Does psychological capital play a role in the prediction of team altruism?
- Naik, Hemisha, Mkhwanazi, Simphiwe, Malatse, Oarabile, Ntehelang, Neo, Van Wyk, Rene
- Authors: Naik, Hemisha , Mkhwanazi, Simphiwe , Malatse, Oarabile , Ntehelang, Neo , Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/237804 , uj:24370 , Citation: Naik, H. 2017. Does psychological capital play a role in the prediction of team altruism?.
- Description: Abstract: The positive psychological resources that the hope, efficacy, resilience and optimism characteristics of psychological capital (PsyCap) holds, possibly affects altruistic behavior of teams. This quantitative investigation sheds more light on this relationship. Multiple Regression Analysis with PsyCap as independent variable predicts the four factors of team altruism: team goals, collegiality, after hours support and problem solving. Questionnaires were sent to 598 participants in different industries. Indications are that selfefficacy, hope and resilience significantly predict team altruism. This is a further indication of the important role that PsyCap plays in promoting healthy teamwork in business.
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- Authors: Naik, Hemisha , Mkhwanazi, Simphiwe , Malatse, Oarabile , Ntehelang, Neo , Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/237804 , uj:24370 , Citation: Naik, H. 2017. Does psychological capital play a role in the prediction of team altruism?.
- Description: Abstract: The positive psychological resources that the hope, efficacy, resilience and optimism characteristics of psychological capital (PsyCap) holds, possibly affects altruistic behavior of teams. This quantitative investigation sheds more light on this relationship. Multiple Regression Analysis with PsyCap as independent variable predicts the four factors of team altruism: team goals, collegiality, after hours support and problem solving. Questionnaires were sent to 598 participants in different industries. Indications are that selfefficacy, hope and resilience significantly predict team altruism. This is a further indication of the important role that PsyCap plays in promoting healthy teamwork in business.
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Does team altruism enhance PsyCap?
- Authors: Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/237791 , uj:24369 , Citation: Van Wyk, R. 2017. Does team altruism enhance PsyCap?.
- Description: Abstract: The potential enhancement of psychological capital (PsyCap) is an advantage in business development. More clarity is needed to determine if team altruism may play a role in this regard. This quantitative prediction of PsyCap is determined by Structural Equation Modelling with team altruism as independent variable. The significant positive prediction of PsyCap is a strong indication to management that PsyCap is a phenomenon that can be developed by nurturing additional variables, such as team altruism.
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- Authors: Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/237791 , uj:24369 , Citation: Van Wyk, R. 2017. Does team altruism enhance PsyCap?.
- Description: Abstract: The potential enhancement of psychological capital (PsyCap) is an advantage in business development. More clarity is needed to determine if team altruism may play a role in this regard. This quantitative prediction of PsyCap is determined by Structural Equation Modelling with team altruism as independent variable. The significant positive prediction of PsyCap is a strong indication to management that PsyCap is a phenomenon that can be developed by nurturing additional variables, such as team altruism.
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Nelson Mandela’s defence : a psychological capital documentary analysis
- Authors: Van Wyk, Rene
- Date: 2014
- Subjects: Rivonia Trial, Pretoria, South Africa, 1964 , Mandela, Nelson,1918-2013 - Trials, litigation, etc.
- Type: Article
- Identifier: uj:5489 , http://hdl.handle.net/10210/13610
- Description: This qualitative documentary analysis examines Nelson Mandela’s defence statement at the Rivonia Trial, Pretoria Supreme Court, on 20 April 1964. The defence document is analysed through the psychological capital lens, depicting themes that support the constructs of hope, efficacy, resilience and optimism. Psychological capital characteristics played a major role in the initial non-violent policies of negotiation. The inevitable establishment of Umkhonto we Sizwe followed, as a result of the increased restrictions and unwillingness of government to negotiate and collaborate. Mandela showed a determined spirit to unite the country. The discussion gives insight into Mandela’s authentic psychological capital leadership under difficult political and personal circumstances. Some implications are indicated in adopting Mandela’s psychological characteristics for personal reform.
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- Authors: Van Wyk, Rene
- Date: 2014
- Subjects: Rivonia Trial, Pretoria, South Africa, 1964 , Mandela, Nelson,1918-2013 - Trials, litigation, etc.
- Type: Article
- Identifier: uj:5489 , http://hdl.handle.net/10210/13610
- Description: This qualitative documentary analysis examines Nelson Mandela’s defence statement at the Rivonia Trial, Pretoria Supreme Court, on 20 April 1964. The defence document is analysed through the psychological capital lens, depicting themes that support the constructs of hope, efficacy, resilience and optimism. Psychological capital characteristics played a major role in the initial non-violent policies of negotiation. The inevitable establishment of Umkhonto we Sizwe followed, as a result of the increased restrictions and unwillingness of government to negotiate and collaborate. Mandela showed a determined spirit to unite the country. The discussion gives insight into Mandela’s authentic psychological capital leadership under difficult political and personal circumstances. Some implications are indicated in adopting Mandela’s psychological characteristics for personal reform.
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Psychological contract breach and its influence on the job embeddedness of professional nurses
- Jacobs, Sonette, Chrysler-Fox, Pharny, Van Wyk, Rene
- Authors: Jacobs, Sonette , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2020
- Subjects: Job embeddedness , Nursing shortages , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/451727 , uj:39816 , Citation: Jacobs, S., Chrysler-Fox, P. & Van Wyk, R. 2020. Psychological contract breach and its influence on the job embeddedness of professional nurses. , ISSN: 2520-5293 (Online) , DOI: https://doi.org/10.25159/2520-5293/6586
- Description: Abstract: A shortage of professional nurses is a global concern, and employers of professional nurses in many countries, including South Africa, are losing them to lucrative international job opportunities, further exacerbating the problem. Traditionally, the migration of nurses is studied in the context of turnover and turnover intentions. With the aim of contributing to the knowledge on the retention of nurses, this study examined whether breach of the psychological contract predicts nurses’ job embeddedness, as embeddedness has been found to increase intention to stay. A cross-sectional sample of 228 professional nurses was drawn from private hospitals in South Africa. Hierarchical regression and ANOVA were used to examine the relationship and group differences. The findings indicate that, after controlling for age, citizenship, and employment status, psychological contract breach negatively impacts job embeddedness. The implication for managers is that employers of professional nurses must honour their obligations and promises made to retain them as part of the retention strategy to stem this outflow and loss of expertise.
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- Authors: Jacobs, Sonette , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2020
- Subjects: Job embeddedness , Nursing shortages , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/451727 , uj:39816 , Citation: Jacobs, S., Chrysler-Fox, P. & Van Wyk, R. 2020. Psychological contract breach and its influence on the job embeddedness of professional nurses. , ISSN: 2520-5293 (Online) , DOI: https://doi.org/10.25159/2520-5293/6586
- Description: Abstract: A shortage of professional nurses is a global concern, and employers of professional nurses in many countries, including South Africa, are losing them to lucrative international job opportunities, further exacerbating the problem. Traditionally, the migration of nurses is studied in the context of turnover and turnover intentions. With the aim of contributing to the knowledge on the retention of nurses, this study examined whether breach of the psychological contract predicts nurses’ job embeddedness, as embeddedness has been found to increase intention to stay. A cross-sectional sample of 228 professional nurses was drawn from private hospitals in South Africa. Hierarchical regression and ANOVA were used to examine the relationship and group differences. The findings indicate that, after controlling for age, citizenship, and employment status, psychological contract breach negatively impacts job embeddedness. The implication for managers is that employers of professional nurses must honour their obligations and promises made to retain them as part of the retention strategy to stem this outflow and loss of expertise.
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Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites
- Van Niekerk, Jaco, Chrysler-Fox, Pharny, Van Wyk, Rene
- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401223 , uj:33522 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401223 , uj:33522 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites
- Van Niekerk, Jaco, Chrysler-Fox, Pharny, Van Wyk, Rene
- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401240 , uj:33524 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401240 , uj:33524 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites
- Van Niekerk, Jaco, Chrysler-Fox, Pharny, Van Wyk, Rene
- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401238 , uj:33523 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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- Authors: Van Niekerk, Jaco , Chrysler-Fox, Pharny , Van Wyk, Rene
- Date: 2019
- Subjects: Employer obligations , Employee obligations , Psychological contract breach
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/401238 , uj:33523 , Citation: Van Niekerk, J., Chrysler-Fox, P., & Van Wyk, R. (2019). Psychological contract inducements and expectations conveyed to potential employees on organisations’ websites. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1113. https://doi.org/ 10.4102/sajhrm.v17i0.1113
- Description: Abstract: The employer–employee relationship is becoming increasingly strained, evidenced by the increase in cases referred to the Commission for Conciliation, Mediation and Arbitration. These disputes are presumed to be a consequence of breach of the psychological contract of undelivered expectations or obligations. There seems to be a need to improve the management of employer–employee relationships. Research purpose: The purpose of this investigation was to identify inducements and obligations made known by organisations on their websites. Motivation for the study: Clarity of inducements and expectations may provide a foundation to proactively improve the employer–employee relationship...
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Talent management in the South African construction industry
- Shikweni, Sydwell, Schurink, Willem, Van Wyk, Rene
- Authors: Shikweni, Sydwell , Schurink, Willem , Van Wyk, Rene
- Date: 2019
- Subjects: Talent management , Talent attraction , Talent development
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/397885 , uj:33095 , Citation: Shikweni, S., Schurink W., & Van Wyk, R (2019). Talent management in the South African construction industry. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1094. https://doi. org/10.4102/
- Description: Abstract: Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent. Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices. Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive. Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents. Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness. Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation. Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.
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- Authors: Shikweni, Sydwell , Schurink, Willem , Van Wyk, Rene
- Date: 2019
- Subjects: Talent management , Talent attraction , Talent development
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/397885 , uj:33095 , Citation: Shikweni, S., Schurink W., & Van Wyk, R (2019). Talent management in the South African construction industry. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1094. https://doi. org/10.4102/
- Description: Abstract: Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent. Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices. Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive. Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents. Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness. Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation. Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.
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Team coaching in the workplace : critical success factors for implementation
- Maseko, Badelisile M., Van Wyk, Rene, Odendaal, Aletta
- Authors: Maseko, Badelisile M. , Van Wyk, Rene , Odendaal, Aletta
- Date: 2019
- Subjects: Team coaching , Team coaching enablers , Team coaching constraints
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/397893 , uj:33096 , Citation: Maseko, B.M., Van Wyk, R., & Odendaal, A. (2019). Team coaching in the workplace: Critical success factors for implementation. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1125. https://doi.org/ 10.4102/sajhrm.v17i0.1125 , ISSN: (Online) 2071-078X
- Description: Abstract: Orientation: There is a scant availability of clear practice guidelines for the implementation of team coaching in organisations. Challenges and enabling factors in the implementation of team coaching require further exploration. Research purpose: This study aims to develop a conceptual framework that identifies the critical success factors that play a role in the implementation of team coaching in organisations. Motivation for the study: This study contributes towards the understanding of team coaching implementation in the workplace. Informed knowledge of critical factors may guide the practice of team coaching and assist in the development of a conceptual framework for such coaching. Research approach/design and method: A constructivist qualitative research method was adopted. A case study approach was used, with seven experienced subject matter experts selected by means of purposive snowballing. Data were collected using semi-structured interviews and analysed using thematic analysis. Main findings: Results of the thematic analysis indicate that to integrate successful team coaching into any organisation, effective analysis of an organisational context is required, that is, leadership stakeholders, team effectiveness, competency of a coach and employee engagement. Constraints that may prevent successful implementation of team coaching are identified. Practical/managerial implications: The findings provide a platform to enhance the understanding and knowledge of the complexities of team coaching within organisations. Contribution/value-add: The main contribution of the study is the identification of critical factors in the pre-, during and post-implementation phases of team coaching. This conceptual framework could serve as a guide for team coaching interventions in South African contexts.
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- Authors: Maseko, Badelisile M. , Van Wyk, Rene , Odendaal, Aletta
- Date: 2019
- Subjects: Team coaching , Team coaching enablers , Team coaching constraints
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/397893 , uj:33096 , Citation: Maseko, B.M., Van Wyk, R., & Odendaal, A. (2019). Team coaching in the workplace: Critical success factors for implementation. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1125. https://doi.org/ 10.4102/sajhrm.v17i0.1125 , ISSN: (Online) 2071-078X
- Description: Abstract: Orientation: There is a scant availability of clear practice guidelines for the implementation of team coaching in organisations. Challenges and enabling factors in the implementation of team coaching require further exploration. Research purpose: This study aims to develop a conceptual framework that identifies the critical success factors that play a role in the implementation of team coaching in organisations. Motivation for the study: This study contributes towards the understanding of team coaching implementation in the workplace. Informed knowledge of critical factors may guide the practice of team coaching and assist in the development of a conceptual framework for such coaching. Research approach/design and method: A constructivist qualitative research method was adopted. A case study approach was used, with seven experienced subject matter experts selected by means of purposive snowballing. Data were collected using semi-structured interviews and analysed using thematic analysis. Main findings: Results of the thematic analysis indicate that to integrate successful team coaching into any organisation, effective analysis of an organisational context is required, that is, leadership stakeholders, team effectiveness, competency of a coach and employee engagement. Constraints that may prevent successful implementation of team coaching are identified. Practical/managerial implications: The findings provide a platform to enhance the understanding and knowledge of the complexities of team coaching within organisations. Contribution/value-add: The main contribution of the study is the identification of critical factors in the pre-, during and post-implementation phases of team coaching. This conceptual framework could serve as a guide for team coaching interventions in South African contexts.
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The adverse effect of psychological contract breach on psychological capital
- Zondi, Mary, Botes, Ilze, Kodibona, Patiance, Ramurundo, Debrah, Monama, Mmadithame, Van Wyk, Rene
- Authors: Zondi, Mary , Botes, Ilze , Kodibona, Patiance , Ramurundo, Debrah , Monama, Mmadithame , Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/237727 , uj:24361 , Citation: Zondi, M. et al. 2017. The adverse effect of psychological contract breach on psychological capital.
- Description: Abstract: Although diverse studies have investigated Psychological capital (PsyCap) and the psychological contract as separate constructs, it seems that the effect of breach on PsyCap has not been investigated before. PsyCap has the potential to advance the competitive advantage of business. Psychological contract breach (PCB), on the other hand may lead to adverse negative effects in business. An exploratory quantitative investigation on a sample of 597 individuals shows a significant negative effect of breach on each of the PsyCap scales, varying between 10.6 and 6.1%. This is a clear indication to management that possible violations of the psychological contract, resulting in breach, should be prevented at all cost to preserve a healthy PsyCap work environment.
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- Authors: Zondi, Mary , Botes, Ilze , Kodibona, Patiance , Ramurundo, Debrah , Monama, Mmadithame , Van Wyk, Rene
- Date: 2017
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/237727 , uj:24361 , Citation: Zondi, M. et al. 2017. The adverse effect of psychological contract breach on psychological capital.
- Description: Abstract: Although diverse studies have investigated Psychological capital (PsyCap) and the psychological contract as separate constructs, it seems that the effect of breach on PsyCap has not been investigated before. PsyCap has the potential to advance the competitive advantage of business. Psychological contract breach (PCB), on the other hand may lead to adverse negative effects in business. An exploratory quantitative investigation on a sample of 597 individuals shows a significant negative effect of breach on each of the PsyCap scales, varying between 10.6 and 6.1%. This is a clear indication to management that possible violations of the psychological contract, resulting in breach, should be prevented at all cost to preserve a healthy PsyCap work environment.
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