Die houding in enkele Suid-Afrikaanse nywerhede teenoor die bedryfsielkundige en sy funksies

Abstract

The primary object of this study was to ascertain the attitude of workers in a few South African industries toward the industrial psychologist and his functions. In order to qualify the functions of the industrial psychologist , brief reference has been made to the field of industrial psychology as an applied science. This essentially involves selection and placement of- personnel; work performance studies; training; promotion of group relations; morale, motivation and work satisfaction; confirmation of personnel matters; ergonomics and com.merc1a1 psychology. Attitudes are defined as relatively stable but actively functioning (dynamic) mental predispositions with regard to an issue(s), object(s) or subject(s); such predispositions being consciously or not consciously related to a fixed system of values (norm structure) as a result of which the person either will expect certain acts from his fellowmen or will behave or tend to behave in a particular manner in accord with the expectations of his fellowmen, or will evaluate or express an opinion on the 'object' concerned. Although personality plays a role in the formation of attitudes, attitudes are acquired in the first place. In the acquisition of attitudes, the milieu plays an important role, particularly the social milieu . This also implies that attitudes can be modified . In the further discussion, it also became evident that attitudes , incorporating a motivating and directing power as well as a feeling component, may exercise a significant influence on work achievement. Attitudes are not easily measurable in a direct manner, and are generally ascertained through personal opinions which do not provide a complete and true reflection of attitudes. In the construction of the attitude scale for the present study, use was made of the method of Thurstone and Chave (equal-appearing intervals). The statements were submitted to 50 judges in order to obtain scale values according to a nine point scale. After analysis, 30 statements with the lowest possible Q values and representing the full attitude continuum, were selected to construct the attitude scale. This scale was submitted to a number (235) of employees in five large industries with personnel departments in order to determine the general attitude toward:!the industrial psychologist and his functions. With a reproducibility coefficient of .93, a validity coefficient of .73 (standard error of estimate 1.14), a reliability coefficient of .92 (Spearman-Browti formula; standard error of measurement .31) and a probable error of the scale values of .42, the attitude scale can be accepted as a reliable and valid measuring instrument. The general attitude of the employees towards the industrial psychologist and his functions was favourable (X = 6.2 and s= 1.0 against 5 .0 as neutral midpoint). The fiducial limits of the hypothetical population mean at the 5 per cent level of significance was+-15. These findings were supported by the remarks of the subjects given below the scale.

With the aid of chi-square testing, an attempt was made to determine whether certain factors such as age, sex, marital status, period of service, nature of work, training, income , attendance, and accident proneness had an influence on the attitude of the employees . No significant influence could be determined at t he 5 per cent level, not even at the 10 per cent level . From a theme analysis of the comments given below the scale, it appeared t hat although the majority of employees accepted the industrial psychologist and regarded his work as meaningful, he was not accorded a prominent place by all, and that a number of workers did not know what an industrial psychologist was . The most commonly accepted functions of the industrial psychologist , according to the employees, were selection and placement , and the promotion of human relations . Quite a number of employees also maintained that there was room for improvement and that the functions of the industrial psychologist were exercised by inadequately trained persons. Not all employees accepted the industrial psychologist and a few regarded his work as a waste of time and money . It appears that there are mainly four statements in the attitude scale which , although these could not be rejected on the basis of statistical data , nevertheless call for modification or at least for careful treatment. The desirability is further expressed that the scale be applied in such a manner that it need not be read in full before subjects start answering it . The question even arises whether the statements should not be placed haphazardly, although this would entail considerably more work in scoring .

If industry knows the attitude of employees towards the personnel officer or personnel psychologist, many problems could be eliminated by supplying the necessary guidance, change of attitudes , improvement of personnel services , etc . Knowing the attitudes of employees would serve as a means of communication and guide to certain difficulties which may arise and the implications thereof. More intensive and extensive attitude surveys should be made in South Africa , mainly (1) to determine the significance and position of the personnel psychologist in relation to the employee and to improve where necessary , and (2) to investigate carefully the variables which may influence attitudes toward:; the industrial psychologist.