A diamond or stone? Using autoethnography to make sense of my industrial psychology internship
- Authors: Avraamides, Melanie
- Date: 2008-05-16T07:43:24Z
- Subjects: Industrial psychology , Internship programs
- Type: Thesis
- Identifier: uj:6581 , http://hdl.handle.net/10210/415
- Description: ‘A diamond or a Stone? Using Autoethnography to Make Sense of My Industrial Psychology Internship’ presents an unconventional qualitative research genre, autoethnography, which is not commonly found in qualitative circles, and is rarely used by South African researchers, or by researchers in the South African social science or industrial psychology spheres. Therefore, due to the unfamiliarity of autoethnography, this thesis is presented in a conventional style, and uses both a realist and confessional tale (Van Maanen, 1988; Sparkes, 2002), which arguably, are the preferred styles amongst local mainstream qualitative researchers. The content of this thesis is presented to the audience of industrial psychologists, industrial psychology interns, industrial psychology internship supervisors, organisations hosting industrial psychology interns, institutions overseeing industrial psychology internship programmes, academics, qualitative researchers, managers, employees, professionals and representatives at the Health Professions Council of South Africa (HPCSA). The intention of the research findings is to highlight the extreme necessity of ensuring that internship training programmes enhance professional development, rather than being detrimental to it. The autoethnographic account that is presented, portrays the author’s experience of her industrial psychology internship, the fulfilment of which, was required for registration as an industrial psychologist with the HPCSA. The thesis is divided up into four parts, namely: My Acquaintance, My Acceptance, My Acquisition, and My Analysis. In Part One, My Acquaintance, the reader is introduced to the research genre of autoethnography, as well as to contemporary creative methods, such as poetry and allegories, that have potential benefits for use in the workplace. In Part Two, My Acceptance, an autoethnographic account is presented, where scenes from the internship are ‘performed’. Through personal interpretation of these scenes, the readersare, in essence, creating an autoethnography of their perceptions of what the author experienced, and what they experience through the telling of the author’s account. In Part Three, My Acquisition, those aspects that were acquired from conducting the autoethnography are presented as contributions to academia and the industrial psychology sphere. These contribute to the current theoretical knowledge by making information available regarding the inherent experience of an intern, and the need for organisations to effectively host interns. These acquisitions are as follows: the Creative Hospitality and Integration Method (C-HIM), which suggests how an intern can be successfully assimilated to the organisation, and the Workplace Allegories which aim to empower the intern and enable her to grow in self-awareness. These Workplace Allegories are implemented through the Allegorical Implementation Method (AIM), by making use of the Workplace Allegories Bridge Approach (WABA).In terms of contributions to the field of autoethnography, My FOPR Process, My Autoethnographic Contextual Awareness Guideline (My ACAG, pronounced A-Cag), and My 4-A Grid are presented. My FOPR Process serves to guide autoethnographic researchers through the process of writing an autoethnography. My ACAG aims to assist the autoethnographic researchers, in keeping focused on events relevant to the research topic. My 4-A Grid highlights the necessity of focusing on the self (auto), the culture (ethnos) and the research process (graphy) when conducting an autoethnography (Reed-Danahay, 1997; Richards, 2003), and places emphasis on aligning these perspectives to the four tools the author deems necessary for an autoethnographic study: My Acquaintance, My Acceptance, My Acquisition and My Analysis. The entire structure of this thesis is constructed according to My 4-A Grid.In Part Four, My Analysis, three forms of autoethnographic analysis were conceived through the writing of this thesis, My Auto-Analysis (a self-analysis); My Ethno-Analysis (a brief analysis of the organisation hosting the internship); and My Graphy-Analysis (a critical analysis of the manner in which autoethnography was made use of in this thesis). , Pro. F.Crous Prof.W.J. Schurink
- Full Text:
- Authors: Avraamides, Melanie
- Date: 2008-05-16T07:43:24Z
- Subjects: Industrial psychology , Internship programs
- Type: Thesis
- Identifier: uj:6581 , http://hdl.handle.net/10210/415
- Description: ‘A diamond or a Stone? Using Autoethnography to Make Sense of My Industrial Psychology Internship’ presents an unconventional qualitative research genre, autoethnography, which is not commonly found in qualitative circles, and is rarely used by South African researchers, or by researchers in the South African social science or industrial psychology spheres. Therefore, due to the unfamiliarity of autoethnography, this thesis is presented in a conventional style, and uses both a realist and confessional tale (Van Maanen, 1988; Sparkes, 2002), which arguably, are the preferred styles amongst local mainstream qualitative researchers. The content of this thesis is presented to the audience of industrial psychologists, industrial psychology interns, industrial psychology internship supervisors, organisations hosting industrial psychology interns, institutions overseeing industrial psychology internship programmes, academics, qualitative researchers, managers, employees, professionals and representatives at the Health Professions Council of South Africa (HPCSA). The intention of the research findings is to highlight the extreme necessity of ensuring that internship training programmes enhance professional development, rather than being detrimental to it. The autoethnographic account that is presented, portrays the author’s experience of her industrial psychology internship, the fulfilment of which, was required for registration as an industrial psychologist with the HPCSA. The thesis is divided up into four parts, namely: My Acquaintance, My Acceptance, My Acquisition, and My Analysis. In Part One, My Acquaintance, the reader is introduced to the research genre of autoethnography, as well as to contemporary creative methods, such as poetry and allegories, that have potential benefits for use in the workplace. In Part Two, My Acceptance, an autoethnographic account is presented, where scenes from the internship are ‘performed’. Through personal interpretation of these scenes, the readersare, in essence, creating an autoethnography of their perceptions of what the author experienced, and what they experience through the telling of the author’s account. In Part Three, My Acquisition, those aspects that were acquired from conducting the autoethnography are presented as contributions to academia and the industrial psychology sphere. These contribute to the current theoretical knowledge by making information available regarding the inherent experience of an intern, and the need for organisations to effectively host interns. These acquisitions are as follows: the Creative Hospitality and Integration Method (C-HIM), which suggests how an intern can be successfully assimilated to the organisation, and the Workplace Allegories which aim to empower the intern and enable her to grow in self-awareness. These Workplace Allegories are implemented through the Allegorical Implementation Method (AIM), by making use of the Workplace Allegories Bridge Approach (WABA).In terms of contributions to the field of autoethnography, My FOPR Process, My Autoethnographic Contextual Awareness Guideline (My ACAG, pronounced A-Cag), and My 4-A Grid are presented. My FOPR Process serves to guide autoethnographic researchers through the process of writing an autoethnography. My ACAG aims to assist the autoethnographic researchers, in keeping focused on events relevant to the research topic. My 4-A Grid highlights the necessity of focusing on the self (auto), the culture (ethnos) and the research process (graphy) when conducting an autoethnography (Reed-Danahay, 1997; Richards, 2003), and places emphasis on aligning these perspectives to the four tools the author deems necessary for an autoethnographic study: My Acquaintance, My Acceptance, My Acquisition and My Analysis. The entire structure of this thesis is constructed according to My 4-A Grid.In Part Four, My Analysis, three forms of autoethnographic analysis were conceived through the writing of this thesis, My Auto-Analysis (a self-analysis); My Ethno-Analysis (a brief analysis of the organisation hosting the internship); and My Graphy-Analysis (a critical analysis of the manner in which autoethnography was made use of in this thesis). , Pro. F.Crous Prof.W.J. Schurink
- Full Text:
A meta-theoretical taxonomy of positive psychology constructs
- Du Plessis, Graham Alexander
- Authors: Du Plessis, Graham Alexander
- Date: 2015-03-18
- Subjects: Positive psychology , Industrial psychology
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/378822 , uj:13495 , http://hdl.handle.net/10210/13527
- Description: M.Com. (Industrial Psychology and People Management) , The present investigation is positioned at a crucial juncture in the field of positive psychology where considerable enthusiasm has seen a growing proliferation in research and practice that has outstripped the ability of the field to maintain a sense of meta-theoretical integrity and domain identity. In this study a meta-theoretical taxonomy of positive psychology is developed in order to meet the pressing need for sound meta-theoretical integration that is necessary to facilitate a multiplicity of possible futures for the field of positive psychology. This proposed meta-theoretical taxonomy delimits the dominant constructs in the field according to the taxonomical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes. The utility of the developed meta-theoretical taxonomy in organizing dominant constructs within the field informs the central research problem. This problem is addressed by identifying 33 dominant positive psychology constructs, grouping them according to the theoretical principles of the proposed taxonomy, and then empirically examining whether the theoretical organization has utility in explaining latent factor structures and loadings of data for these constructs in the research sample. The research sample employed consisted of 904 undergraduate students at the University of Johannesburg. There were 694 women, 208 men and two individuals with undeclared gender in the sample. These participants represented a diversity of self-declared ethnicities: Black (630), Coloured (59), Indian / Asian (47), and White (164). Within the sample there were 19 different home languages that can be summarized as: Afrikaans (47), English (258), Indigenous South African (588), and other (9). In order to compare the theoretical organization of the 33 dominant constructs with empirically determined data, a 483 item questionnaire was developed and refined using Rasch modelling. The development of the measure of the identified constructs was informed by contemporary theory and measurement pertaining to each of the specific constructs. Following the refined measurement of the constructs, factor analytic procedures were used to determine latent factor structures for the 33 constructs. The latent factor structure and factor loadings of the specific constructs were then compared with the theorized organization determined by the proposed model. The central finding of the present investigation is that the theorized taxonomy is able to account for a deep theoretical conceptualization as to the functioning of the facets of the identified dominant constructs. This greater insight into the functioning and structure of the constructs within the field of positive psychology has profound implications for the manner in which constructs can be understood and for the manner in which these constructs can be elicited and practiced. Collectively, the meta-theoretical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes represent an important meta-synthesis that serves to meet the pressing call for the firm theoretical integration necessary to secure an array of sustainable futures within the field of positive psychology.
- Full Text:
- Authors: Du Plessis, Graham Alexander
- Date: 2015-03-18
- Subjects: Positive psychology , Industrial psychology
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/378822 , uj:13495 , http://hdl.handle.net/10210/13527
- Description: M.Com. (Industrial Psychology and People Management) , The present investigation is positioned at a crucial juncture in the field of positive psychology where considerable enthusiasm has seen a growing proliferation in research and practice that has outstripped the ability of the field to maintain a sense of meta-theoretical integrity and domain identity. In this study a meta-theoretical taxonomy of positive psychology is developed in order to meet the pressing need for sound meta-theoretical integration that is necessary to facilitate a multiplicity of possible futures for the field of positive psychology. This proposed meta-theoretical taxonomy delimits the dominant constructs in the field according to the taxonomical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes. The utility of the developed meta-theoretical taxonomy in organizing dominant constructs within the field informs the central research problem. This problem is addressed by identifying 33 dominant positive psychology constructs, grouping them according to the theoretical principles of the proposed taxonomy, and then empirically examining whether the theoretical organization has utility in explaining latent factor structures and loadings of data for these constructs in the research sample. The research sample employed consisted of 904 undergraduate students at the University of Johannesburg. There were 694 women, 208 men and two individuals with undeclared gender in the sample. These participants represented a diversity of self-declared ethnicities: Black (630), Coloured (59), Indian / Asian (47), and White (164). Within the sample there were 19 different home languages that can be summarized as: Afrikaans (47), English (258), Indigenous South African (588), and other (9). In order to compare the theoretical organization of the 33 dominant constructs with empirically determined data, a 483 item questionnaire was developed and refined using Rasch modelling. The development of the measure of the identified constructs was informed by contemporary theory and measurement pertaining to each of the specific constructs. Following the refined measurement of the constructs, factor analytic procedures were used to determine latent factor structures for the 33 constructs. The latent factor structure and factor loadings of the specific constructs were then compared with the theorized organization determined by the proposed model. The central finding of the present investigation is that the theorized taxonomy is able to account for a deep theoretical conceptualization as to the functioning of the facets of the identified dominant constructs. This greater insight into the functioning and structure of the constructs within the field of positive psychology has profound implications for the manner in which constructs can be understood and for the manner in which these constructs can be elicited and practiced. Collectively, the meta-theoretical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes represent an important meta-synthesis that serves to meet the pressing call for the firm theoretical integration necessary to secure an array of sustainable futures within the field of positive psychology.
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A multi-national perspective on codes of ethics for the profession of industrial psychology
- Authors: Ferguson, Athol Peters
- Date: 2012-10-25
- Subjects: Industrial psychology , Psychologists - Professional ethics
- Type: Mini-Dissertation
- Identifier: uj:10451 , http://hdl.handle.net/10210/7916
- Description: M.Comm. , Orientation: Professions are widely recognised on the basis of their expert knowledge and their adherence to an accepted code of behaviour. An accepted code of behaviour may be entrenched in a formal document referred to as a code of conduct or similar. Industrial psychology (as a fully recognised profession within the field of psychology) is typically also guided by professional rules, regulations and codes of conduct. These codes occasionally include specific reference to the ethical components of the industrial psychologist’s activities and behaviours. Research purpose: The study was based on the assumption that a recognised profession such as industrial psychology would broadly engage with the same professional rules, regulations, obligations, expectations and responsibilities across the globe. The question arose whether critical scrutiny of existing codes of conduct from other countries would have value in informing the development and improvement of a dedicated code of ethics within a specific context (South Africa, for example). Motivation for the study: In South Africa, the profession of industrial psychology is regulated by the Health Professions Council of South Africa (HPCSA) who regulates and informs professional conduct, including aspects pertaining to professional ethics. All practicing industrial psychologists are by law required to register with the HPCSA. Alongside the legislated HPCSA, a professional association called the South African Society for Industrial and Organisational Psychology (SIOPSA) provides further guidelines and codes of practice to direct and inform the professional behaviours of industrial psychologists. Membership of the latter is voluntary. The motivation for the study was an expressed need from SIOPSA to advance and improve these guidelines and codes to render industrial psychologists (in South Africa) fit for the future demands of their profession. This would include special attention to the ethical demands and challenges associated with the profession. The aim of the study was to explore the possibility of using a multinational comparison of codes of ethics as a means to inform the process, for South Africa specifically but for countries and regions generally. Research design: A qualitative exploratory research design was selected and data was collected in the format of 20 Codes of Ethics from different countries across the globe. The codes were systematically analysed to explore the following aspects: (1) do these codes differ in format and style and if so, how; (2) do these codes differ in tone and if so, how; (3) is the content of these codes specific to industrial psychologists or generically applicable to all psychologists; (4) do these codes provide for all (or most) of the professional activities and functions and activities of industrial psychologists and if not, where do possible gaps exist; and on the basis hereof (5) could a multinational comparison serve to inform the development and improvement of a dedicated code of ethics for the profession of industrial psychology in South Africa?
- Full Text:
- Authors: Ferguson, Athol Peters
- Date: 2012-10-25
- Subjects: Industrial psychology , Psychologists - Professional ethics
- Type: Mini-Dissertation
- Identifier: uj:10451 , http://hdl.handle.net/10210/7916
- Description: M.Comm. , Orientation: Professions are widely recognised on the basis of their expert knowledge and their adherence to an accepted code of behaviour. An accepted code of behaviour may be entrenched in a formal document referred to as a code of conduct or similar. Industrial psychology (as a fully recognised profession within the field of psychology) is typically also guided by professional rules, regulations and codes of conduct. These codes occasionally include specific reference to the ethical components of the industrial psychologist’s activities and behaviours. Research purpose: The study was based on the assumption that a recognised profession such as industrial psychology would broadly engage with the same professional rules, regulations, obligations, expectations and responsibilities across the globe. The question arose whether critical scrutiny of existing codes of conduct from other countries would have value in informing the development and improvement of a dedicated code of ethics within a specific context (South Africa, for example). Motivation for the study: In South Africa, the profession of industrial psychology is regulated by the Health Professions Council of South Africa (HPCSA) who regulates and informs professional conduct, including aspects pertaining to professional ethics. All practicing industrial psychologists are by law required to register with the HPCSA. Alongside the legislated HPCSA, a professional association called the South African Society for Industrial and Organisational Psychology (SIOPSA) provides further guidelines and codes of practice to direct and inform the professional behaviours of industrial psychologists. Membership of the latter is voluntary. The motivation for the study was an expressed need from SIOPSA to advance and improve these guidelines and codes to render industrial psychologists (in South Africa) fit for the future demands of their profession. This would include special attention to the ethical demands and challenges associated with the profession. The aim of the study was to explore the possibility of using a multinational comparison of codes of ethics as a means to inform the process, for South Africa specifically but for countries and regions generally. Research design: A qualitative exploratory research design was selected and data was collected in the format of 20 Codes of Ethics from different countries across the globe. The codes were systematically analysed to explore the following aspects: (1) do these codes differ in format and style and if so, how; (2) do these codes differ in tone and if so, how; (3) is the content of these codes specific to industrial psychologists or generically applicable to all psychologists; (4) do these codes provide for all (or most) of the professional activities and functions and activities of industrial psychologists and if not, where do possible gaps exist; and on the basis hereof (5) could a multinational comparison serve to inform the development and improvement of a dedicated code of ethics for the profession of industrial psychology in South Africa?
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A South African woman's experience of expatriate adjustment
- Authors: Bester, Petrus Cornelius
- Date: 2008-06-17T13:38:49Z
- Subjects: Industrial psychology , Personnel management , Diplomatic and consular service, South African , Acculturation
- Type: Thesis
- Identifier: uj:2899 , http://hdl.handle.net/10210/632
- Description: A preliminary review of the literature on cultural or expatriate adjustment with regard to the spouses of diplomatic personnel, such as the military attaché, clearly indicated a gap in the existing knowledge scholars have of the adjustment experiences of spouses of expatriate managers. The aim of this study was exploring and describing one South African expatriate’s wife’s authentic experiences of expatriate adjustment to India. A modernist qualitative methodology with symbolic interactionism as theoretical framework and interpretivist constructivism as research paradigm was employed. The case study was used as qualitative research strategy and the life history was used as the qualitative research technique. Purposeful sampling was employed. Plummer’s (2001) critical humanism was included to reflect the flavour of the diversity of frameworks available to life history researchers. Data were obtained from solicited and unsolicited sources. This yielded a life history with rich descriptive data that were systematically analysed with the grounded theory technique proposed by Strauss and Corbin (1990, 1998). A conceptual framework was compiled and used to substantiate the finding by means of a literature review, the identification of the core category, and finally the development of a substantive theory called: a transitional theory of spousal expatriate adjustment. Guidelines proposed in the literature were followed to ensure the authenticity, trustworthiness and credibility of the study. The findings provided some understanding of how wives of military attaché’s experience the process of expatriate adjustment. Recommendations were made to improve current practice. The study also made a methodological contribution to the local study of Industrial and Organisational Psychology and in particular International Human Resources Management. Recommendations are made for future research. , Prof. Willem Schurink
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- Authors: Bester, Petrus Cornelius
- Date: 2008-06-17T13:38:49Z
- Subjects: Industrial psychology , Personnel management , Diplomatic and consular service, South African , Acculturation
- Type: Thesis
- Identifier: uj:2899 , http://hdl.handle.net/10210/632
- Description: A preliminary review of the literature on cultural or expatriate adjustment with regard to the spouses of diplomatic personnel, such as the military attaché, clearly indicated a gap in the existing knowledge scholars have of the adjustment experiences of spouses of expatriate managers. The aim of this study was exploring and describing one South African expatriate’s wife’s authentic experiences of expatriate adjustment to India. A modernist qualitative methodology with symbolic interactionism as theoretical framework and interpretivist constructivism as research paradigm was employed. The case study was used as qualitative research strategy and the life history was used as the qualitative research technique. Purposeful sampling was employed. Plummer’s (2001) critical humanism was included to reflect the flavour of the diversity of frameworks available to life history researchers. Data were obtained from solicited and unsolicited sources. This yielded a life history with rich descriptive data that were systematically analysed with the grounded theory technique proposed by Strauss and Corbin (1990, 1998). A conceptual framework was compiled and used to substantiate the finding by means of a literature review, the identification of the core category, and finally the development of a substantive theory called: a transitional theory of spousal expatriate adjustment. Guidelines proposed in the literature were followed to ensure the authenticity, trustworthiness and credibility of the study. The findings provided some understanding of how wives of military attaché’s experience the process of expatriate adjustment. Recommendations were made to improve current practice. The study also made a methodological contribution to the local study of Industrial and Organisational Psychology and in particular International Human Resources Management. Recommendations are made for future research. , Prof. Willem Schurink
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Affirming psychology in industrial psychology
- Authors: Schaerer, Mary
- Date: 2012-10-30
- Subjects: Industrial psychology , Personnel management , Applied psychology
- Type: Mini-Dissertation
- Identifier: uj:10489 , http://hdl.handle.net/10210/7986
- Description: M.Comm. , Industrial psychology is an applied sub-discipline of psychology, and industrial psychologists are trained to be behavioural specialists in the workplace. As such, industrial psychologists approach workplace problems or enhance organisational functioning from a behavioural perspective. Industrial psychologists also function as human resource management practitioners within organisations. An investigation was conducted to determine how behavioural science could ideally be applied by industrial psychologists in the human resource management domains. The importance of investigating this research question was to enable or enhance the practise of industrial psychologists when functioning in the human resource management domains. The aim of this study was to create a socially constructed futuristic framework that could inform industrial psychologists on how they could practically apply psychology in human resource management. A qualitative approach was utilised to explore the research question. Industrial psychologists (21) that function in the realm of human resource management were involved as participants through personal semi-structured in-depth interviews and focus groups to provide an informed perspective on the behavioural scientific role of psychologists in the human resource management domains. The main contribution of this study is that industrial psychologists may be better able to position themselves in order to embed behavioural science in the human resource management domains. The implications of the findings are discussed. Keywords: industrial psychology, human resource management, behavioural science
- Full Text:
- Authors: Schaerer, Mary
- Date: 2012-10-30
- Subjects: Industrial psychology , Personnel management , Applied psychology
- Type: Mini-Dissertation
- Identifier: uj:10489 , http://hdl.handle.net/10210/7986
- Description: M.Comm. , Industrial psychology is an applied sub-discipline of psychology, and industrial psychologists are trained to be behavioural specialists in the workplace. As such, industrial psychologists approach workplace problems or enhance organisational functioning from a behavioural perspective. Industrial psychologists also function as human resource management practitioners within organisations. An investigation was conducted to determine how behavioural science could ideally be applied by industrial psychologists in the human resource management domains. The importance of investigating this research question was to enable or enhance the practise of industrial psychologists when functioning in the human resource management domains. The aim of this study was to create a socially constructed futuristic framework that could inform industrial psychologists on how they could practically apply psychology in human resource management. A qualitative approach was utilised to explore the research question. Industrial psychologists (21) that function in the realm of human resource management were involved as participants through personal semi-structured in-depth interviews and focus groups to provide an informed perspective on the behavioural scientific role of psychologists in the human resource management domains. The main contribution of this study is that industrial psychologists may be better able to position themselves in order to embed behavioural science in the human resource management domains. The implications of the findings are discussed. Keywords: industrial psychology, human resource management, behavioural science
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Die mens as faktor in suksesvolle organisasie : 'n persoonlike en professionele leierskapsperspektief
- Authors: Brewis, Frans Mattheus
- Date: 2012-03-26
- Subjects: Leadership , Human beings , Interpersonal relations , Industrial psychology
- Type: Thesis
- Identifier: uj:2178 , http://hdl.handle.net/10210/4558
- Description: M.Phil. , The success of organisations has traditionally been measured based on profits and contribution to shareholders funds. However, recent literature indicates that the human factor has become a key element in achieving success. Widely described as soft issues, these human factors potentially have a profound effect on the success of the organisation (Business Report, 7 November 1999:6). The aim of this study was to icentify which soft issues were prevalent within the organisation, and also to determine what influence these soft issues have on the success of the organisation. The focus was thus on the phenomenon of soft issues within the organisation. In order to realise this aim, it was required to do research to establish which human factors are described in recent literature in order to establish their VI influence on the success of an organisation. Chapter two dealt with this aim and the research revealed a whole spectrum of soft issues including values, emotional intelligence, ethics and many more (See Table 1, Page 28) The research indicated that emotional intelligence and values were regarded as having a profound effect on the success of the organisation. Chapter three analised these two concepts in more detail with specific focus on the origin and nature of emotional intelligence and values as well as their effect on the success of the organisation. The study was motivated by the quest to find the co-ordination between the soft issues found within the organisation and the influence it had on the success of the organisation. The study was done from the paradigm of personal and professional leadership which has as main trait, the believe that change should happen from within the individual, and not from the outside (Covey, 1992:42).
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- Authors: Brewis, Frans Mattheus
- Date: 2012-03-26
- Subjects: Leadership , Human beings , Interpersonal relations , Industrial psychology
- Type: Thesis
- Identifier: uj:2178 , http://hdl.handle.net/10210/4558
- Description: M.Phil. , The success of organisations has traditionally been measured based on profits and contribution to shareholders funds. However, recent literature indicates that the human factor has become a key element in achieving success. Widely described as soft issues, these human factors potentially have a profound effect on the success of the organisation (Business Report, 7 November 1999:6). The aim of this study was to icentify which soft issues were prevalent within the organisation, and also to determine what influence these soft issues have on the success of the organisation. The focus was thus on the phenomenon of soft issues within the organisation. In order to realise this aim, it was required to do research to establish which human factors are described in recent literature in order to establish their VI influence on the success of an organisation. Chapter two dealt with this aim and the research revealed a whole spectrum of soft issues including values, emotional intelligence, ethics and many more (See Table 1, Page 28) The research indicated that emotional intelligence and values were regarded as having a profound effect on the success of the organisation. Chapter three analised these two concepts in more detail with specific focus on the origin and nature of emotional intelligence and values as well as their effect on the success of the organisation. The study was motivated by the quest to find the co-ordination between the soft issues found within the organisation and the influence it had on the success of the organisation. The study was done from the paradigm of personal and professional leadership which has as main trait, the believe that change should happen from within the individual, and not from the outside (Covey, 1992:42).
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Entrepreneurial education and entrepreneurial role models' influence on career choice
- Authors: Muofhe, Nnditsheni John
- Date: 2012-06-04
- Subjects: Entrepreneurship - Study and teaching , Vocational guidance , Industrial psychology
- Type: Thesis
- Identifier: uj:2352 , http://hdl.handle.net/10210/4808
- Description: M.Comm. , A point of departure is that most of the universities in South Africa and Africa at large have realised that it is important to introduce entrepreneurship as either a minor or major course in their curricula. The reality is that the countries in Africa are characterized by poverty, high levels of unemployment, and slow economic growth. South Africa is no exception. It is assumed that the teaching of entrepreneurship education to the youth at institutions of higher learning can help address these problems as more people would be encouraged to develop a more positive attitude towards the creation of businesses. This can be achieved if students are taught not just about entrepreneurship, but also how to act entrepreneurially. Furthermore, good and ef-fective entrepreneurship education programmes must be developed, designed, and implemented. The exposure of students to entrepreneurial role models would also yield positive results in terms of stimulating entrepreneurial intentions to start businesses.
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- Authors: Muofhe, Nnditsheni John
- Date: 2012-06-04
- Subjects: Entrepreneurship - Study and teaching , Vocational guidance , Industrial psychology
- Type: Thesis
- Identifier: uj:2352 , http://hdl.handle.net/10210/4808
- Description: M.Comm. , A point of departure is that most of the universities in South Africa and Africa at large have realised that it is important to introduce entrepreneurship as either a minor or major course in their curricula. The reality is that the countries in Africa are characterized by poverty, high levels of unemployment, and slow economic growth. South Africa is no exception. It is assumed that the teaching of entrepreneurship education to the youth at institutions of higher learning can help address these problems as more people would be encouraged to develop a more positive attitude towards the creation of businesses. This can be achieved if students are taught not just about entrepreneurship, but also how to act entrepreneurially. Furthermore, good and ef-fective entrepreneurship education programmes must be developed, designed, and implemented. The exposure of students to entrepreneurial role models would also yield positive results in terms of stimulating entrepreneurial intentions to start businesses.
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Industrial Psychology : goodness of fit? Fit for goodness?
- Authors: Van Vuuren, Leon J.
- Date: 2008-10-20T08:55:57Z
- Subjects: Industrial psychology , Capitalism , Goodness-of-fit tests , Integrity , Business ethics
- Type: Inaugural
- Identifier: uj:14884 , http://hdl.handle.net/10210/1254
- Description: Inaugural lecture--Dept. of Industrial Psychology, University of Johannesburg, 6 November 2006 , This paper represents a critical reflection on the relevance of industrial psychology. Against a historical-developmental background of the discipline, the inquiry questions its goodness of fit, i.e. its contribution to organisation and society. It is found that the fit is limited to its relevance for inwardly focused organisational behaviour due to its endorsement of the instrumental (strategic) motives of organisations that subscribe to an owner/shareholder agenda. Industrial psychology’s potential fit for goodness is explored with a view to enhance its relevance in an era of goodness. Scientific and practical interaction between industrial psychology and business ethics is suggested to facilitate movement away from a descriptive approach. The heuristics of reflection, resolve, research and resources are suggested to facilitate movement towards a normative (multiple stakeholder) paradigm aimed at broad based goodness and sustainability. Lastly, the potential risks inherent to an application of the heuristics are accounted for.
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- Authors: Van Vuuren, Leon J.
- Date: 2008-10-20T08:55:57Z
- Subjects: Industrial psychology , Capitalism , Goodness-of-fit tests , Integrity , Business ethics
- Type: Inaugural
- Identifier: uj:14884 , http://hdl.handle.net/10210/1254
- Description: Inaugural lecture--Dept. of Industrial Psychology, University of Johannesburg, 6 November 2006 , This paper represents a critical reflection on the relevance of industrial psychology. Against a historical-developmental background of the discipline, the inquiry questions its goodness of fit, i.e. its contribution to organisation and society. It is found that the fit is limited to its relevance for inwardly focused organisational behaviour due to its endorsement of the instrumental (strategic) motives of organisations that subscribe to an owner/shareholder agenda. Industrial psychology’s potential fit for goodness is explored with a view to enhance its relevance in an era of goodness. Scientific and practical interaction between industrial psychology and business ethics is suggested to facilitate movement away from a descriptive approach. The heuristics of reflection, resolve, research and resources are suggested to facilitate movement towards a normative (multiple stakeholder) paradigm aimed at broad based goodness and sustainability. Lastly, the potential risks inherent to an application of the heuristics are accounted for.
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Job characteristics and burnout : the confounding and moderating effect of neuroticism
- Authors: Thomas, Natasha F.
- Date: 2012-06-05
- Subjects: Job characteristics , Burn out (Psychology) , Neuroticism , Job demands , Job stress , Personality , Industrial psychology , Job Demands-Control-Support model , Job Content Questionnaire , Maslach Burnout Inventory , NEO Five-Factor Inventory
- Type: Mini-Dissertation
- Identifier: uj:2435 , http://hdl.handle.net/10210/4894
- Description: M.Comm. , The main aims of this study were explored using the Job Demands-Control-Support (JDCS) model. The first aim was to test the isostrain and buffer hypothesis of the JDCS model. The second aim was to investigate the role that neuroticism played in the relationship referred to above. A cross-sectional design was used. The sample (N=644) represented a diverse range of working participants within the Gauteng region of South Africa. The Job Content Questionnaire (JCQ), the Maslach Burnout Inventory – General Survey (MBI-GS), and the NEO Five-Factor Inventory Revised (NEO-FFI-R) were administered. In terms of the latter, only the items relating to neuroticism were analysed. The results indicated that job characteristics combined additively to predict burnout. Control moderated the relationship between demands and exhaustion. Neuroticism had a main effect on all three dimensions of burnout, and acted as a confounding variable in the relationship between demands and exhaustion. Neuroticism also acted as a buffer between demands and exhaustion, demands and cynicism, demands and professional efficacy, support and exhaustion and support and professional efficacy. The implications, limitations and recommendations relating to these results are discussed.
- Full Text:
- Authors: Thomas, Natasha F.
- Date: 2012-06-05
- Subjects: Job characteristics , Burn out (Psychology) , Neuroticism , Job demands , Job stress , Personality , Industrial psychology , Job Demands-Control-Support model , Job Content Questionnaire , Maslach Burnout Inventory , NEO Five-Factor Inventory
- Type: Mini-Dissertation
- Identifier: uj:2435 , http://hdl.handle.net/10210/4894
- Description: M.Comm. , The main aims of this study were explored using the Job Demands-Control-Support (JDCS) model. The first aim was to test the isostrain and buffer hypothesis of the JDCS model. The second aim was to investigate the role that neuroticism played in the relationship referred to above. A cross-sectional design was used. The sample (N=644) represented a diverse range of working participants within the Gauteng region of South Africa. The Job Content Questionnaire (JCQ), the Maslach Burnout Inventory – General Survey (MBI-GS), and the NEO Five-Factor Inventory Revised (NEO-FFI-R) were administered. In terms of the latter, only the items relating to neuroticism were analysed. The results indicated that job characteristics combined additively to predict burnout. Control moderated the relationship between demands and exhaustion. Neuroticism had a main effect on all three dimensions of burnout, and acted as a confounding variable in the relationship between demands and exhaustion. Neuroticism also acted as a buffer between demands and exhaustion, demands and cynicism, demands and professional efficacy, support and exhaustion and support and professional efficacy. The implications, limitations and recommendations relating to these results are discussed.
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Present challenges and some critical issues for research in industrial/ organisational psychology in South Africa.
- Rothmann, S., Cilliers, F.V.N.
- Authors: Rothmann, S. , Cilliers, F.V.N.
- Date: 2007
- Subjects: Industrial psychology , Organisational psychology , Identify , Tasks , Challenges
- Type: Article
- Identifier: uj:5668 , http://hdl.handle.net/10210/2912
- Description: The objective of this study was to determine a set of problems and critical issues that researchers in Industrial and Organisational Psychology deem to be important areas for immediate and future enquiry. The changing identity of this field of application is investigated, more relevant paradigms in the study of organisational health and wellness is explored and methods, techniques and interventions suitable to the South African context are suggested. Conclusions are formulated to increase the ability of organisations to work towards economic development, while promoting the wellness and quality of life of employees.
- Full Text:
- Authors: Rothmann, S. , Cilliers, F.V.N.
- Date: 2007
- Subjects: Industrial psychology , Organisational psychology , Identify , Tasks , Challenges
- Type: Article
- Identifier: uj:5668 , http://hdl.handle.net/10210/2912
- Description: The objective of this study was to determine a set of problems and critical issues that researchers in Industrial and Organisational Psychology deem to be important areas for immediate and future enquiry. The changing identity of this field of application is investigated, more relevant paradigms in the study of organisational health and wellness is explored and methods, techniques and interventions suitable to the South African context are suggested. Conclusions are formulated to increase the ability of organisations to work towards economic development, while promoting the wellness and quality of life of employees.
- Full Text:
Storytelling as a strategy to uncover organisational culture
- Authors: Ferraz, Julio Lando
- Date: 2012-10-29
- Subjects: Storytelling , Corporate culture , Industrial psychology , Organizational behavior
- Type: Thesis
- Identifier: uj:10461 , http://hdl.handle.net/10210/7926
- Description: M.Comm. , The purpose of this study was to investigate whether storytelling can be used as a strategy to uncover organisational culture. This investigation was prompted by a debate between scholars on whether a quantitative or qualitative approach should be adopted to assess culture. Based on Schein’s (2009) perspective on culture assessment a qualitative approach was adopted. Schein suggests that culture is unique and therefore cannot be assessed using a survey as surveys have predefined constructs that may not uncover certain critical cultural elements. The research methodology was informed by the interpretivisim paradigm. Conducted in a Consulting Firm semi-structured interviews were conducted with six senior members in order to gather their stories. For the data analysis and interpretation, thematic analysis was the chosen technique. Here themes were first extracted according to common stories, archetypes and behaviours identified. These were then interpreted for shared underlying assumptions which were uncovered when common behaviours observed could not be explained by espoused values or other artifacts. The interpretation of results uncovered six core underlying assumptions and five secondary underlying assumptions. The core underlying assumptions operate at the deepest level of the organisations unconscious and are “Sales Orientated,” “Dominance,” “Client First,” “Innovation,” “Adaptability and Nimbleness,” and “Individualism.” Secondary underlying assumptions are enablers of the core underlying assumptions and are “Work Centricity,” “Role Variety,” “Opinion Based Reward,” “Technology Consulting Identity” and “Global versus Local Skill.” The outcomes of the interpretation revealed patterns of underlying assumptions that drive organisational behaviour. To conclude, this study has managed to reveal important elements of the Consulting Firms culture and therefore is in support of a qualitative approach to assess culture. There are limitations of the study; most noticeably the limited number of participant’s interviewed. It is therefore recommended that future culture assessments consider storytelling as a strategy to uncover culture but that an increased number of participants are utilised.
- Full Text:
- Authors: Ferraz, Julio Lando
- Date: 2012-10-29
- Subjects: Storytelling , Corporate culture , Industrial psychology , Organizational behavior
- Type: Thesis
- Identifier: uj:10461 , http://hdl.handle.net/10210/7926
- Description: M.Comm. , The purpose of this study was to investigate whether storytelling can be used as a strategy to uncover organisational culture. This investigation was prompted by a debate between scholars on whether a quantitative or qualitative approach should be adopted to assess culture. Based on Schein’s (2009) perspective on culture assessment a qualitative approach was adopted. Schein suggests that culture is unique and therefore cannot be assessed using a survey as surveys have predefined constructs that may not uncover certain critical cultural elements. The research methodology was informed by the interpretivisim paradigm. Conducted in a Consulting Firm semi-structured interviews were conducted with six senior members in order to gather their stories. For the data analysis and interpretation, thematic analysis was the chosen technique. Here themes were first extracted according to common stories, archetypes and behaviours identified. These were then interpreted for shared underlying assumptions which were uncovered when common behaviours observed could not be explained by espoused values or other artifacts. The interpretation of results uncovered six core underlying assumptions and five secondary underlying assumptions. The core underlying assumptions operate at the deepest level of the organisations unconscious and are “Sales Orientated,” “Dominance,” “Client First,” “Innovation,” “Adaptability and Nimbleness,” and “Individualism.” Secondary underlying assumptions are enablers of the core underlying assumptions and are “Work Centricity,” “Role Variety,” “Opinion Based Reward,” “Technology Consulting Identity” and “Global versus Local Skill.” The outcomes of the interpretation revealed patterns of underlying assumptions that drive organisational behaviour. To conclude, this study has managed to reveal important elements of the Consulting Firms culture and therefore is in support of a qualitative approach to assess culture. There are limitations of the study; most noticeably the limited number of participant’s interviewed. It is therefore recommended that future culture assessments consider storytelling as a strategy to uncover culture but that an increased number of participants are utilised.
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The development and validation of a variable remuneration methodology.
- Authors: De Swardt, Lukas Petrus
- Date: 2008-08-15T06:51:37Z
- Subjects: Industrial psychology , Compensation management
- Type: Thesis
- Identifier: uj:6592 , http://hdl.handle.net/10210/856
- Description: Variable remuneration is an integral part of the management process, utilised to motivate participants to achieve business objectives. Many employers are actively seeking ways of increasing the value of variable remuneration in the employment process for the perceived benefits it would have for the business and participants. Over the past decade variable remuneration has become a significant component of the employment offer that contributes to the attraction and retention of highly sought-after employees. It has grown in importance, but simultaneously has also become a major employment cost. In the absence of a validated generic methodology, the variable remuneration methodologies applied by employers are intuitive and most often lack any scientific basis. The purpose of the study was to design and validate a variable remuneration methodology that will allow managers, or scheme designers, to develop variable remuneration schemes that will be able to deliver outcomes that would be attributable to the variable remuneration scheme and not to factors outside the control of the scheme participants or within the greater organisational context. Based on a literature survey covering three bodies of knowledge; motivational theory, variable remuneration concepts, and the variable remuneration life cycle, propositions regarding variable remuneration were formulated. These propositions were converted into 99 items making up a questionnaire dealing with variable remuneration constructs. The questionnaire was applied to thirty different types of variable remuneration schemes in a bank assurance group. Six hundred and thirty two scheme participants completed the questionnaire that assessed the thirty schemes. Independently from the scheme assessments, scheme owners and/or designers evaluated scheme outcomes. First and second order factor analyses were performed on the variable remuneration scheme questionnaire that produced three adequately determined factors. The factors had highly acceptable internal reliabilities. These factors were: Congruency, Instrumentality and Performing. The respective relationships between the Independent Variables: Congruency, Instrumentality and Performing, the Moderator Variables: Scheme Type and Job Level and the Independent Variable: Scheme Outcome, were investigated by means of Analysis of Variance (ANOVA), Multiple Analysis of Variance (MANOVA), Analysis of Co-Variance (ANCOVA) as well as Multiple Regression Analysis. An empirically determined generic variable remuneration methodology was arrived at, consisting of three constructs and eleven dimensions, which explained 34,5% of the variance of variable remuneration scheme outcomes and is depicted in the figure below. , Prof. Theo Veldsman Prof. Gert Roodt
- Full Text:
- Authors: De Swardt, Lukas Petrus
- Date: 2008-08-15T06:51:37Z
- Subjects: Industrial psychology , Compensation management
- Type: Thesis
- Identifier: uj:6592 , http://hdl.handle.net/10210/856
- Description: Variable remuneration is an integral part of the management process, utilised to motivate participants to achieve business objectives. Many employers are actively seeking ways of increasing the value of variable remuneration in the employment process for the perceived benefits it would have for the business and participants. Over the past decade variable remuneration has become a significant component of the employment offer that contributes to the attraction and retention of highly sought-after employees. It has grown in importance, but simultaneously has also become a major employment cost. In the absence of a validated generic methodology, the variable remuneration methodologies applied by employers are intuitive and most often lack any scientific basis. The purpose of the study was to design and validate a variable remuneration methodology that will allow managers, or scheme designers, to develop variable remuneration schemes that will be able to deliver outcomes that would be attributable to the variable remuneration scheme and not to factors outside the control of the scheme participants or within the greater organisational context. Based on a literature survey covering three bodies of knowledge; motivational theory, variable remuneration concepts, and the variable remuneration life cycle, propositions regarding variable remuneration were formulated. These propositions were converted into 99 items making up a questionnaire dealing with variable remuneration constructs. The questionnaire was applied to thirty different types of variable remuneration schemes in a bank assurance group. Six hundred and thirty two scheme participants completed the questionnaire that assessed the thirty schemes. Independently from the scheme assessments, scheme owners and/or designers evaluated scheme outcomes. First and second order factor analyses were performed on the variable remuneration scheme questionnaire that produced three adequately determined factors. The factors had highly acceptable internal reliabilities. These factors were: Congruency, Instrumentality and Performing. The respective relationships between the Independent Variables: Congruency, Instrumentality and Performing, the Moderator Variables: Scheme Type and Job Level and the Independent Variable: Scheme Outcome, were investigated by means of Analysis of Variance (ANOVA), Multiple Analysis of Variance (MANOVA), Analysis of Co-Variance (ANCOVA) as well as Multiple Regression Analysis. An empirically determined generic variable remuneration methodology was arrived at, consisting of three constructs and eleven dimensions, which explained 34,5% of the variance of variable remuneration scheme outcomes and is depicted in the figure below. , Prof. Theo Veldsman Prof. Gert Roodt
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The development of a work values questionnaire
- Engelbrecht, Petronella Maria
- Authors: Engelbrecht, Petronella Maria
- Date: 2008-11-03T06:48:13Z
- Subjects: Career development , Values research , Work ethic , Industrial psychology , Questionnaires
- Type: Thesis
- Identifier: uj:14033 , http://hdl.handle.net/10210/1441
- Description: D.Litt. et Phil. , The shift from a modern to a postmodern culture is reverberating through the field of career psychology. This results in a rejection of the grandnarrative of the objective career and a shift to the exploration of multiple subjective realities regarding the world of work. A description of three aspects, namely, sensitivity towards diversity, the notion of the subjective self and the challenge to the general paradigm of progress, illuminate blind spots in modern career psychology. These aspects present a conceptual base for thinking on postmodern career psychology. The career psychologist’s role is determined by processes of decision making and attributing meaning. An exploration and clarification of values is useful during these processes. The aim of this study is to formulate and investigate the validity of a structure of work values during an early stage of career process by means of developing a Work Values Questionnaire. A theoretical discussion of the constructs of values and more specifically work values, presents a basis for developing items for the Work Values Questionnaire. The purpose of this theoretical description is operational. In accordance with the postmodern incrudibility towards the grandnarrative no attempt is made to present a unified value or work values theory. The work of Buchholz and Hofstede forms the basis for a description of work values. From this theoretical basis five work value scales, namely, Collectivism, Uncertainty Avoidance, Power Distance, Individualism and Humanist Values were postulated. 93 items representing these scales were written and administered on 1365 South African participants. The responses of 637 participants were used to perform an exploratory factor analysis on the 93 items. The responses of the remaining 717 participants were used to perform confirmatory factor analysis of the obtained empirical structure. Five factors were identified and described in the first group by means of exploratory factor analysis. Based on these results, a postulated model was generated and tested with the Group Two data. The fit between the model and the data was explored by means of the chi-square statistic, the Goodness of Fit Index, the Adjusted Goodness of Fit Index and the Steiger Lind Root Mean Square Error of Approximation Index. The results indicate a satisfactory fit between the postulated model and the data. Based on the outcome of the exploratory and confirmatory factor analyses, these five factors can be described as iv empirically well defined. The factors also appear to represent meaningful psychological constructs. It is therefore stated that the validity of a structure of work values is supported. The five constructs are Group Involvement, Uncertainty Tolerance, Structured Work, Visible Success, as well as, Progressive Advancement and Success. The results of this exploration can be utilised in further research aimed at the development of a Work Values Questionnaire.
- Full Text:
- Authors: Engelbrecht, Petronella Maria
- Date: 2008-11-03T06:48:13Z
- Subjects: Career development , Values research , Work ethic , Industrial psychology , Questionnaires
- Type: Thesis
- Identifier: uj:14033 , http://hdl.handle.net/10210/1441
- Description: D.Litt. et Phil. , The shift from a modern to a postmodern culture is reverberating through the field of career psychology. This results in a rejection of the grandnarrative of the objective career and a shift to the exploration of multiple subjective realities regarding the world of work. A description of three aspects, namely, sensitivity towards diversity, the notion of the subjective self and the challenge to the general paradigm of progress, illuminate blind spots in modern career psychology. These aspects present a conceptual base for thinking on postmodern career psychology. The career psychologist’s role is determined by processes of decision making and attributing meaning. An exploration and clarification of values is useful during these processes. The aim of this study is to formulate and investigate the validity of a structure of work values during an early stage of career process by means of developing a Work Values Questionnaire. A theoretical discussion of the constructs of values and more specifically work values, presents a basis for developing items for the Work Values Questionnaire. The purpose of this theoretical description is operational. In accordance with the postmodern incrudibility towards the grandnarrative no attempt is made to present a unified value or work values theory. The work of Buchholz and Hofstede forms the basis for a description of work values. From this theoretical basis five work value scales, namely, Collectivism, Uncertainty Avoidance, Power Distance, Individualism and Humanist Values were postulated. 93 items representing these scales were written and administered on 1365 South African participants. The responses of 637 participants were used to perform an exploratory factor analysis on the 93 items. The responses of the remaining 717 participants were used to perform confirmatory factor analysis of the obtained empirical structure. Five factors were identified and described in the first group by means of exploratory factor analysis. Based on these results, a postulated model was generated and tested with the Group Two data. The fit between the model and the data was explored by means of the chi-square statistic, the Goodness of Fit Index, the Adjusted Goodness of Fit Index and the Steiger Lind Root Mean Square Error of Approximation Index. The results indicate a satisfactory fit between the postulated model and the data. Based on the outcome of the exploratory and confirmatory factor analyses, these five factors can be described as iv empirically well defined. The factors also appear to represent meaningful psychological constructs. It is therefore stated that the validity of a structure of work values is supported. The five constructs are Group Involvement, Uncertainty Tolerance, Structured Work, Visible Success, as well as, Progressive Advancement and Success. The results of this exploration can be utilised in further research aimed at the development of a Work Values Questionnaire.
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The governance of ethics in the profession of industrial psychology in South Africa : the roles of regulatory bodies and professional associations
- Baloyi, Patricia Gaongalelwe
- Authors: Baloyi, Patricia Gaongalelwe
- Date: 2012-10-25
- Subjects: Corporate governance , Industrial psychology , Industrial psychologists - Professional ethics , Professional ethics , Trade associations
- Type: Mini-Dissertation
- Identifier: uj:10445 , http://hdl.handle.net/10210/7910
- Description: M.Phil. , Governance comprises different interrelated functions and activities which are to be clearly defined and allocated towards a responsible person / entity. The aim of the study was to explore the perceptions of the Professional Board for Psychology of the Health Professions Council of South Africa and the two professional associations (Psychological Society of South Africa and Society for Industrial and Organisational Psychology of South Africa) on how they define their different roles in governing ethics in the profession of industrial psychology. Qualitative content analysis was used to analyse data collected through semi-structured interviews from nine participants with three members from each of these organisations who were considered to be experts in the area of ethics governance. The outcome of this study suggests that the regulatory body which is the Professional Board for Psychology, the two professional associations together with other identified role players have a role to play in governing ethics of industrial psychologists. The results also highlighted the need for these parties to collaborate in advancing their roles in striving towards higher levels of ethics within the profession of industrial psychology.
- Full Text:
- Authors: Baloyi, Patricia Gaongalelwe
- Date: 2012-10-25
- Subjects: Corporate governance , Industrial psychology , Industrial psychologists - Professional ethics , Professional ethics , Trade associations
- Type: Mini-Dissertation
- Identifier: uj:10445 , http://hdl.handle.net/10210/7910
- Description: M.Phil. , Governance comprises different interrelated functions and activities which are to be clearly defined and allocated towards a responsible person / entity. The aim of the study was to explore the perceptions of the Professional Board for Psychology of the Health Professions Council of South Africa and the two professional associations (Psychological Society of South Africa and Society for Industrial and Organisational Psychology of South Africa) on how they define their different roles in governing ethics in the profession of industrial psychology. Qualitative content analysis was used to analyse data collected through semi-structured interviews from nine participants with three members from each of these organisations who were considered to be experts in the area of ethics governance. The outcome of this study suggests that the regulatory body which is the Professional Board for Psychology, the two professional associations together with other identified role players have a role to play in governing ethics of industrial psychologists. The results also highlighted the need for these parties to collaborate in advancing their roles in striving towards higher levels of ethics within the profession of industrial psychology.
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The moderating role of emotional intelligence on the process of workplace conflict, job crafting and job performance
- Authors: Sloan, Monique
- Date: 2018
- Subjects: Emotional intelligence , Performance - Psychological aspects , Conflict management , Industrial psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402968 , uj:33746
- Description: Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Sloan, Monique
- Date: 2018
- Subjects: Emotional intelligence , Performance - Psychological aspects , Conflict management , Industrial psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402968 , uj:33746
- Description: Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ. , M.Com. (Industrial Psychology)
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The psychologist-lawyer dynamic in industrial psychologists’ psycho-legal activities
- Authors: Van Lill, Xander
- Date: 2013-07-18
- Subjects: Industrial psychology , Forensic psychology , Industrial psychologists - Professional relationships , Lawyers - Professional relationships
- Type: Thesis
- Identifier: uj:7655 , http://hdl.handle.net/10210/8524
- Description: M.Phil. (Industrial Psychology) , The objective of this study was to determine the psychologist-lawyer dynamics, prevalent in the psycho-legal activities of industrial psychologists. In order to reach this objective, repertory grid interviews were conducted with 10 participants, all of whom were industrial psychologists experienced in psycho-legal activities. During the interviews, the participants were asked to contrast their experiences in terms of the psychologist-lawyer dynamics, by eliciting similarities and differences between the psycho-legal cases which they identified. From the contrasts obtained in the interviews, the data were analysed in three consecutive stages, namely eyeball analysis, bootstrapping analysis, and the interpretation and sense-making of the themes. In the first stage of analysis, the repertory grids of the participants were scanned holistically to identify personal constructs. In the second stage of analysis, the personal constructs were categorised into themes, based on a process of continual scrutiny for similarities. During the final stage of analysis, the seven themes, categorised from the personal constructs of the participants, were interpreted and made sense of by using relevant literature on forensic psychology. The seven themes categorised from the data were: differing scientific worldviews of industrial psychologists and lawyers, the power differential in the psychologist-lawyer relationship, motives of the instructing lawyer, structure of the psychologist-lawyer relationship, the industrial psychologist's fees, objectivity of the industrial psychologist, and ethical principles in psycho-legal activities. Based on the seven themes, recommendations are made to important stakeholders such as industrial psychologists, the Professional Board for Psychology, lawyers instructing industrial psychologists, and universities. Furthermore, important limitations of this study are noted, from where recommendations for future research are made. Recommendations for stakeholders and future research in terms of the psychologist-lawyer dynamics in industrial psychologists’ psycho-legal activities are aimed at mediating the interdisciplinary and inter-professional dynamics between industrial psychologists and lawyers, in order to aid the sustained practice of industrial psychologists’ psycho-legal activities.
- Full Text:
- Authors: Van Lill, Xander
- Date: 2013-07-18
- Subjects: Industrial psychology , Forensic psychology , Industrial psychologists - Professional relationships , Lawyers - Professional relationships
- Type: Thesis
- Identifier: uj:7655 , http://hdl.handle.net/10210/8524
- Description: M.Phil. (Industrial Psychology) , The objective of this study was to determine the psychologist-lawyer dynamics, prevalent in the psycho-legal activities of industrial psychologists. In order to reach this objective, repertory grid interviews were conducted with 10 participants, all of whom were industrial psychologists experienced in psycho-legal activities. During the interviews, the participants were asked to contrast their experiences in terms of the psychologist-lawyer dynamics, by eliciting similarities and differences between the psycho-legal cases which they identified. From the contrasts obtained in the interviews, the data were analysed in three consecutive stages, namely eyeball analysis, bootstrapping analysis, and the interpretation and sense-making of the themes. In the first stage of analysis, the repertory grids of the participants were scanned holistically to identify personal constructs. In the second stage of analysis, the personal constructs were categorised into themes, based on a process of continual scrutiny for similarities. During the final stage of analysis, the seven themes, categorised from the personal constructs of the participants, were interpreted and made sense of by using relevant literature on forensic psychology. The seven themes categorised from the data were: differing scientific worldviews of industrial psychologists and lawyers, the power differential in the psychologist-lawyer relationship, motives of the instructing lawyer, structure of the psychologist-lawyer relationship, the industrial psychologist's fees, objectivity of the industrial psychologist, and ethical principles in psycho-legal activities. Based on the seven themes, recommendations are made to important stakeholders such as industrial psychologists, the Professional Board for Psychology, lawyers instructing industrial psychologists, and universities. Furthermore, important limitations of this study are noted, from where recommendations for future research are made. Recommendations for stakeholders and future research in terms of the psychologist-lawyer dynamics in industrial psychologists’ psycho-legal activities are aimed at mediating the interdisciplinary and inter-professional dynamics between industrial psychologists and lawyers, in order to aid the sustained practice of industrial psychologists’ psycho-legal activities.
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The relationship of sense of coherence and job characteristics in the consideration of burnout : confound or moderator?
- Authors: Johnston, Claire Suzanne
- Date: 2012-06-05
- Subjects: Burn out (Psychology) , Job characteristics , Job demand , Job stress , Personality , Industrial psychology
- Type: Mini-Dissertation
- Identifier: uj:2444 , http://hdl.handle.net/10210/4902
- Description: M.Phil. , This minor dissertation examines the relationship among personality, job characteristics and burnout. Specifically, the moderating role that Sense of Coherence (Antonovsky, 1979) plays in the relationship between the Job Demand-Control-Support model (Johnson & Hall, 1988; Karasek, 1979) and burnout is examined. A cross sectional study used self reported measures of demands, control, support, Sense of Coherence and burnout. Participants spanned age, race, and occupational categories. Hierarchical multiple regression analyses gave evidence for the additive effects of demands, control, and support in predicting burnout. Minimal support was found for the buffering effects of control. Results show that Sense of Coherence has a direct effect on burnout and moderates the effect of demands on exhaustion, and the effect of support on all burnout dimensions. Limitations, recommendations for future research and implications are discussed.
- Full Text:
- Authors: Johnston, Claire Suzanne
- Date: 2012-06-05
- Subjects: Burn out (Psychology) , Job characteristics , Job demand , Job stress , Personality , Industrial psychology
- Type: Mini-Dissertation
- Identifier: uj:2444 , http://hdl.handle.net/10210/4902
- Description: M.Phil. , This minor dissertation examines the relationship among personality, job characteristics and burnout. Specifically, the moderating role that Sense of Coherence (Antonovsky, 1979) plays in the relationship between the Job Demand-Control-Support model (Johnson & Hall, 1988; Karasek, 1979) and burnout is examined. A cross sectional study used self reported measures of demands, control, support, Sense of Coherence and burnout. Participants spanned age, race, and occupational categories. Hierarchical multiple regression analyses gave evidence for the additive effects of demands, control, and support in predicting burnout. Minimal support was found for the buffering effects of control. Results show that Sense of Coherence has a direct effect on burnout and moderates the effect of demands on exhaustion, and the effect of support on all burnout dimensions. Limitations, recommendations for future research and implications are discussed.
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Towards constructing the identity of industrial and organisational psychology
- Authors: Chamda, Nasreen
- Date: 2013-12-09
- Subjects: Industrial psychology , Industrial psychologists , Identity (Psychology)
- Type: Thesis
- Identifier: uj:7821 , http://hdl.handle.net/10210/8715
- Description: M.Phil. (Industrial Psychology) , Industrial psychology is a profession that provides behaviour focused services to improve the efficiency and effectiveness of businesses. Industrial psychologists implement interventions at an individual, group and organisational level to improve productivity and well-being as well as reaffirming strengths and organisational flourishing. It can be said that the industrial psychology profession has been subjected to identity challenges as the profession has evolved. Orientation: The study explored the dynamics of the challenges relating to the identity of the industrial psychology profession as well as its members and further explores the creation of professional identity through social interaction. Research purpose: The aim of this study was to report on the outcomes of the social construction process and the co-creation of the identity of the industrial psychology profession and professional. Motivation for the study: This study was aimed at acquiring an understanding on the outcomes of the process of socially constructing the professional identity of industrial psychology. Research design, approach and method: This study used social construction in the context of a qualitative field research. The researcher used social media as a data collection method and asked seven industrial psychology related questions to a sample of 80 participants who contributed to a total of 627 responses. Main findings: Findings apply to areas of the industrial psychology as a science, as a profession, and the industrial psychologist as a practitioner. A unifying industrial psychology identity should be established that may assist in the maintenance of the profession’s relevance and reduce professional identity challenges. Practical/managerial implications: There are many stakeholders of the industrial psychology profession that may be affected by the services provided by members of the profession. These stakeholders include: industrial psychologists themselves, industrial psychology academics and institutions, organisations, clients and internship providers as well as regulatory boards and associations. The recommendations made in this study have been specifically applied to all stakeholders. Contribution/value-add: This study may assist in the a) elimination of role ambiguity and b) the promotion of using social media as a data collection method.
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- Authors: Chamda, Nasreen
- Date: 2013-12-09
- Subjects: Industrial psychology , Industrial psychologists , Identity (Psychology)
- Type: Thesis
- Identifier: uj:7821 , http://hdl.handle.net/10210/8715
- Description: M.Phil. (Industrial Psychology) , Industrial psychology is a profession that provides behaviour focused services to improve the efficiency and effectiveness of businesses. Industrial psychologists implement interventions at an individual, group and organisational level to improve productivity and well-being as well as reaffirming strengths and organisational flourishing. It can be said that the industrial psychology profession has been subjected to identity challenges as the profession has evolved. Orientation: The study explored the dynamics of the challenges relating to the identity of the industrial psychology profession as well as its members and further explores the creation of professional identity through social interaction. Research purpose: The aim of this study was to report on the outcomes of the social construction process and the co-creation of the identity of the industrial psychology profession and professional. Motivation for the study: This study was aimed at acquiring an understanding on the outcomes of the process of socially constructing the professional identity of industrial psychology. Research design, approach and method: This study used social construction in the context of a qualitative field research. The researcher used social media as a data collection method and asked seven industrial psychology related questions to a sample of 80 participants who contributed to a total of 627 responses. Main findings: Findings apply to areas of the industrial psychology as a science, as a profession, and the industrial psychologist as a practitioner. A unifying industrial psychology identity should be established that may assist in the maintenance of the profession’s relevance and reduce professional identity challenges. Practical/managerial implications: There are many stakeholders of the industrial psychology profession that may be affected by the services provided by members of the profession. These stakeholders include: industrial psychologists themselves, industrial psychology academics and institutions, organisations, clients and internship providers as well as regulatory boards and associations. The recommendations made in this study have been specifically applied to all stakeholders. Contribution/value-add: This study may assist in the a) elimination of role ambiguity and b) the promotion of using social media as a data collection method.
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Understanding the role of ego, temperament and self esteem in the process of developing personal leadership skills
- Authors: Harrop-Allin, Mary Anne
- Date: 2010-11-09T06:33:12Z
- Subjects: Industrial psychology , Leadership , Success , Ego (Psychology) , Temperament , Self-esteem
- Type: Thesis
- Identifier: uj:6959 , http://hdl.handle.net/10210/3468
- Description: D.Phil. , “This thesis is a study about life, broken relationships, friendships, adapting to change and personal growth. It is a study about nurturing oneself and developing those qualities within oneself that will ensure a life of quality, harmony and inner peace. Autoethnography is an unconventional research method that is seldom used in qualitative research circles – the social sciences or human resource management spheres in South Africa. The contents of this thesis will be presented to an audience of social psychologists, social scientists, human resource managers, academics, school principals, teachers, parents, and divorcees, couples contemplating divorce, youth leaders and personal, interpersonal and professional leadership facilitators. The intention is to provide the reader with the opportunity to learn vicariously through the reading of the stories of other human beings, to identify with these stories and, as a result, to feel motivated to effect personal and social change. Reading about others enables us to learn more about ourselves and to feel in community with other human beings. This work presents an autoethnographic account of divorce and the emotional ramifications of this experience. Performance in the workplace is routinely compromised when individuals within the workplace are emotionally distressed. This thesis aims at highlighting the way in which coping strategies may motivate personal growth that will, in turn, enable the individual to adapt positively to change while performing optimally in the workplace. This work is set in the teaching environment of a primary school. The stories presented illustrate the myriad issues that are laid bare when worlds drift apart. Each story highlights challenges that will need to be addressed during the divorce process. The issues addressed in this thesis include love, compassion, leadership, values, principles, friendship, self-esteem, ego, selfexpression and forgiveness. The successful resolution of each challenge and the subsequent learning process will result in personal growth and a pervasive feeling of inner peace and harmony.
- Full Text:
- Authors: Harrop-Allin, Mary Anne
- Date: 2010-11-09T06:33:12Z
- Subjects: Industrial psychology , Leadership , Success , Ego (Psychology) , Temperament , Self-esteem
- Type: Thesis
- Identifier: uj:6959 , http://hdl.handle.net/10210/3468
- Description: D.Phil. , “This thesis is a study about life, broken relationships, friendships, adapting to change and personal growth. It is a study about nurturing oneself and developing those qualities within oneself that will ensure a life of quality, harmony and inner peace. Autoethnography is an unconventional research method that is seldom used in qualitative research circles – the social sciences or human resource management spheres in South Africa. The contents of this thesis will be presented to an audience of social psychologists, social scientists, human resource managers, academics, school principals, teachers, parents, and divorcees, couples contemplating divorce, youth leaders and personal, interpersonal and professional leadership facilitators. The intention is to provide the reader with the opportunity to learn vicariously through the reading of the stories of other human beings, to identify with these stories and, as a result, to feel motivated to effect personal and social change. Reading about others enables us to learn more about ourselves and to feel in community with other human beings. This work presents an autoethnographic account of divorce and the emotional ramifications of this experience. Performance in the workplace is routinely compromised when individuals within the workplace are emotionally distressed. This thesis aims at highlighting the way in which coping strategies may motivate personal growth that will, in turn, enable the individual to adapt positively to change while performing optimally in the workplace. This work is set in the teaching environment of a primary school. The stories presented illustrate the myriad issues that are laid bare when worlds drift apart. Each story highlights challenges that will need to be addressed during the divorce process. The issues addressed in this thesis include love, compassion, leadership, values, principles, friendship, self-esteem, ego, selfexpression and forgiveness. The successful resolution of each challenge and the subsequent learning process will result in personal growth and a pervasive feeling of inner peace and harmony.
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