Abstract
M.Com. (Industrial Psychology)
Work-family culture has essential implications for both individual and organisational outcomes such as high job satisfaction, increased work engagement, less turnover intention and an increase in organisational commitment. Although a work-family culture scale has been utilised in the South African context, a work-family culture scale measuring the five components such as organisational support, colleague support, supervisor support, career consequences and time demands has never been investigated. Utilising a valid measuring scale is regarded as a requirement in order to report research findings; more particularly, when unobserved variables are measured through the utilisation of subjective questionnaires. The objective of the current study was to examine the reliability and validity of the work family culture scale within a South African context. Specifically, the Work-Family Culture scale (WFC) developed by Dikkers, Geurts, Den Dulk, Peper and Kompier (2004) was used to assess the reliability and validity using a South African population. A quantitative, cross-sectional design was applied utilising South African employees (n = 356) from Gauteng, South Africa. Questionnaires were distributed across different organisations from different departments. Confirmatory factor analysis (CFA) and exploratory factor analysis (EFA) were used to analyse the data. As there is already an established factoral structure for the Dutch WFC Scale, the CFA was initially determined. Given that the CFA did not confirm the existing factor structure, lead to an EFA being conducted to determine factorial validity of the scale for the South African sample.Results from= the EFA did not confirm a suitable factor structure for the South African environment. Future studies could utilise other statistical methods in an attempt to validate the WFC (e.g. Rasch rating scale analysis).