Research Area: Industrial/Organisational/Work

Session Type: Papers

Police culture and organisational socialisa-tion as predictors of prosocial and ethicalbehaviour of ofcers of the Nigerian policeforceAderemi Alarape University of Ibadan, NigeriaAn ofcial priority concern for the Nigeria PoliceForce is unethical behaviour by police ofcers.There is little indication that the organisation iseffectively overcoming this problem. The presentstudy was designed to examine the roles of policeculture and organisational socialisation on prosocialand ethical behaviour among a sample of Nigeriapolice. Using a cross-sectional survey design, datawas collected from 193 participants drawn fromofcers of the Nigeria Police Force, Ogun StateCommand, Sagamu, Nigeria. Results of the multi-ple regression computed reveal that police culturethemes of solidarity, isolation and cynicism andorganisational socialisation were signicantly pre-dictive and explained 28% of the variance in policeofcers prosocial behavior,while only police cul-ture themes of solidarity and isolation were signif-icantly predictive and explained 12% of policeofcers unethical behaviour. These ndings werediscussed in the context of socio-dynamic theory,socialisation theory and ethical theories, while thepractical implications for the training of ofcers ofthe Nigeria police were discussed.

Attitudes toward organisational change: Theinuence of emotional intelligence and per-sonalityAderemi Alarape University of Ibadan, NigeriaPrevious research on organisational change has main-ly focused on organisational factors neglecting theindividual-oriented factors. This study examined theinuence of emotional intelligence and personality onattitudes toward organisational change in the powersector in Nigeria. A survey of 200 employees of apublic corporation in Lagos State, Nigeria was takenwith a questionnaire. The result of the correlationalanalysis showed a signicant positive relationshipbetween openness to experience, agreeableness, con-scientiousness and attitudes toward organisationalchange. In addition, the result of the multiple regres-sion computed showed that extroversion and consci-entiousness independently predicted attitudes towardorganisational change. Twenty-four percent of atti-tudes toward organisational change was accountedfor by employees personality and emotional intelli-gence. The ndings imply that personality and emo-tional intelligence are relevant for positive attitudestowards organisational change among power sectoremployees in Nigeria.

The effect of antecedent variables on accept-ing career bridge employment in retirementMolood Amiri IsfahanUniversity, Islamic Republic ofIran; Abolghasem Nouri; Hamid OreyziIt is almost three decades that retirement isviewed as a process. Persons entered in bridge

employment - that as an analogy compare it to abridge that link the world of work to work with-drawal. The current research was to investigatepersonal characteristics, job related psychologicalvariables and other variables related to retirementdesign and planning in bridge employing in theirjob before retirement, and the effect of precedentvariables on their decisions. The current studydesign is longitudinal research and the partici-pants were geriatric retirees who continued theircareers in their former job and compared to fullyretired persons. Instrument were self reported in-ventory, included demographic information (namely age and educative ) and health , nancialstatus, job tension, job satisfaction and thoughtabout retirement. In order to analyse data thestratied logistic analysis, odd ratio, chi squaretest for goodness of t of the model, and R2 effectsize estimation were used. Results indicate thatpersonnel expected to retire, that adopt bridgeemployment in their former career in industrywere younger, more educated, healthier, experi-enced less job tension and were more satisedwith their job, however their nancial status werebetter. The last nding was surprising at rstglance, however it is the result of their educationallevel that help them acquire bridge employment.Retirement is a signicant period in each personslifespan that, if not correctly planned, may leadworkers to suffer because of psychological tensionand economical constraints.

Outcome evaluation of successful self, aprogram to prevent psychosocial distressamong new health professionalsMikayo Ando Okayama University, Japan; Shini-chiro Ando Okayama University, JapanThis study evaluated the impact of SuccessfulSelf, an intervention program focused on self-un-derstanding, coping under difcult situations, andcommunicating with others to improve social com-petence and self-efcacy and to prevent psychoso-cial distress among various kinds of rst-year healthprofessionals in a general hospital. Five physicians,16 nurses, and two pharmacists attended the pro-gram in 2010 (the 2010 group). In 2011, fourphysicians, 15 nurses, and two pharmacists attendeda program, modied by the evaluation of the 2010group (the 2011 group). Participants attending theprogram in both groups completed surveys beforeTime 1 and after Time 2. The intervention programincluded four weekly sessions covering self-under-standing, self-control, interpersonal relationships,problem-solving, conict resolution, and stressmanagement. To improve the 2011 program, anoccupational health physician acted as facilitatorand experienced nurses acted as co-facilitators. Forall participants, there were no signicant differencesat Time 1 between the 2010 group and the 2011group. At Time 2, depression and confusion weresignicantly lower in the 2011 group than in the2010 group. For nurses, there were no signicantdifferences at Time 1 between the 2010 group andthe 2011 group. At Time 2, anxiety, depression,fatigue, and confusion were signicantly lower inthe 2011 group than in the 2010 group. The inter-vention program effectively prevented some aspectsof psychosocial distress among new Japanese healthprofessionals.

Organisational climate: A case study in aBrazilian public organisationMonica Aparecida De Oliveira Universidade de Bra-silia-UNB, Brazil; Onofre MirandaCulture is always characterised as the way thatpeople think, act and feel, while organisationalclimate has been conceptualised as workers per-ceptions of their organisational environment. Con-sidering studies on organisational climate, manyworks have addressed its positive and negativeaspects as well as the employees satisfactionconcerning organisational aspects such as: leader-ship, co-workers, organisations structure. In thissense, this study aimed to investigate the percep-tions workers of organisational climate in a Brazi-lian public organization as well as the positive andnegative aspects of it and their satisfactionconcerning on many organisational aspects. Weconducted a case study with a descriptive surveyto a sample of workers to gather information onwhat they think about their organisational climate(co-workers, leadership, payment, commitment, ac-tivities performed and quality of life programs).The results showed that employees perceive thepositive organisational climate (72,2%), as much assatisfaction (66,6%). Most participants realise thatthe satisfaction is due to the activity performed(41,6%) and workers commitment (27,7%). Theseresults conrm the positive aspects that inuencethe organisational climate indicated by respondentsas well as other factors, such as leadership (58,5%),payment (55,5%), commitment (83,3%) and activ-ities (91,5%). It is also observed that participantsconsider the lack of investment in quality of lifeprograms (78%) as a negative aspect to the orga-nisational climate. The results are discussedconcerning theories, and suggestions are proposedfor the organisation and for future studies.

The relation between work engagement andwork-family conict: The moderating role ofperceived family supportMaede Arabzadegan University of Isfahan, IslamicRepublic of Iran; Abolghasem Nouri; HamidrezaOreyziMost of past research was aimed at the positiveconsequences of work engagement in organisations,however, a few studies emphasised the negativeaspects of work engagement. This study identiedthe relationship of work engagement and work-family conict relating to the moderating role ofperceived family support. Data were collected from183 employees of an industrial company, who wereselected by stratied sampling. The instruments inthe present study consisted of Utrecht Work En-gagement Scale (UWES, Schaufeli et al., 2002),Work-Family Conict Questionnaire (Netemeyer,Boles, & McMurrian, 1996) and Questionnaire ofFamily Support, (Procidano & Heller, 1983). Themoderated regression analysis was used for theassessment of the moderation role of family sup-port. The results indicated that family support mod-erated the relationship between work engagementand work-family conict. According to the ndings,when people involve in work, their energy forfamily functions reduce, but when their familiessupport them, despite high work engagement, theyfeel less conict between work and family duties.

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The relation between work engagement andemployee health: The moderating role ofperceived organisational supportMaede Arabzadegan University of Isfahan, IslamicRepublic of Iran; Abolghasem Nouri; HamidrezaOreyziEmployee health is affected by many organisationalfactors. Research shows inconsistencies between therelationship of work engagement and employeehealth, which may be affected by other variables. Thisstudy examined the relationship of work engagementand employee health, with consideration to the mod-erating role of perceived organisational support. Datawere collected from a sample of 223 employees of anindustrial organisation in Isfahan, who were selectedby a stratied random sampling method. The instru-ments used in the study consisted of the Utrecht WorkEngagement Scale (UWES, Schaufeli et al, 2002),General Health Questionnaire (Goldberg, 1970) andperceived organisational Support Questionnaire(Rhoades and Eisenberger (2002). The moderatedregression analysis was used for the assessment ofthe moderation role of organisational support. Find-ings indicated the negative relationship between workengagement and employee health, but this relationshipis moderated with organisational support. We con-clude that work engagement decreases the physicalenergy for countering health threatening elementswhich, with organisational support, reduces the neg-ative consequences of work engagement on health.

Relationship of work engagement and em-ployee health with considering the mediat-ing role of work/family conictMaede Arabzadegan University of Isfahan, IslamicRepublic of Iran; Hamidreze Oreyzi; AbolghasemNouriWith the appearance of positive psychology, em-phasis on positive skills and behaviours hasreplaced attention to behavioural incapability. Thepresent study tested a mediational model consistingof physical health as the dependent variable andwork engagement as the independent variable, withthe work-family conict as its mediator. Data weregathered from a sample of 183 employees at anindustrial organisation in Iran, who were selectedby a stratied random sampling method. The instru-ments used in this study were the Utrecht WorkEngagement Scale (UWES, Schaufeli et al., 2002),Work-Family Conict Questionnaire (Netemeyer,Boles, & McMurrian, 1996) and General HealthQuestionnaire (Goldberg 1970). Structural equationmodeling (SEM) through AMOS-18 and SPSS-18software packages were used for data analysis. Theresults supported components of the proposed mod-el, in that work engagement predicted work-familyconict, which in turn predicted physical health. Inaddition, work-family conict mediated these rela-tionships. Discussion and implications of the resultsare presented in the study.

Information security and organizationalchange perception: Inuences on securityattitudes and behaviorsTalita Arantes Unb, Brazil; Elaine NeivaInformation plays a strategic role in the organization-al environment, therefore its security is crucial fororganizations to remain competitive. It is important topay attention not only to technology resources, but

also to people that are an essential factor of informa-tion security. This paper aims to understand individ-ual security behavior in the work environment, test-ing a mediation model which identies twoantecedents of security behavior: Organizationalpractices of information security and organizationalchange perception toward practices, and securitypractices-related attitudes as the mediator variable.For this study, an instrument composed of four ten-point Likert scales was used. Three scales weredeveloped and validated to measure the practices,attitudes and behavior toward 61 statements. A ten-point scale was used to measure the organizationalchange perception toward 30 statements. All thescales presented a two-dimensional structure. Datawere collect from 623 cases in a Brazilian publicorganization by on-line survey. Descriptive analyses,exploratory factor analysis and regression analysiswere conducted. The results showed that securitypractices-related attitudes mediated the relation be-tween the organizational and individual levels, that is,in so far as the organization implements securitypractices, the individuals perceive radical organiza-tional change (R2=.279) and present positive securitypractices-related attitudes, which in turn, impacts oninformation security behavior (R2=.158).

Quality of work life: Increasing productivityby delivering recognition, a case study inMexicoFernando Arias-Galicia Morelos State University,Mexico; Francisco Barroso-TanoiraThe construct of quality of work life (QWL) may beconsidered to be composed of several factors. In thispaper attention is focused on recognition (how theemployees work is valued and appreciated). Thegoals of this research were: (a) to determine workersdegree of recognition received, and (b) to determineif there was a signicant relationship between recog-nition and productivity. The study was performed inthe maquiladora (in bond) industry dedicated to jeansmanufacturing in Yucatn, Mexico. This rm wasselected because it hires workers from all states inthe south-east of the country, as well as for its sizeand organisation. There are 2,800 workers in veplants (cutting, sewing, laundry, dry process andcare). A random representative sample (n= 329) ofworkers was surveyed by means of a questionnairedesigned to ascertain QWL; recognition was one ofthe measured variables. This study is correlational.Participation was voluntary. No one worker refused.Results showed a signicant difference among theworkers depending on age and job position. Themost interesting result was a positive signicant cor-relation between recognition and the percentage ofgoals reached (an indicator of productivity). It can beargued that an intervening variable is motivation. It isrecommended that performance continues to be rec-ognized. One way to achieve this goal is to launch apermanent training program for supervisors. Theseresults are relevant for an intervention in the rm forbuilding a QWL model for this kind of enterprise.

Organisational defences, anxiety and leader-ship: A psychoanalytic study of resistance tochangeCorinna ArndtUniversity of Oxford, United KingdomThis paper is an exploratory, qualitative case studyof the South African Broadcasting Corporation, a

former Apartheid propaganda machine that is nowa relatively independent modern media organisa-tion. Yet it is widely acknowledged within andoutside the organisation that its news departmentis performing signicantly below its potential. Awidely acknowledged need for the professionalisa-tion of its journalism has led to multiple failedattempts over the years to affect lasting change.This failure is usually attributed to problems ofleadership, political interference and commercialpressures. I argue that it has as much, if not more,to do with a particular organisational culture thatworks in powerful ways to keep change at bay.Approaching the study of organisations from apsychoanalytic perspective, I analyse dominant in-dividually held and shared anxieties and link theseto the South African historical, political and socialcontext. I discuss how these anxieties can causebreakdowns in task group structure leading to ageneral deterioration of morale, followed by aregression in group processes and the formationof organisational (social) defence systems. Thesedynamics can exert pressure on leaders, potentiallycausing them to regress in turn, displaying the veryautocratic, narcissistic and uncaring behaviour sooften held responsible for the problems of the or-ganisation. I draw on Open Systems Theory(Lewin, Rice, Miller), Psychoanalysis (Kernberg,Menzies), and Group Relations Theory (Bion). Thepaper is based on extensive ethnographic eldwork,including more than 100 in-depth interviews andmore than 6 months full-time participant observa-tion in newsrooms.

Perceived organisational climate and jobcharacteristics as mediators of the relation-ship between core self-evaluations and jobsatisfactionNasrin Arshadi Shahid Chamran University, IslamicRepublic of IranThis study tested a mediational model consisting ofjob satisfaction as dependent variable and core self-evaluation (CSE) as an independent variable, withperceived job characteristics and perceived organi-sational climate as its mediators. Using structuralequation modeling (SEM), the relationships wereexamined in a sample of 294 full-time employees inan industrial organisation in Iran who were selectedby stratied random sampling methods. The resultsrevealed that a) CSE was positively related to per-ceived job characteristics and perceived organisa-tional climate, b) CSE was positively related to jobsatisfaction, and c) perceived job characteristics andperceived organisational climate partially mediatedthe relationship of CSE with job satisfaction. Dis-cussion and implications of the results are presentedin the study.

Leader-member exchange and subordinatesjob satisfaction and organizational commit-ment: Mediating role of organizational justiceNasrin Arshadi Shahid Chamran University, IslamicRepublic of Iran; Maryam GhaneniaThe purpose of this study was to test a modelconsisting of job satisfaction and organizationalcommitment as dependent variables and two dimen-sions of LMX as independent variables. LMX isconceptualized as a two dimensional construct,LMX-Contribution and LMX-Affect. Perceptions

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of procedural, distributive, and interactional justiceare hypothesized to mediate the relationship ofLMX with dependent variables. Data were gatheredfrom a sample of 216 employees of an industrialorganization in Iran, who were selected by stratiedrandom sampling method. Of this sample, 71.3percent were men and average age was 40 years.The instruments used in present study consist ofLMX, Organizational Commitment, Job Satisfac-tion, and Perceived Organizational Justice Ques-tionnaires. Structural equation modeling (SEM)through AMOS-16 and SPSS-18 software packageswas used for data analysis. The overall resultssupported most of the hypotheses. Discussion andimplications of the results are presented in thestudy.

Designing and testing a model of some pre-cedents and outcomes of job stressNasrin Arshadi Shahid Chamran University, IslamicRepublic of Iran; Hojat Damiri; Abdolkazem NeisiThe aim of this research was designing and testing amodel of some precedents and outcomes of jobstress. The proposed model consisted of role stress(role ambiguity, role conict and role overload) andeffort-reward imbalance (ERI) as precedents of jobstress and work motivation, job performance andturnover intention as outcomes. Further, organiza-tional based self-steam (OBSE) was considered as amoderator of the relationship between job stress andits outcomes. The sample consisted of 286 employ-ees of Iranian National Drilling Company (INDC).who were selected by simple random samplingmethod. Structural equation modeling (SEM)through AMOS 16 and SPSS 18 software packagewere used for data analysis. Moderated regressionmethod was used for the analysis of moderatingeffects. Findings indicated that the proposed modelt the data. The results also revealed the moderatingrole of OBSE.

Retaliation following mistreatment: The notso simple role of victim emotional appraisaland victim traits in the development of adeviance spiralNeal Ashkanasy The University of Queensland, Aus-traliaWorkplace mistreatment involves verbal and non-verbal abusive behaviour intended to intimidate,humiliate, obstruct, and undermine. Although thereis evidence that mistreatment leads to negativeorganisational and individual outcomes, little isknown about how and why these manifest. Wefocus here on retaliatory behaviour. Retaliation isimportant because it can create a deviance spiral,leading to further mistreatment and ineffective orga-nisational performance. Based on affective eventstheory (Weiss & Cropanzano, 1996) and the trans-actional theory of stress (Lazarus & Folkman,1984), we hypothesised that victim primary apprais-al (negative emotional reactions) following mis-treatment leads to expressively driven retaliatorybehaviour. We also hypothesised from trait activa-tion theory (Tett & Burnett, 2003) that retaliationwould be predicted by trait aggressiveness (verbalaggression, hostility and anger). To test our hypoth-esis, we surveyed, at two points in time, 120 Aus-tralian professional service rm employees, 82 ofwhom had experienced mistreatment. Results con-

rmed that victims appraise their mistreatmentexperiences negatively, with females experiencingmore negative reactions than males. More speci-cally, we found that feeling disturbed as a result ofmistreatment related to organisational retaliation,and feeling annoyed related to retaliation againstothers. We found further that negative reciprocitynorms related to feelings of frustration and retalia-tion against perpetrators, and that hostility related tofeeling disturbed and organizational retaliation. Fi-nally, anger also related to retaliation against perpe-trators and the organization. These results suggestthe presence of more complex mediatory relation-ships between mistreatment, individual differences,and retaliation, which we will discuss in referenceto the three theories.

Burnout and shift work rotation: Absenceand proactive personality as moderatorsVishwanath Baba McMaster University, Canada;Dilek Nayir; Louise TourignyWe investigate the dynamics of burnout amonghospital nurses in Turkey, using an interactive ap-proach. We focus on the roles of personality, be-haviour and context in altering the dynamics. Weanalyse the 3-way interaction effect of emotionalexhaustion, proactive personality and absence be-haviour on diminished personal accomplishmentand depersonalisation for both xed and rotatingshifts. The sample is composed of 402 nurses, 230of them working in rotating shifts. We used aquestionnaire survey to collect the data. Hierarchi-cal moderated regression with a split le based ontypes of shift is the analytical technique employed.Results reveal a signicant 3-way interaction effectfor diminished personal accomplishment and deper-sonalisation respectively, but only for nurses work-ing in rotating shifts. Absence has a buffering effectin the case of diminished personal accomplishmentbut only for nurses who are highly proactive. Find-ings highlight the recuperative role of absence fornurses who are proactive in the context of shiftwork rotation. Results show that the dynamics ofburnout is complex in the sense that the impact ofemotional exhaustion can be altered by personalityand behaviour. It is also contingent in the sense thatthe work context can yield different outcomes asfound for shift work rotation. The implications forburnout research and human resources managementin health care are discussed.

Changes in work control: How important aregoal characteristics?Carolina Bahamondes Pavez University of Freiburg,Germany; Heinz Schapbach; Allam WaelSeveral changes have taken place in the world ofwork in the last decades. The assignment of taskshas become highly output-oriented. Employees be-come increasingly responsible for both the work-ing process itself, and the achievement of setgoals, and the performance assessment of employ-ees is attached to goal attainment. Goal settingresearch has mainly focused on the relationshipbetween goal characteristics, motivation and per-formance. Little research has highlighted theeffects of goal setting on well-being. We expecta negative effect for well-being when goals areinappropriate, and resources for their attainmentare not available. This study examines how goal

characteristics are associated with well-being. Thecharacteristics of the goals employees have toachieve might also have an inuence on the workdemands. Data from 300 employees of three Ger-man companies was obtained by questionnairewhich assessed goal characteristics and workdemands. Indicator of well-being impairments wasthe Irritation scale. The results show that goalcharacteristics (e.g. goal attainability) positivelyanticipated negative consequences when goals re-main unattained and are negatively linked to well-being. However, the effect of these goal character-istics on well-being is completely mediated bywork demands. Goal characteristics inuenceaspects of the working situation and are therebyassociated to well-being. If we intend to achievehealthy working conditions, special attention hasto be paid to the characteristics of goals. Theseresults and their implications will be presented anddiscussed at the conference.

Effects of vertical conict between criticalteam member and team manager on sharedmental modes, team external activities, andteam performanceXin-Wen Bai Institute of Psychology CAS, ChinaThe current study aimed to examine the effects ofvertical conict between critical team member(CTM) and team manager on shared mental models(SMMs), team external activities, and team effec-tiveness. Authors proposed that vertical conict hada detrimental effect on team performance, and suchnegative effect would be mediated by SMMs andteam external activities. Based on the survey datafrom 131 teams from a large telecommunicationcorporation in China, series of hierarchical regres-sion analyses indicated that (a) vertical relationshipconict between CTM and team manager was neg-atively related to team performance ( = -0.33, p .05) between the median HCROIratios across company size categories were found,although notable differences in medians of HCROIacross company industry categories were observed.HCROI also showed temporal uctuations over thestudy period, reecting economic cycle inuences,but year-on-year changes were bigger when the meanHCROI was used instead of the median medianHCROI remained relatively stable year-on-year.

The difference of decision to voluntary turn-over toward to equity sensitivityLaila Wardani University Kebangsaan Malaysia, In-donesiaThe objective of this research was to study theinteraction effect of equity sensitivity and the deci-sion to voluntary turnover among specialist expatriateworkers in an oil company. To see the relationshipbetween equity sensitivity and the decision to volun-tary turnover the level difference of decision to vol-untary turnover by equity sensitivity must be tested.A total of 184 Indonesian specialist expatriate work-ers in Malaysia oil companies were selected to ll outthe questionnaires. The instruments used in this studywere a set of questionnaires containing Equity Sen-sitivity Instrument (ESI) and Turnover IntentionQuestionnaire (TIQ). The data were analysed by oneway ANOVA and Regression analysis using IBMStatistical Package for Social Science (SPSS) version19.0. Result of one way ANOVA supported thehypotheses of this study. This study found signicantdifferences in the decision to voluntary turnoveraccording to the equity sensitivity among specialistexpatriate workers in oil companies.

Shared leadership: Who is motivated toshare?Simon Werther Ludwig-Maximilians-Universitaet,Germany; Felix C. Brodbeck; Mareike SchneiderThe focus on vertical leadership, which was oftenclearly dened within the boundaries of ones status

or position, shifted to the concept of shared leader-ship in terms of distributing leadership functions andthe effect on team performance. However, empiricalevidence mainly examines the relationship of sharedleadership and team performance, and its potentialfor moderators and mediators. This explorativestudy examines the emergence of shared leadershipconsidering power and afliation motives. Follow-ing McClellands theory, we expect leaders with highafliation motive and low power motive to be moreopen-minded towards the emergence and practice ofshared leadership in their team. We used the Multi-Motive Grid to assess the motive values of 34leaders (average age = 44,7 years, average leader-ship experience = 13,2 years, average company size= 30.306). The results indicate that the afliationmotive correlates signicantly positive with a posi-tive attitude towards shared leadership. Further-more, the afliation motive correlates slightly neg-ative with a negative attitude towards sharedleadership. However, the correlations between thepower motive and shared leadership show no sig-nicant results contrary to our hypothesis. Our paperends with the discussion of limitations and implica-tions for future research and practitioners.

The application of the Gestalt approach incoaching supervision for a consulting teamGail Wrogemann GCW Consulting, South AfricaThe objective of this paper is to describe how asupervision process, based on a Gestalt approachcould be used to understand and resolve difcultinteractions between a client and the consultingteam. Research was qualitative and descriptive.One consulting team of 8 people was part of thisstudy. Session notes were used to collect the data.Interpretation was according to thematic analysisbased on the constellations methodology. The su-pervision process focused on processes and inter-ruptions of contact, paradoxical theory of changeand gure/ground formation (Kirchner, 2003). Thedestructive impact and disturbances from unn-ished business were investigated and worked withfrom the teams cycle of experience. Critical partsof the process were the here-and-now experimenta-tion and awareness of the wider eld and reciprocalimpacts. (Stevenson, 2004) Findings indicated asignicant reduction in anxiety levels leading toincreased clarity about project next steps, an in-crease in condence of delivery and improved con-tact with the client. Re-evaluation of certain pro-cesses led to more effective project structure.Principles specic to the Gestalt approach providedkey insights in understanding complex dynamicsand interactions between the consulting team andclient. The Gestalt approach is a holistic, process-orientated, phenomenological, existential, and eldcentred approach. It sees individuals and teams, asintegrated wholes who strive for positive changeand growth. The Gestalt approach is a powerfulsupervision tool which could be used far moreeffectively in coaching supervision.

Workplace ostracism and problem drinking:The roles of depression and need for afliationLongzeng Wu SH U of Finance and Economics,China; Guiyao Tang; Hong ZhuDrawing on the belonging theory, this study exam-ined the link between workplace ostracism and

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problem drinking by focusing on the mediating roleof depression and the moderating role of the needfor afliation. Based on a sample of 330 blue-collaremployees from two manufacturing companies inChina, we found that: (1) Workplace ostracism waspositively related to problem drinking, (2) depres-sion mediated the relationship between workplaceostracism and problem drinking, (3) need for afl-iation strengthened the direct effect of workplaceostracism on depression and its indirect effect onproblem drinking. We discuss the implications ofthese ndings for theories and research, as well asfor management practice.

Psychological backgrounds for formation ofinnovation economics in the Russian federa-tionLyudmila Zakharova Nizhny Novgorod State Uni-versit, Russian Federation; Elena KorobeynikovaThe aim of the study is to develop value andmotivational determinants of psychological readi-ness of persons in the educational and labor spheresto accept innovations. Kameron-Quinn method ofOC diagnosis, method of specic situations posses-sing value contradictions, motivation structure diag-nostics method. 520 teachers, 125 college lecturers,250 instructors, 950 managers, 1600 executingworkers, 600 students took part in the researchduring the period from 1999 to 2010. It is provedthat innovation acceptance processes are very slowboth in educational institutes and at enterprises.During 12 years innovation values in the OC staypoor: Growth is 10.5% in 1999 up to 20% in 2010,though managers consider the optimum growth to34-37%. More often than not innovation value goestogether not with result values but with relationshipvalues (up to 25%) and stability values (up to 35%).The following had been detected: (1) Four types ofinnovation motivation: Innovation expectation,search, creation, acceptance and support of innova-tion. (2) A set of social and psychological factorswhich restrain search and acceptance of innova-tions: ethno cultural orientation, stereotypes in de-cision making, dominance of an amorphous OC andof an OC with expressed clannish and hierarchicalcomponents, topically unconscious value contradic-tions of the personnel, innovation motivation de-cit. (3) A series of favourable factors which make itpossible to forecast positive development: Con-scious distinct innovation development orientationof management, reduction of susceptibility tostereotypes and exercise of archaic behaviour rep-ertoire in the market and the market-adhocracytypes of OC.

Combination modes and competency modelof entrepreneurial teams in small and medi-um high-tech entrepreneurial rmsWei Zhang Hangzhou Dianzi University, ChinaPrevious studies show that technical experience orknowledge background of the high-tech entrepre-neurs has a positive impact on new venture perfor-mance. The purpose of this study is to explorecombination type and characteristics of competenceof entrepreneurial teams in the high-tech entrepre-neurial rms. Based on experts in group and beha-vioural events interview from a sample of 22 entre-preneurial teams in small and medium high-techstart-ups rms, the study identies four combina-

tion modes of entrepreneurial teams from the per-spective of human resources features. There areknowledge-based expertise of the entrepreneurialteam, efcient combination of the entrepreneurialteam, technical resources of the entrepreneurialteam, and risk opportunities of the entrepreneurialteam. Simultaneously, the study proposes a compe-tency conception model of high-tech entrepreneur-ial teams on the basis of Chinese cultural context,and then tests the construct model of competencycharacteristics of high-tech entrepreneurial teams bya competency modeling approach.

Succession plans of family business in Chinaon the basis of dynamic psychological con-tract theoryWei ZhangHangzhou Dianzi University, China; Xiao-lu YuanPrevious studies show that there is a negative rela-tionship between irregular succession phenomenaand rm performance. In this study, psychologicalcontract of family business succession is dened. Itrefers to an invisible and informal relationship oftacit expectations and understanding between fam-ily business owners and potential successors. Basedon experts in group and case study, the study foundthat there are three types of psychological contractof family business succession, namely, relationalpsychological contract, balanced psychologicalcontract and transactional psychological contract.Most family business owners prefer their childrenas potential successors based on relational psycho-logical contract, followed by their close and distantrelatives based on balanced psychological contract,and thereafter followed by professional managersbased on transactional psychological contract. Therecursive difference pattern under traditional cultureis very clear - it is from inside to outside and layerupon layer. This result suggests that a dynamicmatching of psychological contracts between inter-nal successor or external successor and family busi-ness owners can be reached, which is very impor-tant. Transactional psychological contracts can beconverted to balanced psychological contracts andrelational psychological contracts. The success ofprofessional manager in family business depends onits gradual matching process from transactionalpsychological contracts to relational psychologicalcontracts. It will directly affect the transfer of im-plicit knowledge and social network in the familybusiness, and it will further affect the success andefciency of family business succession.

Job insecurity in Chinese context: A criticalreviewHailin Zhao The Hong Kong Polytechnic University,Hong Kong; Chun Hui; Cynthia Lee; Guo-huaHuang; George ChenJob insecurity has become a widespread managerialconcern over the past ve decades. It reects thedegree to which employees perceive their jobs, orimportant features of their jobs, to be threatened andto which they perceive themselves to be powerlessto do anything about it. Job insecurity research hasso far been conducted mostly in Western settingssuch as the US, Australia, and Finland. However,our understanding about job insecurity in the Chi-nese context is very limited. In the current paper, wenoted that China is an important and interesting

context for job insecurity research because of itsunique social, economic, and cultural environment.In the rst part of the paper, we reviewed thetheoretical underpinnings, research ndings andmeasurement issues in job insecurity research. Inthe second part of the paper, we reviewed thelimited research on job insecurity in the Chinesecontext and then provided a critical review aboutthe Chinese context-specic characteristics thatmay affect job insecurity and its effect. In particular,we discussed the impact of the series of economicreforms that China has gone through in recentdecades and some specic culture dimensions onhow people perceive and cope with job insecurity inChina and its management implications. We con-clude with a discussion on the new developments injob insecurity research and future research direc-tions.

Moderator between job search intentionand job search behaviour of unemployedpeople in China: perceived behaviour controlJiuhua Zheng East China Normal University, China;Shuhua Zhang; Lulu GanThe moderator between job search intention and jobsearch behaviour has been a controversial topic inthe eld of unemployment, yet warrants furtherstudy as it plays an important role in succeedingin re-employment. Based on Ajzens Theory ofPlanned Behaviour (TPB), the study aims to ex-plore the mechanism between job search intentionand job search behaviour of unemployed people inChina. 272 unemployed people with a mean age of42.7 years (SD=8.33) participated in our research.A series of analysis methods, such as descriptionanalysis, correlation, and regression were used foranalysis of these data. The regression analysisresults indicate: (1) Job search intention has positiveinuence on job search behaviour, people withstronger job search intention are found to take morejob search behaviours; (2) Results of hierarchicalmultiple regression support that perceived behav-iour control plays as a moderator between jobsearch intention and job search behaviour; (3) Agenegatively affects job search behaviour. The olderan individual is, the more difculties he has innding a job, thus fewer job search behaviours.

The inuence of cognitive style and perceivedclimate factors on employee creativityJing Zhong Tongji University, ChinaOrganizations encourage employees to take initia-tives or innovate in their work so as to achievecompetitive advantages. This study investigates therole of cognitive style and perceived climate onemployee creativity. Cognitive styles was measuredwith the Kirton Adaptation-Innovation Instrument(KAI) and climate factors came from Work Envi-ronment Inventory (WEI). Based on a survey ofemployees from multiple functions in diversiedindustries of China and the corresponding creativityevaluation from their supervisors, this study found(1)that cognitive style, creativity requirements in-volved with a task, and supervisor support werepositively related to creativity, (2) a negative rela-tionship between resource abundance and employeecreativity, and (3) that both creativity requirementsinvolved with a task and supervisor support hadnegatively moderating effects on the relationship

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between cognitive style and creativity. The impli-cation of the study is that an organization needs toidentify employees cognitive styles and creativeclimate stimulants, and pay attention to the impactof perceived climate on creativity of employeeswith different cognitive styles.

Session Type: Invited Addresses

Work-life balance: Cross-cultural, cross-do-main, and crossover effectsZeynep Aycan Koc University, TurkeyThe presentation will feature ndings of several recentstudies that would contribute to the growing literatureon work-life balance (e.g., Allen, 2012 for a review).In studies focusing on cross-domain effect, the inter-face among 3 life domains are investigated: work,family, self. The Life Balance Model proposed byAycan, Eskin, and Yavuz (2007) suggests that workingpeople (esp. Gen Y) seeks to satisfy demands of workand family, while trying to do something for them-selves. In studies focusing on cross-over effect, theimpact of work-family conict on spouses and chil-drens well-being is investigated. Finally, the cross-cultural effects in work-family conict is investigatedthrough a recently completed 10-country study.

Burnout in the workplace: A global problemin need of solutionChristina Maslach University of California, Berkeley,United States of AmericaBurnout research over the past thirty years hasyielded both knowledge, and tools, to apply tointerventions at unit and organisational levels. In-novative partnerships between researchers and prac-titioners point to the importance of multi-levelapproaches in generating relevant and effectivesolutions to the burnout problem.

What has a decade of research on workengagement brought us?Wilmar Schaufeli Dept. of Psychology, NetherlandsSince the turn of the century a so-called positiveoccupational psychology has emerged that supple-ments the traditional negative approach by focusingon human strength and optimal functioning in orga-nisations. In this presentation the recent positive turnof occupational health psychology is illustrated byusing the concept of work engagement. Based on adenition of work engagement as a positive state offulllment that is characterised by vigour, dedication,and absorption, an international research programmewas initiated over ten years ago. This address dis-cusses the concept and the measurement of workengagement - also in relation to burnout and worka-holism - and presents a state-of-the art overview ofthe most important research ndings. For instance,several drivers and consequences of work engage-ment have been identied, as well as concomitantpersonality factors. These ndings are integrated intoa model that explains the psychological processesthat are involved in work engagement (and burnout)- the so-called Job Demands-Resources (JD-R) Mod-el. This model conceives engagement and burnoutas central elements in two related processes: a moti-vational process that starts with job resources andleads via employee engagement to positive organiza-tional outcomes, and an energy-draining process that

starts with job stressors and leads via burnout tohealth impairment. Attention is also paid to researchon strategies that can be used to improve workengagement, both at the individual level as well asat the organisational level. The address concludeswith a future research agenda.

Session Type: Invited Symposia

Symposium title: Are characteristics stillbeing a power variable in psychologicalstudy?Convenor: Ubolwanna Pavakanun

Business environment effect on human cap-ital, entrepreneurial orientation, and busi-ness success for Thai free hotelentrepreneursUbolwanna Pavakanun Psychology Deaprtment,Thammasa, ThailandThis study aims to compare the difference of Busi-ness Environment that effect Human Capital, Entre-preneurial Orientation, and Entrepreneurial Success.Data are collected by individually structured inter-views and rating scale questionnaires. Subjects are597 SME Independent Hotel Entrepreneurs in thehighest successful provinces from 6 parts of tourismin Thailand. Statistical analysis methods includedescriptive statistics. The ndings are as follows:1. Entrepreneurial success was found to be positivelycorrelation with the Environment of business, Hu-man capital- Experience in Management, and Skill,and Entrepreneurial Orientation with Autonomy, In-novativeness, Risk Taking, Stability and Learningand Achievement. 2. Results of comparison in dif-ference of environment were as follows: Easy andDifcult, it showed a difference in Human Capital,except in Education Year, and with EntrepreneurialOrientation, except in Stability and Learning Orien-tation and Business Success. 3. Results of compari-son in each part of Thailand regarding the difcultenvironment, showed the differences in perceivingBusiness environment, Human capital, and Entrepre-neurial Orientation. In Autonomy, Innovativeness,Risk Taking, Stability andLearning, Achievement,and Business Success.

Symposium title: Health psychologyConvenor: Vito Tummino

Evaluation of work related stress risks inorganisationsPierluigi Policastro HSA, Italy; Aimee FerreiraThe process of evaluation of work-related stressrisks represents an opportunity to implement inter-ventions and development plans to improve theresults of the organisation. Italian law has stated,December 31, 2010, as the date from which evalu-ation has to start. It is possible to gure out a rstbalance of the data resulting from the application ofthe law. Objective Work psychology can contributeto making work-related stress risk evaluation anopportunity. This is particularly evident with regardto improvement actions which complete the pro-cess. Interventions and instruments adopted will beillustrated, with the description of cases, researchresults and publications. Multidisciplinarity andcommunication/negotiation competences are central

to characterise the psychologist specialised in work-related stress risk evaluation. He will have to workwith the work safety team in the working contextsand will be responsible for safety education withinobligatory work safety modules. The presence of aspecialised psychologist inside the process of work-related stress risk evaluation enhances the quality ofthe process itself, and improve the organisationresults.* Antonia Ballottin, psychologist, psycho-therapist Spisal (Servizio Prevenzione Igiene Sicur-ezza Ambienti di Lavoro), Ulss 20 Verona (Italia)** Pierluigi Policastro, psychologist, psychothera-pist, Psychiatric Service 2 Ulss 16 Padova, Coun-sellor of the Order of psychologists Veneto (Italia)*** Andrea Petromilli psychologist, Consultant information and development human resources.Counsellor of Order of psychologists Veneto (Italia)

Symposium title: The combined emic-eticapproach in indigenous personalityassessmentConvenor: Fanny M. Cheung

The combined emic-etic approach in indige-nous personality assessmentFanny M. Cheung Chinese University of Hong Kong,ChinaThe etic approach to study personality cross-cultur-ally involved exporting Western measures to othercultures. Even when high standards of test transla-tion and adaptation have been adopted, this eticapproach provided an incomplete and/or distortedpicture of personality in local contexts. The earlyemic approach to develop indigenous measuresemphasized cultural uniqueness at the expense ofcross-cultural comparability. The papers in thissymposium demonstrate the combined emic-eticapproach to develop personality measures that arerelevant to the local culture on the one hand, andfacilitate cross-cultural comparison on the other.Recent studies on the Cross-cultural (Chinese) Per-sonality Assessment Inventory (CPAI) and theSouth African Personality Inventory (SAPI) arereported. Cross-cultural studies using the CPAI toassess students vocational development in HongKong, China and the US show the added value ofindigenous personality traits in predicting vocation-al outcomes beyond universal traits. An overviewof SAPI, which is at an earlier stage of test con-struction, is presented. The procedure and outcomesof the qualitative stage of the SAPI project areintroduced, in which persons from the ofcial 11South African languages provided descriptions ofthemselves and others. In addition, ndings arepresented on a locally derived social desirabilityscale developed for SAPI. These studies illustratethe rigorous research programs that support thedevelopment of indigenous personality assessmentusing the combined emic-etic approach.

Emic and etic scales of the cross-culturalpersonality assessment inventory (CPAI): Re-cent research ndings on career develop-ment of Chinese studentsWeiqiao Fan Shanghai Normal University, China;Fanny Cheung; Shu Fai CheungThe Cross-cultural Personality Assessment Inven-tory (CPAI) consists of both etic (universal) per-

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sonality scales as well as emic scales that areparticularly relevant to Chinese culture. Earlierresearch on the CPAI showed that the relationship-oriented emic Interpersonal Relatedness factor con-tributed added value in predicting a wide range ofsocial behaviours and outcomes in work as well asclinical settings. Recent studies on the career de-velopment of college and secondary schools stu-dents with the adult and adolescent versions of theCPAI conrm that harmony, Renqing (reciprocityin social exchange) and family orientation are sig-nicant correlates of career choice, career decisionself-efcacy and vocational identity. The emic In-terpersonal Relatedness factor supplement the uni-versal personality factors such as Dependabilityand Social Potency in providing a more compre-hensive assessment of personality in the context ofculture.

Exploring the collective dimension of person-ality in South Africa using the SAPI andCPAI-2Sumaya Laher University of the Witwatersrand,South Africa; Leah Silva; Leah BrancoResearch on personality theory and assessment inthe South African context has much to contribute tolocal and international literature by virtue of thecountrys diverse mix of cultures. The use of eticor emic instruments is at the forefront of this re-search, more so since South African culture repre-sents a combination of both individualist and col-lectivist dimensions. There is also a growingrecognition of the need for more indigenousapproaches to personality theory and assessmentamongst researchers and practitioners in SouthAfrica. In keeping with these trends, this studyexplored the collective dimension of personalityusing the South African Personality Inventory(SAPI) and the Cross-cultural Personality Assess-ment Inventory-2 (CPAI-2) in a sample of SouthAfrican rst year Psychology students from theUniversity of the Witwatersrand. Internal consisten-cy reliability, construct validity, construct bias anditem bias of the two instruments were investigated.Additionally, two focus groups were conductedexploring issues around personality, personality as-sessment, the two instruments and the collectivedimension of personality. These results are dis-cussed in relation to the debates on the use of eticand emic approaches to personality with a specicfocus on the utility of indigenous personality instru-ments. The discussion will also focus on exploringthe nature of the collective dimension of personalityin South Africa.

The South African personality inventory:Background and current statusFons Van De Vijver Tilburg University, Netherlands;Velichko Valchev; Carin MaraisWe describe the current status of the South AfricanPersonality Inventory, which is a personality mea-sure that combines emic and etic procedures fol-lowing an approach akin to psycholexical studies.A content analysis of interviews with speakers ofeach of the 11 ofcial South African languageswho were asked to describe the personality ofpersons they knew well yielded nine clusters (Con-scientiousness, Emotional Stability, Extraversion,

Facilitating, Integrity, Intellect, Openness, Rela-tionship Harmony, and Soft-Heartedness). An in-ventory was then compiled for each cluster. Resultsof these pilots and the ensuing item eliminationprocess are described. The project is presented as aprototype for test development in South Africa, asit attempts to comply with the strict national legis-lation regarding psychological assessment and triesto strike a balance between more universal andmore culture-specic aspects of personality.

Social desirability among blacks and whitesin South AfricaFons Van De Vijver Tilburg University, Netherlands;Deon Meiring; Velichko ValchevThere is a renewed interest in the cross-culturalstudy of social desirability. These studies can sheda new light on the old discussion about themeaning of social desirability as either self- orother-deception (impression management). Ashort, English version of the Marlowe-Crownescale was administered as part of the project todevelop the South African Personality Inventoryto samples of 2,899 Blacks and 811 Whites inSouth Africa. A three-factorial structure emerged(self-deception, negative impression management,and positive impression management) that wasequivalent across the groups. Blacks scored higheron negative impression management, Whitesscored higher on self-deception, and no differ-ences were found in positive impression manage-ment. Associations with personality aspects, asmeasured by a pilot version of the South AfricanPersonality Inventory are described. Implicationsfor the cross-cultural assessment of social desir-ability and its relevance for cross-cultural psychol-ogy are described.

Predicting job performance with emic andetic scales of the cross-cultural personalityassessment inventoryMingjie Zhou Chinese Academy of Sciences, China;JianXin Zhang; ShanShan ZhangThe results of a growing number of studies sug-gest that personality measurement is useful forunderstanding job performance. The Cross-cultural(Chinese) Personality Assessment Inventory(CPAI) which was developed using a combinedemic-etic approach, which includes universal andculturally relevant personality constructs. We as-sume that both emic and etic personality con-structs of CPAI can predict job performance well.In the current research, we combined the etic andemic personality traits together to explore thelinear and/or curvilinear effects on job perfor-mance in the Chinese working setting using theCPAI. The results show that a number of the emicscales of the CPAI contributed to signicantlypredicting job performance, including that harmo-ny and job performance has a positive linearrelationship, face and job performance has a re-versed-U curve relationship, learning and job per-formance has a letter U curve relationship. Mean-while, the Dependability (etic) factor contributedincremental linear validity in performance predic-tion over the Conscientiousness of big ve. Theresults give us some insight into the relationshipbetween personality and performance.

Session Type: Symposia

Symposium title: Academic talent man-agement for sustainable higher educationConvenor: Karel Stanz

Developing academic talent in higher educa-tion: A leader, follower exchange perspectiveAndre Horne University of Pretoria, South Africa;Yvonne Du Plessis University of Pretoria, SouthAfricaObjective: The development of academic staff playsa critical role in motivating and retaining talentedacademic staff. The maturity of the relationshipbetween the Head of Department and academic stafffacilitates a process of talent development and isdependent on mutual interchanges between the twoparties. The study is intended to establish to whatextent a Leader-Member Exchange relationship be-tween a Head of Department and academic staffcontribute to the development of academic talent inHigher Education. Method: A combination ofqualitative and quantitative research data will beobtained. The standardised 7-item LMX inventoryas well as an adapted talent development question-naire will be administered amongst Head of Depart-ments and their academic staff of two South AfricanHigher Education (Residential and Distance) insti-tutions. In-depth targeted interviews will also beconducted to gain more insight into specic devel-opment interactions. Results: We predict that theLMX leadership theory is a useful framework in thedevelopment of academic talent. More specicallyit is anticipated that the maturity of the relationshipbetween the Head of Departments and academicstaff does affect the quality of the academic staffdevelopment. Conclusion: Much research has beenconducted on academic leadership, but limited re-search considers the important relationship betweenthe leader and the follower. This study is intendedto contribute to a more objective and constructiveview of expected and perceived roles and responsi-bilities of leaders in developing academic talent.

Retention strategies of academics in a com-petitive higher education contextDavid Makgala North-West University, South Afri-ca; Yvonne Du Plessis; Nicolene Barkhuizen North-West University, South AfricaThe retention of key and competent academic staffhas become a central management challenge forSouth African Higher Education Institutions in the21st century. Recent years have seen much of theacademic intellectual capital base of HEIs been erod-ed to such an extent that it has an adverse impact onthe quality of teaching, research and the sustainabilityof HEIs. The main purpose of this research is todetermine the factors that contribute to the turnoverof academics in South African HEIs with the aim ofdeveloping academic talent retention strategies. Amixed method research approach will be employedin this research using a combination of quantitativeand qualitative data gathering methods. First, docu-ment analyses of the exit interviews of academic staffwill be conducted to identify the factors that contrib-ute to staff retention. Second, focus groups will beconducted with identied academic staff groups toverify these factors. Finally, academic staff retentionstrategies will be developed based on the ndings.

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We anticipate that signicant differences will existbetween the different academic demographic groupsbased on their perceptions of the factors that contrib-ute to the retention of academics. South African HEIsneed well qualied and committed academic staff toensure sustainability and quality over the long term.It is therefore important to identify the factors thatcontribute to academic staff turnover, but also todevelop effective talent retention strategies to elimi-nate these factors.

The relationship between the talent mindsetand organisational commitment of academicheads of departmentsShelly-Anne Malherbe Univ Pretoria, South Africa;Karel StanzObjectives: Academic Talent Management is a con-cept increasingly on the mind of Higher EducationLeaders as it becomes more difcult to attract,develop and retain highly skilled and competentacademics. Though it seems that talent managementpractices are not a strategic or operational priority inmany HEIs despite recognising the existing situa-tion. Talent management is a construct that evolvesaround the concept of leadership mindset andinvolves the application of effective talent manage-ment practices to meet current and future businessneeds. The main objective of this research is todetermine the talent mindset of academics headsof departments (HODs) in South African HEIs.Secondly this research sets out to determine wheth-er a positive relationship exists between the talentmindset and organisational commitment of HOD.Methods: A quantitative research approach is fol-lowed in this research. An adapted version of theHuman Capital Index for Assessment of TalentManagement Practices and Organisation Commit-ment Questionnaire are administered among a pur-posive convenience sample of HODs in identiedSouth African HEIs. Results: We anticipate thattalent management practices will only be fairlyapplied by leadership in HEIs. In addition we pre-dict that a positive relationship will exist betweenthe talent mindset and organisation commitment ofHODs. Conclusions: Higher Education Leadersplay an important role in the career success ofacademic staff members. This requires that thetalent mindset of leaders should focus on acquiringa holistic understanding of the effective attraction,development and retention of academic staff talent.

Exploring talent management practices insouth african higher education institutionsLeonie Nagel Univ Pretoria, South Africa; NicoleneBarkhuizen Univ Pretoria, South AfricaObjectives: Talent Management has become an im-portant topic of discussion in South African HigherEducation Institutions (HEIs) as it becomes moredifcult to attract and retain highly qualied, skilledand talented academics. This study aims to identifyto current state of academic talent managementpractices in South African HEIs and the importancethereof for academic staff members. Method: Across-sectional quantitative research approach isfollowed in this study. An adapted version of theHuman Capital Index of Talent Management Prac-tices will be administered amongst a stratied ran-dom sample of academics in identied South Afri-can HEIs. Results: We anticipate that signicant

differences will exist between the perceived currentstate of talent management in South African HEIsand the importance thereof for academic staff. Inaddition we also anticipate that signicant differ-ences will exist in the perceptions of talent man-agement practices of academic staff based on theirdemographic characteristics. Conclusions: Despitea continuous proliferation of research on talentmanagement and its practices in the organisationalcontext, little research could be found relating to thetalent management practices in the Higher Educa-tion Institutions in South Africa. This researchmakes an important contribution towards increasingthe current knowledge regarding current talent man-agement practices and their perceived importance inSouth African higher education institutions.

Symposium title: Advancing dignity andsafety at workConvenor: Julian Barling

Safety behaviours and injury under-report-ing among young workers in CanadaJulian Barling Queen's School of Business, CanadaCurrent understandings of young workers experi-ence of workplace safety is mostly limited to theresults of studies of small, convenience samples ofyoung people (usually less than 300 participants perstudy). Through a partnership with Passport toSafety, a Canadian based organisation that has de-veloped a popular online occupational safety testfor high school students, we were able to survey arelatively large sample of employed students duringthe 2011-12 school year. The aims of the study weretwo fold. First we sought to measure the self-reported prevalence of different safety behaviors(specically, safety-related voice, compliance andneglect behaviours). Related to this, we wanted toexamine whether young males and females reportdifferent levels of these safety behaviours. Second,we investigated the prevalence of work-related losttime injury under-reporting as well as the reasonsfor injury under-reporting. Implications for safetymanagement, occupational safety education andpublic policy will be discussed.

Observer reactions towards perpetratorsand targets of abusive supervisionJulian Barling Queen's School of Business, CanadaThough research has examined the consequences ofabusive supervision (Hershcovis & Barling, 2010),few studies have investigated observers reactionsof abusive supervision towards perpetrators andtargets. Observer reactions have implications forhow third parties interact with members of theag-gression dyad. Drawing on affective events theory(Weiss & Cropanzano,1996), we posit that obser-vers of abusive supervision will experience angertowards the perpetrator, which will lead to negativeattitudes, deviant intentions, and fewer helpingintentions toward the perpetrator, and positive atti-tudes, fewer deviant intentions, and helping inten-tions toward the target. We conducted an experi-ment in which participants witnessed either aneutral or an aggressive interaction between a su-pervisor and asubordinate. Hired actors played therole of the supervisor (perpetrator) and subordinate(target). We lmed 2 versions (neutral versus abu-

sive supervision) of a 3 minute video depicting asupervisor and subordinate discussing aproject. Theonly difference between videos was actor intona-tion, body language, and facial expressions (e.g.,the abusive video included derogatory tone andbody language, the neutral video did not). Partici-pants were 225 part-time employees. We usedHayes and Preachers (2011) mediation macro totest our hypotheses, all of which were supported.The indirect effect of perpetrator anger (B = .16) inthe abusive supervision to perpetrator attitude rela-tionship excluded zero in the 95% bootstrap con-dence interval (.06, .29). Similarly, the indirecteffect of perpetrator negative affect (B = -.15) inthe relationship abusive supervision and target atti-tude relationship excluded zero (-.28, -.05). Resultsand implications are discussed.

Positive leadership and wellbeingJulian Barling Queen's School of Business, CanadaThe positive psychology movement has drawn at-tention to the relationship between positive moodstates and a variety of outcomes. Based on thesedata, I hypothesise that a central task for leaders isto create positive moods through positive interac-tions with their direct reports. I will discuss datafrom three studies (two cross sectional surveys anda diary study) showing that [a] engaging in positivebehaviours is distinct from what we currently knowabout effective leadership (e.g., transformationalleadership), [b] positive leadership behaviours addincrementally to the prediction of individual well-being and affective commitment and [c] changingleaders positive behaviours are associated withchanges in employee well-being.

Symposium title: Are characteristics stillbeing a power variable in psychologicalstudy?Convenor: Ubolwanna Pavakanun

Job characteristic inventory and quality worklife of Thai pharmacistsGorsanan Sarun Siam Univeristy, ThailandOver a decade, the jobs of Thai hospital pharmacistshave been changed dramatically. Therefore, thisstudy was conducted to survey the job characteristicinventory and the quality work life of Thai hospitalpharmacists. The questionnaire was developed fromthe job characteristics inventory concept of SimsH., Szilagyi A. and Keller R., 1979 and the qualitywork life of Walton RE., 1974 and presented to 190hospital pharmacists. The results showed that themost prominent kob characteristic for Thai hospitalpharmacists was dealing with others (4.11) follow-ing by task identity (3.98), variety (3.87), friendshipopportunities (3.86), feed back (3.67) and autono-my (3.15). The quality work life means score was3.61 (from total of 5). The characteristic which hasthe most correlation with quality work life wasfriendship opportunities (.704) following by feedback (.701), task identity (.648), variety (.535),dealing with others (.459) and autonomy (.275).This overall result suggested that the quality worklife of Thai hospital pharmacists has strong correla-tions with friendship opportunities which allowedthem to discuss with colleagues to establish infor-mal relationships; and feed back characteristic.

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Symposium title: Coaching psychology inSouth Africa: The state of play and thefuture to comeConvenor: Steven Breger

Coaching psychology in South Africa: State ofplay and future to comeAletta Odendaal South AfricaThe international coaching psychology community ispreparing itself for unprecedented growth as a pro-fessional discipline. Both its relation to the broadercoaching industry, as well as its celebration of itspsychological roots are key positioning questions thatnecessitate reection from within and in conversationwith the role players that shapes the developmentthereof. The identity of coaching psychology and itsassociated value proposition to the industry as well asother stakeholders are emergent and being dened.Various professional bodies representing a diversityof coaches, application domains, methodologies,training and continuous professional development areparticipating in the debate and formulating diverserecommendations regarding the professionalisation ofthe industry.

Emerging trends and challenges in professio-nalisation of the coaching industry: CoachingpsychologyAletta Odendaal South Africa; Anna-Rosa Le RouxThis paper draws from various perceptions of stake-holders in the coaching industry and builds on currentknowledge, practices and positioning statements in theeld. Data were collated utilising the results of sur-veys, focus groups, demographic analysis and reec-tive conversation among professional bodies, coaches,providers of coaching services and teachers within thecoaching (psychology) domain. Specic researchobjectives were: Provide observations of emergingtrends and challenges in the coaching (psychology)discipline internationally. Reect on data obtainedfrom stakeholders in the coaching industry in SA forfurther utilisation towards the professional develop-ment thereof. Create a SA perspective and roadmapfor the development of Coaching Psychology as pro-fessional discipline within the context of global trends.The coaching industry in South Africa, and globally, israpidly moving towards a position that requires anactive approach towards professionalisation. Thereappears to be a high degree of interdependence be-tween psychology and coaching, it is therefore imper-ative to develop a clear knowledge base and sharedframework of practice, education and professionalstandards. Professional bodies have a strategic roleto play to further the movement towards professiona-lisation of coaching. An inclusive, interdisciplinary,participative and engaging approach among profes-sional coaching bodies is necessary to address chal-lenges specically around i) Professional registrationvs accreditation, ii) An enforceable code of Ethics, iii)Developing competence around the variety ofapproaches and application domains, iv) Minimumstandards of practice and v) Boundaries based onqualication, experience and competence in coaching.

Towards a denition of coaching psychologyfor South AfricaAletta Odendaal South Africa; Anna-Rosa Le RouxIn line with the emerging nature of Coaching Psy-chology internationally, the need to reect on the

constructs at a grass root level has become custom-ary. Internationally the denitions of the BritishPsychological Society Special Group in CoachingPsychology (SGCP), as well as the Australian Psy-chological Societys Interest Group for CoachingPsychology (IGCP) are widely used. The Societyfor Industrial and Organisational Psychology ofSouth Africas Interest Group in Coaching andConsulting Psychology (IGCCP) developed a SouthAfrican denition. Two data gathering techniqueswere used, namely focus groups and the Delphitechnique. A total of 55 participants were usedacross the two phases of data gathering, and contentanalysis was utilised as a means of interpreting thedata. The recurring themes as experienced bycoaching psychologists and obtained through thefocus groups were incorporated into a South Afri-can denition.

Exploring the contemporary ethical chal-lenges in coaching psychologyClaire Simon UJ, South Africa; Xenia Goosen; AlettaOdendaalThe purpose is to share an exploratory framework ofethical challenges faced by coaching psychologists inSouth Africa. The framework is based on a qualita-tively study that explored contemporary ethical chal-lenges faced by coaching psychologists when dealingwith both organisations and their coaching clients.Two data gathering techniques were used, namelysemi-structured interviews and the Delphi technique.A total of 16 participants were used across the twophases of data gathering, and content analysis wasutilised as a means of interpreting the data. Therecurring themes in terms of the ethical challengesas experienced by coaching psychologists, obtainedthrough the interviews were incorporated into aframework of ethical challenges. The Delphi tech-nique allowed for the validation of the exploratoryframework. The ndings pointed to a number offrequently experienced ethical challenges, as well asthe typical ethical principles used by psychologistswho coach as a guide to best ethical practice. Theexploratory framework represents the broad systemicoutline of the factors that contribute to ethical chal-lenges, and depicts the non-linear, multiple interac-tions between these factors. The framework articulatesethical challenges from the coachs, the coachees, andthe organisations perspectives. The framework can beapplied by professionals and coaching clients, and canbe utilised pro-actively in identifying the potentialethical challenges present in the coaching relationship.Furthermore the framework identies ethical princi-ples that could be used as the foundation for a code ofethics in coaching psychology.

Outcomes of effective supervision processesfor coaching psychologistsGail Wrogemann GCW Consulting, South AfricaSupervision is a key and ethical component in man-aging the quality of a coaching or consulting offering.Considering the complexities of the systems withinwhich coaching psychologists operate, supervision isa critical component for successful interventions.However, it seems that supervision is widely advo-cated, but poorly practised, (Hawkins & Smith,2010), yet without supervision, quality and sustain-ability decreases rapidly. This study looks at theoutcomes and benets of team supervision processes

on client projects and deeper learning that becomesavailable to the coaches and to the client. Oftencoaches (or consultants) are caught unawares in pro-cesses of projection, projective identication andtransference and are not aware of how this limits thegrowth of their clients. Coaching often happens intraumatised environments where emotional resolutionhas not taken place and coping mechanisms as anoutcome of trauma can be experienced in subtle andconfusing ways. Recognition of these themes is es-sential to enable coaches to become aware of theirown internal process and recognise their own learn-ing so that they can take the client through a processof resolution - one which was not available before.

Symposium title: Contemporary issues inacademic career managementConvenor: Karel Stanz

Career orientations of academic staff in high-er education institutionsDorcas Lesenyeho North-West University, SouthAfrica; Nicolene Barkhuizen North-West University,South Africa; Yvonne Du PlessisObjectives The transformation of the South AfricanHigher Educational Environment since 1994 hasforced academics to reposition themselves in termsif their careers. As the work environment changedand careers become increasingly fragmented in con-temporary society, academic staff needs to ensurethat they remain attractive hires to current andfuture employers. The career advancement and thedevelopment of the new academic career are thusindividually determined. Consequently academicsneed to adopt certain career orientations to survivein the changing work environment. The main pur-pose of this research is to determine the careerorientations of academics in South African HigherEducation Institutions. Method A mixed methodapproach will be followed in this research using acombination of quantitative and qualitative datagathering methods. The Protean Career OrientationMeasure, Boundaryless Career Attitude Measurewill be administered amongst a stratied randomsample of academics in identied South AfricanHEIs. In addition, focus group sessions will beconducted with identied academics to verify theresults. Results In general we predict that aca-demics will differ in terms of the type of careerorientation that they adopt. We anticipate that therewill be signicant differences in the career orienta-tions of academics based on their demographiccharacteristics. Conclusions: Changes in the aca-demic work environment have implications for howacademic staff enacts their career. It is important toidentify the career orientations of academic staff asit will have implications for their development andretention to HEIs.

Gender differences of factors affecting thecareer advancement of female academics insouth africaLyons Sophia University of Pretoria, South Africa;Nicolene Barkhuizen University of Pretoria, SouthAfricaObjectives: Despite a signicant improvement inthe number of females entering the South Africanworkforce since the rst democratic elections, gen-der differences in career advancement in South

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African Higher Education Institutions (HEIs) stillexist. The main objective of this research is todetermine the gender differences relating to factorsthat affect the career advancement of female aca-demics in South African HEIs. More specicallywe aim to investigate whether there are any sig-nicant differences between the perceptions ofmales and females regarding the factors that facil-itate and constrain females career advancement inHEIs. Methods: A cross-sectional quantitativeresearch approach is followed in this study. Arevised version of a questionnaire by Zhong(2006) will be used to measure the facilitating andconstraining factors that have an impact relating tofemale academics careers. Participants will in-clude both male and female academics of identi-ed South African HEIs. Results: We anticipatethat signicant differences will exist between theperceptions of male and female academics regard-ing the factors that facilitate and constrain femalescareer advancement in South African HEIs. Con-clusions: Females experience signicant careerbarriers in male dominated occupations such asacademia. This research will make an importantcontribution towards identifying not only the keyfacilitating factors but also the barriers affectingthe career advancement of females in HEIs. Iden-tifying these factors can assist organisations tomore effectively manage the career paths offemales in male dominated occupations and retainthem.

Attraction and retention of academic knowl-edge workers in higher education institu-tions in south africaSharon Victor Univ Pretoria, South Africa; YvonneDu Plessis Univ Pretoria, South AfricaObjectives: Higher education institutions are po-sitioned within the knowledge economy to fosterthe development of a much needed type of worker,the knowledge worker. There are however, incred-ible challenges associated with the sustainabilityand quality of their service and product if theythemselves cannot attract and retain highly talentedacademic knowledge workers. This researchintends to examine how the academic knowledgeworker is unique in their contribution to the knowl-edge economy. In addition the systemic nature ofthe attraction and retention of these academicknowledge workers will be examined, highlightingthe psychological contract as a conduit organisa-tions can use to enhance their effectiveness in thisarea. Method: A mixed method approach will befollowed in this study. Initially focus groups will beused to further develop the construct of the aca-demic knowledge worker and their practices. Fol-lowing this a questionnaire will be designed tohighlight the organisational practices. Results:We predict the academic knowledge workers areunique in their contribution to the knowledge econ-omy. In addition how they are attracted andretained will depend largely on how higher educa-tion institutions meet their personal and profession-al needs. Contributions: This research will enablehigher education institutions to better manage theirrelationships with their academic knowledge work-ers by consciously engaging their expectations.The demands of the knowledge economy, andSouth Africa specically, requires higher educationinstitutions to more actively attract and retain their

talent, or face losing them to other sectors of themarket.

Towards the conceptualisation of emotionallabour in the postgraduate supervision pro-cessStefan Vorster Univ Pretoria, South Africa; YvonneDu Plessis Univ Pretoria, South AfricaObjectives: Emotional labour (EL) has beenresearched in various sectors, but is still unexploredin the academic sector. This study rstly aims toexplore and conceptualize the term emotional la-bour in the postgraduate research supervisory pro-cess. Secondly, to what extent emotional labour ispresent and experienced by the supervisor and morespecically where in the postgraduate supervisionprocess. Method: The study employs a qualitativeresearch approach seeking deeper understanding ofemotional labour. A phenomenological view is fol-lowed exploring supervisors understanding andexperience of the phenomena of emotional labourwithin the postgraduate supervision process. Con-venience and purposive sampling is used. The sam-ple size will depend on data saturation during datacollection based on semi-structured interviews, nar-ratives and possible focus groups. Data analysis willbe done by Atlas Ti. Results: The study predictsthat emotional strain is present during all phases ofthe postgraduate supervision process. The relation-ship between supervisor and student for the purposeof reaching the end goal of a dissertation is not asimple process in terms of emotions and feelings.Conclusions: The outcome is to see whether there isemotional strain on supervisors during the postgrad-uate supervision process in the current escalateddemand for delivering successful postgraduate stu-dents in a shorter time. The value of this study isknowledge expansion and understanding of EL inthe Higher Education Industry. The proposition isthat if EL is experienced as emotional strain it couldaffect the attraction and retention of academic tal-ent.

Symposium title: Humanitarian work psy-chology: Current research and future di-rections - a view from low- to high-incomecountriesConvenor: Lori Foster Thompson

Working in the aid matrix: The humanitarianwork psychology of not thriving on chaosMalcolm Maclachlan Trinity College Dublin, IrelandThis presentation overviews the challenges ofworking with partners in the complex matrix thatconstitutes international aid. First we review bestpractice in international aid relationships as de-scribed in consensus declarations. Next we reviewthe dynamics of working with local and internation-al non-governmental organisations and the func-tions of such agencies from donor, grassroots andhost government perspectives. Then we review therole of, and difculties with, bilateral and multilat-eral donors and UN agencies. Finally, we reviewthe challenges for research and academic collabo-ration within the aid matrix, and a case study of theInternational Doctorate in Global Health (Indigo)which operates across Africa, Europe and NorthAmerica.

Developing capacity in a United States disabil-ity context: A train-the-trainer programmeIshbel McWha Cornell University, United States ofAmerica; LaWanda CookHistorically, people with disabilities have had littleinuence and social capital. Consequently, theyhave had fewer opportunities to contribute to soci-ety and develop condence in their ability to man-age their own lives. In recent years the belief thatindividuals with disabilities best know their ownneeds has precipitated a push to increase the amountof control they have in making decisions about theirlives. Key in returning control to these individualsis identifying avenues to develop their capacity inmeaningful and sustainable ways. To this end, theNortheast ADA Center created the ADA TrainerNetwork, a network of approximately 350 commu-nity disability specialists, including people withdisabilities, disability service providers and others,who use a standard curriculum to provide basictraining on the Americans with Disabilities Act(ADA). Members of the Network receive trainingon community needs assessment, consulting, andrelationship building so they can work with localADA stakeholders to effect change in their commu-nities. This presentation outlines this programme,which we believe represents the rst signicantattempt to systematically apply and evaluate a ca-pacity building approach for disability program-ming. Over the past ve years, impact of theprogramme was measured by gathering data fromtraining participants (n=6520) who attended 340trainings provided by Network members. Pre/post-test data measured change in knowledge andbehavioural intentions, and indicated signicantpositive impact across both domains. The implica-tions of this programme for developing humancapital, inuencing the business community, andincreasing and improving employment opportuni-ties for individuals with disabilities will be dis-cussed.

The psychology of decent work: Promotingdecent civil service salaries and exploring thedual-salary systemLori Foster Thompson North Carolina State Univer-sity, United States of AmericaThis presentation integrates and synthesises twostudies that explore the psychology of decent work.Decent Work is one of the cornerstones in thepoverty reduction strategies of the InternationalLabour Organisation and the United Nations Mil-lennium Development Goals. Launched in 2007, acampaign called Decent Work Decent Life stressesthe importance, for poverty reduction, of decentworking conditions - including decent pay. A recentsystematic review of wages in the health and edu-cation sectors of low- and middle-income countriesrevealed that they are often inadequate and de-motivating, and that even when they have beenbolstered to decent levels, their effect has not beenmethodically evaluated. This means that it may bepremature, as some have done, to call for radicalpay-for-performance systems, which the evidencesuggests can bring problems of their own into thesector. Pay-for-performance may have a more con-structive role to play in other settings, however. Forinstance, pay-for-performance might help redressthe institution of dual salaries where expatriatesare paid more than locals even when doing similar

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or identical jobs within international aid projectsand joint enterprises. A recent systematic study ofdual salaries in Africa, Asia and Oceania revealedthat dual-salaries are de-motivating, unjust and un-aligned with local aspirations. Taken together, thesestudies reveal (i) that poverty reduction work is notnecessarily itself decent, and (ii) that psychologicalevidence can be used to improve its effectiveness atpoverty reduction.

Humanitarian work psychologists from low-er-income countries: Their work, challenges,and how technology can helpLori Foster Thompson North Carolina State Univer-sity, United States of AmericaThe Global Task Force for Humanitarian WorkPsychology (GTF) is a group that seeks not onlyto apply organisational psychology to humanitarianconcerns, but also to help transform the disciplineof psychology by promoting diverse perspectivesoutside of Western and high-income settings. Inter-national psychological conferences are some of thevenues with the best chance of promoting diversevoices. However, due to economic and logisticalconsiderations, those from lower-income countriesare often not able to attend. This symposium isdevoted to presenting the innovative work of sev-eral humanitarian work psychologists from lower-income countries around the world who were un-able to travel to Cape Town. Where possible, elec-tronic presentations from these academics andresearchers will be presented and discussed. Forexample, the work of Leo Marai professor ofpsychology at the University of Papua New Guineaand co-chair of the GTF will discuss via videotapehis research in Papua New Guinea. Dr. Thompson an expert on technologys role in the workplace will also discuss the importance of internet technol-ogy in assisting the GTFs efforts to promote greateralignment to the priorities and perspectives oflower-income countries. This presentation will bea unique opportunity for the audience to considerthe importance of who is not in the room and therole that socioeconomic inequality plays in thedetermination of research agendas and priorities.

Leadership and organisational justice: Propo-sitions for strengthening human resourcesfor health in sub-Saharan AfricaLori Foster Thompson North Carolina State Univer-sity, United States of AmericaA