Orientation: Work–life balance (WLB) and occupational stress (OS) are two pressing issues in the South African engineering environment, largely driven by high job demands (JD) and scarce organisational resources, respectively. Research purpose: This study aimed to investigate the relationship between WLB and OS, and whether this relationship is mediated by perceived organisational support (POS) and JD among South African engineers. Motivation for the study: Despite various studies on WLB and OS across the globe, the South African engineering industry has limited empirical evidence on the relationship between WLB and OS, and how the two constructs are mediated by job demands and POS, considering the high skill shortage and high JD in the engineering industry of South Africa. Research approach/design and method: A quantitative approach was used for the study, considering the need for a broad scope of the subject matter. A quantitative survey approach was used, and data were collected from a sample of 143 engineers affiliated with the Engineering Council of South Africa’s professional bodies. The data were analysed using descriptive statistics, correlation analysis and structural equation modeling to test the hypotheses. Main findings: The study found a significant negative correlation between WLB and OS; however, this correlation was not mediated by JD or organisational support. Practical/managerial implications: The study is relevant to the South African engineering industry and emphasises the significance of WLB in relation to OS. Contribution/value-add: The study adds value to the existing literature by providing empirical findings on WLB and OS in the South African engineering industry, which is significant because WLB is a vital component of the industry.
Orientation: Digital transformation in South African organisations hinges on employee acceptance, yet psychological barriers may inhibit technology uptake. Socio-economic inequalities may further shape engagement with cloud-based technology. Research purpose: To determine whether socio-economic status (SES) moderates the relationship between psychological barriers and technology acceptance. Motivation for the study: Given South Africa’s socio-economic disparities, psychological and socio-economic factors were examined to better understand workplace technology resistance. Research approach/design and method: A quantitative, cross-sectional survey was conducted with 436 South African employees who regularly used cloud-based technologies at work. Measures included the Psychological Barriers to Technology Acceptance Tool (PBTAT). Descriptive, correlational and moderation analyses were conducted. Main findings: Psychological barriers reduced technology acceptance (β 0, p 0.05), while SES was non-significant. Lack of psychological safety and low frustration tolerance significantly predicted technology acceptance (both p 0.01). Self-efficacy, organisational trust and psychological availability were non-significant moderators (p 0.05). Practical/managerial implications: Psychological barriers should be addressed across the workforce. As SES did not alter their effect, training initiatives should be inclusive rather than tailored by socio-economic background. Contribution/value-add: The study extends the Technology Acceptance Model by integrating five psychological barrier constructs into a South African workplace framework. It introduces and preliminarily validates the 62-item PBTAT and shows that psychological barriers inhibit technology acceptance regardless of SES.
Orientation: Previous studies have identified several factors that predict organisational cohesiveness. Nevertheless, the role of three destructive leadership elements, toxic leadership, Machiavellianism and abuse of power, in predicting organisational cohesiveness remains underexplored, especially within the higher education landscape. Research purpose: The primary purpose of this study is to examine the structural relationships between Machiavellianism and abuse of power on organisational cohesiveness and to investigate the mediating effect of toxic leadership. Motivation for the study: Given that organisational cohesiveness is crucial to institutional goals and that destructive leadership behaviours are prevalent yet often unchecked, there is a need to empirically map how these negative traits and actions undermine the unity of academic staff in universities. Research approach/design and method: This study employed a survey research strategy. Data from 665 academic staff members at universities in Indonesia and Malaysia were analysed using structural equation modelling (SEM). Main findings: The results indicated that toxic leadership significantly mediated the relationship between abuse of power and organisational cohesiveness, and Machiavellianism and organisational cohesiveness. Practical/managerial implications: Our research contests the dominant belief that destructive leadership invariably harms organisations. This correlation should not be interpreted as an endorsement of toxicity; rather, it indicates a form of defensive cohesion. Consequently, universities must implement a comprehensive oversight system and ensure secure, retaliation-free channels for whistleblowing. Contribution/value-add: This study establishes toxic leadership as a key mediator and offers clear evidence for higher education management regarding the necessity of addressing power abuse to foster a healthier work climate.
Orientation: Rising social media use has intensified concerns about its psychological effects, especially among teenagers and young adults, with prior research linking engagement to anxiety, depression, and reduced emotional well-being. Research purpose: This study examined how digital mental well-being interventions can mitigate the negative psychological effects of social media use. Motivation for the study: While extensive literature documents the risks of social media, few studies synthesise solution-oriented digital interventions or examine their ethical implications. This study addressed that gap by integrating psychological theory with emerging digital practices. Research approach/design and method: A qualitative systematic literature review of secondary data was adopted. Twenty-eight peer-reviewed sources were systematically selected and thematically analysed, guided by social comparison theory, cognitive behavioural therapy (CBT), and self-determination theory. Main findings: Social media distress was driven by social comparison, fear of missing out, and cyberpsychological pressures. CBT-based applications, mindfulness tools, and online support platforms showed potential to reduce anxiety and depressive symptoms when appropriately designed. Practical/managerial implications: Ethically designed interventions that prioritise user autonomy, data privacy, and inclusivity are essential. Practitioners, designers, and policymakers should adopt psychologically informed approaches to support sustainable well-being. Contribution/value-add: This study contributed to cyberpsychology literature by synthesising evidence on the effectiveness and ethical challenges of digital mental well-being interventions, offering a theoretical foundation for future research and responsible innovation.
Orientation: This article explores enhancing goal attainment through solution-focused cognitive-behavioural (SF-CB) coaching incorporating neuroscientific principles. Research purpose: The study aimed to develop and explore the contribution of integrating neuroscience principles into an SF-CB coaching framework on goal attainment. Motivation for the study: While goal-setting is well established as a means of supporting personal and professional success, limited research has integrated neuroscientific principles into coaching practice. Solution-focused cognitive-behavioural coaching can be adapted using neuroscience to enhance goal attainment. Research approach/design and method: This interactive qualitative study, within a social constructionist paradigm, explored the impact of integrating neuroscientific principles into an SF-CB coaching framework on goal attainment. A purposive sample of five participants took part in coaching sessions using the newly developed DANIEL framework, which integrated solution-focused, cognitive-behavioural and neuroscientific principles. Data were then collected and analysed using interactive qualitative analysis methodology. Main findings: Emotional intelligence was the primary driver of goal attainment, enabling self-awareness and emotional regulation needed to set and pursue meaningful goals. An agile mindset supported goal attainment by fostering adaptability and learning, while skills orientation supported continuous development. Practical/managerial implications: Result orientation emerged as the primary outcome, motivating focused, deliberate action towards goal attainment. Contribution/value-add: This research contributes to coaching and industrial and organisational psychology by combining solution-focused and cognitive-behavioural approaches, informed by neuroscience, to enhance goal attainment. It provides practical insights to enhance coaching effectiveness in personal and organisational contexts and supports future research in neuroscience-informed coaching.
Orientation: The coronavirus disease (COVID-19) pandemic reshaped workplace dynamics, intensifying employee mental health needs and expanding the counselling-related responsibilities of industrial-organisational psychologists (IOPs) in South Africa, despite evidence of limited preparedness. Research purpose: This study explored how IOP professional practice in workplace counselling shifted during the post-acute and later post-pandemic periods, examining role evolution through the job demands–resources (JD-R) framework and a capability lens. Motivation for the study: Prior research found that IOPs were underprepared for heightened counselling demands during COVID-19. This study investigated how counselling practices, boundaries and training needs evolved between 2023 and 2024. Research approach/design and method: A cross-temporal qualitative design with phenomenological elements was used. Semi-structured interviews were conducted with 24 registered South African IOPs (n = 10 in 2023; n = 14 in 2024), recruited through convenience and snowball sampling. Data were analysed thematically and compared across cohorts. Main findings: Four themes emerged: sustained counselling demand with expanded expectations and ongoing role ambiguity; a shift from acute pandemic distress to chronic strain (e.g. burnout, digital fatigue, adjustment challenges); integration of counselling into organisational practices through culture-building and hybrid modalities and continued development needs, particularly supervised exposure and clearer ethical boundaries. Comparison indicated greater normalisation of counselling work in 2024 alongside persistent competence concerns. Practical/managerial implications: Findings indicate sustained expansion of IOP counselling work, underscoring the need for curriculum reform, supervised training pathways, stronger referral networks and clearer professional guidance to ensure ethically bounded, adaptable counselling capability. Contribution/value-add: This study offers novel cross-temporal evidence of how IOPs’ workplace counselling role shifted and normalised between 2023 and 2024, and advances theory by combining the job demands–resources model with a capability lens to distinguish demand–resource imbalance from the institutional conditions that constrain ethical, competent practice.
Orientation: The coronavirus disease 2019 (COVID-19) pandemic disrupted businesses globally and changed how organisations operated and delivered services. Research purpose: This study explored the impact of COVID-19 on the private practices of psychological practitioners in South Africa. Motivation for the study: The pandemic caused economic disruption, forcing businesses to suspend services, reduce operations or retrench employees. Psychological practitioners also faced reduced client access, financial pressure, changing needs and uncertainty about continuity. Understanding these experiences helps explain how private practices adapted during crisis conditions. Research approach/design and method: A hermeneutic phenomenological approach explored the lived experiences of 10 practitioners in private practice. Semi-structured interviews were analysed using interpretative phenomenological analysis. Main findings: COVID-19 significantly undermined the viability of practitioners’ private practices. This was linked to fewer business opportunities, reduced income, limited financial resources, disrupted referrals and uncertainty about service delivery. Yet practitioners adopted strategies that strengthened coping, resilience and sustainability, including online consultations, flexible delivery, cost containment, client communication, collaboration, support networks and self-care. Practical/managerial implications: The study highlights the need for professional, institutional and business-related support to help psychological practitioners navigate crises effectively. It also identifies strategies that may help private practices remain resilient and sustainable during turbulent times. Contribution/value-add: The study contributes to literature on coping, resilience and sustainability by showing how practitioners adapted during COVID-19. The findings offer insight into strategies that support wellbeing, business continuity and private practice viability.
Orientation: Leadership research in Africa often relies on measurement instruments whose cultural relevance and contextual suitability remain uncertain. Research purpose: To examine the origins and types of leadership measurement instruments used in organisational research in Africa, with a specific focus on local development and contextual adaptation. Motivation for the study: Persistent challenges exist regarding the cultural applicability and psychometric validity of leadership measures, given Africa’s distinct social structures, values and linguistic diversity. Research approach/design and method: A systematic literature review was conducted using the Preferred reporting items for systematic reviews and meta-analyses (PRISMA) framework. Studies (2010–2025) were sourced from databases such as Scopus, Web of Science, EBSCOhost and Google Scholar. Inclusion criteria required organisational leadership focus in Africa and the use of measurement instruments. Methodological quality and risk of bias were assessed. Main findings: Analysis of 117 studies revealed a strong dominance of Western-developed instruments, such as the Authentic Leadership Inventory (ALI), Multifactor Leadership Questionnaire (MLQ) and Transformational Leadership Questionnaire (TLQ), often used without adaptation. African-developed measures remain limited, although gradual growth is evident. A notable gap exists in Lusophone and Francophone research. Practical/managerial implications: Researchers and practitioners should prioritise culturally sensitive adaptation or development of leadership measures to enhance validity and relevance in African organisational contexts. Contribution/value-add: This study highlights the need for integrating local perspectives and advancing methodological rigour, contributing to more contextually grounded leadership research in Africa.
Orientation: We examine how financial windfalls transformed the work identities of South Africans who were featured on the television show I Blew It. Research purpose: This study focused on how individuals conceived their work identities and performed work before and after receiving money and how they reconstructed their work identities once the money declined. Motivation for the study: Little research has examined the psychological and occupational meaning of sudden affluence in South Africa. These shifts from worker identities to identities built around spending and social visibility help explain why people disengage from work after receiving windfalls and how some later rebuild their vocational identities. Research approach/design and method: A qualitative, systematic research approach was followed. Ten episodes of I Blew It were purposively selected and analysed thematically using Braun and Clarke’s six-phase process. Reflexivity and investigator triangulation strengthened the rigour. Main findings: Five themes captured the identity shifts of sudden wealth beneficaries, moving from the worker self before sudden wealth, through its dissolution and replacement with non-work identities, to later attempts at entrepreneurship and, eventually, a return to work following financial loss. Practical/managerial implications: The findings show that financial coaching and career counselling could be useful when people receive large sums of money with no prior financial literacy. Contribution/value-add: The study contributes to our understanding of work identity change during rapid socio-economic transitions. It also shows how media-based accounts can be used to examine narrated patterns linking financial shocks and occupational behaviour.
Orientation: Industrial and organisational psychology (IOP) is both a scientific discipline and a caring profession. Preparing graduates for this dual mandate requires pedagogical approaches that develop scientific competence alongside ethical awareness, interpersonal effectiveness and a commitment to human flourishing. Research purpose: This opinion article argues that Fink’s Taxonomy of Significant Learning provides a more comprehensive framework than traditional cognitive taxonomies for designing IOP curricula. Motivation for the study: While Bloom’s Taxonomy remains influential in higher education, its emphasis on cognitive outcomes may under-represent the interpersonal, ethical and affective capabilities required of contemporary IOP practitioners. Given the Health Professions Council of South Africa’s emphasis on both scientific rigour and human flourishing, there is a need to reconsider the pedagogical frameworks that underpin IOP education. Research approach/design and method: The article adopts a conceptual and reflective approach, drawing on educational theory, pedagogical scholarship and professional guidelines to examine the value of Fink’s taxonomy for IOP education. Main findings: Fink’s taxonomy integrates foundational knowledge, application, integration, the human dimension, caring and learning how to learn. These dimensions closely align with the competencies expected of IOP practitioners and support the development of reflective, ethical and practice-ready graduates. Practical/managerial implications: The article demonstrates how Fink’s taxonomy can guide curriculum design, teaching and assessment to foster both disciplinary expertise and professional capability. Contribution/value-add: The article reframes pedagogy in IOP as a scholarly endeavour and offers a holistic framework for preparing graduates to address the complex human and organisational challenges of contemporary workplaces.
Orientation: The role of dispositional factors in explaining the mechanism by which transformational leadership impacts employee attitudes is over-emphasised, sometimes at the expense of utilising contextual variables to explain the relationship between leadership and employee attitudes. Research purpose: The study examined the indirect roles of empowerment, performance feedback and goal difficulty in the relationship between transformational leadership, job satisfaction and organisational citizenship behaviour (OCB). Motivation for the study: There is a lack of empirical research investigating the relationships among transformational leadership, job satisfaction and OCB, as well as the indirect roles of empowerment, performance feedback and goal difficulty in these relationships. Research approach/design and method: Following a positivist paradigm and quantitative approach, managers completed questionnaires (N = 222), and the data were analysed using SmartPLS 4. Main findings: Transformational leadership has a positive and statistically significant effect on empowerment, performance feedback and goal difficulty. Empowerment and performance feedback also positively and significantly affect job satisfaction and OCB. Moreover, the indirect effects of the relationship between transformational leadership and job satisfaction and OCB were confirmed. Practical/managerial implications: Poor direct links between transformational leadership and employee attitudes suggest that direct-selling organisations should focus less on promoting transformational leadership as a broad leadership style and instead on performance feedback and empowerment, which could translate into increased job satisfaction and OCB. Contribution/value-add: This study confirms the basic assumptions of social exchange theory (SET) and highlights contextual mechanisms strengthening the influence of transformational leadership in promoting job satisfaction and OCB in the micro-franchise context.
Orientation: Employee and career well-being contribute to organisational performance and reflect an ethical commitment to sustainable and fair treatment of employees. In digitally mediated environments such as open distance learning (ODL), technological demands influence well-being, yet existing measurement approaches often assess these dimensions separately. Research purpose: This study aimed to develop and validate the career and employee wellness assessment (CEWA), a comprehensive tool designed to assess six core dimensions of employee and career wellness in an academic and digitally integrated context. Motivation for the study: As academic environments become increasingly digital and complex, institutions require a theory-informed tool to assess career and employee wellness, enabling early identification of well-being risks and targeted organisational support interventions. Research approach/design and method: Career and employee wellness assessment was piloted at the ODL University and later implemented institutionally, with responses from 840 staff members. The newly developed scale measures six dimensions: career satisfaction, holistic wellness, career meaningfulness, digital and career wellness, career embeddedness, and employee relational wellness. Its psychometric properties were assessed using exploratory factor analysis, confirmatory factor analysis, and Rasch analysis. Main findings: Career and employee wellness assessment demonstrated strong internal consistency, construct validity and reliability across all dimensions. Practical/managerial implications: The instrument provides organisations with structured well-being data to inform targeted employee support and wellness initiatives. Contribution/value-add: The CEWA contributes to the assessment of employee wellness by combining career, relational and holistic dimensions within a single measure designed for digitally mediated academic work contexts.
Orientation: This study investigated the relationships between job crafting, person-job fit and job embeddedness within a South African agricultural organisation. Research purpose: The aim was to examine how job crafting, a proactive behaviour involving the redesign of tasks and social interactions, affects person-job fit and job embeddedness, hypothesising that increased job crafting leads to better person-job fit and higher job embeddedness. Motivation for the study: Given the importance of employee retention in South Africa’s agricultural sector, this study addresses a gap in the literature by exploring how job crafting influences employees’ alignment with their roles in the organisation. Research approach/design and method: A quantitative approach was used, employing stratified random sampling to collect data from 225 permanently employed white-collar staff across various subsidiaries. Data were gathered through an online survey, ensuring anonymity and adherence to ethical standards. Data analysis was conducted using JASP software 0.19.1 [Computer software] (2024). JASP Team. Main findings: The findings indicate a significant positive relationship between job crafting, person-job fit and job embeddedness. Furthermore, higher levels of job crafting were linked to improved person-job fit and stronger job embeddedness. Person-job fit was found to mediate the relationship between job crafting and job embeddedness. Practical/managerial implications: These findings provide valuable insights for agricultural organisations. By fostering a culture of job crafting, they can improve person-job fit and increase job embeddedness. Contribution/value-add: This research advances our understanding of employee retention strategies in the agricultural sector and offers practical recommendations for creating a motivating and supportive work environment.
Orientation: Knowledge workers navigating hybrid and digitally mediated work environments face heightened work-to-home interaction (WHI) demands that may influence their capacity to flourish. Research purpose: This study examined whether workplace social connectedness (WSC) and positive coping behaviour (PCB) sequentially mediate the relationships between four WHI sub-dimensions and flourishing among South African knowledge workers. Motivation for the study: Although flourishing is a key indicator of optimal functioning, limited research has explored how WHI influences flourishing through underlying social and personal resource mechanisms. Examining WSC and PCB as sequential mediators provides insight into these processes. Research approach/design and method: A quantitative, cross-sectional survey design was employed. Data were collected from a convenience sample of 427 South African knowledge workers using validated measurement instruments. Hayes’s PROCESS Macro (Model 6) was used to test sequential mediation effects. Main findings: Negative WHI and negative home-to-work interaction (HWI) were directly and negatively associated with flourishing. While total indirect effects were generally non-significant, specific indirect pathways emerged. Negative WHI was associated with lower flourishing through reduced WSC, whereas negative HWI was associated with lower flourishing through reduced PCB. For positive WHI, WSC independently mediated the relationship with flourishing, and a small but significant sequential indirect effect through WSC and PCB was observed. No indirect effects were found for positive HWI. Practical/managerial implications: Organisations should strengthen employees’ proactive coping capabilities and foster meaningful workplace connections to support resilience and well-being in hybrid work environments. Contribution/value-add: This study extends understanding of how social and personal resources relate to flourishing under competing work–home demands. The findings highlight the limited but meaningful role of sequential mediation in positive WHI and provide insights for human-centred human resource management practices aligned with Industry 5.0.
Orientation: This study explores the relationship between individual work performance dimensions and work engagement within a South African multinational organisational context. Despite widespread interest in these constructs, their interrelationships remain inadequately explored. Research purpose: The primary aim of this study was to investigate whether task and contextual performance can predict work engagement among employees of a multinational corporation operating in South Africa. Motivation for the study: Existing literature focuses on engagement as an antecedent to performance. This study contributes by investigating the reverse relationship of whether performance components may function as drivers of work engagement. Research approach/design and method: A quantitative cross-sectional approach was followed. Data were collected from 420 employees using convenience sampling. Participants completed the Individual Work Performance Questionnaire and the Utrecht Work Engagement Scale. Data were analysed using correlation and multiple regression to assess relationships between variables. Main findings: Both performance dimensions were positively associated with work engagement. Contextual performance showed a stronger relationship, suggesting behaviours such as cooperation, initiative and supporting colleagues play an important role in fostering engagement. Together, both dimensions explained a meaningful portion of variation in engagement levels. Practical/managerial implications: Organisations should develop performance management systems that recognise and reward both task and contextual performance. Leadership should encourage pro-social behaviours that strengthen social capital and sustain engagement. Contribution/value-add: This study provides empirical evidence from a South African multinational context demonstrating the differential predictive capacity of performance dimensions on engagement, highlighting contextual performance as central to fostering engaged workforces.
Orientation: Workplace bullying is widely associated with a range of adverse outcomes for both individuals and organisations. To advance understanding of this phenomenon, scholars have called for research that examines the underlying mechanisms through which workplace bullying influences employee outcomes. Research purpose: This study examined how the psychological conditions of meaningfulness, safety and availability influence employees’ intention to leave after experiences of workplace bullying. Motivation for the study: There is limited empirical research exploring the mediating role of personal resources in the relationship between workplace bullying and employees’ intention to leave. Research approach/design and method: A quantitative, cross-sectional design was employed using a sample of South African employees (N = 201). Descriptive, correlation and mediation analyses were utilised to analyse the data. Main findings: Workplace bullying was positively and significantly associated with intention to leave. This relationship was partially mediated by psychological meaningfulness and psychological safety, while psychological availability did not emerge as a significant mediator. Although workplace bullying exerted an indirect effect on intention to leave through the psychological conditions, the direct effect remained stronger. Practical/managerial implications: The findings underscore the need for intervention strategies that address both the prevention of bullying behaviours and the restoration of key psychological conditions to support employee retention. Contribution/value-add: This study contributes to workplace bullying literature by highlighting psychological meaningfulness and psychological safety as key interpretive and relational resources through which employees make sense of bullying experiences and form turnover intentions.
Orientation: Ubuntu is often presented as an emic value system unique to sub-Saharan Africa, emphasising communalism and solidarity. It is typically contrasted with the individualism associated with the Anglo cultural cluster. Research purpose: This study examines whether Ubuntu values are empirically more prevalent in sub-Saharan Africa than in Anglo cultures, testing assumptions about Ubuntu’s cultural distinctiveness. Motivation for the study: Debates on post-colonial identity and decolonisation increasingly emphasise the need to recognise indigenous worldviews. However, claims about Ubuntu’s uniqueness are often untested. This study seeks to validate such claims using quantitative data. Research approach/design and method: Using data from the 2025 World Values Survey, 19 items were selected as proxies for Ubuntu values. Responses from three sub-Saharan African countries were compared with those from three Anglo cluster countries through mean difference analysis. Main findings: Ubuntu-aligned values were more prevalent in sub-Saharan countries in five cases, less prevalent in eight and showed no significant difference in six. Surprisingly, Anglo respondents endorsed more items consistent with Ubuntu values. Practical/managerial implications: Findings challenge the uncritical use of Ubuntu in organisational and policy contexts as an authentically African leadership or value system. Ubuntu may represent one of several humane-oriented value systems that inform leadership. Contribution/value-add: This study questions the assumption that Ubuntu is a unique and dominant framework in African societies. It provides a data-informed basis for evaluating cultural claims and contributes to more rigorous discussions about indigenous values in global comparative research.
Orientation: Burnout, psychological safety and contextual performance are essential to employee well-being and organisational success. Although workplace communication is often treated as secondary to leadership behaviour, its direct role in these outcomes remains underexplored, particularly in the high-pressure Indian information technology sector. Research purpose: This study examined whether workplace communication independently predicts burnout, psychological safety and contextual performance, and compared its influence with supervisor and coworker support. Motivation for the study: Prior research has largely treated communication as part of hierarchical support systems. This study instead models communication as a standalone variable in a demanding, innovation-driven work setting. Research approach/design and method: A cross-sectional quantitative survey was conducted among 344 full-time Indian information technology professionals using a 21-item Likert-scale questionnaire. Multiple linear regression assessed the predictive strength of workplace communication while controlling for supervisor and coworker support. Main findings: Workplace communication emerged as the strongest predictor across all three outcomes. It was negatively associated with burnout and positively associated with psychological safety and contextual performance. Coworker support was also significant across all three models, while supervisor support was positively associated with psychological safety and contextual performance, but not burnout. Practical/managerial implications: These findings identify communication as an important organisational resource linked to employee well-being and performance. Contribution/value-add: By modelling communication as an independent predictor, this study offers theoretical and practical insight into how everyday interactions shape workplace outcomes in high-demand sectors.
Orientation: The Nigerian financial sector is vital for the country’s economy. Innovative work behaviour (IWB) is a significant determinant of organisations’ success and sustainability in a competitive environment. A deeper understanding of employees’ views on IWBs is critical for full engagement with the demands of the fourth Industrial Revolution. Research purpose: The study explored marketers’ and their leaders’ understanding of IWBs in financial institutions in Ibadan, Nigeria. Motivation for the study: Studies on IWB in the marketing divisions of financial institutions in Nigeria are quite few. A qualitative approach explored the experiences of marketers and leaders to gain deeper insight into their understanding of IWB and factors that influence it. Research approach/design and method: Qualitative in-depth interviews were conducted with 12 marketers and six managers in various financial institutions in Ibadan, Nigeria, regarding IWB. Main findings: The findings show that marketers and leaders have insight into IWBs. The study identified various precursors for innovation in each of the financial institutions. These precursors include transformational leadership, enabling environment, supportive organisational culture and climate, engagement and commitment to organisational growth, creativity, self-motivation and confidence. Practical/managerial implications: Intervention guidelines were suggested to the management and leaders in these financial institutions to encourage and promote IWB among their employees regarding the importance of organisational support, leadership and improved management. Contribution/value-add: This study contributes to the growing discourse on innovative work behaviour within Nigerian financial institutions by providing insights into its antecedents and identifying strategies for its enhancement.
This Table of Contents reflects the print compilation of peer-reviewed articles published in the journal. Each article listed was originally published online under the journal’s open access model and remains individually accessible and citable. This compilation has been created solely for print distribution, reference, and archival purposes. No new research content is introduced. The publisher affirms that all articles included in this compilation have undergone the journal’s standard editorial and peer-review processes.
