
Tadayuki Miyamoto
Since Albert and Whettens (1985) seminal paper,
organisation identity (OI) has become a widely
traded construct in several disciplines and more
recently in Organisation Psychology. While the
mainstream literature recognises the importance and
relevance of OI, it also acknowledges the conceptual
challenges associated with an abstract and ambiguous construct not amenable to simple denition.
These challenges have been evidenced in divergent
intellectual traditions about the identity of the organisation, but in particular in the paucity of empirical
research on the construct. During the past decade
Organisation Identity Theory (OIT - Van Tonder,
1999) served as a guiding framework for several
empirical studies that explored the denitional parameters of the OI construct most commonly operationalised as the Sense of Organisational Identity
(SOI). While substantial consistency were observed
in ndings across studies, dissimilar foci, methodologies (quantitative, qualitative and mixed methods
designs) and samples precluded comparison and
robust conclusions about the SOI. The current study
set about to examine the empirical validity of conceptualising the SOI as a stand-alone (context-free)
formative construct. The previously-used SOI questionnaire (operationalisation of the SOI construct)
was administered on two occasions to an effective
sample of 491 employees from a diverse group of
organisations. The derived structural model and
goodness are of t indices (robust method,
CFI=1.00, RMSEA= .00), provide empirical support
for the operationalisation of the SOI (clear versus
diffused or uncertain) as a composite of the degree
of organisational uniqueness, solidarity and enduring characteristics. The implications of the ndings
for research and application are discussed.

Employees affective experience of organisational change

Christian Van Tonder Curtin University, Australia;
Tadayuki Miyamoto
Organisational change remains a central managerial
and organisation-psychological concern because of

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the high failure rates reported (65% to 75%) and the
debilitating consequences of this for organisations
and employees (Van Tonder 2009). The absence of
a robust measurement orientation with regard to
change and its impact (cf. Burnes, 2003; Hacker
& Washington, 2004; Kohler et al., 2006), but also
inadequate knowledge of how change is experienced and responded to at the individual level, and
how this informs organisation-level change (George
& Jones, 2001; Judge, Thoresen, Pucik & Welbourne, 1999), signicantly constrain effective intervention. Indeed, many failed change efforts can
be attributed to a limited appreciation of the individual employees cognitive and affective experience of the change (Kavanagh & Ashkanasy, 2006).
The current study consequently investigated the
impact of employees affective experience of
change on their (self-reported) psychosocial wellbeing and energy / fatigue levels during the change.
Data were obtained from a diverse sample of 486
employees (different companies) and the relatedness of the individual employees affective experience of change, psychosocial well-being, and energy/fatigue levels investigated, using SEM. Findings
indicate that psychosocial well-being is primarily
inuenced by fear and nervousness a consequence
of the nature (type) of the change. Change management effectiveness performed a minimal role, inuencing negative affect (anger, sadness) and meaningfully impacting on positive affect. The latter,
however, had no impact on well-being and only a
marginal inuence on energy levels during change.
The importance of these ndings and their implications are briey considered.

Migrant adaptation and assimilation of host

country culture: Initial observations from a
South African cohort
Christian Van Tonder Curtin University, Australia;
Werner Soontiens; Johann Groenewald
Developed economies are increasingly relying on
an inux of trained and experienced migrants to
achieve growth and overcome skills shortages. Usually the focus is on mature, experienced migrants in
order to achieve an instant contribution (e.g. productivity) - often involving roles for migrants that
may include management functions and/or roles.
Employer expectations however remain largely ignorant of the daunting nature of the migration exercise, in particular the migrants adjustment to the
host culture and challenges to their individual identity and values. As part of a comprehensive study
probing the comparative antecedents and drivers of
accelerated migrant adjustment (hailing from China,
India, South Africa, United Kingdom and Singapore), this paper reports initial observations for the
South African respondent group. Narrative obtained
from semi-structured interviews with 26 South African migrants who have settled in Australia, generated rich data which were subjected to basic
content analysis. Themes extracted revealed migrant employees perceptions, feelings and experiences of the host country culture at various stages
since arriving in the host country. Apart from approximating the general adaptation syndrome the
probing of the migrant experience indicate several
sources (factors) of stability and adjustment that
aided and constrained cultural assimilation and adjustment. Though preliminary, the observations
have signicant implications for the wellbeing of

Industrial/Organisational/Work
migrants, their pace of adjustment to the host culture, their functioning in the workplace and in terms
of institutional and managerial support policies and
practices.

Stories that leaders tell during organisational

change: The search for meaning during large
scale transformations
Dieter Veldsman University of South Africa, South
Africa; Michelle May
The knowledge economy demands the re-evaluation of the entrenched business practises that have
dictated and sustained past organisational successes
in an attempt to remain competitive in a hyperturbulent environment. Change has become the
norm as organisations aim to manage the organisational pillars of people, process and technology to
build a exible and agile business. Leadership, as
the drivers of the change process, has been criticised due to a lack of change competence and the
ability to manage meaningful change on behalf of
their employees. The purpose of this research will
be to explore leadership stories during a large-scale
organisational change process as leaders aim to
navigate and nd meaning for their people during
the change process. The research utilised a qualitative research design with the use of narrative analysis to explore multiple leadership stories collected
from a single case study. Thematic network analysis
was used to explore the categorical themes of signicance (the why of the change), simplicity (the
end-state of the change), opportunity (the people
within the change) and the future (the change vision) as obtained from the leadership dialogue. The
research ndings provides change leaders with a
frame of reference for navigating change journeys
via the use of organisational stories and explores
current leadership practises which contribute to the
high rates of failure associated with current change
navigation efforts within organisations. The study
contributes to the eld of IO Psychology as it
explores change leadership theory and organisational storytelling as a vehicle for creating meaningful change during organisational transformation.

Imaging the living organisation: In search of a

truer means to portray organisational functioning and dynamics
Theo Veldsman University of Johannesburg, South
Africa
Organisational diagnosis is an essential and crucial
tool in the armoury of the Work Psychologist to
understand the organisational functioning and dynamics of an organisation. Insights gained through
organisational diagnosis form the basis of identifying
and crafting the necessary organisational interventions to enhance the efciency and/or effectiveness
of the organisation, in the present and future. It is
hence critical that the organisational diagnosis methodology applied, is able to provide a true image of
the real organisational functioning and dynamics in
all of its richness and complexity. The intention of the
paper is to argue that the widely applied, conventional organisational diagnosis falls short of portraying
the real organisation. This results in oversimplied
and impoverished portrayal of the true organisation.
Typically conventional organisational diagnosis is
based on a mechanistic (or Newtonian) or systems
(or cybernetic) reality perspective of the organisation.

The paper sets out to propose a different organisational diagnosis methodology, called lattice organisational diagnosis, from a chaos/complexity reality perspective. The metaphor of a lattice is eminently
suitable to portray multi-dimensional interdepencies,
interactions and patterns truer to the organisation as a
living entity. The following topics are covered: conventional organisational diagnosis based a mechanistic or systems reality perspective of the organisation
is critiqued; the design specications for an organisational design methodology framed within a chaos/
complexity reality perspective are explicated; and a
proposed chaos/complexity, referenced organisational
diagnosis methodology, called lattice organisational
diagnosis, is discussed.

Leading and managing innovative work behaviour: A multilevel test among international rms
Robert Verburg Delft University of Technology,
Netherlands; Deanne Den Hartog
We aim to contribute to current understanding of the
effects of employment practices and leadership styles
on employee innovative behaviour, and to contribute
to the theoretical knowledge of how employment
practices affect innovativeness by testing the moderating role of work engagement, task characteristics
and creative team environment. In a multi-source,
multilevel survey study among 80 dyads of employees and managers of different technology rms in
multiple countries, we tested how both manager rated
and perceived employment practices, as well as leadership styles relate to organisationally relevant outcomes, such as task performance, innovative work
behaviour and unit performance. Hierarchical linear
modelling was used to test the model. Analyses show
a direct relationship between manager rated employment practices and unit performance. Also, employees perceived employment practices mediated the
relationship between manager rated employment
practices, and innovative work behaviour. In addition, task characteristics moderated the relationship
between leadership styles and innovative work behaviour. Innovation involves both the generation and
implementation of ideas. As such, it requires a wide
variety of behaviours on the part of individual
employees. While some people might exhibit all the
behaviours involved in innovation, others may exhibit only one or a few types of behaviour. The
current study shows the complexity of managing
individual innovation processes. The study has several strengths, including the use of different rater
sources and the multi-level nature of the study. Limitations include the mixed sample of dyads and the
cross-sectional nature of the design.

Taking care of older workers

Klaske Veth Hanze University Groningen, Netherlands
The aim of the study to be presented was to construct an overview of, rst, the prevalence of HRM
practices which are used in health care organisations to retain older workers vitality at work, second, the wishes and needs that exist with regard to
these practices in three target groups: Older workers, line managers and HR professionals, and third,
the assessments of existing practices by these three
categories of organisation members. As an overarching model for describing the practices and the

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Industrial/Organisational/Work
corresponding wishes, needs and assessments, the
Job Demands-Resources model (Bakker et al.,
2007) was used. In this model employee vitality
is linked with, on the one hand, demands associated
with jobs and, on the other hand, resources available for job holders. The whole of HRM practices
can, accordingly, be split up in those practices that
are intended to redress job demands (maintenance
practices) and those practices that are intended to
create job resources (development practices). 51
interviews were conducted in 15 hospitals and care
and cure organisations. The results showed that
maintenance HRM practices are far more prevalent
than development practices are. Wishes pertained,
though, equally to maintenance and development
practices. Both existing maintenance practices and
existing development practices tended to be
assessed as being rather successful. In the presentation of the study details of these research outcomes will be provided; a list of the deployed HRM
practices that were put forward by the interviewees
together with the assessments of those practices,
and a list of wished practices.

Sense of coherence, self-efcacy and job

performance in the recruitment industry
Rian Viviers University of South Africa, South Africa;
Calum McComb
The aim of the research was to investigate the relationship of positive psychology constructs and job
performance in a group of recruitment consultants.
The study was conducted in the South African recruitment industry, which is currently characterised
by high levels of competition and stress as a result of
socio-political and economic factors. An exploratory
non-experimental eld study was conducted. The
population from which the sample was drawn comprised 152 recruitment consultants, all from one
national recruitment organisation. 132 employees
responded to the questionnaire, while only 99 sets
of performance data could nally be used. Three
instruments were used to collect the data. The orientation to life questionnaire (OLQ) (Antonovsky,
1987) was used to measure sense of coherence, the
generalised self-efcacy scale (Schwarzer & Jerusalem, 1995) self-efcacy and a performance appraisal
measuring four key performance indicators (internally developed by the organisation) to measure job
performance. A biographical questionnaire was also
administered. No relationships were found between
sense of coherence, self-efcacy and job performance, however, the comprehensibility component
of sense of coherence demonstrated a statistically
signicant relationship to job performance and to
two of its dimensions, namely customer service and
productivity. Stepwise regression analyses indicated
that comprehensibility contributed signicantly to
variance in total job performance scores, and the
addition of meaningfulness to the model increased
variance in total job performance further. Statistically
signicant differences between age, gender, job type
and length of service groups emerged for several of
the variables measured.

The appreciative core of transformational

leadership
Veena Vohra SBM, NMIMS, India
The rapid rate of change worldwide has focused
attention on the provision of effective leadership

for sustained organisational performance. The

transformational leadership model developed by
Bass (1985) seems to be a more appropriate model of leadership for environments in ux, such as
the Indian business scenario. Of late, a new way
to look at leadership in this complex environment
has emerged consisting of two common strands:
what leaders actually do, and the leaders impact
on followers and their subsequent ability to perform. Studying the appreciative inquiry (AI) behaviors of leaders may be able to provide a lens to
understand effective leadership in the context of
dealing with change at an organizational level, as
AI reects a set of principles (Srivastva and
Cooperrider, 1990) recognising the basic connectedness of life and provides opportunities for the
creation of relationally generated meaning and
organisational practice. A comprehensive review
of the literature from the elds of leadership and
appreciative inquiry was undertaken to examine
the elements of transformational leadership
through the lens of the appreciative inquiry approach. The ndings of the study indicate that
leaders with transformational leadership behaviours may have an appreciative core which
enables them to be more effective in times of
managing change. Empirical testing of the ndings may provide an entirely new aspect to current
leadership development programs of industry.
Since India is currently facing fast-paced change
this study could provide a fresh look at the design
and content of leadership development in similar
emerging economies across the world.

ferred patterns of decision-making that create effective leaders. But it is also necessary to consider
dysfunctional workplace behaviours and the extent
to which leaders have dispositions that run contrary
to occupational adjustment and well-being. In addition, a leaders values will shape their life philosophy, and inuence their choice in friends, job
and career. These underlying values are seen as
motivators for behaviour. Values in organisations
are often reected as an organisational culture, and
individuals will be attracted to organisations that
appear to epitomise their values. This symposium
explores the hypothesis that different types of leaders would be attracted to different industries, and
would display different patterns of normal personality functioning, derailing behaviours and values.
We used the results from the Hogan Personality
Inventory (HPI), Hogan Development Survey
(HDS), and Motives, Values, Preferences inventory
(MVPI) to compare personality traits, derailers and
values of leaders across ve different industries
(N=913 for HPI; N=732 for HDS; N=936 for
MVPI), namely Information and Communication
Technology, Finance, Energy, Mining, and Education. We ran one-way ANOVAs to test for mean
differences across industry type and found statistically signicant effects on ve of the personality
indicators, four of the derailers, and eight of the
values. Interesting patterns in personality traits and
motivators emerged when we inspected the individual contrasts across industry. We will discuss
the ndings with the implications for different
industries in mind.

The perceived impact of bullying on an individuals well-being

The psychological contract of new health

graduates

Carmen Volkwyn University of the Witwatersrand,

South Africa; Colleen Bernstein
Workplace bullying can be dened as a situation
where one or more individuals persistently nd
themselves to be on the receiving end of negative
behaviors over a period of time. Bullying has adverse consequences on an individuals mental and
physical health and well-being, with psychological
effects including symptoms consistent with stress,
anxiety, aggression and depression. Bullying thus
negatively impacts the organization by producing
unhappy, unproductive and inefcient employees,
consequently making the organization less effective. Using a qualitative design, this study explored
the perceptions and interpretations of bullying in
the workplace by conducting a set of in-depth
interviews with seven South African employees
who have experienced rst-hand bullying. Data
was analyzed using thematic content analysis. Ten
themes emerged within three focus areas namely,
the attribution of the bullying, outcomes of the
bullying and coping mechanisms. These focus
areas, along with the identied themes, are discussed within the context of the literature in order
to gauge the participants perceived individual
experiences of being bullied.

Arlene Walker Deakin University, Australia; Lisa

Pang; Christie Fullarton; Mellissa Yong
Psychological contracts are the perceived mutual
obligations between employees and employers that
determine the nature of the employment relationship. Employees form expectations about the employment relationship that lead them to believe that
certain actions will be reciprocated by their employer, this comprises their psychological contract. The
transition and integration experiences of health
graduates have not been explored in psychological
contract research. In addition, most researchers
have focused on the employee perspective of the
psychological contract and have largely neglected
the employer perspective. The aim of this study was
to qualitatively examine the psychological contract
of health graduates by considering both the employee and employer perspectives. A total of 46 participants, of whom 41 were health graduates and ve
were organisational representatives, participated in
the study. Critical incident technique was used to
collect the data via interviews. Content analysis,
using language markers for categories of coding,
provided evidence that a psychological contract
existed between the health graduates and their employer. A thematic analysis was then conducted to
identify the specic employee and employers
expectations and/or obligations that comprised the
psychological contract between health graduates
and their employer. Both relational and transactional expectations/obligations were identied. Generally, the health graduates and the organisational
representatives agreed on what the expectations/
obligations of each party were in relation to the

Exploring psychological proles of leaders

across ve major industries in South Africa
Paul Vorster Jopie Van Rooyen and Partners, South
Africa; Renate Scherrer
When considering the aspects of leadership style,
we often look at interpersonal behaviours and pre-

526
psychological contract. The implications of these
ndings for psychological contract research are
explored.

The psychological contract of women during

the maternity journey
Arlene Walker Deakin University, Australia; Lucy
Zinkiewicz; Susan Nheng; Amy Cartledge; Hannah
Berman
Psychological contracts are the perceived mutual
obligations between employees and employers that
determine the nature of the employment relationship.
Employees form expectations about the employment
relationship that lead them to believe that certain
actions will be reciprocated by their employer, this
comprises their psychological contract. While it is
believed that employees can simultaneously develop
multiple psychological contracts, research examining
these different types of psychological contracts is
scarce. The aim of this study was to qualitatively
examine the psychological contract of female
employees during their maternity journey by exploring the employees expectations/obligations of themselves and their employer using semi-structured interviews. The participant sample were 19 female
employees from a regional hospitals Allied Health
Department in Victoria, Australia, who were either
about to commence maternity leave, were currently
on maternity leave, or who had recently returned to
work from maternity leave. A content analysis provided evidence that a psychological contract existed
for the women through language markers that either
demonstrated explicit and implicit expectations/obligations or reciprocation between the women and their
employer. A thematic analysis identied the content
of the psychological contract of these women during
their maternity journey in terms of employee and
employer expectations/obligations. Employee expectations/obligations related to communication, responsibility, honesty and maintaining work performance,
while employer expectations/obligations related to a
secure job position, abiding by the award, organisational planning, exibility and negotiation of work
conditions. Implications of these ndings for psychological contract research are explored.

An investigation of work values and participation in continuing learning among employees in Hong Kong
Yang Wang CUHK, Hong Kong; Winton Au; Emily Ho
In order to encourage its citizens to participate in
continuing learning, the Hong Kong government
established the Continuing Learning Fund (CEF)
to provide nancial aid for those who desire to
enhance their competitiveness. Our study attempts
to investigate the impact of work values on Hong
Kong employees participation in, and attitudes
towards continuing learning. Phone surveys were
successfully conducted through random sampling
of households to interview 1001 full-time employees aged 18 or over, which covered all major industries and occupations in Hong Kong. The survey
includes three parts: (a) Perceived importance of
four dimensions of work values, namely, situational
factor, self-expression, behaviour control and quality of life (Hendrix & Super, 1968), (b) work value
congruence between the employees and their organization on each of the four dimensions, and (c)
participation in work-related and work-unrelated

Industrial/Organisational/Work
continued learning. Research results indicate that
participation in continuing learning differed significantly among demographic groups. For example,
older participants reported lower participation in
continued learning in the past twelve months. There
are also signicant differences in the patterns of
work value congruence. We also found interaction
effects between work value congruence and importance. For example, employees who reported stronger work value congruence in behaviour control
participated signicantly more in work-unrelated
continued learning if they perceived behaviour control as important. However, no signicant differences were found among those with weak work
value congruence. In conclusion, we found that
work value congruence and importance have meaningful effects on continuing learning.

Is a destructive leader a black sheep in an

organisation? Research on destructive leadership in the context of chinese organizations
Biying Wang Jiangxi Normal University, China; Riguang Gao Jiangxi Normal University, China
In recent years, Western academic research had paid
great attention to destructive leadership research,
but only several empirical studies had occurred in
Chinese academic research. In order to examine the
effects of destructive leadership behaviors in the
context of Chinese organisation, we collected data
from an employee-supervisor matched sample
(N=219) with a questionnaire survey. The results
showed that the measure of destructive leadership
from Western academic research was t for the
Chinese organisational context, and more signicant destructive leadership behaviours occurred in
China than those in Western organisations. The
results of regression analysis also showed that full
mediation of organisational justice existed in the
effects of destructive leadership on contextual performance and affective commitment, and partial
mediation of organization justice existed in the
effects of destructive leadership on task performance. According to the above results, familism
culture and the dominant position of supervisors
in workplace are perhaps the important inuencing
factors of destructive leadership behaviour, and
therefore, human resource management practitioners should take measures to decrease destructive
leadership behaviors in organizations so that
employees organisational injustice are reduced and
the corresponding negative effects of destructive
leadership behaviors are avoided to the greatest
degree. In addition, improving employees organisational justice could also diminish the negative
effects of destructive leadership behaviour on affective commitment, task performance and contextual
performance.

ent. Revising the Western servant leadership measure was important for enriching and developing
servant leadership theory in China. This research
collected data from two samples of Chinese enterprise employees (N1=250, N2=366) to verify one of
the Western measures (Liden et al., 2008) in the
context of China and explore its effects on employee attitudes. Exploratory and conrmatory factor
analysis showed that veried servant leadership
measures included 21 items and 6 factors (behaving
ethically, creating value for the community, empowering, conceptual skills, putting subordinates rst,
emotional healing), and the measure had good construct validity. Hierarchical regression analysis indicated that servant leadership had signicant
effects on job satisfaction and affective commitment, which further showed the good predictive
validity of the veried measure. There were four
important contributions in this research: (1) The
Western servant leadership measure was well veried in China, and the applicable measure was
available for the following relevant research. (2)
Servant leadership had signicant effects on the
employees attitudes, which showed that it had
some leadership effectiveness. (3) Organizations
may select suitable servant leaders according to
certain selection criteria.

A research on the effectiveness of servant

leadership behaviour
Biying Wang Jiangxi Normal University, China; Riguang Gao Jiangxi Normal University, China
The effects of servant leadership on employees
behaviours (contextual performance, deviant behaviour, task performance) were examined with
the revised servant leadership scale of Barbuto &
Wheeler (2006)(N=285). Servant leadership had
signicant main effects on contextual performance, deviant behaviour and task performance
when controlling the effects of demographic variables in regression analysis. Servant leadership
had extra effects on contextual performance, deviant behavior, but not on task performance, when
controlling the effects of transformational leadership and paternalistic leadership in regression
analysis, which showed the good predictive validity and incremental validity of the scale. The main
effects and extra effects of servant leadership on
contextual performance and deviant behavior were
better than those of transformational leadership,
but on task performance less than those of the
latter in regression analysis. The above results
indicated that the two leadership behaviours had
different specic effects on employees behaviours, which also proved the important value of
the servant leadership construct and the effectiveness of servant leadership behaviour.

Servant leadership: Measurement and its

effects on employees attitudes

The effect of shared leadership on performance: A meta-analysis

Biying Wang Jiangxi Normal University, China; Riguang Gao Jiangxi Normal University, China
Servant leadership was the major leadership style
called and practised by Chinese. The practice of
servant leadership was also effective in Western
countries. As far as theoretical research was
concerned, servant leadership in Western countries
began from the 20th century 70 years, and had
produced several corresponding measures at pres-

Simon Werther Ludwig-Maximilians-Universitaet,

Germany; Nico Broegger; Felix Brodbeck
Leadership is a key factor of success in teams. The
focus on vertical leadership, which was often clearly dened within the boundaries of ones status or
position, shifted to the concept of shared leadership
in terms of distributing leadership functions and the
effect on team performance. However, empirical
evidence regarding the relationship of shared lead-

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Industrial/Organisational/Work
ership and team performance is scarce. The purpose
of our research is to determine empirical evidence
about the relationship between shared leadership
and performance. Our meta-analysis seeks to answer the question whether shared leadership offers
an opportunity to increase performance. The present
meta-analysis consisting of 15 published and unpublished eld studies follows Hunter and
Schmidts approach, hence all correlations were
corrected for measurement and sampling errors.
The results revealed a signicant positive relationship between shared leadership and performance.
Based on the results limitations and necessary directions for future research will be provided by unfolding hidden and undiscovered potentials for scientists and practitioners.

How awareness, greenwashing, and public

opinion inuence employees concept of
their companys "green" practices
Chelsea Willness University of Saskatchewan, Canada; Kaliegh Zerr; David Jones
Evidence is mounting that organizations pro-environmental practices can positively impact consumer
behaviour (Bhattacharya & Sen, 2004), its ability to
recruit talented workers (e.g., Behrend et al., 2009),
and its nancial performance (e.g., Orlitzky et al.,
2003). Many scholars point to organisational reputation as the mediating variable that explains these
relationships: "green" practices can contribute to a
companys positive reputation, which in turn
favourably affects other organisational outcomes.
However, little is known about how people form
impressions of a companys green practices, and in
fact research shows that peoples awareness of such
practices can be quite low (Sen et al., 2008). Moreover, factors external to the work environment
might inuence employees perceptions of their
organizations pro-environmental practices. For instance, public opinion and/or media could affect
their beliefs and impressions, consistent with
Brown and Dacins (1997) concept of "construed
image." Moreover, suspicions of "green-washing"
(disingenuous or misleading green claims; e.g.,
TerraChoice, 2010) might elicit backre effects
whereby green initiatives actually have negative
outcomes in some cases (Yoon et al., 2006). We
conducted a qualitative investigation of these issues
using semi-structured interviews with employees of
a similar hierarchical level in organisations in the
same industry. We analyse the interviews using a
grounded theory perspective, and discuss the results
in terms of describing the phenomena and presenting implications for future research and practice.

Says who? Information source credibility and

job seekers perceptions of corporate social
responsibility
Chelsea Willness University of Saskatchewan, Canada; David Jones
Research shows that organisations with positive
Corporate Social Responsibility (CSR) reputations
are particularly attractive to job seekers (Greening
& Turban, 2000). However, much less is known almost nothing, in fact - about how people actually
form perceptions of an organisations CSR reputation. For instance, how do job seekers nd out
about CSR, and what inuences how they evaluate
the information they do nd? Research on informa-

tion source credibility (e.g., Pornpitakpan, 2004)

suggests that where, and from whom, individuals
learn about CSR may affect how they react to such
information, yet researchers have not studied this in
a recruitment context. This is unfortunate, given the
prevalence of accusations of "greenwashing" and
other disingenuous motives for CSR in the popular
press. Therefore, we review relevant research on
information source credibility from I/O, social, and
consumer psychology, and present an integrative
research agenda for applying this knowledge to
future research on CSR and recruitment. For instance, consumer behaviour research suggests that
messages about an organizations CSR delivered
from its public relations department may be seen
as self-serving, even suspicious, leading people to
question the credibility of the claim (Groza et al.,
2011), compared to hearing about the CSR initiatives from some third party i.e., a source that is
external to the organization - such as the media or
ones peers. These ndings have theoretical and
practical relevance in a recruitment context.

The application of a multi-systemic coaching

methodology for effective team interventions
Gail Wrogemann GCW Consulting, South Africa
The objective of this paper is to describe team coaching interventions using an integrated model of systems psychodynamics, open systems theory and a
constellations approach. Three case studies are part
of this qualitative, descriptive research. Data gathering was via eld notes and thematic analysis was
used for data interpretation. The sample population
were teams from across industries: school, consulting
rm and banking, and made up of 7-9 people across
management levels. Three key themes were identied: representation, defence mechanisms and depressive position. 1. Representation: certain individuals
took up specic roles within their teams which served
particular needs of, and defences for, those teams.
Representation was also seen in how teams themselves took up roles in the wider systems within
which they existed. 2. Defence mechanisms: specic
defences were consistently identied: paranoid schizoid, projection, transference and counter-transference.
These defences seemed to be in reaction to anxieties
of individuals, of the teams and the experienced
demands of the systems. 3. The depression position
indicating the acknowledgement of a shared reality:
an acknowledgement of the reality of the systemic
interactions and the behaviours and defences
employed by self and teams precipitated deep internal
shifts that was key in initiating signicant transformation. When teams become aware of their
defences, they can develop beyond confusing and
destructive dynamics. The wisdom of all aspects of
the team is recognised and used constructively. This
is something team coaching needs to focus on. More
research and application here would be valuable.

The gap between pre-employment and postemployment psychological contract and its
correlates
Xin Wu Beihang University, China; Zhiming Wu
There is a gap between pre-employment anticipatory psychological contract belief and actual psychological contract after new recruits enter an organization. The purpose of this study was to investigate

how the individuals self career management and

work-related information inuence the formation of
pre-employment anticipatory psychological contract belief and the gap between pre-employment
and post-employment psychological contract, and
how the gap inuences employees work attitude
and engagement. A longitudinal research design
was used in this study. A total of 604 university
graduates were surveyed when they had accepted
job offers and were about to work. After one year,
they were surveyed again and 180 participants were
left in this sample. The results showed that if the
graduates actively participated in career management activities at university and grasped more
work-related information, they would form the
pre-employment anticipatory psychological contract belief closer to the post-employment psychological contract. A smaller gap between pre-employment and post-employment psychological
contract leads to a higher level of work satisfaction
and engagement. This study extended the psychological contract research to the initial stage of preemployment and shed light on the importance of
self career management and work-related information to university graduates.

A model for intellectual property entrepreneurship capability under organisational

change in China: A multi-case and multi-level
analysis
Yuanhao Xue GERC, SOM, Zhejiang University, China; Zhongming Wang
The knowledge-based economy in the last two decades has turned intellectual property [IP], such as
patents, trademarks, copyrights etc., into a critical part
of rms strategic resources. Particularly for high-tech
start-ups in the changing technological and business
environment, developing and obtaining IP Entrepreneurship Capability [IPEC] is vital for their growth
and success. This study proposed a three-dimension
model of IPEC based on an exploratory-transformative-exploitative organisational learning theory and
the characteristics of IP entrepreneurship process were
captured through three learning phrases. A multi-case
and multi-level analysis was conducted with in-depth
data from four Chinese high-tech ventures which
were collected using interviews, observations as well
as company archives. Three interrelated dimensions
of IPEC were obtained based on between-case and
cross-level analyses with acquiring, retaining and
utilising. Acquiring reects the IP creation process;
retaining reects the IP management process; and
utilising reects the IP commercialisation process.
These ndings extended the existing theories on IP
and knowledge entrepreneurship, and provided a new
theoretical basis for future research (NSFC70232001).
The managerial implications were discussed in terms
of enhancing IPEC through balancing among acquiring, retaining, and utilising activities.

Examining the relation between career decision-making self-efcacy and career maturity
Jing Yang Institute of Psychology, China; Chuangang Shen
This study aimed to examine the moderating role of
achievement motivation on the relation between
career decision-making, self-efcacy and career
maturity. A sample of 336 undergraduates (167
males and 169 females) completed three question-

528
naires: Achievement Motives Scale (AMS), including motive to approach success (Ms) and motive to
avoid failure (Mf), Career Decision-Making SelfEfcacy Scale-Short Form (CDMSES-SF) and Career Maturity Inventory (CMI). Multiple regression
results showed that CDMSE ( = .406, p < .001),
AM (x = .280, p < .001) and the interaction between them (x = .182, p < .001) positively predicted
CM after controlling gender, grade and major. Specically, simple slopes tests showed that there was a
signicant positive relation between CDMSE and
CM for participants with high AM (x = .537, p <
.001),and anonsignicant positive relation for
those with low AM (x = .128, p = .083). Furthermore, we examined the roles of Ms and Mf, respectively. The interaction between Mf and CDMSE
was signicantly negative (x = -.156, p = .002),
not for Ms and CDMSE (x = .086, p = .092).
Simple slopes tests showed that compared to participants with high Mf, there was a more signicant
relation between CDMSE and CM for participants
with low Mf (x =.225, p = .002 for high Mf; x
=.476, p < .001 for low Mf). The ndings showed
that AM moderated the relation between CDMSE
and CM. Moreover, Af, not As in AM, played a
moderator role between them

The effects of strategic leaders need for

achievement and risk taking propensity on
internationalisation
Jun Yin Peking University, China; Hui Wang
The paper investigates the relationship between
strategic leaders characteristics and rm internationalisation in private rms. For the reason that a
strategic leader is the one who is in full charge of an
organisation, we rstly explored the factors that
could have inuences on rm internationalisation
by detailed content analysis of four private rms
cases. Results addressed the fact that strategic leaders need for achievement, risk taking propensity,
political capital and overseas experience could inuence the rms international strategy and behaviours from different perspectives. To test the cases
results, we then interviewed 50 strategic leaders and
conducted a survey on 73 strategic leaders, nancial
managers and 219 top managers in private rms.
We expatiated on the roles of strategic leaders
characteristics from implicit and explicit perspectives. Using the content analysis results of the
interview materials, we found that leaders implicit
need for achievement, implicit risk taking propensity are positively related to rm international venturing intention. After the regression of survey
results, we further found that leaders explicit need
for achievement, explicit risk taking propensity are
positively related to the extent of rm internationalisation. Using the moderated regression analysis,
we found that strategic leaders overseas experience, Chair/CEO duality will strengthen the relationship between leaders characteristics and rm
internationalisation.

Interactive effects of experienced affects, job

satisfaction and leader-member exchange on
job performance appraisal dimensions
Jun Yin Peking University, China; Hui Wang
The study examines the interactive effects of within
and between-person factors on predicting three
dimensions of job performance (i.e., task perfor-

Industrial/Organisational/Work
mance, contextual performance, and counter-productive performance). It is an experience-sampling
study investigating the dynamic process through
which leader-member exchange and affective states
and job satisfaction experienced at work inuence
job performance over time. We conducted a 13weeks longitudinal survey on 74 MBA students.
With hierarchical linear model analyses, our results
showed that: First, at the intra-individual level,
experience-sampled positive and negative affect
predicted experience-sampled reports of job performance over time. Second, cross-level interaction
between leader-member exchange and positive affect predicted contextual performance. Specically,
engagement in contextual performance of those
employees with low leader-member exchange was
more dependent on their momentary positive affect.

Strategic human resource management and

innovation performance: Measuring the mediating effect of organisational dynamic capabilities
Wei Zhang Hangzhou Dianzi University, China; Lana
Zhang
Prior studies have found a positive effect of strategic human resource management (SHRM) on rm
performance. The purpose of this study is to explore
the relationship of SHRM and innovation performance, and identify organisational dynamic capabilities as an intermediary role. Based on structural
interview and multilevel questionnaires, we measure SHRM through four aspects of strategic human
resource plan, training and development, incentive
compensation, performance evaluation. We measure organisational dynamic capabilities through
three aspects of the ability of cognitive environment, integrated resource and absorptive knowledge. We measure innovation performance through
two aspects of technology and management innovation performance. The empirical study by means
of structural equation modeling draws some conclusions as follow from a sample of 212 small and
medium-sized enterprises. Firstly, SHRM has a
positive impact on innovation performance. It
means that innovation performance of the enterprises which own high-performance human
resources portfolio is higher than the enterprises
which own low-performance human resources portfolio. Secondly, organisational dynamic capabilities
have a positive impact on innovation performance.
It means that improving organisational dynamic
capabilities can enhance innovation performance.
Thirdly, organisational dynamic capabilities play
an intermediary role in the relationship of SHRM
and innovation performance. It means that strategic
human resource practices have a positive impact on
innovation performance through affecting organisational dynamic capabilities.

Emotion management and self-injury of

manufacturing workers in China
Min-Qiang Zhang South China Normal University,
China; Wen-yi Zhang; Jie-ting Zhang South China
Normal University, China; Xiao-yu Liu; Shu-Yi Liang;
James Ho; Ben Chao; Wendy Zhao
This research was conducted to investigate the
pressure status, emotion management and self-injurious behavior of the manufacturing workers, which
was fundamental to building an Employee Assis-

tance Program (EAP) system. Scales were developed, some of which were constructed with a semiprojective technique, to collect data about workers
performance in the above three aspects. Afterwards,
ANOVA, latent prole analysis and other appropriate statistical methods were applied to analyze the
workers mental status, based on which some suggestions were provided. Results showed that manufacturing workers had a medium level of pressure,
moderate ability to manage emotion and medium
inclination for self-injury. Additionally, nancial
pressure was prevalent among the workers. Latent
prole analysis demonstrated that workers can be
divided into four latent population types based on
the pressure and emotion management data, and six
types according to the self-injury data. Moreover,
several socio-demographic characteristics were
found to inuence workers mental status: working
age, overtime, salary, gender, marriage, family, and
working environment. From this research, some
suggestions were summarized for factory management. First, female and married people could be
prioritized in recruitment if all other conditions
were equal, for they have better emotion management and a lower self-injury tendency. Second, 7-14
hours of overtime per week would be appropriate
for those workers. Third, training should be provided to improve the workers nancial management
ability, which would help release the major pressure
from their nancial situations.

Work addiction and mental health among

Chinese university teachers: Effects of burnout and loneliness
Linlin Zhang Harbin Engineering University, China;
David DeJoy
In order to investigate the mediating effect of burnout
and moderating effect of loneliness on the relationship between work addiction and mental health, 385
Chinese university teachers from seven representative
universities were assessed by means of various measures including the Work Addiction Scale, General
Health Questionnaire, Loneliness Scale, and the
Maslach Burnout Inventory. Hierarchical regression
analyses indicated that work addiction was a powerful predictor of adverse mental health while demographic and related variables were controlled. Further
analyses discovered that job burnout mediated the
relationship between work addiction and mental
health among Chinese university teachers, demonstrating that the job demand-resource model is a
unique angle for explaining how work addiction
related to negative outcomes. Compared to those who
experienced low loneliness, Chinese university teachers with high loneliness were more likely to become burned-out. The conclusion is that work addiction has a relationship with Chinese university
teachers mental health. Keeping the balance between
job demands and resources and providing social
support to Chinese university teachers will improve
the level of their mental health.

Research on team creativity stimulating and

transforming into team performance: A case
study of pharmaceutical R&D teams
Bo Zhang Tongji University, China; Wei Xiao; Jing
Zhong; Yanzi Wang ; Jinlian Luo
Through case of two R&D teams of a pharmaceutical company, Huarun 1999, it is found that the

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Industrial/Organisational/Work
contribution to innovation of teamcreativity are
directly affected by pharmaceutical industry characteristics and enterprises R&D- manufacturesellingintegration strategic position. R&D teams
creativity is stimulated bydivers team-level factors
such as internal unofcial communication, continuouslearning-climate, appreciation from team leaders; while is suppressed byburnout caused by limited promotion space. The transforming from
teamcreativity into team performance needs coordinated exchange between team membersand outsiders, as well as balanced decision-making of team
leaders. These casesdemonstrate that the transforming processes from team creativity to teamperformance is affected by multiple scenario factors, such
as industry dynamic,enterprise vision and strategy,
team climate and team leaders, and involvedwith
enterprises system of motivation,interaction and
balancing.

Over-qualication and performance under

organisational change: A moderating role of
organisational learning
Boyang Zheng HRSD, Zhejiang University, China;
Zhongming WANG
Previous research showed that over-qualication, a
mismatch between individual ability and job
requirements, would lead negative consequences
to job satisfaction, turnover intention, organisational commitment and work performance. However the mechanism of this function was still not so
clear. The present research (NSFC70732001 &
NSSFC10zd&046) introduced organisational learning practice as a moderator between perceived overqualication and job satisfaction, affective commitment, self-rated performance under organisational
change and talent internationalisation in China. A
sample of employees from ve rms under organisational change in different industries participated
in this study. A multiple regression analysis and
simple slopes analysis were used to test this moderating effect. Results showed that perceived overqualication negatively inuenced affective commitment and job satisfaction while it positively
affected performance. Moderate effect analysis
demonstrated that organisational learning weakened
the negative effects of over-qualication on affective commitment, and job satisfaction while having
no effects upon the relationship between organisational learning and performance. The strategic
implications of main results of this study for organisational change and talent internationalisation
were then highlighted. Further research issues were
proposed.

Case-based leader adjustment, heterogeneous employee interaction and bottom-up

innovation in organisations: Evidence from
agent-based computer modelling and simulation
Chaowei Zhu Yichun Uni; Renmin Uni of China,
China; Cheng Yang; Junlan Li
Current literature concerning leadership-organisational innovation has failed to reveal, explicitly,
the inner dynamics mechanism of innovation
emergence in organisations, nor has it explored,
in a satisfactory way, the behaviours leaders need
to adopt to better motivate heterogeneous employees, and promote organisational innovation in the

context of a knowledge-based economy. Drawing

on the Complex Adaptive System Theory (CAS),
this article asserts that full-scale interaction of
heterogeneous employees/groups provides momentum for bottom-up innovation emergence in organisations. Accordingly, leaders can indirectly inuence this process by means of adjusting
interaction rules, which in turn impact organisational innovation performance. Our agent-based
computer modelling and simulation results conrm
that (1) under well-designed rules and regulations,
self-organising employee/group interaction in
organisations gives birth to bottom-up organisational innovation; (2) by adjusting interaction
rules, leaders can affect effectively (though indirectly) employee/group interaction and eventually
inuence organisational innovation performance.
This article provides computer simulation evidence
for future CAS-based innovation-related OB research in a knowledge era.

Interactive leadership style and organisational innovation performance: a case study

from Renmin Business School
Chaowei Zhu Yichun Uni; Renmin Uni of China,
China; Cheng Yang; Junlan Li
This article argues that a majority of existing leadership styles are not suitable for innovation-pursuing organisations consisting mainly of knowledgeable workers in a information-based era. To better
motivate informed workers to innovate, contemporary leaders need to gain a better understanding of
the inner dynamics mechanism of innovation emergence in organisations. Accordingly, this article
introduces the theory of Complex Adaptive System
(CAS) into organisational innovation study, to analyse explicitly the process of innovation emergence
from full-scale interaction of heterogeneous knowledgeable workers. Based on this rationale, the
authors propose the concept of innovative leadership style (ILS) and dene it as a new, informedworker-specic, and innovation-oriented leadership
style aiming at boosting bottom-up innovation
emergence in organisations. Propositions
concerning ILS and innovation-pursuing organisations are proposed and a case study of a famous
EQUIS-accredited business school in mainland
China is adopted to verify the propositions.

test and pre-test scores. Statistical computations

yielded signicant effects for pain intensity, disability, depression and time for physical activities. All
signicant differences between treatment and control condition are in the expected direction. Effects
(Cohens d) are of medium size ranging between d
= -.30 (depression) and d=.53 ( time for physical
activities). Self efcacy was increased and fearavoidance beliefs were decreased in both conditions. The short cognitive-behavioral intervention
proved to be effective in reducing risk factors for
chronication of back pain. Cognitive-behavioral
intervention in the workplace seems to prevent
chronication of back pain, thereby reducing costs
and individual suffering.

Work/family conict in the hospitality industry: A diary study on working mothers

Eva Zipperle-Mirwald University of Innsbruck, Austria; Thomas Hoege
Work and family are two key domains in every
employees life that might lead to conict. This
study investigates 40 working mothers in the service sector of the hotel and restaurant industry,
which is known for job stress, long and desynchronised working hours, a lack of job control, high and
conicting work demands, and frequent customer
contact. We analyse the impact of work and family
demands as well as work- and non-work-related
control factors on daily work/family conict. We
collected data on a daily basis (7 day questionnaire)
asking for work, private life and recovery details.
Additionally, the mothers answered a general questionnaire about their work situation, partner and
family matters along with their recovery patterns.
A multi-level analysis showed that time pressure at
work, the daily and weekly amount of working
hours, the degree of daily decision latitude and the
daily control over their time off, had a signicant
impact on the day-to-day work/family conict. Social support at home and at work as well as the daily
and general customer interaction did not explain
additional variance. Based on these result we suggest several practical implications to reduce the
work/family conict.

Session Type: Posters

A randomised control study of prevention of

chronic back pain in an ofce work setting

I - process evaluation of an intervention program, "successful self", designed to prevent

psychosocial distress

Bernhard Zimolong Ruhr University Bochum, Germany; Guenther Vanessa; Elke Gabriele
The study aim was to evaluate the effectiveness of a
short cognitive-behavioral intervention preventing
chronication of back pain in the ofce work setting. A group-randomised controlled trial with a
waiting list control condition was conducted.
Employees of nine tax ofces participated voluntarily in the study. They were included if their
pretest score of chronicity of back pain on the
graded chronic pain scale was grade 2 or higher.
Twelve groups of 111 employees in total were
randomised into either the intervention or control
condition. All training sessions took place at the
ofce. A multilevel analysis was run using the Ime4
package in R language. The random intercept models accounted for the clustering of the data. Dependent variables were the differences between post-

Shinichiro Ando Okayama Citizens Hospital, Japan;

Mikayo Ando
The Successful Self program, designed to prevent
psychosocial distress among new health professionals focused on self understanding, coping under
difcult situations, and communicating with others.
The objective of this study is to evaluate the feasibility and usefulness of this program. The program
included four weekly sessions consisting of group
work activities: (session 1) Identifying goals, (session 2) discussing feelings of self and of others,
(session 3) solving problems, (session 4) managing
stress. Five physicians, fteen nurses, and two
pharmacists attended the program and completed
surveys after each session in 2010. In 2011, after
modication of the program, four physicians, fteen nurses, and two pharmacists did the same. In
2010, 69.6% of the participants reported positively

530
after the rst session, 90.0% after the second session, 85.7% after the third session, and 90.0% after
the fourth session. Seventy-ve percent of the total
participants reported the program was useful. In
2011, the number of program facilitators was increased from one physician in 2010 to two or three
(one physician and one or two nurses). Also, one
scenario in session 2 was changed. In 2011, 85.7%
of the participants reported positively after the rst
session, 78.9% after the second session, 80% after
the third session, and 90.5% after the fourth session.
Ninety-ve percent of the participants reported the
program was useful in 2011. The program was
feasible and successfully modied to increase its
usefulness among new health professionals.

The relationship between emotional intelligence and work-family conict

Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Hoseyn Samawatian; Shadi Derakhshan
Emotional intelligence is considered to be an important construct in everyday life, resulting in the
focus of psychologists in different areas. Emotional
intelligence is proposed as an important predictor of
key organisational outcomes. The aim of this research was to explore the relationship between
emotional intelligence and work-family conict.
Emotional intelligence questionnaire (Petrids & furenham, 2002) and work-family conict questionnaire (Netemeyer, Boles, & McMurrian, 1996) were
used. Statistical population consisted of workers in
an industrial company in Isfahan from which 100
employees were randomly selected. Data were analysed by means of the Pearson correlation coefcient and regression analysis. The results indicated
that there is a signicant negative correlation between emotional intelligence and work-family conict (r = -0.378). In addition, results showed that
optimism correlated with work-family conict. Actual emotional intelligence could affect coping, and
conict management ability, as a result higher emotional intelligence may be signicantly related to
lower work-family conict. These ndings could be
used for better employee selection.

Italian workers in retirement: Reasons for

post-retirement activities are inuenced
from own former job
Piermatteo Ardolin Universita degli Studi di Veron,
Italy; Massimo Bellotto; Giuseppe Favretto; Serena
Cubico; Maddalena Formicuzzi
Aging population is a social phenomenon in Europe
characterised by a decrease in fertility and mortality
rates, and a higher life expectancy among native
Europeans. In Italy, in particular, a growing number
of older people are encouraged to delay their retirement due to a range of economic, social and policy
changes, and various other reasons to engage in
post-retirement work. For this research we considered the following factors: insufcient nancial
resources, additional income, interesting work, the
desire to remain active, valued contribution to society, exibility, social contact and personal development. The aim of this study is to analyse the
relationship between the intention to remain in
work, and work satisfaction in the past career of
older workers. We used quantitative (questionnaire)
and qualitative (interview, focus group) methods, to

Industrial/Organisational/Work
collect and analyze data. Different statistic elaborations were applied to discover the relationships
among different variables (i.e. descriptive, inferential, P.value test and Regression Analysis). The
ndings show how older people in retirement want
to be appreciated. Their motivation and satisfaction
depends on their past carrier and these variables
push them to stay at work for a longer time.

Differences between managers and students

regarding the locus of responsibility for
work-family issues
Jeffrey Bagraim University of Cape Town, South
Africa; Andrea Fouche
The purpose of this study was to investigate the
similarities and differences in the attitudes of managers and students towards work-family issues,
such as the locus of responsibility for managing
this interface. Using a descriptive research design,
a cross-sectional self-report survey was completed
by third year nance university students (N = 103)
and senior managers (N = 56) at three of the top
accounting organisations in Cape Town. The MANCOVA analysis evidenced a clear and signicant
difference between managers and students regarding the locus of responsibility for managing the
work-family interface, even when controlling for
age. There were signicant differences between
males and females but fewer differences between
managers and students. The information gained
from this study should be useful for employers,
educators and career psychologists. Comparing the
attitudes of students and managers also illustrates
the gap that exists between the expectations of
future employees and what the work-family interventions and policies that employers are currently
making available to their managers and employees.

The relationship between commitment and

absenteeism among South African community nurses
Jeffrey Bagraim University of Cape Town, South
Africa; Nadine Butler
The purpose of this study is to explore the relationship between absenteeism and commitment. Multiple types of commitment (affective, continuance
and normative commitment) to multiple foci of
commitment (the organisation, co-workers and the
nursing profession) were examined. Absenteeism
was measured in multiple ways, even though no
organisational records were available. Job satisfaction, job involvement and absence culture were
proposed as possible moderators of the relationship
between absenteeism and commitment. The sample
comprised 227 public sector nurses (54% response
rate) from 11 day clinics and hospitals within the
Cape Town metropole. Affective, continuance and
normative commitment to the organisation were not
directly related to absenteeism, although interactions between these commitment components were
signicant predictors of absenteeism. Affective
commitment to co-workers did not signicantly
explain absenteeism. However, affective commitment to the nursing profession explained signicant
variance in nurse absenteeism both directly and
through the moderation effects of the absence culture of the workplace and the profession. Levels of
job satisfaction and job involvement did not moderate the absenteeism-commitment relationship.

Emotionally intelligent organisations: Applying Mayer and Saloveys model

Angela Barbieri University of Florence, Italy; Vincenzo Majer
The usefulness of emotional intelligence in organisational psychology has been linked to variables
such as leadership, emotional labour, burnout and
work-related stress, including non-traditional and
emerging settings such as virtual teams, project
management, and articial intelligence. Beyond the
differences between paradigms, operationalisation,
instrumentation and preferences of researchers and
practitioners, the recognition of the importance of
handling emotions, has exceeded the boundaries of
any individual dimension to expand into the organisational one. This seems to be the case even in
settings considered purely technical, or virtual, or
otherwise not traditionally characterised by emotional work. The importance of knowing how to
deal with emotions has been extended up to one of
the more formalised and institutionalised relationships: that is among individuals who work in an
organisation and the organisation itself. Understanding individual differences with respect to the
different skills in which individuals may be emotionally intelligent can provide organisations with a
useful tool to guide the employment and development of resources. But it is proposed that researchers look at the organisational dimension, not only in
relation to the individual, but in relation to the
organisation itself, and to behaviours that the organisation puts in place. In this respect the proposal is
that it can be useful to apply the developmental
perspective of Mayer and Saloveys hierarchical
model of four branches of emotional intelligence,
at the level of the organisation.

The impact of talent management practices

on the retention of employees in an electricity supply company
Nicolene Barkhuizen North-West University, South
Africa
Many leading organisations, not only in South
Africa but also globally, are facing the challenging
situation of talent retention. The main objective of
this research was to investigate the current application of talent management practices in an electricity
supply company and the impact of these practices
on employees intention to quit the company. A
quantitative, ex post facto research approach was
followed. The respondents in this research were
employees from a South African Electricity Supply
Company (N=96). An adapted version of the Talent
Management Index (Human Capital Institute) was
used to measure the current application and importance of talent management practices in the organisation. The overall ndings showed that Talent
Management Practices were only fairly applied in
the company. Findings also showed that currently
there is a large gap between the current application
of talent management practices in the company and
the importance thereof. Findings overall showed
that talent management practices are a practically
signicant predictor of employees intention to quit
the company. Employees of any organisation are
the heart of the company, and without them the
company cant exist. This study aimed to identify
the impact of talent management practices on
employees intention to quit the company. The
study can thus be of great signicance and benet

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Industrial/Organisational/Work
to corporate business at large in the retention of
employees.

Construct validity of a managerial assessment centre

Ha Barnard UNISA, South Africa; Antoni Barnard;
Vuyo Nako
Assessment centre (AC) research generally demonstrates high predictive validity yet poor construct
validity, questioning the effectiveness of ACs to
measure the dimensions they claim to measure. For
AC ratings to be useful, they must be based on
underlying constructs common to both test performance and job behaviour. Assessors judgments
should accurately reect the underlying constructs
in assessed dimensions, since these ratings constitute the basis for selection and promotion decisions.
Hence construct validity of AC dimensions requires
investigation. To investigate the construct validity
of a leadership assessment and development centre
(LADC). A correlation study exploring the relationships between scores on various dimensions within
and across different LADC exercises was conducted. LADC ratings from a sample of 138 were
analysed using Pearson Product Moment Correlation and principal component analysis was conducted to discover main dimensions. Large correlations amongst different dimensions in same
exercises showed lack of discriminant validity
whilst, the PCA showed some convergent validity
among various dimensions measured across exercises. PCA ndings also supported a two-factor
structure, indicating assessors ability to differentiate between interpersonal and performance-related
dimensions. Standardisation in AC administration is
imperative for AC utility and useful research. The
number of dimensions in an AC should not exceed
eight. Similar studies are required for all AC applications to ensure meaningful decision making based
on AC results.

Predictors of burnout in a nursing environment

Marais Bester NWU:Potchefstroom, South Africa;
Cara Jonker
The objective of this research was to determine the
relationship between Emotion Work, Emotional Intelligence, Organisational factors, and Burnout
among health professionals. A cross-sectional survey design was used to collect the data. A nonprobability convenience sample was taken from 294
nurses in private and public hospitals. The Schutte
Emotional Intelligence Scale (SEIS), Oldenburg
Burnout Inventory (English Version) (OBLI),
Scales from the Frankfurt Emotion Work Scales
(FEWS) and Organisational Factor Scale were administered. The Pearson correlations indicated that
Client Care positively correlated with Display of
Positive Emotions, Emotion Management, Emotional Integration and Emotional Utilisation, while
it negatively correlated with Diminished Interest
and Disengagement. Emotional Dissonance negatively correlated Emotional Management. Display
of Positive Emotions positively correlated with
Emotional Utilisation and negatively correlated
with Energy Depletion. Diminished Interest negatively correlated with Emotional Management,
Emotional Integration and Emotional Utilisation.
Disengagement negatively correlated with Emo-

tional Awareness. Supervisory Support positively

correlated with Co-Worker Support and negatively
correlated with Job Autonomy. A Multiple regression analysis with Diminished Interest as dependant
variable, indicated that Client care, Emotional Dissonance, Emotional Integration, Emotional Awareness and Supervisor Support were the best predictors of Diminished Interest. With Disengagement as
the dependant variable, it was indicated that Client
Care, Emotional Integration, Emotional Perceiving,
Emotional Awareness and Supervisor Support are
the best predictors of Disengagement, and with
Energy Depletion as the dependant variable, Emotional Dissonance, Display of Positive Emotions,
Emotional Integration, Emotional Perceiving, Emotional Awareness, Co-Worker Support and Job Autonomy were the best predictors of Energy Depletion.

Counterproductive work behaviour scale for

Turkish employees: A reliability and validity
study
Reyhan Bilgic Middle East Technical Universit, Turkey; Hande Agca; Umran Yuce
The aim of this study is to measure the reliability
and validity of a counterproductive work behaviour
scale which has not been conducted before. With
this aim, a scale which includes 26 items was
developed and applied to 143 employees working
in different workplaces. Participants from different
ages and different education levels were selected
and the number of men and women was balanced.
In the scale, besides counterproductive behaviour
items, there was a performance scale including 16
items that measure employees performance and
also some demographic questions. The result of
this analysis showed that the reliability coefcient
within scales is over .70. Moreover, the correlation
between the total score of the counterproductive
behaviour scale and the total score of the performance scale were analyzed and it was found that
the correlation was consistent with the literature in
this area, as was expected. In addition, the correlation between the total score of counter-productivity and gender, and education level was consistent with other ndings in literature. All the
ndings in this study were discussed in line with
the literature and it was indicated that the study has
some limitations.

The experience of organisational commitment, work engagement and meaning of

work of nursing staff in hospitals
Elrie Botha NWU, South Africa; Elrie Botha; Ilka
Beukes
Nursing is a noble profession but too often a terrible
job (Chambliss, 1996, p.1). The primary objective
of this research was to investigate the relationship
between organisational commitment, work engagement, and meaning of work among nursing staff at
various hospitals. A survey design with a cluster
sample (N = 199) was used. The Organisational
Commitment Questionnaire, Utrecht Work Engagement, Work-Life Questionnaire Scale and a biographical questionnaire were administered. All the
scales demonstrated acceptable reliability. Results
showed that the majority of nursing staff view their
work as either a job or a calling. This will have an
impact on the organisation, as the results showed

that viewing your work as a calling predicts 19% of

the variance in organisational commitment and 30%
of the variance in work engagement. This will
accompany higher levels of engagement and commitment to the organisation, as nurses will feel that
they make a meaningful contribution to the hospital
and will, in turn, feel more inclined to stay in the
organisation as the costs of leaving it would outweigh those of staying. Biographical factors such as
gender, race, age, citizenship, qualication, years of
service, job level and employment status were also
investigated.

Increasing insight into workplace bullying

among participants on a leadership development programme
Wilma Botha SSA, South Africa
Workplace bullying has become a signicant problem in South Africa. Since physical violence is
unacceptable, bullying manifests as aggression in
covert forms. Adverse conditions in the workplace,
like frequent change, insecurity, tight deadlines,
unachievable objectives and autocratic leadership,
contribute to bullying behaviour. Socio-economic
factors, like globalisation and recession, increase
competition. To remain protable, organisations
may be forced to downsize. Bullying may thrive
in circumstances where some employees have to be
sacriced to ensure the survival of the organisation.
Yet, bullies usually seem to be shocked when they
realise the effect of their behaviour. They often
appear to be unaware that they have been disregarding the dignity of colleagues. When confronted,
bullies typically deny responsibility, and often intensify their bullying. Therefore, opportunities to
involve bullies in research and counselling for
behavioural change are rare. Interventions to counsel bullies may well begin with supervisors and
managers, since in the South African context they
are often to blame. A suggested solution is to
address bullying behaviour in a non-threatening
situation with participants in a leadership development programme. This presentation shares learning
points after inviting 12 participants to assess themselves on a rating scale with examples of bullying
behaviour. Participants did not have to reveal their
ratings. Examples of bullying and alternative behaviours were then described by the facilitator.
Options for preventing scapegoating, valuing diversity, handling poor performance and conict resolution were also discussed. Afterwards participants
were requested to apply their learning in a role-play
exercise, and give one another feedback on their
performance.

Leading others in multicultural societies

Jennifer Campbell INAASO, Netherlands
In this paper we discuss the topic of new multicultural leadership: the kind of leadership that is required to lead others in multicultural teams, organisations and in nations or societies. A lot has been
said about leadership: ample management and leadership books have been written on how to develop
knowledge, skills and attitudes to lead others; what
it takes to make others contribute to organisations,
motivate others and inspire others. What has not
been written, however, is the kind of leadership it
takes that values all in one group, one nation. In
many societies, a high diversity of people co-exist,

532
sometimes peacefully, sometimes tolerating each
other, sometimes ghting and at war. How does
one lead others in such a context? What do we
learn from current developments in countries like
Egypt or situations like in the European Union?
What is required of leaders who want to embrace
their nations in all their multicultural aspects? By
combining insights from literature and working
experience on leadership, multiculturalism, value
management, human needs psychology TM , organisation and relationship systems coaching TM and
International Studies, we seek answers to these
questions. We will underline the importance of: *
What does leadership actually mean? Aligning core
values and purpose. * Inspirational leadership: leading others from the inside out * Leading high
diversity or heterogenic groups: which specic
skills are required? * International studies and
leadership: how to make a successful combination.
In conclusion, suggestions for leadership development and implementation will be provided.

How to improve the effect of organisational

change: Training systems and training intentions
Hsin-Hung Chen Dep. of BA, National Chengchi U,
Taiwan, R.O.C.; Tzu-Shian Han
This study explores the conditions for how to improve the effect of organisational change for smalland medium-sized enterprises (SMEs), and takes
training system and employees training intention
as moderators to examine. The study surveyed 1209
employees from small and medium size manufacturing and service organisations (less than 250
employees) by simple random sampling, and used
hierarchical regression analysis to test the hypotheses. The research ndings shows that: 1. Organisational change level is positive related to the effect of
organisational change; 2. Employees training intention moderated the main effect, and let the positive relationship become stronger. And the moderating effect of training system also show marginal
signicant. Overall, these ndings underscore the
importance of complete training system and related
system design to improve the effect of organisational change. Implications and direction for future
research are discussed.

Factors affecting the incomes of lesbians in

the United States
Robin Church Ryerson University, Canada
Studies have demonstrated that gay men earn less,
and lesbians earn more, than their heterosexual
counterparts. This study explores some of the factors associated with the incomes of lesbian employees in the United States and tests some of the
previously suggested explanations for the income
disparity. The sample comprised 100 individuals
who identied as lesbian, who live in the US, and
reported being employed full time. This study
found that age and education were strong predictors
of the incomes of lesbian employees. Controlling
for age and education, lesbian employees incomes
were inversely related to the proportion of women
coworkers. Legislative protection, organisations
policies and practices supportive of gay and lesbian
employees, and perceived discrimination were not
signicant predictors of income after controlling for
age and education.

Industrial/Organisational/Work
Entrepreneurial potential for Italian undergraduates
Serena Cubico University of Verona, Italy; Maddalena Formicuzzi; Giuseppe Favretto; Piermatteo
Ardolino; Massimo Bellotto
Choosing to be an entrepreneur can be an opportunity for the young, especially since they have
difculties in nding jobs. To detect the knowledge, attitude, and aptitude towards the entrepreneurial job, understand the variables that are related
with the entrepreneurial choice in young males and
females, a questionnaire (50 multiple-choices items
/ Cronbachs Alpha .849) that analyses: personal
data; entrepreneurial network of acquaintances; image of future job; ideas about male and female
entrepreneurs; information about bureaucracy and
investments in creating enterprises; entrepreneurial
aptitude; attitude toward entrepreneurship was applied to 560 Italian humanities students. The difculties described in enterprise creation are: economic aspects, bureaucracy, partners/co-workers,
and getting credit from banks. The image of the
prole of male entrepreneurs is characterised by
leadership and perseverance, while females show
perseverance and a strong spirit of sacrice. Students have little knowledge about start-up processes. Attitudes toward entrepreneurship/self-employment are characterised by the choice of the
adjectives: wonderful, prestigious, active, energetic,
satisfying, interesting, suitable, various and exible. Networking is an important variable that has a
positive and signicant effect on the others: people
with a family/social network with entrepreneurs
have access to a lot of information; they have a
more positive image of an entrepreneurial job; and
they think about it, try and are able to be selfemployed more than others. We consider this research a step towards helping to identify a model
that integrates elements of the entrepreneurial project: gender, attitudes, aptitudes, networking, information, and social support.

Explaining individual differences in the accuracy of interviewer ratings: A social-cognitive

intelligence approach
Francois De Kock University of Stellenbosch, South
Africa
Raters differ in their rating accuracy, but only recently has research attention shifted to the reasons
for these differences. Taking a social cognition
perspective, we developed a model of individual
differences that were hypothesised to distinguish
raters according to their levels of judgment accuracy. The research reported here studied the effects of
rater individual differences on the accuracy of ratings in simulated one-on-one video-taped recruiting
interviews. The sample consisted of managerial
interviewers (N = 144) who observed ve videotaped interviewees acting out scripted interviews.
We used a multiple regression analysis to test predictions derived from social cognition theory stating that raters who had higher levels of social
cognitive intelligence cluster variables would have
higher performance rating accuracy scores. The
multiple regression and relative weights analyses
provided evidence for these hypothesised effects.
The relative importance of individual difference
variables and their incremental validity for the prediction of judgment accuracy are discussed. Implications for judgment accuracy research, rater selec-

tion and training, and rating procedure design are

discussed.

Effects of rater-ratee personality similarity

on rating of task orientated work behaviour
Francois De Kock University of Stellenbosch, South
Africa; Antonette Crouse
Performance appraisal research has shifted its emphasis to the examination of rater cognitive processes and the social and contextual variables which
affect performance evaluation. Research has investigated the effect of similarity between rater and
ratee on subsequent performance ratings. However,
these studies have mostly relied on similarity measures based on physical similarity characteristics,
for example, demographic similarity. The inconclusive nature of these ndings suggests that the complexity of interpersonal judgment has been oversimplied; in social-cognition literature, substantial
evidence exists that rater-ratee acquaintance shifts
the focus of similarity judgment to deeper, sometimes unobservable, characteristics, such as values,
motives and attitudes. This research study investigates whether rater-ratee personality similarity in
the Big Five personality traits, unduly inuences
task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006), were collected
from university lecturers (N = 5), and their students
(N = 152). Actual lecturer performance assessment
data (end-of-semester student feedback ratings)
were adminstered simultaneously. Data were analysed through polynomial regression analysis and
response surface methodology. Results indicated
that ratee extraversion (r = .357), conscientiousness
(r = .413) and openness (r = .178) had signicant
main effects on average performance ratings. Also,
rater-ratee personality similarity in extraversion (p <
.001), neuroticism (p < .01) and openness (p < .001)
had a signicant effect on performance ratings, with
the effects of agreeableness and conscientiousness
approaching signicance. The results suggest that
the earlier conclusions in which personality similarity does not affect performance ratings, seem to
be premature, and that more research is needed to
investigate why personality similarity affects ratings.

Mapping the prole of skills from professionals and students perception of nursing
in Erechim
Silvia De Medeiros URI Campus de Erechim, Brazil
This study has the objective of mapping the prole
of necessary nursing competences in order to identify skills, attitudes and knowledge for professional
practice. Characterised as a quantitative research,
and made use of a questionnaire for collecting data.
The questionnaire comprised twenty closed questions, and was drawn up so that the competences
were distributed in four groups: Behavioural, Focus
on the Result, Emotional Balance and Management/
Technique. There was a total of 48 participants,
being 24 professional nurses (8 from the clinical
area, 8 from the social area, 8 from the teaching
area) and other participants were 24 nursing students (8th and 9th semesters from URI - Campus of
Erechim). The analysis of the results pointed out the
following order of classication for competences:
Commitment (obtained the highest score: 97.9%);
Listening, Speaking and Perception and Ethics

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Industrial/Organisational/Work
(93.7%); Leadership, Planning and Organisation
(89.5%); Respecting Values (83.2%); Persistence
and Determination (79%); Interpersonal Relation,
Analytical Capacity, Concentrated Attention
(76.9%); Good Humour, Empathy and Affection,
Clarity and Objectivity (74.8%); Flexibility
(70.6%); Creativity, Sharing of Knowledge
(62.2%); Being Persuasive (60.1%); Entrepreneurship (41.6%); Tolerance to Frustration (37.5%).
This way, its understood that with the results you
can prioritise the competences that might be best
developed within projects for training of nursing
students, helping and preparing them for the labour
market.

Psychological empowerment, work engagement and turnover intention

Jacob De Villiers North West university, South Africa
This study investigated the relationship between
leader-member exchange, role clarity, psychological empowerment, and engagement and turnover
intention within a nancial institution in South
Africa. A cross-sectional survey design was used.
A convenience sample (N = 278) was taken (males
=31%, females =60%; 88% younger than 35 years;
57% with 2 5 years service) from the total population (N = 889). They completed the LeaderMember Exchange Questionnaire (Liden, Wayne,
& Stilwell, 1993), Role Conict and Ambiguity
Questionnaire (Rizzo, House, & Lirtzman, 1970),
Measuring Empowerment Questionnaire (Spreitzer,
1995), Engagement Questionnaire (May, Gilson, &
Harter, 2004) and Intention-to-leave Scale (Sjberg
& Sverke, 2000). A path model was tested with
SPSS to determine the relationships of the variables. Furthermore, a theoretical model was tested
through the use of structural equation modelling
(Arbuckle, 2008). The latent variables included
LMX (consisting of two parcels), role clarity (consisting of two parcels), psychological empowerment
(consisting of four variables, namely meaning, competence, impact, and self-determination), work engagement (consisting of two parcels), and turnover
intention (a manifest variable). Role clarity mediated the relationship between leader-member exchange and psychological empowerment, while
psychological empowerment mediated the relationship between role clarity and work engagement as
well as turnover intention. Leader-member relations
lead to better understanding of roles, while role
clarity empowers and engages employees.

The relationship between emotional intelligence, emotion work and organisational factors with engagement in a care-giving
environment
Francois De Wet NWU: Potchefstroom, South Africa; Cara Jonker
Not only are health professionals required to offer a
service which provides mental and physical expertise, but they are also required to manage their
emotions as a part of their job. The objective of
this research was to determine the relationship between Emotion Work, Emotional Intelligence,
Organisational Factors and Engagement within a
care-giving environment. A cross-sectional survey
design was used, and a non-probability convenience
sample was taken from 294 care-givers. The
Schutte Emotional Intelligence Scale (SEIS), The

Utrecht Work Engagement Scale (UWES), Scales

from the Frankfurt Emotion Work Scales (FEWS)
and Organisational Factor Scale were used as measuring instruments. The statistical analysis consisted of descriptive statistics, Cronbach alpha coefcients, factor-analysis (using principle component
analysis). Pearson correlations indicated that Client
Care positively correlated with Display of Positive
Emotions, Engagement, Emotion Management,
Emotional Integration and Emotional Utilisation.
Emotional Dissonance negatively correlated with
Engagement and Emotional Management. Display
of Positive Emotions positively correlated with
Emotional Utilisation. Engagement positively correlated with Emotional Management, Emotional
Integration and Emotional Utilisation. Supervisory
Support is positively correlated with Co-Worker
Support and negatively correlated with Job Autonomy. Emotional Management positively correlated
with Emotional Integration and Emotional Utilisation. Emotional Integration positively correlated
with Emotional Utilisation. Emotional Perceiving
negatively correlated with Emotional Awareness.
A regression analyses with Engagement as dependant variable indicated that Client Care, Emotional
Dissonance, Emotional Management, Emotional Integration, Emotional Perceiving, Emotional Awareness, Emotional Utilisation, Supervisory Support
and Co-Worker Support were the best predictors
of Engagement.

The motivational effects of subordinates:

Trust perception in teams
Jingsong Deng Business School, Sun Yat-Sen Uni,
China; Xiaoping Liu
The present study explores the functions of subordinates perception of being trusted in teams, with
special reference to the motivational effect of feeling trusted in trust relations. The data has been
collected through a survey of 229 Chinese MBA
students in two cities. Four competing models for
examining the effects of feeling trusted are developed and tested by using Structural Equation Modeling (SEM). Based on hypothesis-testing and the
comparative analysis of t indices of the four models, it is shown that the motivational effects of
subordinates perception of being trusted and the
job satisfaction motivated by this perception, ultimately result in subordinates loyalty to their teamleader and improvement in their job performance. It
is also found that these mediating effects are strongly associated with the characteristics of trust motivation in Chinese culture. The present study concludes with some practical implications for trust
management in the real work settings.

Discrimination among foreman job categories of the Saipa Car Company (Iran)
Shadi Derakhshan Isfahan University, Islamic Republic of Iran; Hamid Reza Oreyzi
Industrial psychologists use job analysis data for
different purposes. Selecting the appropriate data
analysis model is very important and depends on
the purpose of the job analysis. Following Cornelivs et al. (1979), in the current paper, researchers
use data from 310 employees in the main plant of
Saipa Car Company using the position analysis
questionnaire of McCormic et al. (1972). Three
different levels of job analysis data were used,

namely: Task oriented, worker oriented and abilities

oriented. Results of multiple discriminant analysis
and maximum likelihood classication indicate that
clusters of jobs could be statistically separated in a
two-dimensional ability space. The overall hit rate
for assigning a task statement to a job cluster was
greater in abilities-oriented data. Findings indicate
that there are different solutions regarding the number of similar jobs in the plant. So, there is not only
one objective answer for each job, rather job analysis data reveals different patterns.

The study of organisation development efforts in the oil rening and distribution company in Iran
Shadi Derakhshan Isfahan University, Islamic Republic of Iran; Hesamodin Tabatabaei Nasrabadi
As we know, changes in the business world are
obvious almost to everyone. Sometimes these
changes take place so quickly that the organisation
cannot handle the results without having prepared
for them. The Organisation Development helps the
organisation to face new situations, even before
they happen! In this research we aimed to diagnose
organisational activity to adjust to environmental
changes, and whether these performances were relevant to OD evidences. To do this, information
about change activity was gathered from the staff
of various departments of the Oil Rening and
Distribution Company in Iran. The data collecting
method was direct interview. After the survey, the
results indicated that at about 10 years, the organisation offered and executed some changes with the
support of OD operators. Changes such as: creating
an HSE department, using a new management system, changing the assessment and training system,
creating a lady council and so on. The following
survey claried that many of these changes have
compatibility with OD evidences.

The inuence of leader behaviour, psychological empowerment, job satisfaction, and

organisational commitment on turnover
intention
Thamsanqa Dhladhla Stellenbosch University,
South Africa
Organisations continue to lose skilled and experienced employees due to voluntary turnover. As a
result, understanding the factors that affect employees turnover decisions is important. Although several existing studies have identied factors related
to turnover, most empirical research utilises explanatory models that do not sufciently address the
intervening processes that lead to turnover intention. We used a correlational study in a sample of
military personnel (n= 318) to examine the collective effects of perceived leader behaviour, psychological empowerment, satisfaction and commitment
on turnover intention. The results supported a model where turnover intention was explained to result
from a combination of these organisation-related
and job-related attitudes. The study adds to the
existing literature in two ways. First, the ndings
indicated that turnover intention results strongly
from the combination of leader behaviour, psychological empowerment and organisational commitment. Psychological empowerment and organisational commitment play a dominant role in the
development of turnover intention, both directly

534
and as mediating effects. A second unique nding
of the present research was the positive relationship
found between psychological empowerment and
turnover intention, suggesting that either turnover
process models may be more organisation-specic
than previously thought (e.g., Alexander, 1998), or
that empowerment may increase turnover intention
because of enhanced career mobility.

Organisational culture, leader-participation

and shared vision are important steps toward perceived organisational effectiveness
improvement
Saiedmeysam Dibaji University of Isfahan, Islamic
Republic of Iran; Saied Hamid Atashpour; Amin
Barazandeh; Mohsen Golparvar; Hamid Reza Oreyzi
This research was conducted to investigate the relationship between organisational culture, leaderparticipation and shared vision based organisational
learning with perceived organisational effectiveness. The statistical population consisted of 450
participants in a production company in Brujen,
from which, 203 people were selected using simple
random sampling. The research questionnaires were
organisational learning components, including
organisational culture, leader-participation, shared
vision (organisational assessment with 48 items).
Data were analysed with Pearsons correlation coefcient and stepwise regression analysis. Results
showed that there was signicant positive correlation among all the research variables. Stepwise
regression analysis showed that organisational culture, leader-participation and shared vision predicted all the dimensions of perceived organisational effectiveness among the steps. According to
this research, organisational managers can increase
organisational effectiveness via promotion of organisational commitment, use of leader-participation
for conducting organisations and the creation of a
shared vision.

Safety climate and involvement in safety management: A study with rst-line managers
Kouabenan Dongo Remi Universit Grenoble 2,
France; Ngueutsa Robert Universit Grenoble 2,
France; Mbaye Saetou
Because the safety climate (Zohar, 1980) reects
perceptions of the importance placed on safety in an
organization and the perceived attitudes of managers towards safety issues, it is becoming one of
the key variables in obtaining the best safety performance and stronger commitment to safety-related actions (Silva et al., 2004; Cooper and Phillips,
2004, Tucker et al., 2008). This study examines the
effect of safety climate on involvement in safety
management by rst-line managers (FLM), a largely unexplored population. 63 FLMs responded to a
questionnaire measuring perceived safety climate at
the workplace, risk perception, and involvement in
safety management. As expected, FLMs who perceived a good safety climate in their company
reported getting more involved in safety management than did FLMs who perceived a poor safety
climate (F(1,60) = 23.30, p < .01, PRE = .27).
However, the fact that FLMs are called upon by
the workers they supervise, prompts them to be
more involved in safety management, thereby mediating the effects of perceived attitudes of manage-

Industrial/Organisational/Work
ment toward safety issues, and encouragement from
immediate supervisors in communications about the
safety climate. Some possible avenues for improving the involvement of FLMs in safety management
are suggested

Intention to quit among Generation Y academics at higher education institutions

Ronel Du Preez Stellenbosch University, South Africa; Anecia Robyn
Talent retention is an international challenge across
industries, and especially for academic staff at
higher education institutions (HEIs) in South
Africa. It may be argued that HEIs are more dependent on the intellectual and creative abilities and
commitment of their academic staff than most other
organisations. For an HEI to maintain a long-term
trajectory of excellence in research outputs and
teaching, a strong focus on retaining a younger
generation of skilled academics is needed. Unfortunately, HEIs have to compete with industry to retain
these employees. At the same time, the academic
profession has increasingly fallen behind the private
sector in terms of, amongst others, remuneration,
resulting in a shortage of young academics in South
African HEIs. An investigation into intention to quit
amongst Generation Y academics at HEIs is therefore justiable. A mixed-method research design,
including both qualitative (focus group and blog)
and quantitative (questionnaire) phases, was applied. Academics (n = 189) at six HEIs in South
Africa were sampled. The results indicate that job
satisfaction, transformational leadership, employee
engagement, remuneration, reward and recognition
have a signicant negative impact on intention to
quit. Job satisfaction and employee engagement
had the most signicant impact on intention to quit.
This study contributes to the body of knowledge on
intention to quit among academics, and specically
the sought-after Generation Y academics. The ndings serve as input for the development of efcacious retention strategies and mechanisms to retain
Generation Y academics at HEIs in the RSA.

How does social capital inuence entrepreneurial decision-making: An empirical study

Hong Du School of Management, ZJU, China; Xinyu
Du; Gaoqi Chen
The signicance of entrepreneurship and its impact
on each aspect of society has drawn extensive
attention recently, while entrepreneurial decisionmaking, the most relevant concept, is becoming
scholars maininterest. Under the background of a
relationship-embedded society like China, social
capital places a great inuence on entrepreneurial
decision-making. The purpose of this study was to
investigate how social capital inuences entrepreneurial decision-making. Based on social learning
theory, this study investigated the social capital,
entrepreneurial self-efcacy, and entrepreneurial decision-making linkage via a quasi-experiment involving 221 business and economics students who
are expected to graduate within two years. A series
of two business scenarios with embedded ambiguous data regarding two issues: technological developments and the trend toward internationalisation,
were developed to measure cognitive categorisation
characteristics and the decision of starting a new
venture. These were adapted from Palich and Bag-

bys (1995) equivocal scenarios describing a clothing retailer, which we changed to a ctitious clothing startup, ABC. The information paralleled that of
the original scenarios. Results indicated that individuals with more helpful weak ties showed stronger
entrepreneurial self-efcacy, therefore categorised
equivocal business scenarios signicantly more
positively than did other subjects. Regression analysis demonstrated that these perceptual differences
were consistent and signicant (i.e. individuals with
more helpful weak ties perceived more strengths
versus weaknesses, opportunities versus threats,
and potential for performance improvement versus
deterioration). Positive cognitive characteristics
were proved to directly lead to the decision of
starting a new venture. We also found that risk
propensity had a moderating effect on this relationship.

Australian award based achievement and

direction in industrial and organisational psychology
Mark England Australia
This poster outlines actual achievements in Industrial and Organisational Psychology in Australia as
recognised by awards in research, teaching and
practice. This paper reports on and explores the
interviews I conducted with the three awardees for
the period 2008 to 2011 as recognised by the Australian Psychological Society. The interviews consist of agreed standardised questions covering personal motivations and achievements together with
suggested direction for Organisational Psychology.
As a result current and emerging directions for
industrial and organisational/work psychology research and practice are explained.

Self-regulation strategies buffer negative effects of goal conicts on work satisfaction

Wiebke Esdar University of Bielefeld, Germany; Elke
Wild; Malte Schwinger; Julia Gorges
Junior scientists workplace is characterised by high
autonomy, but also by numerous demands in research, teaching and administration. Qualifying in a
highly competitive environment to become a senior
researcher requires dealing with multiple tasks and
goals. As time is a rare and limited resource, junior
researchers perceive intergoal interference due to
time constraints.That is, goal conicts occur when
the pursuit of one goal detracts the pursuit of another (Austin & Vancouver, 1996). Experiencing
goal conicts may have a negative impact on work
satisfaction, motivation and well-being. With our
study we aimed to identify emotional and motivational self-regulation strategies that might buffer
these negative effects. In an online questionnaire,
junior scientists from all over Germany (N = 695)
named conicting goals. We expected the extent to
which participants reported these goal conicts to
be stressful, to negatively affect their work satisfaction and well-being. In line with our hypotheses, we
found that higher levels of perceived strain of goal
conicts were associated with lower work satisfaction. However, this relation was moderated by junior scientists use of regulation strategies. In particular, an overall measure of self-regulation
(Schwarzer, 1999) as well as the use of several
motivational regulation strategies (Wolters, 2003)
seems to be helpful in diminishing losses in work-

535

Industrial/Organisational/Work
satisfaction. Results are discussed in terms of different approaches to measure goal conicts, their
role for work satisfaction as well as the utility of
different regulation strategies in autonomous workplaces.

Relation between mental health and life orientation in hospital employments in Iran
Maryam Esmaeili University of Isfahan, Islamic Republic of Iran; Bahareh Mohebi; Safura Hoseini;
Saeideh Mahdavi; Zohreh Lati; Shahrzad Shariati
The World Health Organisation denes health as a
state of complete physical, mental and social wellbeing, not merely the absence of disease or inrmity. The purpose of the current study was to investigate the relationship between mental health and
Life Orientation in hospital employments. To accomplish this goal, 120 people (60 male and 60
female) were selected randomly from different hospitals and the following measures were administered on them: GHQ Questioner (Goldberg,1972)
and Life Orientation Test(LOT-R)(Scheier&carver,1994). Analysis of data revealed that signicant
correlation between mental health and Life Orientation in hospital employments(r=0.62), (p=.01).
There were negative correlation between optimism
and psychosomatic, anxiety, insomnia. depression
and social problems. As optimism is very important
factor in mental and physical health and positive
function in hospital employment, it is necessary to
increase optimism in hospital employments, within
workshops and other educational programs.

Exploring the relationship between time

pressure and work extending technology
Sapna Fakir University of Witwatersrand, South
Africa; Karen Milner University of Witwatersrand,
South Africa
Time pressure is said to have detrimental consequences on employees wellbeing. This study examined the relationship between time pressure experienced by employees and their use of work
extending technology (laptops, mobile phones, personal digital assistants, BlackBerry type devices). A
quantitative study was conducted with 103 employees from two medium sized corporate organisations
in Johannesburg, South Africa. Employees perceptions of time pressure was measured using Dapkuss
tempo time pressure scale and the perceived use and
impact of different types of work extending technology (WET) was measured with a scale developed specically for this study. Signicant correlations were found between the Drawbacks of WET
subscale and time pressure. Signicant correlations
were also found between the subscales productivity and time intrusion and time pressure experienced. These ndings have importance for understanding the role that work extending technology
has on time pressure.

Satised with your job? Personality of the

beholder
Simon Fietze Univ. of the Fed. Armed Forces, Germany
Job satisfaction is one of the most intensively studied subjects, not only in the eld of organisational
psychology. Whereas a major part of the research
carried out so far has dealt with the inuence of

working conditions (situative approach), more recent studies focus on the connection between personality traits and job satisfaction (dispositional
approach). The personality traits under examination
tended to be chosen unsystematically, without a
theoretical foundation, and on the basis of small
mostly selective random samples. The Five-Factor-Model provides a personality psychology tool
that has been recognised for 20 years and is used to
record the signicant aspects of individual personality (neuroticism, openness, agreeableness, extraversion, and conscientiousness). Taking as a starting point the above-mentioned criticism of the
research carried out so far on the dispositional
inuences of job satisfaction, my study looks at the
connection between the Big Five personality
dimensions and two facets of job satisfaction (overall job satisfaction and satisfaction with personal
income). The study is based on data from 2005 and
2006 collected by means of the socioeconomic
panel (SOEP), a representative repeat survey carried
out on more than 20,000 people. By also taking into
account inuence variables such as age, job-related
stress factors and autonomy, the multivariate analyses show that personality traits have a highly
signicant inuence on job satisfaction. As
expected, neuroticism has a negative inuence on
both satisfaction constructs. Agreeableness, extraversion and conscientiousness have a positive effect, whereas openness (to experience) only inuences overall job satisfaction.

The role of power distance in internal communications, case history: Italian committee
for Unicef
Zeno Filippi Comitato Italiano per l'Unicef, Italy;
Massimo Bellotto; Raffaele Coruzzi
This research aim to perform a report of the internal communications within the biggest Italian not
for prot organisations. The rst purpose is to
observe how the power distance and the expectations of role affect the organisations internal communications. The second purpose is to formulate a
plan for internal communications through the use
of participatory devices. First, the study begin
with 155 surveys online, resonance of 60.3%,
addressed to all staff of the Italian Committee for
Unicef, 110 employees in the main structure of
Rome and 45 in the Italian territory. Second, the
study continues with four focus group involving 32
employees with the aim of analysing the results of
the previous survey. Third, the study terms with
ve semi-structured interview with the top-management. The research continued with a benchmark, in the form of semi-structured interview to
the human resource managers, able to investigate
the study area within the major Italian not for prot
organisations: Actionaid, Greenpeace and Mdecins Sans Frontires. The research identies many
critical issues in the communication ow and decision making of the Italian Committee for Unicef,
together with some signicant strengths. It also
tracks a report of internal communication within
the Italian not for prot organisations aforementioned. The research has achieved its initial objectives. First, greater power distance seems to accelerate the ow of internal information. Second, a
three-year communication plan with the aim of
increasing the level of employee participation in
decision-making.

Antecedents of work engagement among

working women in South Africa
Madelyn Geldenhuys University of Johannesburg,
South Africa; Karolina Laba
Positive psychology in the workplace has become
an important topic of research in recent years. Research on the opportunities of women in the workplace seems to be prominent, however there is a
lack of investigation into the well-being of women
in the workplace. The aim of this study was to
investigate work related well-being among women
in the South African workplace. The roles of job
demands (work load), job resources (organisational
support and advancement) and work-role t on
work engagement of women were investigated.
Further, the mediating role of psychological meaningfulness was determined. This study used a quantitative research design. Data were gathered with
the use of paper and pencil questionnaires. The
sample comprised 237 women in the South African
workplace. The results of this study indicated
signicant main effect for workload, organisational
support and work-role t on work engagement.
Psychological meaningfulness mediated the relationship between work-role t and work engagement and partially mediated the relationship between organisational support and work
engagement. This study gives insight to the important factors contributing to higher levels of work
engagement for women. From a practical and managerial point, it is necessary to understand what
motivates and affects the well-being of women in
the workplace.7

Engagement and psychological meaningfulness at work: The effects of life satisfaction

and gender
Madelyn Geldenhuys University of Johannesburg,
South Africa; Jillian Williamson
Scientic knowledge relating to the eld of positive
psychology within the South African workplace is
required. The objectives of this study were (1) to
investigate the relationships between work engagement, psychological meaningfulness, life satisfaction and gender and (2) to test whether life satisfaction and gender had a moderating effect on the
amount of engagement and psychological meaningfulness put forth by employees. Although research
on life satisfaction is abundant within the eld of
psychology, research within the work environment
is limited. Furthermore,research is needed within
South Africa to promote the wellbeing of employees. Survey designs were used to capture a sample
from various South African organisations (n = 800).
The Satisfaction with Life Scale, the Work Engagement Scale and the Psychological Meaningfulness
Scale were administered. The results showed that
life satisfaction, work engagement and psychological meaningfulness were signicantly correlated,
psychological meaningfulness was a signicant predictor of work engagement. Life satisfaction had a
signicant effect on psychological meaningfulness
and work engagement, gender signicantly moderated psychological meaningfulness on work engagement and that gender, psychological meaningfulness and work engagement were signicant
predictors of life satisfaction. This research created
an understanding of employee wellness at work
through the combination of employees personal
and work lives. Future research could focus on

536
identifying what behaviours promote such constructs to enhance individual and organisational
success.

Is an organisational trust always reliable?

Lech Gorniak Cracow University of Economics, Poland
In this presentation I would like to share my
opinions and assumptions, based on several years
of my research on an interpersonal trust phenomenon. I am a social psychologist and I specialize
in a theoretical and practical sense in an organizational communication issues. The problem of
trust in organizations in traditional and virtual
ones and between organizations, is raised more
and more often over the last decade. Especially, it
is combined with an economical effectiveness of
organizations (Lane and Bachman 2002, Kramer
and Cook 2004, Kramer 2006, Bachman 2006,
Grudzewski et al. 2007, 2009, Hardin 2009, Matzat 2010, Colquitt et al. 2011). The reections I
will focus on are the efforts of searching for the
answers to the questions fundamental for the researcher and practitioners. If the benets of trust
are not resulting from a simple linear relations
a more trust a more benets (Barney and Hansen 1994, Adessio and Castello 2010) could it
mean that: (1) Is there a convincing method of
perceiving different degrees of trust between people? (2) How could we describe the difference
between trust and naivety? (3) Should we (and
why) trust implicitly? (4) Could control and organizational procedures regulate the need for trust?
(5) Why do people engage in trusting others in
spite of the fact that this phenomenon is known
from an asymmetrical relation gain-loss (por.
Deutsch 1958)?

The moderating effect of interview structure

on racial similarity effects in simulated interview ratings
Daniel Haupteisch Stellenbosch University, South
Africa
Race-group similarity effects were investigated as a
form of interviewer bias in selection interview ratings. Social Identity Theory predicts that interviewers would assign higher ratings to interviewees
of the same social group, the so-called in-group.
Past research has lent only partial support to this
hypothesis. This study argues that interview structure may help to explain inconsistent research ndings since structure could inhibit the functioning of
the similarity-attraction mechanism. The present
research pursued two objectives, namely (1) to
determine the degree to which race-group similarity
exerts a biasing effect on selection interview dimension ratings and (2) to determine same-group bias
increases when interview structure is experimentally diminished. This study manipulated the degree of
structure in interviews and compared the degree to
which race-group similarity effects were evident
under each condition. Interviews were simulated
by showing video-taped interview segments to a
sample of participants, and asking them to rate
interview dimensions on rating scales that had been
compiled to reect the degree of structure in each
condition. The data were analysed using Hierarchical Linear Modelling (HLM) and multiple regression analysis. The results support the hypothesis

Industrial/Organisational/Work
that racial similarity effects are found under lowstructured conditions, as well as the notion that
interview structure moderates the inuence of similarity effects. However, racial similarity effects
were also found with the highly structured condition. Although these were smaller than in the lowstructured condition, they still proved to be statistically signicant.

Classication of concepts of safety culture

Kenichi Hayase CRIEPI, Japan; Takeshi Itoh; Naoko
Hasegawa; Tomoyuki Yamazaki
Although many concepts of safety culture have
been proposed, there is no agreed one. This situation sometimes causes confusion in both academic and practical area. The purpose of this
study is to review and classify concepts of safety
culture in order to solve such confusion. Concepts
of safety culture in 14 literatures were classied
based on the classication way for concepts of
corporate culture (Iida, 1993). The following two
aspects were effective to organise the concepts.
The rst one is visibility, whether safety culture
includes visible thing or not. The second one is
viewpoint of existence of safety culture. One is
that companies could be divided into ones with
safety culture or ones without it. The other is that
companies could not be divided in such a way
and there are only differences in its strength. The
result would be helpful to solve the confusion
especially in evaluation and enhancement of safety culture.

Cognition and multi-faceted aspects of motivation

Roche Herbst Human Capital Solutions Inc., Canada; Maretha Prinsloo
The objective of this study was to measure multifaceted aspects of motivation to include concepts
of energy, cognition, values, consciousness and
life scripts amongst senior executives working
within a global context. Pressure from the recent
global economic crises may have a signicant
impact on those factors that reect levels of
awareness, perception and motivation, related to
current strategic leadership behaviour. This analysis examines how different industries and organisational variables are involved, and create a challenging new context within which global
executives are required to function effectively,
by considering the outcomes from individual motivational prole results. The organisational variables include leadership, culture, strategy, people
and the organisation. The industry variables include the nancial recession and limited market
opportunities. Methodologically, a psychometric
and interviewing approach were used. This type
of research can be seen as quantitative action,
exploratory, descriptive and non-experimental. A
cross-cultural sample of 150 senior leaders within
a large international manufacturing and mining
organization has been investigated. In summary,
a SWOT analysis of strategic challenges based on
the key assessment ndings was presented. Key
ndings were the relative strength of strategic
capability, the inherent risks for organisational
pathology and the impact of mergers and acquisitions on the organisational culture. Conclusions of
these ndings were consolidated into the imple-

mentation of strategic principles based on learning, team work and leadership.

A comparative leadership analysis in an agricultural business

Marita Heyns Northwest Unviersity, South Africa
The purpose of the study was to compare the
perceptions of subordinates from two different
departments with top managements own perceptions regarding top management leadership and
innovative ability to determine whether differences
and/or similarities exist. The empirical study included the Multi Leadership Questionnaire (MLQ
form 5X) from Avolio & Bass (2004) to measure
self- and subordinates perceptions of leadership
styles. The Situation Outlook Questionnaire (SOQ)
was used next to measure leaders self- and subordinates perception on the ability to be innovative. The questionnaires were completed by 6
executive committee members (top management)
and subordinates from two different departments
that have a direct relationship with the executive
committee members in an agricultural business.
The research ndings revealed that there is a
signicant difference between leaders (executive
committee members) self-perceptions on their own
leadership and ability to be innovative, versus the
perceptions of their subordinates on their leadership and ability to be innovative. The research
showed that leaders tend to assess themselves
higher than their subordinates do. Both leaders
and subordinates indicated that the leaders have a
transformational leadership style. The results also
showed that there is a weak to moderate, positively signicant correlation between innovation and
transformational leadership styles. Recommendations were made to further promote leadership
innovative ability.

An exploration of leadership trust orientations in an agricultural business

Marita Heyns Northwest University, South Africa;
Albe Mouton
In a fast-changing business environment such as
that in which the agricultural sector of South Africa
is operating, the competitiveness is very high and
stockholders demand better nancial performance
every year. For an agricultural business to be successful in the end, it must have certain structures,
monitoring and control systems in place to manage
the internal and external risk factors. Traditional
control systems are however, no longer entirely
functional. This study explores the important role
of leadership trust orientations in the management
of an agricultural business. The primarily goal is to
determine the trust orientation prole of top- and
middle-level managers. The entire management
population of a specic agricultural business was
used as target group. Quantitative research techniques were used to determine various dimensions of
trust, e.g. leaders propensity to trust, willingness to
take risks, etc. Statistical analyses indicated that,
despite individual variance, the general level of
trust was low. Implications for leadership based
on outcomes, as well as its potential impact on
lower reports, are highlighted. Recommendations
focused on specic areas of trust that could be
targeted for improvement and also highlights areas
for future research.

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How abusive supervision affect job satisfaction? A moderated mediation model
Chenyu Hu Peking University, China; Lei Wang Peking University, China
Previous research has shown that abusive supervision is negatively related to job satisfaction and
this relationship is mediated by subordinates justice perception. In the present study, employees
(N=419) from a foreign manufacturing company
located in southeastern China rated their informations. Data was collected in two waves (with
8 month interval) to reduce possible common
method bias. While employees power distance
orientation and their superiors abusive behaviours
were collected at Time 1, their justice perception
and job satisfaction were collected at Time 2.
Adding individual power distance orientation as
a moderator, we examined and extended Teppers
(2000) research. Results showed that individual
power distance orientation moderated the mediated
relationships between abusive supervision and job
satisfaction via organisational justice, such that the
effect of organisational justice on job satisfaction
was weaker for employees who were higher in
power distance orientation. The theoretical and
practical implications are discussed.

Motivation for a high job performance and

job satisfaction
Cristina Ionica National Intelligence Academy, Romania; Dorina Coldea
Our study intended to assess the relationship between motivational sources (typology proposed by
Leonard, Beauvais and Scholl, 1999), achievement
motivation (Schuler, Thornton and Frintrup, 2000)
and job satisfaction (Spector and Lamond, 2002) in
order to identify those motivation factors that can
help to improve job performance and job satisfaction in an organisational environment affected by
nowadays economic crisis. There are some general
rules which apply to everyone, but most people are
usually motivated by what they perceive as rewards
and there are different ways to get them committed
and motivated. An evolving socio-economic context creates prerequisites for continuous readjustments of strategies to motivate employees in order
to obtain job performance and job satisfaction. The
question arises: "what are the best motivation factors and how they can be developed in the context
of our present socio-economic reality?" The results
of this study, based on data collected from 100
subjects who work in the Romanian public institution allowed us to approach motivation as a process
and to diagnose and plan a new organisational
strategy for improving job performance, job satisfaction and commitment in this particular organisational sector.

Attitudes towards multiple role planning

amongst South African engineering students
Ameeta Jaga University of Cape Town, South Africa;
Ilde Marais; Jeffrey Bagraim University of Cape
Town, South Africa
Young adults develop expectations about the future
that includes the management of multiple work and
family roles. The objective of this study was to test
a multidimensional model of attitudes towards multiple role planning (ATMRP) amongst young adults
studying towards a professional career with known

high work demands. ATMRP is a young adults set

of attitude, or orientation, toward planning for future involvement with work and family roles. Those
with a realistic attitude toward multiple role involvement are more likely to successfully manage
a multiple role lifestyle. A survey questionnaire was
completed by engineering students (N = 146). Exploratory factor analysis evidenced the multidimensionality of the ATMRP scale. The ve dimensions
found were knowledge/certainty, commitment, independence, involvement and exibility/compromise. Multiple regression analysis was used to examine the effects of individual cultural values
(gender role ideology, allocentrism and ideocentrism) on attitudes toward planning for future work
and family roles. Allocentrism, a collectivistic personality attribute, explained a signicant proportion
of the variance in the ATMRP dimensions of commitment, independence and exibility. Ideocentrism
(an individualistic personality attribute) and gender
role ideology (beliefs about the suitability of particular roles for a particular gender) were not signicantly correlated with any of the ATMRP
dimensions. Contrary to expectations, there were
no differences between male and female students
regarding their expectations about managing multiple roles. The ndings are discussed with suggestions for those interested in further research to
develop the ATMRP construct and for those
concerned about helping young adults develop a
better planned orientation for managing multiple
work and family roles.

Does personal resilience moderate the

relationship between work-family conict
and turnover intention amongst blue collar
workers?
Ameeta Jaga University of Cape Town, South Africa;
Yashfa Mohamed-Kohler; Jeffrey Bagraim University of Cape Town, South Africa
The object of this study was to investigate the nature
and effects of work-family conict amongst an under-researched group in the work-family literature,
blue collar workers. Blue collar workers often face
different work-family challenges from those of white
collar workers. They are less able to afford domestic
help, rarely enjoy access to the benets of exible
work programmes and are are more likely to hold
traditional stereotypical gender beliefs. A survey
questionnaire comprising established scales with
good psychometric properties was completed by blue
collar workers employed by a chemical company in
Cape Town (N = 136). Exploratory factor analysis on
each scale showed that the scales measuring workfamily conict, resilience and turnover intentions
were unidimensional. The unidimensionality of the
work-family scale was contrary to expectations and
extensive previous research showing a distinction
between time-based and strainbased work-family
conict. Hierarchical multiple regression analysis
showed that work-family conict explains a signicant proportion of the variance in turnover intention
over and above that explained by demographic and
contextual variables. No support was found for the
moderating effect of personal resilience on the relationship between work-family conict and turnover
intention. The results indicate the need for further
research on the nature and outcomes of work-family
conict amongst blue collar workers and signals the
possibility that current models of work-family con-

ict require revision for future research on blue collar

workers.

Personality, organisational identication,

and their relationships to performance of
college teachers
Hong Jiang Capital Univ of Econ. and Busi., China
Based on a sample of 865 college teachers from 13
universities, the study used a correlation analysis
and a regression analysis to test the relationship
between personality and the performance for the
college teachers, and also the moderating effect of
the organisational identication on the relationship
above. The results showed that (1) the ve dimensions of the big-ve personalities have positive
relationships with Organisational Citizenship Behaviour; (2) The extraversion dimension, the neuroticism dimension and the conscientiousness dimension of the big-ve personalities were
positively correlated with the college teachers research performance; (3) Organisational identication had a moderating effect on the relationship
between extraversion and teaching performance.
This effect of also existed between conscientiousness and Organizational Citizenship Behaviour; (4)
The simple ve dimensions of the big-ve personalities had no relationship with teaching performance, but the interaction effect of conscientiousness and agreeableness was positively related to the
teaching performance. So it is possible to improve
the facultys performance by improving their Organizational Identication with faculty, even with different personalities.

What kinds of job seekers are attracted to

socially responsible employers?
David Jones University of Vermont, United States of
America; Chelsea Willness
Recent studies have illuminated three signal-based
mechanisms that explain why job seekers are
attracted to companies with reputations for corporate
social responsibility (CSR); CSR provides signals
that inform their perceptions of value t, expectations
about how they will be treated, and beliefs about the
organizations prestige. However, little is known
about the kinds of people who are attracted by CSR.
We drew upon these reasons, why job seekers are
attracted by CSR, to understand who is attracted by
CSR. Specically, we tested the effects of individual
difference variables relating to CSR and each signalbased mechanism in two studies (Ns = 76 and 116)
using longitudinal experimental designs. At Time 1,
participants completed individual differences measures. At Time 2 they reviewed web pages of three
companies, including a target company whose pages
contained a manipulation of the type of CSR activity
(community involvement versus pro-environmental
practices). Results showed that several individual
difference variables were positively associated with
the target employers attractiveness and the signalbased mechanisms. These relationships tended to be
stronger when the CSR was about community involvement, which we expected in some cases (e.g.,
for communal orientation) but not in others (e.g., for
social-identity consciousness). We also found that
individuals who were more conscientious were particularly attracted by CSR relating to community
involvement, suggesting that these CSR activities
may help organizations attract high performing

538
employees. We discuss the implications of these
results for theory, research, and recruitment practice.

The role of psychological empowerment and

organizational commitment in teachers job
burnout
Mahdieh Sadat Khoshouei University of Isfahan,
Islamic Republic of Iran; Maryam Bahrami
This research was conducted with the aim of investigating the role of psychological empowerment and
organisational commitment in teachers job burnout.
From among the teachers in Shahreza schools as the
statistical population, 110 teachers were selected using random sampling. Data was collected through
administration of scales of Psychological Empowerment Scale (Spreitzer, 1995), Organisation Commitment Questionnaire (Allen & Meyer, 1990) and
Maslach Burnout Inventory. Three dimensions were
considered, including emotional exhaustion, depersonalisation, and personal accomplishment (Maslach &
Jackson, 1981). Data were analysed with the use of
Pearsons correlation coefcient and hierarchical regression analysis. Results showed that psychological
empowerment has a signicant negative correlation
with emotional exhaustion and depersonalisation
(dimensions of job burnout) and a signicant positive
correlation with personal accomplishment (another
dimension of job burnout). Organisational commitment also has a signicant negative correlation with
emotional exhaustion and depersonalisation. However, hierarchical regression analysis shows that psychological empowerment predicts emotional exhaustion and personal accomplishment, and organisational
commitment predicts emotional exhaustion.

Optimising knowledge-management and

team climate by management cockpit tools
Gerald P. Kolar University of Applied Sciences, Austria; Unterrainer Christine University of Applied
Sciences, Austria; Kaser Armin; Winkler Peter
Effective knowledge management (KM) is an important competitive factor for successful companies. As
Zarraga and Bonache (2005) point out, team atmosphere has important consequences on KM. Thus, in
our empirical study we focus on the relationship between KM and team atmosphere in the context of a
market research institution. Results reveal that the
categories of knowledge-sharing and knowledge application are particularly strongly associated with a
team climate. Management-cockpit tools may be
adapted to support transparency and efciency of these
categories. Thereby, we can build on existing data
warehouses and management information systems,
highlighting some important key indicators of management cockpits. The specic benet of these indicators consists in the representation of relevant information for each team as well as the corresponding
division according to their respective requirements.
This specic focus strongly encourages knowledge
application as relevant competitive factor.

A game-theoretical framework for work motivation theories

Ludek Kolman Czech Univ. of Life Science, Czech
Republic; Pavla Rymesova Czech Univ. of Life Science, Czech Republic; Lucie Gralton
The presentation concerns results of a motivational
survey in which two groups of respondents differ

Industrial/Organisational/Work
only slightly in their characteristics, or in ways
seemingly supercial. Even so, their answers differ
signicantly in several cases. A possible way to
understand this result might be explained by an
assumption, as follows: The stimuli which commence the motivational processes are learned (in
difference to the processes and contents of the
motivation as such), so individuals might differ in
their answers to events and situations according to
their diverse life experiences and previous learning.
This assumption could be used to implement a
theoretical model wherein the individual motivational responses will be dened as strategies in the
sense of game theory. The results of the survey will
be presented. The data were analyzed by means of
SPSS software. The theoretical model will be introduced, and its main implications discussed. The
paper was prepared thanks to the support of the
Czech Science Foundation grant #P407/10/1262.

Occupational stress, mental health and coping among IT professionals

Chandraiah Kotta Sri Venkateswara University, India
The study was aimed at investigating occupational
stress, mental health, and coping among professionals working in the information technology industry. The sample for the study consisted of 150
Information Technology (IT) professionals working
in Lucknow and Allahabad cities of UP of India.
The Job Satisfaction scale, Occupational Stress Index coping behaviour of Pressure Management Indicator (PMI) developed by Cooper et.al was used
to measure the level of job satisfaction, occupational stress and coping behaviour of both junior and
senior professionals. The sample was drawn based
on simple random sampling procedures. The results
showed that stress is very common in the IT industry due to the nature of the work and is unavoidable.
The available studies in the literature reveal that
various factors are responsible for experiencing
occupational stress in this industry. Due to an uncertain economy, increased demands for overtime
due to staff cutbacks, act as negative stressors. The
relentless requirement to work at optimum performance, takes its toll in job dissatisfaction and employee turnover. Mental illness being a shorthand
term for a variety of illnesses that affect mental
well-being.

Emotional labour scale: Development of an

Indian measure
Sandeep Kumar Banaras Hindu University, India;
Binayak Shankar; Ashok Singh
The display of emotion of employees in customer
service is at central stage, in order to create the
perception of quality of service. This concern has
led service employees to engage in performing
emotional labour. The four major conceptualisations of emotional labor are: (a) Strategic model
(Hochschild, 1983); (b) Behavioural model (Ashforth & Humphrey, 1993); (c) Interactionist model
(Morris & Feldman, 1996); (d) Emotion regulation
model (Grandey, 2000). These measurement models have limited their coverage to the main theme of
their denitions while overlooking the other components contributing to emotional labour. This limit
in horizon in measuring emotional labour necessitated the need for a new tool to measure emotional
labour. We have attempted to rise above the limita-

tions of various denitions and integrate all of these

measures to provide a comprehensive characterisation of emotional labour, covering all domains of
organisational life. The proposed model covers individual (strategies), job characteristics, and emotional deviation produced in the process. We propose ve dimensions of emotional labour on the
basis of extensive review: deep acting, surface acting, frequency, attentiveness, and emotional dissonance. Ten items for each dimension were formulated. A total of 300 employees of public as well as
private banks were administered this questionnaire,
out of which 250 returned. These data were used for
analysis. The Cronbachs alpha reliability of various
dimensions ranges from .65 to .85, and reliability of
complete scale was found to be .81. The validation
of the scale on a sample of university teachers is in
progress.

Personality as a moderator variable in the

relationship between stress state and job
attitudes
Sandeep Kumar Banaras Hindu University, India
Stress is subjective in nature; it varies from person
to person and situation to situation. Sometimes
people feel good and sometimes bad; it depends
on their subjective state. A subjective state is
dened as a relatively transient quality permeating
conscious awareness whose representation is distributed across a variety of mental processes or
structures, and which has the potential to generalise
across activities, and contexts. It is vital to understand how the stress state affects job attitudes and
how personality moderates the relationship between
stress state and job attitudes. The aim of the investigation was to study the relationship of stress state
and job attitudes, and to examine whether personality moderates the relationship between stress state
and job attitudes. The current study was conducted
on 175 employees working in coal mines situated at
Dhanbad (India). The Stress State Questionnaire; SD Employees Inventory and Job Involvement Scale;
and Eysenck Personality Questionnaire-R were
used to measure stress state, job attitude and personality respectively. The results were analysed
using correlation analysis and moderated regression
analysis. The results of the investigation revealed
that the task engagement dimension of stress state
positively correlated with job attitude (job satisfaction and job involvement) and the distress dimension of stress state negatively correlated with job
attitudes. The different dimensions of personality
(extraversion, neuroticism and psychoticism) significantly moderate the relationship of stress state and
job attitudes. The ndings support the notion that
the person appraises and regulates their own stress
state.

Emotional intelligence and (di)stress in the

South African Police Service
Despina Learmonth University of Cape Town, South
Africa; Danny Papier
This study aimed to determine how levels of Emotional Intelligence (EI) were related to overall levels
of stress, anxiety and depression amongst members
of the South African Police Service (SAPS). South
Africa has some of the highest reported rates of
violent crimes worldwide. Members of SAPS, as a
result of their vocational positions, are often ex-

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Industrial/Organisational/Work
posed to these violent crimes. High levels of stress,
anxiety and/or depression can adversely affect work
performance with resulting absenteeism, low morale and sub-standard work output and outcomes.
This in turn, can negatively impact on work colleagues. The studys participants were 40 police ofcers (13 female and 27 male) 20 ofcers from
Khayelitsha and 20 ofcers from Delft police stations (mean age 38.6 years). Both these police
stations are located in informal settlements on the
periphery of the city of Cape Town. Police ofcials
were randomly selected to complete two study
questionnaires. A correlation analysis was carried
out between the DASS-21 and the Schuttes Emotional Intelligence Scale scores to determine whether a relationship existed between EI and psychological (di)stress, depression and anxiety. The results
revealed that EI signicantly correlated with stress
[p=0.057] and anxiety [p=0.026], but not depression. Inverse relationships between EI and stress,
and EI and anxiety, were found. Interventions to
increase levels of EI amongst members of SAPS
may be hugely benecial in preventing the negative
outcomes so frequently associated with psychological (di)stress.

Transformational leadership in relation to

organisational culture within the South African national defence force
Ophilia Ledimo University of South Africa, South
Africa; Ophillia Ledimo
Political and legislative changes in South Africa
have led to the transformation of the new South
African National Defence (SANDF), through integration of different forces. This created a diverse
workforce with new leadership, strategic intent,
processes and systems. This article poses the question: What is the relationship between transformational leadership and organisational culture within
SANDF? The main objective was to explore the
relationship between transformational leadership
(Leadership Practice Inventory) and organisational
culture (Organisational Culture Inventory) within
SANDF. An empirical study was conducted using
a quantitative survey on a random sample of N=238
ASGP employees within SANDF. Results indicate a
signicant positive relationship between transformational leadership and organisational culture, and
that demographic groups differ signicantly in their
perceptions of variables. Organisational development practitioners proposing interventions for leadership development and culture change need to take
into consideration the relationship between transformational leadership and organisational culture.
Results contribute to current organisational development literature and provide valuable information
that is useful in proposing leadership and organisational development interventions that are vital for
organisational survival.

Social support can reduce job stress: A moderating role of other orientation
Dan Li Peking University, China; Lei Wang Peking
University, China; Si Yu
Perceived social support can conditionally reduce
the stress of ones work, however, there is no
agreement on the levels and patterns of inuence.
Some theories, such as stress theory model and
transactional model, suggested that personal char-

acteristics play an important role in generation of

stress. Other theories, such as the Buffeting Model,
mentioned that the social support as a group-level
moderator can impact a persons physical and mental health. According to these models, we conducted a two-stage quantitative study by three questionnaires. Participants completed questionnaires on
perceived social support, other-orientation, and job
stress on Time 1, and they were also asked to
complete the questionnaire of job stress 3 months
later. The results revealed that social support indeed
reduces ones job stress, however, the reducing
effect was stably and signicantly moderated by
participants other orientation. Specically, the social support can reduce more job stress on the
individuals with higher other orientation than the
individuals with lower other orientation. This nding suggests that the perceived social support would
not always account for ones job stress effectively,
while moderated by factors such as other orientation. Additionally, the result extends not only the
research areas of job stress and social support, but
also provides many practical implications on human
resource management.

How shared leadership inuences individual

learning behaviour: The mediating effect of
psychological safety
Songbo Liu Renmin University of China, China; Zhen
Wang; Feng Liu; Xiaoshuang Lin
Edmondsons "Leader behavior-psychological safety-learning behavior" model has been established
for more than a decade. We wanted to enrich this
classic model by: (1) Adding one more specic type
of leadership, shared leadership, into this eld, (2)
extending the research level from only team level to
team-individual level; shared leadership is an emergent team property that results from the distribution
of leadership inuence across multiple team members, which is totally different from the traditional
leadership perspective. We put forward that shared
leadership is helpful for psychological safety (team
level), and then leads to individual behaviour positively. By investigating 56 work teams in a big
Chinese company, we conrmed the mediating effect of psychological safety on the relationship
between shared leadership and individual learning
behaviour through hierarchical data analysis. Our
study is also a step forward to explain the "black
box" of leader behaviour - individual learning behavior. In the shared leadership eld, we answered
2 important theoretical questions: (1) Is shared
leadership really good for team members? (2) How
does shared leadership function?

The relationship between servant leadership, affective team commitment and team
effectiveness
Bright Mahembe Stellenbosch University, South
Africa; Amos Engelbrecht
Effective teamwork is one of the core components
of high-performance organisations. Value-based
leadership practices play a critical role in team
effectiveness. The primary goal of the study was
to design and conduct an analysis of the relationships between servant leadership, affective team
commitment and team effectiveness. The aim of the
study was to validate a theoretical model explicating the structural relationships between these vari-

ables in the South African education sector. A

convenient and multi-cultural sample consisting of
202 primary and secondary school teachers was
drawn from 32 schools in the Western Cape Province of South Africa. High levels of reliability were
found for the sub-scales of the latent variables. Unidimensionality of the sub-scales was also demonstrated through exploratory factor analyses (EFA).
Good t with the data was found for the measurement models of the specic latent variables through
conrmatory factor analyses (CFA). Structural
equation modelling (SEM) showed a good t for
the structural model. A positive relationship was
found between servant leadership and team effectiveness. Furthermore, multiple regression analysis
showed that affective team commitment moderated
the relationship between servant leadership and
team effectiveness. The ndings emphasise the central role played by servant leadership and affective
team commitment in understanding employees behaviour in teams. Servant leadership fosters team
effectiveness if employees feel committed to their
work team. Future studies should expand the theoretical model by incorporating additional latent
variables that may inuence team effectiveness.

How I integrate the principles of Logotherapy

(meaning/purpose in life) in my work environment
Solomon Makola Central University of Technology,
South Africa
The purpose of this study was to investigate whether Viktor Frankls theory of nding meaning in life
can be taught to all people, including members of
the management team in my institution.
The
participants are 14 members of the Welkom Campus Management Committee (WCMC) at the Central University of Technology, Free State. For the
quantitative data, a pre-experimental design, one
group pretest-posttest design, has been used to
evaluate the inuence of the workshop on the participants Purpose in Life Test (PIL) scores and
Minnesota Satisfaction Questionnaire (MSQ)
scores. T-tests for paired samples were computed
on the 28 complete sets of pre- and post-test PIL
and MSQ scales to test the signicance of the outcomes. In the qualitative section, a participatory
action research design has been used. On average,
the group displayed a high purpose in life before the
workshop, with a mean score of 121.50. However,
the workshop brought about a signicant increase
of 6.21 in the participants PIL scores. For general
work adjustment, the group displayed a high degree
of satisfaction before the workshop (MSQ M=
82.29; after the workshop, their mean MSQ score
increased to 85.21. Thus, teaching Logotherapy to
the management team resulted in signicant improvement in their levels of meaning, as well as
job satisfaction. As a result, the higher the participants levels of meaning, the better adjusted they
were at work. The results were conrmed by the
qualitative part of the action research.

Interpersonal relations in six departments of

a university: A comparative analysis
John Marasigan Kwantlen Polytechnic University,
Canada
The study aimed at demonstrating positive relationship between various aspects of interpersonal rela-

540
tions and employee well-being. The aspects included
interpersonal relations training, types of interpersonal
relations, cross-cultural relations, motivation, teamwork, stress, and conict resolution, among others.
Six different surveys were administered to 108
employees who volunteered from six separate departments of a university including the library, facilities,
student engagement, learning centre, IET, and student
awards and nancial aid. Data analyses included both
quantitative (descriptive, multivariate, and factor
analysis) and qualitative. Contrary to an expected
commonality among the six departments being part
of the same university, some results revealed contrasting correlations among the various aspects in
question. Negative correlations existed in a couple
or so departments that were positive in other departments. Overall the study led to a general insight on
improving employee well-being. Among the recommendations is to further investigate a challenge encountered at the initial stage of the study regarding
participant recruitment.

A comparative study of stress and anxiety

before and after Ramadan
Tayebeh Mehrabi Isfahan University Of Medical
Sciences, Islamic Republic of Iran
Managers of institutions have a very tensive job.
Studies show that people without religious bonds
cannot ght satisfactorily their daily desires and
their frequent changes. One of the regular prayings
and principles of Islam is fasting which is approved
for providing spiritual health and increasing patience and tolerance in individuals. This study
wants to nd out how fasting may effect the experienced tension of managers. Data were collected
using the Katels standard questionnaire of anxiety
and stress symptoms. The questionnaire was lled
out by managers one month before Ramadan and
one week after Ramadan. Data were analysed using
t-test, Pearson and Spearman correlation coefcient
and ANOVA. Findings showed that the mean of
anxiety in managers was 68.2514.1 before Ramadan and 75.1929.1 after Ramadan. T-test showed a
signicant difference (p=0.001). Also, the mean of
stress in managers was 25.681.14 before and
19.751.29 after Ramadan(p=0.001). In addition,
the results showed a signicant difference between
age with stress and anxiety among the managers
(p=0.018). Fasting is the most effective way to
reduce the stress effects and as the results of this
study show, it brings calmness, sincerity, patience
and tolerance. We hope that fasting as the focus of a
lively constant culture in the society pave the way
to eloquence.

Differential experiences of emotional labour

and burnout among Indian professionals
Sasmita Mishra School of Management, KIIT Univ,
India; Dibyendu Choudhury
An online survey was conducted on 209 Indian
professionals to know the extent of emotional labour they put forth and burnout they experience.
Eta tests were conducted to nd out the mean
difference of emotional labour and burnout across
a range of precept variables. Results revealed that
those professionals differed in the level of emotional labour across age, education level, total years of
experience, organisation type and industry type.
However, there was no gender difference with re-

Industrial/Organisational/Work
spect to experience of emotional labour. When their
experience of burnout was compared across these
variables, they did not differ with respect to age,
organisation type and total years of experience. But,
males and females differed with respect to their
burnout experience. Females were found to be experiencing more burnout than males though they
were seen to be exerting equal emotional labour at
workplace. Findings were discussed with reference
to socio-cultural context and gender role.

Stress, burnout and ways of coping among

professionals
Jitendra Mohan Panjab University, India
Stress and burnout are major factors which professionals often have to deal with in their work environment. The present research was aimed at investigating the stress, burnout, type A behaviour, and
ways of coping among different professionals. For
this purpose, 250 professionals were purposely selected as respondents. The total sample of 250
professionals was further sub-divided into 5
groups. The sample comprised the following professions: Police, IT professionals, Medicine, Engineering and Education. The following standardised
tools were used: 1. Organizational Role Stress
Scale, (Pareek, 1982), 2. Maslach Burnout Inventory (Maslach & Jackson, 1981), 3. Type A behaviour Questionnaire (Cooper, 1988), and 4. Ways of
Coping Questionnaire (Folkman & Lazarus). Intercorrelation method was applied to nd the relationship of Stress, Burnout, Type A, and ways of
coping. Analysis of variances was also applied to
nd the mean differences in these groups. Results
revealed that there was a signicant relationship
between these dimensions. Group differences were
also found. It can be concluded that stress and
burnout plays a very important role for professionals. Efforts should be made to manage stress
and burnout effectively.

The role of academic resources on student

engagement
Kelebogile Mokgele Northwest University, South
Africa; Sebastiaan Rothmann
In order for students to enjoy and succeed in their
studies, they need to dedicate their energy and time,
while being both enthusiastic towards and responsible for their studies. Research done on engagement, indicates that job resources have an impact on
whether an individual experiences engagement or
not. Study resources should for the students, therefore, also have an inuence on student engagement.
Work engagement is characterised by a high level
of energy and high identication with ones work
(Salmela-Aro, Tolvanen and Nurmi, 2009). The
importance of job resources as positive predictions
of work engagement, while job demands are not
signicantly related to work engagement, is highlighted by Schaufeli & Bakkers (2004) denition
of "job resources". A quantitative research approach
is followed in this study. Student Resources Questionnaire and the Oldenberg Inventory are used in
the study to determine the support given in the form
of academic assistance. The extent of such study
resources should be able to determine student engagement. It is predicted that positive relationships
will exist between student resources and study engagement. This research makes an important con-

tribution with regard to engagement research on

university students. In addition, practical interventions for increasing student engagement, as well as
consequences thereof, will be suggested.

Social network and workers welfare

Elaine Neiva University of Brasilia, Brazil; Daniel
Barbosa University of Brasilia, Brazil
The objective of this study was to investigate the
relationship between workplace welfare, and the
characteristics of friendship and communication
networks in labour courts. This study was developed in light of the Work Psychodynamics approach, which postulates about dynamic relations
involving labour organisations and individual processes. It becomes important to assess the relationship between individual processes, and the social
networks that workers develop, seeing that individuals develop social networks which, congured in
a formal or informal way, allows the transition of
varied contents which interfere in the workings of
labour organisations. Thirty public servants chosen
from four labour courts participated of this study.
The Work and Risk Disease Inventory (ITRA) was
applied with a questionnaire for mapping and, consequentially, measuring the Social Networks, making it possible to verify the relationship between the
data of both instruments. One of the results found
was a positive relationship between the human cost
in the physical, cognitive and emotional spheres,
and the positional measures of the networks. A
higher impact on human cost for the public servants
who assume central roles in the networks was also
found. One of the conclusions is that, as the workers broaden their social networks, it becomes more
demanding to maintain the bonds within the network.

Explaining the role of perfectionism and occupational stress in job burnout

Shekoufeh Nikneshan Payame Noor University, Islamic Republic of Iran; Narges Mohamadi; Mina
Mazaheri
This study examined the relationship of job burnout
with occupational stress and perfectionism. The aim
of this study was to explain job burnout according
to negative and positive perfectionism and occupational stress among a group of staff. The research
design constituted a descriptive correlation. The
statistical population comprised the staff of an organisation of the municipality in Isfahan in 1387 s.
c.(2007-8). The total statistical population consisted
of sixty individuals, therefore no sample was selected. All participants were asked to complete a
Cooper occupational stress inventory (OSI-22),
Geldard burnout inventory (BI-40), and Perfectionism inventory (PI-40). Pearsons correlation coefcient and step-by-step regression analyses were
used to analyse the data. The results of Pearsons
correlation coefcient indicated that there is positive signicant relation between occupational stress
and negative perfectionism with job burnout. Also,
the results of step-by-step regression analyses indicated that negative perfectionism, positive perfectionism and occupational stress are capable of predicting job burnout. There was no signicant
difference between male and female. In conclusion,
occupational stress and negative perfectionism increase levels of job burnout.

541

Industrial/Organisational/Work
The Oriki as a tool for leadership development

The inuence of employees self-efcacy on

their quality of work life

Judith Okonkwo British Airways, United Kingdom

This study stemmed from two perspectives, the rst
was the exploration of cross-cultural inuences in the
workplace, seeking to nd a route for businesses to,
not only, navigate the complexities that a multi-cultural workforce in a global organisation can pose, but
also provide them with tools for leverage on this
diversity, and build up authentic core competencies
that benet from individual experience. The second,
a review of scholars poring over trend data and
conceding that leadership and management are skills
gaps that need to be breached in Africa in particular,
with multi-nationals from NGOs to large corporates
echoing this view. The author considers this an uninformed position that stems from the consideration
of leadership as a Western derivative infused with a
few Asian principles (predominantly Chinese). However the ability to lead people, to get the best out of
them, has existed globally for several years, and there
is much to be learnt from all cultures. The result has
been the development of a leadership coaching methodology that has roots in Yoruba mythology but
transcends cultures and is currently being trialed by
individuals in various organisations. The development and practice of this method is discussed along
with new insights from ongoing work.

Abigail Opoku Mensah University of Cape Coast,

Ghana; Lebbaeus Asamani
Many employees today are spending more time in the
workplace in response to job insecurity, workplace
demands and nancial pressures. Self-efcacy and
Quality of Work life (QWL) remain relatively unexplored and unexplained, especially, in Ghana. This
study seeks to nd out the current status of employees self-efcacy and QWL, and the extent to which
self-efcacy of employees inuence their QWL. The
study research into how peoples self-efcacy relates
to their quality of work life to improve performance.
The study was a descriptive survey. It used frequencies, averages and other statistical methods to analyse
the data. The sample consisted of 200 employees, 70
from service institutions, 50 from nancial institutions
and 80 from educational institutions. Organisations
and respondents were randomly selected. Descriptive
statistics, Pearsons correlation and the One-Way
Analysis of variance (ANOVA) were used to analyse
the data using the SPSS for Windows. The results
indicated that, there was a signicant positive correlation between self-efcacy and QWL of employees
(r = .225, p < .01). There were no signicant inuences of employees' age and tenure on their selfefcacy. The results revealed that employees educational level signicantly affected their QWL (F =
2.92, p < .05). A post hoc (LSD) analysis was conducted to ascertain which levels signicantly differ.

Globalisation and healthcare delivery: The

experiences of Nigerian expatriate doctors
Judith Okonkwo British Airways, United Kingdom;
Vivian Adum
This presentation showcases a study that focused on
the the experiences of Nigerian expatriate medical
professionals practicing in the United States and the
United Kingdom. A survey was administered to a
sample and further data gathered through a series of
in-depth interviews, which focused on their experiences as expatriate professionals and the impact that
this has had on their productivity. Results and conclusions are discussed.

Authentic leadership and safety climate in

shipping
Olav Kjellevold Olsen Royal Norwegian Naval Avademy, Norway; Gerry Larsson; Jarle Eid; Hanne Borgersen; Sigurd Hystad
Due to many critical accidents in the shipping industry the past decades, safety performance (safety compliance and participation) on ships has received increased attention from industry and research. Safety
climate, dened as safety perceptions, attitudes and
beliefs, is a factor that has been shown to promote
safety performance in such safety-critical organisations. The study investigated how leadership inuences the safety climate on board and more specically if authentic leadership can explain a positive
safety climate. Questionnaires were distributed to 499
Filipino seafarers working on Norwegian-owned cargo vessels. The results show that the level of the
masters authentic leadership predicts level of safety
climate, but only the facet of relational transparency
proved to be a signicant predictor on facet level.
The results indicate that the authentic leadership
model could represent processes that foster a positive
safety climate in shipping, and that authentic leadership development may be a fruitful avenue for enhancing safety performance on ships.

Construction and validation of the Islamic

management scale and its relationship to
perceived organisational and supervisor support and trust
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Hajar Massah
Stress on the Quran, The holy book of Moslems,
increased in Iran in recent years. Its instructions
recommend us to respect and support subordinates.
Many people accept the rules of the holy Quran.
Because of its cultural roots, in the current paper, the
researchers wrote the item pool according to this
book and administered them to 165 managers of the
Gas oil company, the biggest holding company in
Iran. For content validity, the Lawshe method was
applied. For constructional validity, both an explanatory factor analytic and a conrmatory factor analytic method was used. For criterion validity, perceived organisational and supervisor support, and
supervisor trust, as well as perceived interactional
justice was used. The meditational analysis conrms
the full mediational role of supervisor trust, and the
partial mediational role of supervisor support. Whereas, for perceived interactional Justice (scale of Collquit), the moderation mediation role was revealed,
by moderated regression and hierarchical regression
analysis (based on Judd and Kenny).

The relationship between work-family conict and job stress considering the mediating
role of psychological hardiness, among personnel in the Iran Polyacryl Company
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Shabnam Javanmard
The purpose of the current study was to investigate
the relationship between work-family conict and

family-work conict with job stress, considering the

mediating role of psychological hardiness. A sample of 250 persons from the Iran PolyAcril Company were randomly selected. Measures were the
Work-family Conict Scale, Job stress scale, and
Hardiness scale. Findings indicate that work-family
conict and and family-work conict are related to
job stress. The mediation role of hardiness was also
conrmed, using hierarchical regression analysis.
To explain the results, we must notice that individuals high in hardiness are protected from job
stress, because they consider changes as challenging in their lives and interpret them as unfolding
and self-actualization processes. Their access to
effective coping strategies, makes them capable of
encountering external conditions as proactive and
not passive persons; namely they plan for their own
life, not relying on external conditions. These characteristics help them to manage the responsibilities
of work and family life in a good manner and
therefore decrease the stress resulting from workfamily conict.

Relationship among ve forms of work commitment, desire to remain and turnover

Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Maryam Akhbari
There is a body of research that has investigated
different forms of work commitment and its relation
with each other as well as its effect with exit
behaviours like desire to remain and turnover intention. In this study the relation between ve forms
of work commitment with each other and exit
behaviours have been explored based on the Randall and Cote (1991) model and Balfour and Wechsler (1996). These forms of work commitment are
work involvement and job involvement (Kanungo,
1982), identication commitment, afliation commitment, and exchange commitment (Balfour &
Wechsler, 1996). Variables which are studied as exit
behaviour are the desire to remain (Balfour &
Wechsler, 1996) and turnover intention (Porter,
Crampon & Smith, 1976). The samples of this
study are 272 employees of a public organisation
which were selected randomly. Data were analysed
based on structural equation modelling. Absolute,
Comparative & Parsimonious t indices of the presented model showed an accepted level that indicates support for the presented model. Based on the
result, work involvement has a direct effect on job
involvement and an indirect effect on other variables. Also job involvement has been found to have
a direct effect on all three dimensions of organisational commitment and, moreover, with the mediation role of different dimensions of organisational
commitment would result in higher levels of desire
to remain and lower levels of turnover intention.
The result shows by changing dimensions of organisational commitment, changes in turnover intention indirectly would precede changes in desire to
remain.

Investigation of positive affect and emotional intelligence effect on job satisfaction

among oil renery personnel
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Narjes Fasihizadeh
Research has shown a relationship between personality and job satisfaction in two domains namely;

542
core self theory and genetic theories related to
personality. The aim of the current research was
to investigate the relation of emotional intelligence
and positive affect with job satisfaction and then
respond to the question of which variable has the
greatest contribution to job satisfaction. The statistical population was total personnel, formal or informal persons in the Isfahan Oil Distribution and
Renery Company including 1429 persons who
were working in 2009 (1388 s. c.). A simple random sample of 230 personnel was chosen. The Job
Satisfaction Questionnaire of Judge and Bono
(2000) Emotional Intelligence Questionnaire of Human and Health Capabilities Institution (2006), and
Positive Affects in Job Questionnaire of Fox and
Spector (1999) were used as instruments to measure the variables. Results indicate that affect and
emotion play role in job satisfaction.

Relation of effort-reward imbalance with

burnout and ambulatory blood pressure
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Samira Shahpouri ; Aimee Ferreira
Hypertension has been hypothesised as a plausible
biological mechanism associated with effort-reward
imbalance at work. Goal choices relation with
effort-reward imbalance was justied by Vroom
motivational, and Lock goal setting theory. Burnout
is obviously associated with goals, because if job
aspirations, which are inspired by goals, couldnt
unfold in the working condition, burnout appears as
a consequence. As a matter of fact, the aim of the
current paper was to investigate the relation of
effort-reward imbalance with burnout, and ambulatory blood pressure, by considering goal choices
impact on the above relationship. 230 personnel of
an Iran oil-renery and distribution company were
selected as the research sample. Their ambulatory
blood pressure was measured in an annual healthcheck programme. They were also asked to respond
to burnout and effort-reward imbalance, and goal
facet inventories simultaneously. Data were analysed with consideration of the Baron and Kenny
approach. Results indicated the full mediating role
of goal choices. Financial goals odd-ratio indicated
higher risk factor in comparison to other goals.
Implications for HRM sections and researchers are
obvious.

An investigation of the content of police

professional identity: An internal perspective
Catalina Otoiu Babes Bolyai University, Romania;
Lucia Ratiu; Daniela Andrei; Claudia Rus; Gabriel
Vonas
To date, there is no commonly accepted denition
of the concepts of "identity" in general, and "professional identity" in particular. Our research question was driven by the lack of a unied framework
to conceptualize professional identity and by the
fact that, while most of the studies in this eld focus
on the construction of professional identity, very
few look at and discuss its content. Thus, the aim
of this study is to examine the way in which Romanian border police perceive their professional identity. More specically, this study focuses on identifying both the core and the peripheral aspects of
police professional identity. The sample is comprised of 26 border police, located in different

Industrial/Organisational/Work
regions of Romania and working in different structures and on different organizational levels within
the Romanian Border Police Force. The 21-statement test, a modied version of the 20-statement
test (Kuhn & McPartland, 1954) was used to collect
information about the primary characteristics of the
police professional identity. Following the procedures used in Q-sort techniques, the mentioned
characteristics were arranged on a -4 (least important feature) to +4 (most important feature) Q-sort
distribution format, according to the degree of importance to the profession of police. Our results
give a general overview of these core content of
police professional identity and the main values that
are comprised within it.

Social responsibility in universities: A systematic review

Catalina Otoiu Babes Bolyai University, Romania;
Soa Chirica; Daniela Andrei; Claudia Rus
The aim of this study was to systematically integrate the literature on university social responsibility in order to identify its denition and its links
with professional education and with professional
development within universities. The analysis was
conducted on 191 papers identied through a computerized search on Sage, Wiley, Emerald, InformaWorld, ScienceDirect and Springerlink. Using content analysis, the results revealed that social
responsibility in universities was studied from different theoretical perspectives. There are no empirical studies that have examined, within the same
study, multiple aspects and facets of this concept, or
the interaction between these aspects, and we found
no apparent trends in its theoretical development. It
was frequently examined from the perspective of
corporate social responsibility, and less examined in
academic settings. The results of the review show
that social responsibility in universities can be considered is terms of the impact of the university on
society, through professional communities, and in
terms of the way in which society, through communities of practice, inuences the way in which
universities continuously redene their objectives
and operating mode in their efforts to become more
efcient on the educational market. The main
dimensions of social responsibility identied
through this analysis consisted in strategic orientation, active citizenship, ethics, reection, critical
thinking and autonomy. These results reect the
multidimensionality of social responsibility in universities and the need to extend the empirical research on this topic.

The relationship between stress, workload

and burnout
Seyed Reza Poorseyed University Esfahan, Islamic
Republic of Iran; Hadi Emami Daramrood
The purpose of this study was to determine the
relationship stress, workload and burnout in nurses.
Subjects were 150 students (76 male and 74 female). The instruments, were workload Scale
(WLS), stress Check list (SCL) and burnout Questionnaire (BQ). The results showed that there were
signicant correlations between all of the stress,
workload and burnout scores (P<0/05). The result
of analysis of regression show that stress, and
workload together explain 5 percent of variance in
burnout (P<0.01).

The relationship between self-esteem and

employability attributes of postgraduate
business management students
Ingrid Potgieter UNISA, South Africa
The impact of challenges such as decreased employment opportunities, increased personal responsibility to keep up with the changes, current skill
shortages and demands for retaining talented and
skilled staff have led to emphasis on career metacompetencies to enhance an individuals employability attributes. The objectives of the study were:
(1) to determine the relationship between self-esteem (as measured by the Culture Free Self-esteem
Inventory) and employability attributes (as measured by the Employability Attributes Scale), (2)
to determine whether individuals biographical
details signicantly predict their self-esteem and
employability attributes, and (3) whether males and
females differ signicantly regarding self-esteem
and employability attributes. There seems to be a
paucity of how individuals self-esteem relates to
their employability attributes in South Africas multicultural organisational context. A quantitative survey was conducted on a convenience sample of N
equals 304 employed adults enrolled for an honours
degree in business management in a higher education institution. Correlational statistics, multiple regression analyses, categorical regressions and independent t-tests were used to analyse the data. A
number of signicant relationships between the
participants self-esteem and employability were
found. The results showed that biographical details
signicantly predicted participants employability
attributes. Career counsellors and human resource
practitioners need to recognise how peoples selfesteem and their biographical details inuence their
employability attributes. The ndings add to existing career literature on the skills and competencies
and biographical information that inuence employability and provide valuable information that
can be used during career development support
practices and career counselling practices in the
contemporary world of work.

One organisation, different minds: Agency

model of hospital workers
Ariel Quezada Universidad Adolfo Ibanez, Chile;
Macarena Sanchez; Pedro Cabrera; Javiera
Espinoza
In a hospital, workers are exposed to different sources
of risk, e.g. infections, trauma, contagion, radiation,
etc. However, risks could be higher if a worker
perceives whether accidents are preventable or not.
In this sense, mental models about agency are central
to preventive action to avoid accidents. Culture psychology describes different information processing,
promoted by different cultural contexts. Markus and
Kitayama (1991) indicated that collectivism is typical
in oriental cultures while individualism is typical of
occidental cultures. Recent investigations reveal that
social class is also an important cultural context, with
a strong inuence on cognitive agency models of
individuals (Stephens, Markus and Townsend,
2007; Stephens, Markus and Fryberg, 2011). This
can have an expression in the agency model of
professional and non-professional workers in the
same organisation. To measure implicit cognitions
about agency models of participants (Fazio and
Olson, 2003), we used a procedure described by
Savani, Markus, Naidu, Kumar and Berlia (2010)

543

Industrial/Organisational/Work
showing a 6 minute video and asking participants
how many decisions taken by the actor, were observed in this lm. We compared the number of
decisions reported by professionals and non-professional participants. Collected data showed a signicant difference of decisions observed by each group
of workers F(1, 59) = 46,903 p < 0.001). Results
reveal different agency models on different actions.
This can explain diverse attributions of risky behaviour. Indeed, this nding could be used to design
training on a safety culture, integrating the particular
mental model of workers, focused on the cultural
context of each social group.

Transformational leadership: The role of psychology in leadership development and

change
Wiehann Rademan Sanlam Personal Finance, South
Africa
The purpose of the paper is to introduce the concept
of transformational leadership and the required competencies in the current macro environment. Research
supports a transformational leadership style given the
changing social and business landscape and the need
for operations in multicultural environments. As
such, transformational leaders aim to motivate others
to achieve beyond what was originally thought possible. Ways of developing leadership are explored.
As a manager of a group of psychologists, the author
links current general leadership knowledge and collective professional experiences with process suggestions for other practitioners. Core to transformational
leadership are the elements of innovation, collaboration and practical teamwork. Psychological change
processes like consciousness rising, choosing, and
conditioning, form the platform for the development
of these core leadership competencies. Psychological
process work, and dynamics, featured during the
discussions between psychologists who coach senior
managers and act as development facilitators are
illustrated. Themes like strategic planning, leading
others, empowerment, interactional leadership practices and personal leadership development are
amongst these critical topics for discussion. Furthermore, the leadership needs of a group of South
African mass middle market nancial advisers are
mentioned and essentials like interactive, visible and
visionary leadership are briey described. The leadership expectations within the group of advisers were
identied during trend analyses after national focus
groups in a nancial institution were conducted.
Finally, the paper concludes that transformational
challenges are central to all sectors of the South
African context and psychological process work can
help in the selecting and moulding of leaders capable
of leading change.

Quality of work life and psychological wellbeing of police employees: A relationship

study
Rekha Rani Indian Institute of Technology, India;
Pooja Garg
This study examined the effect of quality of work life
(QWL) on psychological well-being (PWB) of police
employees. Measuring psychological well-being of
police employees is worth investigating, not only
because understanding the "optimal functioning" is
likely benecial to police organisation, but also because fostering the employees entire health, content-

ment and experience fully functional person in life

spheres. Quality of Work Life Scale (QWLS) developed by Angus S. McDonals and Psychological
Well-Being Scale (PWBS) developed by Carol Ryff
were used for data collection. The participants were
chosen using purposive convenient sampling. The
results from Pearsons R and Multiple Stepwise Regression Analysis indicated that the dimensions of
QWL (support from manager/supervisor, freedom
from work related stress, job satisfaction, challenge,
use of skills and autonomy, salary and additional
benets, relationship with work colleagues, involvement and responsibility at work, and communication,
decision-making and job security) have signicant
and positive contribution in maintaining PWB (autonomy, environmental mastery, personal growth,
positive relations with others, purpose in life and
self-acceptance). The ndings suggested that experiencing high QWL in the workplace dramatically
leads to psychological well-being, that in turn leads
to life satisfaction of police employees. In fact, QWL
can denitely boost the energy, optimal functioning
and positive behaviours in personal and professional
life. The study provides valuable implications for the
police practioners, researchers and management body
to better understand the workplace requirements and
psychological needs of police employees where they
can experience themselves to be fullling, and develop as global citizens with true human potentials.

that insecurity also is related to affectivity. The core

aim of the present paper is to examine the psychometric qualities of a questionnaire aimed at measuring rational as well as affective aspects of job insecurity and how these factors are associated with job
satisfaction and behaviour. The results of the study
are based on two self-completion questionnaire surveys. The rst survey was carried out amongst
employees experiencing organisational downsizing
in the UK and Nordic Division of a company manufacturing chemical products (n=254). The response
rate was 100 per cent. The company is one of the
worlds greatest industrial gas suppliers. The second
survey was carried out among a representative sample of the Norwegian public, spring 2005 (n = 260).
The response rate was 38 percent. Job insecurity was
signicantly associated with job dissatisfaction. The
more insecure the employee reported to be, the more
job dissatisfaction was also reported. Job dissatisfaction also related to on-the-job risk behaviour.
Respondents who were dissatised with the working
conditions reported on-the-job risk behaviour more
frequently compared to those who were satised. It
was primarily the affective aspect which was related
to dissatisfaction. These results concur with research
carried out previously which hypothesised that job
satisfaction may mediate the relation between job
insecurity, safety motivation and knowledge as well
as occupational safety.

A consideration of the role of culture and/or

sub-culture as contributors to national proles of entrepreneurial activity

Safety, health and quality of life in personal

and organisational level in the manufacturing industry

Hazel Rosin York University, Canada

Differences in national levels of entrepreneurship
have been observed by scholars. There is an ongoing
effort to understand the reasons for this, and to
identify and examine variables that appear relevant
to these differences. Interest in this phenomenon is
driven by the existence of a substantial body of
research evidence showing that a vibrant entrepreneurial sector is an important source of a countrys
economic and employment growth (Birley, 1987;
Schumpeter, 1934; Thomas & Mueller, 2000).
Among the variables believed to contribute to national differences in entrepreneurship is culture. Ongoing
cross-national research facilitated by the Global Entrepreneurship Monitor consortium (GEM) has identied culture and social norms as one of nine entrepreneurship framework conditions, i.e. variables that
inuence individuals decisions to pursue entrepreneurial initiatives (GEM, 2009). In a review of
research in this domain, Hayton, George, & Zahra
(2002) concluded that culture may act as a moderator
of the relationship between the economic and institutional context and entrepreneurship indicators.
However, they observed that systematic and in-depth
research into cultures role is at an early stage. This
paper will draw on empirical and theoretical
approaches to date to develop a model of the relationship of culture (or, within diverse societies, subculture) to entrepreneurial cognitions and behaviour.

Jose G. Salazar Estrada Universidad de Guadalara,

Mexico; Norma Ruvacaba Romero Universidad de
Guadalara, Mexico; Raquel Gonzalez Baltazar
The research aims to examine working conditions of
workers in manufacturing industries. Several factors
were identied as safety factors, organisational risk
and perception of workers about their working relationship and about the organisational factors. A descriptive cross-sectional study was conducted,
through a questionnaire applied in 24 small, medium
and large industrial facilities. A second questionnaire
was applied to a sample of 392 workers who had at
least six months working in the same 24 facilities.
Only in 25% of small industries identied health
services for the personnel. In 8.3% of these industries, committees for health and safety were identied, and only 8.3% had administrative control measures. No more than 25% of workers used protective
equipment in small industries, as opposed to in 100%
of workers in intensive industries. The perception of
risk varies depending on the hazard by up to 93% and
by gender. The lack of motivation, more than dissatisfaction, is the personal factor that showed a higher
signicant association with organizational factors.
We conclude that the main problems of occupational
health and industrial safety are present in industries
classied as small and medium. It is required that
industries include quality programmes of working
life, health and safety.

Job insecurity, job satisfaction and occupational health and safety

The workers psychosocial factors of the

manufacturing industry in Mexico

Torbjorn Rundmo Norwegian Univ. of Sci.&Techn.,

Norway; Hans Lind
Job insecurity has been dened primarily to consist
of a rational component. However, it may be argued

Jose G. Salazar Estrada Universidad de Guadalara,

Mexico; Norma Ruvalcaba Romero; Eva Nunez
This paper seeks to identify the relationship between mental health, Sense of Coherence (SOC)

544
and psychosocial factors, in relation to a perception
of work through a cross-sectional study. It makes
use of a random sample of workers in a manufacturing industry. The highest overall SOC score that
men earned was 124.44. The presence of a "low
state of mental health" is present in 17.61% of
males and 29.45% of females. In men statistically
signicant differences with respect to the higher
average age of the worker and the work time were
found. The SOC scores were higher in subjects with
better mental health in both sexes, and was inversely correlated with scores on the General Health
Questionnaire (GHQ) in all subjects studied.

Employees graduate and employability attributes in relation to their emotional intelligence and career anchors
Dries Schreuder UNISA, South Africa; Melinde Coetzee UNISA, South Africa
The objective of this study is to determine the relationship between the graduate attributes (measured by
the Graduateness Scale), employability attributes
(measured by the Employability Attributes Scale),
emotional intelligence (measured by the Assessing
Emotions Scale), and career anchors (measured by
the Career Orientations Inventory) of a convenience
sample of 67 adults employed in the South African
service industry: 85% blacks, 86% females, (72%) in
the early adulthood phase and (70%) at staff level,
84% in their nal year of undergraduate studies at a
distance learning institution in the economic and
management sciences eld. A quantitative web-survey approach was followed in collecting primary
data. Descriptive statistics (means, standard deviations and Cronbachs Alpha coefcients), correlational and multiple regression analyses were performed to
achieve the objective of the study. The internal consistency reliabilities of the four instruments ranged
between 0.75 and 0.90 (high). Signicant relationships were observed between the participants graduate and employability attributes and their emotional
intelligence and career anchors. The career anchors
and emotional intelligence of the participants significantly predicted their graduate and employability
attributes respectively. The ndings contribute new
knowledge that may be used to inform human resource career development practices concerned with
optimising person-job t and the employability of
particularly young black females in the service industry. Future research should replicate the study with a
broader, demographically more representative sample.

Relation of personality characteristics with

job satisfaction in Iran
Mohammadreza Seira Islamic Azad University,
Karaj, Islamic Republic of Iran
The present study has been planned and executed
with two objectives: (1) Study of Relation of Personality Characteristics with Job Satisfaction. (2)
Relation between Gender and Job Satisfaction. The
main part of the present study is of correlation type.
For this reason, a number of 60 men and women
(ranging from 25 to 60 years) of staff and manpower of consulting engineering companies were selected with cluster sampling method. Research tools
were JBI (Job Satisfaction Test) and NEO (ve
broad domains of personality). Correlation and T
test were used for analysis of data. The results of the
study show that there is a positive meaningful

Industrial/Organisational/Work
correlation between factors of "openness, agreeableness, consciousness and extraversion" with job
satisfaction among men and women but a meaningful relation in the factor of "neuroticism" was not
observed. From among personality factors, "openness" showed higher correlation (57%) with job
satisfaction. Also, there is not a meaningful difference between gender and job satisfaction. Job satisfaction depends on various factors like work attractiveness, rate of salary, equity, colleagues and
workplace. The results of the present study show
that specications of the personality of individuals
can be considered as one of determining factors of
job satisfaction.

Dissemination of knowledge in organisations: preparation of training instructors

Janaina Silva Universidade Federal Fluminense,
Brazil; Julio Figueiredo; Claudia Mattos; Mariana
Mesquita; Juliana Mello; Haylandeer Nascimento;
Alice Pinho; Fernanda Ribeiro; Raquel Ramos;
Juliana Souza; Aimee Ferreira
To attend to organisations demands and to prepare
training professionals to act as multiplier agents of
knowledge among workers, the Supervised Internship in Labour Psychology, from Universidade Federal Fluminense (Brazil), offers a Preparatory Course
for Training Instructors. The course aims to provide
the participants an opportunity to learn, to study and
to review key concepts, methods and instructional
resources present in the practice of professional training. The activities emphasise the planning, implementation and evaluation of the syllabus. Elements
related to the preparation of lesson plan, instructional
objectives, content, methodology, resources, evaluation, dynamics and structured exercises stand out.
The methodology is based on the reality of the
participants and participatory education, which
invites students to discuss the topics presented. During the course, recordings are made of each participant acting like a training instructor, followed by
evaluation. The results and demand for the course
reafrm the importance of offering it as a way to
integrate the main activities of the Brazilian public
universities: teaching, research and extension.

The work of service providers in a Brazilian

public university
Janaina Silva Universidade Federal Fluminense,
Brazil; Julio Figueiredo; Claudia Mattos; Mariana
Mesquita; Thayla Nascimento; Alice Pinho; Haylandeer Nascimento; Fernanda Ribeiro; Aimee Ferreira; Carolina Cohen; Tais Carmo
This summary presents the main results of the project: Development of the employees of the Center for
General Studies UFF (Brazil). The project includes a
survey of users of the service department that compose the study centre, and an organisational climate
survey, in order to identify the key elements that
would interfere in the quality of services, in view
of technical and administrative staff. It questions the
hegemonic speech, related to the quality in service
provision as a key factor in the of systems today. The
information collected and analysed are presented and
discussed in meetings with the workers, and the
direction of the unit, and are then dened as subprojects to be implemented. So far, the results
obtained, in the units surveyed, conrm the hypothesis of good acceptance of services and reveal issues

to be developed. The main conclusions of the study

results do not differ substantially from the problems
identied in the provision of services in the private
sector. The theoretical premises and methodological
project aimed at improving the provision of services
in government agencies.

Emotional dissonance and social support in

services sector
Beatriz Sora Open University of Catalonia, Spain;
Maria Vera
The purpose of this study was twofold. Firstly, to
analyse the detrimental effect that emotional dissonance may produce in service workers, more specifically, we have tested job satisfaction, intention to
leave organisation and organisational deviance to be
related to emotional dissonance. Secondly, to test that
both types of social support (i.e., co-workers and
organizational support) and also its combination
modulates the relationships listed above. Using Hierarchical Multiple Regression Analyses we have conrmed our hypothesis, which basically are: (1) Emotion work was related to lower levels of job
satisfaction, and higher levels of organisational deviance and intention to leave organisation, (2) Both
types of social support (i.e., co-workers and organizational support) and also its combination modulate
the relationship between emotion work on one hand
and job satisfaction, organisational deviance, and
intention to leave organisation on the other hand.

Recovery as a buffer of job insecurity: Can it

ameliorate the effect of job insecurity on
both work and non-work outcomes?
Beatriz Sora Open University of Catalonia, Spain;
Thomas Hoege
Currently, job insecurity has presented as one of most
harmful stressor in employees work life. Accordingly, an outstanding amount of detrimental work and
non-work outcomes are associated to this stressor. An
outstanding amount of research has focused on its
study, but without congruent results. Sverke et al
(2002) and Chen and Chang (2008) have pointed out
that this variability can be due to other intervening
factors on relationship between job insecurity and its
consequences. Accordingly, the aim of this study is to
examine the moderator role of recovery on relationship between job insecurity and employees work
and non-work outcomes (i.e. job satisfaction, intention to leave the organisation, family cohesion and
family adaptability). This study was carried out with
556 employees from Spanish services sector. The
results showed that recovery modulated the job insecurity-outcomes relation. More specically, psychological detachment and mastery ameliorated the
levels of employees work outcomes (job satisfaction
and intention to leave the organisation); whereas
relaxation ameliorated the work outcomes (family
cohesion and family adaptability).

The relationship between talent management and the psychological contract

Karel Stanz University of Pretoria, South Africa; Lizel
Prinsloo
The world of work and the psychological contract are
continuously changing. Employees today value career development and the improvement of their
knowledge and skills more than being loyal to an

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Industrial/Organisational/Work
organisation. All of these might be expectations that
employees have as part of the psychological contract.
Organisations therefore need to develop and apply
effective talent management practices to meet the
psychological contract needs of talented employees.
Against this background the main objective of this
research is to determine the relationship between
talent management and the psychological contract .
A quantitative research approach was followed in this
research. The Assessment of Talent Management
Practices Instrument and the Psychological Contract
Inventory were administered among employees
(N=102) working in the service industry in Gauteng
in SA. The results showed that signicant positive
relationships exist between the dimensions of talent
management and the employer obligations of the
psychological contract. The results of the study indicated that effective talent management practices can
strengthen the psychological contract between
employers and employees. The effective application
of talent management practices in the organisation
can therefore result in a more stable workforce and
reduce employee turnover. Implications for future
research are suggested.

Relationships among cognitive style, personorganization t and innovative behaviour

James J-M Sun Renmin University of China, China;
Zhen Wang; Jian-Min Sun
It has been widely reported that cognitive style is
positively related with individual creativity, while
its relationship with innovative behavior has been
less studied. Lots of researchers have conceptualized that creativity differs from innovation because
innovation is a two-component construct, encompassing both generalization and implementation of
ideas, whereas creativity is at the most the idea
generalization. This study aims at exploring the
latter relationship. Two different versions of questionnaires were posted or emailed to 350 employees
and their supervisors from more than 30 organizations in several big cities of China. Employees rated
their own cognitive style and perceived t with
organization. Supervisors rated these employees
innovative work behavior. 209 valid respondents
were obtained. Data were analyzed with correlation
and hierarchical regression. Results indicated that
(1) innovative cognitive style was positively related
to idea implementation, (2) job demands-employee
abilities t moderated this relationship, but supplementary and employee needs-job supplies t had no
moderating effect, and (3) idea generalization mediated the relationship between cognitive style and
idea implementation, and between cognitive styledemands-abilities t interactions and implementation. The study extended our acquaintance with
determinants and mechanism of innovative behaviour in the workplace, suggesting that individual
innovation is a complicated process in which each
step has its own particular feature. Implications and
future study agendas are discussed.

The relationship between commitment-based

human resource management, job engagement and individual innovative behaviour
James J-M Sun Renmin University of China, China;
Zhen Wang; Jian-Min Sun; Ruijuan Zhang
Individual innovative behaviour in organizations
has been recognised as one of the determinants

that enhance the competitiveness of enterprises.

Some researchers have posited that the human
resource management practices have a positive
relationship to innovative behaviour, while very
little empirical research has specically examined
these relationships. Based on social exchange theory, we established a theoretical framework and
examined with empirical data the relationship
among commitment-based human resource management practices, job engagement and individual
innovative behaviour from a cross-level perspective. Questionnaires were distributed to more than
800 employees in 110 companies in different
types of industries. 635 usable questionnaires from
100 companies were obtained, with 3-6 respondents from each company. Employees reported
their job engagement and innovative behaviour
while HRM managers from each company
reported commitment-based human resource management practices. Correlations, hierarchical regression, and hierarchical linear modeling were
conducted to test the hypotheses. Results showed
that commitment-based HRM practices were highly correlated with employees innovative behavior
and this relationship was meditated by the job
engagement of employees. By bridging the macro
and micro perspectives of strategic HRM studies,
our study disentangled the implicated association
of HRM practices with employee behaviour.
Implications and limitations of the study were
discussed and future research directions were
pointed out.

The relationship between the big ve personality traits and job involvement
Mahnaz Talebzadeh University of Isfahan, Islamic
Republic of Iran; Aboulghasem Nouri
The purpose of this study was to investigate the
relationship between the big ve personality traits
and job involvement in Isfahan Water and Wastewater Company, Iran, in 2009. In order to achieve
this aim, a random sample of 125 persons were
selected. Research instruments consisted of the
following three questionnaires: (1) Short form of
big ve personality questionnaire (NEO-FFI), with
the reliability coefcients of 0.8 for Agreeableness
to 0.87 for Openness, (2) Kanungo involvement
questionnaire, with reliability cofcient of 0.8, and
(3) a demographic questionnaire. The results of
correlation coefcient analysis showed a signicant positive relation between extroversion, openness, conscientiousness and job involvement
(p<0.05). The results of multiple regression analysis indicated that Neuroticism and Conscientiousness had more impact on the prediction of job
involvement compared to other variables. Although the difference between men and women
was not signicant in job involvement, the difference was signicant between the mean of Neuroticism and Extroversion components. Considering
gender, neuroticism was higher for women but
Extroversion was higher for men. The relationships were negative and signicant between Neuroticism and education, Conscientiousness and
age, job involvement and education. Based on the
best knowledge of the authors, there is no similar
study in Iran or other countries. Organisational
climate and demographic variables were not controlled, and the results may have been affected by
these limitations.

Investigating the experiences of gratitude

during organisational change
Shirleen Titus University of Western Cape, South
Africa
This study explores the impact of positive stimuli in
organisations have been an observed in the eld of
positive psychology as well as industrial psychology. Experiences of gratitude, a positive emotion,
have been investigated through experiments, analysis and interpretations which involved students,
children and organisations. Todays organisations
and their employees require that positive aspects
such as gratitude and optimism should be increased
in order for organisations to ourish (Emmons &
McCullough, 2004). Gratitude is linked to a positive trait in behaviour and exists in response to
being grateful (McCullough et al., 2002). The impact of positive traits such as :self-efcacy, hope,
optimism and resilience and the relationship they
have with gratitude (Luthans & Youssef, 2007)
during organisational change could deepen understanding of gratitude in organisational behaviour.
The perceptions of gratitude in the organisational
context were analysed through content analysis of
the experiences of 16 respondents in an existing
listed company. Adapted versions of the Gratitude
Questionnaire (GQ-6), the Gratitude Resentment
and Appreciation, GRAT 44 Item Scale and Psychological Capital (PsyCap: PCQ-24) questionnaire
were used so that the researcher could gain further
insight into how participants experienced gratitude.
A heuristics framework of results indicates that
individuals view self-efcacy and intrinsic strengths
as core factors in their expression of gratitude.
Other important emerging themes include: opportunities for personal growth, well-being and a sense of
purpose; leadership, trust, decision-making, empowerment, recognition and reward; competence,
teamwork underpinned by social exchange, reciprocity, amplifying effect and diversity; and adversity, resilience and counting blessings.

Psychological career resources in relation to

work engagement and organisational commitment foci
Rebecca Tladinyane University of South Africa,
South Africa; Melinde Coetzee
To determine the relationship between employees
psychological career resources (measured by the
Psychological Career Resources Inventory), work
engagement (measured by the UTRECHT Work
Engagement Scale) and organisational commitment
foci (measured by the Organisation-related Commitment Questionnaire) of a convenience sample of
318 adults employed in the South African Service
industry: 76% blacks; 77% females; 59% single;
39% at staff level; enrolled for further education
studies at a distance learning institution in the Economic and Management Sciences eld. A quantitative survey approach was followed in collecting
primary data. Descriptive statistics (means, standard
deviations and Cronbachs Alpha coefcients) and
canonical correlation analyses were performed to
achieve the objective of the study. The internal
consistency reliabilities of the three instruments
ranged between 0.75 and 0.99 (high). Signicant
relationships were observed between the participants psychological career resources, work engagement and organisational commitment foci. The
ndings contribute new knowledge that may be

546
used to inform human resource career development
practices concerned with optimising person-job t
and the retention of particularly young black
females in the South African service industry. Future research should replicate the study with a
broader, demographically more representative sample.

Employee experiences of performance management appraisals: A qualitative study

Tshepo Tsiu South Africa; Michelle May
Existing literature about employees experiences of
performance appraisals seemed to indicate a strong
management bias in that research seemed to be
written for managers. This and the researchers own
negative and positive experiences on performance
management appraisals at different organisations
have also propelled interest in this area. The objectives of the research project was to explore employees experiences of performance management
appraisals. The qualitative approach was chosen in
order to obtain a deep and sensitive understanding
and appreciation of employee experiences of performance appraisal sessions. This was an exploratory study because the researcher began work in a
little researched area. The research setting was the
Sales Division of one of the big banks in South
Africa. Using the purposive, non-probability sampling method, a sample of ve participants in varying employment levels was selected. A semi-structured interview was conducted with the participants.
The data was analysed using the discourse analysis
method. The ndings indicate that those performance appraisals are conducted mechanistically
by line managers; there is loss of control over key
performance areas that employees are assessed on.
There is, however, managerial support with regard
to Action plans and Personal Development Plans.
What can be concluded from this qualitative study
is in keeping with the current literature debates
around performance management and appraisals.
It is recommended that future research studies be
undertaken about challenges with performance
management; objectivity and performance standards; coaching and collecting information on employee performance; and career development and
training needs identication arising from performance appraisals.

Employees organisational commitment,

subjective well-being and team work
Leonard Ugwu University of Nigeria, Nsukka, , Nigeria; Regina Okwuosa
Many reforms have taken place in the Nigerian
banking sector. Some of these reforms were the
recapitalisation and restructuring policy of the Central Bank of Nigeria (CBN) and the granting of
license to private operators, which empowered them
to establish new banks, ("New generation banks").
Unlike the traditional comercial banks, the new
generation banks adopted a "imposed targets" strategy. Imposed target refers to the unrealistic goals set
by the management requiring employees to meet
certain nancial benchmarks in a giving period. The
question is: What are the effects of the imposed
targets on the employees organisational commitment, subjective well-being, and team work? Three
hundred and twenty-ve employees (171 employees of traditional commercial banks and 154

Industrial/Organisational/Work
employees of "New generation banks") participated
in the study. Three instruments used for data collection were: Organisational commitment, subjective well-being, and team work questionnaires. Data
were analysed using t-test statistics. Result showed
that employees of new generation banks reported
less commitment to their organisation than their
counterparts in traditional commercial banks.
Employees of traditional banks reported a higher
level of subjective well-being than their counterparts in new generation banks. Result also showed
that new generation bank employees engage in less
team work than their counterparts in the traditional
commercial banks.

The relationship between organisational

commitment, retention factors and perceived job embeddedness
Jeannette Van Dyk UNISA, South Africa; Melinde
Coetzee
The objective of this study is to determine the
relationship between organisational commitment
(measured by the Organisational Commitment
Scale), retention factors (measured by the Retention
Factor Scale) and perceived job embeddedness
(measured by the Job Embeddedness Questionnaire), and to determine whether employees from
different gender, age, race, marital status, tenure and
job level groups differ signicantly in their levels of
organisational commitment, retention factors and
perceived job embeddedness. A quantitative survey
was conducted on a purposive sample of 206
employees in the South African medical and IT
service industries: 73% females,30 to 39 years
(40%); 53% white, 59% married, at operational
level (69%). The results show that the internal
consistency reliabilities of the three instruments
ranged between 0.67 and 0.90 (medium to high).
Correlational statistics revealed signicant relationships between the participants organisational commitment, retention factors and perceived job
embeddedness. Multiple regression analyses
showed that the organisational commitment and
perceived job embeddedness of the participants
signicantly predicted their intention to stay (retention factors). It follows that HR practitioners need
to recognise how retention factors inuence job
embeddedness and commitment to the organisation
in the design of talent retention strategies for
employees from various biographical groups. The
study contributed valuable new insights and knowledge to the eld of Career Psychology that can be
applied in the retention of employees in the medical
and IT industries. Future research should replicate
the study with a broader, demographically more
representative sample.

A framework to assist senior managers in the

development of middle manager integrity
Annelize Van Niekerk University of South Africa,
South Africa; Michelle May
A framework was developed to gain insight into
senior managers impact on middle managers experience of integrity. The aim of this research was
therefore to obtain insights from practitioners about
the application and potential value-add of this
framework in organisations. This study was conducted within the interpretive research paradigm
and therefore qualitative data was most appropriate.

Sampling was directed by criterion-based guidelines, focusing on practitioners (Industrial Psychologists and Consultants) working with management
development, in different industries. A listening
post was conducted. The primary task of the listening post was stated as: In your role experience
explore the application and potential value-add of
the framework in organisations. The data obtained
were analysed using a grounded theory method.
The ndings of this study suggest that organisations
can utilise the framework effectively by customising it according to their specic needs and in line
with the organisations strategy, vision and mission.
Such a framework can assist senior management
with decreasing unethical behaviour and increasing
integrity in the organisation. The framework will
furthermore assist middle managers to gain a better
understanding of the impact of senior management
on their experience of integrity. On an organisational level, this study highlighted the important
role organisations play towards creating and establishing an ethical work climate that will ensure
corporate integrity. This, in turn, will enable organisations to provide value to their corporate stakeholders and society at large.

Intrapersonal, interpersonal and intra-group

conict management from a psychological
perspective within a university
Adriana Mm Van Niekerk University of South Africa, South Africa
This presentation is based on twelve years in-theworkplace experience and ethnographic research for
my D Litt et Phil studies (still in progress) within the
University where I work as a Counselling Psychologist specialising in workplace conict management
amongst employees. This presentation is autoethnographic as I tell the story of the development of my
identity as a counselling psychologist. I discuss why I
accepted the theoretical and practical stance of some
conict management interventions, psychotherapeutic approaches and brief psychotherapies, and how I
came to use specic psychometric tests. I indicate the
outcomes of my conict management interventions
accordingly. My focus is on workplace conict as a
state of unresolved differences within individual(s);
between individual(s); and within group(s). These
differences impact negatively on the sound functioning and work performance of the employees involved. Intrapersonal conict occurs within the employee (e.g. a person who easily gets angry or
agitated). Interpersonal conict takes place among
two or more employees (e.g. serious arguments between colleagues). Intra-group conict takes place
within a group (e.g. between employees working
on the same task). These conicts happen in the
context of interpersonal workplace relationships
which are associations between two or more people
that may range from eeting to enduring, according
to university structures and procedures. They are not
mutually exclusive and employees may be involved
in more than one at a time.

Organisational design as a critical organisational discipline

Theo Veldsman University of Johannesburg, South
Africa
It is widely recognised that the way organisations
are designed has a profound effect not only on an

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Industrial/Organisational/Work
organisations strategy, mode of working, culture
and dynamics, but also on its performance, and
ultimately its success. Organisational design as the
Operating Model for the organisation is one of the
key executive leadership tasks making up the portfolio of Executive Tasks in the organisation. Organisational design thus can only be ignored at the
peril of the effectiveness and efciency of an organisation. One can indeed compete by design. The
purpose of this paper is to provide a high level
overview of organisational design as a key executive leadership task: The what, why,how, who,
whereto of design. The overview is based on personal lessons learnt from over 50 design consulting
assignments over about 15 years across multiple
industries, nationally and internationally; the global
sourcing of leading organisational design practices,
as well as the thinking oforganisational design
thought leaders. The following topics will be covered illustrated through case studies: Organisational
design as a key executive task, dening organisational design, positioning organisational design appropriately within the organisational landscape, the
levels and dimensions of organisational design, the
basic building blocks of organisational design, the
organisational design process, organisational design
logics, key design questions to quality assure the
crafted organisational design, and the key benets
of an effective design.

Organisational commitment, job satisfaction

and motivation of employees working in a
manufacturing industry
Raghunath Vijaya S.D.M College, India; M.Y Manjula S.D.M College, India
This paper attempts to study the level of organisational commitment, job satisfaction and motivation
of employees working in a garment manufacturing
industry in Bangalore, India. The sample consisted
of 200 male and female blue and white collar
employees. The Job Satisfaction scale (Singh &
Sharma, 1971), Intrinsic and Extrinsic Motivation:
What you look for in a job (Udai Pareek, 2002),
and the Organisational Commitment scale (Dhar,
Mishra & Srivastava, 2001) were used for data
collection. The obtained data was subjected to
statistical analysis using two-way analysis of variance, Pearsons correlations and T tests. Some of
the important ndings are that blue collar employees have signicantly higher concern for the organisation compared to white collar employees. Blue
collar employees have signicantly higher extrinsic
motivation, which shows that aspects like security,
adequate earnings, sound company policies and
practices, and comfortable working conditions,
motivate them to perform their job. White collar
employees have signicantly higher intrinsic motivation, factors like interesting work, advancement,
a technically competent supervisor, respect and
recognition, responsibility, independence and
achievement, are some of the aspects that motivate
them to perform well in their jobs. Job satisfaction
and organisational commitment are signicantly
related to each other, which shows that as job
satisfaction increases, organisational commitment
increases and vice-versa. Job satisfaction and intrinsic motivation are signicantly positively correlated to each other, and job satisfaction and
extrinsic motivation are signicantly negatively
correlated to each other.

Human capital return-on-investment in

South African companies listed on the Johannesburg Stock Exchange
Helene Viljoen University of Stellenbosch, South
Africa; Francois De Kock University of Stellenbosch,
South Africa
Existing human capital effectiveness measures, such
as Human Capital Return on Investment (HCROI),
allow human resource managers to quantify the bottom-line impact of human capital expenditure, but
little is known about how HCROI varies within listed
rms. As a result, users of these metrics rarely know
how they measure up against their competitors in the
absence of normative information. The present study
provides a set of benchmarks for human capital effectiveness measures across industry and company
size categories (years 2006 2010) in the population
of listed rms (N = 319) on the Johannesburg Stock
Exchange (JSE). The results showed that, even
though South Africa is considered to have a very low
labour force productivity level compared to other
countries, the grand median HCROI ratio for South
African listed companies was higher (M = 3.03) than
those from published gures from the USA, EU and
UK (PwC Saratoga, 2011). This descriptive research
also explored the inuence of company size (small,
medium or large) and company industry (N = 42) on
human capital effectiveness. No statistically signicant differences (p > .05) between the median HCROI
ratios across company size categories were found,
although notable differences in medians of HCROI
across company industry categories were observed.
HCROI also showed temporal uctuations over the
study period, reecting economic cycle inuences,
but year-on-year changes were bigger when the mean
HCROI was used instead of the median median
HCROI remained relatively stable year-on-year.

or position, shifted to the concept of shared leadership in terms of distributing leadership functions and
the effect on team performance. However, empirical
evidence mainly examines the relationship of shared
leadership and team performance, and its potential
for moderators and mediators. This explorative
study examines the emergence of shared leadership
considering power and afliation motives. Following McClellands theory, we expect leaders with high
afliation motive and low power motive to be more
open-minded towards the emergence and practice of
shared leadership in their team. We used the MultiMotive Grid to assess the motive values of 34
leaders (average age = 44,7 years, average leadership experience = 13,2 years, average company size
= 30.306). The results indicate that the afliation
motive correlates signicantly positive with a positive attitude towards shared leadership. Furthermore, the afliation motive correlates slightly negative with a negative attitude towards shared
leadership. However, the correlations between the
power motive and shared leadership show no signicant results contrary to our hypothesis. Our paper
ends with the discussion of limitations and implications for future research and practitioners.

The application of the Gestalt approach in

coaching supervision for a consulting team

Laila Wardani University Kebangsaan Malaysia, Indonesia

The objective of this research was to study the
interaction effect of equity sensitivity and the decision to voluntary turnover among specialist expatriate
workers in an oil company. To see the relationship
between equity sensitivity and the decision to voluntary turnover the level difference of decision to voluntary turnover by equity sensitivity must be tested.
A total of 184 Indonesian specialist expatriate workers in Malaysia oil companies were selected to ll out
the questionnaires. The instruments used in this study
were a set of questionnaires containing Equity Sensitivity Instrument (ESI) and Turnover Intention
Questionnaire (TIQ). The data were analysed by one
way ANOVA and Regression analysis using IBM
Statistical Package for Social Science (SPSS) version
19.0. Result of one way ANOVA supported the
hypotheses of this study. This study found signicant
differences in the decision to voluntary turnover
according to the equity sensitivity among specialist
expatriate workers in oil companies.

Gail Wrogemann GCW Consulting, South Africa

The objective of this paper is to describe how a
supervision process, based on a Gestalt approach
could be used to understand and resolve difcult
interactions between a client and the consulting
team. Research was qualitative and descriptive.
One consulting team of 8 people was part of this
study. Session notes were used to collect the data.
Interpretation was according to thematic analysis
based on the constellations methodology. The supervision process focused on processes and interruptions of contact, paradoxical theory of change
and gure/ground formation (Kirchner, 2003). The
destructive impact and disturbances from unnished business were investigated and worked with
from the teams cycle of experience. Critical parts
of the process were the here-and-now experimentation and awareness of the wider eld and reciprocal
impacts. (Stevenson, 2004) Findings indicated a
signicant reduction in anxiety levels leading to
increased clarity about project next steps, an increase in condence of delivery and improved contact with the client. Re-evaluation of certain processes led to more effective project structure.
Principles specic to the Gestalt approach provided
key insights in understanding complex dynamics
and interactions between the consulting team and
client. The Gestalt approach is a holistic, processorientated, phenomenological, existential, and eld
centred approach. It sees individuals and teams, as
integrated wholes who strive for positive change
and growth. The Gestalt approach is a powerful
supervision tool which could be used far more
effectively in coaching supervision.

Shared leadership: Who is motivated to

share?

Workplace ostracism and problem drinking:

The roles of depression and need for afliation

Simon Werther Ludwig-Maximilians-Universitaet,

Germany; Felix C. Brodbeck; Mareike Schneider
The focus on vertical leadership, which was often
clearly dened within the boundaries of ones status

Longzeng Wu SH U of Finance and Economics,

China; Guiyao Tang; Hong Zhu
Drawing on the belonging theory, this study examined the link between workplace ostracism and

The difference of decision to voluntary turnover toward to equity sensitivity

548
problem drinking by focusing on the mediating role
of depression and the moderating role of the need
for afliation. Based on a sample of 330 blue-collar
employees from two manufacturing companies in
China, we found that: (1) Workplace ostracism was
positively related to problem drinking, (2) depression mediated the relationship between workplace
ostracism and problem drinking, (3) need for afliation strengthened the direct effect of workplace
ostracism on depression and its indirect effect on
problem drinking. We discuss the implications of
these ndings for theories and research, as well as
for management practice.

Psychological backgrounds for formation of

innovation economics in the Russian federation
Lyudmila Zakharova Nizhny Novgorod State Universit, Russian Federation; Elena Korobeynikova
The aim of the study is to develop value and
motivational determinants of psychological readiness of persons in the educational and labor spheres
to accept innovations. Kameron-Quinn method of
OC diagnosis, method of specic situations possessing value contradictions, motivation structure diagnostics method. 520 teachers, 125 college lecturers,
250 instructors, 950 managers, 1600 executing
workers, 600 students took part in the research
during the period from 1999 to 2010. It is proved
that innovation acceptance processes are very slow
both in educational institutes and at enterprises.
During 12 years innovation values in the OC stay
poor: Growth is 10.5% in 1999 up to 20% in 2010,
though managers consider the optimum growth to
34-37%. More often than not innovation value goes
together not with result values but with relationship
values (up to 25%) and stability values (up to 35%).
The following had been detected: (1) Four types of
innovation motivation: Innovation expectation,
search, creation, acceptance and support of innovation. (2) A set of social and psychological factors
which restrain search and acceptance of innovations: ethno cultural orientation, stereotypes in decision making, dominance of an amorphous OC and
of an OC with expressed clannish and hierarchical
components, topically unconscious value contradictions of the personnel, innovation motivation decit. (3) A series of favourable factors which make it
possible to forecast positive development: Conscious distinct innovation development orientation
of management, reduction of susceptibility to
stereotypes and exercise of archaic behaviour repertoire in the market and the market-adhocracy
types of OC.

Industrial/Organisational/Work
tion modes of entrepreneurial teams from the perspective of human resources features. There are
knowledge-based expertise of the entrepreneurial
team, efcient combination of the entrepreneurial
team, technical resources of the entrepreneurial
team, and risk opportunities of the entrepreneurial
team. Simultaneously, the study proposes a competency conception model of high-tech entrepreneurial teams on the basis of Chinese cultural context,
and then tests the construct model of competency
characteristics of high-tech entrepreneurial teams by
a competency modeling approach.

Succession plans of family business in China

on the basis of dynamic psychological contract theory
Wei Zhang Hangzhou Dianzi University, China; Xiaolu Yuan
Previous studies show that there is a negative relationship between irregular succession phenomena
and rm performance. In this study, psychological
contract of family business succession is dened. It
refers to an invisible and informal relationship of
tacit expectations and understanding between family business owners and potential successors. Based
on experts in group and case study, the study found
that there are three types of psychological contract
of family business succession, namely, relational
psychological contract, balanced psychological
contract and transactional psychological contract.
Most family business owners prefer their children
as potential successors based on relational psychological contract, followed by their close and distant
relatives based on balanced psychological contract,
and thereafter followed by professional managers
based on transactional psychological contract. The
recursive difference pattern under traditional culture
is very clear - it is from inside to outside and layer
upon layer. This result suggests that a dynamic
matching of psychological contracts between internal successor or external successor and family business owners can be reached, which is very important. Transactional psychological contracts can be
converted to balanced psychological contracts and
relational psychological contracts. The success of
professional manager in family business depends on
its gradual matching process from transactional
psychological contracts to relational psychological
contracts. It will directly affect the transfer of implicit knowledge and social network in the family
business, and it will further affect the success and
efciency of family business succession.

Job insecurity in Chinese context: A critical

review
Combination modes and competency model
of entrepreneurial teams in small and medium high-tech entrepreneurial rms
Wei Zhang Hangzhou Dianzi University, China
Previous studies show that technical experience or
knowledge background of the high-tech entrepreneurs has a positive impact on new venture performance. The purpose of this study is to explore
combination type and characteristics of competence
of entrepreneurial teams in the high-tech entrepreneurial rms. Based on experts in group and behavioural events interview from a sample of 22 entrepreneurial teams in small and medium high-tech
start-ups rms, the study identies four combina-

Hailin Zhao The Hong Kong Polytechnic University,

Hong Kong; Chun Hui; Cynthia Lee; Guo-hua
Huang; George Chen
Job insecurity has become a widespread managerial
concern over the past ve decades. It reects the
degree to which employees perceive their jobs, or
important features of their jobs, to be threatened and
to which they perceive themselves to be powerless
to do anything about it. Job insecurity research has
so far been conducted mostly in Western settings
such as the US, Australia, and Finland. However,
our understanding about job insecurity in the Chinese context is very limited. In the current paper, we
noted that China is an important and interesting

context for job insecurity research because of its

unique social, economic, and cultural environment.
In the rst part of the paper, we reviewed the
theoretical underpinnings, research ndings and
measurement issues in job insecurity research. In
the second part of the paper, we reviewed the
limited research on job insecurity in the Chinese
context and then provided a critical review about
the Chinese context-specic characteristics that
may affect job insecurity and its effect. In particular,
we discussed the impact of the series of economic
reforms that China has gone through in recent
decades and some specic culture dimensions on
how people perceive and cope with job insecurity in
China and its management implications. We conclude with a discussion on the new developments in
job insecurity research and future research directions.

Moderator between job search intention

and job search behaviour of unemployed
people in China: perceived behaviour control
Jiuhua Zheng East China Normal University, China;
Shuhua Zhang; Lulu Gan
The moderator between job search intention and job
search behaviour has been a controversial topic in
the eld of unemployment, yet warrants further
study as it plays an important role in succeeding
in re-employment. Based on Ajzens Theory of
Planned Behaviour (TPB), the study aims to explore the mechanism between job search intention
and job search behaviour of unemployed people in
China. 272 unemployed people with a mean age of
42.7 years (SD=8.33) participated in our research.
A series of analysis methods, such as description
analysis, correlation, and regression were used for
analysis of these data. The regression analysis
results indicate: (1) Job search intention has positive
inuence on job search behaviour, people with
stronger job search intention are found to take more
job search behaviours; (2) Results of hierarchical
multiple regression support that perceived behaviour control plays as a moderator between job
search intention and job search behaviour; (3) Age
negatively affects job search behaviour. The older
an individual is, the more difculties he has in
nding a job, thus fewer job search behaviours.

The inuence of cognitive style and perceived

climate factors on employee creativity
Jing Zhong Tongji University, China
Organizations encourage employees to take initiatives or innovate in their work so as to achieve
competitive advantages. This study investigates the
role of cognitive style and perceived climate on
employee creativity. Cognitive styles was measured
with the Kirton Adaptation-Innovation Instrument
(KAI) and climate factors came from Work Environment Inventory (WEI). Based on a survey of
employees from multiple functions in diversied
industries of China and the corresponding creativity
evaluation from their supervisors, this study found
(1)that cognitive style, creativity requirements involved with a task, and supervisor support were
positively related to creativity, (2) a negative relationship between resource abundance and employee
creativity, and (3) that both creativity requirements
involved with a task and supervisor support had
negatively moderating effects on the relationship

549

Industrial/Organisational/Work
between cognitive style and creativity. The implication of the study is that an organization needs to
identify employees cognitive styles and creative
climate stimulants, and pay attention to the impact
of perceived climate on creativity of employees
with different cognitive styles.

Session Type: Invited Addresses

Work-life balance: Cross-cultural, cross-domain, and crossover effects
Zeynep Aycan Koc University, Turkey
The presentation will feature ndings of several recent
studies that would contribute to the growing literature
on work-life balance (e.g., Allen, 2012 for a review).
In studies focusing on cross-domain effect, the interface among 3 life domains are investigated: work,
family, self. The Life Balance Model proposed by
Aycan, Eskin, and Yavuz (2007) suggests that working
people (esp. Gen Y) seeks to satisfy demands of work
and family, while trying to do something for themselves. In studies focusing on cross-over effect, the
impact of work-family conict on spouses and childrens well-being is investigated. Finally, the crosscultural effects in work-family conict is investigated
through a recently completed 10-country study.

Burnout in the workplace: A global problem

in need of solution
Christina Maslach University of California, Berkeley,
United States of America
Burnout research over the past thirty years has
yielded both knowledge, and tools, to apply to
interventions at unit and organisational levels. Innovative partnerships between researchers and practitioners point to the importance of multi-level
approaches in generating relevant and effective
solutions to the burnout problem.

What has a decade of research on work

engagement brought us?
Wilmar Schaufeli Dept. of Psychology, Netherlands
Since the turn of the century a so-called positive
occupational psychology has emerged that supplements the traditional negative approach by focusing
on human strength and optimal functioning in organisations. In this presentation the recent positive turn
of occupational health psychology is illustrated by
using the concept of work engagement. Based on a
denition of work engagement as a positive state of
fulllment that is characterised by vigour, dedication,
and absorption, an international research programme
was initiated over ten years ago. This address discusses the concept and the measurement of work
engagement - also in relation to burnout and workaholism - and presents a state-of-the art overview of
the most important research ndings. For instance,
several drivers and consequences of work engagement have been identied, as well as concomitant
personality factors. These ndings are integrated into
a model that explains the psychological processes
that are involved in work engagement (and burnout)
- the so-called Job Demands-Resources (JD-R) Model. This model conceives engagement and burnout
as central elements in two related processes: a motivational process that starts with job resources and
leads via employee engagement to positive organizational outcomes, and an energy-draining process that

starts with job stressors and leads via burnout to

health impairment. Attention is also paid to research
on strategies that can be used to improve work
engagement, both at the individual level as well as
at the organisational level. The address concludes
with a future research agenda.

Session Type: Invited Symposia

Symposium title: Are characteristics still
being a power variable in psychological
study?
Convenor: Ubolwanna Pavakanun
Business environment effect on human capital, entrepreneurial orientation, and business success for Thai free hotel
entrepreneurs
Ubolwanna Pavakanun Psychology Deaprtment,
Thammasa, Thailand
This study aims to compare the difference of Business Environment that effect Human Capital, Entrepreneurial Orientation, and Entrepreneurial Success.
Data are collected by individually structured interviews and rating scale questionnaires. Subjects are
597 SME Independent Hotel Entrepreneurs in the
highest successful provinces from 6 parts of tourism
in Thailand. Statistical analysis methods include
descriptive statistics. The ndings are as follows:
1. Entrepreneurial success was found to be positively
correlation with the Environment of business, Human capital- Experience in Management, and Skill,
and Entrepreneurial Orientation with Autonomy, Innovativeness, Risk Taking, Stability and Learning
and Achievement. 2. Results of comparison in difference of environment were as follows: Easy and
Difcult, it showed a difference in Human Capital,
except in Education Year, and with Entrepreneurial
Orientation, except in Stability and Learning Orientation and Business Success. 3. Results of comparison in each part of Thailand regarding the difcult
environment, showed the differences in perceiving
Business environment, Human capital, and Entrepreneurial Orientation. In Autonomy, Innovativeness,
Risk Taking, Stability andLearning, Achievement,
and Business Success.

Symposium title: Health psychology

Convenor: Vito Tummino
Evaluation of work related stress risks in
organisations
Pierluigi Policastro HSA, Italy; Aimee Ferreira
The process of evaluation of work-related stress
risks represents an opportunity to implement interventions and development plans to improve the
results of the organisation. Italian law has stated,
December 31, 2010, as the date from which evaluation has to start. It is possible to gure out a rst
balance of the data resulting from the application of
the law. Objective Work psychology can contribute
to making work-related stress risk evaluation an
opportunity. This is particularly evident with regard
to improvement actions which complete the process. Interventions and instruments adopted will be
illustrated, with the description of cases, research
results and publications. Multidisciplinarity and
communication/negotiation competences are central

to characterise the psychologist specialised in workrelated stress risk evaluation. He will have to work
with the work safety team in the working contexts
and will be responsible for safety education within
obligatory work safety modules. The presence of a
specialised psychologist inside the process of workrelated stress risk evaluation enhances the quality of
the process itself, and improve the organisation
results.* Antonia Ballottin, psychologist, psychotherapist Spisal (Servizio Prevenzione Igiene Sicurezza Ambienti di Lavoro), Ulss 20 Verona (Italia)
** Pierluigi Policastro, psychologist, psychotherapist, Psychiatric Service 2 Ulss 16 Padova, Counsellor of the Order of psychologists Veneto (Italia)
*** Andrea Petromilli psychologist, Consultant in
formation and development human resources.
Counsellor of Order of psychologists Veneto (Italia)

Symposium title: The combined emic-etic

approach in indigenous personality
assessment
Convenor: Fanny M. Cheung
The combined emic-etic approach in indigenous personality assessment
Fanny M. Cheung Chinese University of Hong Kong,
China
The etic approach to study personality cross-culturally involved exporting Western measures to other
cultures. Even when high standards of test translation and adaptation have been adopted, this etic
approach provided an incomplete and/or distorted
picture of personality in local contexts. The early
emic approach to develop indigenous measures
emphasized cultural uniqueness at the expense of
cross-cultural comparability. The papers in this
symposium demonstrate the combined emic-etic
approach to develop personality measures that are
relevant to the local culture on the one hand, and
facilitate cross-cultural comparison on the other.
Recent studies on the Cross-cultural (Chinese) Personality Assessment Inventory (CPAI) and the
South African Personality Inventory (SAPI) are
reported. Cross-cultural studies using the CPAI to
assess students vocational development in Hong
Kong, China and the US show the added value of
indigenous personality traits in predicting vocational outcomes beyond universal traits. An overview
of SAPI, which is at an earlier stage of test construction, is presented. The procedure and outcomes
of the qualitative stage of the SAPI project are
introduced, in which persons from the ofcial 11
South African languages provided descriptions of
themselves and others. In addition, ndings are
presented on a locally derived social desirability
scale developed for SAPI. These studies illustrate
the rigorous research programs that support the
development of indigenous personality assessment
using the combined emic-etic approach.

Emic and etic scales of the cross-cultural

personality assessment inventory (CPAI): Recent research ndings on career development of Chinese students
Weiqiao Fan Shanghai Normal University, China;
Fanny Cheung; Shu Fai Cheung
The Cross-cultural Personality Assessment Inventory (CPAI) consists of both etic (universal) per-

550
sonality scales as well as emic scales that are
particularly relevant to Chinese culture. Earlier
research on the CPAI showed that the relationshiporiented emic Interpersonal Relatedness factor contributed added value in predicting a wide range of
social behaviours and outcomes in work as well as
clinical settings. Recent studies on the career development of college and secondary schools students with the adult and adolescent versions of the
CPAI conrm that harmony, Renqing (reciprocity
in social exchange) and family orientation are signicant correlates of career choice, career decision
self-efcacy and vocational identity. The emic Interpersonal Relatedness factor supplement the universal personality factors such as Dependability
and Social Potency in providing a more comprehensive assessment of personality in the context of
culture.

Exploring the collective dimension of personality in South Africa using the SAPI and
CPAI-2
Sumaya Laher University of the Witwatersrand,
South Africa; Leah Silva; Leah Branco
Research on personality theory and assessment in
the South African context has much to contribute to
local and international literature by virtue of the
countrys diverse mix of cultures. The use of etic
or emic instruments is at the forefront of this research, more so since South African culture represents a combination of both individualist and collectivist dimensions. There is also a growing
recognition of the need for more indigenous
approaches to personality theory and assessment
amongst researchers and practitioners in South
Africa. In keeping with these trends, this study
explored the collective dimension of personality
using the South African Personality Inventory
(SAPI) and the Cross-cultural Personality Assessment Inventory-2 (CPAI-2) in a sample of South
African rst year Psychology students from the
University of the Witwatersrand. Internal consistency reliability, construct validity, construct bias and
item bias of the two instruments were investigated.
Additionally, two focus groups were conducted
exploring issues around personality, personality assessment, the two instruments and the collective
dimension of personality. These results are discussed in relation to the debates on the use of etic
and emic approaches to personality with a specic
focus on the utility of indigenous personality instruments. The discussion will also focus on exploring
the nature of the collective dimension of personality
in South Africa.

The South African personality inventory:

Background and current status
Fons Van De Vijver Tilburg University, Netherlands;
Velichko Valchev; Carin Marais
We describe the current status of the South African
Personality Inventory, which is a personality measure that combines emic and etic procedures following an approach akin to psycholexical studies.
A content analysis of interviews with speakers of
each of the 11 ofcial South African languages
who were asked to describe the personality of
persons they knew well yielded nine clusters (Conscientiousness, Emotional Stability, Extraversion,

Industrial/Organisational/Work
Facilitating, Integrity, Intellect, Openness, Relationship Harmony, and Soft-Heartedness). An inventory was then compiled for each cluster. Results
of these pilots and the ensuing item elimination
process are described. The project is presented as a
prototype for test development in South Africa, as
it attempts to comply with the strict national legislation regarding psychological assessment and tries
to strike a balance between more universal and
more culture-specic aspects of personality.

Social desirability among blacks and whites

in South Africa
Fons Van De Vijver Tilburg University, Netherlands;
Deon Meiring; Velichko Valchev
There is a renewed interest in the cross-cultural
study of social desirability. These studies can shed
a new light on the old discussion about the
meaning of social desirability as either self- or
other-deception (impression management). A
short, English version of the Marlowe-Crowne
scale was administered as part of the project to
develop the South African Personality Inventory
to samples of 2,899 Blacks and 811 Whites in
South Africa. A three-factorial structure emerged
(self-deception, negative impression management,
and positive impression management) that was
equivalent across the groups. Blacks scored higher
on negative impression management, Whites
scored higher on self-deception, and no differences were found in positive impression management. Associations with personality aspects, as
measured by a pilot version of the South African
Personality Inventory are described. Implications
for the cross-cultural assessment of social desirability and its relevance for cross-cultural psychology are described.

Predicting job performance with emic and

etic scales of the cross-cultural personality
assessment inventory
Mingjie Zhou Chinese Academy of Sciences, China;
JianXin Zhang; ShanShan Zhang
The results of a growing number of studies suggest that personality measurement is useful for
understanding job performance. The Cross-cultural
(Chinese) Personality Assessment Inventory
(CPAI) which was developed using a combined
emic-etic approach, which includes universal and
culturally relevant personality constructs. We assume that both emic and etic personality constructs of CPAI can predict job performance well.
In the current research, we combined the etic and
emic personality traits together to explore the
linear and/or curvilinear effects on job performance in the Chinese working setting using the
CPAI. The results show that a number of the emic
scales of the CPAI contributed to signicantly
predicting job performance, including that harmony and job performance has a positive linear
relationship, face and job performance has a reversed-U curve relationship, learning and job performance has a letter U curve relationship. Meanwhile, the Dependability (etic) factor contributed
incremental linear validity in performance prediction over the Conscientiousness of big ve. The
results give us some insight into the relationship
between personality and performance.

Session Type: Symposia

Symposium title: Academic talent management for sustainable higher education
Convenor: Karel Stanz
Developing academic talent in higher education: A leader, follower exchange perspective
Andre Horne University of Pretoria, South Africa;
Yvonne Du Plessis University of Pretoria, South
Africa
Objective: The development of academic staff plays
a critical role in motivating and retaining talented
academic staff. The maturity of the relationship
between the Head of Department and academic staff
facilitates a process of talent development and is
dependent on mutual interchanges between the two
parties. The study is intended to establish to what
extent a Leader-Member Exchange relationship between a Head of Department and academic staff
contribute to the development of academic talent in
Higher Education. Method: A combination of
qualitative and quantitative research data will be
obtained. The standardised 7-item LMX inventory
as well as an adapted talent development questionnaire will be administered amongst Head of Departments and their academic staff of two South African
Higher Education (Residential and Distance) institutions. In-depth targeted interviews will also be
conducted to gain more insight into specic development interactions. Results: We predict that the
LMX leadership theory is a useful framework in the
development of academic talent. More specically
it is anticipated that the maturity of the relationship
between the Head of Departments and academic
staff does affect the quality of the academic staff
development. Conclusion: Much research has been
conducted on academic leadership, but limited research considers the important relationship between
the leader and the follower. This study is intended
to contribute to a more objective and constructive
view of expected and perceived roles and responsibilities of leaders in developing academic talent.

Retention strategies of academics in a competitive higher education context

David Makgala North-West University, South Africa; Yvonne Du Plessis; Nicolene Barkhuizen NorthWest University, South Africa
The retention of key and competent academic staff
has become a central management challenge for
South African Higher Education Institutions in the
21st century. Recent years have seen much of the
academic intellectual capital base of HEIs been eroded to such an extent that it has an adverse impact on
the quality of teaching, research and the sustainability
of HEIs. The main purpose of this research is to
determine the factors that contribute to the turnover
of academics in South African HEIs with the aim of
developing academic talent retention strategies. A
mixed method research approach will be employed
in this research using a combination of quantitative
and qualitative data gathering methods. First, document analyses of the exit interviews of academic staff
will be conducted to identify the factors that contribute to staff retention. Second, focus groups will be
conducted with identied academic staff groups to
verify these factors. Finally, academic staff retention
strategies will be developed based on the ndings.

551

Industrial/Organisational/Work
We anticipate that signicant differences will exist
between the different academic demographic groups
based on their perceptions of the factors that contribute to the retention of academics. South African HEIs
need well qualied and committed academic staff to
ensure sustainability and quality over the long term.
It is therefore important to identify the factors that
contribute to academic staff turnover, but also to
develop effective talent retention strategies to eliminate these factors.

The relationship between the talent mindset

and organisational commitment of academic
heads of departments
Shelly-Anne Malherbe Univ Pretoria, South Africa;
Karel Stanz
Objectives: Academic Talent Management is a concept increasingly on the mind of Higher Education
Leaders as it becomes more difcult to attract,
develop and retain highly skilled and competent
academics. Though it seems that talent management
practices are not a strategic or operational priority in
many HEIs despite recognising the existing situation. Talent management is a construct that evolves
around the concept of leadership mindset and
involves the application of effective talent management practices to meet current and future business
needs. The main objective of this research is to
determine the talent mindset of academics heads
of departments (HODs) in South African HEIs.
Secondly this research sets out to determine whether a positive relationship exists between the talent
mindset and organisational commitment of HOD.
Methods: A quantitative research approach is followed in this research. An adapted version of the
Human Capital Index for Assessment of Talent
Management Practices and Organisation Commitment Questionnaire are administered among a purposive convenience sample of HODs in identied
South African HEIs. Results: We anticipate that
talent management practices will only be fairly
applied by leadership in HEIs. In addition we predict that a positive relationship will exist between
the talent mindset and organisation commitment of
HODs. Conclusions: Higher Education Leaders
play an important role in the career success of
academic staff members. This requires that the
talent mindset of leaders should focus on acquiring
a holistic understanding of the effective attraction,
development and retention of academic staff talent.

Exploring talent management practices in

south african higher education institutions
Leonie Nagel Univ Pretoria, South Africa; Nicolene
Barkhuizen Univ Pretoria, South Africa
Objectives: Talent Management has become an important topic of discussion in South African Higher
Education Institutions (HEIs) as it becomes more
difcult to attract and retain highly qualied, skilled
and talented academics. This study aims to identify
to current state of academic talent management
practices in South African HEIs and the importance
thereof for academic staff members. Method: A
cross-sectional quantitative research approach is
followed in this study. An adapted version of the
Human Capital Index of Talent Management Practices will be administered amongst a stratied random sample of academics in identied South African HEIs. Results: We anticipate that signicant

differences will exist between the perceived current

state of talent management in South African HEIs
and the importance thereof for academic staff. In
addition we also anticipate that signicant differences will exist in the perceptions of talent management practices of academic staff based on their
demographic characteristics. Conclusions: Despite
a continuous proliferation of research on talent
management and its practices in the organisational
context, little research could be found relating to the
talent management practices in the Higher Education Institutions in South Africa. This research
makes an important contribution towards increasing
the current knowledge regarding current talent management practices and their perceived importance in
South African higher education institutions.

Symposium title: Advancing dignity and

safety at work
Convenor: Julian Barling
Safety behaviours and injury under-reporting among young workers in Canada
Julian Barling Queen's School of Business, Canada
Current understandings of young workers experience of workplace safety is mostly limited to the
results of studies of small, convenience samples of
young people (usually less than 300 participants per
study). Through a partnership with Passport to
Safety, a Canadian based organisation that has developed a popular online occupational safety test
for high school students, we were able to survey a
relatively large sample of employed students during
the 2011-12 school year. The aims of the study were
two fold. First we sought to measure the selfreported prevalence of different safety behaviors
(specically, safety-related voice, compliance and
neglect behaviours). Related to this, we wanted to
examine whether young males and females report
different levels of these safety behaviours. Second,
we investigated the prevalence of work-related lost
time injury under-reporting as well as the reasons
for injury under-reporting. Implications for safety
management, occupational safety education and
public policy will be discussed.

Observer reactions towards perpetrators

and targets of abusive supervision
Julian Barling Queen's School of Business, Canada
Though research has examined the consequences of
abusive supervision (Hershcovis & Barling, 2010),
few studies have investigated observers reactions
of abusive supervision towards perpetrators and
targets. Observer reactions have implications for
how third parties interact with members of theaggression dyad. Drawing on affective events theory
(Weiss & Cropanzano,1996), we posit that observers of abusive supervision will experience anger
towards the perpetrator, which will lead to negative
attitudes, deviant intentions, and fewer helping
intentions toward the perpetrator, and positive attitudes, fewer deviant intentions, and helping intentions toward the target. We conducted an experiment in which participants witnessed either a
neutral or an aggressive interaction between a supervisor and asubordinate. Hired actors played the
role of the supervisor (perpetrator) and subordinate
(target). We lmed 2 versions (neutral versus abu-

sive supervision) of a 3 minute video depicting a

supervisor and subordinate discussing aproject. The
only difference between videos was actor intonation, body language, and facial expressions (e.g.,
the abusive video included derogatory tone and
body language, the neutral video did not). Participants were 225 part-time employees. We used
Hayes and Preachers (2011) mediation macro to
test our hypotheses, all of which were supported.
The indirect effect of perpetrator anger (B = .16) in
the abusive supervision to perpetrator attitude relationship excluded zero in the 95% bootstrap condence interval (.06, .29). Similarly, the indirect
effect of perpetrator negative affect (B = -.15) in
the relationship abusive supervision and target attitude relationship excluded zero (-.28, -.05). Results
and implications are discussed.

Positive leadership and wellbeing

Julian Barling Queen's School of Business, Canada
The positive psychology movement has drawn attention to the relationship between positive mood
states and a variety of outcomes. Based on these
data, I hypothesise that a central task for leaders is
to create positive moods through positive interactions with their direct reports. I will discuss data
from three studies (two cross sectional surveys and
a diary study) showing that [a] engaging in positive
behaviours is distinct from what we currently know
about effective leadership (e.g., transformational
leadership), [b] positive leadership behaviours add
incrementally to the prediction of individual wellbeing and affective commitment and [c] changing
leaders positive behaviours are associated with
changes in employee well-being.

Symposium title: Are characteristics still

being a power variable in psychological
study?
Convenor: Ubolwanna Pavakanun
Job characteristic inventory and quality work
life of Thai pharmacists
Gorsanan Sarun Siam Univeristy, Thailand
Over a decade, the jobs of Thai hospital pharmacists
have been changed dramatically. Therefore, this
study was conducted to survey the job characteristic
inventory and the quality work life of Thai hospital
pharmacists. The questionnaire was developed from
the job characteristics inventory concept of Sims
H., Szilagyi A. and Keller R., 1979 and the quality
work life of Walton RE., 1974 and presented to 190
hospital pharmacists. The results showed that the
most prominent kob characteristic for Thai hospital
pharmacists was dealing with others (4.11) following by task identity (3.98), variety (3.87), friendship
opportunities (3.86), feed back (3.67) and autonomy (3.15). The quality work life means score was
3.61 (from total of 5). The characteristic which has
the most correlation with quality work life was
friendship opportunities (.704) following by feed
back (.701), task identity (.648), variety (.535),
dealing with others (.459) and autonomy (.275).
This overall result suggested that the quality work
life of Thai hospital pharmacists has strong correlations with friendship opportunities which allowed
them to discuss with colleagues to establish informal relationships; and feed back characteristic.

552
Symposium title: Coaching psychology in
South Africa: The state of play and the
future to come
Convenor: Steven Breger
Coaching psychology in South Africa: State of
play and future to come
Aletta Odendaal South Africa
The international coaching psychology community is
preparing itself for unprecedented growth as a professional discipline. Both its relation to the broader
coaching industry, as well as its celebration of its
psychological roots are key positioning questions that
necessitate reection from within and in conversation
with the role players that shapes the development
thereof. The identity of coaching psychology and its
associated value proposition to the industry as well as
other stakeholders are emergent and being dened.
Various professional bodies representing a diversity
of coaches, application domains, methodologies,
training and continuous professional development are
participating in the debate and formulating diverse
recommendations regarding the professionalisation of
the industry.

Emerging trends and challenges in professionalisation of the coaching industry: Coaching

psychology
Aletta Odendaal South Africa; Anna-Rosa Le Roux
This paper draws from various perceptions of stakeholders in the coaching industry and builds on current
knowledge, practices and positioning statements in the
eld. Data were collated utilising the results of surveys, focus groups, demographic analysis and reective conversation among professional bodies, coaches,
providers of coaching services and teachers within the
coaching (psychology) domain. Specic research
objectives were: Provide observations of emerging
trends and challenges in the coaching (psychology)
discipline internationally. Reect on data obtained
from stakeholders in the coaching industry in SA for
further utilisation towards the professional development thereof. Create a SA perspective and roadmap
for the development of Coaching Psychology as professional discipline within the context of global trends.
The coaching industry in South Africa, and globally, is
rapidly moving towards a position that requires an
active approach towards professionalisation. There
appears to be a high degree of interdependence between psychology and coaching, it is therefore imperative to develop a clear knowledge base and shared
framework of practice, education and professional
standards. Professional bodies have a strategic role
to play to further the movement towards professionalisation of coaching. An inclusive, interdisciplinary,
participative and engaging approach among professional coaching bodies is necessary to address challenges specically around i) Professional registration
vs accreditation, ii) An enforceable code of Ethics, iii)
Developing competence around the variety of
approaches and application domains, iv) Minimum
standards of practice and v) Boundaries based on
qualication, experience and competence in coaching.

Towards a denition of coaching psychology

for South Africa
Aletta Odendaal South Africa; Anna-Rosa Le Roux
In line with the emerging nature of Coaching Psychology internationally, the need to reect on the

Industrial/Organisational/Work
constructs at a grass root level has become customary. Internationally the denitions of the British
Psychological Society Special Group in Coaching
Psychology (SGCP), as well as the Australian Psychological Societys Interest Group for Coaching
Psychology (IGCP) are widely used. The Society
for Industrial and Organisational Psychology of
South Africas Interest Group in Coaching and
Consulting Psychology (IGCCP) developed a South
African denition. Two data gathering techniques
were used, namely focus groups and the Delphi
technique. A total of 55 participants were used
across the two phases of data gathering, and content
analysis was utilised as a means of interpreting the
data. The recurring themes as experienced by
coaching psychologists and obtained through the
focus groups were incorporated into a South African denition.

on client projects and deeper learning that becomes

available to the coaches and to the client. Often
coaches (or consultants) are caught unawares in processes of projection, projective identication and
transference and are not aware of how this limits the
growth of their clients. Coaching often happens in
traumatised environments where emotional resolution
has not taken place and coping mechanisms as an
outcome of trauma can be experienced in subtle and
confusing ways. Recognition of these themes is essential to enable coaches to become aware of their
own internal process and recognise their own learning so that they can take the client through a process
of resolution - one which was not available before.

Exploring the contemporary ethical challenges in coaching psychology

Career orientations of academic staff in higher education institutions

Claire Simon UJ, South Africa; Xenia Goosen; Aletta

Odendaal
The purpose is to share an exploratory framework of
ethical challenges faced by coaching psychologists in
South Africa. The framework is based on a qualitatively study that explored contemporary ethical challenges faced by coaching psychologists when dealing
with both organisations and their coaching clients.
Two data gathering techniques were used, namely
semi-structured interviews and the Delphi technique.
A total of 16 participants were used across the two
phases of data gathering, and content analysis was
utilised as a means of interpreting the data. The
recurring themes in terms of the ethical challenges
as experienced by coaching psychologists, obtained
through the interviews were incorporated into a
framework of ethical challenges. The Delphi technique allowed for the validation of the exploratory
framework. The ndings pointed to a number of
frequently experienced ethical challenges, as well as
the typical ethical principles used by psychologists
who coach as a guide to best ethical practice. The
exploratory framework represents the broad systemic
outline of the factors that contribute to ethical challenges, and depicts the non-linear, multiple interactions between these factors. The framework articulates
ethical challenges from the coachs, the coachees, and
the organisations perspectives. The framework can be
applied by professionals and coaching clients, and can
be utilised pro-actively in identifying the potential
ethical challenges present in the coaching relationship.
Furthermore the framework identies ethical principles that could be used as the foundation for a code of
ethics in coaching psychology.

Outcomes of effective supervision processes

for coaching psychologists
Gail Wrogemann GCW Consulting, South Africa
Supervision is a key and ethical component in managing the quality of a coaching or consulting offering.
Considering the complexities of the systems within
which coaching psychologists operate, supervision is
a critical component for successful interventions.
However, it seems that supervision is widely advocated, but poorly practised, (Hawkins & Smith,
2010), yet without supervision, quality and sustainability decreases rapidly. This study looks at the
outcomes and benets of team supervision processes

Symposium title: Contemporary issues in

academic career management
Convenor: Karel Stanz

Dorcas Lesenyeho North-West University, South

Africa; Nicolene Barkhuizen North-West University,
South Africa; Yvonne Du Plessis
Objectives The transformation of the South African
Higher Educational Environment since 1994 has
forced academics to reposition themselves in terms
if their careers. As the work environment changed
and careers become increasingly fragmented in contemporary society, academic staff needs to ensure
that they remain attractive hires to current and
future employers. The career advancement and the
development of the new academic career are thus
individually determined. Consequently academics
need to adopt certain career orientations to survive
in the changing work environment. The main purpose of this research is to determine the career
orientations of academics in South African Higher
Education Institutions. Method A mixed method
approach will be followed in this research using a
combination of quantitative and qualitative data
gathering methods. The Protean Career Orientation
Measure, Boundaryless Career Attitude Measure
will be administered amongst a stratied random
sample of academics in identied South African
HEIs. In addition, focus group sessions will be
conducted with identied academics to verify the
results. Results In general we predict that academics will differ in terms of the type of career
orientation that they adopt. We anticipate that there
will be signicant differences in the career orientations of academics based on their demographic
characteristics. Conclusions: Changes in the academic work environment have implications for how
academic staff enacts their career. It is important to
identify the career orientations of academic staff as
it will have implications for their development and
retention to HEIs.

Gender differences of factors affecting the

career advancement of female academics in
south africa
Lyons Sophia University of Pretoria, South Africa;
Nicolene Barkhuizen University of Pretoria, South
Africa
Objectives: Despite a signicant improvement in
the number of females entering the South African
workforce since the rst democratic elections, gender differences in career advancement in South

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Industrial/Organisational/Work
African Higher Education Institutions (HEIs) still
exist. The main objective of this research is to
determine the gender differences relating to factors
that affect the career advancement of female academics in South African HEIs. More specically
we aim to investigate whether there are any signicant differences between the perceptions of
males and females regarding the factors that facilitate and constrain females career advancement in
HEIs.
Methods: A cross-sectional quantitative
research approach is followed in this study. A
revised version of a questionnaire by Zhong
(2006) will be used to measure the facilitating and
constraining factors that have an impact relating to
female academics careers. Participants will include both male and female academics of identied South African HEIs. Results: We anticipate
that signicant differences will exist between the
perceptions of male and female academics regarding the factors that facilitate and constrain females
career advancement in South African HEIs. Conclusions: Females experience signicant career
barriers in male dominated occupations such as
academia. This research will make an important
contribution towards identifying not only the key
facilitating factors but also the barriers affecting
the career advancement of females in HEIs. Identifying these factors can assist organisations to
more effectively manage the career paths of
females in male dominated occupations and retain
them.

Attraction and retention of academic knowledge workers in higher education institutions in south africa
Sharon Victor Univ Pretoria, South Africa; Yvonne
Du Plessis Univ Pretoria, South Africa
Objectives: Higher education institutions are positioned within the knowledge economy to foster
the development of a much needed type of worker,
the knowledge worker. There are however, incredible challenges associated with the sustainability
and quality of their service and product if they
themselves cannot attract and retain highly talented
academic knowledge workers. This research
intends to examine how the academic knowledge
worker is unique in their contribution to the knowledge economy. In addition the systemic nature of
the attraction and retention of these academic
knowledge workers will be examined, highlighting
the psychological contract as a conduit organisations can use to enhance their effectiveness in this
area. Method: A mixed method approach will be
followed in this study. Initially focus groups will be
used to further develop the construct of the academic knowledge worker and their practices. Following this a questionnaire will be designed to
highlight the organisational practices. Results:
We predict the academic knowledge workers are
unique in their contribution to the knowledge economy. In addition how they are attracted and
retained will depend largely on how higher education institutions meet their personal and professional needs. Contributions: This research will enable
higher education institutions to better manage their
relationships with their academic knowledge workers by consciously engaging their expectations.
The demands of the knowledge economy, and
South Africa specically, requires higher education
institutions to more actively attract and retain their

talent, or face losing them to other sectors of the

market.

Towards the conceptualisation of emotional

labour in the postgraduate supervision process
Stefan Vorster Univ Pretoria, South Africa; Yvonne
Du Plessis Univ Pretoria, South Africa
Objectives: Emotional labour (EL) has been
researched in various sectors, but is still unexplored
in the academic sector. This study rstly aims to
explore and conceptualize the term emotional labour in the postgraduate research supervisory process. Secondly, to what extent emotional labour is
present and experienced by the supervisor and more
specically where in the postgraduate supervision
process. Method: The study employs a qualitative
research approach seeking deeper understanding of
emotional labour. A phenomenological view is followed exploring supervisors understanding and
experience of the phenomena of emotional labour
within the postgraduate supervision process. Convenience and purposive sampling is used. The sample size will depend on data saturation during data
collection based on semi-structured interviews, narratives and possible focus groups. Data analysis will
be done by Atlas Ti. Results: The study predicts
that emotional strain is present during all phases of
the postgraduate supervision process. The relationship between supervisor and student for the purpose
of reaching the end goal of a dissertation is not a
simple process in terms of emotions and feelings.
Conclusions: The outcome is to see whether there is
emotional strain on supervisors during the postgraduate supervision process in the current escalated
demand for delivering successful postgraduate students in a shorter time. The value of this study is
knowledge expansion and understanding of EL in
the Higher Education Industry. The proposition is
that if EL is experienced as emotional strain it could
affect the attraction and retention of academic talent.

Symposium title: Humanitarian work psychology: Current research and future directions - a view from low- to high-income
countries
Convenor: Lori Foster Thompson
Working in the aid matrix: The humanitarian
work psychology of not thriving on chaos
Malcolm Maclachlan Trinity College Dublin, Ireland
This presentation overviews the challenges of
working with partners in the complex matrix that
constitutes international aid. First we review best
practice in international aid relationships as described in consensus declarations. Next we review
the dynamics of working with local and international non-governmental organisations and the functions of such agencies from donor, grassroots and
host government perspectives. Then we review the
role of, and difculties with, bilateral and multilateral donors and UN agencies. Finally, we review
the challenges for research and academic collaboration within the aid matrix, and a case study of the
International Doctorate in Global Health (Indigo)
which operates across Africa, Europe and North
America.

Developing capacity in a United States disability context: A train-the-trainer programme

Ishbel McWha Cornell University, United States of
America; LaWanda Cook
Historically, people with disabilities have had little
inuence and social capital. Consequently, they
have had fewer opportunities to contribute to society and develop condence in their ability to manage their own lives. In recent years the belief that
individuals with disabilities best know their own
needs has precipitated a push to increase the amount
of control they have in making decisions about their
lives. Key in returning control to these individuals
is identifying avenues to develop their capacity in
meaningful and sustainable ways. To this end, the
Northeast ADA Center created the ADA Trainer
Network, a network of approximately 350 community disability specialists, including people with
disabilities, disability service providers and others,
who use a standard curriculum to provide basic
training on the Americans with Disabilities Act
(ADA). Members of the Network receive training
on community needs assessment, consulting, and
relationship building so they can work with local
ADA stakeholders to effect change in their communities. This presentation outlines this programme,
which we believe represents the rst signicant
attempt to systematically apply and evaluate a capacity building approach for disability programming. Over the past ve years, impact of the
programme was measured by gathering data from
training participants (n=6520) who attended 340
trainings provided by Network members. Pre/
post-test data measured change in knowledge and
behavioural intentions, and indicated signicant
positive impact across both domains. The implications of this programme for developing human
capital, inuencing the business community, and
increasing and improving employment opportunities for individuals with disabilities will be discussed.

The psychology of decent work: Promoting

decent civil service salaries and exploring the
dual-salary system
Lori Foster Thompson North Carolina State University, United States of America
This presentation integrates and synthesises two
studies that explore the psychology of decent work.
Decent Work is one of the cornerstones in the
poverty reduction strategies of the International
Labour Organisation and the United Nations Millennium Development Goals. Launched in 2007, a
campaign called Decent Work Decent Life stresses
the importance, for poverty reduction, of decent
working conditions - including decent pay. A recent
systematic review of wages in the health and education sectors of low- and middle-income countries
revealed that they are often inadequate and demotivating, and that even when they have been
bolstered to decent levels, their effect has not been
methodically evaluated. This means that it may be
premature, as some have done, to call for radical
pay-for-performance systems, which the evidence
suggests can bring problems of their own into the
sector. Pay-for-performance may have a more constructive role to play in other settings, however. For
instance, pay-for-performance might help redress
the institution of dual salaries where expatriates
are paid more than locals even when doing similar

554
or identical jobs within international aid projects
and joint enterprises. A recent systematic study of
dual salaries in Africa, Asia and Oceania revealed
that dual-salaries are de-motivating, unjust and unaligned with local aspirations. Taken together, these
studies reveal (i) that poverty reduction work is not
necessarily itself decent, and (ii) that psychological
evidence can be used to improve its effectiveness at
poverty reduction.

Humanitarian work psychologists from lower-income countries: Their work, challenges,

and how technology can help
Lori Foster Thompson North Carolina State University, United States of America
The Global Task Force for Humanitarian Work
Psychology (GTF) is a group that seeks not only
to apply organisational psychology to humanitarian
concerns, but also to help transform the discipline
of psychology by promoting diverse perspectives
outside of Western and high-income settings. International psychological conferences are some of the
venues with the best chance of promoting diverse
voices. However, due to economic and logistical
considerations, those from lower-income countries
are often not able to attend. This symposium is
devoted to presenting the innovative work of several humanitarian work psychologists from lowerincome countries around the world who were unable to travel to Cape Town. Where possible, electronic presentations from these academics and
researchers will be presented and discussed. For
example, the work of Leo Marai professor of
psychology at the University of Papua New Guinea
and co-chair of the GTF will discuss via videotape
his research in Papua New Guinea. Dr. Thompson
an expert on technologys role in the workplace
will also discuss the importance of internet technology in assisting the GTFs efforts to promote greater
alignment to the priorities and perspectives of
lower-income countries. This presentation will be
a unique opportunity for the audience to consider
the importance of who is not in the room and the
role that socioeconomic inequality plays in the
determination of research agendas and priorities.

Leadership and organisational justice: Propositions for strengthening human resources

for health in sub-Saharan Africa
Lori Foster Thompson North Carolina State University, United States of America
Africa has the worst health outcomes per dollar
spent in the developing world, and the International
Monetary Fund rates the efciency of African
health spending as the lowest in the world (Gupta,
2001). One of the explanatory factors being offered
as an explanation is leadership (WHO Africa Monitor, 2007). Using Uganda as a case study, the study
will examine the construct validity of transactional,
transformational, and servant leadership models,
and investigate the effects of these types of leadership on organisational justice perceptions, public
service motivation, turnover intention, and organisational citizenship behaviour (OCB). Finally, the
study will assess these models of leadership in the
context of public, faith-based, and private-for-prot
health sectors. A cross-sectional survey design will
be used with a sample of 720 nurses and doctors in
hospitals from the above sectors using dispropor-

Industrial/Organisational/Work
tionate stratied sampling. The research instrument
will be a structured self-administered questionnaire.
Factor analysis will be undertaken to check whether
the dataset segregates the constructs into the same
dimensions as previous studies. Correlation coefcients will be generated and linear regression will
be performed with the leadership models as predictors of organisational justice, public service motivation, turnover intention and OCB. Finally the ttest for independent samples will be used to examine variation along the various constructs of the
study across the health sectors studied. Recent progress on this study will be presented and that progress will be used to illustrate the importance, and
some of the dynamics of research on leadership in
health sectors in lower-income countries.

Symposium title: IOP identity, scope of

practice and competencies
Convenor: Andrew Johnson
The BPS division of occupational psychology:
OP-FIRST project
Dave Bartram SHL Group Ltd, United Kingdom
The OP-FIRST project ran from 2004 through
2006. Its aim was to establish the identity of contemporary occupational psychology in a rapidly
changing organisational and academic context and
to dene the knowledge, skills and competences
that underpin the profession. The main questions
the project set out to answer were: 1) Future. What
are the main challenges OP needs to meet? 2)
Identity. What are the unique skills and knowledge
bases that make OP what it is? 3) Recognition. How
can OP continue to be recognised as a eld that can
offer unique insights, understanding and solutions
to organisations and the individuals within them? 4)
Standards. How can we ensure that standards are
kept rigorous, current, and in line with international
developments in the profession? 5) Talent. How can
we ensure that talent is managed most effectively?
The focus of the presentation will be on the work
done on Identity. The main emphasis of the project was placed on the rigorous, scientic gathering
of data, using a wide variety of qualitative and
quantitative techniques, to provide a multi-method
corroboration of ndings and recommendations.
Some of the key ndings and their implications will
be discussed.

tabase and 240 completed surveys were received.

The survey was followed by a range of discussion
session at SIOPSA regional branches. This presentation will focus on the results from this survey and
discussion groups. Areas that will be addressed
include: The main areas of practice and work roles
of IPs in South Africa; the perceived importance of
various primary, secondary and behavioural competency areas for success; comments on how the
role of the IP might change in the future. Further
research and the implications for future training and
development of IPs will be discussed.

Afrming psychology in industrial psychology

Mary Schaerer Saville Consulting, South Africa
Industrial psychology is an applied sub-discipline
of psychology, and industrial psychologists are
trained to be behavioural specialists in the workplace. As such, industrial psychologists approach
workplace problems or enhance organisational
functioning from a behavioural perspective. Industrial psychologists also operate as human resource
management practitioners within organisations. An
investigation was conducted on how behavioural
science could be applied by industrial psychologists
in the human resource management domains. The
importance of investigating this research question
was to enable or enhance the practice of industrial
psychologists in the human resource management
domains. The aim of this study was to create a
socially constructed futuristic framework that could
inform industrial psychologists on how they could
practically apply psychology in human resource
management domains. Relevant stakeholders that
have an inuence on the industrial psychology
profession were also identied and included in this
study in order to provide a holistic perspective on
all the organisations that may support the use of
psychology in the human resource management
domains. A qualitative research approach was
utilised to explore the research question. The main
contribution of this study is that industrial psychologists may be better able to position themselves in
order to embed behavioural science in the human
resource management domains.

Symposium title: Leadership for innovation: Looking within, around and beyond
Convenor: Ajay K. Jain

Practice of IO psychologists in South Africa:

SIOPSA Future Fit project

Leadership for performance excellence: An

Indian experience

Fred Guest TTS-Top Talent Solutions, South Africa

In 2008 the Society for Industrial and Organisational Psychology of South Africa (SIOPSA) identied a need for a long-term project to critically
evaluate how Industrial Psychologists (IP) add value to their clients and communities. The Future Fit
project highlighted the need for research in 11
action domains. The areas of ethics and scope of
practice were the most important of these. Building
on the work of the BPS OP-FIRST project and the
work of Bartram & Roe (2005) on the Denition
and Assessment of Competences in the Context of
the European Diploma in Psychology, the scope of
practice action domain initiated a research project to
sample the views of IP professionals in South
Africa. A survey was distributed to approximately
2346 individuals on the SIOPSA membership da-

Ajay K. Jain Management Development Institut,

Denmark
The basic proposition in psychological literature
which has emerged, is that behaviour is the function
of personality and environment (Lewin, 1936; Sansone, Morf, & Panter, 2003). Korman (1971) proposed that leadership behaviour should be viewed
in Lewinian terms as a function of the person and
the environment. As an organisational theorist, I
assume that the business environment is highly
complex, dynamic and globally connected. Thus,
leadership effectiveness can be postulated to be an
interactive function of the leaders behavioural
competencies and organisational and environmental
characteristics. The purpose this study is to develop
an integrated leadership model from the study of
seven CEOs behaviour by adopting psychological,

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Industrial/Organisational/Work
sociological and strategic perspectives on leadership. The data for this study were collected at two
stages. Firstly, I did qualitative research from the
data of 118 executives to develop 35-items leadership behaviour questionnaire. Then the quantitative
data was collected from 525 senior and top executives of seven CEOs from large size organisations.
Each respondent lled in a questionnaire about his/
her CEOs behaviour based on his/her personal
interaction with him. The results of exploratory
factor analysis have yielded four factors which are
named as people and culture development (looking
around), strategic focus (looking beyond), evolved
self (looking within) and performance excellence
(sustainable development). An integrated leadership
model is developed to suggest a need to align
highly evolved self leadership competencies with
the business strategy, and cultural and people
aspects in the organisation for achieving excellence
in the changed business environment.

Experienced inuence (in organisations) and

efcacy beliefs to organisational agents
Hans Jeppe Jeppesen Aarhus University, Denmark;
Maj Schoeler Fausing; Thomas Joensson
The study applies Banduras concepts of efcacy
beliefs to an organisational context in order to
investigate the relations to employee inuence.
We are also applying Banduras proxy efcacy
concept, i.e. beliefs about another agents capacity
to safeguard interests. We identied Health & Safety Committee (HSC), Work Council (WC), and
management as such proxy agents operating at
distal levels and they constituted the organisational
agents together with oneself and the team. The
study was accomplished in a green tech company
with 568 participants. Reply rate 74%. The results
of the regression analyses with control of gender,
age, work function and seniority show that employee inuence is positive related to the different forms
of efcacy. Main results: individual inuence to
self-efcacy (p<0.001), team efcacy (p<0-05),
HSC (p<0.001), WC (p<0.001) and Management
(p<0.001). Team inuence to team efcacy
(p<0.001). The results indicate that if an employee
experiences inuence at distal issues the employees
also experience a greater efcacy to proxy agents,
and overall where an employee experiences inuence he also experiences a higher efcacy to the
given agents at that level. In conclusion it can be
said that to the extent that efcacy means more
successful organisational agency, the results point
to the potentials of granting employees autonomy
and inuence and thereby include employees in the
management of work and organisational issues.

Africa and its long-term impact on global markets

and economies are only beginning to surface and to
be understood by the world, which will increase the
pressure on leaders, as well as the complexity of
leading businesses in the years to come. Crosscultural people skills are important because managing people effectively is critical to organisational
efcacy. Ways to improve the cultural intelligence
amongst leaders in the African working context,
should therefore be investigated. Important concepts will be dened, with the focus on cultural
intelligence and the signicance thereof to the leaders/manager in the African organisational context.
Cultural intelligence can be improved by, inter alia,
obtaining knowledge of current leadership and
management practices in Africa. Thus, this presentation will discuss leadership and management in
Africa (focusing on the changing African context,
cross-cultural challenges and the African cultural
value system), followed by a description of a cultural intelligence implementation model of leadership. Lastly, servant leadership as a tool to implement the cultural intelligence implementation
model, will be discussed.

Symposium title: Long Life Learning for

Leaders: The ontopsychological contribution
Convenor: Pamela Bernabei
Creativity in business leaders
Pamela Bernabei FOIL Italy, Italy
The real problem and the most signicant challenge for enterprises in the developed world is
that of nding a model to foster creativity: How
do we know how to invest our efforts in a way
that will bring progress, growth and prosperity?
The application of ontopsychological consulting
to leadership and business consists mainly to: a)
Analyze the position of the leader as an efcient
cause: The leader is the brain of the whole
business; 2) lead the subject to recover full
awareness of her/his potential and intelligence.
Just as the living cell already carries the capacity
to sustain and evolve its identity, human being is
naturally endowed with creative intelligence, enabling her to establish advantageous interaction
with the environment. Yet many historical and
social factors could generate xed stereotypes and
non-functional thought. Overcoming non-functional thought and recovering this integrity may empower the person to gain knowledge of everything concerning her/his interests and success.
Method and application in Europe, China, Brazil
and Russia will be presented.

The improvement of cultural intelligence

amongst leaders: An African focus

Intuition and results: The dual concept for

the leader

Ebben Van Zyl University of the Free State, South

Africa
The aim of this qualitative literature discussion, is
to discuss ways by which leaders can improve their
cultural intelligence levels within the African organisational context. The world is characterised by
political, social and economic environmental
changes. Internationalisation and globalisation, for
instance, have brought about world competition and
require leaders/managers to interact with and manage people who are culturally diverse. The power of

Fabrizio Brazzolotto Foil Germany, Germany

Intuition provides a new and additional instrument, a new pivotal type of information which
can be assembled and compared to the other
information that one already has. It enables us to
reach the best solution, reduce the margin of risk.
The key questions: What is intuition? Is it innate?
How should we dene intuition? Can we learn to
exploit this capacity? By taking up this challenge
the author will describe the application of the
ontopsychological approach - a contemporary cur-

rent that, based on its own original discoveries,

implemented a basic operational rationale that
makes it possible to isolate deviant complexes and
gratifying drives - and its methodology to the
topic. One of the characteristics of the approach
is that it can facilitate, individuate, and help to
actualise the leaders intuition. Being a direct and
exclusive emanation of the ontic In-itself, intuition
is the formal projection of the point of optimal
functionality, in the mediation of one or more
contexts in relation to the subject. Results will
be discussed, in particular the author will highlight: a) How in a given context of actions and
reactions related to an inner or outer player, intuition pinpoints the optimal choice in the concurrence of several problems or several solutions; b)
how to analyse intuition through images, impressions, conceptions, systemic thinking, experiences,
semantic elds.

The quid of economics: The subject object

relation function
Gabriella Palumbo AEO and ISS, Italy; Soraia Schutel AEO and ISS, Italy
What is exactly the focus of economics as a science? Generally speaking, value is anything that
increases being, anything that causes and brings to
life more being. Economic value, in particular, is
the relationship between object and subject whereby the subject (a man, a bank, an institution) is the
operator and the object is the quantum; matter
exists not in and itself but because of the specic
function in the relationship within the synergy
between that subject and that object. The key
determinant in this relationship is the subject: the
owner injects existence, denes the object legally
and institutionally. The function may be ontological or ideological. Within the relationship between
subject and object, ontological is that function that
benets the subjects identity of nature (where
identity of nature is understood to mean that which
is specic to the subjects being In-itself). On the
other hand, this function is ideological if it is
functional to the subjects ideological identity,
representing only what the operator thinks or
believes. In the light of this new perspective the
rationale and contradictions of the homo aeconomics will be discussed.

Long life learning by ontopsychology for leaders in times of globalisation

Tatiana Vereitinova FOIL, Russia, Russian Federation; Pamela Bernabei
One of the objectives that ontopsychology proposes is the fostering of responsible operators in
the global context. According to the nality and
specic goal foreseen by the leader, the method
focus on teaching the ability to analyse the social
context in a functional, integral and humanistic
perspective: 1) Globalisation of the current and
potential market; 2) digital technology; 3) human
capital. The paper will describe how to detect the
criterion of conformity to the operative functionality of the leader in this context, allowing the reaching of the success: 1) For the operator, 2) for the
company, 3) for the global functionality of the
context. The ontopsychological fostering is aimed
at the leader, understood as any individual who
operates movement, transference of means and

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growth in and for the service of social context to
improve quality of life and psychological well
being. It is not only a matter of personages deservedly known, but also entrepreneurs from small
companies, constructors, artisans, agents of the
commerce, artists, consultants, producers, young
entrepreneurs. Results and application carried out
at International level will be showed.

Symposium title: Online assessment and

candidate performance
Convenor: Andreas Lohff
Impact of language prociency on psychometric properties of online personality assessments
Hennie Kriek TTS- Top Talent Solutions/UNISA, United States of America; Maike Wehrmaker; Katharina Lochner; Achim Preuss
Intelligence tests are often criticised for being
biased against certain groups. For this reason,
so-called culture fair or culture free tests were
developed (e.g. Cattell & Cattell, 1963). But even
these tests have minimum language requirements
in that the test taker has to understand the instructions. In our study, N = 107 South African job
applicants who were non-native English speakers
completed a personality questionnaire and a test
battery. The test battery comprised tests measuring
English language prociency as well as numerical
and verbal abilities, mechanical-technical understanding, calculating skills, multi-tasking ability,
and perception. Most of the tests only require very
basic language skills. However, participants performance was signicantly worse than the norm
groups performance on all the tests. The effect
mitigates when controlling for language prociency. However, the impact of language prociency
on the reliabilities of the personality scales is
highly signicant: The lower the language prociency the lower the reliabilities. Findings suggest
that selection tests should be controlled for language prociency if test takers cant complete the
tests in their mother tongue and/or general language prociency is low. Practical implications
will be discussed.

Industrial/Organisational/Work
Symposium title: Psychological services
and humanity approach in the process of
transition from state to private sectors in
East Europe
Convenor: Miloslav Solc
Work and organisational psychology and services in the Czech Republic
Miloslav Solc Capa a. s.., Czech Republic
Work and organisational psychology (WOP) has a
rich history in Czech lands; it changed the mission
and methods during various periods (1918-1948,
1949-1955, 1956-1970, 1971-1989, 1990-1993).
Some historical psychological laboratories in industry are still up-to-date and fully functional (e.
g., Vitkovice Steel laboratory from 1923). A
signicant milestone was the transition from the
state to private sectors (1994-2010), as well as
inuence and involvement of the European Union,
multinational organisations and inuences of the
new entrepreneurial strategies in Central Europe.
Recent developments and current status of WOP
has to be analysed from the perspective of a)
specic sectors: industry (e.g., stress assessment
in chemical industry), transport (especially trafc
psychology, railway and air trafc), army, nance,
interior, health, work and social affairs, education
(careers improvement), municipality; and b) with
respect to concrete case studies (including private
practice of WOP in small and medium enterprises).
Trends in WOP and psychological services: Increase in complexity and interdisciplinarity of
services and research (economic psychology, human engineering, personnel psychology, psychology of market and PR, psychology of entrepreneurship, cross-cultural psychology). Continuing
transition from state to private services (opportunity and threat); and increase of WOP practice in
small and medium enterprises (SME). Addressing
of topical problems (recession, unemployment),
and global challenges (psychology of entrepreneurship, global economy, psychology of environment).
Trends of WOP in the framework of European
Union 2020 strategy (headline targets).

Introduction and overview

Psychological services and a humanist approach in the process of transitioning from

state to private sectors in Eastern Europe

Andreas Lohff cut-e Group, Germany; Maike Wehrmaker; Katharina Lochner; Achim Preuss; Hennie
Kriek
New technology allows for completely new methods and structures of unsupervised online testing. It
requires quality aspects that go beyond classical
psychometric criteria. One vital aspect of these
extended quality criteria is the determinants that
affect the fairness of unsupervised online testing.
Latest empirical ndings suggest that other factors
apart from ability can inuence a participants performance on psychometric tests. Such factors are
for example certain personality traits and language
prociency. Furthermore, while taking a test, instant
feedback seems to alter test takers performance.
Finally, impression management impacts the results
applicants gain when taking personality tests.
Therefore, being able to predict the degree of impression management in personality testing is important for ensuring the quality of the data and for
providing adequate feedback.

Miloslav Solc Capa a. s.., Czech Republic

The symposium addresses the theme from various
angles, in wide contexts and by in-depth empirical
probes: Initial presentations will be devoted to Psychology of Democracy, to a scrutiny of social psychological prerequisites of democracy, different understanding of democracy across various social
groups, and research of political mentalities across
Eastern Europe and beyond. Findings lead to a
discussion of post-totalitarian non-democratic mental heritage evident in some citizens of post-communist countries. This is a possible source of frustration and paternalism which hinders democratic
initiatives, and can cause apathy or political extremism. The academic research presentations are complemented by empirical reports from various applied elds, mainly by testimony from the area of
social care for handicapped children (illustrating a
dramatic improvement in comparison with the predemocratic era) and by evidence of activity in an
extensive array of elds of "work and organization-

al psychology" (WOP). The review of applied psychological services by WOP conrms the dramatic
development of applied psychology in the region,
and considerable readiness to face challenges of the
21st century. Still, there is room for discussion as to
what degree the tendency to privatise, and the
humanist approach may be in congruence or in
discord.

Symposium title: Restoration and restorative environments

Convenor: Terry Hartig
Momentary work recovery: The role of within-day work breaks
John Trougakos United States of America
Employees are experiencing escalating work
demands. Levels of stress, exhaustion, and burnout
are becoming increasingly problematic for employees and organizations alike. Understanding how
employees recover from work therefore is commensurately important, and is directing a burgeoning
area of research in organizational behaviour and
work psychology. One manifestation of this area
is the study of employees breaks from work. Yet,
until recently, the majority of organizational research in this area has generally ignored the break
behaviour of employees during their workdays.
This absence is surprising considering that people
spend anywhere from a third to a half of their day at
their place of work. This presentation details a
theoretical model examining how episodic withinday work breaks impact recovery of personal
resources and highlights data from three studies
testing portions of this model. We discuss various
theories of personal resources which might inuence daily within-person work recovery, with the
central premise being that, by and large, work is
effortful and thus depleting to individuals momentary levels of resources. In particular, we focus on
the role of momentary regulatory resources in the
work recovery process and some critical boundary
conditions of this process. By focusing on the ebb
and ow of episodic resources, we consider how the
nature of break activities inuences recovery either
by restoring or depleting resources necessary to
complete subsequent episodes of work. Finally,
we detail some implications for employees wellbeing and job performance.

Symposium title: Stress and satisfaction:

Understanding their antecedents in a
broader organizational context and perspective
Convenor: Xiang Yao
Relationship between perceived leader support and work satisfaction: Moderated mediation roles
Laura Fletcher United States of America; Lei Wang
United States of America; Jing Zhang
This study focused on how organisational justice
interacted with personalities (Big-Five Personality,)
to impact employees attitudinal outcomes. Using
data from a longitudinal eld study with 474 Chinese employees, we found that: (i) organisational
injustice reduced subordinates subsequent per-

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Industrial/Organisational/Work
ceived leader support, which lessened work satisfaction, (ii) agreeableness, openness and conscientiousness moderated the relationship between perceived leader support and work satisfaction, thereby
yielding a pattern of moderated mediation. Specifically, for those low in agreeableness, the inuence
of organisational justice on work satisfaction
through perceived leader support was weakened,
whereas people high in agreeableness did not. The
same patterns were discovered for openness and
conscientiousness. Theoretical and practical implications of the results were discussed.

Social support can reduce job stress: A moderating role of other orientation
Dan Li Peking University, China; Lei Wang Peking
University, China
Perceived social support can conditionally reduce
the stress of ones work. However, the levels and
the patterns of the inuence process have not
reached an agreement. Whereas some theories, such
as stress theory model and transactional model,
suggested that personal characteristics play an important role in generation of stress, other theory,
such as the Buffeting Model, mentions that the
social support as a group-level moderator can impact a persons physical and mental health. According to these models, we conducted a two-stage
quantitative study by three questionnaires. The
results revealed that social support indeed reduces
ones job stress; however, the reducing effect was
stably and signicantly moderated by participants
other orientation. Specically, the social support
can reduce more job stress on the individuals with
higher other orientation than the individuals with
lower other orientation. This nding suggests that
the perceived social support would not always account for ones job stress effectively, while moderated by personalities such as other orientation. Additionally, the result extends not only the research
areas of job stress and social support, but also
provides many practical implications on human
resource management.

Political skills and locus of control as moderators: Work stressors and burnout
Weipeng Lin UC Berkeley, United States of America;
Lei Wang UC Berkeley, United States of America
Integrating the two-dimensional model of work
stressors with burnout research, the present study
examined the relationships between challenge stressors, hindrance stressors and the three dimensions
of job burnout (i.e. exhaustion, cynicism and inefcacy), as well as the moderating effects of individual differences (i.e. political skills and locus of
control) on the stressors-burnout relationships. A
total of 299 Chinese civil servants participated in
the questionnaire survey in two phases. The results
showed that challenge stressors were only positively related to exhaustion, while hindrance stressors
were positively related to all three dimensions of
burnout. Furthermore, participants political skills
moderated the relationships between hindrance
stressors and all three dimensions of burnout, such
that the relationships are weaker for individuals
with high political skills. Locus of control moderated the relationships between challenge stressors
and exhaustion, such that the relationships are
weaker for individuals with external locus of con-

trol. These results suggest that the boundary conditions of the relationships between different type of
stressors and different dimensions of burnout are
divergent. Various types of individual differences (i.
e. skill and personality) can act as resources to
buffer stressors-burnout relationships in separate
way.

Is conscientiousness always good for employees? A moderated mediation model

Jingjing Ma Peking University, China; Lei Wang
Peking University, China
Considerable previous research has demonstrated
the positive impact of employees conscientiousness in organisations. However, in this study we
surveyed 221 Chinese civil servants using longitudinal design and found that conscientiousness may
exert bad inuence on employees. The results
showed that employees conscientiousness had signicant strengthened moderation effect on the full
mediation relationship between challenge stressor
and job burnout through perceived stress. Specically, when dealing with more challenge stressors,
compared with their colleagues who had lower
conscientiousness, those high in conscientiousness
perceived more severe stress, resulting in more
experienced burnout. Meanwhile, conscientiousness did not signicantly inuence the partial mediation relationship between hindrance stressor, perceived stress and burnout. Implication and future
research concerning the potential dark side of conscientiousness in organisations and the differentiation between challenge stressors and hindrance
stressors are discussed.

Virtual self-choice enhances resistance towards illusory stress

Kun Yu Peking University, China; Lei Wang Peking
University, China
The current research aimed to examine how resistance towards stress is affected by mere imagined
choice (virtual choice) about the work or task. In
Study 1 we held a real choice task on computer to
identify that participants could bear more stress in
a task they choose than in a task selected by
computer. Fifty graduate and undergraduate students were randomly assigned to self-choice condition or computer-choice condition. Results
showed that participants in self-choice condition
could persist longer in the arithmetic task than
computer-choice condition, even though tasks in
two conditions were actually all the same. In experiment 2 we introduce virtual choiceship, that the
choice was unreal but just being informed, Three
types of job choices were offered to 137 employees, who were then told to imagine they are engaging one of them. Results revealed that subjects
in self-choice condition reported higher level of
willingness to bear stress than other two conditions. With another sample of 107 employees, we
held experiment 3 and replicated ndings of experiment 2 without information about alternatives
job choices presented. These ndings demonstrate
that virtual self-choice existing only in the mind
could enhance peoples resistance towards illusory
stress on an imaginary task or a job, even though
people never do it and even never know about it.
Theoretical and practical implications of these ndings are discussed.

Symposium title: The application of evidence-based approaches in coaching psychology

Convenor: Aletta Odendaal
The authentic-intention model: Using explicit intention to decipher the interface between interpersonal behaviour and authentic leadership
Steven Breger DynamicDIALOGUE, South Africa
The Authentic-Intention Model (AIM) provides a
framework for practitioners to understand the behavioural dynamics (of individuals and teams), in order
to transform un-articulated intentions, the agenda,
to authentic dialogue. The AIM integrates evidencebased research and adopts an a posteriori, actionlearning approach that includes the following theoretical grounding: role theory; cognitive-behaviour
therapy; social constructionism; dialogue; systems
psychodynamics; neuroscience; emotional intelligence. Behavioural dynamics can be determined by
accessing the following: Context: systemic setting,
expectations and individual roles within the interaction. Content: individuals word-phrase choices, attributed meaning. Syntax: structure/logic arising Presuppositions: assumptions, expectations. Intention:
psycho-emotional [un/conscious] subtext and nonverbal, spatial-directional-tonal characteristics. The
emerging patterns provide information for diagnosing
behavioural dynamics and deepening relationships.
The benets being: congruence, credibility, authenticity, trustworthiness and meaningful collaboration.
The AIM is a diagnostic and leadership-mastery tool
for coaching, facilitation, transformation, and training
and development contexts to transform working
relationships. It provides a practical tool to articulate
that which often remains unacknowledged and unarticulated at the interface of emotion, language, irrational and rational intention.

A branding approach to coaching

Frederik Crous University of Johannesburg, South
Africa
According to the embodied cognition thesis, all
aspects of the mind (including high level mental constructs and tasks) are shaped by the experience and
perception of bodily movements. A basic bodily
movement in space may therefore serve as root metaphor/image schema for a highly complex concept.
With this paper it will be shown how embodied
cognition may provide for an approach to coaching.
This will be done by: 1. identifying the root metaphor
for optimal experience/performance, 2. indicating how
this metaphor may be interpreted as a logo (image
schema) for optimality/positivity, 3. suggesting that
this is a valid logo we work optimally by, 4. explaining how this may serve as a method for branding
optimality/positivity in the mind of the coachee, providing the coachee with a tool for making sense of the
coaching process and sustaining its outcomes. A case
will be presented on how coaching as a branding
process of optimality/positivity was applied.

The application of evidence-based

approaches in coaching psychology
Aletta Odendaal South Africa
Coaching psychology is a rapidly expanding subdiscipline of applied psychology in both research

558
and practice domains. Psychology brings to coaching a solid understanding of the psychology of
human change and the ability to develop coaching
interventions based on theoretically grounded case
conceptualisations using evidence-based processes
and techniques that are applied in specic contexts. Coaching psychologists (or psychologists as
coaches) should be able to draw on a range of
theoretical frameworks, using client-congruent,
theoretically grounded techniques in order to assist
the client in reaching their coaching goals. Surveys
conducted in the UK, Australia and South Africa
(2003-2011) clearly established in excess of 28
different psychological models and approaches
used by coaching psychologists. This symposium
explores four approaches to coaching, chosen to
illustrate the variety of inuences on coaching
psychology practice and its knowledge base.
Recognising the multi-disciplinary nature of
coaching and that coaching psychologists may
come from multi-theoretical backgrounds, survey
results on the different approaches utilized in
coaching psychology as well as case conceptualisation will be utilised as the basis for the discussion. A framework for using formulation in coaching psychology is outlined through consideration
of purpose, perspective and process (Lane & Corrie, 2009). It is argued that greater attention to

Industrial/Organisational/Work
formulation will contribute to the development of
systematic approaches to practice in a highly diverse context.

Coaching Africa: A strength based systems

approach towards coaching in a multicultural
society
Llewellyn Van Zyl University of South Africa, South
Africa; Marius Stander
Traditionally, helping professions aimed to address
psychopathology (Seligman, 2011). Wellbeing was
dened by the absence of distress and pathology
(Seligman & Csikszentimihalyi, 2000), where no
emphasis was placed on optimal development. Focusing on and re-emphasising pathology reinforces
low expectations, creates dependency on outside
resources and discourages individuals to develop
optimally (Peterson, & Seligman, 2004; Seligman,
2011). Psychologists interested in promoting human potential need to move away from this disease
model towards facilitating development through
focusing on individual strengths (Park & Peterson,
2006). The purpose of this paper was to develop an
analytical strengths based coaching model conducive to a multicultural society. A meta-theoretical
literature review was used in order to develop the
model. The model is comprised of ten phases: (a)

clarifying expectations and establishing rapport, (b)

identifying and marrying conscious and unconscious strengths, (c) identifying coaching themes,
(d) encouraging, deriving meaning and instilling
hope, (e) framing solutions, (f) building strengths
and competencies, (g) empowerment, (h) changing,
(i) building resilience and (j) evaluating and terminating the relationship. The focus lays on determining key concepts of the theory, the coaching
process and the application of the model within a
multicultural environment.

Symposium title: The state of psychology in

Zimbabwe
Convenor: Gwatirera Javangwe
In the eyes of the Zimbabwean occupational
psychologist
Gwatirera Javangwe University of Zimbabwe, Zimbabwe
The presentation focuses on the current trends,
patterns and pathways for occupational psychology
in Zimbabwe. I will illustrate how occupational
psychology is taught, practised and also demonstrate the gaps inherent in both teaching and practice of occupational psychology.