The validation of a workplace boredom scale within the South African context

Abstract

Boredom at work is a concern, as both employees and organisations are affected by the negative effects that this phenomenon holds. Workplace boredom is becoming an increasingly common occurrence within organisations and most employees are susceptible to it. To date, no reliable and valid scale for workplace boredom is available in South Africa. This study aimed to validate the Dutch Boredom Scale (DUBS) within the South African context in an attempt to provide a scale suitable for South African employees. The general objective of the study was to determine the reliability and validity of the workplace boredom scale (DUBS) within the South African context by means of investigating the reliability, factorial validity, convergent validity, predictive validity and discriminant validity. A cross-sectional research approach was utilised by means of a random convenience sample (N = 490) from organisations within the manufacturing and logistics sectors. The reliability of the workplace boredom scale was established by investigating the alpha and omega values. Confirmatory factor analysis (CFA) was used to determine the factor structure of the DUBS and to ascertain factorial validity. In order to prove convergent and discriminant validity, the relationship between workplace boredom and similar theoretical constructs (work engagement, workload, job satisfaction and organisational commitment) as well as constructs assumed to differ from work place boredom (i.e. gender) was investigated. Finally, regression with regard to one-directional relationships was examined between workplace boredom and appropriate outcomes (work engagement, organisational commitment and job satisfaction) in order to establish predictive validity. The results indicate that the DUBS consists of a one-factor structure, and that this factor has acceptable reliability. Relationships between workplace boredom and work engagement, workload, job satisfaction, organisational commitment and turnover intention were negatively and practically significantly correlated. No significant relationship existed between workplace boredom and gender. Workplace boredom had significant negative regressions to work engagement, job satisfaction and organisational commitment. Recommendations are made for use in practice and additionally for future research.