Development of an organisational type a behaviour pattern measure
- Authors: Smeragliuolo, Angelo
- Date: 2021
- Subjects: Type A behavior , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/485517 , uj:44134
- Description: Abstract: This study set out to develop a new Type A Behavioural Pattern Measure for the Organisational Context (OTABPM) because of the psychometric limitations and noncontextualisation of currently available Type-A Behaviour Pattern measures. To develop this measure, I started by writing 180 items for three dimensions of Type A, those being Achievement Striving, Hostility, and Time Urgency. These items were sent to 12 experts to review, which led to 96 items. Responses to these 96 items were obtained from 239 participants located primarily in the United States and South Africa. Classical Test Theory and Item Response Theory (the Graded Response Model) was used to analyse the data. The results showed that the items mostly had satisfactory psychometric properties and that the scale scores had good reliability. Some items were found to be problematic and were labelled as potential candidates for removal in future studies. These results hold promise for the revival of Type A research in organisations because the OTABPM appears to has satisfactory psychometric properties. Future research should investigate the item functioning of the measure on different samples in order to replicate the results obtained in this study and better understand which items should be removed. Further implications for research and practice are presented. , M.Com. (Industrial Psychology)
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- Authors: Smeragliuolo, Angelo
- Date: 2021
- Subjects: Type A behavior , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/485517 , uj:44134
- Description: Abstract: This study set out to develop a new Type A Behavioural Pattern Measure for the Organisational Context (OTABPM) because of the psychometric limitations and noncontextualisation of currently available Type-A Behaviour Pattern measures. To develop this measure, I started by writing 180 items for three dimensions of Type A, those being Achievement Striving, Hostility, and Time Urgency. These items were sent to 12 experts to review, which led to 96 items. Responses to these 96 items were obtained from 239 participants located primarily in the United States and South Africa. Classical Test Theory and Item Response Theory (the Graded Response Model) was used to analyse the data. The results showed that the items mostly had satisfactory psychometric properties and that the scale scores had good reliability. Some items were found to be problematic and were labelled as potential candidates for removal in future studies. These results hold promise for the revival of Type A research in organisations because the OTABPM appears to has satisfactory psychometric properties. Future research should investigate the item functioning of the measure on different samples in order to replicate the results obtained in this study and better understand which items should be removed. Further implications for research and practice are presented. , M.Com. (Industrial Psychology)
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Organisational culture as an antecedent of workplace deviance
- Authors: Mogomotsi, Portia
- Date: 2019
- Subjects: Organizational behavior , Corporate culture
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295985 , uj:32241
- Description: Abstract: Since workplace deviance has significantly been associated with the social- economic costs and benefits within an organisation, researchers are driven to examine the antecedents of deviant behaviour. A large number of studies have examined potential antecedents of destructive deviance, but little is yet known about what motivates employees to engage in constructive deviance. Even though the previous literature has described deviance as behaviour that can be harmful to the organisation, positive functions have been established. Antecedents, such as culture are a vital element in understanding the influence thereof on organisational change, in response to external pressures and remaining competitive. Power distance (one of five sub-dimensions of culture) is one of the significant cultural values identified in most existent cultural value frameworks for the important role it plays in decision-making processes. Employees react more favourably (constructively) to decisions based on procedures believed to be fair, than those believed to be unfair (potential to react destructively). The focus of the current study was aimed at exploring the relationship between organisational culture (power distance) and constructive workplace behaviour with its sub constructs (innovative organisational deviance, challenging organisational deviance and interpersonal constructive deviance) as well as destructive workplace behaviour with its sub constructs (organisational destructive deviance and interpersonal destructive deviance). A quantitative approach was employed, utilising a cross-sectional survey design to address the aim of the study. Non-probability convenience sampling was used to source participants from the South African population within the Gauteng province (n=359). The Cultural Value Scale (CVS), constructive deviance scale and the destructive deviance scale were utilised to assess the constructs. Confirmatory factor analysis, reliability, correlation and simple linear regression analyses were utilised. A significant result was reported for only one of the ten hypotheses, that of challenging organisational constructive deviance significantly predicting culture (power distance). The study highlights the importance of why organisations should be aware of the influence of power distance on employee behaviour, as promoting... , M.Phil. (Industrial Psychology)
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- Authors: Mogomotsi, Portia
- Date: 2019
- Subjects: Organizational behavior , Corporate culture
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295985 , uj:32241
- Description: Abstract: Since workplace deviance has significantly been associated with the social- economic costs and benefits within an organisation, researchers are driven to examine the antecedents of deviant behaviour. A large number of studies have examined potential antecedents of destructive deviance, but little is yet known about what motivates employees to engage in constructive deviance. Even though the previous literature has described deviance as behaviour that can be harmful to the organisation, positive functions have been established. Antecedents, such as culture are a vital element in understanding the influence thereof on organisational change, in response to external pressures and remaining competitive. Power distance (one of five sub-dimensions of culture) is one of the significant cultural values identified in most existent cultural value frameworks for the important role it plays in decision-making processes. Employees react more favourably (constructively) to decisions based on procedures believed to be fair, than those believed to be unfair (potential to react destructively). The focus of the current study was aimed at exploring the relationship between organisational culture (power distance) and constructive workplace behaviour with its sub constructs (innovative organisational deviance, challenging organisational deviance and interpersonal constructive deviance) as well as destructive workplace behaviour with its sub constructs (organisational destructive deviance and interpersonal destructive deviance). A quantitative approach was employed, utilising a cross-sectional survey design to address the aim of the study. Non-probability convenience sampling was used to source participants from the South African population within the Gauteng province (n=359). The Cultural Value Scale (CVS), constructive deviance scale and the destructive deviance scale were utilised to assess the constructs. Confirmatory factor analysis, reliability, correlation and simple linear regression analyses were utilised. A significant result was reported for only one of the ten hypotheses, that of challenging organisational constructive deviance significantly predicting culture (power distance). The study highlights the importance of why organisations should be aware of the influence of power distance on employee behaviour, as promoting... , M.Phil. (Industrial Psychology)
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Positive emotional experiences, impression management and their relationship with organisational citizenship behaviour
- Authors: Letsela, Masechaba Amanda
- Date: 2019
- Subjects: Emotions , Positive psychology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451484 , uj:39783
- Description: Abstract: Orientation: The changing world of work has led to high levels of competition for organisations. Employees may be a key source of competitive advantage within the changing landscape. Organisations are required to cultivate environments in which employees may thrive and where optimal organisational performance can be achieved amid fast-paced digital change. Employees may be required to be continuously engaged and display high levels of resilience within this environment, whilst they are also expected to experience appropriate emotional states... , M.Phil. (Leadership Performance and Change)
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- Authors: Letsela, Masechaba Amanda
- Date: 2019
- Subjects: Emotions , Positive psychology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451484 , uj:39783
- Description: Abstract: Orientation: The changing world of work has led to high levels of competition for organisations. Employees may be a key source of competitive advantage within the changing landscape. Organisations are required to cultivate environments in which employees may thrive and where optimal organisational performance can be achieved amid fast-paced digital change. Employees may be required to be continuously engaged and display high levels of resilience within this environment, whilst they are also expected to experience appropriate emotional states... , M.Phil. (Leadership Performance and Change)
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The relationship between perceived organizational support for strength use and the imposter phenomenon
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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Deviant impression management behaviours in the taxicab industry
- Authors: Bands, Amy Mbali
- Date: 2018
- Subjects: Impression formation (Psychology) , Organizational behavior , Taxicab industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402656 , uj:33705
- Description: Abstract : In recent years the use of application-based taxicabs has intensified. With it has come deviant impression management behaviours from drivers, riders, and app-based taxicab organisations. At an organisational level, policies are devised and implemented that contradict the preferred image managed by the organisation and also encourage unfavourable behaviour from drivers and riders. The strategies, motives, and targets of these behaviours were investigated. A qualitative survey design and thematic analysis were instrumental in meeting these objectives. Interviews were conducted with 14 app-based taxicab drivers. Drivers were found to Render Deviant Favours, Lie, and Politely Request Higher Ratings from their Riders. Riders were found to behave Rudely and Lie to their drivers. Organisations were found to construct policies that were Contradictory, that Privileged Riders over Drivers, and that Instilled Fear in Drivers. Organisations were motivated by profit maximisation, a customer orientation, and shifting risk to drivers. The contribution of the study will be to highlight the pressure that drivers in the app-based taxicab industry face, not only from metered taxicab competitors, but also from deviant customers and organisations, with the aim of mitigating these behaviours and their consequences. The customer-orientation stance adopted by app-based taxicab organisations, where “customer is king”, facilitates customer deviance, distorts organisational policies and practices, and perturbs drivers; highlighting that such a means of orientating the business is detrimental to a number of elements within appbased taxicab organisations and management must make changes to eradicate this perspective. , M.Phil. (Industrial Psychology)
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- Authors: Bands, Amy Mbali
- Date: 2018
- Subjects: Impression formation (Psychology) , Organizational behavior , Taxicab industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402656 , uj:33705
- Description: Abstract : In recent years the use of application-based taxicabs has intensified. With it has come deviant impression management behaviours from drivers, riders, and app-based taxicab organisations. At an organisational level, policies are devised and implemented that contradict the preferred image managed by the organisation and also encourage unfavourable behaviour from drivers and riders. The strategies, motives, and targets of these behaviours were investigated. A qualitative survey design and thematic analysis were instrumental in meeting these objectives. Interviews were conducted with 14 app-based taxicab drivers. Drivers were found to Render Deviant Favours, Lie, and Politely Request Higher Ratings from their Riders. Riders were found to behave Rudely and Lie to their drivers. Organisations were found to construct policies that were Contradictory, that Privileged Riders over Drivers, and that Instilled Fear in Drivers. Organisations were motivated by profit maximisation, a customer orientation, and shifting risk to drivers. The contribution of the study will be to highlight the pressure that drivers in the app-based taxicab industry face, not only from metered taxicab competitors, but also from deviant customers and organisations, with the aim of mitigating these behaviours and their consequences. The customer-orientation stance adopted by app-based taxicab organisations, where “customer is king”, facilitates customer deviance, distorts organisational policies and practices, and perturbs drivers; highlighting that such a means of orientating the business is detrimental to a number of elements within appbased taxicab organisations and management must make changes to eradicate this perspective. , M.Phil. (Industrial Psychology)
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Inducements and expectations conveyed to potential employees on company websites
- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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The influence of authentic leadership and person organisation fit on pro-social behaviour
- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
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- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
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The psychological contract and organisational identification in call centres
- Authors: Mutendi, Definite
- Date: 2017
- Subjects: Labor contract - South Africa , Psychology, Industrial , Social psychology , Call centers - South Africa - Personnel management , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414279 , uj:34934
- Description: Abstract: The world of work and the labour market has been changing. As the world’s economy continues to go through turbulent times, the employment relationship as we used to know it continues to evolve. As a consequence, more and more employees are on flexible contracts, organisational structures are leaner, employees are expected to do more with less and the traditional jobs can no longer be guaranteed by employers. Employers need to harness the full potential of their employees in order to remain competitive. In order to get the most out of their workforce, employers need to understand the psychological bonds that sustain the employment relationship, especially during turbulent times. As such, this study investigates the relationship between the psychological contract and organisational identification in call centres. The study also explores whether an employee’s employment contract type has a moderating role on the relationship between the psychological contract and organisational identification. From a labour relations perspective, the study examines the possible implications of the introduction of amendments to labour laws that regulate the practices of employment services, also known as labour brokers. The study was a quantitative cross-sectional field design. The sample consisted of employees working in a South African call centre setting (N=195) who were either on permanent or temporary employment contracts. The relationship between the constructs of the psychological contracts and organisational identification were investigated using two scales. The study confirmed the relationship between the psychological contract and organisational identification in the call centre. Contrary to some past research findings and literature, the type of employment contract that the sample profile held was of little or no consequence to their perceptions of the psychological contract, their identification with the employer, and the relationship between the psychological contract and organisational identification. The findings point to the need for workplace management and Human Resources (HR) practitioners to pay increased attention to the management of beliefs regarding mutual obligations. The contribution of this study is threefold. There have not been many studies conducted on call centres within the South African context. Secondly, the results of this study will add to the available literature on the dynamics of the employment relationship in call centre settings. Thirdly, not much research has focused on how an employee’s contract status may influence their exchange relationship with the employer. , M.Phil. (Employment Relations)
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- Authors: Mutendi, Definite
- Date: 2017
- Subjects: Labor contract - South Africa , Psychology, Industrial , Social psychology , Call centers - South Africa - Personnel management , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414279 , uj:34934
- Description: Abstract: The world of work and the labour market has been changing. As the world’s economy continues to go through turbulent times, the employment relationship as we used to know it continues to evolve. As a consequence, more and more employees are on flexible contracts, organisational structures are leaner, employees are expected to do more with less and the traditional jobs can no longer be guaranteed by employers. Employers need to harness the full potential of their employees in order to remain competitive. In order to get the most out of their workforce, employers need to understand the psychological bonds that sustain the employment relationship, especially during turbulent times. As such, this study investigates the relationship between the psychological contract and organisational identification in call centres. The study also explores whether an employee’s employment contract type has a moderating role on the relationship between the psychological contract and organisational identification. From a labour relations perspective, the study examines the possible implications of the introduction of amendments to labour laws that regulate the practices of employment services, also known as labour brokers. The study was a quantitative cross-sectional field design. The sample consisted of employees working in a South African call centre setting (N=195) who were either on permanent or temporary employment contracts. The relationship between the constructs of the psychological contracts and organisational identification were investigated using two scales. The study confirmed the relationship between the psychological contract and organisational identification in the call centre. Contrary to some past research findings and literature, the type of employment contract that the sample profile held was of little or no consequence to their perceptions of the psychological contract, their identification with the employer, and the relationship between the psychological contract and organisational identification. The findings point to the need for workplace management and Human Resources (HR) practitioners to pay increased attention to the management of beliefs regarding mutual obligations. The contribution of this study is threefold. There have not been many studies conducted on call centres within the South African context. Secondly, the results of this study will add to the available literature on the dynamics of the employment relationship in call centre settings. Thirdly, not much research has focused on how an employee’s contract status may influence their exchange relationship with the employer. , M.Phil. (Employment Relations)
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The relationship between leadership and work engagement
- Authors: Bisnath, Roma
- Date: 2017
- Subjects: Transformational leadership , Employee retention , Organizational behavior , Performance
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225653 , uj:22795
- Description: Abstract: Work engagement is a topic that has gained momentum in recent research. Many organisations believe it has an impact on the retention and performance of employees as well as bottom line earnings (Bakker, Albrecht & Leiter, 2011; (Tims, Bakker, & Xanthopoulou, 2011) Many factors influence the level of work engagement in an organisation. One specific factor, namely, transformational leadership has been identified as such a factor (Lockwood, 2007). The purpose of this study was to determine what impact transformational leadership has on work engagement. A quantitative research approach was selected and primary data was obtained through the distribution of two structured self-administered questionnaires. The Multifactor Leadership Questionnaire (MLQ), used to measure transformational leadership, and the Benchmark of Engagement Quotient (BEQ) were used to measure work engagement. The structured self-administered questionnaires were distributed to employees at a financial services firm in South Africa. A sample size of n = 265 responses was obtained. These responses were summarised and subjected to various statistical analyses using SPSS (Version 17). The data analysis included descriptive and inferential statistics. The results aimed to understand the relationship between transformational leadership style and work engagement better. The results of the study provided empirical support for theories postulating that transformational leadership can result in higher engagement levels. Key terms: work engagement, transformational leadership, leader-member exchange theory, benchmark of engagement quotient, multifactor leadership questionnaire. , M.Phil.
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- Authors: Bisnath, Roma
- Date: 2017
- Subjects: Transformational leadership , Employee retention , Organizational behavior , Performance
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225653 , uj:22795
- Description: Abstract: Work engagement is a topic that has gained momentum in recent research. Many organisations believe it has an impact on the retention and performance of employees as well as bottom line earnings (Bakker, Albrecht & Leiter, 2011; (Tims, Bakker, & Xanthopoulou, 2011) Many factors influence the level of work engagement in an organisation. One specific factor, namely, transformational leadership has been identified as such a factor (Lockwood, 2007). The purpose of this study was to determine what impact transformational leadership has on work engagement. A quantitative research approach was selected and primary data was obtained through the distribution of two structured self-administered questionnaires. The Multifactor Leadership Questionnaire (MLQ), used to measure transformational leadership, and the Benchmark of Engagement Quotient (BEQ) were used to measure work engagement. The structured self-administered questionnaires were distributed to employees at a financial services firm in South Africa. A sample size of n = 265 responses was obtained. These responses were summarised and subjected to various statistical analyses using SPSS (Version 17). The data analysis included descriptive and inferential statistics. The results aimed to understand the relationship between transformational leadership style and work engagement better. The results of the study provided empirical support for theories postulating that transformational leadership can result in higher engagement levels. Key terms: work engagement, transformational leadership, leader-member exchange theory, benchmark of engagement quotient, multifactor leadership questionnaire. , M.Phil.
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Sistematiese tydorientasie as 'n sielkundige konstruk van beroepsgedrag
- Authors: De Jager, J. I.
- Date: 2015-11-11
- Subjects: Human behavior , Organizational behavior , Time - Psychological aspects , Time management
- Type: Thesis
- Identifier: uj:14543 , http://hdl.handle.net/10210/15074
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
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- Authors: De Jager, J. I.
- Date: 2015-11-11
- Subjects: Human behavior , Organizational behavior , Time - Psychological aspects , Time management
- Type: Thesis
- Identifier: uj:14543 , http://hdl.handle.net/10210/15074
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
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The interactive role of organizational strategy and culture : a strategic management approach
- Authors: Weeks, Richard Vernon
- Date: 2015-09-28
- Subjects: Strategic planning , Corporate culture , Organizational behavior
- Type: Thesis
- Identifier: uj:14169 , http://hdl.handle.net/10210/14612
- Description: M.Com. , This study has been undertaken with the specific objective of acquiring an insight into the concept "organizational culture" within a strategic management context, as well as the role played by the concept in the formulation and implementation of organizational strategy. Researchers from within various disciplines, such as anthropology, industrial psychology and strategic management, have analysed various aspects of the concept ...
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- Authors: Weeks, Richard Vernon
- Date: 2015-09-28
- Subjects: Strategic planning , Corporate culture , Organizational behavior
- Type: Thesis
- Identifier: uj:14169 , http://hdl.handle.net/10210/14612
- Description: M.Com. , This study has been undertaken with the specific objective of acquiring an insight into the concept "organizational culture" within a strategic management context, as well as the role played by the concept in the formulation and implementation of organizational strategy. Researchers from within various disciplines, such as anthropology, industrial psychology and strategic management, have analysed various aspects of the concept ...
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An evaluation of the relationship between innovative culture and employee turnover in organisations in Gauteng
- Authors: Ebrahim, Naseema
- Date: 2015-09-17
- Subjects: Labor turnover - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Organizational behavior , Creative ability in business
- Type: Thesis
- Identifier: uj:14133 , http://hdl.handle.net/10210/14570
- Description: M.Ing. , The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.
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- Authors: Ebrahim, Naseema
- Date: 2015-09-17
- Subjects: Labor turnover - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Organizational behavior , Creative ability in business
- Type: Thesis
- Identifier: uj:14133 , http://hdl.handle.net/10210/14570
- Description: M.Ing. , The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.
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Die verwantskap tussen topbestuurwaardes en organisasiekultuur
- Dorfling, Petrus Johannes Jacobus
- Authors: Dorfling, Petrus Johannes Jacobus
- Date: 2015-09-01
- Subjects: Organizational behavior , Management , Corporate culture
- Type: Thesis
- Identifier: uj:13995 , http://hdl.handle.net/10210/14369
- Description: M.Com. , Organisation culture is defined as the consistent pattern of assumption. values and philosophies developed by the members of an organisation in order to cope with the organisation's particular problems of existence. These assumptions, values and philosophies provide direction to the organisation in the form of a strategy or mission and also serve to integrate the organisation's internal designs and behaviors into consistent pattern (roles and activities of managers and employees, style of business, managerial style, structure, systems and procedures, rewards, status, punishments, criteria for selection and behavioral norms) ...
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- Authors: Dorfling, Petrus Johannes Jacobus
- Date: 2015-09-01
- Subjects: Organizational behavior , Management , Corporate culture
- Type: Thesis
- Identifier: uj:13995 , http://hdl.handle.net/10210/14369
- Description: M.Com. , Organisation culture is defined as the consistent pattern of assumption. values and philosophies developed by the members of an organisation in order to cope with the organisation's particular problems of existence. These assumptions, values and philosophies provide direction to the organisation in the form of a strategy or mission and also serve to integrate the organisation's internal designs and behaviors into consistent pattern (roles and activities of managers and employees, style of business, managerial style, structure, systems and procedures, rewards, status, punishments, criteria for selection and behavioral norms) ...
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Openbare betrekkinge as agent tot gedragsverandering in perspektief
- Authors: Nel, Jacobus Johannes
- Date: 2015-03-18
- Subjects: Organizational behavior , Communication in management , Strategic planning , Corporate culture , Public relations
- Type: Thesis
- Identifier: uj:13506 , http://hdl.handle.net/10210/13537
- Description: D.Com. , Public relations is an organisational function in transition, but for that matter the whole management function is currently experiencing a period of change. Had public relations already been an established field of study at the beginning of this transition period, the necessary adjustments to existing practices and the adaptation to external environmental changes would have proceeded with less difficulty.
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- Authors: Nel, Jacobus Johannes
- Date: 2015-03-18
- Subjects: Organizational behavior , Communication in management , Strategic planning , Corporate culture , Public relations
- Type: Thesis
- Identifier: uj:13506 , http://hdl.handle.net/10210/13537
- Description: D.Com. , Public relations is an organisational function in transition, but for that matter the whole management function is currently experiencing a period of change. Had public relations already been an established field of study at the beginning of this transition period, the necessary adjustments to existing practices and the adaptation to external environmental changes would have proceeded with less difficulty.
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Middle management roles in strategy implementation
- Authors: Ramgulam, Rishi
- Date: 2015
- Subjects: Strategic planning , Middle managers , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/57394 , uj:16385
- Description: Abstract: The successful implementation of business strategy has become a key focus of many leading organisations in the modern business world. However, according to Jha (2011), many organisations experience little success in strategic implementation. This is because the middle management employees in the organisation are not able to translate their strategic plans into operational actions (Jha, 2011, Dlodlo, 2011). The purpose of this study was to establish what role middle management leader’s play in strategy implementation. A qualitative study was conducted at XYZ Limited, a large retail organisation in South Africa. The data was gathered for the study through the methods of a case study, in-depth interviews, focus group discussion and from solicited data from the organisation. The researcher has applied the principles of content analysis to analyse the data and describe the themes that emerged from the in-depth interviews, focus group discussion and solicited data. The researcher also used descriptive statistics in the study to highlight summaries of the key observations made and the data collected. The findings revealed that whilst all of the middle management leaders understood why it is important for organisations to have sound business strategies, they did not clearly understand what the business strategy of XYZ Limited was. One of the reasons for their lack of understanding of the XYZ Limited business strategy was that they were not involved in the design of the business strategy at any stage. This hindered their ability to implement the business strategy in the organisation. Middle management leaders did not acknowledge that they participated in the strategic planning process. There is often not alignment between the strategic goals and the operational goals which hinders the strategic implementation process. This results in the middle management level in the organisation to feel overwhelmed on a daily basis as they are in a constant crisis management mode (Viljoen, 2015). It therefore becomes important to explore the roles of middle management in strategy implementation. It is recommended that middle management leaders are trained on how to manage change in order to get the buy-in of their employees during the strategy implementation... , M.Phil.
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- Authors: Ramgulam, Rishi
- Date: 2015
- Subjects: Strategic planning , Middle managers , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/57394 , uj:16385
- Description: Abstract: The successful implementation of business strategy has become a key focus of many leading organisations in the modern business world. However, according to Jha (2011), many organisations experience little success in strategic implementation. This is because the middle management employees in the organisation are not able to translate their strategic plans into operational actions (Jha, 2011, Dlodlo, 2011). The purpose of this study was to establish what role middle management leader’s play in strategy implementation. A qualitative study was conducted at XYZ Limited, a large retail organisation in South Africa. The data was gathered for the study through the methods of a case study, in-depth interviews, focus group discussion and from solicited data from the organisation. The researcher has applied the principles of content analysis to analyse the data and describe the themes that emerged from the in-depth interviews, focus group discussion and solicited data. The researcher also used descriptive statistics in the study to highlight summaries of the key observations made and the data collected. The findings revealed that whilst all of the middle management leaders understood why it is important for organisations to have sound business strategies, they did not clearly understand what the business strategy of XYZ Limited was. One of the reasons for their lack of understanding of the XYZ Limited business strategy was that they were not involved in the design of the business strategy at any stage. This hindered their ability to implement the business strategy in the organisation. Middle management leaders did not acknowledge that they participated in the strategic planning process. There is often not alignment between the strategic goals and the operational goals which hinders the strategic implementation process. This results in the middle management level in the organisation to feel overwhelmed on a daily basis as they are in a constant crisis management mode (Viljoen, 2015). It therefore becomes important to explore the roles of middle management in strategy implementation. It is recommended that middle management leaders are trained on how to manage change in order to get the buy-in of their employees during the strategy implementation... , M.Phil.
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Assessing the reliability and validity of a leadership climate survey
- Mouzouris-Ferreira, Christina
- Authors: Mouzouris-Ferreira, Christina
- Date: 2014-06-23
- Subjects: Transformational leadership , Organizational behavior , Corporate culture
- Type: Thesis
- Identifier: uj:11591 , http://hdl.handle.net/10210/11301
- Description: M.Com. (Human Resource Management) , This study is based on the need for developing an instrument that would be able to assess an engaging leadership climate in organisations. Research has shown that there is a link between leadership and organisational climate. Leaders are therefore responsible for creating a climate that facilitates the optimal engagement of employees. Prior to this study, there was no instrument available to assess to what extent such an engaging leadership climate exists. This study reports on the development of such an instrument within an organisation in the South African financial and banking sector: the Engaging Climate Survey (ECS). A non-random, purposive sampling procedure performed on the target population yielded a sample of n = 1 436 (a 100% response rate). Factor and reliability analyses on the completed questionnaire yielded a uni-dimensional construct with high internal consistency and reliability (α = .964).
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- Authors: Mouzouris-Ferreira, Christina
- Date: 2014-06-23
- Subjects: Transformational leadership , Organizational behavior , Corporate culture
- Type: Thesis
- Identifier: uj:11591 , http://hdl.handle.net/10210/11301
- Description: M.Com. (Human Resource Management) , This study is based on the need for developing an instrument that would be able to assess an engaging leadership climate in organisations. Research has shown that there is a link between leadership and organisational climate. Leaders are therefore responsible for creating a climate that facilitates the optimal engagement of employees. Prior to this study, there was no instrument available to assess to what extent such an engaging leadership climate exists. This study reports on the development of such an instrument within an organisation in the South African financial and banking sector: the Engaging Climate Survey (ECS). A non-random, purposive sampling procedure performed on the target population yielded a sample of n = 1 436 (a 100% response rate). Factor and reliability analyses on the completed questionnaire yielded a uni-dimensional construct with high internal consistency and reliability (α = .964).
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The relationship between employees’ perceptions of their leaders’ attitudes and employee retention
- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
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- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
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n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag
- Authors: Ungerer, Marius
- Date: 2014-04-24
- Subjects: Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/386322 , uj:10871 , http://hdl.handle.net/10210/10378
- Description: M.Com. (Industrial Psychology) , The purpose of this study is to investigate the relationship between organisation structure and individual behaviour To achieve this aim, two components of organisation structure, namely organisation level and line and staff division, are used to represent the vertical and the horizontal dimensions of organisation structure respectively. Individual behaviour is examined on the basis of two manifestations of behaviour, namely motivation and stress. Data compilation is undertaken in one organisation by means of a stress and motivation orientation questionnaire. The results respondents. is determined of the empirical investigation are based on 314 The significance of differences between variables by means of variance analysis and t-tests. It is found that a significant difference exists with regard to the stress experienced by individuals on the various post levels. There is no significant difference in the motivation orientation of individuals on the various post levels. Similarly, no significant differences exists between line and staff person with regard to their motivation orientation or the stress they experience. In order to verify the results of this study, recommendations are made with regard to further research.
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- Authors: Ungerer, Marius
- Date: 2014-04-24
- Subjects: Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/386322 , uj:10871 , http://hdl.handle.net/10210/10378
- Description: M.Com. (Industrial Psychology) , The purpose of this study is to investigate the relationship between organisation structure and individual behaviour To achieve this aim, two components of organisation structure, namely organisation level and line and staff division, are used to represent the vertical and the horizontal dimensions of organisation structure respectively. Individual behaviour is examined on the basis of two manifestations of behaviour, namely motivation and stress. Data compilation is undertaken in one organisation by means of a stress and motivation orientation questionnaire. The results respondents. is determined of the empirical investigation are based on 314 The significance of differences between variables by means of variance analysis and t-tests. It is found that a significant difference exists with regard to the stress experienced by individuals on the various post levels. There is no significant difference in the motivation orientation of individuals on the various post levels. Similarly, no significant differences exists between line and staff person with regard to their motivation orientation or the stress they experience. In order to verify the results of this study, recommendations are made with regard to further research.
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Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour
- Matlhape, Lesenyego Winston Joseph
- Authors: Matlhape, Lesenyego Winston Joseph
- Date: 2013-05-14
- Subjects: Executives - Attitudes , Labor contract , Executive ability , Leadership , Organizational behavior
- Type: Thesis
- Identifier: uj:7531 , http://hdl.handle.net/10210/8389
- Description: D.Phil. (Leadership in Performance and Change) , Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher’s interest: (a) What, indeed, is executive effectiveness?; (b) What specific executive behaviours, tasks, attributes, styles of leadership or other considerations make trendsetting executives effective?; (c) In what respects do executives who hold long-term (up-to-retirement) employment contracts differ from their fellow-executives who have opted for short-term contracts, with regard to matters such as remuneration, executive capability, executive migration, and psychosocial dynamics in the workplace?; and (d) How do executives from the public and private sectors differ in their executive job performance and what can they learn from each other with regard to executive effectiveness? Employment patterns of senior executives in many organisations change as their conditions of employment vary. In South Africa, the King report of 1994 questioned the wisdom of granting executive leaders of institutions and organisations contract terms of indefinite length. The researcher considered length of employment contract term as a critical matter. Would a reduction of stipulated duration of terms of employment in executive contracts promote executive effectiveness, result in higher productivity and restrict opportunities for deliberate corporate misconduct? In the study, the researcher intended to explore the effects of length of contract term on executive performance by comparing executives with long-term (up-to-retirement) employment contracts with executives who have opted for short-term employment contracts. The perceived differences will be apparent in criteria of effective executive leadership such as daily executive behaviours, executive tasks, and executive leadership styles.
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- Authors: Matlhape, Lesenyego Winston Joseph
- Date: 2013-05-14
- Subjects: Executives - Attitudes , Labor contract , Executive ability , Leadership , Organizational behavior
- Type: Thesis
- Identifier: uj:7531 , http://hdl.handle.net/10210/8389
- Description: D.Phil. (Leadership in Performance and Change) , Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher’s interest: (a) What, indeed, is executive effectiveness?; (b) What specific executive behaviours, tasks, attributes, styles of leadership or other considerations make trendsetting executives effective?; (c) In what respects do executives who hold long-term (up-to-retirement) employment contracts differ from their fellow-executives who have opted for short-term contracts, with regard to matters such as remuneration, executive capability, executive migration, and psychosocial dynamics in the workplace?; and (d) How do executives from the public and private sectors differ in their executive job performance and what can they learn from each other with regard to executive effectiveness? Employment patterns of senior executives in many organisations change as their conditions of employment vary. In South Africa, the King report of 1994 questioned the wisdom of granting executive leaders of institutions and organisations contract terms of indefinite length. The researcher considered length of employment contract term as a critical matter. Would a reduction of stipulated duration of terms of employment in executive contracts promote executive effectiveness, result in higher productivity and restrict opportunities for deliberate corporate misconduct? In the study, the researcher intended to explore the effects of length of contract term on executive performance by comparing executives with long-term (up-to-retirement) employment contracts with executives who have opted for short-term employment contracts. The perceived differences will be apparent in criteria of effective executive leadership such as daily executive behaviours, executive tasks, and executive leadership styles.
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Self-control and integrity as antecedents of deviant workplace behaviour
- Authors: Swanepoel, Riani
- Date: 2012-10-30
- Subjects: Deviant workplace behaviour , Integrity , Self-control , Organizational behavior
- Type: Mini-Dissertation
- Identifier: uj:10475 , http://hdl.handle.net/10210/7947
- Description: M.Comm. , The aim of this study was to establish, within the South African context, the extent to which character-strengths specifically self-control and integrity are related to the propensity to engage in deviant workplace behaviour. Due to the inherent difficulty of obtaining unbiased responses on sensitive issues, both self-report and non-self-report measures of each of the Character Strengths and Deviant Workplace Behaviour Scales were administered to a convenience sample of 292 South African employees working in different industries. Using principal axis factoring, one reliable factor was extracted from both the Self-control Scale and the Integrity Scale. With regards to the Deviant Workplace Behaviour Scale, three reliable factors were extracted. The character strength factors were found to be positively intercorrelated, as was the case with the deviant workplace behaviour factors. The results confirmed that a negative correlation exists between character strengths, in particular selfcontrol and integrity, and the propensity to engage in deviant workplace behaviour, implying that the employees with stronger self-control and integrity are less likely to engage in deviant workplace behaviour. In addition, the findings of the study showed that employees in general consider themselves to have stronger character strengths and a lower propensity to engage in deviant workplace behaviour than that which they perceive their colleagues to have. Significant differences between the self-report and non-self-report measures were evidenced. The study has clear practical significance for organisations, specifically the human resources divisions within organisations, and recruitment agencies, in terms of possible proxy measures to determine the propensity of job applicants to engage in deviant workplace behaviour. Key words: ethics, deviant workplace behaviour, self-control, integrity, character strength, self-report measures, non-self-report measures
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- Authors: Swanepoel, Riani
- Date: 2012-10-30
- Subjects: Deviant workplace behaviour , Integrity , Self-control , Organizational behavior
- Type: Mini-Dissertation
- Identifier: uj:10475 , http://hdl.handle.net/10210/7947
- Description: M.Comm. , The aim of this study was to establish, within the South African context, the extent to which character-strengths specifically self-control and integrity are related to the propensity to engage in deviant workplace behaviour. Due to the inherent difficulty of obtaining unbiased responses on sensitive issues, both self-report and non-self-report measures of each of the Character Strengths and Deviant Workplace Behaviour Scales were administered to a convenience sample of 292 South African employees working in different industries. Using principal axis factoring, one reliable factor was extracted from both the Self-control Scale and the Integrity Scale. With regards to the Deviant Workplace Behaviour Scale, three reliable factors were extracted. The character strength factors were found to be positively intercorrelated, as was the case with the deviant workplace behaviour factors. The results confirmed that a negative correlation exists between character strengths, in particular selfcontrol and integrity, and the propensity to engage in deviant workplace behaviour, implying that the employees with stronger self-control and integrity are less likely to engage in deviant workplace behaviour. In addition, the findings of the study showed that employees in general consider themselves to have stronger character strengths and a lower propensity to engage in deviant workplace behaviour than that which they perceive their colleagues to have. Significant differences between the self-report and non-self-report measures were evidenced. The study has clear practical significance for organisations, specifically the human resources divisions within organisations, and recruitment agencies, in terms of possible proxy measures to determine the propensity of job applicants to engage in deviant workplace behaviour. Key words: ethics, deviant workplace behaviour, self-control, integrity, character strength, self-report measures, non-self-report measures
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