Lori Foster Thompson1

North Carolina State University

October 27 is quickly approaching, and you know what that means:
Cranky Coworkers Day is just around the corner (Elmer, 2007). Do you find
yourself searching for a way to escape the complaints of that cantankerous
colleague down the hall? If so, this column is for you! The following pages
provide everything you need to know to steer the next office conversation
away from your crabby coworker’s grumblings and toward something infi-
nitely more interesting: I-O psychology in South Africa. Read on for details.

Industrial and Organizational Psychology in South Africa

Fred Guest
Past President
The Society for Industrial and Organisational Psychology
of South Africa (SIOPSA)
Hennie J. Kriek
SHL Americas
South Africa is indeed a country of contrasts, from first
world technology to third world poverty. It is this environ-
ment of extreme change that allowed for the miracle of the
“new” South Africa in 1994 and provides the I-O psycholo-
gist with one of the most exciting environments in the world
to work in. There are few places that provide a space so full
of diversity and transformation to test our science of group
differences and cross-cultural issues in the world of work,
while at the same time seeking the practical implementation
of employee-orientated activities with an emphasis on devel-
oping human resources, bolstering the economy, and improv-
ing South Africa’s global competitiveness (Muchinsky, Kriek,
& Schreuder, 1998).

1 As always, your comments and suggestions regarding this column are most welcome. Please
feel free to e-mail me: [email protected].

60 October 2008 Volume 46 Number 2

 History of I-O Psychology in South Africa
Industrial psychology2 has a long and dynamic history in South Africa.
The contribution of South African psychologists to the world of work can be
traced back to World War II. During this time, R.W. Wilcock’s development
of intelligence and special aptitude tests, P. R. Shawran’s early work on the
selection of pilots for the armed forces, and I.D. MacCrone’s study of racial
attitudes in South Africa were significant contributions (Raubenheimer, as
cited in Muchinsky et al., 1998). Subsequent work conducted by the Human
Sciences Research Council (HSRC) in the late 1940s further advanced I-O
psychology in South Africa. This work focused primarily on the development
of psychometric instruments used in many different fields. Additional contri-
butions were made in J. G. Taylor’s work on the behavioral basis of percep-
tion; H. F. E. Renning’s studies of the abilities, temperament, interests, and
creativity of the Kalahari Bushmen; W. Hudson’s studies of the perceptual
abilities of Blacks; J. Wolpe’s and A. Lazarus’s work in the field of behavior
therapy; F. W. Blignaut’s study of alcohol addiction in white mice; and S.
Biesheuvel’s research on the intelligence and abilities of different population
groups in South Africa (Raubenheimer, as cited in Muchinsky et al., 1998).
Over the last 3 decades, industrial psychology in South Africa has grown
at a remarkable rate. Almost all universities have industrial psychology
departments in addition to their psychology departments. These departments
were established in the 1960s and 1970s. The popularity of industrial psy-
chology as a field of study has increased enormously over time. In 1972, only
3,147 students studied industrial psychology at South African universities,
but by 1997 about 12,000 undergraduate students in I-O psychology were
enrolled at the University of South Africa (Unisa) alone.
The establishment of the Professional Board of Psychology represents
another notable development in the history of psychology. This occurred in
1974. Industrial psychologists are obliged to register with this board, through
which they obtain statutory recognition.
Finally, discussions of the roots of I-O psychology in South Africa would
not be complete without mention of the Journal of Industrial Psychology
(published as Perspectives in Industrial Psychology from 1975 to 1985). This
journal serves as an independent publication for scientific contributions to the
field of industrial psychology. Today, this publication functions as an open
access journal where articles can be downloaded for free (visit
www.sajip.co.za). The Open Journal Publishing System is also directly linked
to Google Scholar where all the published articles are linked to the Google
search portal.

2 In South Africa the name “industrial psychology” is still used to describe the total field of
industrial and organisational psychology, although professionals and academics are debating
whether the name is sufficient to the needs of the environment.

The Industrial-Organizational Psychologist 61

 I-O Psychology as a Profession
In South Africa, an industrial psychologist is required to register with the
Health Professions Council of South Africa (HPCSA—www.hpcsa.co.za) in
accordance with the Medical, Dental, and Supplementary Health Service Pro-
fessions Act, No 56 of 1974. The main function of the board is to instill high
standards of professional training and conduct among members of the pro-
fession. In order to become registered with the Professional Board, a master’s
degree in psychology and a formal internship of 12 to 18 months is required.
Registered psychologists are required to accrue a certain number of CPD
(continuous professional development) credits per year to maintain their pro-
fessional registration with the board. These credits can be obtained from var-
ious registered CPD Service Providers. In 2007, there were 8,779 individuals
registered with the HPCSA in categories ranging from mental health assistant
to psychologist. Of these, 1,123 were registered I-O psychologists (12% of
these are Black). At this time, 274 interns were also registered (29% of these
are Black).
Many industrial psychologists also register as personnel practitioners with
the South African Board of Personnel Practice (SABPP). This is not a statutory
body and is not regulated by legislation as in the case of the Professional Board.

I-O Psychology at Universities

The significant growth in I-O psychology as a field of study has led to
nearly all South African universities having I-O psychology departments. I-O
psychology is taught in departments at 14 South African universities. Some of
these departments are part of psychology departments, but by far most of these
are situated within the Faculties of Business and Commerce either as inde-
pendent departments or as part of Human Resources Management depart-
ments. The commercial focus of most of these departments provides South
African students with a unique opportunity to combine their science in psy-
chology with the practice of business and commerce.

Professional I-O Psychology Associations

South Africa’s history of transformation has also influenced the way psy-
chologists have organized themselves over the last few decades. Originally,
there were two professional associations for psychologists in South Africa—
the South African Psychological Association and the Psychological Institute
of the Republic of South Africa. In 1982, the Psychological Association of
South Africa (PASA) was established, which consisted of five institutes con-
cerned with the following fields: academic and research, industrial, counsel-
ing, clinical, and educational psychology. As a result of the transformation
process in South Africa, this body was replaced by the present Psychological
Society of South Africa (PsySSA), founded in January 1994.

62 October 2008 Volume 46 Number 2

 From 1994–2005 the Society for Industrial and Organisational Psycholo-
gy of South Africa (SIOPSA) comprised a division of PsySSA. During Octo-
ber 2005, the Society’s members chose to become an independent organization
with an arm’s length relationship with PsySSA. As described next, SIOPSA is
now one of the prominent professional associations representing the interests
of more than 650 psychologists working in industry.
The Society for Industrial and Organisational Psychology of South
Africa (SIOPSA). Most industrial psychologists are represented by SIOPSA
(www.siopsa.org.za). In general, SIOPSA aims to encourage the existence of
a fair and humane work situation in South Africa, to which all have an equal
opportunity of access and within which all can perform according to their abil-
ities, develop to their full potential, and experience a high quality of work life.
The Society is a registered nonprofit organization with an elected central
executive. The executive takes responsibility for the representation of mem-
bers at a national level with statutory bodies like the Board of Psychology.
The executive also works to ensure effective communication with members
through the Society’s Web site, quarterly newsletter, and regular news items,
organizes national events like the annual SIOPSA conference, and provides
additional member services as well.
SIOPSA is an accredited CPD Service Provider of the Board of Psychol-
ogy and arranges several national and regional events for members and other
interested parties. In 2007, the Society issued more that 2,000 CPD certifi-
cates over 20 events. International cooperation is also important to SIOPSA,
which has a Society Memoranda of Understanding with SIOP, EAWOP, and
the Division of Occupational Psychology of the BPS.
The main event of the Society is the annual SIOPSA conference. The con-
ference has been presented annually for at least the last 20 years. This peer-
reviewed, 3-day conference is normally held in June and includes several pre-
conference workshops and at least two international keynote speakers (which
have, in the past, included a number of prominent SIOP members such as
Frank Landy, George Thornton, Murray Barrick, Walter Borman, and
Lois Tetrick). Also included are South African keynote speakers and around
40–50 papers from South African and African I-O psychologists. The confer-
ence follows a format similar to that of the annual SIOP conference.
Regionally, the Society has branches in four main South African cities:
Cape Town, Johannesburg, Durban, and Pretoria. Each of these branches has
its own executive committee and is represented on the central executive by a
regional chairperson. Many regional events are well attended by as many as
70 I-O psychologists, interns, and students.
Consulting in Psychology Interest Group and People Assessment in
Industry (PAI). In addition to the regional branches, the Society has two active
special interest groups: the Consulting in Psychology Interest Group and PAI.
The intent of the Consulting in Psychology Interest Group has been to drive the

The Industrial-Organizational Psychologist 63

cause of consulting in psychology as an area of practice in South Africa. Mean-
while, PAI (www.pai.org.za) was originally establishing to proactively engage
various stakeholders interested in psychological assessment in South African
industry. The purpose of PAI is to ensure testing exists in the South African
context as a value added and ethical practice. PAI’s activities include promot-
ing fair assessments in the workplace. The group has provided the government
with input on the wording of psychometric assessments found in the Employ-
ment Equity Act and has set up a network of interested stakeholders around the
country. PAI is actively engaged in educating everyone about the potential ben-
efits of sound psychological assessment in the industrial context.
Since its inception, PAI has published a range of survey reports and best
practice guides including:
• Issues Facing Organisations Using Assessment in the Workplace (2007)
• Guidelines for the Validation of Assessment Procedures (2006)
• Code of Practice for Psychological and Other Similar Assessment in
the Workplace (2006)
During 2007, PAI invited Jim Outtz of SIOP to present a workshop on
adverse impact as part of a Fairness Symposium in Pretoria. Kevin Murphy
also presented a workshop on the assessment of honesty in the workplace,
and Wayne Cascio and Rich Arvey presented on fairness in personnel deci-
sions some years ago.
The Assessment Centre Study Group (ACSG). The ACSG
(www.acsg.co.za) is a special interest group of practitioners in South Africa
who present a conference on assessment centers each year. The study group
operates independently, both professionally and financially, and consists of a
committee of volunteers who are elected every second year. The ACSG aims
to promote the professional use of the assessment center technique; facilitate
the exchange of experience and skills with regard to this technique; provide
a forum to exchange research, insights, and information related to the sci-
ence, practice, and teaching of assessment centers; ensure that this technique
is applied in an ethical and professional manner by its users; ensure that the
application of the technique in Southern Africa keeps pace with overseas
developments in this field; and identify and address related problem areas.
Since it establishment in 1980, the ACSG has been instrumental in building
relationships with international scholars and practitioners across the globe. A
highlight on the I-O psychology calendar every year is the annual ACSG con-
ference held in the beautiful cape wine lands during March. This conference
is attended by around 150 delegates annually.

The Future of I-O Psychology in South Africa

As the world well knows, South Africa has undergone significant changes
over the past 10 years, impacting our lives and the world of work in ways that
were once difficult to imagine. Sharing and managing knowledge in the
64 October 2008 Volume 46 Number 2
information age have become key to success, resulting in significantly dif-
ferent models of work, opportunities for innovation, and infinitely more
career choices.
To help manage and drive what lies ahead, SIOPSA hosted a one-day Futur-
ing Conference earlier this year to identify and establish a range of issues of
shared importance. This conference resulted in a strategic framework for I-O
psychology over the next 5 years. Delegates from various stakeholder groups
including academic institutions, practitioners, large organizations, and inde-
pendent practice attended and identified 11 professional action domains that
would be critical for our future. These action domains are provided below.

Figure 1: Key outcome from the Futuring Conference—Professional Action

Domains.

These action domains will form the basis of 11 working committees,

which will function under the auspices of SIOPSA with the specific aim of
defining a comprehensive strategy to ensure that I-O psychology in South
Africa is ready for the future.
By maintaining balance between science and practice, and by making a
conscious effort to render scientific knowledge more accessible to its users,
we feel confident that industrial psychology will grow and prosper in the new
socio-political order in South Africa.

The Industrial-Organizational Psychologist 65

 Concluding Editorial
So there you have it—an interesting and informative account of the past,
current, and future directions of our SIOPSA counterparts, who are clearly
doing their part to rid the world of workplace crankiness by advancing the sci-
ence and practice of I-O psychology. All signs indicate that our profession will
continue to flourish in the South African corner of the globe, where our for-
ward-thinking colleagues work to ensure that I-O psychology remains useful
and relevant to diverse populations operating in an ever-changing environment.

References
Elmer, V. (2007, October 26). Cheers for sourpuss. The Washington Post, D02.
Muchinsky, P. M., Kriek, H. J., & Schreuder, A. M. G. (1998). Personnel Psychology.
Johannesburg: International Thomson Publishing Inc.

66 October 2008 Volume 46 Number 2