'n Oorsig van kritiek rondom bedryfsielkunde as suiwer en toegepaste wetenskap

Self Cite

The aim is to assess the nature of knowledge development in industrial/organisational psychology (hereafter: I/O psychology) in South Africa, with a view to determine progress, strengths and weaknesses and to suggest directions for future development.For this purpose a broadly applicable, meta-theoretical approach to knowledge (Pietersen, 2000) is introduced and its suitability for I/O psychology as knowledge discipline discussed. This is followed by a meta-theoretically informed analysis and discussion of recent research trends, based on the contents of publications in the discipline's flagship journal, the South African Journal of Industrial Psychology. Past and recent reviews of the discipline are also incorporated in the discussion.The paper reviews the meta-theoretic (meta-type I) and scientific (meta-type II) approaches in local I/O psychological research. In order to contribute to an expanded approach to research and knowledge development in the discipline, the narrativeinterpretive approach (meta-type III) is briefly outlined. THEORETICAL REVIEWMeta-paradigmatic knowledge orientations The discussion in this paper utilizes an encompassing framework of four basic orientations or modes of knowledge (alternatively denoted as: meta-paradigms, meta-orientations, meta-perspectives, meta-theory, and by other terms similar in meaning-intent) developed by Pietersen (2000). These are regarded as super-ordinate and joint epistemological-cumontological orientations or predispositions consisting of partially overlapping core characteristics. Meta-paradigms are to be viewed as fundamental and distinctive 'ways of understanding' and function as universal and collective 'windows of mind' -as basic outlooks on the world. This, meta-scientific level of sense making needs to be distinguished from Thomas Kuhn's (1970) intra-scientific application of the term 'paradigm'. Kuhn uses various (overlapping) definitions for what he primarily takes to be guiding basic models of empirically established puzzle-solving knowledge within a scientific community. 'Paradigm' for Kuhn initially referred to "… accepted examples of actual scientific practice -examples which include law, theory, application, and instrumentation together -provide models from which spring particular coherent traditions of scientific research" (Kuhn, 1970, p. 10). Elsewhere, he regards a 'paradigm' as a "… strong network of commitments -conceptual, theoretical, instrumental, and methodological …" (1970, p. 42). In reaction to criticism, he finally settled (in the Postscript to The Structure of Scientific Revolutions") on 'paradigm' as referring to two types of meaning "… the entire constellation of beliefs, values, techniques, and so on shared by members of a given community …" (p. 175) and also as: "… the concrete puzzlesolutions…employed as models or examples …" (p. 175).In short, 'paradigm' for Kuhn primarily serves as an umbrella term for a number of related elements (having a Wittgensteinian 'family resemblance') that constitute the scientific undertaking it...

Section: Table 1 Comparison Of Sajip Research Trends (Percentages)mentioning

confidence: 87%

Knowledge development in industrial/organisational psychology (South Africa)

Pietersen

2005

Self Cite

“…According to Pietersen (1986), industrial psychology is in a chaotic theoretical-conceptual 'state'. This may be a function of the fact that industrial psychology is still profoundly influenced by clinical, counselling and educational psychologists with their psychoanalytical, behaviourist and humanist ideas (Watkins, 2001).…”

Section: Theorymentioning

confidence: 99%

Rethinking undergraduate curricula: A Delphi study of human resource management and industrial and organisational psychology

Bosch

Barkhuizen

2005

The aim of this qualitative study is to bring clarity to the confusion about the interconnectedness, similarities and differences between the fields of Human Resource Management (HRM) and Industrial and Organisational Psychology (I&OP), for the purposes of curriculum development. The Delphi technique was used to gather data from 13 participants (five international and eight national). Analysis was done interpretively using Atlas.ti. Results indicate that HRM and I&OP are distinct but interrelated fields of study and can therefore be presented in separate but interrelated undergraduate curricula. <b>Opsomming</b> Die doel van die kwalitatiewestudie is om duidelikheid te verkry oor die verwarring rakende die interverwantskap, ooreenkomste en verskille tussen die velde van Menslike Hulpbronbestuur (MHB) en Bedryfs- en Organisasie Sielkunde vir die doeleindes van kurrikulumontwikkeling. Die Delphi tegniek is gebruik om data van 13 deelnemers (vyf internasionaal en agt nasionaal) te versamel. Ontleding is op ’n interpreterende wyse gedoen deur gebruik te maak van Atlas.ti. Die resultate toon dat MHB en Bedryfs- en Organisasie Sielkunde onderskeibare, maar verbandhoudende studievelde is en daarom aangebied kan word in afsonderlike, maar interverwante voorgraadse kurrikula

Die teenswoordige en toekomstige rolle van bedryfsielkundiges in Suid-Afrika

Pienaar¹,

Roodt²

2001

Unequivocally, Industrial Psychology as a relevant discipline or, more specifically, the application of the principles of human behaviour in the workplace has, and will continue to have, a central impact on the human condition. Principles arising from Industrial Psychology are interwoven in management practice. The terminology from the discipline is part and parcel of the South African manager's daily nomenclature. In South Africa thousands of university, technicon and college graduates take the principles they have learned in their studies of human resources management and apply them over time in organisations, either directly, or in terms of the outlook (or philosophy) which frames their approach to the working world.Understandably therefore, over time organisations have adapted to the needs of people so that productivity, quality of work life and self-actualization are promoted. Trends that demonstrate this include: flatter organisational structures, the devolution of power, fragmentation of organisations into smaller entities, shared ownership and the incentivisation for achievement.Moreover, evidence abounds that organisational effectiveness is promoted through the application of the principles of Industrial Psychology (see for example, Khumalo, 1999). In addition, it is unthinkable that we will succeed in a world economy built on intellectual capital (Handy, 1995;Bennis, 1998) and creativity (Coy, 2000) without the input of the discipline we call Industrial or Organisational Psychology. Without any doubt Industrial Psychology as a discipline plays an important role in the South African economy. INDUSTRIAL PSYCHOLOGY AS AN IRRELEVANT PROFESSIONWhile the place of the discipline in enhancing the world of work is certain, the same cannot be said for Industrial Psychology as a profession in South Africa. If a profession is an occupation requiring specific, specialized education (Fowler & Fowler, 1966), then Industrial Psychology in South Africa is clearly not a profession. If the occupation of the Industrial Psychologist is applying the discipline as discussed earlier in this paper, then the vast majority of those practicing Industrial Psychology are not Industrial Psychologists, as only a very small percentage of those practicing Industrial Psychology are indeed registered as such (Renecle & Crafford, 1990). The difference between the Industrial Psychologist and the many others working in the field of people management and performance, is that the functioning of the former is regulated, whereas the latter are free from so-called professional regulation. This is particularly relevant in areas such as advertising and promotion.Furthermore, the profession as an umbrella is becoming increasingly irrelevant for practicing Industrial Psychologists. The profession, for example, remains regulated by the Health Professions Council of South Africa, whereas Industrial Psychology has as much to do with health professions as does auditing or street sweeping. Few practicing Industrial Psychologists are involved in the profe...