Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The objective of the study was to identify predictors of success in the SAICA Board Examination. The study considered various personality states and traits, cognitive ability, learning and study strategies and academic progress as predictors of academic success of auditing trainees writing the SAICA board examinations in order to qualify as Chartered Accountants. A detailed literature review was undertaken which identified that academic success has successfully been predicted by the Big Five personality traits, cognitive ability, by elements of psychological capital more specifically hope, efficacy, resiliency and optimism. The literature also confirmed the successful prediction of academic success through prior learning achievements and the implementation of study and learning strategies. The research study was an ex post facto, quantitative and exploratory study. The study sample consisted of a group of 126 auditing trainees from three of the Big Four auditing firms who were preparing to write the Public Practice Examination (“PPE”). These students were assessed by means of a test battery consisting of the Basic Traits Inventory, which assessed personality traits, the Ravens Advanced Progressive Matrix, which tested cognitive ability, the Psychological Capital Questionnaire in order to test positive psychology states, and the Learning and Study Strategies Inventory to test a number of study and learning techniques. The study also gathered biographical information pertaining to past academic results in terms of third year accounting marks and results from their Certificate in the Theory of Accounting. The study identified hope and auditing as strong predictors of success in the PPE SAICA Board examination. It went further to investigate the predictors of success in the qualifications leading up to the PPE. The study confirmed that third year accounting results is a strong predictor of success at the Certificate in the Theory of Accounting (CTA) level. A number of personality states and traits, study and learning strategies and indices of prior academic success, proved to be good predictors of success in the QE1 and PPE SAICA Board Examinations. It further identified prior academic progression as a successful predictor of success in the PPE. The overall conclusion of the study was that the success of the PPE cannot be considered in isolation, but rather based on the identified predictors of personality states and traits, study and learning strategies and academic progress throughout the academic career of an aspiring Chartered Accountant. / AFRIKAANSE OPSOMMING: Die doelwit van die studie was die identifisering van voorspellers ten opsigte van sukses in die SAICA Raadseksamen. Verskillende persoonlikheidstipes en -eienskappe, kognitiewe vermoë, leer- en studiemetodes, sowel as akademiese vordering is as voorspellers van akademiese sukses van ouditkundekwekelinge, wat die SAICA Raadseksamens aflê, ten einde as Geoktrooieerde Rekenmeesters te kwalifiseer, tydens die studie in ag geneem. 'n Volledige literatuurstudie is onderneem waartydens daar gevind is dat akademiese sukses suksesvol deur die "Groot Vyf" persoonliksheidseienskappe, kognitiewe vermoë, elemente van sielkundige kapitaal, en meer spesifiek hoop, selfbekwaamheid, veerkragtigheid en optimisme, voorspel kon word. Die literatuurstudie het ook die suksesvolle voorspelling van akademiese sukses deur middel van voorafgaande akademiese prestasies, sowel as die implementering van studiemetodes bevestig. Die navorsingstudie was 'n ex post facto, kwantitatiewe en eksploratiewe studie. Die steekproef het uit 'n groep van 126 ouditkunde kwekelinge, vanuit drie van die "Groot Vier" ouditeursmaatskappye bestaan. Die studente was in die proses van voorbereiding vir die aflê van die Public Practice Examination (PPE). Hierdie studente is geëvalueer deur middel van 'n toetsbattery wat bestaan het uit 'n Basic Traits-persoonlikheidsvraelys, die Ravens Advanced Progressive Matrix, wat kognitiewe vermoëns assesseer, die Psychological Capital-vraelys, wat aangewend word om die positiewe sielkundige toestand te evalueer, asook die Learning and Study Strategies Inventory om 'n aantal studie- en leermetodes te evalueer. Die studie het ook biografiese inligting ingesamel, wat verband hou met akademiese prestasie met betrekking tot die derdejaarsprestasie in rekeningkunde, asook akademiese sukses behaal tydens die Sertifikaat in die Teorie van Rekeningkunde. Die studie het hoop en ouditkunde as sterk voorspellers van akademiese sukses in die PPE geïdentifiseer. Verder het die studie ook ondersoek ingestel na akademiese sukses tydens die voorafgaande kwalifikasies in die aanloop tot die PPE, as voorspeller. Die studie het 'n aantal persoonlikheidstipes en -eienskappe, sowel as studie- en leermetodes as sterk voorspellers van akademiese sukses in die SAICA raadseksamens bevestig. Verder het die studie voorafgaande akademiese vordering as 'n suksesvolle voorspeller van akademiese sukses in die PPE geïdentifiseer. Die algemene gevolgtrekking van die studie is dat sukses in die PPE-Raadseksamen nie in isolasie oorweeg kan word nie, maar eerder gebaseer moet word op die geïdentifiseerde voorspellers van persoonlikheidstipes en -eienskappe, leer- en studiemetodes en akademiese sukses gedurende die totale akademiese loopbaan van 'n aspirant Geoktrooieerde Rekenmeester.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Orientation: Bullying is a form of counterproductive behaviour that is more subtle and more difficult to detect and that can be instigated by either individual or organisational antecedents. Research purpose: This study aims to explore bullying in a public hospital, and strives to contribute to the body of knowledge by providing guidance not only to organisational practitioners but also to employees to assist with the formation of policies and procedures to protect employees against bullying. Motivation for the study: Bullying is currently a substantial phenomenon in schools, and little research exists in South Africa that explains the extent of bullying within organisations. The focus of the study is to explore the possible antecedents and cost of bullying within a public hospital and to provide guidelines for the prevention of bullying behaviour. Research design, approach and method: The design followed was that of a mixed-method study. First, a quantitative approach was used whereby questionnaires were distributed to 77 participants. The questionnaire consisted of five sections, namely demographic particulars, prevalence of bullying and intervention against bullying, types of bullying, Negative Acts Questionnaire and Work Harassment Scale, and the cost of bullying. Data was then analysed by means of descriptive statistics to determine the sample group with the highest prevalence of bullying. The second approach was a qualitative approach that included conducting an in-depth interview with seven participants who volunteered to be interviewed. Main findings: The results represented and discussed suggest that bullying is prevalent in the public hospital in the Free State, and that some of the most prevalent behaviours are that of interrupting someone while they are speaking, belittling someone’s opinion, excessive monitoring of work, or flaunting one’s status or authority. Antecedents such as attitude, job environment, perception, power and language have been identified as possible causes for bullying behaviour. Whereas anxiety, not looking forward to going to work and constantly feeling tired are some of the psychological cost, a high frequency of sick leave indicated the organisational cost of bullying. Practical/managerial implications: Participants suggested the following interventions that can be implemented by the organisation to possibly prevent bullying behaviour: an orientation programme; a policy on how to interact with staff; complying with the language policy; creating a grievance policy; support groups and training with a specific focus on anger management; emotional intelligence, and coping skills. Contribution: While bullying is prevalent and actively combated elsewhere in the world and in local schools, the importance and consequences thereof should still be realised in South African organisations. This study examined the prevalence of bullying in a public hospital, and the possible antecedents of bullying behaviour, the cost of such behaviours that should be considered by the organisation, and possible interventions that could be implemented. In line with the literature, South African organisations can benefit from realising the importance and implementation thereof. / AFRIKAANSE OPSOMMING: Oriëntasie: Bullebakkery is 'n vorm van onproduktiewe gedrag wat meer subtiel is en moeiliker is om te bepaal. Dit word aangehits deur individuele asook organisatoriese faktore. Doel van navorsing: Hierdie studie het ten doel om bullebakery te verken in 'n publieke hospitaal, en streef daarna om by te dra tot die literatuur, deur riglyne te verskaf om organisatoriese praktisyns, maar ook werknemers te help met die vorming van beleide en prosedures om werknemers teen die bullebakery te beskerm. Motivering: Bullebakery is tans 'n groot fenomeen in skole, en min navorsing bestaan in Suid-Afrika wat die omvang van bullebakery binne organisasies kan verduidelik. Die fokus van die studie is om die moontlike faktore en die koste van bullebakery in 'n publieke hospitaal te ondersoek en riglyne vir die voorkoming van bullebakery te voorsien. Ontwerp, benadering en metode van navorsing: Die navoringsontwerp wat gevolg is, is 'n gemengde metode studie. Eerstens, is 'n kwantitatiewe benadering gevolg waarvolgens vraelyste aan 77 deelnemers uitgedeel is. Die vraelys bestaan uit vyf afdelings, naamlik: demografiese besonderhede, die voorkoms van bullebakery en intervensies teen bullebakery, tipes bullebakery, negatiewe gedragvraelys en werkteisteringvraelys, en die koste van bullebakery. Data is deur middel van beskrywende statistiek ontleed om die steekproef met die hoogste voorkoms van bullebakery te bepaal. Die tweede benadering wat gevolg is, is 'n kwalitatiewe benadering, met die uitvoering van 'n in-diepte onderhoud met sewe deelnemers wat vrywillig aan 'n onderhoud deelgeneem het. Vernaamste bevindings: Die resultate en bespreking daarvan dui daarop dat bullebakery algemeen voorkom in die openbare hospitaal in die Vrystaat. Dit dui aan dat die algemeenste bullebakery behels die onderbreking van iemand terwyl hulle praat, verkleinering van iemand se opinie, oormatige monitering van werk en dan spog met jou status of gesag. Faktore soos houding, werksomgewing, persepsie, krag en taal is geïdentifiseer as moontlike oorsake vir die bullebakery gedrag. Verder is angs, om nie daarna uit te sien om te gaan werk nie en voortdurende moegheid, as sommige van die sielkundige koste van bullebakery wat geïdentifiseer is. ‘n Hoë frekwensie van siekteverlof is geïdentifeer as die organisatoriese koste van bullebakery. Praktiese/bestuursimplikasies: Die deelnemers het aangevoer dat die volgende stappe deur die organisasie geïmplementeer kan word om moontlik bullebakery te voorkom: 'n oriënteringsprogram, 'n beleid oor hoe om te kommunikeer met die personeel, navolging van die taalbeleid, die skep van 'n griefbeleid, ondersteuningsgroepe; opleiding met 'n spesifieke fokus op woedebestuur, emosionele intelligensie en hanteringsvaardighede. Bydrae: Terwyl die bullebakery algemeen en aktief in plaaslike skole bestry word, is dit ook van belang om die impak daarvan op Suid-Afrikaanse organisasies te ondersoek. Die fokus van hierdie studie is die ondersoek na bullebakery in 'n publieke hospitaal en die moontlike oorsake daarvanvan, die koste van sodanige gedrag wat deur organisasies oorweeg moet word, en moontlike intervensies wat geïmplementeer kan word. In ooreenstemming met die literatuur kan Suid-Afrikaanse organisasies baat vind deur die belangrikheid van die implementering daarvan te besef.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The banking industry today is seen as a demanding world of work where employees are constantly exposed to high demands and this may have an influence on their work engagement levels and their organisational commitment. It seems that in this industry, employee turnover and absenteeism levels are high, and some employees seem to be de-motivated in their work. The impact of this changing world is most evident in changes in the employment relationship that exist between employer and employee. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas there is a strong perception that employees receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area, and in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. Should either employment party not fulfil its contractual terms in any way, the psychological contract will be breached or violated and the employee might attempt to balance the situation by reducing his or her job efforts and making use of various counterproductive work behaviours. Transformation or change of the working circumstances, such as during or after mergers, seem to present a serious challenge to the employment relationship and the prevailing levels of job satisfaction, organisational commitment and productivity. The research question for this study was: “To investigate whether differential exposure of employees of a retail bank to change-related stressors is associated with different configurations of perceived job demands and job resources, affective states, psychological contract, job engagement, burnout and counterproductive work behaviour, and to study the relationships between these variables with the view to understanding the development of the job engagement, burnout and performance-related behaviours of these employees”. This study utilised a quantitative descriptive research design to analyse the data using statistical procedures. All the data was statistical in nature. The sample (n = 300) comprised of employees of three main levels on the organigram such as, team leaders, team managers and employees, from the Regional Head Office in Pretoria. The primary research tool utilised to conduct the study was a self-compiled questionnaire. This was hand delivered and collected from all respondents. The six questionnaires constituting the composite questionnaire were: the Maslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), the Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) and the Warwick-Edinburgh Mental Well-being Scale (WEMWBS). The descriptive statistics reflected a majority of participants had been working for 1 to 4 years (34%) and 5 to 9 years (33%). The largest percentages of participants (74%) were team members while other participants were defined as team leaders (22%) and team managers (4%). The majority of these participants (59%) were also appointed prior to the merger while the median was calculated at 3 years for the amount of years the participants have remained in their current job band (salary structure). A very high percentage of participants (82%) did not manage people directly nor indirectly (83%). It was found that an inter-correlation existed between the demographic variables and the psychological constructs, confirming that the number of years employed was associated with a lower likelihood of psychological withdrawal. While the years of employment in the same position related positively with absorption, and negatively with perceived job resources, the level of abuse experienced, showed a positive association with the degree of psychological contract adherence by the employee and a negative correlation with the extent of perceived contract violation. Evidence was also found for the moderating effect of work engagement in the relationship between well-being and work engagement and between work engagement and some of the counterproductive work behaviour dimensions. Evidence also revealed that mental well-being was experienced some of the time and counterproductive work behaviour almost never. The higher burnout scores, coupled with the simultaneous higher level of work engagement could possibly be viewed as an exploitable factor. The limitations of the current study and recommendations for organisations are discussed. This study highlights the fact that virtually all the comparisons between the pre-merger appointees and the post-merger appointees were insignificant. Burnout was however much more evident with the post-merger group. Employee or employer obligations towards the respondents were also viewed as insignificant, irrespective of the differences in psychological contract each employee experiences. / AFRIKAANSE OPSOMMING: Die banksektor word vandag gesien as 'n veeleisende werksomgewing waar werknemers konstant blootgestel word aan hoë werkseise. Dit kan dalk 'n invloed hê op hul werksbegeestering en hul organisasieverbondenheid. Dit blyk dat hierdie industrie hoë vlakke van werknemeromset en afwesigheid ervaar en dat sommige werknemers gedemotiveerd is in hul werk. Die uitwerking van die veranderende werksplek is veral sigbaar in die verandering van die diensverhouding tussen werkgewer en werknemer. Van werknemers word verwag om al hoe meer opofferinge te maak in terme van hulle tyd, insette, vaardighede en aanpasbaarheid, terwyl daar ‘n persepsie bestaan dat hulle al hoe minder ontvang in terme van loopbaanontwikkeling, lewenslange indiensneming en werksekuriteit. Dit is binne die konteks van die waargenome kompleksiteit binne die werksplek dat werksbegeestering 'n fokusarea geword het,en in die besonder om begrip te ontwikkel vir die mediërende effek van sekere sielkundige kondisies in verhouding tot werksbegeestering. Sou enige van die partye nie hul kontraktuele verpligtinge in enige opsig nakom nie, sal dit ‘n verbreking of skending van die sielkundige kontrak tot gevolg hê en mag die werknemer poog om die situasie te balanseer deur sy of haar insette te verminder en verskeie kontraproduktiewe vorme van werksgedrag tegebruik. Transformasie van, of verandering in werksomstandighede, soos tydens of nasamesmeltings, skyn ‘n ernstige uitdaging te bied vir die heersende vlak van werks tevredenheid, organisasieverbondenheid en produktiwiteit. Die navorsingsvraag virdie studie was: “Om ondersoek in te stel of verskillende tipes blootstelling van werknemers van ‘n kommersiële bank aan veranderingsverwante stressors geassosieer word met verskillende konfigurasies van werkseise en werkshulpbronne,affektiewe toestande, die sielkundige kontrak, werksbegeestering, uitbranding en kontraproduktiewe werksgedrag, metdie oogmerk om die verhouding tussen die veranderlikes te bestudeer met die doel om die ontwikkeling van die werksbegeestering, uitbranding en prestasiegerigte gedrag van daardie werknemers te verstaan”. Die studie het gebruik gemaak van ‘n kwantitatiewe navorsingsontwerp om alle data wat deur statistiese prosedures versamel word te ontleed. Die steekproef (n=300) bestaan uit 3 van die vernaamste vlakke op die organigram naamlik, spanleiers, spanbestuurders en werknemers van die streekshoofkantoor in Pretoria. ‘n Self-saamgesteldevraelys, wat per hand uitgedeel en versamel is, is gebruik in die studie. Die ses individuelevraelyste waaruit die vraelys bestaan het,sluit die volgende in: dieMaslach Burnout Inventory (MBI-GS), Counterproductive workbehaviour Inventory (CWB), Utrecht Work Engagement Scale (UWES), die Job Characteristics Inventory (JCI), Psychological Contract Inventory (PCI) en die Warwick-Edinburgh Mental Well-being Scale (WEMWBS). Die beskrywende statistiek reflekteer ‘n meerderheid van die respondent wat werkend is tussen 1 tot 4 jaar (34%) and 5 tot 9 jaar (33%). Die grootste persentasie van respondente (74%) was spanlede, terwyl die ander gedeelte van respondente verdeel is as spanleiers (22%) and spanbestuurders (4%). Die meerderheid van respondente (59%) was ook voor die samesmelting van die bank groep aangestel terwyl die mediaan bereken was op 3 jaar vir die hoeveelheid diensjare wat elke werknemer in hulle huidige posvlak was. ‘n Baie hoë persentasie van respondente (82%) het glad nie ondergeskiktes direk of indirek (83%) bestuur nie. Daar is bevind dat ‘n inter-korrelasie bestaan tussen demografiese veranderlikes en die sielkundige samestelling, wat weer bevestig dat die aantal jare wat individue in diens was, geassossieer word met die moontlikheid van ‘n lae psigologiese onttrekking. Terwyl die hoeveelheid diensjare in dieselfde pos posisie positief verbind word met absorpsie en negatief verbind word met waarneembare werkshulpbronne, word die vlak van wantoestand wat ervaar word, positief verband met die graad van nakoming van die sielkundige kontrak by werknemers en ‘n negatiewe korrelasie met waarneembare kontrakbreuk. Bewyse was ook gevind vir die modererings effek op werksbegeestering in die verhouding tussen psigologiese welstand en werksbegeestering en tussen werksbegeestering en somige dimensies van teenproduktiewe gedrag. Bewyse het getoon dat psigologiese welstand ook somtyds ervaar was, terwyl teenproduktiewe gedrag amper nooit ervaar was nie. ‘n Hoë uitbranding telling, gelyktydig gekoppel aan hoë vlakke van werksbegeestering kan moontlik beskou word as ‘n ontginbare faktor. Die beperkinge op die huidige studie en aanbevelings vir die organisaie is ook bespreek. Dié studie beklemtoon ook die feit dat al die vergelykings tussen pre-samesmelting aanstellings en post-samesmelting aanstellings totaal onbeduidend was. Uitbranding was baie meerduidelik opsigtelik onder die post-samesmelting groep. Werknemer of werkgewer verpligtinge teenoor die respondente was ook gesien as onbeduidend, ongeag van die verskille in die sielkundige kontrak wat deur elke werknemer ervaar word.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study aimed at developing and empirically evaluating an affirmative development coach competency questionnaire. The development and empirical evaluation of the affirmative development coach competency questionnaire forms the first phase of a larger project of developing and testing a comprehensive affirmative development coach competency model. A coaching@work competency model would help in clarifying and defining the characteristics that affirmative development coaches need to possess and what affirmative development coaches need to do and need to achieve to be successful on the job. Inequalities brought about by exclusionary policies in terms of education as well as employment that characterised South Africa before the advent of democracy meant that many members of the previously disadvantaged groups lack the necessary skills to succeed at work, especially the ability to occupy higher level positions. Theirs was the world of unskilled work. In order to rectify the injustices experienced by members of the designated groups the new post-apartheid government enacted policies and laws based on the principle of affirmative action. However the preferential hiring in favour of Blacks required by the affirmative action measures disadvantages organisations and the economy because most members of the previously disadvantage groups lack the necessary job competence potential to succeed at work. Affirmative development has to play an important role in rectifying the injustices of the past. Coaching in addition has to play an important role in honing the newly developed abilities and skills. The study aimed at identifying the various coach competencies that behaviourally constitute coach success. Competencies were derived from examining the outputs that need to be achieved through the competencies. Understanding the relationships between the affirmative development coaching competencies (behaviours) and the outcomes the affirmative development coach attempts to achieve was important because the relevance of the hypothesised competencies need to be validated (logically and empirically) against the structural network of outcomes. The study identified nine outcome variables namely employee personal learning, role clarity, job satisfaction, organisational commitment, employee self-efficacy, work engagement, contextual performance, task performance and intention to quit. Seventeen coach competencies were examined in this study. The proposed partial coach competency model shows various structural paths between the coach competencies and the coach outcome variables the coach is held accountable for. The objective of the research was to develop the Chikampa Coach Competency Questionnaire (CCCQ) aimed at measuring the seventeen coach competencies and to empirically evaluate the psychometric properties of the CCCQ. The hypothesis of exact measurement model fit was rejected but the hypothesis of close fit could not be rejected (p>.05). The position that the CCCQ measurement model fits the data closely in the parameter was found to be a tenable position. The fit indices reflected good model fit in the sample. The measurement model parameter estimates indicated that the indicator variables represented the latent coaching competencies satisfactorily. Discriminant validity was problematic. The seventeen latent coaching competencies as measured by the CCCQ are not clearly separate but tend to flow into each other. / AFRIKAANSE OPSOMMING: Hierdie studie was gerig op die ontwikkeling and empiriese evaluering van ‘n regstellende ontwikkingafrigter1bevoegdheidsvraelys. Die ontwikkeling and empiriese evaluering van ‘n regstellende ontwikkingafrigterbevoegdheidsvraelys verteenwoordig die eerste fase in ‘n groter projek om ‘n omvattende regstellende ontwikkingafrigterbevoegdheidsmodel te ontwikkel. ‘n Afrigter@werk bevoegheidsmodel sou meewerk om die persoonseienskappe waaroor regstellende ontwikkelingsafrigters moet beskik te identifiseer en te definieer en om helderheid te kry ten opsigte van die handelinge wat regstellende ontwikkelingsafrigters moet verrig en die uitkomste wat hul daardeur moet bereik om as suksesvol geag te word. Ongelykhede wat te weeg gebring is deur die uitsluitingspolitiek in terme van opvoeding en werksgeleenthede wat Suid Afrika gekenmerk het voor die aanbreek van demokrasie het meegebring dat baie lede van die voorheenbenadeelde groepe die nodige vaardighede ontbreek wat vereis word om in die wereld van werk sukses te behaal, spesifiek die vermoë om hoër-vlak posisies te bekleë. Hulle was gedoem tot ‘n wereld van ongeskoolde werk. Ten einde die ongeregtighede wat lede van die aangewese groepe ervaar het reg te stel het die nuwe post-apartheid regering beleide en wetgewing verorden gebaseer op die beginsel van regstellende aksie. Die voorkeur-indiensneming van Swartes wat deur regstellnde aksiemaatreëls vereis word benadeel egter organisasies en die ekonomie omdat die werksbevoegdheidspotensiaal wat vereis word om in die wereld van werk te slaag by die meerderheid lede van die voorheenbenadeelde groepe ontbreek. Regstellende ontwikkeling moet ‘n belangrike rol speel in die regstelling van die ongeregtighede van die verlede. Afrigting moet daarbenewens ‘n belangrike rol speel om die nuutontwikkelde vermoëns en vaardighede te slyp. Die doel van hierdie studie was om die afrigerbevoegdhede wat vanuit ‘n gedragsperspektief afrigtersukses beliggaam te identifiseer. Bevoegdhede is geïdentifiseer deur die uitkomste te bestudeer wat via die bevoegdhede bereik moet word. ‘n Begrip van die verwantskappe tussen die regstellende ontwikkelingafrigterbevoegdhede (gedrag) en die uitkomste wat die regstellende ontwikkelingafrigter probeer bereik was belangrik omrede die relevansie van die voorgestelde bevoegdhede teen die strukturele network van uitkomste (logies en empiries) gevalideer moet word. Hierdie studie het nege uitkomsveranderlikes geïdentifiseer, naamlik persoonlike leer, rolduidelikheid werkstevredenheid, organisasieverbondenheid, selfvertroue, werksverbondenheid, kontekstuele prestasie, taakprestasie en bedankingsvoorneme. Sewentien afrigterbevoegdhede is bestudeer in hierdie studie. Die voorgestelde gedeeltelike afrigterbevoegdheidsmodel dui verskeie strukturele bane aan tussen die afrigterbevoegdhede en die afrigteruitkomste waarvoor die afrigter verantwoordelik gehou word. Die doel van die navorser was om die Chikampa Coach Competency Questionnaire (CCCQ) gerig op die meting van die sewentien arigterbevoegdhede te ontwikkel en om die psigometriese eienskappe van die CCCQ te evalueer. Die hipotese van presiese metingsmodel passing is verwerp maar die hipotese van benaderde passing kon nie verwerp word nie (p>.05). Die standpunt dat die CCCQ metingsmodel die data in die parameter by benadering pas is dus ‘n houdbare standpunt. Die pasgehalte-maatstawwe het goeie modelpassing in die steekproef aangedui. Die metingsmodelparameterskattings het aangtoon dat die waargenome veranderlikes die latent afrigterbevoegdhede suksesvol verteenwoordig. Diskriminantgeldigheid was egter problematies. Die sewentien latent afrigterbevoegdhede soos gemeet deur die CCCQ word nie duidelik van mekaar onderskei nie maar neig om in mekaar te vloei.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work. / AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek. Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie. Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut. Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is. Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Financial independence is what most people strive for; however, world trends indicate that it eludes the majority of the population. In South Africa, financial independence figures, especially at retirement, range disconcertingly between 6% and 10%. Numerous factors contribute to and influence financial independence, such as the current economic climate, personality characteristics and attitudes and behaviour. In an attempt to understand the complexity of the interplay between finance and psychology, this research explores a commercial product, the Moneymax Profile (MMP), and endeavours to relate it to scientific literature that will contribute to the understanding of how personality characteristics and attitudes and behaviours toward money will influence financial independence. An ex post facto correlational research design was employed in this exploratory quantitative study (n = 67). The Financial Independence Scale (FIScale) was constructed for the purposes of the study. The concept of optimal financial attitudes and behaviour (OFAB) was developed and defined as measurable attitudes and behaviour that maximise the likelihood that individuals will experience financial security or independence. OFAB was measured by subscales of personality (locus of control, Type A/B personality, time orientation) and financial attitudes and behaviour (for example budgeting, social referents, financial discipline, control of investments). Results indicated that locus of control, time orientation, budgeting, social referents and control of investment were reliable measures of OFAB. The Moneymax traits with a moderate correlation that contributed significantly to OFAB were pride, emotionality, confidence, contentment, spending and trust. The traits of involvement, power and risk taking were significant, but the relationship with OFAB was weak. The remaining traits of altruism, work ethic, self-determination and reflectivity held little statistical value. The principle contributors to an individual’s financial habits and current status were noted to be education level, unexpected circumstances and trusting others. The lack of available psychometric properties for the MMP and the small sample were major limitations of this study. The disciplines of economics and psychology would do well to continue working together in an effort to comprehend money and money personality. / AFRIKAANSE OPSOMMING: Finansiële onafhanklikheid is ‘n stand van sake waarna meeste individue streef. Wêreldwyd word hierdie nie vir die oorgrote mederheid behaal nie. In Suid-Afrika blyk die getal vir finansiële onafhanklikheid slegs 6% tot 10% te wees. Faktore soos die huidige ekonomiese klimaat, persoonlike eienskappe, gesindheid en gedrag word as bydraende faktore beskou. ‘n Poging word aangewend om die komplekse interaksie tussen finansies en sielkunde te ondersoek en dit deur middel van ‘n kommersiele produk, Moneymax Profile (MMP), en onderneem om wetenskaplike literatuur te gebruik om vas te stel wat se komponente van persoonlikheid, gesindheid en gedrag nodig is vir ‘n individu om finansiëel onafhanklik te kan wees. ‘n Ex post facto korrelasie navorsingsontwerp word in die kwantitatiewe navorsingstudie (n = 67) gebruik. Die Financial Independence Scale (FIScale) was vir die navorsing ontwikkel. Die konsep van optimale gesindheid en gedrag (OFAB) word voorgelê en word as volg gedefinieer: meetbare gesindheid en gedrag wat ‘n individu se waarskynlikheid vergroot om finansiele sekuriteit en onafhanklikheid te beleef. OFAB was gemeet deur subskale van persoonlikheidseienskappe (lokus van kontrole, Tipe A/B persoonlikheid, tydorienteering) en finansiële gedrag en gesindheid (byvoorbeeld begrotings, sosialegroepsdruk, finansiële disipline, beleggingsbestuur). Resultate wys dat lokus van kontrole, tydorienteering, begrotings optrek, sosialegroepsdruk, en beleggingsbestuur geldige metings van OFAB was. Die Moneymax trekke wat beduidend en matige verwantskappe het met OFAB was trots, emosienaliteit, sekerheid, tevredenheid, besteeding en vertroue. Die trekke van betrokkenheid, mag en risiko was beduidend maar die korrelasie was swak. Die oorblywende trekke van altruïsme, werksetiek, selfbeskikking en oordenking hou weinig statistiese waarde. Faktore wat bydra tot ‘n individu se finansiëlegedrag en huidige finansiëlestatus is opvoedkundevlak, onbeplande omstandighede en om andere te vertrou. Die gebrek aan psigometriese eienskappe van die MMP het die studie gekniehalter. Die dissiplines van die ekonomie en sielkunde word aangemoedig om geld en geldpersoonlikheid verder te verken.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The Military Skills Development System (MSDS) of the South African National Defence Force (SANDF) is the military contribution towards the South African National Skills Development Strategy. The purpose of this study was to determine if the SANDF is succeeding in contributing towards youth development, by investigating the career maturity (CM) of MSDS members. The adolescent years are a critical time for youth to explore and confirm their career choices, and to make major decisions at what can be perceived as a turning point in their lives. The factors that influence CM were investigated in order to determine the most suitable focus for possible career guidance programmes or interventions within the MSDS. A sample of 310 MSDS members was used to gather information on CM and the most prominent factors that have an impact on CM were identified from the literature review. Data was collected by means of administering five questionnaires; The Career Maturity Inventory- Revised short form (CMI-R), The Career Decision Self-Efficacy scale short form (CDSE), The Military Hardiness Scale (MHS), the Seven Habits Profile (SHP) and a Biographical Information Form (BIF). The CM of the MSDS members was found to be moderate. MSDS members seem to have high levels of confidence in their abilities to make career decisions (self-efficacy) and they perceive themselves as being hardy and having very good life skills. Moderate and weak, positive relationships were discovered between all twenty of the factors (scales and subscales of independent variables) and CM (dependent variable); however, they were not all significant. Multiple regression analysis resulted in a set of predictor variables (factors) which were used as the focus for recommendation on how CM may be improved for MSDS in the SANDF. These factors include: self-efficacy, seeking occupational information, self-appraisal, commitment, challenge, conscientiousness and continuous improvement. / AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study recognised the importance of well-being of employees in today’s turbulent working environment. It departed from the notion that the sustainability of organisations is determined by the quality of its workforce and therefore employee well-being is a major priority. The well-being of employees is not a random occurrence, but rather a complex phenomenon. Any attempt to influence or change the well-being of employees should be grounded in a firm understanding of the complexity of the well-being phenomenon. Steyn (2011) developed a Salotogenic Model of Occupational Well-being in an attempt to depict how positive psychological variables can be combined in a dynamic depiction of the nomological net of variables underlying the phenomenon of well-being in the workplace. The rationale for her study was that state-like Optimism and Self-efficacy will have a significant and direct positive effect on their Occupational Well-being, partly because of these psychological resources’ ability to foster positive expectations about the future, and partly because of the heightened sense of Organisational Commitment and Work Engagement facilitated by higher levels of Optimism and Self-efficacy. As a first adaption to the Steyn (2011) study, this study attempted to explicate the arguments that motivated the adaption and expansion of the original Steyn (2011) Salutogenic Model of Occupational Well-being, into the Steyn-Boers Structural Model of Psychological Well-being at Work. Set within the theoretical frameworks of Positive Organisational Behaviour (POB), the Broaden-and-Build theory (Fredrickson, 2001), as well as Hobfoll’s (1989) Conservation of Resource (COR) theory, the focus in this study was on explicating the nomological net ofariables underlying Subjective Well-being (SWB) and Psychological Well-Being at Work (PWBW), as two contemporary constructs well integrated into the Occupational Well-being literature. SWB was defined as both Hedonic Well-being (HWB) and Eudaimonic Well-being (EWB). HWB was further defined as Positive Affect (PA) and Negative Affect (NA). Well-being was contextualised in the work domain with Dagenais-Desmarais and Sovoie’s (2012) Psychological Well-being at Work (PWBW) construct. Hope, Resilience and Gratitude were included as additional psychological resources. Work Engagement was retained in the current study due to its central role in well-being. It was argued that Perceived Organisational Support (POS) and Psychological Ownership should further translate into better well-being and were therefore included in this study. A non-experimental research design (i.e. survey study) was used to explore the relationships between the various constructs. A convenience sample of 199 respondents was recruited via a social media network platform, Facebook, (i.e. non probability sampling technique). The measurement instruments included were the Positive and Negative Affect Schedule (PANAS) (Watson, Clark & Tellegen, 1988); Ryff’s (1989) Psychological Well-being Scale; and the Index of Psychological Well-Being at Work, developed by Dagenais-Desmarais and Savoie (2012). The four constructs that constitute Psychological Capital (Hope, Optimism, Self-efficacy and Resilience) were measured with the Psychological Capital Questionnaire (Luthans, Avey & Avolio 2007a). Gratitude was measured with the Gratitude Questionnaire-Six-Item form (GQ-6), (McCullough, Emmons & Tsang, 2002) and Work Engagement was measured with the 9-item Utrecht Work Engagement Scale (UWES-9) (Schaufeli & Bakker, 2003). Perceived Organisational Support was measured by the Perceived Organisational Support Scale, (Eisenberger, Huntington, Hutchinson & Sowa, 1986) and Psychologocal Ownership was measured with the Psychological Ownership Questionnaire (Pierce, O’Driscoll & Coghlan, 2004). Confirmatory factor analysis (CFA) and item analysis were conducted to evaluate the reliability and validity of the measurement instruments. SEM was used to fit the structural model to the data to investigate the extent to which the abovementioned constructs were significant predictors of SWB and PWBW. The results of the study revealed that different positive psychological resources predicted different aspects of well-being. For example, Hope had an indirect effect on both PA and PWBW, whilst Optimism had a direct effect on EWB and NA, with an indirect effect on PA and PWBW. Self-efficacy had a direct effect on EWB and Resilience a direct effect on PA. Optimism, as found in the Steyn (2011) study, thus played a very central role in overall well-being. Gratitude, although it had no direct effect on any of the well-being constructs, affected NA, PA, EWB and PWBW indirectly by working mainly through Optimism. Strong support that Work Engagement and Perceived Organisational Support contribute to the well-being of employees emerged. Psychological Ownership was the only construct that had no direct or indirect effect on well-being. It was argued that a possible explanation for this may be that Psychological Ownership might not be an antecedent to well-being, but rather a dimension thereof. The importance of this study was thus condensed in the knowledge that there are certain important antecedents to the management of PWBW. The results provide a probable explanation of the complex nomological net of variables and their interrelationships with each other, which influence Psychological Well-being at Work. / AFRIKAANSE OPSOMMING: Hierdie studie herken die belangrikheid van werknemer welstand in vandag se ontwrigtende werksomgewing. Dit het vertrek vanaf die idee dat die volhoubaarheid van organisasies bepaal word deur die gehalte van sy werksmag en dus is werknemer welstand ‘n belangrike prioriteit. Die welstand van werknemers is nie ‘n ewekansige gebeurtenis nie, maar eerder ‘n komplekse verskynsel. Enige poging om die welstand van werknemers te beïnvloed of te verander, moet gegrond wees in ‘n ferm begrip van die kompleksiteit van die welstand verskynsel. Steyn (2011) het ‘n Salutogeniese Model van Beroepswelstand ontwikkel in ‘n poging om uit te beeld hoe positiewe sielkundige veranderlikes gekombineer kan word in ‘n dinamiese voorstelling van die nomologiese net van veranderlikes, onderliggend aan die verskynsel van welstand in die werksplek. Die rasionaal vir haar studie was dat Optimisme en Self-doeltreffendheid ‘n beduidende en direkte positiewe effek op Beroepswelstand sou hê, deels as gevolg van die sielkundige hulpbronne se vermoë om positiewe verwagtinge vir die toekoms te bevorder, en deels as gevolg van die verhoogte gevoel van Organisasieverbintenis en Werksbetrokkenheid wat gefasiliteer word deur hoër vlakke van Optimisme en Self-doeltreffenheid. As ‘n eerste aanpassing tot die Steyn (2011) studie, het hierdie studie gepoog om die argumente wat die aanpassing en uitbreiding van die oorspronklike Steyn (2011) Salutogeniese Model van Beroepswelstand tot die Steyn-Boers Strukturele Model van Sielkundige Welstand by die Werk, te verduidelik. Met inagneming van die teoretiese raamwerke van Positiewe Organisasie Gedrag (POG), Uitbrei-en-Bou teorie (Fredrickson, 2001) en Hobfoll (1989) se Bewaring van Hulpbronne (BH) teorie, was die fokus van die studie op die uitspel van die nomologiese net van veranderlikes onderliggende aan Subjektiewe Welstand (SW) en Sielkundige Welstand by die Werk (SWW) as twee kontemporêre konstrukte goed geïntegreer in die Beroepswelstand literatuur. SW was omskryf as beide Hedoniese Welstand (HW) en Eudimoniese Welstand (EW). HW was verder gedefinieer in terme van Positiewe Affek (PA) en Negatiewe Affek (NA). Welstand is gekontekstualiseerd in die werk domein met Dagenais-Desmarais en Savoie (2012) se konstruk van Sielkundige Welstand by die Werk (SWW). Hoop, Veerkragtigheid en Dankbaarheid is ingesluit as addisionele Sielkundige Kapitaal. Werksbetrokkenheid is in die huidige studie behou oor sy sentrale rol tot welstand. Dit is aangevoer dat Waargenome Organisasie Ondersteuning (WOO) en Sielkundige Eienaarskap werkers se welstand verder sal bevorder en was dus ingesluit in die studie. ‘n Nie-eksperimentele navorsingsontwerp (d.w.s. ‘n vraelys studie) was gebruik om die verwantskappe tussen die verskillende konstrukte vas te stel. ‘n Gerieflikheidsteekproef van 199 respondente was gewerf via ‘n sosiale media netwerk platvorm, Facebook (d.w.s. ‘n nie waarskynlikheidsteekproefneming tegniek). Die meetinstrumente het ingesluit die Positiewe en Negatiewe Affek Skedule (PANAS) (Watson et al., 1988); Ryff (1989) se Sielkundige Welstand Skaal en die Indeks vir Sielkundige Welstand by die Werk wat ontwikkel is deur Dagenais-Desmarais en Savoie (2012). Die vier konstrukte waaruit Sielkunidge Kapitaal bestaan (Hoop, Optimisme, Self-doeltreffendheid en Veerkragtigheid) was gemeet met die Sielkundige Kapitaal Vraelys-24 (Luthans et al., 2007a). Dankbaarheid was gemeet met die Dankbaarheid Vraelys–Ses-Item vorm (DV-6) (McCullough et al., 2002) en Werksbetrokkenheid was gemeet met die 9-item Utrecht Werksbetrokkenheid Skaal (UWBS-9) (Schaufeli & Bakker, 2003). Waargenome Organisasie Ondersteuning is gemeet deur die Waargenome Organisasie Ondersteuning Skaal (Eisenberger et al., 1986) en Sielkundige Eienaarskap is gemeet met die Sielkundige Eienaarskap Vraelys (Pierce et al., 2004). Bevestigende faktorontleding en item analise is gebruik om die betroubaarheid en geldigheid van die meetinstrumente te evalueer. Strukturele vergelyking modellering was gebruik om die strukturele model op die data te pas om vas te stel tot watter mate die bogenoemde konstrukte beduidende voorspellers van SW en SWW is. Die resultate van die studie het getoon dat die verskillende positiewe sielkundige hulpbronne, verskillende aspekte van welstand voorspel. Hoop het, byvoorbeeld, ‘n indirekte uitwerking op beide PA en SWW gehad; terwyl Optimisme n direkte invloed op EB en NA, met ‘n indirekte effek op PA en SWW getoon het. Self-doeltreffendheid het ‘n direkte invloed op EB, en Veerkragtigheid ‘n direkte invloed op PA, gehad. Optimisme, soos gevind in die Steyn (2011) studie, het ‘n baie sentrale rol in algehele welstand gespeel. Alhoewel Dankbaarheid geen direkte invloede op enige van die welstand konstrukte gehad het nie, het dit wel ‘n indirekte effek op PA, NA, EB en SWW gehad, meestal deur Optimisme. Sterk steun het na vore gekom dat Werksbetrokkenheid en Waargenome Organisasie Ondersteuning tot die welstand van werknemers bydra. Sielkundige Eienaarskap was die enigste konstruk wat geen direkte of indirekte invloed op welstand gehad het nie. Dit was geargumenteer dat ‘n moontlike verduideliking hiervoor mag wees dat Sielkundige Eienaarskap moontlik nie ‘n voorspeller van welstand is nie, maar eerder ‘n dimensie daarvan. Die belangrikheid van hierdie studie is dus gekonsentreerd in die wete dat daar sekere belangrike voorspellers tot die bestuur van SWW is. Die resultate verskaf ‘n moontlike verduideliking van die komplekse nomologiese net van veranderlikes en hul onderlinge verbande met mekaar, wat sodoende Sielkundige Welstand by die Werk beïnvloed.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The construction industry is a large, diverse and complex industry. In recent times, this industry has experienced a long-lasting period of inactivity. One sector that forms part of the construction industry is the civil engineering sector. This sector is the largest contributor to the income of the industry as a whole. Recent reports indicate that the construction companies within this industry are experiencing many challenges in both the internal and external environments. A preliminary discussion with a number of engineers indicated that these individuals felt as if they were required to do more than what was expected of them in terms of their job requirements. These expectations not only include being expected to voluntarily work overtime and to be tolerant of non-ideal site conditions, but also to informally develop the interpersonal skills necessary to minimise conflict and to motivate and support each other. The majority of the participating companies admitted to having a lack of such voluntary behaviour, namely organisational citizenship behaviour (OCB), amongst their engineers on site. It is for this reason that the core objective of the study was to develop and empirically study a structural model that explains the antecedents that contribute the most to the variance in OCB amongst civil engineers on various sites within South African engineering companies. During the preliminary discussion and subsequent literature review, the main antecedent found was personality. A quantitative research method with an ex post facto correlation design was utilised, where primary data was collected from a sample of 119 site employees of a number of South African construction companies. The self-administered questionnaire consisted of four sections, three of which were an amalgamation of the three valid and reliable measuring instruments that reflect the central focus of the structural model, i.e. personality, job satisfaction and organisational citizenship behaviour. The collected data was then analysed by means of Partial Least Squares Structural Equation Modelling. The results of the study indicate that certain personality characteristics do contribute to the occurrence of organisational citizenship behaviour amongst site employees. Within the areas of personality and job satisfaction theories, this research adds to the existing literature on OCB. In order to assist South African industrial psychologists within this industry, managerial implications and suggested interventions pertaining to the research findings are provided. / AFRIKAANSE OPSOMMING: Die konstruksiebedryf is 'n groot, diverse en komplekse bedryf. Gedurende die afgelope tydperk, het hierdie bedryf 'n voortdurende tydperk van onaktiwiteit ervaar. Een sektor wat deel vorm van die konstruksiebedryf is die siviele ingenieurswese sektor. Hierdie sektor is die grootste bydraer tot die inkomste van die bedryf as 'n geheel. Onlangse verslae dui daarop dat konstruksie maatskappye in die bedryf baie uitdagings in beide die interne en eksterne omgewings ervaar. 'n Voorlopige bespreking met 'n aantal ingenieurs het daarop gedui dat hierdie individue voel asof dit van hulle verwag word om vrywillig oortyd te werk asook verdraagsaam te wees van die nie-ideale werksterreine en omstandighede. Hulle voel dat die informele ontwikkeling van die interpersonlike vaardighede wat nodig is om konflik te verminder, asook mekaar te motiveer en ondersteun, ook vrywillig verwag word. Die meerderheid van die deelnemende maatskappye het bevestig dat daar ‘n gebrek is aan vrywillige gedrag, naamlik organiesatoriese burgerskap, onder die ingeniers op die werksterrein. Dit is vir hierdie spesifieke rede dat die kern doel van hierdie studie was om ‘n struktrele model te ontwikkel en empiries te bestudeier wat die geskiedenis uiteensit wat die tot die wisseling in OCB onder siviele ingenieurs op verskillende werksterreine in die Suid-Afrikaanse ingenieurs maatskappye. Tydens die voorlopige besprekings en die daaropvolgende literatuuroorsig was persoonlikheid die kern voorafgaande kenmerk. 'n Kwantitatiewe navorsingsmetode met 'n ex post facto korrelasie-ontwerp is gebruik, waar primêre data vanuit 'n steekproof van 119 werknemers van 'n aantal Suid-Afrikaanse konstruksie maatskappye versamel is. Die selftoegepaste vraelys het bestaan uit vier afdelings, waarvan drie 'n samesmelting was van die drie geldige en betroubare meetinstrumente wat die sentrale fokus van die strukturele model, naamlik persoonlikheid, werksbevrediging en organisatoriese burgerskaps-gedrag weerspieël. Die ingesamelde data is deur middel van Parsiële Kleinste Kwadrate Struktuurvergelykingmodellering ontleed. Die resultate van die studie het getoon dat sekere persoonlikheidseienskappe bydra tot die voorkoms van organisatoriese burgerskaps gedrag onder terreinwerknemers. Binne die gebiede van die persoonlikheid- en werkstevredenheid-teorieë, dra hierdie navorsing by tot die bestaande literatuur oor OCB. Ten einde Suid-Afrikaanse bedryfsielkundiges binne hierdie bedryf te help, is bestuurs-implikasies en voorgestelde ingrypings met betrekking tot die navorsing voorskaf.

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The tendency to use adventure-based training as an intervention medium for the improvement of the self-concept has grown rapidly over the past few years. However, research results on the effect of adventure-based training on participants' self-concepts are very contradictory. Some studies revealed significant positive improvements, while others revealed no significant differences in pre- and post-measures. The effect of adventure training on the self-concept in the military context has so far not yet been investigated in South Africa. A sound self-concept is of critical importance to young career officers, as it enables them to function with self-confidence in both their work environment and their community roles. They enter the military environment as late adolescents, which implies that the successful mastering of specific developmental tasks such as the formation of identity or self-concept, is a prerequisite for their dynamic functioning in the world of work. The aim of this study was to determine whether adventure training can indeed be utilised to enhance the self-concepts and self-efficacy of young career officers in the South African National Defence Force. A quasi-experimental design with a pre-test, post-test and post-post-test was used to determine the effect of a Ropes Course Development Programme on the self-concepts of young career officers. Subjects for the experimental group were selected from the young career officer population at the Military Academy (n=33) and subjects for the control group were selected from the young career officer population at the SA Army Gymnasium (n=32). Two measuring instruments were administered, during three time intervals, namely the Self-description Questionnaire III and the General Self-efficacy Scale. From the results it can be concluded that the control group did not change much during the eight-week-period of the study. Only three significant withingroup changes occurred, namely in the scores of the mathematical skills selfconcept sub-scale, in the scores of the total academic self-concept and the GSE scale. All three measurements showed a significant increase for the pretest to post-post-test time interval. The experimental group showed a number of changes between pre-test and post-test, as well as pre- and post-test to post-post-test time intervals. The SOOIII sub-scales with declining scores were the participants' self-concept regarding their verbal skills (post- to post-post-test) and academic ability (preand post-test to post-post-test). The total academic self-concept score was also significantly lower from post-test to post-post-test measurement. Scores that were positively affected over time were their self-concepts regarding their relations with parents (for pre-test to post-test), religion (for pre-test to posttest and maintained to post-post- test), the total non-academic self-concept (pre- to post-test) and the total general self-concept score (from pre- to posttest). The experimental group did not change with regard to their GSE scores. The most evident between-group differences were observed during the postpost- test on the verbal skills, academic ability, and total academic selfconcept scores (control group> experimental group), and relations with same sex self-concept scores (experimental group> control group). A significant relationship between the total SOOIII score and the GSE scale over the three time periods was observed. Highly significant r-values were obtained for both groups on all but one measurement. The final conclusion is that the Ropes Course Development Programme was not an effective intervention medium to enhance the self-concepts and selfefficacy of young career officers. There is still a need for scientific research to motivate adventure-based programmes as training intervention in the South African military context. / AFRIKAANSE OPSOMMING: Die neiging om avontuurgerigte opleiding as ingreep vir die ontwikkeling van die selfkonsep te gebruik, het die afgelope paar jaar ingrypend toegeneem. Navorsingsresultate rakende die invloed van avontuurgerigte opleiding op deelnemers se selfkonsepte is egter teenstrydig. Sekere studies het beduidende positiewe verbeteringe aangedui, terwyl ander weer geen beduidende verskille in voor- en na-toetse getoon het nie. Die uitwerking van avontuuropleiding op die selfkonsep, is tot dusver nie binne militêre konteks in Suid-Afrika ondersoek nie. 'n Positiewe selfkonsep is van kritiese belang vir jong beroepsoffisiere, aangesien dit hulle bemagtig om met selfvertroue in sowel hul werksomgewing as hul gemeenskapsrolle te funksioneer. Hulle betree die militêre omgewing tydens adolessensie, wat impliseer dat die suksesvolle bemeestering van bepaalde ontwikkelingstake soos identiteitsvorming of die vorming van 'n selfkonsep 'n voorvereiste is om effektief in die werksomgewing te funksioneer. Die doel van hierdie studie was om te bepaal of avontuurgerigte opleiding wel gebruik kan word om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere in die Suid-Afrikaanse Nasionale Weermag te bevorder. 'n Kwasi-eksperimentele ontwerp met 'n voortoets, na-toets en na-na-toets is gebruik om die invloed van 'n Toubaan Ontwikkelingsprogram op die selfkonsep en selfdoeltreffendheid van die jong beroepsoffisiere te bepaal. Proefpersone vir die eksperimentele groep is geselekteer vanuit die groep jong beroepsoffisiere by die Militêre Akademie (n=33) en proefpersone vir die kontrolegroep is vanuit die jong beroepsoffisierpopulasie by die SA Leërgimnasium geselekteer (n=32). Twee meetinstrumente is tydens drie geleenthede geadministreer, naamlik die "Self-description Questionnaire III" (SDQIII) en die General Self-efficacy Scale (GSE). Van die resultate kan afgelei word dat die kontrolegroep nie veel verander het tydens die agt weke periode van die studie nie. Slegs drie beduidende binne- groep veranderinge het plaasgevind, naamlik in die wiskundige vaardigheid selfkonsep subskaal, in die totale akademiese selfkonsep en die Algemene Selfdoeltreffendheidtelling. AI drie tellings dui op 'n beduidende toename vir die voor-toets tot na-na-toets tydsinterval. Die eksperimentele groep het 'n beduidende aantal veranderinge getoon tussen voor- en na-toets, sowel as voor- en na-na-toets. Die SDQIII subskale wat 'n afname in tellings getoon het, was die deelnemers se selfkonsepte aangaande hulle verbale vaardighede (na-toets tot na-na-toets) en akademiese vaardigheid (voor en na-toets tot na-na-toets). Die totale akademiese selfkonseptelling was ook beduidend laer tussen die na-toets en na-na-toets meting. Tellings wat positief oor tyd beïnvloed was, was hulle selfkonsepte ten opsigte van verhoudings met ouers (vir voor-toets tot natoets, godsdiens (vir voortoets tot na-toets en in stand gehou tot na-na-toets), die totale nie-akademiese selfkonsep (voor- tot na-toets) en die totale algemene selfkonseptelling (van voor- tot na-toets). Die eksperimentele groep het nie ten opsigte van hulle GSE tellings verskil nie. Die mees klaarblyklike tussen-groep verskille in tellings is waargeneem tydens die na-na-toets met betrekking tot verbale vaardighede, akademiese vermoë, en totale akademiese selfkonseptellings (kontrole groep > eksperimentele groep) en selfkonsep betreffende verhoudinge met dieselfde geslag (eksperimentele groep> kontrole groep). 'n Betekenisvolle verband tussen die SDQIII en die GSE skale is oor die drie tydperke heen waargeneem. Hoogs beduidende r-waardes is vir albei groepe op alle metings waargeneem, met die uitsondering van een meting. Die finale bevinding dui daarop dat die Toubaan Ontwikkelingsprogram nie 'n effektiewe ingreep was om die selfkonsepte en selfdoeltreffendheid van jong beroepsoffisiere te verbeter nie. Daar bly dus steeds 'n behoefte aan wetenskaplik gefundeerde navorsing om die waarde van avontuurgerigte opleidingsprogramme in die Suid-Afrikaanse militêre konteks te motiveer.