The objectives of this study were to (1) establish whether a relationship exists between individuals’ perception of organisational culture, measured by the South African Cultural Instrument (2005) and lifelong learning, measured by the Dimensions of the Learning Organisation Questionnaire (2003); and (2) determine whether the participants differed with regard to these variables in terms of sociodemographic contextual factors such as age, race, gender, education, years of service, disability status and job level. A quantitative study, using primary data, was conducted on a convenient sample (N=257) of full-time public service officials in a South African public service organisation. Correlational and inferential statistical analyses revealed statistically significant positive relationships between individuals’ perception of organisational culture and lifelong learning. Significant differences were found in the perception of these variables for individuals with different years of service and for individuals of different age groups. The findings should contribute valuable knowledge to the field of organisational behaviour, which could be used to promote a lifelong learning culture in public service organisations. The study concludes with recommendations for future practice / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The general objective of this research was to do a comparative study of the Trust Audit results - obtained during 2000 - of three Business Units of a South African Company in order to determine whether there are any significant differences between them regarding the ”Big Five” personality dimensions and the ”Managerial Practices” dimensions. Trust has been found to be an essential ingredient in all organisations, providing the impetus for employers to gain a better understanding of the building blocks of organisational trust and to restore eroded trust. The intensity of any trust relationship will depend on certain facilitators of trustworthiness which may facilitate or impede the flow of trust. Research studies indicate that organisations with high levels of trust will be more successful, adaptive, and innovative than organisations with low levels of trust or pervasive mistrust. Positive results were indicated for all Business Units regarding the personality aspects. The most positive ”Big Five” dimensions were conscientiousness, extraversion and agreeableness while the lowest dimension was resourcefulness. Overall results regarding managerial practices indicated that not enough information sharing took place and that this had a negative effect within the work environment. The credibility dimension, being lower than the others, indicated that better credibility of persons that are reported to, could improve trust and optimal functioning within the working environment. Team management, work support and trust relationship were viewed positively by all Business Units. One of the main conclusions of this research was that managers/leaders have a pivotal role to play in creating high-trust organisations and engendering trusting relationships. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

An immense degree of linguistic diversity exists in the work force where it is possible for speakers of twenty-three home languages to come into contact on the work floor. The language of management in industry is predominantly English; while supervisors are primarily English- or Afrikaans-speaking. Misinterpretation of speaker intent plays a significant role in communication breakdown that occurs when management or foremen/supervisors communicate directly with workers who do not understand the two erstwhile official languages sufficiently or not at all. Reagan ( 1 986) hypothesized that the greatest number of problems are caused by what might be termed mutual ignorance, rather than by language difficulties. The aim of the thesis was therefore to establish what constitutes the mutual ignorance that leads to misinterpretation of speaker intent. The Hymesian model, the ethnography of speaking, was used as a model for an analysis of sociolinguistic features in factories in the Pretoria-WitwatersrandVereeniging area. For data collection a process of triangulation was used and qualitative and quantitative methods used. The Free Attitude Interview technique was used for unstructured interviews. Other methods include observation, and elicitation procedures such as the Discourse Completion Test, which were used in structured interviews. Language preference, forms of address and politeness markers were examined. Findings revealed that the major differences were found to be in the area of non-verbal behaviour. Speakers of Afrikaans and English are, on the whole, unaware of politeness markers used by speakers of African languages. Afrikaans and English speakers are unaware of offensive non-verbal behaviour used by them. It is revealing that speakers of the official languages believe this to be the very area that makes communication possible, but it is the area in which they may cause offence. It was also found that speakers of African languages have adopted many of the features of the power dominant group at work. The findings of the research are important for the development of strategies for overcoming misinterpretation of speaker intent and negative stereotyping. This research was undertaken as part of the Human Sciences Research Council's programme entitled Language in the labour situation. / Linguistics and Modern Languages / D.Litt. et Phil. (Linguistics)

The general objective of this research was to do a comparative study of the Trust Audit results - obtained during 2000 - of three Business Units of a South African Company in order to determine whether there are any significant differences between them regarding the ”Big Five” personality dimensions and the ”Managerial Practices” dimensions. Trust has been found to be an essential ingredient in all organisations, providing the impetus for employers to gain a better understanding of the building blocks of organisational trust and to restore eroded trust. The intensity of any trust relationship will depend on certain facilitators of trustworthiness which may facilitate or impede the flow of trust. Research studies indicate that organisations with high levels of trust will be more successful, adaptive, and innovative than organisations with low levels of trust or pervasive mistrust. Positive results were indicated for all Business Units regarding the personality aspects. The most positive ”Big Five” dimensions were conscientiousness, extraversion and agreeableness while the lowest dimension was resourcefulness. Overall results regarding managerial practices indicated that not enough information sharing took place and that this had a negative effect within the work environment. The credibility dimension, being lower than the others, indicated that better credibility of persons that are reported to, could improve trust and optimal functioning within the working environment. Team management, work support and trust relationship were viewed positively by all Business Units. One of the main conclusions of this research was that managers/leaders have a pivotal role to play in creating high-trust organisations and engendering trusting relationships. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

An immense degree of linguistic diversity exists in the work force where it is possible for speakers of twenty-three home languages to come into contact on the work floor. The language of management in industry is predominantly English; while supervisors are primarily English- or Afrikaans-speaking. Misinterpretation of speaker intent plays a significant role in communication breakdown that occurs when management or foremen/supervisors communicate directly with workers who do not understand the two erstwhile official languages sufficiently or not at all. Reagan ( 1 986) hypothesized that the greatest number of problems are caused by what might be termed mutual ignorance, rather than by language difficulties. The aim of the thesis was therefore to establish what constitutes the mutual ignorance that leads to misinterpretation of speaker intent. The Hymesian model, the ethnography of speaking, was used as a model for an analysis of sociolinguistic features in factories in the Pretoria-WitwatersrandVereeniging area. For data collection a process of triangulation was used and qualitative and quantitative methods used. The Free Attitude Interview technique was used for unstructured interviews. Other methods include observation, and elicitation procedures such as the Discourse Completion Test, which were used in structured interviews. Language preference, forms of address and politeness markers were examined. Findings revealed that the major differences were found to be in the area of non-verbal behaviour. Speakers of Afrikaans and English are, on the whole, unaware of politeness markers used by speakers of African languages. Afrikaans and English speakers are unaware of offensive non-verbal behaviour used by them. It is revealing that speakers of the official languages believe this to be the very area that makes communication possible, but it is the area in which they may cause offence. It was also found that speakers of African languages have adopted many of the features of the power dominant group at work. The findings of the research are important for the development of strategies for overcoming misinterpretation of speaker intent and negative stereotyping. This research was undertaken as part of the Human Sciences Research Council's programme entitled Language in the labour situation. / Linguistics and Modern Languages / D.Litt. et Phil. (Linguistics)