Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Career management has received a significant amount of research attention because of its known effects on important work-related outcomes such as organisational commitment (De Vos, Dewettnick & Buyens, 2007). However, the modern world of work has brought fresh challenges for both individuals and organisations when it comes to the management of careers. Rapid economic, technological and societal change imply that, on the one hand, organisations face the challenge of retaining and motivating talented employees through the judicious use of career management systems. On the other hand, these influences indicate a growing awareness of the individual‟s responsibility for career development. However, the way in which individuals respond to organisational initiatives through their work-related attitudes is not well known. Despite previous research that has successfully investigated the relationship between career management and organisational commitment, the possible role that individual differences may play in this regard has received scant research attention. This research study firstly investigates the direct relationships between career management (i.e., both individually and organisationally driven activities) and affective organisational commitment, and secondly, it aims to explore the role of individual differences in this process by examining the moderating role of personality (in the form of openness to experience) in this relationship. For this purpose, quantitative data were collected by means of a survey questionnaire administered to a South African public sector organisation (N = 311) and analysed with correlation and moderated multiple regression analysis to test the hypothesised relationships. The results indicated that employees‟ perceptions regarding the organisation‟s career management activities influence whether individuals initiate internally or externally oriented career self management activities. Where respondents perceived receiving high levels of organisational career management, they also reported increased organisational commitment. More committed individuals, on their part, were found to be more likely to engage in internally oriented individual career management and less likely to practice career management activities aiming at leaving the organisation. Results showed that openness to experience did not moderate the relationship between organisational career management and commitment. However, openness to experience did moderate the effect of commitment on individuals‟ career self-management activities (both internally and externally oriented activities). The implications of these results are discussed and limitations of the present study, as well as recommendations for future studies, are presented. / AFRIKAANSE OPSOMMING: Loopbaanbestuur ontvang tradisioneel aansienlike navorsingsaandag weens die bewese effek daarvan op belangrike werksverwante uitkomste soos organisasie-verbondenheid (De Vos, Dewettnick & Buyens, 2007). Die modêrne werkswêreld bied egter vars uitdagings met betrekking tot loopbaanbestuur vir beide individuele werknemers én vir organisasies. Snelle verandering in die ekonomiese, tegnologiese en sosiale landskap veroorsaak dat, op hul beurt, organisasies, die uitdaging in die gesig staar om talentvolle werknemers te behou en te motiveer deur die oorwoë toepassing van loopbaanbestuurstelsels. Op die keersy, veroorsaak hierdie invloede „n groter bewustheid van die verantwoordelikheid van die individu vir sy/haar eie loopbaanbestuur. Die wyse waarop individue reageer op organisasie-inisiatiewe in terme van hul werkshoudings is egter relatief onbekend. Ten spyte van vorige navorsing wat suksesvol die verbandskap tussen loopbaanbestuur en organisasieverbondenheid ondersoek het, het die moontlike rol van individuele verskille in hierdie proses egter betreklik min navorsingsaandag ontvang. Hierdie navorsingstudie ondersoek eerstens die direkte verwantskap tussen loopbaanbestuursaktiwiteite (d.w.s., beide individuele en organisasiegedrewe aktiwiteite) en organisasieverbondenheid, en tweedens, word die bemiddelende rol van individuele verskille in hierdie proses verken deur die rol van persoonlikheid (in die vorm van oopheid tot ervaring) te ondersoek. Vir hierdie doeleinde is kwantitatiewe data ingesamel deur middel van vraelyste afgeneem binne „n Suid Afrikaanse openbare sektor organisasie (N = 311). Hierdie data is ontleed met korrelasie-ontledings en meervoudige regressie-analise ten einde die gehipotiseerde verbandskappe te toets. Die resultate toon dat werknemers se perspepsies van die organisasie se loopbaanbestuuraktiwiteite bepaal tot watter mate hulle intern- of ekstern gefokusde loopbaanselfbestuuraktiwiteite onderneem. Waar respondente hoë vlakke van organisasiegedrewe loopbaanbestuur gerapporteer het, was hoë vlakke van organisasieverbondenheid teenwoordig. Meer verbonde individue, op hulle beurt, was meer geneig om intern-geöriënteerde loopbaanbestuur toe te pas en minder geneig om aktiwiteite te onderneem gerig op uittrede uit die organisasie. Die resultate toon verder dat, alhoewel oopheid tot ervaring nie die verband tussen organisasie-loopbaanbestuur en verbondheid modereer nie, dit wél die effek van verbondheid op individue se selfgedrewe loopbaanbestuursaktiwiteite (beide intern- en ekstern-geöriënteerde aktiwiteite) modereer. Die implikasies van die resultate word vervolgens bespreek en die beperkinge van die huidige studie word uitgelig. Ten slotte, word aanbevelings vir toekomstige studies gemaak.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Contemporary militaries are facing an increasing number of deployments compared to their previous counterparts. This is the result of globalisation and the acknowledgement of interdependence between various countries. The demand is even higher in the South African National Defence Force because of its geographical and socio-political position. Emanating from its position it is endowed with the task of stabilising the continent. This is an important task considering the fact that no country can experience stability and economic prosperity if its neighbours are unstable. The people performing the above highly venerated task are members of families with expectations. The demands posed by job demands in a form of deployment put tremendous pressure on even the healthiest of families. The situation is aggravated by the structure of most military families, cohesive nuclear families isolated from the support of extended families. The resulting conflict arising from the incompatibility affects all facets of a soldier’s life and his/her family. The inevitable consequences include stress, and attitudes such as job dissatisfaction, marital dissatisfaction, and low life satisfaction. The culmination of these negative consequences spill over to work performance and family stability. The family is the most disadvantaged domain because the military ethos enjoins soldiers to prioritise their work and treat the rest as secondary. This leads to an irrefutable destabilisation of families, which is a common experience in military families. The effects are more pronounced on women due to the social roles endowed on them. Their role in nurturance and emotional support make their absence more evident. The children are also not spared from the suffering. The effects of the fragmentation in the family affect their psychological wellbeing, their performance at school and their behaviour in general. The reunion often marks an apex of the tragedy. Returning parents find changes at home, some feel out of sync and others force their way into the families. The family roles have to be renegotiated, which is a process fraught with conflicts. The parents who gained prerogatives in the absence of their spouses are usually unwilling to relinquish their prominent positions. This result in conflicts, which prompt the dissolution of families, and in some cases, fathers withdraw and ask for unaccompanied long-term duties away from home.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Although fifteen years have passed since the change in political dispensation in South Africa, the integration of citizens belonging to the previously disadvantaged sections of society is still progressing at a bewilderingly slow pace. Gaining access to the world of work is instrumental in the alleviation of poverty and the promotion of economic and social stability in a country still plagued by the legacy of apartheid. While South Africa is currently in the process of breaking down the scaffolding of apartheid and promoting the welfare of all South Africans along more equitably lines, the overall success of relevant initiatives fundamentally hinges on both the former oppressors and the formerly oppressed coming to terms with the past and, more importantly, engaging in a process of constitutional reconciliation and compromise to overcome unconstructive attitudes brought about through decades of colonialism, racism and segregation. Following from this, attitudes towards cultural diversity in general and, more specifically, the forces (i.e. nomological network of antecedents) that shape such attitudes, informed the research question that initiated the current study. Preliminary theorising culminated in the formulation of a tentative theoretical model explicating the relationship between various variables and the attitude towards cultural diversity. The proposed theoretical model in an effort to answer the question that initiated the research implied that values influence the attitude towards cultural diversity. Furthermore, it was argued that the relationship between values and the attitude towards cultural diversity is moderated by race and gender. The proposed theoretical model was formally assessed with the use of a convenience sample of 1 357 students from four prominent universities in South Africa (Northwest University, Cape Peninsula University of Technology, University of Stellenbosch, and Nelson Mandela Metropolitan University). A quasi double cross-validation procedure was utilised whereby a single sample was divided into two equal subsamples: (a) a calibration sample and (b) validation sample. A combination of qualitative and quantitative research paradigms was utilised in the current study. Only quantitative results are reported formally, although the qualitative technique of Critical Discourse Analysis (CDA) was utilised extensively during the stages of theorisation. The statistical analysis became naturally segmented in four distinct sections: the validation of the Schwartz Value Survey (SVS) and the Cultural Diversity Belief Scales (CDBS); the refinement of the SVS and CDBS; testing of the proposed theoretical model via Structural Equation Modelling (SEM); and testing the moderating effects of race and gender on the attitude towards cultural diversity by means of moderated regression analysis. Partial support was found for the proposed linkages between values main effects and the attitude towards cultural diversity, as well as for the moderating effects of race and gender on the value-attitude linkages. Conclusions were drawn from the results obtained and recommendations for future research have been made. / AFRIKAANSE OPSOMMING: Alhoewel die politieke bewind in Suid-Afrika reeds vyftien jaar gelede verander het, vorder die integrasie binne die samelewing van die voorheen benadeelde gedeeltes van die bevolking teen ‘n verstommend stadige pas. Die verkryging van toetrede tot die wêreld van werk dra by tot die verligting van armoede en die bevordering van ekonomiese en maatskaplike stabiliteit in ‘n land wat steeds deur die nalatenskap van apartheid geteister word. Met Suid-Afrika tans betrokke by die aftakeling van die apartheidsteierwerk en die bevordering van die welsyn van alle Suid-Afrikaners op meer gelyke grondslag, rus die algehele sukses van relevante inisiatiewe daarop dat die voormalige verdruktes en die voormalige verdrukkers met die verlede vrede maak, maar ook meer dat hulle deur ’n proses van grondwetlike versoening en akkoord die onopbouende houdings wat deur dekades van kolonialisme, rassisme en segregasie tot stand gekom het, kan oorkom. Vanuit hierdie agtergrond het houdings teenoor kulturele diversiteit in die algemeen en, meer spesifiek, die magte (d.i. nomologiese netwerk van voorafgaande gebeure) wat aan sulke houdings vorm gee, die navorsingsvraag laat ontstaan wat tot die huidige studie gelei het. Die voorafgaande teorie-ontwikkeling het tot die formulering van ‘n tentatiewe teoretiese model gelei om die verhouding tussen verskeie veranderlikes en die houding teenoor kulturele diversiteit te ontvou. In ‘n poging om ‘n antwoord te vind vir die vraag wat tot die navorsing gelei het, het die voorgestelde teoretiese model geïmpliseer dat waardes die houding teenoor kulturele diversiteit beïnvloed. ‘n Verdere argument was dat die verband tussen waardes en die houding teenoor kulturele diversiteit deur ras en geslag gemodereer word. Die voorgestelde teoretiese model is formeel geassesseer met gebruik van ’n gerieflikheidssteekproef bestaande uit 1 357 studente vanuit vooraanstaande universiteite in Suid-Afrika (die Universiteit van die Noordweste, die Kaapse Skiereiland Universiteit van Tegnologie, die Universiteit van Stellenbosch en die Nelson Mandela Metropolitaanse Universiteit).’n Kwasi dubbele kruis-validering (quasi double cross-validation) prosedure is gebruik waardeur ‘n enkelvoudige steekproefneming in twee gelyke steekproewe verdeel is: (a) ‘n kalibreringssteekproef en (b) ‘n valideringsteekproef. ’n Kombinasie van kwalitatiewe en kwantitatiewe navorsingsparadigmas is in die huidige studie gebruik. Slegs kwantitatiewe resultate word formeel gerapporteer, alhoewel kwalitatiewe Kritiese Diskoers-analise (Critical Discourse Analysis) omvattend gebruik is gedurende die teoretiseringstadia. Die statistiese ontledings het op natuurlike wyse in vier duidelike afdelings verdeel: die validering van die Schwartz Value Survey (SVS) en die Cultural Diversity Belief Scales (CDBS); die verfyning van die SVS en die CDBS; die toets van die voorgestelde teoretiese model met behulp van Structural Equation Modelling (SEM); en die toets van die modererende effekte van ras en geslag op die houding teenoor kulturele diversiteit deur middel van modererende regressie-analise. Gedeeltelike ondersteuning is gevind vir die voorgestelde verband tussen hoof-effekte van waardes en die houding teenoor diversiteit, sowel as vir die modererende effek van ras en geslag op die waardes-houdings verband. Gevolgtrekkings is gemaak uit die resultate wat verkry is en voorstelle in verband met toekomstige navorsing is aan die hand gedoen.

Thesis (MComm) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: In the past the social dimension of business has often been neglected and regarded as inferior to issues related to the financial sphere of business. The rise of sustainable development and a growing awareness regarding the frailty of earth's resources have placed renewed emphasis on the importance of the corporate social dimension for sustained business success. Scrutiny of the literature revealed that numerous misconceptions regarding the corporate social dimension still prevailed and that the success of sustainable development is often jeopardised by a lack of implementation. The triple bottom line (TBL), a concept that embraces corporate economic, environmental and social elements, was identified as a most appropriate way of elucidating the corporate social dimension and for operationalising sustainable development, as it provides several philosophic and implementation principles and guidelines. The objective of this study was to contribute to an improved understanding of the corporate social dimension and its implementation as one of the three parts of the TBL, within the perspective of sustainable development. To achieve this objective it was considered fundamental to analyse the importance and development of the corporate social dimension, the concepts and terminology related to the social dimension, and the current status of the corporate social dimension in both a South African as well as a global context. The positive aspects and limitations of extant approaches were subsequently delineated. Another important prerequisite for achieving the objective of the study was the clarification of the importance, meaning and implications of sustainable development, and the TBL approach as an operationalisation method. The development, three drnensions, importance and benefits of the TBL approach were analysed and several fundamental principles and compulsory guidelines were identified as vital conditions (e.g. a stakeholder approach, leadership support and involvement, equal consideration of all the elements of the TBL, etc.) for apt TBL adoption and sustained business success. An analysis of the relevance of sustainable development and TBL principles and guidelines for the corporate social dimension, and the interrelation between business, government and the social dimension, contributed towards an improved understanding of the social dimension of the corporate triple bottom line and its implementation within the perspective of sustainable development, thereby facilitating the achievement of the objective of the study. The most salient conclusions of the study focused on the importance of addressing the corporate social dimension in an integrated manner within the perspective of sustainable development and by means of the TBL approach, despite the seemingly elusive nature of the social dimension and numerous debates and viewpoints regarding it. Based on the conclusions of the study a number of recommendations were made regarding the process of leveraging the context-specific and dynamic nature of corporate social definitions and viewpoints, the advancement of business application, and the advancement of theory. / AFRIKAANSE OPSOMMING: In die verlede is die sosiale dimensie van besigheid dikwels geïgnoreer en beskou as ondergeskik teenoor kwessies verwant aan die finansiële sfeer van besigheid. Die opkoms van volhoubare ontwikkeling en 'n groeiende bewuswording van die beperktheid van die aarde se hulpbronne het hernieude aandag gevestig op die belangrikheid van die korporatiewe sosiale dimensie vir volhoubare besigheidsukses. 'n Literatuur ondersoek het getoon dat verskeie wanbegrippe met betrekking tot die korporatiewe sosiale dimensie steeds bestaan en dat die sukses van volhoubare ontwikkeling dikwels op die spel geplaas word deur 'n gebrek aan implementering. Die "triple bottom line" (TBL), 'n konsep wat die korporatiewe ekonomiese, omgewings en sosiale elemente omhels, is geïdentifiseer as die mees geskikte manier om die korporatiewe sosiale dimensie toe te lig en volhoubare ontwikkeling te operasionaliseer, aangesien dit verskeie filosofiese en implementerings beginsels en riglyne verskaf. Die doelwit van hierdie studie was om 'n bydrae te lewer tot 'n verbeterde begrip van die korporatiewe sosiale dimensie en die implementering daarvan as een van die drie dele van die TBL, binne die perspektief van volhoubare ontwikkeling. Ter bereiking van hierdie doelwit is dit as fundamenteel beskou om die belangrikheid en ontwikkeling van die korporatiewe sosiale dimensie, die konsepte en terminologie verwant aan die sosiale dimensie, en die huidige status van die korporatiewe sosiale dimensie, beide in Suid-Afrika en in 'n globale konteks, te analiseer. Die positiewe aspekte en beperkinge van bestaande benaderings is vervolgens ondersoek. Nog 'n belangrike voorvereiste vir die bereiking van die doewit van die studie was die uitklaring van die belangrikheid, betekenis, en implikasies van volhoubare ontwikkeling, en die TBL benadering as 'n operasionaliserings metode. Die ontwikkeling, drie dimensies, belangrikheid en die voordele van die TBL benadering is geanaliseer en verskeie fundamentele beginsels en verpligtende riglyne is geïdentifiseer as deurslaggewende vereistes (bv. 'n belanghebbende benadering, leierskap ondersteuning en betrokkenheid, gelyke oorweging van al die elemente van die TBL, ens.) vir gepaste TBL aanneming en volhoubare besigheidsukses. Die analisering van die relevansie van volhoubare ontwikkeling en TBL beginsels en riglyne vir die korporatiewe sosiale dimensie, en die interverwantskap tussen besigheid, die regering en die sosiale dimensie, het bygedra tot "n verbeterde begrip van die sosiale dimensie van die korporatiewe TBL en die implementering daarvan binne die perspektief van volhoubare ontwikkeling, en daardeur ook tot die fasilitering van die bereiking van die doelwit van die studie. Die mees uitstaande gevolgtrekkings van die studie fokus op die belangrikheid van die aanspreek van die korporatiewe sosiale dimensie op "n geïntegreerde wyse binne die perspektief van volhoubare ontwikkeling en deur middel van die TBL, ten spyte van die skynbaar ontwykende aard van die sosiale dimensie en die vele debatte en oogpunte met betrekking tot die konsep. Gebaseer op die gevolgtrekkings van die studie is "n aantal aanbevelings gemaak met betrekking tot die proses van die hefboming van die konteks-spesifieke en dinamiese aard van korporatiewe sosiale definisies en oogpunte, die bevordering van besigheidstoepassing, en die bevordering van teorie.

Thesis (MA) -- University of Stellenbosch, 2000. / ENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others. / AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.

Assignment (MA)--University of Stellenbosch, 2002 / ENGLISH ABSTRACT: The responsibility for the performance of any organisational unit ultimately lies with the leadership of the unit. Given this perceived pivotal role of leadership in work unit performance, the ultimate objective is to capture the nature of the presumed relationship between leadership and unit performance in a comprehensive structural model. To validate such a leadership model, however, requires an explanation of the manner in which the unit performance dimensions affect each other. Spangenberg and Theron (2002b) developed a generic, standardized unit performance measure (PI) that encompasses all the unit performance dimensions for which the unit leader could be held responsible. The objective of this paper is to investigate the internal structure of the PI in order to establish the inter-relationships between the eight unit performance latent variables. The PI consists of 56 questions covering eight dimensions. The validation sample consisted of 304 completed PI questionnaires. However, after imputation 273 cases with observations on all 56 items remained in the validation sample. Item analysis and dimensionality analysis was performed on each of the sub-scales using SPSS. Thereafter, confirmatory factor analysis was performed on the reduced data set using LISREL. The results indicated satisfactory factor loadings on the measurement model. Acceptable model fit was achieved for the measurement model. Subsequently, the structural model was tested using LISREL. The results provided statistics of good fit. Only four hypotheses failed to be corroborated in this study. Conclusions were drawn from the results obtained and suggestions for further research are made. / AFRIKAANSE OPSOMMING: Die prestasie van enige organisatoriese werkeenheid is die uiteindelike verantwoordelikheid van die leierskap van die eenheid. Gegewe hierdie waargenome sleutelrol van leierskap in werkeenheidprestasie, is die uiteindelike doelwit om die aard van die veronderstelde verwantskap tussen leierskap en eenheidprestasie in 'n omvattende strukturele model vas te lê. Die validering van so 'n leierskapmodel vereis egter 'n uiteensetting van die wyse waarop die eenheidprestasie-dimensies mekaar onderling beïnvloed. Spangenberg en Theron (2002b) het 'n generiese, gestandaardiseerde eenheidprestasie-meetinstrument (PI) ontwikkel wat al die eenheidprestasie-dimensies insluit waarvoor die leier van die eenheid verantwoordelik gehou kan word. Die doel van hierdie studie is om ondersoek in te stel na die interne struktuur van die PI ten einde die inter-verwantskappe tussen die agt eenheidprestasie latente veranderlikes vas te stel. Die PI bestaan uit 56 vrae wat die agt dimensies dek. Die validasiesteekproef bestaan uit 304 voltooide PI vraelyste. Na vervanging van ontbrekende waardes is die validasiesteekproef egter gereduseer tot 273 gevalle met waarnemings op al 56 items. Item-ontleding en dimensieanalise is op elk van die sub-skale met behulp van SPSS gedoen. Daaropvolgend is bevestigende faktor-analise op die verkorte datastel gedoen met behulp van LISREL. Die passingstatistieke het hier aanvaarbare resultate opgelewer. Vervolgens is die strukturele model met behulp van LISRELgetoets. Die resultate het hier bevredigende passingstatistieke gelewer. Daar kon vir slegs vier hipoteses nie steun gevind word in die studie nie. Op grond van die resultate is daar tot bepaalde gevolgtrekkings gekom en daar word aanbevelings vir verdere navorsing gemaak.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Social anxiety symptoms are common within the community. They are often unrecognised in many organisations, with resultant significant work impairments. The aim of the study was to explore to what extent the social anxiety spectrum of symptoms influences the performance of management employees and how the disorder should be managed in the workplace. The study includes the following constructs: social anxiety spectrum, job characteristics, work limitations and perceived performance difficulties. A nonexperimental research design was used to explore the relationships between the four constructs. A convenience sample of 250 managerial employees was approached from two large organizations, one in the private, and the other in the public sector. One hundred and eighteen (118) respondents completed and returned their questionnaires. The descriptive statistics reflected a mean age of 32 years (range 20 to 56 years), with 50% males and 50% females, and a race distribution of 64% White, 29% Coloured, 4% Black and 3% Indian for the sample. The majority of the participants had been working for 0 to 5 years (37.29%). The mean years worked was 10.81 and the median 9.5 (range 0.5 to 40 years worked). A high percentage of participants (11%) were found to have social anxiety symptoms above the cut off score for a diagnosis of the disorder. The results of the present study indicated that social anxiety affects all areas of work. These symptoms were associated with several areas of work limitations and performance difficulties not restricted to social interaction or presentation. It was also found that job insecurity increases social anxiety symptoms, work limitations and perceived performance difficulties. On the other hand, it was found that organisational support may act as a buffer against demands and may decrease work limitations and perceived performance difficulties. Whilst no moderating effect was found for growth opportunities in the relationship between social anxiety and work limitations, support was found for a negative relationship with both social anxiety and work limitations. No moderating effect was found for job insecurity in the relationship between social anxiety and work limitations. However, growth opportunities as a resource were found to moderate the relationship between social anxiety symptoms and perceived performance difficulties. Evidence was also found for the moderating effect of job insecurity in the relationship between social anxiety symptoms and perceived performance difficulties. The limitations of the current study and recommendations for organisations are discussed. This study highlights the importance of social anxiety symptoms as a barrier to effective work performance. Given the fact that interventions can potentially improve social anxiety and thereby performance, this area deserves much greater research attention. / AFRIKAANSE OPSOMMING: Sosiale angssimptome kom algemeen in die gemeenskap voor. Die simptome word nie alledaags in organisaies herken nie, en mag tot merkbaar verlaagde prestasie lei. Die doel van die studie was om die mate waartoe sosiale angsspektrum-simptome die prestasie van bestuursvlak-werknemers beïnvloed te bepaal en ondersoek in te stel na wyses waarop die simptome in organisasies bestuur moet word. Die studie het die volgende konstrukte ingesluit: sosiale angsspektrum-simptome, werkseienskappe, werksbeperkinge en waargenome prestasie-uitdagings. Daar is van ’n nie-eksperimentele navorsingsontwerp gebruik gemaak om die verhoudings tussen die vier konstrukte te bestudeer. ’n Gerieflikheidsteekproef van 250 bestuursvlak-werknemers van beide ’n privaatsektor en publieke sektor organisasie is genader. Eenhonderd en agtien voltooide vraelyste is ingedien. Die beskrywende statistiek het ’n gemiddelde ouderdom van 32 jaar getoon (versprei oor 20 tot 56 jaar), met 50% manlik, 50% vroulik, en ’n rasverspreiding van 64% wit, 29% kleurling, 4% swart en 3% Indiër respondente in die steekproef. Die meerderheid van die deelnemers het vorige werkservaring van 0 tot 5 jaar (37.29%) aangedui. Die gemiddelde aantal jare van werk was 10.81 en die mediaan 9.5 (versprei oor 0.5 tot 40 jaar gewerk). ‘n Hoë voorkomssyfer (11%) van sosiale angs is in die studie gevind, bo die afsnypunt vir die diagnose van die versteuring. Die resultate van die huidige studie dui aan dat sosiale angs alle aspekte van werk beïnvloed. Hierdie simptome was geassosieer met vele areas van werksbeperkings en waargenome prestasie-uitdagings en was nie slegs tot take wat sosiale interaksie en voordragte insluit, beperk nie. Die studie het ook gevind dat werksonsekerheid sosiale angssimptome, werksbeperkings en waargenome prestasie-uitdagings verhoog. Organisasieondersteuning is aangedui as ‘n moontlike buffer teen werkseise en mag werksbeperkings en waargenome prestasie-uitdagings verminder. Geen modereringseffek is vir groeigeleenthede gevind in die verhouding tussen sosiale angs en werksbeperkings nie, maar daar is wel gevind dat groeigeleenthede ’n negatiewe verband met beide sosiale angs en werksbeperkings het. Geen modereringseffek vir werksonsekerheid in die verhouding tussen sosiale angs en werksbeperkinge is gevind nie. Die rol van groeigeleenthede as hulpbron om die verhouding tussen sosiale angssimptome en waargenome prestasie-uitdagings te modereer, is bevestig. Getuienis is ook vir die modereringseffek van werksonsekerheid in die verhouding tussen sosiale angssimptome en waargenome prestasie-uitdagings gevind. Die beperkinge van die huidige studie en voorstelle vir organisasies word bespreek. Hierdie studie bekemtoon die belangrikheid van sosiale angssimptome as ’n hindernis met betrekking tot effektiewe werksprestasie. Ingrepe kan potensiaal sosiale angs verminder en daardeur prestasie verhoog. Hierdie aspek behoort heelwat meer navorsingsaandag in die toekoms te geniet.

Thesis (MComm)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: South African organisations are facing fierce international competition, and to survive in the long-term it is necessary that they be led by leaders that will move them towards their vision in an ethical manner. While society condemns and the media extensively report fraud involving millions of rands by top executives, the truth of the matter is that more money is probably lost through low productivity, idleness and the wasting of resources through mismanagement (Mal an & Smit, 2001 ). In this study it is believed the cause of this problem is ultimately one of leadership. Leaders fail to direct and influence their subordinates to work with efficiency and integrity in order to achieve the organisation's objectives (Malan & Smit, 2001). Solutions for these problems must be found in order to build organisations that will prosper in the future. This study hopes to offer part of the solution. The main objective of this study was to establish whether there is a relationship between transformational leadership and the development of an ethical climate in organisations. One of the objectives of this study was to establish whether there was a direct relationship between altruism and transformational leadership. Another goal of this research was to establish whether integrity had a moderating effect on the relationship between transformational leadership and ethical climate. A model was developed to illustrate these relationships, which was tested in the South African context. A literature study of the role of transformational leadership, ethical values of altruism and integrity, and ethical climate in organisational performance was conducted. The relationship between these constructs has also been analysed in the literature study. A questionnaire consisting of five sections was compiled to test the hypotheses resulting from the structural models. These questionnaires were distributed to various organizations in the Cape Town area. The sample comprised 200 persons, each of whom had to complete the questionnaire. Section A was designed to give an indication of the demographics of the participants. Section B measured transformational leadership, based on Bass and Avolio's Multifactor Leadership Questionnaire (MLQ). Section C was compiled in accordance with Victor & Cullen's Ethical Climate Questionnaire (ECQ), which measured respondents' perceptions of their work climate. Section D measured altruism, based on Langley's Value Scale. Section E measured integrity and was based on Butler's Conditions of Trust Inventory. The statistical analysis was conducted through correlation and regression analyses. The results revealed that altruism positively correlates with transformational leadership, and that transformational leadership in turn has a positive relationship with ethical climate. No convincing empirical support could be found for the proposition that integrity moderated the effect of leadership on ethical climate. However, many new and interesting insights were gained through the results. Conclusions were drawn from the results obtained and recommendations are made for future research. / AFRIKAANSE OPSOMMING: Suid-Afrikaanse organisasies staar strawwe internasionale kompetisie in die gesig. Om in die langtermyn te oorleef, is dit nodig dat hulle gelei word deur organisatoriese leiers wat hulle op 'n etiese wyse na hul strategiese doelwitte sal lei. Alhoewel die gemeenskap miljoene rande se bedrog deur topbestuurders veroordeel en die media ekstensief daaroor verslag lewer, is dit 'n feit dat meer geld waarskynlik verloor word deur lae produktiwiteit, sloerdery en die vermorsing van hulpbronne as gevolg van wanbestuur (Malan & Smit, 2001 ). Met hierdie studie word aangevoer dat die oorsaak van hierdie probleem uiteindelik een van leierskap is. Leiers misluk om hul ondergeskiktes te bestuur en te be'invloed om sodoende effektief en met integriteit op te tree, ten einde die organisasie se doelwitte te bereik (Malan & Smit, 2001 ). Oplossings moet vir hierdie probleme gevind word ten einde organisasies te bou wat in die toekoms sal floreer. Hierdie studie poog om voorstelle te maak om hierdie probleme te help oplos. Die hoofdoelwit vir hierdie studie was om vas te stel of daar 'n verband tussen transformasionele leierskap en die ontwikkeling van 'n etiese klimaat in organisasies is. Een van die doelwitte van hierdie studie was om te bepaal of daar 'n direkte verband tussen altru'isme en transformasionele leierskap is. 'n Verdere doelwit was om te bepaal of integriteit 'n modererende effek op die verband tussen transformasionele leierskap en 'n etiese klimaat het. 'n Model is ontwikkel om hierdie verwantskappe te illustreer, en is in die SuidAfrikaanse konteks getoets. 'n Literatuurstudie oor die rol van etiese waardes, veral die kernwaardes van altru'isme en integriteit, transformasionele leierskap en 'n etiese organisasieklimaat in organisatoriese prestasie is onderneem. Die verband tussen hierdie konsepte is ook in die literatuurstudie ontleed. 'n Vraelys, bestaande uit vyf afdelings, is opgestel om die hipoteses voortvloeiend uit die strukturele modelle te toets. Hierdie vraelyste is uitgedeel aan verskillende organisasies in die Kaapstad-omgewing. Die steekproef het uit 200 mense bestaan. Afdeling A van die vraelys was ontwerp om 'n aanduiding van die demografie van die respondente te gee. Afdeling B het transformasionele leierskap gemeet, gebaseer op Bass en Avolio se 'Multifactor Leadership Questionnaire' (MLQ). Afdeling C was opgestel in terme van Victor en Cullen se 'Ethical Climate Questionnaire' (ECQ), wat respondente se indrukke van hulle werksklimaat gemeet het. Afdeling D het altru'isme gemeet, gebaseer op Langley se 'Value Scale.' Afdeling E het integriteit gemeet en het Butler se 'Conditions of Trust Inventory' as basis gebruik. Die statistiese analise was uitgevoer deur middel van korrelasie- en regressieontledings. Die resultate het getoon dat altru·isme positief met transformasionele leierskap korreleer en dat transformasionele leierskap op sy beurt 'n positiewe verband met etiese klimaat toon. Geen oortuigende empiriese gronde kon gevind word vir die stelling dat integriteit die effek van leierskap op etiese klimaat modereer nie. Die resultate het nietemin heelwat nuwe en interessante insigte aan die lig gebring.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The aims of this study were to explore the relationships between narcissism, workplace aggression (WA) and emotional intelligence (EI), as well as to determine whether EI plays a moderating role in the relationship between narcissism and WA. A non-experimental research design (i.e. exploratory survey study) was used to explore the relationships between the three constructs. Narcissists are described as individuals who have a grandiose sense of self-importance or uniqueness, where they exaggerate their special talents and achievements. They are typically prone to rage, shame, inferiority, and humiliation when they are criticized by others (American Psychiatric Association, 2000). WA was defined as the efforts by individuals to harm others with whom they work, or have worked, or the organisations in which they are currently or were previously, employed (Neuman & Baron, 1997a). EI was defined as the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). A convenience sample of 134 academic (permanent and temporary) and support staff (middle and upper level) of two tertiary educational institutions within the Western Cape participated in the research. The Greenberg and Barling (1999) WA scale (that measures aggression towards colleagues, subordinates and supervisors), the Narcissistic Personality Inventory (NPI, Raskin & Hall, 1979) and the Genos Emotional Intelligence Inventory (Gignac, 2008) were administered. Weak significant negative relationships were evident between EI and each of the dimensions of WA. This indicates that higher EI is associated with a decreased propensity to engage in verbal aggressive behaviours. EI may enable individuals to apply better coping mechanisms and display more appropriate emotional reactions to events which may induce aggressive behavior. It was, furthermore, hypothesized that a significant negative relationship exists between EI and narcissism. Contrary to the expectation, a significant weak positive relationship emerged between the NPI and EI. It was also found that significant positive relationships emerged between six of the seven dimensions of EI and narcissism. The findings may indicate that individuals with a fragile high self-esteem (overt narcissists) may also be 'emotionally intelligent'. Individuals with high levels of narcissism may use emotional regulation strategies to manage their own and other's emotions in order to maintain their fragile self esteem. No significant relationship emerged between the NPI (total score) and any of the aggression subscales. This result may be due to methodological limitations (e.g. restriction of range) or the absence of an ego-threat eliciting cue in the questionnaire, which may have attenuated the results. However, two significant positive relationships emerged between the NPI dimensions of Entitlement and Exploitiveness with the Verbal Aggression towards a colleague subscale. Due to the fact that no significant relationship between narcissism (total score) and WA emerged in this study, the proposed hypo that EI moderates the relationship between narcissism and WA, could not be investigated. The limitations of the study and recommendations for future research were discussed. / AFRIKAANSE OPSOMMING: Die doelwitte van hierdie studie was om die verband tussen narsisme, werksplekaggressie (WA) en emosionele intelligensie (EI) te ondersoek, asook om te bepaal of EI 'n modererende rol speel in die verband tussen narsisme en WA. 'n Nie-eksperimentele navorsingsontwerp (dit is, 'n verkennende studie) is gebruik om die verbande tussen die drie konstrukte te ondersoek. Narsiste word beskryf as individue wat .n grootse gevoel van eiebelang of uniekheid het. Hulle oordryf hulle spesiale talente en prestasies. Wanneer ander hulle kritiseer, sal hulle gewoonlik geneig wees om woedend te word en skaam, minderwaardig of verneder te voel (American Psychiatric Association, 2000). WA word gedefinieer as die pogings van individue om die mense saam met wie hulle werk, of gewerk het, of die organisasie waar hulle tans werk, of voorheen gewerk het, skade aan te doen (Neuman & Baron, 1997a). EI word gedefinieer as die vermoe om emosies op 'n professionele en doeltreffende manier in die werkplek waar te neem, uit te druk, te verstaan en te beheer (Palmer & Stough, 2001). 'n Geriefsteekproef van 134 (permanente en tydelike) akademiese personeel en (middel- en bovlak-) steundienstepersoneel van twee tersiere opvoedkundige instellings in die Wes-Kaap het aan die navorsingsprojek deelgeneem. Greenberg en Barling (1999) se WA-skaal (wat aggressie teenoor kollegas, ondergeskiktes en toesighouers meet), die Narsistiesepersoonlikheid-inventaris (NPI, Raskin & Hall, 1979) en die Genos Emosionele-intelligensie-inventaris (Gignac, 2008) is gebruik. Beduidende swak negatiewe verwantskappe tussen EI en elk van die dimensies van WA is gevind. Dit dui daarop dat 'n hoer EI geassosieer word met 'n afname in die neiging om in verbale aggressiewe gedrag betrokke te raak. EI kan individue in staat stel om beter hanteringsmeganismes te gebruik en meer gepaste emosionele reaksies te toon op gebeure wat tot aggressiewe gedrag kan lei. Daar is in die studie aangevoer dat 'n betekenisvolle negatiewe verband tussen EI en narsisme bestaan. Teen alle verwagting is'n betekenisvolle swak positiewe verband tussen die NPI en EI na vore gekom. Daar is ook bevind dat daar betekenisvolle positiewe verbande tussen ses van die sewe dimensies van EI en narsisme bestaan het. Die bevindings kan daarop dui dat individue met 'n brose hoe selfbeeld (openlik narsistiese individue) ook 'emosioneel intelligent' kan wees. Individue met 'n hoe mate van narsisme kan emosionele beheerstrategiee gebruik om hulle eie en ander se emosies te beheer om so hulle brose selfbeeld te handhaaf. Geen betekenisvolle verband tussen die NPI (totaal telling) en enige van die aggressie-subskale het na vore gekom nie. Hierdie bevinding kan dalk toegeskryf word aan metodologiese beperkings (soos beperkte omvang) of die afwesigheid van 'n stelling in die vraelys wat bedreiging vir die ego ingehou en die uitkoms kon verswak het. Twee betekenisvolle positiewe verbande is egter gevind tussen die NPI-dimensies Aanspraak en Uitbuiting en die subskaal Verbale Aggressie teenoor 'n kollega. Weens die feit dat geen noemenswaardige verhouding tussen narsisme (totale punt) en WA in hierdie studie gevind is nie, kon die voorgestelde hipotese dat EI die verband tussen narsisme en WA modereer nie ondersoek word nie. Die beperkings van die studie en aanbevelings vir toekomstige navorsing word bespreek.

Thesis (MCom)--Stellenbosch University, 1994. / ENGLISH ABSTRACT: Research conducted by Albert Ellis (1978) revealed that individuals' concepts of their own rational and irrational and/or dysfunctional cognitions are important determinants of effective human functioning. The presence of these cognitions within an individual can have several consequences such as depression, neuroses and psychoses. It is clear from the literature (Ellis, 1978; Dryden & Gordon, 1990; Lodder, 1993) that one of the causative factors in manifestations of emotional instability is individuals' lack of knowledge about their psyches. The general aim of this study is to develop a programme which lead to positive human functioning, including self-acceptance and selfempowerment, on the basis of a comprehensive study of the literature on all possible coping skills (Lodder, 1993). Several approaches were considered which could promote Self-insight, namely rational-emotive therapy, transactional analysis and the use of projective techniques. Each of these aspects was dealt with fully and reasons are provided for the selection of rational-emotive therapy. Rational-emotive therapy provides participants with the necessaryknowledge to identify and combat their own irrational and/or dysfunctional cognitions. Before Ellis's cognitive questionnaire could be used in the evaluation process, the psychometric characteristics of the instrument had to be determined first. A further aim is to adapt Ellis's cognitive questionnaire according to scientifically recognized procedures to measure human functioning on a rational -basis as a psychometrically acceptable measuring instrument. A primary psychometric requirement of a measuring instrument is that its items must be sufficiently homogeneous to be able to regard them as criteria of a single construct. Ellis's cognitive questionnaire (adapted) demonstrated a particularly satisfactory internal consistency (alpha coefficient = 0,89; N = 250). With the help of a factor analysis Ellis's cognitive questionnaire (adapted) was developed in such a way that the items in the subscales were all relatively pure measurements of the isolated factors. Furthermore, the results of the factor analysis produced five factors which could be linked relatively clearly to the five postulated dimensions of irrational cognition. To ascertain whether participation in the programme by 90 female and 30 male administrative staff members did in fact lead to the envisaged result, the Solomon four - group design was used to evaluate it. Evaluation of the programme was undertaken on the basis of Kirkpatrick's evaluation model by concentrating on the knowledge, reaction and behavioural levels. A knowledge test was used to measure knowledge, a reaction questionnaire was used for participantsreactions and Ellis's cognitive Questionnaire (adapted) for evaluation at the behavioural level. The most important findings of the investigation could be summed up as follows: • The experimental group acquired significantly more knowledge about irrational cognitions than the control group did. • After the programme the experimental group made significantly more use of cognitive restructuring as a coping style than the control group did. • The experimental group revealed considerably fewer dysfunctional cognitions. Certain shortcomings also emerged from this investigation. Recommendations are made according to which these specific shortcomings can be addressed in future research in this field. / AFRIKAANSE OPSOMMING:Albert Ellis se navorsing (1978) het aan die lig gebring dat individue se begrip vir hulle onderskeie rasionele en irrasionele en/of disfunksionele kognisies 'n belangrike determinant is van doeltreffende menslike funksionering. Die aanwesigheid van hierdie kognisies binne 'n individu kan verskeie gevolge he soos depressie, neuroses en psigoses. Dit blyk uit die literatuur (Ellis, 1978; Dryden & Gordon, 1990; Lodder, 1993) dat een van die veroorsakende faktore van manifestasie van emosionele onstabiliteit die gebrek is aan kennis van individue rondom hulle psiges. Die algemene doelstelling van die studie is om aan die hand van 'n omvattende literatuurstudie van aile moontlike "helpende vaardighede" \ (Lodder, 1993) 'n program te ontwikkel wat individue kan lei tot positiewe menslike funksionering met in begrip van selfaanvaarding en selfbemagtiging. Verskillende benaderings wat gebruik kan word om Selfinsig te bewerkstellig, naamlik Rasioneel-emotiewe terapie, Transaksionele Analise en die gebruik van Projektiewe Tegnieke is oorweeg. Daar is volledig aandag gegee aan elk van hierdie aspekte en redes verstrek vir die keuse van Rasioneel-emotiewe terapie. Rasioneel-emotiewe terapie verskaf aan die deelnemers die nodige kennis en vaardighede om hulle en gedragsvlak te konsentreer. 'n Kennistoets is gebruik vir kennismeting, 'n reaksievraelys vir deelnemerreaksies en Ellis se Kognitiewe vraelys (aangepasl vir evaluering op gedragsvlak. Die vernaamste bevindings van die ondersoek kan soos volg opgesom word: • Die eksperimentele groep het beduidend meer kennis en insig oor rasionele kognisies opgedoen as die kontrolegroep. • Die eksperimentele groep het na die program beduidend meer as die kontrolegroep van kognitiewe herstrukturering as behartigingstyl gebruik gemaak. • Die eksperimentele groep het beduidend minder disfunksionele kognisies openbaar. Sekere leemtes het uit hierdie ondersoek geblyk. Aanbevelings is aan die hand gedoen waarvolgens hierdie sp~sifieke leemtes in toekomstige navorsing op hierdie terrein oorbrug kan word. eie irrasionele en/of disfunksionele kognisies te kan identifiseer en betwis. Alvorens Ellis' se Kognitiewe vraelys gebruik kon word in die evalueringsproses moes die psigometriese eienskappe van die instrument eers bepaal word. 'n Verdere doelstelling is om Ellis se kognitiewe vraelys volgens wetenskaplik-erkende prosedures aan te pas om as psigometriese aanvaarbare meetinstrument menslike funksionering aan die hand van rasionaliteit te meet. 'n Primere psigometriese vereiste vir 'n meetinstrument is dat sy items voldoende homogeen moet wees om dit te kan beskou as 'n maatstaf van 'n enkele konstruk. Ellis se Kognitiewe vraelys (aangepas) het 'n besondere bevredigende interne bestendigheid gedemonstreer (koeffisient alfa = 0,89; N = 250). Ellis se Kognitiewe vraelys (aangepas) is met behulp van 'n faktorontleding ontwikkel waarvan die items in die subskale almal relatief suiwer metings van die geTsoleerde faktore is. Verder het die faktoranalitiese resultate vyf faktore opgelewer wat redelik duidelik aan die gepostuleerde vyf dimensies van irrasionele kognisies gekoppel kon word. Om te bepaal of die bywoning van die program, deur 90 vroulike en 30 manlike administratiewe personeel, wei tot die beoogde resultate aanleiding gee, is die Solomon vier-groep ontwerp vir die evaluering daarvan gebruik. Evalueririg van die program is aan die hand van Kirkpatrick se evalueringsmodel gedoen deur op die kennis-, reaksie-