This study used a model to determine the combined effect of psychological resources, self-leadership strategies, and job embeddedness on work engagement for employees in the banking sector. A descriptive quantitative research framework was adopted; data were collected from a sample of 303 banking sector employees. The results indicated that self-leadership strategies influence work engagement through psychological resources and job embeddedness. The three constructs combined explained 70.3% of variance in work engagement. Psychological resources have the strongest direct influence on work engagement, and self-leadership is a strong determinant of the psychological resources and moderate determinant of job embeddedness. The study concluded that implementing self-leadership strategies, encouraging the practice of psychological capital, and ensuring strong links and fit (job embeddedness) would aid in enhancing an engaged workforce. The results indicate that accumulating and expanding internal and job resources from psychological capital, self-leadership, and job embeddedness significantly influence work engagement and buffer the effects of job demands.

Orientation: Self-leadership is considered to be vital for improved performance in the South African working context. Limited research has been done on the psychometric properties of the Revised and Abbreviated Self-Leadership Questionnaires on a sample of working adults. Research purpose: The aim of this study was to assess the psychometric properties of the Revised (RSLQ) and Abbreviated (ASLQ) versions of the Self-Leadership Questionnaires for a sample of working adults in South Africa. Motivation for the study: Researchers have not previously published psychometric properties of the RSLQ and ASLQ using the original conceptualisation and based on a sample from the South African working context. Research design, approach and method: The RSLQ and ASLQ were administered to a non-probability sample of 405 working adults in South Africa. Confirmatory factor analysis was employed to estimate the goodness-of-fit associated with competing conceptualisations of both the Revised and Abbreviated Self-Leadership Questionnaires. Main findings: The authors found acceptable goodness-of-fit for both the RSLQ and ASLQ versions of the Self-Leadership Questionnaires. More specifically, both the composite (representing self-leadership) and calculated scores (representing subscales of self-leadership) indicated acceptable levels of reliability. However, the RSLQ is best conceptualised as consisting of a strong general factor. Practical/managerial implications: The study found that both the RSLQ and the ASLQ have good measurement properties, indicating that these questionnaires can be applied in a variety of settings. Contribution/value-add: Research has indicated the value of investigating the psychometric properties of the Revised and Abbreviated Self-Leadership Questionnaires for a sample of employees in the South African working context. In this study, a bifactor model provided evidence that the RSLQ consists of a strong general factor (i.e. self-leadership). The ASLQ also seem to measure a single dimension that is very reliable. Utilising the ASLQ will save time in research and also when applied in the working context.

The elimination of unfair discrimination and cultural bias of any kind, is a contentious workplace issue in contemporary South Africa. To ensure fairness in testing, psychometric instruments are subjected to empirical investigations for the detection of possible bias that could lead to selection decisions constituting unfair discrimination. This study was conducted to explore the possible existence of differential item functioning (DIF), or potential bias, in the Figure Classification Test (A121) by means of the Mantel-Haenszel chi-square technique. The sample consisted of 498 men at a production company in the Western Cape. Although statistical analysis revealed significant differences between the mean test scores of three racial groups on the test, very few items were identified as having statistically significant DIF. The possibility is discussed that, despite the presence of some DIF, the differences between the means may not be due to the measuring instrument itself being biased/ but rather to extraneous sources of variation, such as the unequal education and socio-economic backgrounds of the racial groups. It was concluded that there is very little evidence of item bias in the test.<p> <strong>Opsomming</strong> <br>Die uitskakeling van onregverdige diskriminasie en kultuursydigheid van enige aard, is tans 'n omstrede kwessie in die werkpiek in Suid-Afrika. Ten einde regverdigheid in toetsing te verseker, word psigomefrriese toetse onderwerp aan empiriese ondersoeke na die moontlikheid van sydigheid wat kan lei tot keuringsbesluite wat onregverdige diskriminasie meebring. Hierdie ondersoek is ondemeem om die moontlikheid van differensiele itemfunksionering (DIF), of potensiële sydigheid, in die Figuurindelingtoets (A121), met behulp van die Mantel-Haenszel chikwadraattegniek, te ondersoek. Die steekproef het bestaan uit 498 mans by 'n produksiemaatskappy in die Wes-Kaap. Alhoewel statistiese ontleding beduidende verskille in gemiddelde toetstellings van drie rassegroepe op die toets aangedui het, is bate min items aangedui wat statistics beduidende DIF bevat. Die moontlikheid word bespreek dat, hoewel sommige DIF in die toets teenwoordig is, die verskille tussen die gemiddeldes nie die gevolg is van 'n sydige meetinstrument per se nie, maar eerder die gevolg van eksteme bronne van variasie, soos byvoorbeeld die ongelyke opvoedkundige- en sosio-ekonomiese agtergronde van die rassegroepe. Die gevolgtrekking was dat daar bate min getuienis van itemsydigheid in die toets is

Unethical behaviour has reached unacceptable levels in South Africa. Ethical leadership is an important source of ethical influence, and therefore provides an impetus for finding ways of managing ethics in an organisational context. Ethical leadership, however, is influenced and affected by self-leadership. The objective of this conceptual and theoretical research, therefore, was to indicate how self-leadership can contribute to leaders becoming ethical leaders within the current South African work context. The social learning theory can be made applicable to self-leadership and ethical leadership, and was used as the basis for this study. It is indicated that self-leadership strategies can have an effect on ethical behaviour of leaders.

Orientation: Engaged employees contribute to the success and productivity of an organisation. Satisfaction of basic psychological needs and organisational commitment (job attitudes) impact positively on work engagement of the lecturing staff.Research purpose: The purpose of this study was to investigate the effect of basic psychological need satisfaction and organisational commitment on work engagement of the lecturing staff.Motivation for the study: Organisations realise their objectives through their employees. When employees are not satisfied or committed at work, it can result in low levels of work engagement, absenteeism, exhaustion, cynicism, low productivity and turnover.Research approach/design and method: A cross-sectional survey design was used to collect data of the lecturing staff at the University of Namibia (n = 242). Cronbach’s alpha coefficients, Pearson correlation coefficient and multiple regression analyses were used to analyse the data.Main findings: This study found a positive relationship between basic psychological need satisfaction, organisational commitment and work engagement. Normative and affective commitment was found to be significant predictors of vigour, dedication and absorption (work engagement).Practical/managerial implications: Organisations need to include staff members in the decision-making process, allow employees to direct work-related activities, conduct team-building activities, provide training and development activities and regularly assess job satisfaction of the employees.Contribution/value-add: The novelty of this study in Namibia will add to knowledge within industrial or organisational psychology, encourage future research and guide the development of interventions.