<p>The term organisational citizenship behaviour (OCB) was first explored by Bateman and Organ (1983) to refer to particular behaviours that may benefit an organisation and gestures that cannot be enforced by means of formal role obligations nor be elicited by contractual guarantee of recompense. Organ (1988) proposes that OCB may have a positive impact on employees and organisational performance. Incumbents who are experiencing satisfaction from performing their jobs are likely to be better ambassadors for the organisation and be committed to their organization (Buitendach, 2005). Silverthorne (2005, p. 171) considers job satisfaction to be important for effective organisations and defines job satisfaction as &ldquo / ... a pleasurable or positive emotional state resulting from the appraisal of one&rsquo / s job&rdquo / . Previous research indicates that individuals are most likely to go beyond their formal job requirements when they are satisfied with their jobs or committed to their organisations, when they are given intrinsically satisfying tasks to complete, and/or when they have supportive or inspirational leaders. Research into Organisational Citizenship behaviour (OCB) has primarily focused on the effects of OCB on individual and organisational performance. Several empirical studies report that OCB produces various tangible benefits for employees, co-workers, supervisors and organisations in a variety of industries (Ackfeldt &amp / Leonard, 2005). It essentially refers to prosocial organisational behaviour that goes beyond what is expected in role descriptions. Bolino, Turnley and Niehoff (2004) claim that three basic assumptions have characterised OCB research. Firstly, they argue that OCB research stemmed from non-self-serving motives such as organisational commitment and job satisfaction. Moreover, they maintain that OCB has led to a more effective functioning of organisations and finally that OCB benefited employees by making organisations more attractive to work in. Murphy, Athansou and King (2002) reported positive relationships between OCB and job satisfaction. Chiu and Chen (2005) investigated the relationship between job characteristics and OCB and recommend that managers enhance employees&rsquo / intrinsic job satisfaction to promote the display of OCB. Most research studies have investigated OCB as an outcome variable with job satisfaction as one of its antecedents. Although the majority of researchers contend that OCB is an outcome of job satisfaction, some research indicates that the two variables can function as antecedents or consequences or there may well be a reciprocal relationship between the two variables. This study endeavours to elucidate the factors that are postulated to produce job satisfaction and organisational citizenship behaviour, based on a sample of 133 employees in a retail organisation in the Western Cape. The results indicate that there are significant relationships between biographical characteristics and job satisfaction, between the dimensions of OCB and job satisfaction and between the job satisfaction dimensions and OCB.</p>

There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

The increase in globalisation has led many organisations world-wide and in South African to send more employees on international assignments than ever before, with every indication that the use of expatriates will continue to expand into the 21st century. Expatriate assignments are important to the success of multinational companies because they can help build the level of global competence within the organisation, and expatriates often fill critical positions in host countries (e.g. new market development, technology transfer, joint venture negotiations and subsidiary management). Given the strategic importance multinational companies attach to global assignments, the harm an unsuccessful expatriate may cause in the host country can be detrimental to the multinational company's future global business. Implications of poor expatriate cross-cultural adjustment include inadequate performance, psychological stress, premature termination of the assignment, negative effects on the expatriates' families and the long-term career repercussions upon repatriation after failed expatriate assignments. Thus, in order to remain competitive in today's global marketplace, multinational companies have recognised that the attraction, selection, development and retention of employees who can live and work effectively outside their own national borders are crucial to their success. This study proposed that personality dispositions, coping, stress and expatriates' motivation for accepting the assignment can predict three criteria of expatriate success, namely (a) the desire to terminate the assignment, (b) performance, and (c) the cross-cultural adjustment of expatriates. The study population consisted of 95 expatriates from eight multi-national organisations. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used to achieve the research objectives. Descriptive statistics ( e g means, standard deviations, skewness and kurtosis) were used to vii analyse the data. Cronbach alpha coefficients and exploratory factor analysis were used to assess the reliability and validity of the measuring instruments, and multiple regression analyses was conducted to determine the percentage of the variance in the dependent variables that is predicted by the independent variables. The Neo-Personality Inventory Revised, Work Locus of Control Scale, Expatriate Stress Inventory, a biographical questionnaire, which included expatriates' motivation for accepting the assignment (independent variables) and expatriates' cross-cultural adjustment. their desire to terminate the assignment and their performance (dependent variables) were administered. The results showed that external locus of control is related to avoidance. Avoidance coping of expatriates' was best predicted by an external locus of control and approach coping of expatriates' was best predicted by an internal locus of control. The results showed that expatriates' desire to terminate the assignment is related to their cross-cultural adjustment and that personality dimensions are related to their cross-cultural adjustment and their desire to terminate the assignment. Personality dimensions explained 12% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 17% of expatriates' desire to terminate the assignment. The results showed that cultural stress explained 17% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 28% of expatriates' desire to terminate the assignment and extrinsic motivation explained 20% of expatriates' performance. Recommendations are made regarding future research and practical implications for expatriate management. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Effects of neuroticism, agreeableness, extraversion, conscientiousness in online are affecting consumer impulse buying behavior are important to explore because it directly impacts the consumers individually. The objective of this study is to find out the role of demographics and personality traits of a consumer in shaping their online impulse buying behavior. This study will also will evaluate the moderating effect of hedonic shopping in impulse buying behavior of consumers. Quantitative research approach has been used by using survey method and data was collected through adapted questionnaires. The sample of the study was consisted of 200 respondents from different cities of Sweden and response rate was 80%. IBM SPSS data editor was used to conduct data analysis. Multiple linear regression and analysis of variance (ANOVA) with LSD technique was performed to test the proposed hypothesis. Based on the empirical analysis, it is been concluded that personality traits i.e. Neuroticism and Agreeableness have negative and significant relationship online impulse buying behavior. More a person possesses the characteristics of Neuroticism and Agreeableness less will be the online impulsive buying. Furthermore, Openness to Change, Conscientiousness, and Extraversion have positive and significant relationship with online impulsive buying behavior. Results also depict that hedonic motivation moderates the relationship of personality traits and online impulsive buying which implies that the pleasure of online shopping boosts online impulsive buying.

Magister Commercii - MCom / The term organisational citizenship behaviour (OCB) was first explored by Bateman and Organ (1983) to refer to particular behaviours that may benefit an organisation and gestures that cannot be enforced by means of formal role obligations nor be elicited by contractual guarantee of recompense. Organ (1988) proposes that OCB may have a positive impact on employees and organisational performance. Incumbents who are experiencing satisfaction from performing their jobs are likely to be better ambassadors for the organisation and be committed to their organization (Buitendach, 2005). Silverthorne (2005, p. 171) considers job satisfaction to be important for effective organisations and defines job satisfaction as "... a pleasurable or positive emotional state resulting from the appraisal of one's job". Previous research indicates that individuals are most likely to go beyond their formal job requirements when they are satisfied with their jobs or committed to their organisations, when they are given intrinsically satisfying tasks to complete, and/or when they have supportive or inspirational leaders. Research into Organisational Citizenship behaviour (OCB) has primarily focused on the effects of OCB on individual and organisational performance. Several empirical studies report that OCB produces various tangible benefits for employees, co-workers, supervisors and organisations in a variety of industries (Ackfeldt & Leonard, 2005). It essentially refers to prosocial organisational behaviour that goes beyond what is expected in role descriptions. Bolino, Turnley and Niehoff (2004) claim that three basic assumptions have characterised OCB research. Firstly, they argue that OCB research stemmed from non-self-serving motives such as organisational commitment and job satisfaction. Moreover, they maintain that OCB has led to a more effective functioning of organisations and finally that OCB benefited employees by making organisations more attractive to work in. Murphy, Athansou and King (2002) reported positive relationships between OCB and job satisfaction. Chiu and Chen (2005) investigated the relationship between job characteristics and OCB and recommend that managers enhance employees' intrinsic job satisfaction to promote the display of OCB. Most research studies have investigated OCB as an outcome variable with job satisfaction as one of its antecedents. Although the majority of researchers contend that OCB is an outcome of job satisfaction, some research indicates that the two variables can function as antecedents or consequences or there may well be a reciprocal relationship between the two variables. This study endeavours to elucidate the factors that are postulated to produce job satisfaction and organisational citizenship behaviour, based on a sample of 133 employees in a retail organisation in the Western Cape. The results indicate that there are significant relationships between biographical characteristics and job satisfaction, between the dimensions of OCB and job satisfaction and between the job satisfaction dimensions and OCB. / South Africa

A major concern with using personality tests in the selection process is the prevalence of applicant faking behavior which can influence the rank order of applicants such that fakers are hired at an elevated frequency. This study examined the effects of the detection/consequence warning and a more applicant-friendly warning on faking and perceived procedural justice. I hypothesized that a positive warning (reasoning warning) and a detection/consequence warning would show similar mean personality trait levels compared to honest responses, with all means showing less socially desirable responding than no warning prompt. Results suggested that the detection/consequence warning is more effective at reducing faking behavior in the selection context, and the content of the warning has no impact on perceived procedural justice.

När en individ står upp för vad som är moraliskt rätt och riktigt med risk för negativa sociala konsekvenser benämns det civilkurage. Få studier har ämnat ta reda på vad som föregår ett visat civilkurage. Syftet var att undersöka huruvida samvetsgrannhet och individualism korrelerade med civilkurage. 135 respondenter varav 108 var kvinnor deltog i enkätundersökningen där de ombads bedöma påståenden. Påståendena var hämtade ur tre etablerade skalor; Das Münchner Zivilcourage-instrument, Auckland Individualism Collectivism Scale samt samvetsgrannhet extraherad ur Big Five. Resultatet visade ingen korrelation mellan individualism och civilkurage. Prediktorn samvetsgrannhet kunde inte heller förklara civilkurage. Inte heller verkade utbildningsnivå eller kön ha någon inverkan. Till framtida studier rekommenderas att inkludera övriga dimensioner av Big five samt att undersöka om prediktorerna skulle ge samma utfall gällande hjälpbeteende. Det torde även vara gynnsamt att mäta individualism i annan bemärkelse med tonvikt på unikhet hellre än konkurrens.

Relationen mellan ekonomisk framgång (inkomst), personlighetsdragetsamvetsgrannhet och begåvning undersöktes för könsuppdelade grupper medbegåvning i fjärde kvartilen. Syftet var att se om hög samvetsgrannhet och IKkunde predicera ekonomisk framgång bland personer med hög begåvning.Datainsamlingen skedde genom att extrahera relevanta individer urWisconsin Longitudinal Study. I den ursprungliga datainsamlingen deltogtotalt 10 317 personer. T-test genomfördes för att jämföra inkomster för högtbegåvade kvinnor och män. Multipla regressionsanalyser genomfördes föratt undersöka begåvningens och samvetsgrannhetens effekt på årsinkomstenför de högt begåvade männen och kvinnorna. Studien visade att högbegåvadekvinnor och män hade signifikanta löneskillnader samt att samvetsgrannhetoch hög begåvning med signifikans kunde användas för att predicera inkomstför såväl gruppen kvinnor som för gruppen män. / The relationship between economic success (income), the personality traitconscientiousness and IQ were examined for gender-segregated groups withIQ in the fourth quartile. The purpose was to see if high conscientiousnessand IQ could predict financial success in the subgroups. Data collection wascarried out by extracting relevant individuals from the WisconsinLongitudinal Study. A total of 10,317 people participated in the original datacollection. A t-test was performed to compare incomes for women and menwith high IQ. Multiple regression analysis was conducted to examine theeffect of IK and conscientiousness on the income of the high IQ group of menas well as for the high IQ group of women. The study showed that highlygifted women and men had significant pay differences as well as thatconscientiousness and IQ were significant predictors of income for both thegroup of women and the group of men.

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This study investigates the impact of instructors' positive comments on academic resiliency and student performance. Not only is academic resiliency a stable trait, but we hypothesis that it may be induced or impeded; i.e. academic resiliency is malleable. The Academic Self-Efficacy Scale, Academic Locus of Control Scale, and the Academic Conscientiousness Scale were collected as covariates. It was predicted that participants randomly assigned to the positive teacher support condition would score better on the final exam and demonstrate increased academic resiliency compared to a baseline measure. Conversely, participants randomly assigned to the negative teacher support condition should do poorly on the exam and demonstrate reduced academic resiliency compared to a baseline measure. There were of73 undergraduate participants (13 male, 60 female) with a median age of 22 (SD=7 .19) recruited from a large Southeastern university students who were enrolled in two web-based courses.