The De Witte (2000) Job Insecurity Scale (JIS) claims to measure the cognitive and affective dimensionalities of job insecurity. However, there is a concern as to whether this is in fact a true reflection of the individual, owing to the possibility that the JIS may rather measure the negative and positive dimensionalities of job insecurity instead. This research article aims to investigate whether a revised version of the JIS measures the cognitive and affective dimensionalities of job insecurity, or alternatively, other dimensionalities of the revised JIS after additional items have been added to the scale. Furthermore, it is aimed at determining whether the constructs of the revised JIS prove to be invariant across gender, age and educational level, and to determine whether the psychometric properties of a revised version of the JIS is a valid and reliable instrument. Furthermore, this research article aims at determining if the revised version of the JIS is a more accurate indicator of job insecurity and its relation with organisational outcomes (job satisfaction and organisational commitment), as well as its equivalence across various demographic variables (i.e. gender, age and educational level). A quantitative research approach was used. This approach was utilised to statistically reflect the psychometric properties of the revised version of the JIS, using large amounts of data relating to job insecurity. A cross-sectional design was used for the purpose of this study. The sample consisted of employees working in the mining sector (n = 262) and manufacturing industries (n = 208), constituting a total sample of 470 (n = 470). Non-probability quota sampling was used to adequately divide the population according to its sector in the economy, and further according to the industry. The results showed that the revised JIS consists of a two-factor model, namely job security and job insecurity. Furthermore, it was found that the revised JIS is valid in providing relationships with organisational outcomes (job satisfaction and organisational commitment). The study indicated that job insecurity has a negative relationship with job satisfaction, as well as a predictive positive relationship with organisational commitment. The revised JIS proved to have discriminant validity in that it does not relate to an unrelated construct (physical tiredness during work). Lastly, the revised JIS can be deemed valid across different demographic groups (gender, age and educational level). Recommendations are made to be applied in practice, as well as for future research. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

The De Witte (2000) Job Insecurity Scale (JIS) claims to measure the cognitive and affective dimensionalities of job insecurity. However, there is a concern as to whether this is in fact a true reflection of the individual, owing to the possibility that the JIS may rather measure the negative and positive dimensionalities of job insecurity instead. This research article aims to investigate whether a revised version of the JIS measures the cognitive and affective dimensionalities of job insecurity, or alternatively, other dimensionalities of the revised JIS after additional items have been added to the scale. Furthermore, it is aimed at determining whether the constructs of the revised JIS prove to be invariant across gender, age and educational level, and to determine whether the psychometric properties of a revised version of the JIS is a valid and reliable instrument. Furthermore, this research article aims at determining if the revised version of the JIS is a more accurate indicator of job insecurity and its relation with organisational outcomes (job satisfaction and organisational commitment), as well as its equivalence across various demographic variables (i.e. gender, age and educational level). A quantitative research approach was used. This approach was utilised to statistically reflect the psychometric properties of the revised version of the JIS, using large amounts of data relating to job insecurity. A cross-sectional design was used for the purpose of this study. The sample consisted of employees working in the mining sector (n = 262) and manufacturing industries (n = 208), constituting a total sample of 470 (n = 470). Non-probability quota sampling was used to adequately divide the population according to its sector in the economy, and further according to the industry. The results showed that the revised JIS consists of a two-factor model, namely job security and job insecurity. Furthermore, it was found that the revised JIS is valid in providing relationships with organisational outcomes (job satisfaction and organisational commitment). The study indicated that job insecurity has a negative relationship with job satisfaction, as well as a predictive positive relationship with organisational commitment. The revised JIS proved to have discriminant validity in that it does not relate to an unrelated construct (physical tiredness during work). Lastly, the revised JIS can be deemed valid across different demographic groups (gender, age and educational level). Recommendations are made to be applied in practice, as well as for future research. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

South Africa is a very diverse country. There are eleven spoken official languages, different cultures, beliefs, backgrounds, educational levels, races as well as differences in socioeconomic status. Psychometric measuring instruments used in South Africa are mostly imported from Europe or America and are often not standardised for the South African context. The translation of such imported measuring instruments usually results in bias, in contravention of the Employment Equity Act (1998) which stipulates that all psychometric assessments should be bias–free, equivalent, and fair. It is of tremendous importance to take a country's political, economic and social history into account before developing a psychometric instrument, to ensure that the instrument will adhere to all legal requirements. A quantitative research design was used in this study. The sample consisted of students from tertiary institutions in North–West and Gauteng Provinces (SH–1: n = 473; SH–2: n = 476). Convenience sampling was used since the aim of the study was to test the reliability and validity of a newly developed instrument. Questionnaires were distributed amongst the participants from the tertiary institutions, to be completed within a set time and collected immediately after completion. The first objective of the study was to develop a valid and reliable measuring instrument that scientifically assesses the Hostility, Gratefulness and Active Support subclusters of the Soft–heartedness cluster of a new personality measure being developed for the South African context, namely the South African Personality Inventory (SAPI). Items were derived from person–descriptive terms gathered through a qualitative research design. The aim of this qualitative research design was to gather as many person–descriptive terms as possible and integrating these terms into a personality instrument. A principal component analysis was conducted to determine the item correlations, and items that did not function as expected were removed. Internal consistency coefficients were calculated to determine the item reliabilities. The second aim of this study was to determine the factor structure for the three subclusters of the Soft–heartedness cluster included in this study (pertaining to these three subclusters). A factor analysis was performed. A higher–order factor was present and a second–order analysis was performed, using the factor correlation matrix as input on the results. From the three subclusters assessed in this study, only two subclusters were extracted, and were labelled Hostility and Congenial Behaviour. This could be an indication that the positive and the negative items are clustering together in two separate groups, one indicating positive behaviour and the other negative behaviour. Finally, the construct equivalence across different race groups was evaluated by considering Tucker's phi coefficient and comparing the factor pattern matrices of the two factors obtained to compare the factor solutions between the white and African race groups respectively. The results indicated that each of the facets had similar loadings on their posited factors for both groups and that the two factors were represented by the same facets irrespective of the race groups. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

South Africa is a very diverse country. There are eleven spoken official languages, different cultures, beliefs, backgrounds, educational levels, races as well as differences in socioeconomic status. Psychometric measuring instruments used in South Africa are mostly imported from Europe or America and are often not standardised for the South African context. The translation of such imported measuring instruments usually results in bias, in contravention of the Employment Equity Act (1998) which stipulates that all psychometric assessments should be bias–free, equivalent, and fair. It is of tremendous importance to take a country's political, economic and social history into account before developing a psychometric instrument, to ensure that the instrument will adhere to all legal requirements. A quantitative research design was used in this study. The sample consisted of students from tertiary institutions in North–West and Gauteng Provinces (SH–1: n = 473; SH–2: n = 476). Convenience sampling was used since the aim of the study was to test the reliability and validity of a newly developed instrument. Questionnaires were distributed amongst the participants from the tertiary institutions, to be completed within a set time and collected immediately after completion. The first objective of the study was to develop a valid and reliable measuring instrument that scientifically assesses the Hostility, Gratefulness and Active Support subclusters of the Soft–heartedness cluster of a new personality measure being developed for the South African context, namely the South African Personality Inventory (SAPI). Items were derived from person–descriptive terms gathered through a qualitative research design. The aim of this qualitative research design was to gather as many person–descriptive terms as possible and integrating these terms into a personality instrument. A principal component analysis was conducted to determine the item correlations, and items that did not function as expected were removed. Internal consistency coefficients were calculated to determine the item reliabilities. The second aim of this study was to determine the factor structure for the three subclusters of the Soft–heartedness cluster included in this study (pertaining to these three subclusters). A factor analysis was performed. A higher–order factor was present and a second–order analysis was performed, using the factor correlation matrix as input on the results. From the three subclusters assessed in this study, only two subclusters were extracted, and were labelled Hostility and Congenial Behaviour. This could be an indication that the positive and the negative items are clustering together in two separate groups, one indicating positive behaviour and the other negative behaviour. Finally, the construct equivalence across different race groups was evaluated by considering Tucker's phi coefficient and comparing the factor pattern matrices of the two factors obtained to compare the factor solutions between the white and African race groups respectively. The results indicated that each of the facets had similar loadings on their posited factors for both groups and that the two factors were represented by the same facets irrespective of the race groups. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

Over the past few decades it has become evident that the work/family interface is a much broader concept that does not only stress the negative side of the relationship, but also include a positive side. This refers to the process by which participation in one role (e.g. work role) is made better or easier by virtue of participation in the other role (e.g. family role). South Africa is a multicultural society, which consists of four groups (i.e. Black, White, Coloured and Indian), speaking eleven official languages. All of these groups are faced with unique and different circumstances. Apart from cultural, ethnic and linguistic differences, other divergent elements may exist (i.e. values and norms). Therefore South African employees may experience the positive side of the work/family interface differently from employees within other countries. To add to the problem, it is not clear how South African employees‟ experiences of enrichment between work and family domains compare to the experiences of employees in other countries. Furthermore, to date no measuring instrument to assess the enrichment between work and family domains in both directions (work-to-family and family-to-work) exists, that is unique to the South African context. This could pose potential problems for organisations and for future studies on the positive side of work/family in South Africa. The objectives of this research were 1) to determine how the positive side of the work/family interface, particularly work-family enrichment, is conceptualised according to the literature; 2) to develop a new work-family enrichment instrument that is suitable for the South African context and that addresses conceptual and measurement issues relating to previous positive measurements of the work/family interface; 3) to investigate the psychometric properties of the newly developed work-family enrichment instrument; and 4) to assess antecedents and outcomes of work-family enrichment among employees within the South African context. The study consisted of four phases. During the first phase, following an extensive review of literature covering the positive side of the work/family interface, a theoretical framework was proposed for the study. Thereafter, a new instrument that measures work-family enrichment was developed based on the proposed theoretical framework. The instrument was tested via Rasch modelling with a pre-limenary study (N = 527), in order to overcome some of the measurement limitations from the previous positive work-family instruments. This test was followed by investigating the psychometric properties (i.e. construct validity, discriminant validity, convergent validity and external validity; N = 627) of the newly developed MACE Work-Family Enrichment Instrument. During the final phase, antecedents, work-family enrichment and outcomes were assessed in the South African context. In both phases 3 and 4, the following instruments (accompanied by the new instrument) were utilised, namely the Work Resources Scale, Home Resources Scale, Utrecht Work Engagement Scale, Family Engagement Scale, Job Satisfaction Scale, Career Satisfaction Scale, Life Satisfaction Scale, Family Satisfaction Scale and the Work-family Enrichment Scale. During the first phase, the literature revealed that the positive side of the work-family interface is presented by various concepts (i.e. work-family enhancement, work-family facilitation, work-family positive spillover and work-family enrichment). The review also revealed that, to date, the work-family enrichment concept has been the only concept in literature on the positive work/family interface that is grounded in a properly developed conceptualised theoretical model. The fundamental thinking behind the work-family enrichment model is that work and family each provides individuals with resources (i.e. skills and perspectives, psychological and physical, social-capital, flexibility, material) in the one domain, that may help the individual improve the quality of his/her performance in the other domain. These resources thus enable improved performance in the other role either directly (i.e. instrumental path) or indirectly (i.e. affective path). During the second phase a new work-family enrichment instrument was developed, namely the MACE Work-Family Enrichment Instrument. This instrument was based on the proposed work-family enrichment theoretical model for both directions (i.e. work-to-family and family-to-work). Initially 133 items were developed that the researcher obtained from the existing literature, and 161 items were self-developed. During the evaluation study, various problematic items were eliminated by using the Rasch measurement model. The third phase included the validation study in which the psychometric properties of the new MACE instrument was investigated. The results provided evidence for construct validity, discriminant validity and convergent validity, and showed significant relations with external variables. Adequate internal consistency was also found for the proposed scales. The final number of items retained after this phase in the development and pilot study of the MACE Work-Family Enrichment Instrument were 34. During the final phase, various relationships were pointed out between antecedents (i.e. various work resources and home resources), work-family enrichment dimensions, as well as dimensions and outcomes of this type of enrichment. These included work-engagement dimensions, family engagement dimensions, as well as satisfaction-dimensions for work, career, life and the family environment. The results of these relationships were found to be in accordance with other literature on the positive side of the work/family interface. The present study provided evidence for the psychometric properties of the new MACE instrument, which researchers and managers can use to investigate the specific enrichment between work and family domains of employees in a South African context. The results give researchers and managers insight into the specific antecedents (e.g. work resources) and outcomes (e.g. job satisfaction) that play a role in work-family enrichment. This insight can be used as basis on which interventions can be developed to deal with these issues currently. Recommendations were also made for future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Over the past few decades it has become evident that the work/family interface is a much broader concept that does not only stress the negative side of the relationship, but also include a positive side. This refers to the process by which participation in one role (e.g. work role) is made better or easier by virtue of participation in the other role (e.g. family role). South Africa is a multicultural society, which consists of four groups (i.e. Black, White, Coloured and Indian), speaking eleven official languages. All of these groups are faced with unique and different circumstances. Apart from cultural, ethnic and linguistic differences, other divergent elements may exist (i.e. values and norms). Therefore South African employees may experience the positive side of the work/family interface differently from employees within other countries. To add to the problem, it is not clear how South African employees‟ experiences of enrichment between work and family domains compare to the experiences of employees in other countries. Furthermore, to date no measuring instrument to assess the enrichment between work and family domains in both directions (work-to-family and family-to-work) exists, that is unique to the South African context. This could pose potential problems for organisations and for future studies on the positive side of work/family in South Africa. The objectives of this research were 1) to determine how the positive side of the work/family interface, particularly work-family enrichment, is conceptualised according to the literature; 2) to develop a new work-family enrichment instrument that is suitable for the South African context and that addresses conceptual and measurement issues relating to previous positive measurements of the work/family interface; 3) to investigate the psychometric properties of the newly developed work-family enrichment instrument; and 4) to assess antecedents and outcomes of work-family enrichment among employees within the South African context. The study consisted of four phases. During the first phase, following an extensive review of literature covering the positive side of the work/family interface, a theoretical framework was proposed for the study. Thereafter, a new instrument that measures work-family enrichment was developed based on the proposed theoretical framework. The instrument was tested via Rasch modelling with a pre-limenary study (N = 527), in order to overcome some of the measurement limitations from the previous positive work-family instruments. This test was followed by investigating the psychometric properties (i.e. construct validity, discriminant validity, convergent validity and external validity; N = 627) of the newly developed MACE Work-Family Enrichment Instrument. During the final phase, antecedents, work-family enrichment and outcomes were assessed in the South African context. In both phases 3 and 4, the following instruments (accompanied by the new instrument) were utilised, namely the Work Resources Scale, Home Resources Scale, Utrecht Work Engagement Scale, Family Engagement Scale, Job Satisfaction Scale, Career Satisfaction Scale, Life Satisfaction Scale, Family Satisfaction Scale and the Work-family Enrichment Scale. During the first phase, the literature revealed that the positive side of the work-family interface is presented by various concepts (i.e. work-family enhancement, work-family facilitation, work-family positive spillover and work-family enrichment). The review also revealed that, to date, the work-family enrichment concept has been the only concept in literature on the positive work/family interface that is grounded in a properly developed conceptualised theoretical model. The fundamental thinking behind the work-family enrichment model is that work and family each provides individuals with resources (i.e. skills and perspectives, psychological and physical, social-capital, flexibility, material) in the one domain, that may help the individual improve the quality of his/her performance in the other domain. These resources thus enable improved performance in the other role either directly (i.e. instrumental path) or indirectly (i.e. affective path). During the second phase a new work-family enrichment instrument was developed, namely the MACE Work-Family Enrichment Instrument. This instrument was based on the proposed work-family enrichment theoretical model for both directions (i.e. work-to-family and family-to-work). Initially 133 items were developed that the researcher obtained from the existing literature, and 161 items were self-developed. During the evaluation study, various problematic items were eliminated by using the Rasch measurement model. The third phase included the validation study in which the psychometric properties of the new MACE instrument was investigated. The results provided evidence for construct validity, discriminant validity and convergent validity, and showed significant relations with external variables. Adequate internal consistency was also found for the proposed scales. The final number of items retained after this phase in the development and pilot study of the MACE Work-Family Enrichment Instrument were 34. During the final phase, various relationships were pointed out between antecedents (i.e. various work resources and home resources), work-family enrichment dimensions, as well as dimensions and outcomes of this type of enrichment. These included work-engagement dimensions, family engagement dimensions, as well as satisfaction-dimensions for work, career, life and the family environment. The results of these relationships were found to be in accordance with other literature on the positive side of the work/family interface. The present study provided evidence for the psychometric properties of the new MACE instrument, which researchers and managers can use to investigate the specific enrichment between work and family domains of employees in a South African context. The results give researchers and managers insight into the specific antecedents (e.g. work resources) and outcomes (e.g. job satisfaction) that play a role in work-family enrichment. This insight can be used as basis on which interventions can be developed to deal with these issues currently. Recommendations were also made for future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

Subjective career success has been the focus of research for a number of years. The term refers to the individual’s personal perception of how successful he/she is in a career. In many qualitative studies subjective career success is found to be a multi-dimensional construct. Although there are quantitative instruments that measure subjective career success, they do not measure the construct on multiple dimensions. The first objective of this study was to determine the validity and reliability of two existing multi-dimensional instruments that measure subjective career success, especially in the South African context. These are the Perceived Career Success Scale (Gattiker & Larwood, 1986) and the Life-success Measures Scale (Parker & Chusmir, 1992). The second objective was to determine which predictors can be found for subjective career success. Literature differentiates between three broad categories of variables, namely demographical (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training, and development opportunities). A convenience sample of 754 personnel from the South African Police Service was taken at stations and training colleges in the Free State, South Africa. A measuring battery that assesses subjective career success was used. This entailed the Perceived Career Success Scale as well as the Life-success Measures Scale. In addition, questions were used to ascertain the three types of variables demographic (gender, language group, marital status and age), human capital (job tenure, level of education and career planning) and organisational variables (perceived organisational support and training and development opportunities). The following statistical analyses were done to analyse the data: descriptive and inferential statistics, Cronbach’s alpha coefficients, product-moment correlations, confirmatory factor analysis and linear regression analysis. The results of these analyses indicate that subjective career success is indeed a multi-dimensional construct. Three dimensions (job success, interpersonal success and non-organisational success) of the Perceived Career Success Scale (Gattiker & Larwood, 1986) could be established. These dimensions yielded good reliability, but the validity remained problematic. In contrast, the Life-success Measures Scale (Parker & Chusmir, 1992) yielded four dimensions (security, social contribution, professional fulfilment and personal fulfilment). The psychometric properties of these dimensions were acceptable and showed to be reliable and valid. In addition, various demographic, human capital and organisational variables were found to be predictors of subjective career success. Career planning, training and developmental opportunities, as well as perceived organisational support, explained the most variance. Various recommendations were made for the context of the South African Police Service, and also for future research. The organisation is advised to apply the results from this study to adjust policies and practices in such a way that employees will experience higher levels of subjective career success. Furthermore, career discussions may be held in order to enhance opportunities for career planning and provide opportunities for relevant training and development that are aligned to the business drive of the organisation. Interventions that will increase perceived organisational support and congenial relationships could be implemented and maintained. More research on the two subjective career success measures is needed, in order to 1) verify the validity of the Perceived Career Success Scale and 2) to apply it and the Life-success Measures Scale to other sectors and industries. It is also recommended that a more heterogeneous sample be utilised as well as longitudinal research designs in future research studies relating to subjective career success. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2014