Antecedents to job crafting and self-undermining behaviour : implications for person‒job fit and job performance
- Authors: Peral, Sergio Luis
- Date: 2019
- Subjects: Quality of work life , Labor discipline , Performance standards , Employees - Rating of
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/403065 , uj:33758
- Description: Abstract : The manner in which employees approach their work and carry out their particular job tasks can have serious implications for both their wellbeing and performance at work, and, in turn, affect the overall functioning of the organisations for which they work. Moreover, the types of behaviours that employees engage in may be a function of who they are as individuals, that is, their unique personality traits. In the current study, an investigation was undertaken to explore two specific employee behaviours that have shown to differentially affect important work outcomes such as job performance, namely job crafting and self-undermining behaviour. Job crafting is a self-initiated type of employee behaviour that involves employees proactively shaping their job, whereby they may change both the physical and cognitive boundaries of the job. Self-undermining, on the other hand, is a type of maladaptive employee behaviour (e.g., purposefully working slow, creating conflict with colleagues) that creates obstacles for the individuals at work and which subsequently hinders their job performance. To date, there has been limited research that has investigated the individual antecedents and outcomes of these two particular employee behaviours, especially in the South African working context. Furthermore, the instruments (i.e. scales) used to measure these behaviours have predominantly been applied in European (e.g., Netherlands) and Western (e.g., USA) parts of the world, leaving important questions unanswered regarding the psychometric soundness of these instruments in the South African work context. Accordingly, the overarching aim of the current research was to explore individual personality as an antecedent to job crafting and self-undermining behaviour, and the subsequent effects on important workplace outcomes, such as job performance, person‒job fit and basic needs satisfaction. , D.Phil. (Industrial Psychology)
- Full Text:
- Authors: Peral, Sergio Luis
- Date: 2019
- Subjects: Quality of work life , Labor discipline , Performance standards , Employees - Rating of
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/403065 , uj:33758
- Description: Abstract : The manner in which employees approach their work and carry out their particular job tasks can have serious implications for both their wellbeing and performance at work, and, in turn, affect the overall functioning of the organisations for which they work. Moreover, the types of behaviours that employees engage in may be a function of who they are as individuals, that is, their unique personality traits. In the current study, an investigation was undertaken to explore two specific employee behaviours that have shown to differentially affect important work outcomes such as job performance, namely job crafting and self-undermining behaviour. Job crafting is a self-initiated type of employee behaviour that involves employees proactively shaping their job, whereby they may change both the physical and cognitive boundaries of the job. Self-undermining, on the other hand, is a type of maladaptive employee behaviour (e.g., purposefully working slow, creating conflict with colleagues) that creates obstacles for the individuals at work and which subsequently hinders their job performance. To date, there has been limited research that has investigated the individual antecedents and outcomes of these two particular employee behaviours, especially in the South African working context. Furthermore, the instruments (i.e. scales) used to measure these behaviours have predominantly been applied in European (e.g., Netherlands) and Western (e.g., USA) parts of the world, leaving important questions unanswered regarding the psychometric soundness of these instruments in the South African work context. Accordingly, the overarching aim of the current research was to explore individual personality as an antecedent to job crafting and self-undermining behaviour, and the subsequent effects on important workplace outcomes, such as job performance, person‒job fit and basic needs satisfaction. , D.Phil. (Industrial Psychology)
- Full Text:
Die verband tussen persoonlikheidstyl, waargenome organisasieklimaat en werksprestasie
- Authors: Van Rooyen, Rudolf Hugo
- Date: 2014-11-17
- Subjects: Performance standards , Goal setting in personnel management , Personnel management
- Type: Thesis
- Identifier: uj:12847 , http://hdl.handle.net/10210/12736
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
- Authors: Van Rooyen, Rudolf Hugo
- Date: 2014-11-17
- Subjects: Performance standards , Goal setting in personnel management , Personnel management
- Type: Thesis
- Identifier: uj:12847 , http://hdl.handle.net/10210/12736
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
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...
- Full Text:
- 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...
- Full Text:
Leading key performance indicator development requirement for a steel manufacturing organisation
- Authors: Khumalo, Zipho Blessed
- Date: 2015-06-25
- Subjects: Steel industry and trade - Safety measures , Engineering - Management , Performance standards
- Type: Thesis
- Identifier: uj:13621 , http://hdl.handle.net/10210/13802
- Description: M.Ing. (Engineering Management) , The steel industry is considered a very harsh working environment that has been seen to be a major contributor to the occupational health and safety incidents occurring in the manufacturing sector. Due to the nature of the steel making process, the steel industry remains dangerous to employees. Leading key performance indicators of safety are a control mechanism that can be used in contributing to the improvement of safety performance. The aim of the research conducted was to determine if leading key performance indicators of safety are being utilised in organisations in the steel industry, to determine the KPI in use was informative of the root cause of the safety incident and to identify the initial KPI development requirements in a steel manufacturing organisation in South Africa. A literature review centred on leading key performance indicators of safety was conducted to establish the meaning of KPI and their application in other similar industries. A benchmark for the research was established from the literature review. The research was influenced by the methods that were applied by Grabowski, Ayalasomayajula, Wang, Merrick, Mc Cafferty, Meador & Kinney, 2007, that were successfully used in the derivation of leading KPI in the shipping industry. The research done by Toellner, 2001 on leading indicators of safety was also influential in conducting this study. The data was obtained through random sampling in a population of production staff, engineering, personnel, specialists and managerial staff, whose experience in the industry ranged from two years to forty years. The questionnaire was randomly distributed to a population consisting of fourteen supervisors, twelve engineering staff, eighty-six production personnel, twenty-one specialists and six management staff. The respondents’ level of experience in the industry varied from two years to forty years and a combined experience level of one-hundred and thirty-five years. It was found that the key performance indicators of safety that were being utilised have not evolved significantly over the past fifteen years and they do not provide insight to the root cause of the accident. This research provides the strategic requirements needing for developing leading key performance indicators of safety in a steel manufacturing organisation.
- Full Text:
- Authors: Khumalo, Zipho Blessed
- Date: 2015-06-25
- Subjects: Steel industry and trade - Safety measures , Engineering - Management , Performance standards
- Type: Thesis
- Identifier: uj:13621 , http://hdl.handle.net/10210/13802
- Description: M.Ing. (Engineering Management) , The steel industry is considered a very harsh working environment that has been seen to be a major contributor to the occupational health and safety incidents occurring in the manufacturing sector. Due to the nature of the steel making process, the steel industry remains dangerous to employees. Leading key performance indicators of safety are a control mechanism that can be used in contributing to the improvement of safety performance. The aim of the research conducted was to determine if leading key performance indicators of safety are being utilised in organisations in the steel industry, to determine the KPI in use was informative of the root cause of the safety incident and to identify the initial KPI development requirements in a steel manufacturing organisation in South Africa. A literature review centred on leading key performance indicators of safety was conducted to establish the meaning of KPI and their application in other similar industries. A benchmark for the research was established from the literature review. The research was influenced by the methods that were applied by Grabowski, Ayalasomayajula, Wang, Merrick, Mc Cafferty, Meador & Kinney, 2007, that were successfully used in the derivation of leading KPI in the shipping industry. The research done by Toellner, 2001 on leading indicators of safety was also influential in conducting this study. The data was obtained through random sampling in a population of production staff, engineering, personnel, specialists and managerial staff, whose experience in the industry ranged from two years to forty years. The questionnaire was randomly distributed to a population consisting of fourteen supervisors, twelve engineering staff, eighty-six production personnel, twenty-one specialists and six management staff. The respondents’ level of experience in the industry varied from two years to forty years and a combined experience level of one-hundred and thirty-five years. It was found that the key performance indicators of safety that were being utilised have not evolved significantly over the past fifteen years and they do not provide insight to the root cause of the accident. This research provides the strategic requirements needing for developing leading key performance indicators of safety in a steel manufacturing organisation.
- Full Text:
Perceptions regarding organizational transformation in a military unit
- Authors: Rantao, Khumoetsile Julia
- Date: 2008-06-20T13:44:35Z
- Subjects: Organizational change , Soldiers' ability testing , Employees functioning , Performance standards
- Type: Thesis
- Identifier: uj:3218 , http://hdl.handle.net/10210/662
- Description: The aim of this study is to identify perceptions and attitudes of uniformed military personnel towards organizational transformation. This would enable the researcher to determine the impact on employees’ level of functioning. Transformation as a concept is currently of great significance in South Africa specifically in the military setting. It involves changes to the philosophy and mission of the military unit. Organizational transformation in the military unit appears to be an intense process that may have a significant impact on the social functioning of the employees in the particular setting. The orientation to the study in Chapter 1 gives an overview of the Military history prior and just after the first South African democratic elections. The goal and objectives, the role of the Social Worker, motivation and limitations towards the execution of the study are further discussed. The definition of important concepts used in the study is outlined in this chapter. The literature review in Chapter 2 theoretically examines the concepts central to the military transformation processes. It has been identified that organizational change is mainly barred by individual resistance factors as well as organizational intervention factors. Change strategies contributing towards positive organizational transformation forms part of Chapter 2. Chapter 3 describes the research methodology followed in this in study. The qualitative and quantitative data collection methods which also involve the designing of the questionnaire utilised as a selected instrument for data gathering and statistical analysis is discussed. A full description of the study sample will also be offered in this third chapter. An integrated research methodology of both qualitative and quantitative approach will be followed in this study. A suitable interview schedule (Questionnaire) will be developed out of the focus group conducted as a pilot study for data collection purposes. The study will be descriptive in nature. Chapter 4 describes and evaluates the data collected from respondents. Results and interpretations are provided. The conclusion is reached that certain sectors, specifically staffed members and personnel who were previously employed by the SADF and are were expected to transform and integrate new members from outside forces. Afrikaans and English members are also more negative about transformation than African language groups. From these results it appears that transformation has benefitted the new “incoming” personnel who are significantly more optimistic about integration and transformation than the old permanent force members. Chapter 5 outlines conclusions indicating practical and theoretical implications of this study. Recommendations regarding possible strategies to improve the management of the transformation process are made in this chapter. , Dr. W. Roestenburg
- Full Text:
- Authors: Rantao, Khumoetsile Julia
- Date: 2008-06-20T13:44:35Z
- Subjects: Organizational change , Soldiers' ability testing , Employees functioning , Performance standards
- Type: Thesis
- Identifier: uj:3218 , http://hdl.handle.net/10210/662
- Description: The aim of this study is to identify perceptions and attitudes of uniformed military personnel towards organizational transformation. This would enable the researcher to determine the impact on employees’ level of functioning. Transformation as a concept is currently of great significance in South Africa specifically in the military setting. It involves changes to the philosophy and mission of the military unit. Organizational transformation in the military unit appears to be an intense process that may have a significant impact on the social functioning of the employees in the particular setting. The orientation to the study in Chapter 1 gives an overview of the Military history prior and just after the first South African democratic elections. The goal and objectives, the role of the Social Worker, motivation and limitations towards the execution of the study are further discussed. The definition of important concepts used in the study is outlined in this chapter. The literature review in Chapter 2 theoretically examines the concepts central to the military transformation processes. It has been identified that organizational change is mainly barred by individual resistance factors as well as organizational intervention factors. Change strategies contributing towards positive organizational transformation forms part of Chapter 2. Chapter 3 describes the research methodology followed in this in study. The qualitative and quantitative data collection methods which also involve the designing of the questionnaire utilised as a selected instrument for data gathering and statistical analysis is discussed. A full description of the study sample will also be offered in this third chapter. An integrated research methodology of both qualitative and quantitative approach will be followed in this study. A suitable interview schedule (Questionnaire) will be developed out of the focus group conducted as a pilot study for data collection purposes. The study will be descriptive in nature. Chapter 4 describes and evaluates the data collected from respondents. Results and interpretations are provided. The conclusion is reached that certain sectors, specifically staffed members and personnel who were previously employed by the SADF and are were expected to transform and integrate new members from outside forces. Afrikaans and English members are also more negative about transformation than African language groups. From these results it appears that transformation has benefitted the new “incoming” personnel who are significantly more optimistic about integration and transformation than the old permanent force members. Chapter 5 outlines conclusions indicating practical and theoretical implications of this study. Recommendations regarding possible strategies to improve the management of the transformation process are made in this chapter. , Dr. W. Roestenburg
- Full Text:
Test results on synchronous reluctance machine with auxilliary winding for leading reactive power injection
- Ogunjuyigbe, A. S. O., Jimoh, A. A., Nicolae, Dan-Valentin
- Authors: Ogunjuyigbe, A. S. O. , Jimoh, A. A. , Nicolae, Dan-Valentin
- Date: 2008
- Subjects: Synchronous machinery , Performance standards , Capacitance injection
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/16468 , uj:15776 , Citation: Ogunjuyigbe, A.S.O., Jimoh, A.A. & Nicolae, D.V. 2008. Test results on synchronous reluctance machine with auxilliary winding for leading reactive power injection. Proceedings of the second IASTED Africa Conference Power and Energy Systems (AfricaPES 2008)September 8-10, 2008, Gaborone, Botswana
- Full Text:
- Authors: Ogunjuyigbe, A. S. O. , Jimoh, A. A. , Nicolae, Dan-Valentin
- Date: 2008
- Subjects: Synchronous machinery , Performance standards , Capacitance injection
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/16468 , uj:15776 , Citation: Ogunjuyigbe, A.S.O., Jimoh, A.A. & Nicolae, D.V. 2008. Test results on synchronous reluctance machine with auxilliary winding for leading reactive power injection. Proceedings of the second IASTED Africa Conference Power and Energy Systems (AfricaPES 2008)September 8-10, 2008, Gaborone, Botswana
- Full Text:
The disclosure of productivity information in the annual financial report
- Authors: Foyster, Johanna Wilhelmina
- Date: 2015-09-08
- Subjects: Disclosure in accounting , Disclosure of information , Financial statements , Performance standards , Industrial efficiency
- Type: Thesis
- Identifier: uj:14073 , http://hdl.handle.net/10210/14489
- Description: M.Com. , Please refer to full text to view abstract
- Full Text:
- Authors: Foyster, Johanna Wilhelmina
- Date: 2015-09-08
- Subjects: Disclosure in accounting , Disclosure of information , Financial statements , Performance standards , Industrial efficiency
- Type: Thesis
- Identifier: uj:14073 , http://hdl.handle.net/10210/14489
- Description: M.Com. , Please refer to full text to view abstract
- Full Text:
The impact of a total reward system on work engagement
- Authors: Hotz, Gabi Jenna
- Date: 2015-04-24
- Subjects: Personnel management , Career development , Performance standards
- Type: Thesis
- Identifier: uj:13571 , http://hdl.handle.net/10210/13714
- Description: M.Com. (Industrial Psychology) , Work engagement is defined as “a positive, fulfilling, work related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli & Bakker, 2010; Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74). It is therefore critical for organisations to pay careful attention to the effect that total rewards have on engagement to ensure the highest level of work engagement within the organisation. Previous studies have shown that very little research has been conducted in the South African context to examine total reward strategies and how these programmes specifically relate to work engagement. The overall purpose of this study is to determine the relationship between total rewards and work engagement and to further determine which reward category predicts work engagement. The model proposed by Nienaber (2010) includes all the core dimensions under rewards and was therefore used for this study. Total rewards for the purpose of this study include: Base Pay, Performance, Career Management, Contingency Pay, Quality Work Environment, Benefits and Work-Home Integration. The Utrecht Work Engagement Scale (UWES) and The Rewards Preferences Questionnaire were administered to a random sample (N = 318) of South African employees in various different divisions and positions within several organisations. The results indicated that Total Rewards explained 14% of the variance within Work Engagement. Furthermore, only Performance and Career Management, and Work- Home Integration were significant predictors of Work Engagement. In relation to the gender and age as moderating variables, it was found that these two constructs did not act as moderators between total rewards and work engagement.
- Full Text:
- Authors: Hotz, Gabi Jenna
- Date: 2015-04-24
- Subjects: Personnel management , Career development , Performance standards
- Type: Thesis
- Identifier: uj:13571 , http://hdl.handle.net/10210/13714
- Description: M.Com. (Industrial Psychology) , Work engagement is defined as “a positive, fulfilling, work related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli & Bakker, 2010; Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74). It is therefore critical for organisations to pay careful attention to the effect that total rewards have on engagement to ensure the highest level of work engagement within the organisation. Previous studies have shown that very little research has been conducted in the South African context to examine total reward strategies and how these programmes specifically relate to work engagement. The overall purpose of this study is to determine the relationship between total rewards and work engagement and to further determine which reward category predicts work engagement. The model proposed by Nienaber (2010) includes all the core dimensions under rewards and was therefore used for this study. Total rewards for the purpose of this study include: Base Pay, Performance, Career Management, Contingency Pay, Quality Work Environment, Benefits and Work-Home Integration. The Utrecht Work Engagement Scale (UWES) and The Rewards Preferences Questionnaire were administered to a random sample (N = 318) of South African employees in various different divisions and positions within several organisations. The results indicated that Total Rewards explained 14% of the variance within Work Engagement. Furthermore, only Performance and Career Management, and Work- Home Integration were significant predictors of Work Engagement. In relation to the gender and age as moderating variables, it was found that these two constructs did not act as moderators between total rewards and work engagement.
- Full Text:
Transparency as a dimension of ethics in performance appraisal
- Authors: Van der Wal, Camilla
- Date: 2014-11-25
- Subjects: Employees - Rating of , Performance standards
- Type: Thesis
- Identifier: uj:13120 , http://hdl.handle.net/10210/13095
- Description: M.Com. , Various ethical challenges occur in the performance appraisal process. It was postulated that the lack of transparency that often characterises performance appraisal could be a major contributing factor to the occurrence of ethical challenges in appraisal. Transparency in performance appraisal is described as an attempt to optimally reveal all relevant information regarding the performance appraisal process to key stakeholders concerned, without putting anyone at risk. A dearth of research on the role of transparency in performance appraisal prompted an attempt to isolate and describe transparency in relation to the performance appraisal process. An exploratory phenomenological approach was selected as research strategy, and within this strategy, semi-structured in-depth interviews (n=7) were utilised to explore the nature of transparency in the performance appraisal process. The participants were in a managerial role with experience in conducting performance appraisal, and have been subject to performance appraisal themselves. Systematic content analysis of data produced results that indicated that transparency does not operate in isolation but in conjunction with other ethical dimensions (trust, fairness, integrity, maturity, respect, responsibility, and honesty). Effective and sufficient communication of information before, during, and after the performance appraisal process was identified as a crucial element in creating a perception of transparency with key stakeholders involved. An adherence to principles of transparency in performance appraisal could potentially build trust between parties involved, increase fairness in the appraisal process, validate the organisation's integrity, and create mutual respect amongst stakeholders. Although applying transparency in appraisal has many benefits, it should be handled with caution as sensitive information has the potential to cause harm or put stakeholders at risk.
- Full Text:
- Authors: Van der Wal, Camilla
- Date: 2014-11-25
- Subjects: Employees - Rating of , Performance standards
- Type: Thesis
- Identifier: uj:13120 , http://hdl.handle.net/10210/13095
- Description: M.Com. , Various ethical challenges occur in the performance appraisal process. It was postulated that the lack of transparency that often characterises performance appraisal could be a major contributing factor to the occurrence of ethical challenges in appraisal. Transparency in performance appraisal is described as an attempt to optimally reveal all relevant information regarding the performance appraisal process to key stakeholders concerned, without putting anyone at risk. A dearth of research on the role of transparency in performance appraisal prompted an attempt to isolate and describe transparency in relation to the performance appraisal process. An exploratory phenomenological approach was selected as research strategy, and within this strategy, semi-structured in-depth interviews (n=7) were utilised to explore the nature of transparency in the performance appraisal process. The participants were in a managerial role with experience in conducting performance appraisal, and have been subject to performance appraisal themselves. Systematic content analysis of data produced results that indicated that transparency does not operate in isolation but in conjunction with other ethical dimensions (trust, fairness, integrity, maturity, respect, responsibility, and honesty). Effective and sufficient communication of information before, during, and after the performance appraisal process was identified as a crucial element in creating a perception of transparency with key stakeholders involved. An adherence to principles of transparency in performance appraisal could potentially build trust between parties involved, increase fairness in the appraisal process, validate the organisation's integrity, and create mutual respect amongst stakeholders. Although applying transparency in appraisal has many benefits, it should be handled with caution as sensitive information has the potential to cause harm or put stakeholders at risk.
- Full Text:
- «
- ‹
- 1
- ›
- »