articles by Kleinjan Redelinghuys
Focusing on key antecedents of intended turnover may enable organizations to intervene before rea... more Focusing on key antecedents of intended turnover may enable organizations to intervene before reaching scenarios where employee turnover is inevitable. The current study aimed to establish which type of fit plays the most prominent role in employees' turnover intention. To achieve this aim, multiple linear regression was used. By establishing which type of fit influences employees' thoughts of quitting the most, organizations can adopt better retention strategies as opposed to casting a net and hoping for the best. This cross-sectional study used secondary data from 384 retail employees. Three distinct fit scales and a turnover intention scale were administered. The study's hypothesis was assessed through multiple linear regression, relative weight analysis, and commonality analysis. Needs-supplies fit was the only variable that had a statistically significant negative association with turnover intention. Needs-supplies fit had the biggest contribution (23.64%) to the multiple R 2 value (34.25%) of the multiple linear regression model. Commonality analysis showed that needs-supplies fit accounted for the highest percentage (16.85%) of unique variance in explaining turnover intention. To enhance the probability of retaining employees, organizations may want to fine-tune their retention strategies based on establishing congruence between what employees need and what can be done to meet these desired needs. The current study stresses the importance of distinguishing between different types of person-environment fit as they may not similarly relate to outcomes.
Studying change is a critical part of psychology and science in general. Studies often treat fit ... more Studying change is a critical part of psychology and science in general. Studies often treat fit as static and use between-person designs to assess change. Accordingly, potentially insightful within-person information is frequently overlooked. The current study aimed to establish the utility of reliable change methodology within the domain of organizational psychology, using needs-supplies fit as a guiding framework. When employee needs can be tracked with a fair degree of clarity, organizations can devise better strategies to routinely address discrepancies between desired employee needs and organizational offerings. This longitudinal study used secondary data from 258 secondary school teachers. The Needs-Supplies Fit Scale was administered. The study’s hypothesis was assessed through reliable change methodology. When considering all the participants that experienced at least some change across time intervals (n = 148), 23.65% (n = 35) of this change was meaningful. This declined to 17.33% meaningful change when factoring in the entire sample, including those who did not experience any change. When organizations are aware of the ever-evolving needs of employees, quicker action can be taken to avoid impending person-environment misfit. This study contributes to existing within-person studies that showcased the malleability of needs-supplies fit and emphasize the value of placing a more prominent focus on the individual.
BMC Public Health, 2023
Background: The Burnout Assessment Tool (BAT) is a new burnout measure developed to replace the M... more Background: The Burnout Assessment Tool (BAT) is a new burnout measure developed to replace the Maslach Burnout Inventory (MBI). Studies have supported the psychometric properties and cross-cultural measurement invariance of the BAT. However, some unresolved questions remain. These questions are the appropriate level of score interpretation, convergent validity with the MBI, and measurement invariance using sample groups from countries outside of Europe.
Methods: We used a cross-sectional survey approach to obtain 794 participants from Australia (n=200), the Netherlands (n=199), South Africa (n=197), and the United States (n=198). In brief, we used bifactor modelling to investigate the appropriate score interpretation and convergent validity with the MBI. Hereafter, we used the Rasch model and ordinal logistic regression to investigate differential item functioning.
Results: The bifactor model showed a large general factor and four small group factors, which suggests calculating and interpreting a general burnout score. This model further shows that the BAT and MBI measure the same burnout construct but that the BAT is a more comprehensive burnout measure. Most items fit the Rasch model, and few showed non-negligible differential item functioning.
Conclusions: Our results support the psychometric properties and cross-cultural measurement invariance of the BAT in Australia, the Netherlands, South Africa, and the United States. Furthermore, we provide some clarity on the three previously mentioned unresolved questions.
Keywords: Bifactor modelling, Burnout, Burnout Assessment Tool, Differential item functioning, Maslach Burnout Inventory, Psychometric properties, Rasch model
SA Journal of Industrial Psychology, 2022
Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nation... more Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nations. Hence, teacher performance, and the determinants thereof, are vital to understand.
Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.
Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.
Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing.
Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting.
Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours.
Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.
South African Journal of Industrial Psychology, 2022
Orientation: Many organisational turnover and vocational counselling studies have investigated th... more Orientation: Many organisational turnover and vocational counselling studies have investigated the outcomes associated with person-environment fit. However, few studies have investigated the potential individual difference variables that might lead to person-environment fit.
Research purpose: This study set out to investigate the relationship between job-hopping motives and interest-environment fit (i.e. congruence).
Motivation for the study: Job-hopping motives reflect individual difference motives that are thought to lead to voluntary turnover behaviour over and above environmental factors. We investigated the hypothesis that these motives might lead to people entering jobs that are congruent with their interests.
Research approach/design and method: A cross-sectional survey research design was used. The Job-Hopping Motives Scale was administered to 197 adults. Multiple linear regression and ridge regression were used to investigate the proposed relationships.
Main findings: Job-hopping motives were related to congruence, with the escape motive showing a negative partial linear relationship with congruence and the advance motive showing no partial linear relationship with congruence.
Practical/managerial implications: Our results suggest that people who have a propensity to frequently change jobs might tend to enter a job that does not necessarily match their interests. This in turn might lead to some of the negative outcomes associated with working in so-called incongruent environments, or alternatively, potentially lead to a cycle of entering and leaving jobs throughout a person's career.
Contribution/value-add: We provide evidence that job-hopping motives might be an organisational-relevant individual difference variable that might lead to working in a congruent or incongruent environment.
SA Journal of Industrial Psychology, 2021
Orientation: Investigating the psychological aspects associated with the coronavirus disease migh... more Orientation: Investigating the psychological aspects associated with the coronavirus disease might be important for psychological interventions. The fear of coronavirus-19 scale (FCV-19S) has emerged as a popular measure of coronavirus-19-related fear. However, its psychometric properties remain unknown in South Africa.
Research purpose: This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model.
Motivation for the study: There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context.
Research approach/design and method: A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit model was applied to the item responses to investigate the measurement quality of the FCV-19S.
Main findings: The FCV-19S showed somewhat satisfactory internal validity in the South African context within the boundaries of the current sample, and clarity was obtained on the mixed findings obtained in the previous research. Potential shortcomings of the scale were identified that might reduce its applicability to the South African context.
Practical/managerial implications: Our results provide tentative support for the internal validity of the FCV-19S in South Africa. Suggestions for the improvement of the scale are made.
Contribution/value-add: This is one of the first studies to investigate the internal validity of the FCV-19S in South Africa. Our results hold important implications for the continued use of this scale and have helped to clarify some of the mixed findings obtained in previous research.
SA Journal of Industrial Psychology, 2021
Orientation: The literature on positive organisational scholarship (POS) could offer valuable sug... more Orientation: The literature on positive organisational scholarship (POS) could offer valuable suggestions on how to rekindle a sense of positivity amongst teachers. Under the POS umbrella, the current study specifically focusses on positive practices, as the research study shows the importance of a positive school climate for teachers and learners.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation
modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
SA Journal of Industrial Psychology, 2021
Orientation: The literature on positive organisational scholarship (POS) could offer valuable sug... more Orientation: The literature on positive organisational scholarship (POS) could offer valuable suggestions on how to rekindle a sense of positivity amongst teachers. Under the POS umbrella, the current study specifically focusses on positive practices, as the research study shows the importance of a positive school climate for teachers and learners.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
South African Journal of Industrial Psychology, 2020
Orientation: Research indicates that teachers are more vulnerable to work-related stress, psychol... more Orientation: Research indicates that teachers are more vulnerable to work-related stress, psychological distress and burnout than many other occupational groups. Despite these hindrances, and against all odds, some teachers are able to feel and function well at work. As positive teacher functioning is an achievable objective, it is important that more studies focus on the positive aspects associated with teacher functioning.
Research purpose: The aim of this was to determine whether workplace flourishing is nonstatic in nature and that employees’ functioning levels may fluctuate positively or negatively over time.
Motivation for the study: Studies predominantly looked at workplace flourishing from a cross-sectional viewpoint. This is problematic, as it provides little information on how employee well-being develops over time.
Research approach/design and method: A longitudinal survey design was used with 202 secondary school teachers. The Flourishing-at-Work Scale and Turnover Intention Scale were administered. A series of analyses (confirmatory factor analysis, longitudinal measurement
invariance, cross-tabulations) were performed to achieve the study objectives.
Main findings: The results showed that teachers experienced notable changes in their classification categories (non-flourishing vs. flourishing) over time and that these changes were related to their intention to leave.
Practical/managerial implications: Because of the impact workplace flourishing may have on individual performance and retention, it is important for organisations to continuously monitor their employees’ levels of functioning.
Contribution/value-add: This study results should offer new insights into how employee well-being develops over time, the complexity of individual uniqueness and evidence for individualising well-being interventions.
Keywords: flourishing; longitudinal; prevalence; teachers; well-being; workplace flourishing.
South African Journal of Business Management, 2020
Purpose: The aim of the study was to assess the associations leader empowering behaviour have wit... more Purpose: The aim of the study was to assess the associations leader empowering behaviour have with person–environment fit, job satisfaction and intention to leave.
Design/methodology/approach: A cross-sectional survey design was used with a sample (N = 398) of retail employees from Gauteng. The Leader Empowering Behaviour Questionnaire, Job Satisfaction Scale, Perceived Fit Scale and Turnover Intention Scale were administered. Structural equation modelling was performed to assess the study
hypotheses.
Findings/results: Findings showed that leader empowering behaviour is positively associated with person–environment fit and job satisfaction, whereas it is negatively associated with the intention to leave.
Practical implications: When leaders share the right amount of power, information, decision-making authority and skills development opportunities with their employees; coach them well; and hold them accountable for controllable outcomes, it should enable them to establish a well-fitted, satisfied and committed workforce.
Originality/value: Studies assessing leader empowering behaviour as an antecedent of person–environment fit have been scarce.
Keywords: leader empowering behaviour; person–environment fit; job satisfaction; intention to leave; retail organisation.
The first aim of the study was to investigate the effects of flourishing at work (as measured by... more The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale—Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale—Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19\% of the population flourished, while 49.22\% were moderately mentally healthy and 6.59\% languished. Positive organizational practices were associated with flourishing at work.
Papers by Kleinjan Redelinghuys
Psychological Reports, Dec 11, 2023
Focusing on key antecedents of intended turnover may enable organizations to intervene before rea... more Focusing on key antecedents of intended turnover may enable organizations to intervene before reaching scenarios where employee turnover is inevitable. The current study aimed to establish which type of fit plays the most prominent role in employees' turnover intention. To achieve this aim, multiple linear regression was used. By establishing which type of fit influences employees' thoughts of quitting the most, organizations can adopt better retention strategies as opposed to casting a net and hoping for the best. This cross-sectional study used secondary data from 384 retail employees. Three distinct fit scales and a turnover intention scale were administered. The study's hypothesis was assessed through multiple linear regression, relative weight analysis, and commonality analysis. Needs-supplies fit was the only variable that had a statistically significant negative association with turnover intention. Needs-supplies fit had the biggest contribution (23.64%) to the multiple R 2 value (34.25%) of the multiple linear regression model. Commonality analysis showed that needs-supplies fit accounted for the highest percentage (16.85%) of unique variance in explaining turnover intention. To enhance the probability of retaining employees, organizations may want to fine-tune their retention strategies based on establishing congruence between what employees need and what can be done to meet these desired needs. The current study stresses the importance of distinguishing between different types of person-environment fit as they may not similarly relate to outcomes.
Psychological Reports, Nov 2, 2023
Studying change is a critical part of psychology and science in general. Studies often treat fit ... more Studying change is a critical part of psychology and science in general. Studies often treat fit as static and use between-person designs to assess change. Accordingly, potentially insightful within-person information is frequently overlooked. The current study aimed to establish the utility of reliable change methodology within the domain of organizational psychology, using needs-supplies fit as a guiding framework. When employee needs can be tracked with a fair degree of clarity, organizations can devise better strategies to routinely address discrepancies between desired employee needs and organizational offerings. This longitudinal study used secondary data from 258 secondary school teachers. The Needs-Supplies Fit Scale was administered. The study’s hypothesis was assessed through reliable change methodology. When considering all the participants that experienced at least some change across time intervals (n = 148), 23.65% (n = 35) of this change was meaningful. This declined to 17.33% meaningful change when factoring in the entire sample, including those who did not experience any change. When organizations are aware of the ever-evolving needs of employees, quicker action can be taken to avoid impending person-environment misfit. This study contributes to existing within-person studies that showcased the malleability of needs-supplies fit and emphasize the value of placing a more prominent focus on the individual.
SA Journal of Industrial Psychology
Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nation... more Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nations. Hence, teacher performance, and the determinants thereof, are vital to understand.Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire ...
SA Journal of Industrial Psychology
Orientation: Many organisational turnover and vocational counselling studies have investigated th... more Orientation: Many organisational turnover and vocational counselling studies have investigated the outcomes associated with person–environment fit. However, few studies have investigated the potential individual difference variables that might lead to person–environment fit.Research purpose: This study set out to investigate the relationship between job-hopping motives and interest–environment fit (i.e. congruence).Motivation for the study: Job-hopping motives reflect individual difference motives that are thought to lead to voluntary turnover behaviour over and above environmental factors. We investigated the hypothesis that these motives might lead to people entering jobs that are congruent with their interests.Research approach/design and method: A cross-sectional survey research design was used. The Job-Hopping Motives Scale was administered to 197 adults. Multiple linear regression and ridge regression were used to investigate the proposed relationships.Main findings: Job-hoppi...
The Oxford Handbook of Meaningful Work, 2019
This chapter explores cultural, national, and individual diversity, and their relationships with ... more This chapter explores cultural, national, and individual diversity, and their relationships with meaningful work. Most studies relevant to meaningful work have originated in Western cultures and developed countries. Few studies have focused on the relationship between cultural and national diversity and meaningful work. The study of relationships between meaningful work, values, and organizational practices on individual, organizational, and national levels is challenging given different methods to aggregate data as well as the different levels involved. Both individual-level and multilevel studies are required to study the complex relationships between diversity and meaningful work. Assessing meaningful work from a national culture perspective could be problematic, as national culture fails to account for factors such as within-culture variability, acculturation, the changing nature of cultural aspects (e.g. values), and cultural tightness or looseness. Longitudinal and experimenta...
BMC Public Health
Background The Burnout Assessment Tool (BAT) is a new burnout measure developed to replace the Ma... more Background The Burnout Assessment Tool (BAT) is a new burnout measure developed to replace the Maslach Burnout Inventory (MBI). Studies have supported the psychometric properties and cross-cultural measurement invariance of the BAT. However, some unresolved questions remain. These questions are the appropriate level of score interpretation, convergent validity with the MBI, and measurement invariance using sample groups from countries outside of Europe. Methods We used a cross-sectional survey approach to obtain 794 participants from Australia (n = 200), the Netherlands (n = 199), South Africa (n = 197), and the United States (n = 198). In brief, we used bifactor modelling to investigate the appropriate score interpretation and convergent validity with the MBI. Hereafter, we used the Rasch model and ordinal logistic regression to investigate differential item functioning. Results The bifactor model showed a large general factor and four small group factors, which suggests calculatin...
Journal of Happiness Studies
The last decades experienced a rapid growth in the number of studies examining the effects of psy... more The last decades experienced a rapid growth in the number of studies examining the effects of psychological interventions on well-being, yet well-being is often conceptualized and measured in different ways in these studies. Previous meta-analyses included studies with a plethora of different well-being instruments, which provides an ambiguous picture of the effectiveness. Furthermore, prior meta-analyses mainly included specific types of psychological interventions. The goal of the current study was to synthesize the effectiveness of psychological interventions in improving well-being as measured with one consistent and comprehensive well-being instrument, the Mental Health Continuum (MHC). The literature was searched for RCTs examining the effect of psychological interventions in both clinical and non-clinical populations that used the MHC as outcome. 46 RCTs (N = 7,618) and 64 comparisons were analyzed using 3-level meta-analysis models. When compared with non-active control grou...
SA Journal of Industrial Psychology, 2021
Orientation Investigating the psychological aspects associated with the coronavirus disease might... more Orientation Investigating the psychological aspects associated with the coronavirus disease might be important for psychological interventions. The fear of coronavirus-19 scale (FCV-19S) has emerged as a popular measure of coronavirus-19-related fear. However, its psychometric properties remain unknown in South Africa. Research purpose This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model. Motivation for the study There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context. Research approach/design and method A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit...
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articles by Kleinjan Redelinghuys
Methods: We used a cross-sectional survey approach to obtain 794 participants from Australia (n=200), the Netherlands (n=199), South Africa (n=197), and the United States (n=198). In brief, we used bifactor modelling to investigate the appropriate score interpretation and convergent validity with the MBI. Hereafter, we used the Rasch model and ordinal logistic regression to investigate differential item functioning.
Results: The bifactor model showed a large general factor and four small group factors, which suggests calculating and interpreting a general burnout score. This model further shows that the BAT and MBI measure the same burnout construct but that the BAT is a more comprehensive burnout measure. Most items fit the Rasch model, and few showed non-negligible differential item functioning.
Conclusions: Our results support the psychometric properties and cross-cultural measurement invariance of the BAT in Australia, the Netherlands, South Africa, and the United States. Furthermore, we provide some clarity on the three previously mentioned unresolved questions.
Keywords: Bifactor modelling, Burnout, Burnout Assessment Tool, Differential item functioning, Maslach Burnout Inventory, Psychometric properties, Rasch model
Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.
Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.
Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing.
Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting.
Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours.
Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.
Research purpose: This study set out to investigate the relationship between job-hopping motives and interest-environment fit (i.e. congruence).
Motivation for the study: Job-hopping motives reflect individual difference motives that are thought to lead to voluntary turnover behaviour over and above environmental factors. We investigated the hypothesis that these motives might lead to people entering jobs that are congruent with their interests.
Research approach/design and method: A cross-sectional survey research design was used. The Job-Hopping Motives Scale was administered to 197 adults. Multiple linear regression and ridge regression were used to investigate the proposed relationships.
Main findings: Job-hopping motives were related to congruence, with the escape motive showing a negative partial linear relationship with congruence and the advance motive showing no partial linear relationship with congruence.
Practical/managerial implications: Our results suggest that people who have a propensity to frequently change jobs might tend to enter a job that does not necessarily match their interests. This in turn might lead to some of the negative outcomes associated with working in so-called incongruent environments, or alternatively, potentially lead to a cycle of entering and leaving jobs throughout a person's career.
Contribution/value-add: We provide evidence that job-hopping motives might be an organisational-relevant individual difference variable that might lead to working in a congruent or incongruent environment.
Research purpose: This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model.
Motivation for the study: There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context.
Research approach/design and method: A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit model was applied to the item responses to investigate the measurement quality of the FCV-19S.
Main findings: The FCV-19S showed somewhat satisfactory internal validity in the South African context within the boundaries of the current sample, and clarity was obtained on the mixed findings obtained in the previous research. Potential shortcomings of the scale were identified that might reduce its applicability to the South African context.
Practical/managerial implications: Our results provide tentative support for the internal validity of the FCV-19S in South Africa. Suggestions for the improvement of the scale are made.
Contribution/value-add: This is one of the first studies to investigate the internal validity of the FCV-19S in South Africa. Our results hold important implications for the continued use of this scale and have helped to clarify some of the mixed findings obtained in previous research.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation
modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
Research purpose: The aim of this was to determine whether workplace flourishing is nonstatic in nature and that employees’ functioning levels may fluctuate positively or negatively over time.
Motivation for the study: Studies predominantly looked at workplace flourishing from a cross-sectional viewpoint. This is problematic, as it provides little information on how employee well-being develops over time.
Research approach/design and method: A longitudinal survey design was used with 202 secondary school teachers. The Flourishing-at-Work Scale and Turnover Intention Scale were administered. A series of analyses (confirmatory factor analysis, longitudinal measurement
invariance, cross-tabulations) were performed to achieve the study objectives.
Main findings: The results showed that teachers experienced notable changes in their classification categories (non-flourishing vs. flourishing) over time and that these changes were related to their intention to leave.
Practical/managerial implications: Because of the impact workplace flourishing may have on individual performance and retention, it is important for organisations to continuously monitor their employees’ levels of functioning.
Contribution/value-add: This study results should offer new insights into how employee well-being develops over time, the complexity of individual uniqueness and evidence for individualising well-being interventions.
Keywords: flourishing; longitudinal; prevalence; teachers; well-being; workplace flourishing.
Design/methodology/approach: A cross-sectional survey design was used with a sample (N = 398) of retail employees from Gauteng. The Leader Empowering Behaviour Questionnaire, Job Satisfaction Scale, Perceived Fit Scale and Turnover Intention Scale were administered. Structural equation modelling was performed to assess the study
hypotheses.
Findings/results: Findings showed that leader empowering behaviour is positively associated with person–environment fit and job satisfaction, whereas it is negatively associated with the intention to leave.
Practical implications: When leaders share the right amount of power, information, decision-making authority and skills development opportunities with their employees; coach them well; and hold them accountable for controllable outcomes, it should enable them to establish a well-fitted, satisfied and committed workforce.
Originality/value: Studies assessing leader empowering behaviour as an antecedent of person–environment fit have been scarce.
Keywords: leader empowering behaviour; person–environment fit; job satisfaction; intention to leave; retail organisation.
Papers by Kleinjan Redelinghuys
Methods: We used a cross-sectional survey approach to obtain 794 participants from Australia (n=200), the Netherlands (n=199), South Africa (n=197), and the United States (n=198). In brief, we used bifactor modelling to investigate the appropriate score interpretation and convergent validity with the MBI. Hereafter, we used the Rasch model and ordinal logistic regression to investigate differential item functioning.
Results: The bifactor model showed a large general factor and four small group factors, which suggests calculating and interpreting a general burnout score. This model further shows that the BAT and MBI measure the same burnout construct but that the BAT is a more comprehensive burnout measure. Most items fit the Rasch model, and few showed non-negligible differential item functioning.
Conclusions: Our results support the psychometric properties and cross-cultural measurement invariance of the BAT in Australia, the Netherlands, South Africa, and the United States. Furthermore, we provide some clarity on the three previously mentioned unresolved questions.
Keywords: Bifactor modelling, Burnout, Burnout Assessment Tool, Differential item functioning, Maslach Burnout Inventory, Psychometric properties, Rasch model
Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.
Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.
Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing.
Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting.
Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours.
Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.
Research purpose: This study set out to investigate the relationship between job-hopping motives and interest-environment fit (i.e. congruence).
Motivation for the study: Job-hopping motives reflect individual difference motives that are thought to lead to voluntary turnover behaviour over and above environmental factors. We investigated the hypothesis that these motives might lead to people entering jobs that are congruent with their interests.
Research approach/design and method: A cross-sectional survey research design was used. The Job-Hopping Motives Scale was administered to 197 adults. Multiple linear regression and ridge regression were used to investigate the proposed relationships.
Main findings: Job-hopping motives were related to congruence, with the escape motive showing a negative partial linear relationship with congruence and the advance motive showing no partial linear relationship with congruence.
Practical/managerial implications: Our results suggest that people who have a propensity to frequently change jobs might tend to enter a job that does not necessarily match their interests. This in turn might lead to some of the negative outcomes associated with working in so-called incongruent environments, or alternatively, potentially lead to a cycle of entering and leaving jobs throughout a person's career.
Contribution/value-add: We provide evidence that job-hopping motives might be an organisational-relevant individual difference variable that might lead to working in a congruent or incongruent environment.
Research purpose: This study set out to investigate the internal validity of the FCV-19S in the South African context using the Rasch measurement model.
Motivation for the study: There have been some mixed findings on the psychometric properties of the FCV-19S in international research and its psychometric properties are yet to be investigated in South Africa. Investigating these psychometric properties can provide psychometric information to practitioners who wish to use this instrument in the South African context.
Research approach/design and method: A cross-sectional survey research design was used. The FCV-19S was administered to 159 adults. The Rasch partial credit model was applied to the item responses to investigate the measurement quality of the FCV-19S.
Main findings: The FCV-19S showed somewhat satisfactory internal validity in the South African context within the boundaries of the current sample, and clarity was obtained on the mixed findings obtained in the previous research. Potential shortcomings of the scale were identified that might reduce its applicability to the South African context.
Practical/managerial implications: Our results provide tentative support for the internal validity of the FCV-19S in South Africa. Suggestions for the improvement of the scale are made.
Contribution/value-add: This is one of the first studies to investigate the internal validity of the FCV-19S in South Africa. Our results hold important implications for the continued use of this scale and have helped to clarify some of the mixed findings obtained in previous research.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation
modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).
Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.
Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation modelling was used for hypotheses testing.
Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs
used in this study.
Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.
Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.
Research purpose: The aim of this was to determine whether workplace flourishing is nonstatic in nature and that employees’ functioning levels may fluctuate positively or negatively over time.
Motivation for the study: Studies predominantly looked at workplace flourishing from a cross-sectional viewpoint. This is problematic, as it provides little information on how employee well-being develops over time.
Research approach/design and method: A longitudinal survey design was used with 202 secondary school teachers. The Flourishing-at-Work Scale and Turnover Intention Scale were administered. A series of analyses (confirmatory factor analysis, longitudinal measurement
invariance, cross-tabulations) were performed to achieve the study objectives.
Main findings: The results showed that teachers experienced notable changes in their classification categories (non-flourishing vs. flourishing) over time and that these changes were related to their intention to leave.
Practical/managerial implications: Because of the impact workplace flourishing may have on individual performance and retention, it is important for organisations to continuously monitor their employees’ levels of functioning.
Contribution/value-add: This study results should offer new insights into how employee well-being develops over time, the complexity of individual uniqueness and evidence for individualising well-being interventions.
Keywords: flourishing; longitudinal; prevalence; teachers; well-being; workplace flourishing.
Design/methodology/approach: A cross-sectional survey design was used with a sample (N = 398) of retail employees from Gauteng. The Leader Empowering Behaviour Questionnaire, Job Satisfaction Scale, Perceived Fit Scale and Turnover Intention Scale were administered. Structural equation modelling was performed to assess the study
hypotheses.
Findings/results: Findings showed that leader empowering behaviour is positively associated with person–environment fit and job satisfaction, whereas it is negatively associated with the intention to leave.
Practical implications: When leaders share the right amount of power, information, decision-making authority and skills development opportunities with their employees; coach them well; and hold them accountable for controllable outcomes, it should enable them to establish a well-fitted, satisfied and committed workforce.
Originality/value: Studies assessing leader empowering behaviour as an antecedent of person–environment fit have been scarce.
Keywords: leader empowering behaviour; person–environment fit; job satisfaction; intention to leave; retail organisation.
Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.
Motivation for the study: Disease-driven research heavily outweighs health promotion
research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.
Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.
Main findings: Results confirmed WF’s three-factor structure. Person–environment fit
positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.
Practical/managerial implications: Organisations should continually modify their
strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.
Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.