eo"
Introduction to psychology and
industrial and organisational
psychology
Ziel Bergh
LEARNING OUTCOMES
After studying this chapter, you should be able to:
+ Reflect on change and technology in and beyond the work environment of the 2020s
‘& Explain the Fourth Industrial Revolution and related technologies
4 Describe virtual working with reference to employment in South Africa, its future and
advantages and disadvantages
Describe the study fields and subfields of psychology and organisational and industrial
psychology (1-0) psychology
Give examples of jobs and careers related to applied fields of 1-0 psychology
Describe and compare the tasks of I-0 psychologists and human resource practitioners
Reflect on the ideas and needs for the indigenisation of psychology in South Africa
Comment on the identity and scientific status of 1-0 psychology in general and in
South Africa
Explain issues related to the training, registration, practice, and governance of psychology
in South Africa
4 Consider the future challenges of 1-0 psychology, both globally and in South Africa.
eee
*
eo IMPORTANT CONCEPTS
56 technology Central life interest | Emic research ig economy
Africanisation | Cross-cultural Employee assistance Hawthorne effect
Applied research Culture | Prosremune: Human capital
Artificial | Culture competent ane Human resource
intelligence Diattisction: he ge! management.
‘Automation Diversity Hapueceseatett Indigenisation
Basic research management fatgucen Industral
| | Revolution ORK PSYCHOLOGY 3e
and Information
pet technology
psychology Peychology
Industry 4.0 Psychometrist
|] Introduction
Work in some form has always been a part of
fe, although not necessarily associ
ted with formal paid work in organisational
contexts In ancient times, work was necessary
for survival, and only later became defined
and differentiated from other activities and
‘anaged in a more scientific way (Statt, 2004;
Coetzee & Schreuder, 2016). Through work
sa meaningful and valuable activity, employ-
ces and business enterprises find most of their
Physical, financial, emotional and social needs
and values satisfied. Collectively, work efforts
Wil contribute to a country’s economy and
health and ability to provide services to its
People as wel as offer investment opportuni,
ties, The needs and accompanying values of
SmPlovees relating to work may differ depend
id cultural contexts
Tience more need
allowed
growth opportunities,
Much evidence ‘sug
work for the health
employees and
iPPorts the importance of
and well-being of both
“ociety (Rothmann & Cooper,
2014; Keshuva, 2019), However, throughout
Scientific inquiry Tai
Sientis practioner | aga
model aha
Wok Glam
Scope of practice
and unhealthy
WY work environme
ally and in
uth Africa (Gay. pbk
and highly competitive business et
employee health anc} safety ae often
incase £0 achieve higher ot ht
increasingly digital and technologie, ls
work, should work still be ¢ge ati
fentrallife interest because of
human life? Work has «role othee
tant life areas and interests, ace
Talon or spivituatity and ena
(Bluestein,
2013; van der Walt Sen ps
Schreuder & Coetzee, 2016), 72,
during traumatic events such a the ab
Covid-19 pandemic, where ‘many people
lost their work, or the development of
technologies, which has led to ine
unemployment (Teagle, 2020), Looking
future of work in the 2020s and beyond
clear that many aspects in the science a
Practices of work will have to be redefine
reflected on by work psychologists and o
Work-related experts. Thought will need
siven as to how people should work and
Workplaces and organisations
managed effectively. In the current Wi
Work, most organisations consider emp
a8 human resources or human capit
arguably value them equally with:
hess and organisational resources
Kelloway & Hurrell, 2014; -
Schreuder, 2021). Eno :
through their knowledge, elation
tence, creativity and innovative Chapter 1. Introduction to psychology and industrial a
and should therefore be developed in such a
manner that both they and the organisation
benefit
The primary aim of this book is to intro
duce you to industrial and organisational
(I-O) psychology and its subfields as study
and practice areas in the understanding of
work, and employee and organisational behav-
iour in various contexts. However, psychology
is briefly introduced given that itis the mother
science of all psychological disciplines and
some of its theory and practices still influence
those used in I-O psychology.
12 Work in the 2020s
and beyond: The 4IR
and other changes
In this text, the terms Fourth Industrial
Revolution (41R) and Industry 4.0 are often
used interchangeably, both indicating the
enormous influence and change of new and
emerging technologies on society, current and
future workplaces and organisations, jobs and
careers, human work and productivity
(Hirschi, 2018; Lent, 2018; McGinnis, 2020;
Coetzee & Schreuder, 2021). Together, these
two concepts represent a new way of organis~
ing, executing and controlling the industrial
value chain, including machine and human
productivity. The 4IR relates more to the
advanced status of and fusion between tech-
nologies, and how continuous changes and
application of many current and emerging
technologies will revolutionise workplaces and
influence societies in many areas. Industry 4.0
relates more to the digital and smart transfor-
‘mation, integration and application of current
and emerging technologies (associated with
the 4IR) in general life and industry.
Klaus Schwab coined the term Fourth
Industrial Revolution at the World Economic’
Forum in 2018 when he stated
The First Industrial Revolution used water
and steam power to mechanize production,
‘The Second used electric power to create mass
production. The Third used electronics and
information technology fo automate
tion. Now a Fourth Industrial Re
produ
tion i
building on the Third, the digital revolution
that has been occurring since the midile of th
ast century. It is characterized by a fusion of
technologies that is blurring the lines botweer
the physical, digital and biological spheres
‘The possibilities of billions of people connected
by mobile devices with unprecedented process-
ing power, storage capacity, and access to
Anorwledge, are unlimited. And these posible
ties will be multiplied by emerging technology
breakthroughs in fields such as artificial intel-
ligence, roboties, the Internet of Things,
autonomous vehicles, 3D printing, nanotech-
nology, biotechnology, materials science,
energy storage, and quantum computing
(Schwab, 2018).
Schwab refers to change and disruption in life
and work, the meaning and value of work, and
how people work, communicate and interact
Change is, after all, the only constant factor.
Employers, employees and experts in human
resources will have to adapt to stay relevant
and employable, Employees are often caught
in the middle of change, experiencing fears of
being made redundant, of high unemployment
and the related economic and health conse-
quences (Ghislieri, Molino & Cortese, 2018;
“Teagle, 2020). Schwab (2018) emphasised the
enormous and progressive influence of the
technologies of the 4IR on all aspects of life
‘The 4IR and Industry 4.0 is characterised
by rapid and ongoing advances in technology
that impact practically all spheres of lite
These technologies include digitalisation,
virtual reality, artificial intelligence (AI),
robotics, 3D printing, quantum and Cloud
computing, bio-and nano-technology, genetic
engineering, the Internet of Things (oT), big
data, 5G technology and other smart
technologies.
“Many organisations make use of these new
technologies to some extent. Advanced 1e protection and
12020; PwC, 201
are not, however, doi
employees for the ch
(Langridge
ngs, 2019 Jackson Stone & Partner,
2019; Herwijercr a, 2
as change manage-
Is such as people man-
igence (El),
agement, emotional
judgement, deci
important in adapting ta the ch
AIK (Leberecht, 2020),
appeasin
nd political contexts of
npact of the 4IR in SA is
x strategies, business
nical centres ate
gical automation,
ie.
‘enterprise practices
Figure 11 Human interaction with AR bet technlogy
Sehreudes,
The in
lerant and sie
arve, 2019; Coetzee, 2019b; tual working
hen individuals and work teams ate alowed to spend their working time in
reditional workspace such asa remete office, at home of a coffee shop (Rozier,
Formal cfce space is often nat needed, and even group woth, as it meetings or confer.
can be maraged antine, Virtual working originated inthe 1960s and is now referred to
2 wor, remote working, telecommuting
employees made use of traditional
and SMS and worked on less advanced computers. In the second phase,
lowed more
working hous away fram the workplace
obal connectn
Birdie & Jain, 2016,
_
may be
ice tasks combined
ral work spaces is adapting
workers becoming more
will remain the same, others
vaanisational management issues
work ethics, leave and employee
3 wotking has benefits suchas cost savings fr the
employee (no tavel costs); it may be easier for disabled
In
focus on performance outcomes, IT security,
ted technology i a possible e Remote working is nat necessarily a solution
cing red and managed, and employees may become
1 and overworked and suffer burnout asthe boundaries between work and
fe become blurred, Work-fam challenges with work and
2019; eatte, 2020),
for empl
depres
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This needs to be conducted with consid: eration of the cultural diversity and different contexts of respondents (Ferreira, 2016; Laher & Cockcroft, 2014; Foxcroft & Roodt, 2013; Moerdyk, 2015; Muleya, Fourie & Schlebusch, 2017). An important aspect of psychometric research is determining the measurement qualities of instruments, that is, whether they measure what they are supposed to measure (validity) and whether measure- ment findings are consistent across users, using similar techniques and applied in similar situations (reliability). A key question is also whether psychometric instruments can be used fairly, that is, they are not biased against certain people or groups. The time and cost involved in obtaining and administering the instruments needs to be considered. Psychological assessment is a support func- tion in many subfields. Legislation views psy- chological assessment as a psychological act and it is thus a professional registration cate~ gory. A graduate who has completed a honours degree in I-O psychology, psychology or edu- cational psychology and a relevant internship can register as a psychometrist with the PBP. SIOPSA has an interest group, People Assessment in Industry (PAI), to ensure that psychological testing and assessment in work: places is a value adding and ethical practice in SA. The PAI publications include codes of practice for psychological assessment and an \wraopucrion To WORK PSTCHOLOS Employee and organisational well-being business, concepts vance and Arica cultures, and the globalisation of work and jon of psychology have ‘emerged, which encouraged cross-cultural or rgunisa weds and research). E yployee applicability ultural psychological research (et za INTRODUCTION TO RORK PSYCHOLOGY 38 by debate in global and South African psychology involves the iogical krowledge, Cultural relevance relates rocentrie to contribute to the psychological tional app psyehologies are sufficient 0 whether exis ing and needs of al african people. Markt relevance is about the internat ability of African psycholony. Socal relevance inolves the contrisutions af psychology tothe welfare and psychological vel being of the callectveAican society (Long & Foster, 2013: Maree, 2018). Criticisms of ing pycolegicalknoiedze in SA a8 Beng heavily based on Western psychology indicate ar ese thot mst be questioned and researched (Macleod & Howell, 2013; Sher & Long, wage. 201). Voices for ingigenisation and Aficansation ask the same Question te Western psychologies appropriate in non-Western cultures? Perhaps we wil only pvchology once all indigenous paycholagies have been integrated into man am psychology, It might be valuable for South African scientist, posily in association the Aican universities, psychological societies, interest groups and practitioner, to nbatkon a postive, planned and ntetinal cross-cultural or multicultural research project focusing on deignste tape to afm and verily the value of existing and generic psychoogi- aL knoneage in SA nd the broader African context. ‘hs migh include the adaptation and development of applicable knowledge and practices for Sh and Africa inthe contest of mliculura. wrk forces, Exiting psychological knowledge in the subect field wil stil be universal applicable because there are a great number of However, must be acknowledges tat important differences do fst in tems of how people tink thee behaviour their cultural beliefs and thelr environ- ments here are instances in which psychological knowledge and practices can be use ratoty and exclusionary way iit st exected in a scientific and profesional mane tical psychology as contributed much to create an anarenes ofthe power of the misuse of psyehological knowledge (Sher & Long, 2012: Cooper, 2033, 2034; Van Zt & unk, 2039) lowers, mary palais pact thet tity and se psychological sa er feo ea core and catbulsiganton adA is tine to mate contributions tothe development of South African psychology a give South Aran and Aca psyebaloy ts wn et ty and vlee tha eects Ins 2 human development orientation and professionalism. consequence of ‘aspects in workplaces and sexual orientation, race, ns and age differences. he 1950s onwards that psy started to address how the influ gender and domains (oper et Integration or inclusion and diversi been a neglected topic and practice, both generally and in psychology Contributions to 1 field of psychology by women have been ‘ignored and in the work context they have been excluded from many types of work and positions. The situation has improved bot and in SA (Wood, 2037; Sunday Times, issues of inequality discrimi nation and exclusion on many levels, which fare based on factors like gender, ethnicity, inoriy status and age are stil raised (Career mnction, 2049). Unemployment is general ‘much higher for women compared to men ‘SA (Statistics South Africa, 2018; South African Market Insights, 2020). The existence ‘of many labour laws and ongoing court cases with regard to inequality ad labour discrimi nation highlights ongoing discrimination and exclusion across the wor ty management in work later corrective Actions (like affirmative or legal action). In carder to minimise any exclusions and ds nation of and against employees or groups, a possible resources and influencing factors need to_be considered, EHective diversity manage- contribute tothe structuring of work Its in performance ard h ment teams for optimal re ty, aesating each employes to ial and creating mare compassion= ate mindsets, which will benefit the organisa- employees. tentalls consider 1g and managing the many factors that influence employee behaviour and, therefor, ute to the structure and composition af organisations. as well 35 resolving conflict in work groups. Differences between individuals can occur along socio-economic factors, traditions, horms, religion, politics, as wel as personal: ity and behavioural differences. This is espe cially true in diverse workforces ~ such as in SA~ and for employees from other countries. ies, for example, with regard to ‘employee habits, clothing, physical appear- ances and beliefs may cause dissatisfaction and confict. Specific cultural influences, for work ethics, and values and scan havea decisive influence in the demands. Certain personality orientations ‘and beliefs may manifest in phenomena such 4s prejudice, racism and discrimination Changes in workplaces like virtual working, new technology and automation, changing socio-political dispensations and related labour laws and regulations affect different employees in different ways, as do closures, and mergers and acquisitions in business and personnel reductions. 2a iwtRODUCTION TO WORK PSYCHOLOGY 428 Ergonomics Exgonrnics re = wo Ta of work alo vefered 8038 factors engineering (HEE) and boa rach systems (Sat, 2004 Ere Maybe vewed a cine ‘dete 1-0 fl of aha Seah the sud of work Trgloyes andthe ci socal pet of wo Geach Sturn The term egnoris was Joe oped in 85, meas song tec NYWT and pein ween avades (determine work roe work experiences. The id should encourage ‘rgonomics as th African I-O prychology ‘and market research 1 is valuable in work land and influence inte tedependent departments in an organ use and consume thee specific goods Tn summary, we suggest that consumer poythology should be an integrative theme professional -O peychology training, as mus implications thereof should be promi and for study and co 3 1-0 psychologists: Expert skills and tasks 15 Framework for {code 272303) describes of the EO psycho term organisational 2 theapplistion of psyehoog lesign. In addition, the South Professional Board for Psychology (PBP), explains the practice fed of 1-0 psy~ ls and other aspects in work situa- the objective of failing optim and wellness in individual employees, groups and organisations. sP and HPCSA, a8 well as relevant sicates specific area in the scope of practice of IO. prychologists, These include: psychological assessment; reeruit- ment, selection and placement facilitating ‘individual and group processes; executing ‘consumer psychology tasks (marketing and related research); work design (esgonomic) assessments; performing ling interventions with regaed to career and employee well-being: performance appraisal; employee eating and develope 1 Intotuctionopyholagy ond nds and oganational pseholgy 25. (HPCSA, The tasks letzee & Schreuder, 2016). roles of I-O psychologists in which they are cations of psy knowledge in a work context can he aimed at outine personnel or HR management functions (employment management) or inelude functions in org sational dynamics, The training ab a profes~ sional psychologist (as and HPCSA) is generalist because un graduate, post-graduate and profes: training involves general psychology, some ‘economic and management subjects and des= ignated I-O psychology subfields and themes from other subjects. -O psychologists should have an in-depth psychological knowledge of personality and individual differences, human Alevelopment, attitudes and valves, earning, ‘motivation and emotion, perception and com jisational Behavior and pyeho~ led in employce relations, paychological assessment and research, as well asin the economic and management siences, including personnel or HI management issues, Depending on the type and level of jobs, an 1-0 psychologist can therefore be responsible for the HRM functions and related organisational functions in workplaces (Noe etl, 2016; Warnich etal. 2015). Tn the information box, Content hemes i 1.0 payhology, organisational pycbolegy and HRM, some ofthe similarities and differences in these three fields of study and practice are ated. issues and international HR management. ‘and benefits; health and safety; union management, psychology attitudes employee/labour HR planning, recruitment, selection and placement of employees Panning and administation of remuneration/beneit: Managing employee motivation, sat and performance fstablishing and administering personnel polices Establishing and malntaining empoyee/ customer relations and managing confit ees Analysing jobstass and competences, ensuring wotk stations ae an egonomcally aproprite with employees, ‘Advertsing, developing asessment techniques, ‘erecting assessment, deciding on selecting and placement, orientation of rew 2rd exiting employees, identifying management potential beni Hark surveys, matching job eels, Designing 2rd applying taining for specific ob competencies, asesing iil and training needs, assessing taining effectiveness, planing and providing growth and ‘career opportunities, effect counseling Specifying performance criteria and measuring performance, giving feedback and factatng Regarding leave, study, medial, and discipline. -Acsesing customer needs and responses, 2s wtRopuction 10 WORK PSY! ‘Monitoring compliance with legislation and ethical and behaviour codes 9. managing and utitsing HR/personnel ane business data 430. Supporting and administering oreanisationa Fi sratogies on various sues eg talent Iranagenent technology. sustainability an¢ retaining stakehoes 11, Managing occupational health and safety aquaity of wor life 22, Monitoring and facitating ongarisatonal caltre/etmate change 13, Managing tecntlogical change and use 14, Executing HA/parsonel research for management, es of -O psychologists and ing, pe ofpeychological knowledge and work are indicated I-O psychologists function as HRM practitioners i ton and private practice. Human, are not quilted and cwoLocy 3 crt ng labour and related th professional and 19 and Solving disputes, dential safekeeping of data informed use of cata planning, observing talent or potential of ‘employees, keeping the organisation relevant an eianable, satisfying staksholder needs, Ennancing productivity, observing job satisaction nd job engagement, facilitating good workplaces, ersuri epoyees, being inv promotion feciites, redesigning workplaces, enitoring changes in the market (and ‘opponents, perceptual, value and attitude changes. aces tools, TT and socal media Researching factors influencing employee and organisational effectiveness, providing evidence. based HR data to management. Wer Human resource practitioners are involved in employment management, which entails daily running and management of the ‘employees the human resources) of an organi- sation. This may include management of employee development, retention, adjustment and change management (Cascio & Agui 2019), Human resource practitioners ae given «different occupational profile from I-O psy chologists by the OFO in SA (Coetzee & Schreuder, 2016). The skills specialities of IRM professionals entail the provision of serves eating the daily running of bs ness with an emphasis on employment and related polices, programmes, administrative functions and tisk, ugh itis now re00g! Education and Training Quality Assurance body (ETQA) for HR qualifications, and rep= resents the quality and interests of HRM practices in SA with regard to trai codes of behaviour (Coctzce & Sci 2016; Warnich etal, 2015). Asa result of co- ‘operation between SIOPSA and the SABPP, both human resource specialists and I-O ps chologists may register with the SABPP once their training complies with a number of HRM competencies and practices (Coetzee and Schreuder, 2016; SABPP, 2020) ‘Human resource management is the Interventions with he Sd Journal of Hu agement (wwoesajem,co.23) 44 The scope for job and career opportunities in 1-0 psychology Paychology possiblities and direct (SACAP, 2019; Nicholas, 2014). Table 1.3. and the subfield deseriptions in Sections 14.2 and 1.4.3 indicate the types of activities or or HR, the diffrent types of jobs that exist and the different skills required (Coctzce & Schreuder, 2016; Spector, 2012; Noe et al, 2016; Waznich et al, 2015). -O psychologists and other HR 30 INtRopuCTION Ta WoRK PsvcKOLOGY 3¢ ids and related ologists and other HR practi- ied or practice job prospect for -O prychotogits and andinSA are herp ‘ite po rated as a fast growing occ ogy jobs in the Ie enc oe ge (APA) and the Socery for 'X Orponsational Poehnogy 1-0 pyclginr strand eden een arta ky en ep Afficn economy and the decrease of invest. ‘ment in SA must be overcome (Nkomo, 2015, Bishop, 2020). An important need exists for ased psychologic: gard to the many societal of tee tt vin thee we eel {er opourit oherandheee, Both int te workplaces, Expo itervenon ar change management Ot ‘tinal contation on labour sues il ‘rnin areca work el ling related o career self management ad sateen, confers Ysite thinking: healthy. living. and sees managers The scientific status of psychology disci; ene wel-known international poychologss s have visited and workin SA haa 2013) Tis important to note that both psyshol- ‘ogy and -O psychology’ are considered Theoreics con- tsand practices have been established and ‘etified by systematic and controlled eesestch processes (Briner 8 Rosca 2011, Coetzee & Van Zyl, 2014, 2015; Coetzee, 2018, 20194). ‘These scientific requitements of inquiry or research contribute to the east learners and practitioners can hae in psycho logical knowledge and methods. Registered fare tained in a seience practi een eel ee methods to practice psychology in ava Ling, 20135 Long & Poster, 2013; Coetzee & Van Zi, 20145 Coetzee & Scheer, 2016; Coetzee, 2019) Other findings assert thar research In LO psychology asim agceement with the needs of researchers and problems of vas not sulfiieney evant address onganisitional and =o Aid sor sat ing in SA (Ehecohn, 2012; Laker & ickeroft, 2014; Long, 2014, 2016, 2017, Macleod & Howell, 2013). Ie appeaes that prcttonees may be slowin aplying theoreti Calor academic esearch findings, whi ‘ates that agap may existherveen theory and practice in research (Coetzee & Van Zyl, 2015). The need for -O psychology to become ‘ven more evidence-based has been Sized (Briner 8 Rosseau, 2012). Tas means that -O practitioners muse augmes their 32 INTRODUCTION TO WORK PSYCHOLOGY 3¢ stakcholiers, c ology and are not sufficiently ed and decolonised 2017), Many opinions and suggestions ve been voice on forums with regard to the where many universally accepted ps y chological concepts, proces and development of LO psy wed in many ways; however, indicated, Chapter 1 Itaduction oppo od inst 6 I-O psychology: A brieg history (1 Early developments and political context of the implcstons, Por eranpl the soci i experi 1879 when 12 World War | (1914-1918) and World War Il (1939-1945) and the period between these wars World War (WWD (19144 War 11 (W" mies have psychology: Th among employees work between decording fo the "Hugo Minster the founder of nds poysholog lished Plycelogy and industrial eff ‘Thc history and development of industrial 1913 (Aamo, 2010, 2016, Spector 2012. developed into a more aceptal prychologycan he Hinked to few progressive Mansterberg, Walter Dill Scott and others diversified science and applied eld, party tine periods, each with related events promulgited the application of paychelogy to ecause is elnigues nd mend proved and applicaions Work issues, lke selection, ergonomic work be useful (Muchinsky, 2006, Muchinsky, the lone Ge design, advertising and sales tanks, These Kriek 8 Scheuder, 2005) developments reached SA. Nicholas (2014) The prio betwen the two world wars nOmtnen and Painter (2008) discuss expecially important because of the w es ‘more than a century of South African psy- known Hawthorne studies (1924-1939), ree Selby Hate ee ae ECG | cease Sea AR Mosier crthc ‘with international psychology from around expansion of LO prychology Findings ofthe the 1890s aud extly 1900s. An important Hawthorne studies emphasised that socal influencing ctorin mainstream psychology, factors motivation and other orgs ary isues (Muchinsky, 2006; Spector 2012). In the US, psychologists were used by the government to save labour costs, and speaking, reflect early developments: World Wars 1 (1914-1918) and T (1939-1945) (WWI and aa WWII) and the time per Wars; the period after the world wars (from 1950s to the 1990s); and last, modern times (1994 and beyond), 10] Bucwe von: jak yoanases pur u0s “Ko ‘pmuaa 320m pur suouduosap gol paxy wo Seaae ‘saounsuy Aue Ur ‘pur ‘(asadse suom jo aumaeu paiepp: pus) suonses 2 potlnyo Aprasye soy *Bunom autpoo pur Tenazya yo 29n poseasout aya pur “Gloqouy>>y, Ssouteng Sop pur UoRrorunswe> ‘rom jo aunvem agp aftanyo qf1m XR0TOUy> Te paps pur [exSep Aq pasuoioesey> ‘sozoz jouyjoas paoueape aus A pur souoga saus2iuf) isd sarvio uw sid32u00 snes ‘pousd s passed 2190 sprean ypu som ‘opdurexo 2 axauuo3 pow a4. 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Poof ouooauebopueyursnp poe J -paniasqo Buiog Jo 29501 © 501 sBulpuy Uo avant 31 0 eye ras a 722}9 AION wi ?ya02 “Hei5) #eydOm 21 nde sabuetp 10 sang mau 0 pasn a6 fay 240 10 “soypeasas hg suntan jedods Busan) do3s saafojdua 2010 40 10am Kew aouewioy94 yom wy sabe Jer jeuysPm "aye SUIOWIAEY fy 58 0} passat “Suipuy sayuany y ABooy9Ked yeuoryestuebio so) qewsodu sion s6.ipuy 3s0u) pane sarueWio}.2d 910m sa>uanyut “uoNUFoDas ua pve peizedss Bulag ‘poA9e9D oy 2m op 0 BunueM “uorennow eure “Bue205 ‘Ano Bu, 299 seydqow Pu aydoad u si032e) \2005 pue jen!Do}IDAsd yeuuy>=y-uou Wess veiapayeNges> ayn Sem ‘uoysisadns 321118 19pun spiepueis pue sainparoid 3ydads moo, ezakoyua y v8n9seaKo\dus uowe Ain few souewo4s9d yoy “s0i3e5 x03 Auew Kg paouanyut sen aDUEU.Oud 40% seafoydu 179X904 "U2PA9 Sem I “i02e Ya;urm 4 eIsA4e BuAKien cd amp 21:0200 ‘Souewioyad yon ut sabuey> may eva parearputsnsos aul a9ueWINLID6 Yom vo (poWad 38: 4 sia64 pue woreuurys 40 sje) se y>ns) sio;ej yom [eaisyd Jo ouaNyL 48 pauDEDED Fusienun presiey wou se\Gojuped “ey uory jo dysipeo| ax epusebfoMws bu oe9 oj wsyo(he 40 Jeon Aeyanzed axaM “sf aut Ui Auediu0y 2422)3 uses a4) J0 SOM, ‘ausoyamel 243 1 GEE pue rz6t UREMI2q peianpUOD aim YYW ‘siUaWLIadeS a.O4WeH 24) fea 1 novonaousnt ¥ Agoronoasd #0 © se qwrRonUcTion To WORK PSYCHOLOGY 26 ‘and workplaces SA as rap feathand wellbeing recs Tetons of vital werk wenglces ol talent manages in Employment and soio-economni changes in ‘ct wil ned Be conse LO pacoloy ata acence and practice fel bas eore more iegrated lic bry and mull altbough ea ted ond ba ccleeot and pace isin Sie conta (Lone, U1; Moye 202 Pretorius, 202), Paychoogy in SA has a ‘zor oman eth me or adapted krowledge ted op abe both cau Synergies and dierences in dive snd Aull contests and make a meeningfl tothe local and international ogy knowledge Development of governance bodies in South African psychology professional conduct and ethical registration y SA study, erin and prac tice according tothe Health Professions Act (66 0f 1974) and as amended. However, there ace other laws and amendments related ‘0 healthcate and many are applicable 10 boar ‘or employment practices. ‘Two professional societies that allow mem= bership to psychologists and represent and promot the interest of peychology in SA eur rently exist and funetion under the control of the HPCSA and the PBP. These are the Society for Industrial und Organisational ral Prychology of South Afiica (SIOPSA) snd the Psychological Society of South Africa (PeySSA); the latter represents psychologists loterest Group ing. Psychology for Diversity and oup for Applied ial Neuroscience (IGAON) and (ACCP) (SIOPSA, 2020). There sessment Centre Study Group of (ACSG). ACSG is associated SA Board for People Practices seaking_ psycholo, launched the Peycholo Republic of South Africa (PIRSA). ‘ated a division between psychologists along ines of race and Inguage (Louw & van Hoorn, 1997). Cliica psyhologtsts, dis fied with both SAPA and PIRSA, established 1 Tnstcute for Clinical Psychology in 1977 “Tn 1983, as a result of membership issues regarding black African psychologists and opposition to the then politcal dispensation in SA, SAPA and PIRSA, and other psycho logical associations, were reincorporated io ‘one body, the Psychological Association of South Africa (PASA) (van Ommen 8 Pinter, 2008}, In 1994, this was changed co the Functioning Psychological Society of South Aiea (Pa/SSA). Subsequently, induserial psychologists broke away from PaySSA to ychodynamies of Prominent of which were Personnel Re IPR), formed in 1946, and che Human Sciences Reseach Council (HSRC). Trough 1e NIPR, many conti psychological research and appli made, especially in the development of py- pythoogalserament nthe oti a poctology in 5A ce not ard see of taken very the HSRC ‘he HSRC, estan in 1 mental inthe deropne uration of poche est fre at tel as executing enc in various conten = are available on ‘contributions with regand to psychology and LO prychology research (Nicholas, 2014; HSRC, 2020). Variou ments and institutes contributed t0 psychology ese ment development ai number of private cons SA specialise in the develope of psychological assessment tech involved in consultation and research, and a “Examples include: ]VR Paychometics (ww. jrpsychomervics.coza); Pytech SA. paytech.co.za}; TTS Top Talene S lnvwmts-talent.com); Knowledge Resources (ronvikrso.2a)and SHL SA (wwwshl.co). -Apmis sioiseur pur sinouoy, roqp soe Buyuren are oym siuapms a sostazodns pur sures) ‘s13a,95 juounsedap ASojoypisd yey ada ayp Aq pasoxdde usaq ancy svare aoniaeid "yo sada soupio pure zeprusts (KBojoyaXsd yeuasnpur weap s2xp0) syusunsedap ‘ABojoyXsd ut soas8ap smouoy soq ‘soomnosos ueumny pure Zur>q-I[om. aadojdura ‘Buryjasuno> s90309 ‘ojdurexo 4105 ‘svare aonizead snorrea asiseyduus squauasedap ABopoyoXsd (-] auos2yIC] -Adesoyp pur Surqjostmo> ‘ruowss9sse peosfojoyasd yadop-ur 303 sistojoyaisd areradoadde on siuoy[> x0yax asnux ssoqjastinog) 2xWt09 UH suopUDAZDIUE Surjpsumioo aansoddns wsa1-as0ys ainsaxa pur (Sunso1) Buruaosos proiojoyodsd 21S8q Op 01 pauten are si0fj9suIN0C) -svaze aonioeid Sutjjasuno> payroods uous 40 au0 ut saysio1 eur uoReUTUTEXS aauenus sqgid au passed sey we axovu09 0m ayqeardde ue ur syauoU gS 3809] 38 Jo (ourureaoud yeonae3d) ddiysuzovu1 porosdde ue parojdusoa sty oY ‘2arap smouoy ©} pe qp29j 2418 pur synsox yso9 aoadaovur pees) seHawoypisd soastumupr 01 SHsunowoysésd y asnowioyaxed ¥ se soysiSou Sur uoReULLUExa PauenUD 8.q fq 43 passed sey Hom ajqeoyidde ue ur sqauour MS sto] 1 yo (aunuesSoad [eonoead) aa ae noadde ue poaaqduoo ae 2989p sinouoy AZojoyoAsd ©Y O-[ paparooe ajqeaydde We tpi uosiod y : Pur axaquos HyPUOYDAsq 6 youvasoa 8 [Tam se TPA se auatussasse peorSojoyaésd — ‘uy saxsuoiaduzoo aaey pmnoys sysiBojoyptsd jeuorssajoad qty ‘2onsead {Jo sadoos quar9y1p pur aauaisduion pur Sururen Jo sana] auasay1p aim sypuorssajord A#ojoysXsd pasaisiSax are 93941 :sas}Bopoy>isd peuorssajosd pur sso[jasunoa ‘sysinowoyaisy « “Bunsa feowSojoypAsd ronpuoo pur Adesopoypisd wood ‘1aamoy ouue9 sumeastsse (ppeoY RUDY “sorTUNUIHOD pur soryrue ‘s[enptarpur ur ssouyjom pur yppeay areay oes 01 Styse UrUE STAY “s|[NAS pure yuat0> jeoiojoujésd payroads apnpaut SNUB ([249] 9-FON) vorroyrfenb: ruojdip 1ea4-oma ajqeoridde ummuusruras e aary ysnuu AOyy, AUEASISSe YTEDY TUT » SM0}]0} squowazmbox uonenst8ox 03 spreias ypu £208 -a1e> aonoeid ypea Jo uoneuejdx jauq y (Pre. 903) ABojosnau pur 21suai0y “yazvasos “[euon, -eonpo ‘[easnpur “Suyjjosunoo ‘Tearuy]> jo souoSares ayn ur asifojoypisd pouorssayoxg sarroaye9 Sutmoyjoy 24 sapnyout syromauresy aon2e1d peuorssazosd yy (ez os esodyym.aias) YSUH ay2 Wor} pourergo aq [Je UD uoREUO;UT SI], (Go2n>ed queadjox UE pomorfe axe siov [eo!Bojoypisd 20 sy4sea yeyar) 2onaead yo adoos pue swuowasmbos uonrenstBox ayp jo yoeg -siapjouoseas WLAIIII-J9y20 pure sistHojoysdsd pasuady] Teuossajoad [ye “Wg wy sonisroqtun ye squsUE urdop Auew ox fo swos ayensnypt sruod Zurmorjoy ayy, kom aueadordde pur aanisod ‘ary v ur sixeiuo> yuom ur ajdoad dyay. 02 s[[pjs pur atipapouy ayn dopaap 01 pau ay) 01 sopra ayy asnis 9s [TEM 00g stp UE PeuDIeW ayy, “uo spaiea pu pnas syetidoadde we as00y9 01 s10 -uonnsead yyy pur sisiSojoyisd C)-y Suurdse djoy Aeur 3009 ayy. “oamany ay UY pur mou aney Aer sisiFopoyscsd Q-] wyp sofuayyeys souiusexd yoog at1, ‘suorieaydde pur sSur -puy ypsvasax ‘a8paymouy, jeuonepuno} Ura -sodurt quasoid yoog siya ur sioidey> oy, -ouaios porjdde pur ueainy se ABojoypdsd yeinsnput jo anjea pur aouvaa -[P# 942 03 sv uonsonb Au aq r0U pjnoys ax042 ‘saanead as9q pounrytion avorjoy pur ssousiyy pur soryzo ‘uisifeuorssayosd ‘Xounyadusoa jo spiepueis 9ynusis ysty 02 ax0ype sisiFo}Oy> -Asd yetasnput Jf “sistBojoyadsd jo suonnqun 109 a]qunjea Aueur ay a10UR! pue yg ur 480 -JouoAsd enaxawuon v yo uorssousioud saiop fa Sapmmae yong ‘sontod pur suonowss ‘ust -nuo {Zojoapr poouryequn ‘uorurdo powsoy -uyun Aq pousoao3 9g soaou asnur soonoeid Tryasn pu yosvasas ‘sadaouoa ‘Azoays ajqunyea J© vonestjnn syquoies ay “suonesydde pur Yuvasar ‘Siuystioaya uri ut pasturouyy PUY pastfenxoiuoa “pasn aq pjnoys ~ s1a4j10 Pur worseg ‘uvouyy ‘Usors9;y4 — So1H0[0y> ~&sd [Je Jo Suonngunuod ajqenpea ay “eu Wanog ur Ao1908 asioatp ou Zupsopisuo, sonsst 1uaurusosd av uowidoyd “uoun pur yyp o42 T-plAod Jo edu 242 Ahusiiny ‘papaou sisiBojoyodsd yo soquinu 4 pur sisiFopoyodsd Jo saptyosd Aousrad “Woo “Zururen asiBopoypisd jo ssouaeudasdde °P Burzapisuos aprya yg ut sootasds [v9 “Bofoyaisd yo Aouvaajar ayy avenyead 01 pouste 310% Ws WgoaHy aya Aq Aoasns v ‘odurexo 74 “sanaizos AFojoyodsd C=] pur {30 TPuPKsd jo smaraox pur squauioies UoIstA ay) “EPur suoneariqnd ASojoyadsd ur ‘399u949j 409 [enuue uo uonaajyor ‘BojoyoAsd eo Rup ut quapiaa st yg ur Aojoyodsd ut oxeqap pur uonsapjoy {221905 asioarp v ur iueAd [Pr urewos 07 s9p10 ut sooa2ead pu yoreasos ‘98pajmouy aya anoqe aan2ayo aq pmnoys yg ut ARopoyaxsd yuryy awos asenuos uy “souye uronpy we a9oyos [ny [EAL aeUp soonovid pue aouar9s peorsojoyasd dojaxop puv a10w sar -ojoyaisd Sunsixa astuvotsyy pur astuoSipur ‘astuojooap 01 past ax ae paxo911p a1v s9010A aulog “sona}D0s pur sjenpratput Aue Jo spoat ayn Suissarppe dpuatoygns you pur ueaojas A{eos pur tayrew Butoq rou sv wis Aq 998 are sisadse soup, -AFojoypasd soy vjnoraans Suyuren puv soonoeid “yssvasax “Ciooyy oy 28 pay]anay [[s “oaamoy ‘st urstoNED 9wWOg “ponovad pur ysvasox 91qipo19 pur auea -9]91 Se JJom se Funyurya jo sea mau aumbor ssoursng pur saoejdysom ul eipaut ei90s pur {Bojouypaa jo aouangur Suseasour yn uatos st a@papmouy, mou pur ‘spfay ABojoyD -Ksd Q-] posiuoaor Sueur ssouse a8paymouny Jo Apoq ayp ut inq ‘ xa 40 LOREE Ip anoqai ‘iodojduuo pur 9axojduro Yow 105 pion sony at anarype 01 we SonpuoD Jo sopoo pure spo yeDIKI9 ‘romoureyy 2ongeid pur Sururen uowdojdaro SurpreBor siopoyayeas snouva Xq suoney -nou s0\0 puv uoRepstso] wowWUsaA08 wuasiND Vg uy Suonestuedio pur yom ut soBuey> pue spun Surouo pur siuaxo peqoys Aq paouangut s{ pe “4xoqu09 [eantjod pur 21W0uO22-0108 uroupy qinog aytoads v ur paxmnoo0 You might also like
