Bitcoin är en teknologi som har blivit allt mer etablerad i det svenska samhället. Trots att så pass många känner till teknologin är det fortfarande väldigt få som använder den. Denna studie ämnar undersöka vad som påverkar det svenska folkets acceptans av Bitcoin med hjälp av det teoretiska ramverket TAM, samt med tillägg för finansiell risk och med ett fokus på demografiska variablers (externa faktorers) påverkan på acceptansen. En kvantitativ surveyundersökning genomfördes genom en webbenkät, där totalt 204 respondenter deltog. Resultaten från enkäten analyserades med hjälp av dataanalysmetoden PLS-SEM vilket visade att upplevd användarnytta hade en signifikant positiv påverkan på en individs attityd mot Bitcoin. Vidare visade studien en signifikant positiv koppling mellan den upplevda användarvänligheten och den upplevda nyttan av Bitcoin. Dock fann studien att de testade externa faktorerna samt att tillägget av finansiell risk inte hade någon signifikant påverkan på resultatet. / Bitcoin is a technology that has become increasingly established in Swedish society. Despite the fact that so many people know about the technology, very few actually use it. This study aims to investigate what affects the Swedish people's acceptance of Bitcoin using the theoretical framework TAM, as well as with additions for financial risk and with a focus on the influence of demographic variables (external factors) on acceptance. A quantitative survey was conducted using a web survey, in which a total of 204 respondents participated. The results from the survey were analyzed using the data analysis method PLS-SEM, which showed that perceived usefulness had a significant positive impact on an individual's attitude towards Bitcoin. Furthermore, the study showed a significant positive link between an individual's perceived ease of use and their perceived usefulness of Bitcoin. However, the study found that the tested external factors and that the addition of financial risk had no significant impact on the result.

It is important that organisations are aware of factors that might affect the levels of well-being of employees, as employees are instrumental to the achievement of organisational goals. Well-being of employees can be conceptualised in terms of burnout and engagement. Studies have shown that different factors contribute to the employee experience of burnout and engagement. These factors include job demands and resources and psychological conditions (psychological meaningfulness, psychological availability and psychological safety). Although various studies regarding burnout and engagement can be found in literature, three research gaps have been identified from the studies. First, a reliable and valid instrument is needed to measure job demands and resources in a specific organisation. Second, given the cost of some measures of burnout, inadequacies in conceptualisation of the burnout construct and the inadequate psychometric properties of others, an inexpensive measure is needed which can be used to measure burnout in a valid and reliable way. Third, no studies seem to be found which focus on the effects of job demands and resources on burnout and engagement via specific psychological conditions (i.e. psychological meaningfulness, availability and safety). The general objective of this research therefore was to investigate the well-being of employees in a South African agricultural research organisation. It focused on job demands, job resources, burnout, work engagement and psychological conditions. The objective of the first study was to investigate the job demands and resources of employees in a South African agricultural research organisation. The study specifically examined the validity and reliability of a scale adapted to measure job demands and resources of the employees and established the prevalent job demands and resources of the employees. Differences that may exist based on the employees‟ demographic variables were also investigated. The aim of the second study was to provide an overview of current burnout measures that are used in the literature. From the literature, gaps were identified and used to develop a new Burnout Scale for use with employees within a South African agricultural research organisation. The research then examined the construct validity, reliability, construct equivalence and item bias of the newly-developed Burnout Scale. The research also investigated whether any differences in burnout existed in relation to the employees‟ demographic variables. The third study investigated the relationships between specific job demands, job resources, psychological conditions, burnout, and work engagement by testing a structural model of burnout and engagement in a sample of employees within a South African agricultural research organisation. The research method for each of the three articles consisted of a brief literature review and an empirical study. A non-probability availability sample of 443 agricultural employees was used. A cross-sectional design, with a survey as the data collection technique, was used. Measuring instruments that were utilised included an adapted Job Demands-Resources scale (AJDRS), a self-developed Burnout Scale (BS), a self-developed Work Engagement Scale (WES), an adapted Psychological Conditions Questionnaire (PCQ), and a biographical questionnaire. The statistical analyses were carried out with the help of the SPSS programme (IBM SPSS statistics, version 21) and MPLUS version 7.11 (Muthén, & Muthén 1998-2013). The statistical methods utilised in the three articles included descriptive statistics, Cronbach alpha coefficients, principal factor analysis, Pearson product-moment correlation coefficients, MANOVA, ANOVA, differential item functioning (DIF), and structural equation modelling. Evidence was established for the factorial validity and reliability of the AJDRS. The results indicate that the job demands experienced by employees in an agricultural research organisation are: overload and job insecurity; while job resources were: organisational support, growth opportunities, control, rewards, and physical resources (equipment). It was furthermore found that there were differences in the perceived job demands and resources of employees. In addition, the BS was found to consist of three reliable factors, i.e. fatigue, emotional exhaustion/withdrawal, and cognitive weariness. The results also showed construct equivalence for the Burnout construct, and no item bias for the language groups examined. Age was found to affect the level of perceived burnout of the employees. Furthermore, job resources (growth opportunities, control, and organisational support) were found to be positively associated with engagement, while lack of resources and job demands (overload) are positively associated with burnout of employees. Psychological meaningfulness, safety and availability are positively associated with work engagement, and negatively associated with burnout. The psychological conditions of availability, safety, and meaningfulness mediated the relationship between job resources and work engagement, as well as between lack of job resources and burnout. Psychological availability and meaningfulness mediated the relationship between job demands and burnout; however, the mediation effect of psychological safety on the relationship between job demands and burnout could not be established. Recommendations are made for practice, as well as future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

It is important that organisations are aware of factors that might affect the levels of well-being of employees, as employees are instrumental to the achievement of organisational goals. Well-being of employees can be conceptualised in terms of burnout and engagement. Studies have shown that different factors contribute to the employee experience of burnout and engagement. These factors include job demands and resources and psychological conditions (psychological meaningfulness, psychological availability and psychological safety). Although various studies regarding burnout and engagement can be found in literature, three research gaps have been identified from the studies. First, a reliable and valid instrument is needed to measure job demands and resources in a specific organisation. Second, given the cost of some measures of burnout, inadequacies in conceptualisation of the burnout construct and the inadequate psychometric properties of others, an inexpensive measure is needed which can be used to measure burnout in a valid and reliable way. Third, no studies seem to be found which focus on the effects of job demands and resources on burnout and engagement via specific psychological conditions (i.e. psychological meaningfulness, availability and safety). The general objective of this research therefore was to investigate the well-being of employees in a South African agricultural research organisation. It focused on job demands, job resources, burnout, work engagement and psychological conditions. The objective of the first study was to investigate the job demands and resources of employees in a South African agricultural research organisation. The study specifically examined the validity and reliability of a scale adapted to measure job demands and resources of the employees and established the prevalent job demands and resources of the employees. Differences that may exist based on the employees‟ demographic variables were also investigated. The aim of the second study was to provide an overview of current burnout measures that are used in the literature. From the literature, gaps were identified and used to develop a new Burnout Scale for use with employees within a South African agricultural research organisation. The research then examined the construct validity, reliability, construct equivalence and item bias of the newly-developed Burnout Scale. The research also investigated whether any differences in burnout existed in relation to the employees‟ demographic variables. The third study investigated the relationships between specific job demands, job resources, psychological conditions, burnout, and work engagement by testing a structural model of burnout and engagement in a sample of employees within a South African agricultural research organisation. The research method for each of the three articles consisted of a brief literature review and an empirical study. A non-probability availability sample of 443 agricultural employees was used. A cross-sectional design, with a survey as the data collection technique, was used. Measuring instruments that were utilised included an adapted Job Demands-Resources scale (AJDRS), a self-developed Burnout Scale (BS), a self-developed Work Engagement Scale (WES), an adapted Psychological Conditions Questionnaire (PCQ), and a biographical questionnaire. The statistical analyses were carried out with the help of the SPSS programme (IBM SPSS statistics, version 21) and MPLUS version 7.11 (Muthén, & Muthén 1998-2013). The statistical methods utilised in the three articles included descriptive statistics, Cronbach alpha coefficients, principal factor analysis, Pearson product-moment correlation coefficients, MANOVA, ANOVA, differential item functioning (DIF), and structural equation modelling. Evidence was established for the factorial validity and reliability of the AJDRS. The results indicate that the job demands experienced by employees in an agricultural research organisation are: overload and job insecurity; while job resources were: organisational support, growth opportunities, control, rewards, and physical resources (equipment). It was furthermore found that there were differences in the perceived job demands and resources of employees. In addition, the BS was found to consist of three reliable factors, i.e. fatigue, emotional exhaustion/withdrawal, and cognitive weariness. The results also showed construct equivalence for the Burnout construct, and no item bias for the language groups examined. Age was found to affect the level of perceived burnout of the employees. Furthermore, job resources (growth opportunities, control, and organisational support) were found to be positively associated with engagement, while lack of resources and job demands (overload) are positively associated with burnout of employees. Psychological meaningfulness, safety and availability are positively associated with work engagement, and negatively associated with burnout. The psychological conditions of availability, safety, and meaningfulness mediated the relationship between job resources and work engagement, as well as between lack of job resources and burnout. Psychological availability and meaningfulness mediated the relationship between job demands and burnout; however, the mediation effect of psychological safety on the relationship between job demands and burnout could not be established. Recommendations are made for practice, as well as future research. / PhD (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

As people meet their basic biological needs, they become increasingly concerned with higher level needs, such as personal development and positive well-being. The term "subjective well-being" (SWB) refers to people's evaluations of their lives and although relatively stable, people's levels of SWB are influenced by life events. The high position of esteem needs in Maslow's hierarchy of needs reflects the importance of self-esteem in people's judgement of their quality of life. A one group post test only, analytical research design was utilised with 570 residents of an informal settlement in Soweto. A structured questionnaire was designed to obtain information on demographic variables, levels of SWB and levels of self-esteem. The levels of SWB and self-esteem within the community were relatively high. Multiple regression analyses models confirmed that demographic factors are weakly correlated with SWB and self-esteem. Self-esteem was highly correlated with life satisfaction. / Psychology / M.A. (Psychology)

The South African Reserve Bank presents an annual balance sheet for the South African household sector constructed from macro-economic data estimates. Broad asset and liability classes are presented which can be disaggregated with the use of micro-level data obtained directly from households. At the time of the study, however, micro-level data on the different asset and liability classes accumulated by households was not available. The main objective of the study was to disaggregate and measure the asset and liability base of South African households in metropolitan and non-metropolitan areas using micro-level data. The study used a mixed methodological approach, consisting of both qualitative and quantitative data and was conducted in three phases. In the first phase, a comprehensive literature review was conducted on the recognition and measurement of household assets and liabilities. Economic theories that explain asset and liability accumulation were reviewed and international surveys on household net wealth measurement scrutinised. A heuristic model of a financial position section for the South African household sector was developed. In the second and qualitative phase, online and face-to-face focus group deliberations were conducted with experts in the field of household finance to ensure that the newly developed financial position section would robustly recognise and measure all possible household asset and liability classes. In the third and quantitative phase, the financial position section was included in an omnibus survey and data was collected from a representative sample of 2 606 households in South Africa. The weighted data was segmented in terms of metropolitan and non-metropolitan areas and presented as statements of financial position based on the classification, recognition and measurement principles of “The Conceptual Framework for Financial Reporting 2010”. Composition analyses presented a secondary objective, namely to explore the effect of identified independent demographic variables on asset and liability accumulation. Multivariate analysis of variance (MANOVA) identified meaningful interaction effects for (1) age, income and area; (2) income and age; (3) education, income and age; and (4) education and income on asset accumulation and an age and income interaction effect on liability accumulation. The study contributes to the body of knowledge on the contemporaneous effect of age, income, education and area of residence on household asset and liability accumulation and provides information on South African household net wealth not yet available. The disaggregated asset and liability base will assist policy makers both at micro- and macro-economic level with the overview and management of South African household net wealth. / Business Management / D. Accounting Science

The South African Reserve Bank presents an annual balance sheet for the South African household sector constructed from macro-economic data estimates. Broad asset and liability classes are presented which can be disaggregated with the use of micro-level data obtained directly from households. At the time of the study, however, micro-level data on the different asset and liability classes accumulated by households was not available. The main objective of the study was to disaggregate and measure the asset and liability base of South African households in metropolitan and non-metropolitan areas using micro-level data. The study used a mixed methodological approach, consisting of both qualitative and quantitative data and was conducted in three phases. In the first phase, a comprehensive literature review was conducted on the recognition and measurement of household assets and liabilities. Economic theories that explain asset and liability accumulation were reviewed and international surveys on household net wealth measurement scrutinised. A heuristic model of a financial position section for the South African household sector was developed. In the second and qualitative phase, online and face-to-face focus group deliberations were conducted with experts in the field of household finance to ensure that the newly developed financial position section would robustly recognise and measure all possible household asset and liability classes. In the third and quantitative phase, the financial position section was included in an omnibus survey and data was collected from a representative sample of 2 606 households in South Africa. The weighted data was segmented in terms of metropolitan and non-metropolitan areas and presented as statements of financial position based on the classification, recognition and measurement principles of “The Conceptual Framework for Financial Reporting 2010”. Composition analyses presented a secondary objective, namely to explore the effect of identified independent demographic variables on asset and liability accumulation. Multivariate analysis of variance (MANOVA) identified meaningful interaction effects for (1) age, income and area; (2) income and age; (3) education, income and age; and (4) education and income on asset accumulation and an age and income interaction effect on liability accumulation. The study contributes to the body of knowledge on the contemporaneous effect of age, income, education and area of residence on household asset and liability accumulation and provides information on South African household net wealth not yet available. The disaggregated asset and liability base will assist policy makers both at micro- and macro-economic level with the overview and management of South African household net wealth. / Business Management / D. Com. (Accounting Science)

As people meet their basic biological needs, they become increasingly concerned with higher level needs, such as personal development and positive well-being. The term "subjective well-being" (SWB) refers to people's evaluations of their lives and although relatively stable, people's levels of SWB are influenced by life events. The high position of esteem needs in Maslow's hierarchy of needs reflects the importance of self-esteem in people's judgement of their quality of life. A one group post test only, analytical research design was utilised with 570 residents of an informal settlement in Soweto. A structured questionnaire was designed to obtain information on demographic variables, levels of SWB and levels of self-esteem. The levels of SWB and self-esteem within the community were relatively high. Multiple regression analyses models confirmed that demographic factors are weakly correlated with SWB and self-esteem. Self-esteem was highly correlated with life satisfaction. / Psychology / M.A. (Psychology)

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status, tenure and job level) influence an employees’ decision to stay with or to leave the organisation. A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector / Human Resource Management / M. Com. (Human Resource Management)