A class act : impression management strategies employed by South African educators
- Authors: Samuel, Avinesh Norman
- Date: 2016
- Subjects: Psychology, Industrial , Educational leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124649 , uj:20942
- Description: Abstract: Orientation: Impression management (IM) is a pervasive social phenomenon whereby people manage and control their behaviour when engaging with others, in order to have these others form a particular impression of them. Research purpose: The broad aim of this study was to contribute to the IM debate, by focusing on, shedding light into, and ultimately building new knowledge on IM strategies employed by secondary school educators in South Africa. Motivation for this study: IM has increasingly garnered the attention of industrial and organisational psychology scholars, owing to the fact that it is acknowledged as a common social phenomenon that extends to organisational settings. However, it was discovered that IM studies in the South African work context are minimal and insubstantial, especially studies that are context specific. Moreover, IM studies within the education profession are rare. This constituted the rationale and impetus for the investigation. Research design, approach and method: The interpretive-constructivist paradigm was employed in conducting this study following a qualitative survey approach. The research participants comprised of ten professionally registered and actively employed educators, teaching at English medium high schools in the Gauteng area. Data was collected by means of direct participant observation as well as semi-structured interviews. Thematic analysis was used to analyse the data. Main findings: Findings of this study revealed that impression management strategies and tactics were employed by the high school educators, during interactions with multiple targets to achieve diverse goals. Eleven IM strategies were uncovered and divided into two categories namely, four pre-existing IM strategies (ingratiation; exemplification; self-promotion and accounts) and seven novel IM strategies (continuous improvement; professionalism; adaptability; inspiration; classroom management; recognition and openness). Practical/Managerial Implications: This study has implications for South African secondary education organisations and professionals that want to improve high school educator productivity through understanding educators’ usage of impression management. Contribution/value-add: This study contributes to the body of knowledge concerning impression management tactics employed by secondary school educators within the unique South African school education context. , M.Com. (Industrial Psychology)
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- Authors: Samuel, Avinesh Norman
- Date: 2016
- Subjects: Psychology, Industrial , Educational leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124649 , uj:20942
- Description: Abstract: Orientation: Impression management (IM) is a pervasive social phenomenon whereby people manage and control their behaviour when engaging with others, in order to have these others form a particular impression of them. Research purpose: The broad aim of this study was to contribute to the IM debate, by focusing on, shedding light into, and ultimately building new knowledge on IM strategies employed by secondary school educators in South Africa. Motivation for this study: IM has increasingly garnered the attention of industrial and organisational psychology scholars, owing to the fact that it is acknowledged as a common social phenomenon that extends to organisational settings. However, it was discovered that IM studies in the South African work context are minimal and insubstantial, especially studies that are context specific. Moreover, IM studies within the education profession are rare. This constituted the rationale and impetus for the investigation. Research design, approach and method: The interpretive-constructivist paradigm was employed in conducting this study following a qualitative survey approach. The research participants comprised of ten professionally registered and actively employed educators, teaching at English medium high schools in the Gauteng area. Data was collected by means of direct participant observation as well as semi-structured interviews. Thematic analysis was used to analyse the data. Main findings: Findings of this study revealed that impression management strategies and tactics were employed by the high school educators, during interactions with multiple targets to achieve diverse goals. Eleven IM strategies were uncovered and divided into two categories namely, four pre-existing IM strategies (ingratiation; exemplification; self-promotion and accounts) and seven novel IM strategies (continuous improvement; professionalism; adaptability; inspiration; classroom management; recognition and openness). Practical/Managerial Implications: This study has implications for South African secondary education organisations and professionals that want to improve high school educator productivity through understanding educators’ usage of impression management. Contribution/value-add: This study contributes to the body of knowledge concerning impression management tactics employed by secondary school educators within the unique South African school education context. , M.Com. (Industrial Psychology)
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A longitudinal diary study on work engagement, work-family culture, work-home interaction, and psychological availability of women
- Authors: Laba, Karolina
- Date: 2016
- Subjects: Women employees , Women employees - Family relationships , Dual-career families , Work and family - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/225725 , uj:22804
- Description: D.Com. (Industrial Psychology) , Abstract: Work engagement has become a topical concern for the 21st century workplace. The reality of the workforce is such that a growing number of dual-career marriages, single parents, co-parenting individuals and individuals who have care responsibilities at home have brought about a dramatic shift in the allocation of time and energy devoted to the work and home domains. The participation of women in the global workplace outnumbers home-centered mothers, and traditional careers that provided economic security through loyalty to the employer. These arrangements are now replaced by time-demanding, often insecure jobs. These dynamics contribute to women disengaging or opting out entirely from the workforce, particularly when faced with the decision of starting a family. As women play a pivotal role in social growth and stability, understanding what contributes to their engagement adds to the productive power of the country’s economy. Mixed reviews have been received about initiatives adopted by organisations to retain and develop women. Supportive work-family cultures as well as positive work and home initiatives have their place in assisting women with the multiple roles and responsibilities that they face. However, organisations still struggle to combine work and home successfully. The purpose of this study was to identify predictors of work engagement for women. The study not only included the work-family culture support, positive work-home interaction and positive home-work interaction constructs as possible predictors for women’s work engagement, but also considered the construct of psychological availability. Studies have documented the benefits of psychological availability, which include being more productive, positive health outcomes and its contribution to employee engagement. The absence of psychological availability could cause disengagement from work...
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- Authors: Laba, Karolina
- Date: 2016
- Subjects: Women employees , Women employees - Family relationships , Dual-career families , Work and family - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/225725 , uj:22804
- Description: D.Com. (Industrial Psychology) , Abstract: Work engagement has become a topical concern for the 21st century workplace. The reality of the workforce is such that a growing number of dual-career marriages, single parents, co-parenting individuals and individuals who have care responsibilities at home have brought about a dramatic shift in the allocation of time and energy devoted to the work and home domains. The participation of women in the global workplace outnumbers home-centered mothers, and traditional careers that provided economic security through loyalty to the employer. These arrangements are now replaced by time-demanding, often insecure jobs. These dynamics contribute to women disengaging or opting out entirely from the workforce, particularly when faced with the decision of starting a family. As women play a pivotal role in social growth and stability, understanding what contributes to their engagement adds to the productive power of the country’s economy. Mixed reviews have been received about initiatives adopted by organisations to retain and develop women. Supportive work-family cultures as well as positive work and home initiatives have their place in assisting women with the multiple roles and responsibilities that they face. However, organisations still struggle to combine work and home successfully. The purpose of this study was to identify predictors of work engagement for women. The study not only included the work-family culture support, positive work-home interaction and positive home-work interaction constructs as possible predictors for women’s work engagement, but also considered the construct of psychological availability. Studies have documented the benefits of psychological availability, which include being more productive, positive health outcomes and its contribution to employee engagement. The absence of psychological availability could cause disengagement from work...
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An exploration of psychological flow amongst engineers
- Authors: Grundling, Claudette Aulvry
- Date: 2015-07-10
- Subjects: Engineers - Psychology , Engineers - Mental health , Motivation (Psychology) , Psychology, Industrial
- Type: Thesis
- Identifier: uj:13691 , http://hdl.handle.net/10210/13954
- Description: M.Com. (Industrial Psychology) , Orientation: In this study the construct of psychological flow, a form of optimal experience, amongst a small group of South African engineers were explored. Research purpose: The main objective of this dissertation was to explore, describe, and gain an understanding of engineers‟ flow experiences at work. Motivation for the study: The motivation to embark on this study was threefold and based on a personal interest in flow, engineering and qualitative research. Research design, approach and method: I adopted a qualitative research approach by employing a multiple case study that is instrumental and explorative by nature. Three engineers from different fields provided their views and experiences on flow through semi-structured and structured interviews, as well as by keeping a diary. Thematic analysis was used to interpret the data. Main findings: Confirmation has been found for the nine characteristics of flow according to Csikszentmihalyi (1990). A possible tenth characteristic, namely optimal pressure has emerged from the data where the participants indicate that they also experience forced flow. Implications of findings and discoveries: The understanding of flow and what it constitutes has implications for how engineers can „craft‟ their jobs, how managerial engineers may experience flow and how „incubating‟ engineers can experience flow and improve their performance. Contribution: This study offers a modest contribution to the world of engineering in that it can help engineers to know what is required in order to experience their work in an optimal manner. Furthermore, this study expands on current theoretical work conducted on flow by suggesting a possible tenth characteristic.
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- Authors: Grundling, Claudette Aulvry
- Date: 2015-07-10
- Subjects: Engineers - Psychology , Engineers - Mental health , Motivation (Psychology) , Psychology, Industrial
- Type: Thesis
- Identifier: uj:13691 , http://hdl.handle.net/10210/13954
- Description: M.Com. (Industrial Psychology) , Orientation: In this study the construct of psychological flow, a form of optimal experience, amongst a small group of South African engineers were explored. Research purpose: The main objective of this dissertation was to explore, describe, and gain an understanding of engineers‟ flow experiences at work. Motivation for the study: The motivation to embark on this study was threefold and based on a personal interest in flow, engineering and qualitative research. Research design, approach and method: I adopted a qualitative research approach by employing a multiple case study that is instrumental and explorative by nature. Three engineers from different fields provided their views and experiences on flow through semi-structured and structured interviews, as well as by keeping a diary. Thematic analysis was used to interpret the data. Main findings: Confirmation has been found for the nine characteristics of flow according to Csikszentmihalyi (1990). A possible tenth characteristic, namely optimal pressure has emerged from the data where the participants indicate that they also experience forced flow. Implications of findings and discoveries: The understanding of flow and what it constitutes has implications for how engineers can „craft‟ their jobs, how managerial engineers may experience flow and how „incubating‟ engineers can experience flow and improve their performance. Contribution: This study offers a modest contribution to the world of engineering in that it can help engineers to know what is required in order to experience their work in an optimal manner. Furthermore, this study expands on current theoretical work conducted on flow by suggesting a possible tenth characteristic.
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Authenticity, identity and psychological well-being at work in multicultural contexts
- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
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- Authors: Van Niekerk, Chanèl
- Date: 2017
- Subjects: Psychology, Industrial , Diversity in the workplace , Well-being , Multiculturalism
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246442 , uj:25550
- Description: M.Com. (Industrial Psychology) , Abstract: This study aims to contribute and add to research on identity and more specifically identity at work by exploring the relationships between dimensions of identity (personal, work, ethnic, and religious), authenticity (state and trait), and psychological well-being (work engagement, burnout, and life satisfaction). These aspects were considered across both cultural groups, South Africa and the Netherlands, and their multicultural context, making it a valuable study to contribute to identity research that is current mainly focused on Western contexts. Descriptive statistics examined the demographic variables in the data and analysis of variance was used in order to study the relationships between variables. A multivariate analysis of variance (MANOVA) was conducted in order to establish the differences between the various cultural groups and different context on all variables. Structural equation modeling (SEM) allowed the researcher to test the conceptual model in line with the research questions and assess the relationships between identity, authenticity, and psychological wellbeing across groups and context. A total sample of 440 employees from the Black and White South African group and the Ethnic Dutch group from the Netherlands completed measures of identity, authenticity, and psychological well-being. From the results obtained in the SEM the general work identity had a significant relationship with state authenticity and the psychological well-being factor. When considering whether state authenticity informs the psychological well-being factor, a small, significant relationship was achieved across groups. As such, state authenticity seemed to have mediated the relationship between general work identity and psychological well-being.
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Clinical psychology in industry : a conceptual model and case study
- Authors: Furman, Kevin
- Date: 2012-08-28
- Subjects: Clinical psychology , Psychology, Industrial
- Type: Thesis
- Identifier: uj:3378 , http://hdl.handle.net/10210/6777
- Description: M.A. , Through a literature survey in the domain of organisational development a trend away from hierarchically structured organisations is identified. This trend is consistent with the literature concerned with a systemic perspective in clinical psychology. Principles of systemic psychological theory are identified which provide valuable insights into the functioning of organisations. The theory and principles identified provide the basis for the practice of clinical psychology internationally. Clinical practice has provided valuable experience in work with systems. This experience, it is argued, should not be lost to industry. An icosahedral model is described which is shown to be consistent with systemic ideas in clinical psychology and with clinical experience in therapy with systems. It is argued that the model provides a suitable metaphor of network structure, which is consistent with calls in the literature for non-hierarchical organisational structure. The study reveals that clinical psychology is able to make a valuable contribution to industry.
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- Authors: Furman, Kevin
- Date: 2012-08-28
- Subjects: Clinical psychology , Psychology, Industrial
- Type: Thesis
- Identifier: uj:3378 , http://hdl.handle.net/10210/6777
- Description: M.A. , Through a literature survey in the domain of organisational development a trend away from hierarchically structured organisations is identified. This trend is consistent with the literature concerned with a systemic perspective in clinical psychology. Principles of systemic psychological theory are identified which provide valuable insights into the functioning of organisations. The theory and principles identified provide the basis for the practice of clinical psychology internationally. Clinical practice has provided valuable experience in work with systems. This experience, it is argued, should not be lost to industry. An icosahedral model is described which is shown to be consistent with systemic ideas in clinical psychology and with clinical experience in therapy with systems. It is argued that the model provides a suitable metaphor of network structure, which is consistent with calls in the literature for non-hierarchical organisational structure. The study reveals that clinical psychology is able to make a valuable contribution to industry.
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Construct validation of the DASS-21 in a non-clinical sample of working adults
- Authors: Smith, Zonica
- Date: 2017
- Subjects: Industrial psychiatry , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225936 , uj:22831
- Description: M.Com. , Abstract: Depression, anxiety and stress are considered three of the most typical mental health issues present within the workplace. Research concerning mental illnesses within South Africa, and particularly within the South African workplace, is scarce. To address this paucity in research the importance of utilising valid and reliable measuring instruments in future research should not be underestimated. The objective of this study was thus to validate a measuring instrument that is commonly used to assess mental illness, the Depression Anxiety Stress Scale-21 (DASS-21) for use in the South African working population. The DASS-21 measures three common and disabling mental illnesses, namely depression, anxiety and stress. A quantitative cross-sectional research design was utilised and data was obtained from accessible adults in various workplaces and industries across South Africa (N= 269). Confirmatory factor analysis (CFA) was used to examine the data. The findings of this study proved that all 21 items are good items that should be retained. The study also found that the DASS-21 has acceptable construct validity and consist of a three-factor structure (depression, anxiety and stress). The study further verified that the DASS-21 has good discriminant and convergent validity as well as excellent reliability. As a result, this study confirmed that the DASS-21 is a valid and reliable measuring instrument for use in non-clinical samples of working adults in South Africa.
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- Authors: Smith, Zonica
- Date: 2017
- Subjects: Industrial psychiatry , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225936 , uj:22831
- Description: M.Com. , Abstract: Depression, anxiety and stress are considered three of the most typical mental health issues present within the workplace. Research concerning mental illnesses within South Africa, and particularly within the South African workplace, is scarce. To address this paucity in research the importance of utilising valid and reliable measuring instruments in future research should not be underestimated. The objective of this study was thus to validate a measuring instrument that is commonly used to assess mental illness, the Depression Anxiety Stress Scale-21 (DASS-21) for use in the South African working population. The DASS-21 measures three common and disabling mental illnesses, namely depression, anxiety and stress. A quantitative cross-sectional research design was utilised and data was obtained from accessible adults in various workplaces and industries across South Africa (N= 269). Confirmatory factor analysis (CFA) was used to examine the data. The findings of this study proved that all 21 items are good items that should be retained. The study also found that the DASS-21 has acceptable construct validity and consist of a three-factor structure (depression, anxiety and stress). The study further verified that the DASS-21 has good discriminant and convergent validity as well as excellent reliability. As a result, this study confirmed that the DASS-21 is a valid and reliable measuring instrument for use in non-clinical samples of working adults in South Africa.
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Ethical reputation as a decision-making factor in Generation Y job seekers’ organisational choice
- Van der Merwe, Rensché Maria
- Authors: Van der Merwe, Rensché Maria
- Date: 2014-05-05
- Subjects: Job hunting - Decision making , Generation Y - Employment , Psychology, Industrial , Corporate image , Business ethics
- Type: Thesis
- Identifier: uj:10932 , http://hdl.handle.net/10210/10505
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to establish whether Generation Y job seekers consider the ethical reputation of organisations in their job-seeking endeavours. Further objectives were to identify whether job seekers from this generational group would, despite their preferences, consider working for any organisation that 1) is prepared to provide them with employment, or 2) offers competitive financial remuneration. A quantitative research study was conducted, utilising a self-developed questionnaire, labelled the Organisational Choice Indicator (OCI). Due to the inherent difficulty of obtaining unbiased responses on sensitive topics, the questionnaire measured respondents’ responses from two perspectives —self-report and non-self-report. The questionnaire was administered using a sample of convenience at a South African-based university (n = 1 992). Exploratory factor analysis was conducted, using principal axis factoring with direct oblimin rotation to facilitate interpretation. One reliable factor was extracted, containing the eight ethics-related items included in the questionnaire, and was labelled Ethical reputation. Three other (non-ethics-related) reliable factors were extracted, namely Organisational characteristics, Opportunities and benefits, and Transformation. Findings show that, although ethical reputation is a factor for consideration, the Opportunities and benefits factor has the highest mean score, and is thus considered more important than any of the other factors when making organisational choices. The analyses of variance showed that the respondents who indicated that they will consider the organisation's ethical reputation as a factor in their decision-making, in turn also admitted that they will work for any organisation that offers them employment. This could be due to the high levels of job scarcity leading to survival ethics. Furthermore, those individuals who indicated that they would consider the ethical reputation of the organisation in their job-seeking endeavours, later indicated that they will not work for any organisation purely because the pay is good. This indicates that these individuals will not work for any organisation, regardless of the financial package being offered, without considering the ethical reputation of the organisation. The four factors that were reliably extracted (Ethical reputation, Organisational characteristics, Opportunities and benefits, and Transformation) were significantly positively inter-correlated. In addition, the findings indicate that respondents tend to respond in a similar manner when reporting on the self and on the non-self.
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- Authors: Van der Merwe, Rensché Maria
- Date: 2014-05-05
- Subjects: Job hunting - Decision making , Generation Y - Employment , Psychology, Industrial , Corporate image , Business ethics
- Type: Thesis
- Identifier: uj:10932 , http://hdl.handle.net/10210/10505
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to establish whether Generation Y job seekers consider the ethical reputation of organisations in their job-seeking endeavours. Further objectives were to identify whether job seekers from this generational group would, despite their preferences, consider working for any organisation that 1) is prepared to provide them with employment, or 2) offers competitive financial remuneration. A quantitative research study was conducted, utilising a self-developed questionnaire, labelled the Organisational Choice Indicator (OCI). Due to the inherent difficulty of obtaining unbiased responses on sensitive topics, the questionnaire measured respondents’ responses from two perspectives —self-report and non-self-report. The questionnaire was administered using a sample of convenience at a South African-based university (n = 1 992). Exploratory factor analysis was conducted, using principal axis factoring with direct oblimin rotation to facilitate interpretation. One reliable factor was extracted, containing the eight ethics-related items included in the questionnaire, and was labelled Ethical reputation. Three other (non-ethics-related) reliable factors were extracted, namely Organisational characteristics, Opportunities and benefits, and Transformation. Findings show that, although ethical reputation is a factor for consideration, the Opportunities and benefits factor has the highest mean score, and is thus considered more important than any of the other factors when making organisational choices. The analyses of variance showed that the respondents who indicated that they will consider the organisation's ethical reputation as a factor in their decision-making, in turn also admitted that they will work for any organisation that offers them employment. This could be due to the high levels of job scarcity leading to survival ethics. Furthermore, those individuals who indicated that they would consider the ethical reputation of the organisation in their job-seeking endeavours, later indicated that they will not work for any organisation purely because the pay is good. This indicates that these individuals will not work for any organisation, regardless of the financial package being offered, without considering the ethical reputation of the organisation. The four factors that were reliably extracted (Ethical reputation, Organisational characteristics, Opportunities and benefits, and Transformation) were significantly positively inter-correlated. In addition, the findings indicate that respondents tend to respond in a similar manner when reporting on the self and on the non-self.
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Gender differences in work-family conflict as predictor of well-being in the transport sector
- Authors: Birkenstock, Charlene
- Date: 2017
- Subjects: Psychology, Industrial , Gender identity in the workplace - South Africa , Work and family - South Africa , Transport workers - Family relationships - South Africa , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246143 , uj:25509
- Description: M.Com. (Industrial Psychology) , Abstract: Orientation — The study was set in the context of the South African transport sector, and selected aspects of workplace well-being among both men and women were examined. No such study has previously been undertaken in this sector of the South African economy, which is strongly male-dominated. Research purpose— The main purpose of the study was to examine the role of gender in the relationship of work‒family conflict with work engagement and burnout. Secondary aims were to determine the main effect of work‒family conflict on work engagement and burnout, and to investigate the moderating role of social support. Motivation for the study: There are no known research studies on the well-being of women and men working within the transport sector in South Africa. This study is of importance, as the transport sector is a crucial sector for economic growth and stability. Therefore, it is important to pay attention to employee well-being, as this impacts organisational effectiveness. With an increase in dual-earner families, men and women are increasingly experiencing strain and work‒family conflict at work. The transport sector has been labelled as dominated by men, and it is therefore sensible to determine whether there are gender differences in the experience of work‒family conflict and prominent health outcomes, namely burnout and work engagement. Research design, approach, and method: A quantitative, cross-sectional survey design was used. Surveys were distributed via email and in hard copy to various companies in the South African transport sector. A final sample of 142 questionnaires were utilised in the analyses. Data were gathered using a biographical questionnaire (designed by the present researcher), the South African Burnout Scale, the Work‒family Conflict Questionnaire, the Job Content Questionnaire, and the Utrecht Work Engagement Scale (UWES-9). Correlation analysis, ttests, linear regression, and moderated hierarchical regression were employed to calculate the results. Main findings: Levels of work engagement, burnout, and work–family conflict are not significantly different for men and women. Work-to-family conflict has a significant effect on work engagement, cognitive weariness, and fatigue. Family-to-work conflict has a significant effect on work engagement, cognitive weariness, and emotional exhaustion. Gender acts as a moderator in the relationship between family-to-work conflict and work engagement, as well as between work-to-family conflict and emotional exhaustion. Gender...
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- Authors: Birkenstock, Charlene
- Date: 2017
- Subjects: Psychology, Industrial , Gender identity in the workplace - South Africa , Work and family - South Africa , Transport workers - Family relationships - South Africa , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246143 , uj:25509
- Description: M.Com. (Industrial Psychology) , Abstract: Orientation — The study was set in the context of the South African transport sector, and selected aspects of workplace well-being among both men and women were examined. No such study has previously been undertaken in this sector of the South African economy, which is strongly male-dominated. Research purpose— The main purpose of the study was to examine the role of gender in the relationship of work‒family conflict with work engagement and burnout. Secondary aims were to determine the main effect of work‒family conflict on work engagement and burnout, and to investigate the moderating role of social support. Motivation for the study: There are no known research studies on the well-being of women and men working within the transport sector in South Africa. This study is of importance, as the transport sector is a crucial sector for economic growth and stability. Therefore, it is important to pay attention to employee well-being, as this impacts organisational effectiveness. With an increase in dual-earner families, men and women are increasingly experiencing strain and work‒family conflict at work. The transport sector has been labelled as dominated by men, and it is therefore sensible to determine whether there are gender differences in the experience of work‒family conflict and prominent health outcomes, namely burnout and work engagement. Research design, approach, and method: A quantitative, cross-sectional survey design was used. Surveys were distributed via email and in hard copy to various companies in the South African transport sector. A final sample of 142 questionnaires were utilised in the analyses. Data were gathered using a biographical questionnaire (designed by the present researcher), the South African Burnout Scale, the Work‒family Conflict Questionnaire, the Job Content Questionnaire, and the Utrecht Work Engagement Scale (UWES-9). Correlation analysis, ttests, linear regression, and moderated hierarchical regression were employed to calculate the results. Main findings: Levels of work engagement, burnout, and work–family conflict are not significantly different for men and women. Work-to-family conflict has a significant effect on work engagement, cognitive weariness, and fatigue. Family-to-work conflict has a significant effect on work engagement, cognitive weariness, and emotional exhaustion. Gender acts as a moderator in the relationship between family-to-work conflict and work engagement, as well as between work-to-family conflict and emotional exhaustion. Gender...
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Inducements and expectations conveyed to potential employees on company websites
- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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Persoonlikheidskorrelate van die diepte-dimensie van die 4-dimensionele teorie van menslike gedrag soos gemeet by 'n aantal middelbestuurders
- Authors: Paul, Gunther Gustave
- Date: 2014-11-17
- Subjects: Psychology, Industrial
- Type: Thesis
- Identifier: uj:12867 , http://hdl.handle.net/10210/12758
- Description: M.A. (Industrial Psychology) , The behavioural sciences lack unity and a classifying, theoretical framework into which existing knowledge and research can be integrated. Over the last few decades overspecialization ln research has jeopardized the scientific theorybuilding process in the behavioural sciences. Part of this overspecialization comes from the prevailing positivistic approach in behavioural research. This state of affairs can be ascribed to the fact that in recent years very little classification and theoretical integration has been done and therefore minimal true theory building occurred. Raubenheimer (1978) postulated his 4-dimensional theory of human behaviour which was broad enough to satisfy the need for such an integrating and classifying structure which would accommodate most other theories and integrate components of knowledge in the human behavioural sciences. This theory also offered the neccessary solution to the mind-body problem which, as postulated in this and other research, is still causing a cultural split in the behavioural sciences at the philosophical level. Stoker (1969) and Strauss (1969) consider a lack of philosophical basis as the reason for the deterioration of the behavioral sciences into overspecialized and overprocessed pieces of hard experimental knowledge and facts. Raubenheimer's theory also furnished this much needed and sound philosophical basis and he also believes in a much more diversified approach in creating knowledge and in theorybuilding, which in turn enhances integration. The aim of the present study is to exam1ne the causes of the over specialisation phenomena in behavioural research and to describe personality in terms of the 4-dimensional theory of human behaviour. In the experimental part of this study the aim is to determine personality correlates of the depth dimension. The possible relationship between the two constructs was therefore predicted and examined. The results confirmed the findings of De Jager (1978), who defined and outlined the depth dimension. This study was also directed at changing the status of the dimension from a theoretical, to a practically usable construct. In the process knowledge was gained about the depth-dimension as well as the relationship between depth-orientation and personality.
- Full Text:
- Authors: Paul, Gunther Gustave
- Date: 2014-11-17
- Subjects: Psychology, Industrial
- Type: Thesis
- Identifier: uj:12867 , http://hdl.handle.net/10210/12758
- Description: M.A. (Industrial Psychology) , The behavioural sciences lack unity and a classifying, theoretical framework into which existing knowledge and research can be integrated. Over the last few decades overspecialization ln research has jeopardized the scientific theorybuilding process in the behavioural sciences. Part of this overspecialization comes from the prevailing positivistic approach in behavioural research. This state of affairs can be ascribed to the fact that in recent years very little classification and theoretical integration has been done and therefore minimal true theory building occurred. Raubenheimer (1978) postulated his 4-dimensional theory of human behaviour which was broad enough to satisfy the need for such an integrating and classifying structure which would accommodate most other theories and integrate components of knowledge in the human behavioural sciences. This theory also offered the neccessary solution to the mind-body problem which, as postulated in this and other research, is still causing a cultural split in the behavioural sciences at the philosophical level. Stoker (1969) and Strauss (1969) consider a lack of philosophical basis as the reason for the deterioration of the behavioral sciences into overspecialized and overprocessed pieces of hard experimental knowledge and facts. Raubenheimer's theory also furnished this much needed and sound philosophical basis and he also believes in a much more diversified approach in creating knowledge and in theorybuilding, which in turn enhances integration. The aim of the present study is to exam1ne the causes of the over specialisation phenomena in behavioural research and to describe personality in terms of the 4-dimensional theory of human behaviour. In the experimental part of this study the aim is to determine personality correlates of the depth dimension. The possible relationship between the two constructs was therefore predicted and examined. The results confirmed the findings of De Jager (1978), who defined and outlined the depth dimension. This study was also directed at changing the status of the dimension from a theoretical, to a practically usable construct. In the process knowledge was gained about the depth-dimension as well as the relationship between depth-orientation and personality.
- Full Text:
Psychological attachment and demographic variables : comparing profit and nonprofit organisations
- Authors: Meyer, Stephanie
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management , Commitment (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414735 , uj:34990
- Description: Abstract: Background and research purpose: Organisations and managers are constantly trying to establish innovative methods to enhance the psychological connection employees have with their work. This study investigates the relationship between demographic variables such as age, gender, and tenure and the psychological attachment of employees while comparing these results across profit and non-profit organisations. Motivation for the study: Generally, employees worldwide are not as connected, enthusiastic, or fully involved with their work, and the literature on psychological attachment and engagement studies reveals limited empirical research on the relationship between psychological attachment and demographic variables across profit and non-profit organisations, especially within the South African context. Research approach, design, and method: In this quantitative, cross-sectional research design, secondary data were used through means of a non-probability sampling strategy within the profit and non-profit organisations across various companies in the African continent. A sample of n = 1029 collected from employees across profit and non-profit organisations was used. Psychological attachment was measured using the Psychological Work Immersion Scale (PWIS). Main findings: A significant relationship was found between psychological attachment and age, and only age differences predicted psychological attachment among the participants. No significant differences in psychological attachment were observed between the profit and nonprofit organisation participants. Practical implications: The research adds value to human resource (HR) practitioners and industrial psychologists in terms of organisational development interventions. It guides HR practitioners to consider interventions specific to differences in age, gender, and tenure. , M.Phil. (Industrial Psychology)
- Full Text:
- Authors: Meyer, Stephanie
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management , Commitment (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414735 , uj:34990
- Description: Abstract: Background and research purpose: Organisations and managers are constantly trying to establish innovative methods to enhance the psychological connection employees have with their work. This study investigates the relationship between demographic variables such as age, gender, and tenure and the psychological attachment of employees while comparing these results across profit and non-profit organisations. Motivation for the study: Generally, employees worldwide are not as connected, enthusiastic, or fully involved with their work, and the literature on psychological attachment and engagement studies reveals limited empirical research on the relationship between psychological attachment and demographic variables across profit and non-profit organisations, especially within the South African context. Research approach, design, and method: In this quantitative, cross-sectional research design, secondary data were used through means of a non-probability sampling strategy within the profit and non-profit organisations across various companies in the African continent. A sample of n = 1029 collected from employees across profit and non-profit organisations was used. Psychological attachment was measured using the Psychological Work Immersion Scale (PWIS). Main findings: A significant relationship was found between psychological attachment and age, and only age differences predicted psychological attachment among the participants. No significant differences in psychological attachment were observed between the profit and nonprofit organisation participants. Practical implications: The research adds value to human resource (HR) practitioners and industrial psychologists in terms of organisational development interventions. It guides HR practitioners to consider interventions specific to differences in age, gender, and tenure. , M.Phil. (Industrial Psychology)
- Full Text:
Sielkundige diepte-oriëntasie as determinant van menslike gedrag met spesifieke verwysing na die beroepswereld
- Authors: De Jager, Louis
- Date: 2014-11-20
- Subjects: Human behavior , Psychology, Industrial
- Type: Thesis
- Identifier: uj:13084 , http://hdl.handle.net/10210/12962
- Description: D.Com. (Industrial Pyschology) , Please refer to full text to view abstract
- Full Text:
- Authors: De Jager, Louis
- Date: 2014-11-20
- Subjects: Human behavior , Psychology, Industrial
- Type: Thesis
- Identifier: uj:13084 , http://hdl.handle.net/10210/12962
- Description: D.Com. (Industrial Pyschology) , Please refer to full text to view abstract
- Full Text:
Thabo Mbeki’s African agenda : political leadership style and ideas for global reform
- Authors: Noor-Mahomed, Naseera
- Date: 2016
- Subjects: Mbeki, Thabo , Leadership - Management , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124600 , uj:20936
- Description: Abstract: Mbeki was credited for having established institutions and programmes both domestically and abroad to assist in the development and growth of Africa. He also shared his vision of an African Renaissance and wanted the people of Africa to become independent thinkers, leaders and decision makers. Although Mbeki received international acclaim as the African champion and leader, he did not always receive such admiration domestically, as his political leadership style was often criticised for being too distant, aloof and technocratic (Glaser, 2010). This research sought to examine Thabo Mbeki’s ideas for global reform and to identify his political leadership style from June 1999 when he became president of the Republic of South Africa until September 2008 when he was recalled as president of the African National Party (ANC). In order to examine the research efficiently, five research objectives were included: i) to study Thabo Mbeki’s Pan-Africanist vision and ideas for global reform; ii) to develop a pragmatic understanding of how Thabo Mbeki navigated and implemented his African Agenda and ideas for global reform; iii) to identify Thabo Mbeki’s political leadership style; iv) to analyse the factors that influenced Thabo Mbeki’s political leadership style; v) to assess whether Thabo Mbeki’s political leadership style was effective. A qualitative research approach was employed. The research strategy included a single case study in the form of a life history. The study used a political life history of Thabo Mbeki, in-depth semi-structured interviews, as well as solicited documents and literature to collect and analyse data for exploration and insight into the inquiry. Content analysis was used as an analytical technique. The findings of the study were presented, analysed and synthesised according to the findings in the literature and the theoretical framework. The research revealed that Mbeki had ambitious ideas for global reform and had a strong Pan-Africanist vision, these ideals were informed by his parents and the thinking of his mentors: O.R. Tambo, Walter Sisulu and Duma Nokwe. The research also confirmed that Mbeki implemented and drove his idea for global reform through the establishment of... , M.Phil.
- Full Text:
- Authors: Noor-Mahomed, Naseera
- Date: 2016
- Subjects: Mbeki, Thabo , Leadership - Management , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124600 , uj:20936
- Description: Abstract: Mbeki was credited for having established institutions and programmes both domestically and abroad to assist in the development and growth of Africa. He also shared his vision of an African Renaissance and wanted the people of Africa to become independent thinkers, leaders and decision makers. Although Mbeki received international acclaim as the African champion and leader, he did not always receive such admiration domestically, as his political leadership style was often criticised for being too distant, aloof and technocratic (Glaser, 2010). This research sought to examine Thabo Mbeki’s ideas for global reform and to identify his political leadership style from June 1999 when he became president of the Republic of South Africa until September 2008 when he was recalled as president of the African National Party (ANC). In order to examine the research efficiently, five research objectives were included: i) to study Thabo Mbeki’s Pan-Africanist vision and ideas for global reform; ii) to develop a pragmatic understanding of how Thabo Mbeki navigated and implemented his African Agenda and ideas for global reform; iii) to identify Thabo Mbeki’s political leadership style; iv) to analyse the factors that influenced Thabo Mbeki’s political leadership style; v) to assess whether Thabo Mbeki’s political leadership style was effective. A qualitative research approach was employed. The research strategy included a single case study in the form of a life history. The study used a political life history of Thabo Mbeki, in-depth semi-structured interviews, as well as solicited documents and literature to collect and analyse data for exploration and insight into the inquiry. Content analysis was used as an analytical technique. The findings of the study were presented, analysed and synthesised according to the findings in the literature and the theoretical framework. The research revealed that Mbeki had ambitious ideas for global reform and had a strong Pan-Africanist vision, these ideals were informed by his parents and the thinking of his mentors: O.R. Tambo, Walter Sisulu and Duma Nokwe. The research also confirmed that Mbeki implemented and drove his idea for global reform through the establishment of... , M.Phil.
- Full Text:
The competencies of coaches in a coaching development centre (CDC)
- Authors: Venter, Bernice Charné
- Date: 2017
- Subjects: Psychology, Industrial , Personal coaching , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246449 , uj:25551
- Description: M.Com. (Industrial Psychology) , Abstract: The core purpose of this study was to explore the desired competencies of coaches operating in the context of a Coaching Development Centre (CDC). In a CDC, the coach has a broader role to what is required at a traditional assessment centre (AC) and at a development assessment centre (DAC). Not only do CDC coaches need to assess job-related behaviours, but also need to act as facilitators and coaches, guiding coachees towards developing selected skills. Having these additional responsibilities, the cognitive demands placed on CDC coaches are even greater than the demands placed on assessors and observers in assessment centres and development assessment centres respectively. Despite this concern, very little evidence exists regarding the cognitive requirements for observers, with no existing research on the cognitive requirements for coaches in CDCs. This study set out to address this gap in research, and explore the competencies that allow coaches to cope better with the complexities associated with the various tasks in which they engage. Self-administered questionnaires, semi-structured interviews, and a Delphi technique allowed for the design and validation of an exploratory competencies framework encompassing the core competencies of coaches in a CDC. A qualitative research methodology was utilised, with an exploratory research intent. The information was interpreted from an interpretive research paradigm, using content analysis. The pooled perspectives and opinions of 13 participants informed the comprehensive competencies framework for coaches in a CDC. A total of 25 competencies were included in the framework, of which 14 are considered core competencies. This framework may be applied by all entities using the CDC method. By applying this framework in practice, candidates best suited to the role of a coach at a CDC can be selected, in order to enhance performance and development outcomes amongst coachees. In doing so, organisations will be able to utilise their resources more effectively, and establish a unique competitive advantage in the marketplace.
- Full Text:
- Authors: Venter, Bernice Charné
- Date: 2017
- Subjects: Psychology, Industrial , Personal coaching , Mentoring in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246449 , uj:25551
- Description: M.Com. (Industrial Psychology) , Abstract: The core purpose of this study was to explore the desired competencies of coaches operating in the context of a Coaching Development Centre (CDC). In a CDC, the coach has a broader role to what is required at a traditional assessment centre (AC) and at a development assessment centre (DAC). Not only do CDC coaches need to assess job-related behaviours, but also need to act as facilitators and coaches, guiding coachees towards developing selected skills. Having these additional responsibilities, the cognitive demands placed on CDC coaches are even greater than the demands placed on assessors and observers in assessment centres and development assessment centres respectively. Despite this concern, very little evidence exists regarding the cognitive requirements for observers, with no existing research on the cognitive requirements for coaches in CDCs. This study set out to address this gap in research, and explore the competencies that allow coaches to cope better with the complexities associated with the various tasks in which they engage. Self-administered questionnaires, semi-structured interviews, and a Delphi technique allowed for the design and validation of an exploratory competencies framework encompassing the core competencies of coaches in a CDC. A qualitative research methodology was utilised, with an exploratory research intent. The information was interpreted from an interpretive research paradigm, using content analysis. The pooled perspectives and opinions of 13 participants informed the comprehensive competencies framework for coaches in a CDC. A total of 25 competencies were included in the framework, of which 14 are considered core competencies. This framework may be applied by all entities using the CDC method. By applying this framework in practice, candidates best suited to the role of a coach at a CDC can be selected, in order to enhance performance and development outcomes amongst coachees. In doing so, organisations will be able to utilise their resources more effectively, and establish a unique competitive advantage in the marketplace.
- Full Text:
The development and validation of a model of work-related integrity
- Authors: Van Zyl, Casper J.J.
- Date: 2016
- Subjects: Personality and occupation , Work environment - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376906 , http://hdl.handle.net/10210/241084 , uj:24812
- Description: Abstract: The present study aimed to develop and validate a personality-based model of workplace deviance or counterproductive work behavior (CWB). The model consisted of salient dispositional factors considered to be predictive of CWB, either in a unidimensional, or multidimensional capacity, or both. Literature on concepts such as counterproductive work behavior, integrity testing, dark personality, the dark triad of personality and attribution styles informed the selection of traits for inclusion in the model. The shortcomings of selected personality based models of CWB were considered and a dual process account of CWB was postulated. In addition to considering normal personality and its relationship to CWB, this study also argued for the consideration of dark personality constructs as predictors of CWB. In particular, the dark triad of personality was suggested and it was argued that contemporary conceptualisations of dark personality constructs (i.e., psychopathy) enable their measurement in ‘normal’ populations. To examine the predicted relationships between the operationalised personality constructs of the model and the counterproductive criterion variables, the psychometric properties for the developed measures were examined in low stakes (n = 952) and high stakes (n = 401) conditions separately, and in combination. The combined sample included 1353 working adults ranging between 18 and 78 years of age (mean = 35.6, SD = 11.9). There were 619 (45.8%) men. The ethnic distribution included 534 (39.5%) Black/African, 381 (28.2%) White, 138 (10.2%) Coloured, 113 (8.4%) Indian, 11(0.8%) Asian and 176 (12%) unspecified. Construct validity results using confirmatory factor analysis and Rasch analysis found satisfactory fit for all items and scales in all three conditions. These results allowed for the examination of concurrent predictive validity. Bivariate correlation and linear regression analysis supported the concurrent validity for 11 of the 12 scales for the prediction of interpersonal and organisational CWB. In addition, quantile regression analysis provided a much more nuanced understanding of the relationships between the predictor and predicted variables in the study. Lastly, good evidence for convergent validity was found with the Hare Self-Report Psychopathy Scale. The results of this study supported the use of the personality variables of the model for the prediction of deviant behaviour in organisational settings. , D.Phil.
- Full Text:
- Authors: Van Zyl, Casper J.J.
- Date: 2016
- Subjects: Personality and occupation , Work environment - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376906 , http://hdl.handle.net/10210/241084 , uj:24812
- Description: Abstract: The present study aimed to develop and validate a personality-based model of workplace deviance or counterproductive work behavior (CWB). The model consisted of salient dispositional factors considered to be predictive of CWB, either in a unidimensional, or multidimensional capacity, or both. Literature on concepts such as counterproductive work behavior, integrity testing, dark personality, the dark triad of personality and attribution styles informed the selection of traits for inclusion in the model. The shortcomings of selected personality based models of CWB were considered and a dual process account of CWB was postulated. In addition to considering normal personality and its relationship to CWB, this study also argued for the consideration of dark personality constructs as predictors of CWB. In particular, the dark triad of personality was suggested and it was argued that contemporary conceptualisations of dark personality constructs (i.e., psychopathy) enable their measurement in ‘normal’ populations. To examine the predicted relationships between the operationalised personality constructs of the model and the counterproductive criterion variables, the psychometric properties for the developed measures were examined in low stakes (n = 952) and high stakes (n = 401) conditions separately, and in combination. The combined sample included 1353 working adults ranging between 18 and 78 years of age (mean = 35.6, SD = 11.9). There were 619 (45.8%) men. The ethnic distribution included 534 (39.5%) Black/African, 381 (28.2%) White, 138 (10.2%) Coloured, 113 (8.4%) Indian, 11(0.8%) Asian and 176 (12%) unspecified. Construct validity results using confirmatory factor analysis and Rasch analysis found satisfactory fit for all items and scales in all three conditions. These results allowed for the examination of concurrent predictive validity. Bivariate correlation and linear regression analysis supported the concurrent validity for 11 of the 12 scales for the prediction of interpersonal and organisational CWB. In addition, quantile regression analysis provided a much more nuanced understanding of the relationships between the predictor and predicted variables in the study. Lastly, good evidence for convergent validity was found with the Hare Self-Report Psychopathy Scale. The results of this study supported the use of the personality variables of the model for the prediction of deviant behaviour in organisational settings. , D.Phil.
- Full Text:
The influence of organisational rewards on workplace trust and work engagement
- Authors: Victor, Janine Ashleigh
- Date: 2016
- Subjects: Psychology, Industrial , Employee motivation , Incentives in industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124673 , uj:20944
- Description: Abstract: In today’s volatile and competitive business environments, organisations are faced with heightening challenges to retain their most talented employees. As indicative of high turnover rates and poor economic conditions, employees are increasingly leaving their positions for a number of reasons; one of them being a perceived lack of adequate reward practices. As a result, an increasing number of workers have experienced declining levels of confidence in the employee-employer relationship which has furthermore had an impact on employee engagement. As significant behavioural-related concepts, this study sought to explore if rewards influence trust and engagement in the workplace for the purpose of improving current talent management and retention practices. The overall purpose of this study was to determine whether there is a relationship between the three constructs and whether rewards are able to predict trust and engagement within the employment context. Scales from the Job Satisfaction Survey (JSS), Intrinsic Motivation Inventory (IMI), Psychological Meaningfulness Scale (PMS), Basic Psychological Needs at Work Scale (BPNWS), Workplace Trust Survey (WTS) and Utrecht Work Engagement Scale (UWES) were administered to a sample of employees (N = 251) in various South African sectors and industries within the Gauteng region. The results indicated that there is a moderate to strong positive relationship between the three constructs and that rewards are able to predict trust and engagement. These findings are significant in that they provide insight into the relationship between rewards, trust and engagement which can be used to inform behavioural practitioners about how to improve on talent management and retention strategies in the workplace. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Victor, Janine Ashleigh
- Date: 2016
- Subjects: Psychology, Industrial , Employee motivation , Incentives in industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124673 , uj:20944
- Description: Abstract: In today’s volatile and competitive business environments, organisations are faced with heightening challenges to retain their most talented employees. As indicative of high turnover rates and poor economic conditions, employees are increasingly leaving their positions for a number of reasons; one of them being a perceived lack of adequate reward practices. As a result, an increasing number of workers have experienced declining levels of confidence in the employee-employer relationship which has furthermore had an impact on employee engagement. As significant behavioural-related concepts, this study sought to explore if rewards influence trust and engagement in the workplace for the purpose of improving current talent management and retention practices. The overall purpose of this study was to determine whether there is a relationship between the three constructs and whether rewards are able to predict trust and engagement within the employment context. Scales from the Job Satisfaction Survey (JSS), Intrinsic Motivation Inventory (IMI), Psychological Meaningfulness Scale (PMS), Basic Psychological Needs at Work Scale (BPNWS), Workplace Trust Survey (WTS) and Utrecht Work Engagement Scale (UWES) were administered to a sample of employees (N = 251) in various South African sectors and industries within the Gauteng region. The results indicated that there is a moderate to strong positive relationship between the three constructs and that rewards are able to predict trust and engagement. These findings are significant in that they provide insight into the relationship between rewards, trust and engagement which can be used to inform behavioural practitioners about how to improve on talent management and retention strategies in the workplace. , M.Com. (Industrial Psychology)
- Full Text:
The mental model of a leader that flourishes in complex and turbulent contexts
- Authors: Hodgkinson, Garreth
- Date: 2017
- Subjects: Psychology, Industrial , Organizational change - Management , Organizational change - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246191 , uj:25516
- Description: M.Com. (Industrial Psychology) , Abstract: Change is perceived as the only constant. Given the impact of this continual and chaotic change that organisations are faced with, the management of change is becoming a highly required managerial skill. Business has recognised the necessity and advantages of managing change effectively. Successful business leaders can arguably provide valuable leadership and guidance through periods of change, and a deeper understanding of their mental models may provide valuable empirical insight into their thinking and resultant behaviours. The purpose of this study was therefore to explore the mental model of an organisational leader who flourishes within complex and turbulent contexts. This research was conducted in a qualitative manner using the Repertory Grid Technique to identify personal constructs. Through a process of subsuming, it was possible to identify the mental model of the organisational leader. This mental model has helped identify areas that are crucial to navigating chaotic change in turbulent contexts. The results indicated that self-awareness and confidence in one’s own ability are critical to flourishing within turbulent contexts.
- Full Text:
- Authors: Hodgkinson, Garreth
- Date: 2017
- Subjects: Psychology, Industrial , Organizational change - Management , Organizational change - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246191 , uj:25516
- Description: M.Com. (Industrial Psychology) , Abstract: Change is perceived as the only constant. Given the impact of this continual and chaotic change that organisations are faced with, the management of change is becoming a highly required managerial skill. Business has recognised the necessity and advantages of managing change effectively. Successful business leaders can arguably provide valuable leadership and guidance through periods of change, and a deeper understanding of their mental models may provide valuable empirical insight into their thinking and resultant behaviours. The purpose of this study was therefore to explore the mental model of an organisational leader who flourishes within complex and turbulent contexts. This research was conducted in a qualitative manner using the Repertory Grid Technique to identify personal constructs. Through a process of subsuming, it was possible to identify the mental model of the organisational leader. This mental model has helped identify areas that are crucial to navigating chaotic change in turbulent contexts. The results indicated that self-awareness and confidence in one’s own ability are critical to flourishing within turbulent contexts.
- Full Text:
The moderating effect of core self-evaluative traits on the relationship between job demands and burnout
- Monareng, Kgonnye Palesa Debrah
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
The psychological contract and organisational identification in call centres
- Authors: Mutendi, Definite
- Date: 2017
- Subjects: Labor contract - South Africa , Psychology, Industrial , Social psychology , Call centers - South Africa - Personnel management , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414279 , uj:34934
- Description: Abstract: The world of work and the labour market has been changing. As the world’s economy continues to go through turbulent times, the employment relationship as we used to know it continues to evolve. As a consequence, more and more employees are on flexible contracts, organisational structures are leaner, employees are expected to do more with less and the traditional jobs can no longer be guaranteed by employers. Employers need to harness the full potential of their employees in order to remain competitive. In order to get the most out of their workforce, employers need to understand the psychological bonds that sustain the employment relationship, especially during turbulent times. As such, this study investigates the relationship between the psychological contract and organisational identification in call centres. The study also explores whether an employee’s employment contract type has a moderating role on the relationship between the psychological contract and organisational identification. From a labour relations perspective, the study examines the possible implications of the introduction of amendments to labour laws that regulate the practices of employment services, also known as labour brokers. The study was a quantitative cross-sectional field design. The sample consisted of employees working in a South African call centre setting (N=195) who were either on permanent or temporary employment contracts. The relationship between the constructs of the psychological contracts and organisational identification were investigated using two scales. The study confirmed the relationship between the psychological contract and organisational identification in the call centre. Contrary to some past research findings and literature, the type of employment contract that the sample profile held was of little or no consequence to their perceptions of the psychological contract, their identification with the employer, and the relationship between the psychological contract and organisational identification. The findings point to the need for workplace management and Human Resources (HR) practitioners to pay increased attention to the management of beliefs regarding mutual obligations. The contribution of this study is threefold. There have not been many studies conducted on call centres within the South African context. Secondly, the results of this study will add to the available literature on the dynamics of the employment relationship in call centre settings. Thirdly, not much research has focused on how an employee’s contract status may influence their exchange relationship with the employer. , M.Phil. (Employment Relations)
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- Authors: Mutendi, Definite
- Date: 2017
- Subjects: Labor contract - South Africa , Psychology, Industrial , Social psychology , Call centers - South Africa - Personnel management , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414279 , uj:34934
- Description: Abstract: The world of work and the labour market has been changing. As the world’s economy continues to go through turbulent times, the employment relationship as we used to know it continues to evolve. As a consequence, more and more employees are on flexible contracts, organisational structures are leaner, employees are expected to do more with less and the traditional jobs can no longer be guaranteed by employers. Employers need to harness the full potential of their employees in order to remain competitive. In order to get the most out of their workforce, employers need to understand the psychological bonds that sustain the employment relationship, especially during turbulent times. As such, this study investigates the relationship between the psychological contract and organisational identification in call centres. The study also explores whether an employee’s employment contract type has a moderating role on the relationship between the psychological contract and organisational identification. From a labour relations perspective, the study examines the possible implications of the introduction of amendments to labour laws that regulate the practices of employment services, also known as labour brokers. The study was a quantitative cross-sectional field design. The sample consisted of employees working in a South African call centre setting (N=195) who were either on permanent or temporary employment contracts. The relationship between the constructs of the psychological contracts and organisational identification were investigated using two scales. The study confirmed the relationship between the psychological contract and organisational identification in the call centre. Contrary to some past research findings and literature, the type of employment contract that the sample profile held was of little or no consequence to their perceptions of the psychological contract, their identification with the employer, and the relationship between the psychological contract and organisational identification. The findings point to the need for workplace management and Human Resources (HR) practitioners to pay increased attention to the management of beliefs regarding mutual obligations. The contribution of this study is threefold. There have not been many studies conducted on call centres within the South African context. Secondly, the results of this study will add to the available literature on the dynamics of the employment relationship in call centre settings. Thirdly, not much research has focused on how an employee’s contract status may influence their exchange relationship with the employer. , M.Phil. (Employment Relations)
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The relationship between sex roles and psychological availability
- Authors: Mageza, Masase Eve
- Date: 2016
- Subjects: Psychology, Industrial , Masculinity , Femininity , Gender identity - Psychological aspects , Sex role - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124540 , uj:20929
- Description: Abstract: Every culture emphasises roles and behaviours that are linked to expectations about men and women respectively and that cultures are influenced by socioeconomic factors such as status and/or education. Sex roles focus on the ways of socialisation that culminate in individuals displaying more masculine, feminine, and/or androgynous roles, while psychological availability can contribute to how well people engage at work. Individuals remain in their work roles because they engage in the designated work post. These employees become cognitively observant, physically involved in individual or team tasks, and empathetically connected to others during the performance of their tasks. The objectives of this study are to identify whether the masculine and feminine sex roles that men and women display have an impact on the level of psychological availability they display at work. Furthermore, this study will aim to determine how gender (man and woman) influences the relationship between sex roles and psychological availability. For the purpose of this study, a quantitative cross-sectional approach was selected. The convenience sample of 753 employees (n = 753) were from South African organisations in Gauteng. Participants completed The Biographical questionnaire, The Bem Sex Inventory and Psychological Availability questionnaire. The findings of this study revealed that masculine and feminine sex roles predict psychological availability. In addition, gender moderated the relationship between the feminine sex role and psychological availability. The relationship between femininity and psychological availability was stronger for women compared to men. However, gender did not impact the masculine sex role and psychological availability. Key Words: Masculinity, femininity, androgynous, gender, psychological availability. , M.Com. (Industrial Psychology)
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- Authors: Mageza, Masase Eve
- Date: 2016
- Subjects: Psychology, Industrial , Masculinity , Femininity , Gender identity - Psychological aspects , Sex role - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124540 , uj:20929
- Description: Abstract: Every culture emphasises roles and behaviours that are linked to expectations about men and women respectively and that cultures are influenced by socioeconomic factors such as status and/or education. Sex roles focus on the ways of socialisation that culminate in individuals displaying more masculine, feminine, and/or androgynous roles, while psychological availability can contribute to how well people engage at work. Individuals remain in their work roles because they engage in the designated work post. These employees become cognitively observant, physically involved in individual or team tasks, and empathetically connected to others during the performance of their tasks. The objectives of this study are to identify whether the masculine and feminine sex roles that men and women display have an impact on the level of psychological availability they display at work. Furthermore, this study will aim to determine how gender (man and woman) influences the relationship between sex roles and psychological availability. For the purpose of this study, a quantitative cross-sectional approach was selected. The convenience sample of 753 employees (n = 753) were from South African organisations in Gauteng. Participants completed The Biographical questionnaire, The Bem Sex Inventory and Psychological Availability questionnaire. The findings of this study revealed that masculine and feminine sex roles predict psychological availability. In addition, gender moderated the relationship between the feminine sex role and psychological availability. The relationship between femininity and psychological availability was stronger for women compared to men. However, gender did not impact the masculine sex role and psychological availability. Key Words: Masculinity, femininity, androgynous, gender, psychological availability. , M.Com. (Industrial Psychology)
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