A conceptual framework to explore the roles and contributions of industrial psychologists in South Africa (part 1)

Graeme Barnard,Linda Fourie

doi:10.4102/sajip.v33i2.375

Abstract

This study was aimed at developing a conceptual framework against which the roles and contributions of industrial psychologists in South Africa could be explored. Three widely-used business frameworks – Balanced Score Card, South African Excellence Model and King II Report on Corporate Governance for South Africa – were theoretically integrated to produce a multi-dimensional framework to clarify roles and contributions in a discourse familiar to the business community. The framework was subsequently utilised in a follow-up study involving 23 registered industrial psychologists who were asked to clarify specific roles and contributions within each of the dimensions of the framework.

Highlights

This study was aimed at developing a conceptual framework against which the roles and contributions of industrial psychologists in South Africa could be explored
The disordered theoretical condition of the academic domain of I/O Psychology in the seventies largely contributed to the confusion and an identity crisis apparently existed among academics and practitioners regarding conflicting psychological theories (Watkins, 2001)
The dilemma was further complicated when some universities accepted an academic dispensation where I/O Psychology was taught under the banner of the management sciences and the name and field of study was changed to Personnel Management

Summary

Introduction

This study was aimed at developing a conceptual framework against which the roles and contributions of industrial psychologists in South Africa could be explored. Whilst at an academic level, initially at least, a clear distinction was perceived between the two, current realities suggest a large degree of overlap and fusion between them This apparent overlap and fusion between the roles and contributions of industrial psychologists and HR practitioners have been widely explored and debated among many authors in the field of Industrial Psychology (I/O Psychology) in South Africa over the past number of years, for example Moalusi (2001), Pienaar and Roodt (2001), Schreuder (1999, 2001), Veldsman (2001), Venter and Barkhuizen (2005) and Watkins (2001). The overlap and apparent fusion between the practical roles and contributions of the industrial psychologist and the HR practitioner are clear from the above

Objectives

Results

Conclusion