Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Employee engagement has become imperative for the long term sustainability and performance of organisations. In the current study, work-life interaction was hypothesized to have a direct effect on employee work engagement. Work-life balance, as a facet of work-life interaction, was defined in this study as having enough time to fulfil activities in both work and family contexts; maintaining a sense of equilibrium or harmony in life, having equal or balanced involvement, effort and time spent on various roles; as well as a balance between demands and resources in a person’s life, achieving a state of satisfaction in both employment and personal roles (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Work-life balance has positive consequences for the employee in the form of higher levels of satisfaction and commitment, and improved personal health and wellbeing. For the organisation it is associated with improved recruitment and retention, improved employee productivity and performance, improved organisational performance and profitability, and increased work engagement. In the current study the overarching concept of work-life interaction was utilised to guide the empirical research. The study was motivated by the intention to clarify the antecedents of work-life interaction in a particular work environment in order to inform efforts aimed at promoting positive work-life interaction. Personalistic traits were anticipated to influence the relationship between organisational variables and work-life interaction. A literature review has led to a theoretical model to be utilised in investigating the determinants of work-life interaction and whether the nature of work-life interaction experienced enhances employee work engagement. The aim of the study was to determine whether a negative relationship exists between role conflict, work demands and work-life interaction and a positive relationship exists between work-family culture and work-life interaction. The research further aimed to establish whether specific personalistic variables such as conscientiousness, neuroticism, agreeableness, negative affectivity, positive affectivity and emotional intelligence influence the relationships between the organisational variables and work-life interaction. The observed inter-correlations show that the organisational variables are weakly to moderately correlated with most of the work-life dimensions. The results confirmed that there are negative correlations between role conflict, work demand and the positive forms of work-life interaction, and positive correlations between these two variables and the negative forms of work-life interaction. In contrast, work-home culture is positively related to the positive forms of work-life interaction, and negatively to the negative forms of work-life interaction. The moderated regression analyses found that only neuroticism and agreeableness had significant moderating effects on the relationship between work demand and work-life interaction, whilst a greater number of mediating effects were observed. An overview of the multiple regression analyses with the work-home interaction dimensions as dependent variables, found a significant difference between the amount of variance explained by the organisational variables and the additional variance explained by the personalistic variables in two analyses pertaining to positive work-home interaction and positive home-work interaction. The study has confirmed the role of organisational variables in the experience of work-life interaction and the positive role of the work-home culture of the organisation has been highlighted. The results provided limited support for the role of personalistic variables as moderators and more substantial support for its role as mediators of work-life interaction. The impact of positive affectivity was especially noticeable. The results further indicated that work engagement was significantly positively correlated with positive work-home interaction, negatively correlated with negative work-home interaction, and positively correlated with positive home-work interaction. These findings provide additional motivation to include selected personalistic variables in the selection process so that the likelihood of work engagement could be optimised through increased work-live balance. It further suggests focusing the attention of employees suffering from negative work-life interaction on their personal processing of the challenges experienced and their coping strategies The results indicated that the conceptualised theoretical model was seriously flawed and too simplistic and that it required serious reconsidering. / AFRIKAANSE OPSOMMING: Werknemerbetrokkenheid het noodsaaklik geword vir die langtermyn volhoubaarheid en prestasie van organisasies. In die huidige studie is die hipotese gestel dat werk-lewe-interaksie werknemers se werksbetrokkenheid op ‘n direkte wyse bevorder. Werk-lewe-balans is in hierdie studie soos volg gedefinieer: Dit is om genoeg tyd te hê om aktiwiteite binne beide werk- en gesinsverband af te handel, deur ’n volgehoue sin van ekwilibrium of harmonie in die lewe te handhaaf, met gelyke of gebalanseerde betrokkenheid, insette en tyd gewy aan verskillende rolle, sowel as ’n balans tussen die eise en hulpbronne in ’n persoon se lewe, en die gevolglike bereiking van ’n vlak van bevrediging binne beide werk- en persoonlike rolle. (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Werk-lewe-balans het ’n positiewe uitwerking op die werknemer, in die sin van hoër vlakke van werkstevredenheid en toewyding, en verbetering in persoonlike gesondheid en welstand. Vir die organisasie word dit geassosieer met verbeterde werwing en retensie van personeel, verbeterde werksproduktiwiteit en prestasie, verbeterde organisatoriese prestasie en winsgewendheid, en verhoogde werksbetrokkenheid. In die huidige studie is werk-lewe-interaksie as oorkoepelende konsep vir die doeleindes van die empiriese studie aanvaar. Die studie se oogmerk was om die aanleidende oorsake van die werk-lewe-interaksie in ’n bepaalde werksomgewing te identifiseer ten einde pogings te informeer wat gemik is op die bevordering van werk-lewe-balans. Die verwagting was dat persoonseienskappe die verhouding tussen organisatoriese veranderlikes en werk-lewe-interaksie sou beïnvloed. ’n Literatuuroorsig het gelei tot ’n teoretiese model wat gebruik is in ’n ondersoek na die determinante van werk-lewe-interaksie en die vraag of werk-lewe-balans werknemers se werksbetrokkenheid verhoog. Die doel van die studie was om vas te stel of daar ’n negatiewe verhouding is tussen rolkonflik, werkseise en werk-lewe-interaksie, en ’n positiewe verhouding tussen werk-lewe-kultuur en werk-lewe-interaksie. Die navorsingsprojek het verder beoog om te bepaal of spesifieke persoonsveranderlikes soos pligsgetrouheid, neurotisisme, aangenaamheid, negatiewe affektiwiteit, positiewe affektiwiteit en emosionele intelligensie die verhoudings tussen die onafhanklike veranderlikes en die afhanklike veranderlikes respektiewelik beinvloed. Die waargenome interkorrelasies het getoon dat die organisatoriese veranderlikes swak tot matig gekorreleer het met die meerderheid werk-lewe-interaksie veranderlikes en werknemerbetrokkenheid. Die resultate het bevestig dat daar negatiewe korrelasies was tussen rolkonflik, werkseise en die positiewe vorms van werk-lewe-interaksie, en positiewe korrelasies tussen hierdie twee veranderlikes en die negatiewe vorms van werk-lewe-interaksie. Daarteenoor is werk-lewe-kultuur positief verbind met positiewe vorms van werk-lewe-interaksie, sowel as werknemerbetrokkenheid, en negatief aan die negatiewe vorms van werk-lewe-interaksie. Die gemodereerde meervoudige regressie-ontledings het getoon dat slegs neurotisisme en inskiklikheid beduidend die verband tussen die organisatoriese veranderlikes en die werk-lewe-interaksie dimensies gemodereer het, terwyl daar ‘n groter getal bemiddelende effekte waargeneem is. In ’n oorsig van die meervoudige regressie-ontledings met die werk-lewe-interaksie dimensies as afhanklike veranderlikes, is ’n betekenisvolle verskil gevind in die variansie verklaar deur middel van die organisasie veranderlikes en die bykomende variansie wat deur die persoonsveranderlikes verklaar is. Die studie het die rol bevestig van organisatoriese veranderlikes in die ervaring van werk-lewe-interaksie; en die positiewe rol van die werk-lewe-kultuur van die organisasie is uitgelig. Die resultate het beperkte steun verleen aan die rol van persoonsveranderlikes as moderators van die verband tussen organisatoriese veranderlikes en werk-lewe-interaksie, maar meer substansiële steun aan persoonsveranderlikes as mediators van hierdie verband. Die impak van positiewe affektiwiteit was veral opmerklik. Die huidige bevindinge het getoon dat werknemer betrokkenheid beduidend positief korreleer het met positiewe werk-huis-interaksie, negatief gekorreleer het met negatiewe werk-huis-interaksie, en positief gekorreleer het met positiewe huis-werk-interaksie. Hierdie bevindinge verskaf bykomende motivering om geselekteerde persoonsveranderlikes in die seleksieproses in te sluit, sodat die waarskynlikheid van werknemerbetrokkenheid geoptimaliseer kan word deur verhoogde werk-lewe-balans. Dit dui verder ook daarop dat die aandag van werknemers wat negatiewe werk-lewe-steurings ervaar, gefokus moet word op hul persoonlike verwerking van die uitdagings wat hulle in die gesig staar en hul hanteringstrategieë. Die resultate het aangetoon dat die gekonseptualiseerde teoretiese model ernstig gebrekkig en simplisties was en dat ernstige herbesinning daaromtrent nodig is.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Workplace bullying as a serious psychosocial workplace problem have been a subject of immense discussion in foreign literature since the mid-1980s. In a nutshell, workplace bullying refers to instances where an employee is systematically and continually being subjected to mistreatment and victimisation in the workplace by another or several others through recurring negative harmful acts. The negative effects of workplace bullying on the victim, bystander and organisation is well documented in research literature. However, in South Africa inquiry into the phenomenon is not nearly as extensive as in the global community. As a result, the purpose of the present study was to partially address the deficiency that exists in South African workplace bullying literature. The primary aim of the present study was to investigate the nature and prevalence of workplace bullying in two distinct workplaces, the South African National Defence Force (SANDF) and Power Group, in the Western Cape, South Africa. A quantitative non-experimental ex-post facto design is employed in the investigation. Data from both the SANDF (n=105) and Power Group (n=73) are presented (N-178). Descriptive statistics (means, standard deviations (SD), and percentages) are used to describe the total sample and the response data on different factors. The Chi-Square and F test were computed in order to test several differences between numerous variables for the total sample, SANDF, and Power Group. The results of the present study show that workplace bullying is a widespread problem in both the SANDF and Power Group. Between 30% and 50% of respondents had been bullied in their respective workplaces. The SANDF were found to have a higher reported prevalence of workplace bullying than Power Group. Victims are frequently subjected to work-related bullying on either a weekly or monthly basis for a period ranging between twelve months and two years. Significantly more men than women were reported as the perpetrator of workplace bullying. Those in leadership positions were more often reported as perpetrators of workplace bullying than colleagues/peers, subordinates, or clients. The results of the present study show no significant difference in the reported victimisation for gender, age, ethnicity, and level of responsibility. Those with a certificate or lower level of education were found to be at a higher risk of being bullied in the workplace than those with a diploma or higher level of education. In the case of Power Group, significant differences were found in the reported victimisation for levels of responsibility and levels of education. Workplace bullying is addressed more frequently at Power Group than in the SANDF, despite it being reported in both work environments. he present study found that neither the SANDF nor Power Group had a workplace bullying policy in the organisation.

Thesis (MComm (Psych))--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Skills development is a crucial element in improving the effectiveness with which organisations operate in the current global arena. The level of skills of employees in any organisation should be of significant managerial concern. The principal aims of this study is firstly to investigate the success achieved in skills development initiatives in the agricultural sector in South Africa and secondly to develop a theoretical framework of important individual and organisational variables for skills development in agriculture. Management on farms need to develop the skills of their employees in order to ensure effective adaptation to changes in the sector. A strong need for development also exists among South Africans working in the agricultural environment, as the sector is rapidly modernising and the people employed in this sector often possess low skill and literacy levels. The key question is whether the skills development strategies and initiatives of farms are conducive to successful human resource development, in light of the specific individual and organisational context. A multiple case study research design was used, exploring the various ways in which six different farms approach skills development and the variables which impacted on the success thereof. These approaches and effects are compared to the literature and across cases to move towards the development of a skills development framework applicable to the unique agricultural context in South Africa. Data collection included primary (semi-structured interviews with employees and management) and secondary (background and administrative) information to comprehensively describe each case. Pattern matching was used to determine common trends between the cases and illustrate them in terms of a conceptual framework. General support was found across the six cases for the complex and extensive framework of variables. The following individual variables were found to have an impact on the effectiveness of skills development: ability to learn, motivation to engage in and transfer training, attitude to skills development, locus of control, and perceived ability to learn. Organisational variables which affected the effectiveness of skills development included the following: labour relations, organisational strategy, culture, climate, and systems. Many of these variables comprised a number of sub-variables, which were also shown to be relevant in the framework. Variables in the individual and organisational frameworks were also found to demonstrate interactive effects within and across framework boundaries. The results of the study serve as thought provoking reading for managers, which could stimulate critical thought and an inquisitive attitude to skills development on their farms. In general, training and development was approached in a very informal manner in terms of strategy, goals, and practice. Managers can surely benefit from adopting greater formalisation in these aspects as it would ease the process of planning, implementing, and evaluating training. In certain instances additional variables or interrelationships were identified for future study. The establishment of the framework of variables serves to inform future research: it represents a point of departure for research in a critical field where little recent research has been published. / AFRIKAANSE OPSOMMING: Die ontwikkeling van vaardighede is 'n kernbelangrike aspek om die doeltreffendheid waarmee organisasies in die huidige internasionale speelveld optree te verbeter. Die vaardigheidsvlakke van werknemers in enige organisasie behoort van kernbelang te wees vir bestuurders van sulke organisasies. Die hoofdoel van hierdie studie is dus eerstens om die mate van sukses met vaardigheidsontwikkelingsinisiatiewe in die landbousektor te ondersoek en tweedens om 'n teoretiese raamwerk van die belangrikste individuele en organisatoriese veranderlikes vir vaardigheidsontwikkeling in landbou te ontwikkel. Die vaardigheidsvlakke van werknemers in die landbousektor moet deur die werkgewer ontwikkel word om te verseker dat effektiewe veranderinge in hierdie sektor plaasvind. Daar is 'n besonder sterk behoefte aan vaardigheidsontwikkeling onder werknemers in die landbousektor van Suid-Afrika , aangesien die sektor 'n snelle moderniseringsproses ondergaan, maar die werknemers in baie gevalle oor besonder lae vaardigheids- en ontwikkelingsvlakke beskik. Die vraag bestaan of die strategieë en inisiatiewe wat deur die werkgewer geïmplementeer word wel aanleiding gee tot suksesvolle menslike hulpbronontwikkeling, gegewe die spesifieke individuele en organisatoriese konteks. Deur gebruik te maak van veelvoudige gevallestudies as navorsingsmetode, is daar gekyk na ses verskillende plase se benadering tot opleiding, asook die impak en sukses van hierdie opleiding. Hierdie benaderings en invloede word vergelyk met die literatuur en tussen gevallestudies met die oog op die ontwikkeling van 'n vaardigheidsontwikkelingsraamwerk spesifiek binne die unieke konteks van die Suid-Afrikaanse landbousektor. Data-insameling behels primêre inligting (semi-gestruktureerde onderhoude met werknemers en bestuur), en sekondêre inligting (agtergrond- en administratiewe) om elke geval omvattend te beskryf. Patroonpassing is gebruik om algemene tendense tussen die gevallestudies te identifiseer en vervolgens die gevallestudies met die konseptuele raamwerk te vergelyk. Die ses gevallestudies het die komplekse en omvattende raamwerk van veranderlikes in die geheel ondersteun. Resultate toon aan dat die volgende individuele veranderlikes 'n klaarblyklike impak gehad het op die doeltreffendheid van opleiding en ontwikkeling: die vermoë en motivering om te leer en vaardighede oor te dra; die houding teenoor opleiding ontwikkeling; die lokus van beheer; en die waargenome vermoë om te leer. Die doeltreffendheid van opleiding en ontwikkeling is ook deur die volgende organisatoriese veranderlikes beïnvloed: arbeidsverhoudinge, organisatoriese strategie, kultuur, omgewing en stelsels. Die sub-veranderlikes van die individuele en organisatoriese veranderlikes is ook as relevant binne die raamwerk aangedui. Verder is die voorgestelde verwantskappe tussen veranderlikes (binne sowel as oor die grense van die individuele en organisatoriese raamwerke) ook ondersteun. Die resultate van hierdie studie dien as insette vir bestuurders om kritiese denke en 'n ondersoekende ingesteldheid teenoor opleiding en ontwikkeling op hul plase te stimuleer. Opleiding en ontwikkeling is oor die algemeen op 'n baie informele wyse geïmplementeer ten opsigte van strategie, doelwitbepaling en uitvoering in die praktyk. Bestuurders kan baat vind by die formalisering van bestaande praktyke omdat dit die proses van beplanning, implementering en evaluering van opleiding en ontwikkeling kan vergemaklik. Addisionele veranderlikes en interverwantskappe is geïdentifiseer vir verdere navorsing. Die samestelling van die raamwerk van veranderlikes dien juis as uitgangspunt vir toekomstige navorsing in 'n kerngebied wat min aandag in navorsing geniet.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents. / AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study investigated the growing phenomenon of teams in the workplace, and how team effectiveness can be established. It was therefore important to establish what contributes to team effectiveness. The aim of this study was to investigate existing relationships between constructs that play a significant role in enhancing team effectiveness. These constructs include transformational leadership, organisational trust, and psychological empowerment. This study was therefore undertaken to obtain more clarity about these aspects. Based on existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 224 completed questionnaires were returned. The final questionnaire comprised of four scales, namely the Multifactor Leadership Questionnaire (MLQ), the Workplace Trust Survey (WTS), the Psychological Empowerment Scale (PES), and the Team Effectiveness Scale (TES). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and satisfactory reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that reasonable good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the hypothesised relationships between the constructs. The results indicated positive relationships between transformational leadership and organisational trust; organisational trust and team effectiveness; transformational leadership and psychological empowerment; psychological empowerment and organisational trust; and psychological empowerment and team effectiveness. However, no support was found for a direct relationship between transformational leadership and team effectiveness. The present study contributes to existing literature on team effectiveness by providing insights into the relationship between transformational leadership, organisational trust, psychological empowerment and team effectiveness. Furthermore, this study identified practical implications to be considered in management practices in order to enhance team effectiveness. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies. / AFRIKAANSE OPSOMMING: Die huidige studie is op die toenemende belangrikheid van spanne in organisasies gebaseer, en op hoe te werk gegaan moet word om spaneffektiwiteit te verseker. Dit was dus belangrik om vas te stel watter eienskappe tot spaneffektiwiteit bydra. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat ‘n beduidende rol in spaneffektiwiteit binne die organsiasie speel, te ondersoek. Hierdie konstrukte omvat transformasionele leierskap, vertroue, asook sielkundige bemagtiging. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is hiervolgens geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 224 voltooide vraelyste is terug ontvang. Die finale vraelys is uit vier subvraelyste saamgestel, naamlik die Multifactor Leadership Questionnaire (MLQ), die Workplace Trust Survey (WTS), die Psychological Empowerment Scale (PES), en die Team Effectiveness Scale (TES). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is op die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen transformasionele leierskap en vertroue; vertroue en spaneffektiwiteit; transformasionele leierskap en sielkundige bemagtiging; sielkundige bemagtiging en vertroue; asook tussen sielkundige bemagtiging en spaneffektiwiteit aangedui. Geen steun is egter vir die direkte verband tussen tranformasionele leierskap en spaneffektiwitiet gevind nie. Hierdie studie dra by tot die bestaande literatuur betreffende spaneffektiwiteit deurdat dit insig bied in die aard van die verwantskappe tussen die konstrukte. Die studie identifiseer ook praktiese implikasies wat in bestuurspraktyke in aanmerking geneem behoort te word om spaneffektiwiteit te versterk. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The world of work is increasingly changing, and to keep up with the changes, organisations are recruiting recent graduates with the aim of facilitating growth and continual improvement. The challenge is that these graduates do not necessarily possess the kind of competencies required to survive in the work environment. There are many challenges in the work environment that can affect the performance of graduates, and this requires certain competencies which graduates rarely possess. On the basis of the literature overview it is proposed that EI, SOC and PsyCap could contribute to strengthening graduates’ personal resources and contribute to their work readiness and ultimately their performance in the work environment. The aim of this study was to explore the relationships between emotional intelligence (EI), psychological capital (PsyCap), sense of coherence (SOC) and the work readiness (WR) of graduates. The main argument of this study was that the personal resources of EI, SOC and PsyCap may make meaningful contributions to the work readiness of graduates and subsequently their performance in the work environment. The existence of relationships between these variables was statistically investigated and the necessary conclusions were drawn. A sample of 183 participants was drawn from two universities in Africa. Participants completed existing reliable and valid instruments measuring EI, SOC and PsyCap. WR was measured using the recently developed WRS. Correlational analysis was undertaken to determine the relationships between EI, SOC, PsyCap and WR. Multiple regression analysis was undertaken to determine whether the independent variables (EI, SOC and PsyCap) contribute to WR. Results revealed significant positive relationships between several subscales of EI, PsyCap and the subscales of WR, more specifically with organisational acumen and work competence. Very low correlations and insignificant correlations were found between SOC and the subscales of WR. The multiple regression analysis revealed comprehensibility as the best predictor for personal work characteristics; emotional reasoning, emotional expression and optimism as best predictors for organisational acumen; efficacy and emotional self management as best predictors for work competence and efficacy as the best predictor for social intelligence. The conclusion that was drawn from this study was that EI and PsyCap contribute to WR, more specifically to organisational acumen and work competence.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University. / AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.

Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The aim of this research study was to look at the challenges which student peer educators face at Stellenbosch University. Semi-structured interviews were done with male and female peer educators who are involved at the Office for Institutional HIV Co-ordination (OIHC), where the peer educators have been recruited and trained. Interviews were done to determine what the peer educators’ experiences are when they work on campus, go out into the community and even when they socialise with their friends. From listening to the peer educators’ experiences it was found that with safe sex messaging there are mixed responses from males and females. According to the peer educators, students would rather purchase another brand of condoms than the Choice condoms distributed on campus. It was also found that males did not have a problem with condoms being placed in their residences, while females had a problem with that. Regarding HIV testing, females are much more open and enthusiastic to go for an HIV test than males. Challenging someone’s risky sexual behaviour is a huge challenge for all peer educators, since behaviour change does not happen easily. Many students also used withdrawal as a form of contraception. In the community peer educators were faced with language barriers and married people were not very enthusiastic to go for an HIV test. Behaviour change is possible, but difficult to bring about. / AFRIKAANSE OPSOMMING: Die doel van die navorsingstudie was om te kyk na die uitdagings wat studente portuurgroep-opleiers ervaar by Stellenbosch Universiteit. Semi-gestruktureerde onderhoude is gedoen met manlike en vroulike portuurgroep-opleiers wie betrokke is by die Kantoor vir Institusionele MIV Ko-ordinering, waar die portuurgroep-opleiers opleiding ontvang het. Onderhoude is gedoen om te bepaal wat die portuurgroep-opleiers se ervarings was wanneer hulle gewerk het op kampus, in die gemeenskap, of met hulle vriende gekuier het. Deur na die portuurgroep-opleiers se ervarings te luister is daar gevind dat deur die oordra van veilige seks boodskappe daar gemengde reaksies was by mans en vroue. Volgens die portuurgroep-opleiers sal studente liewer ander kondome koop en gebruik as die Choice kondome wat op kampus versprei word. Daar is ook gevind dat mans in die koshuise nie ’n probleem gehad het as daar kondome in hulle koshuis geplaas word nie, terwyl vroue wel ’n probleem daarmee het. Wat MIV toetse betref was vroue meer entoesiasties om vir ‘n MIV toets te gaan as mans. Om iemand se seksuele gedrag uit te daag is baie moeilik aangesien gedragsverandering nie so maklik gebeur nie. Baie studente gebruik ook “withdrawal” as ‘n tipe voorbehoedmiddel. In die gemeenskap was daar taal probleme wat portuurgroep-opleiers ondervind het sowel as getroude mense wat nie optimisties was om vir ‘n MIV toets te gaan nie. Gedragsverandering is moontlik, maar baie moeilik.

Assignment (MComm)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The recent procurement of modern fourth-generation fighter aircraft by the South African Air Force (SAAF), severe budget constraints, as well as demographic transformation of the South African National Defence Force (SANDF) impacted heavily on the selection and training of SAAF pilots. Against this backdrop, this predictive criterion-related validation study attempted to find an optimal battery to predict various aspects of pilot training performance, using all SAAF qualified pilots from 1997 to 2002 as the sample (N=107). Multiple regression analyses were performed to construct a model which can be used to predict the success of trainee pilots in three phases of pilot training, namely officers' formative training, ground school training and practical flight training. Stepwise regression analyses with training grade achieved as criterion were performed on the data for each of the phases of training. Multiple correlations of 0,34 (p<0,001), 0,21 (p>0,05) and 0,22 (p<0,05) were obtained for flight, ground school and formative training results respectively. Various recommendations regarding the present composition of the battery are made / AFRIKAANSE OPSOMMING: Die onlangse aanskaffing van moderne vierde-generasie vegvliegtuie deur die Suid Afrikaanse Lugmag (SALM), sowel as omvattende begrotingsbeperkinge en die demografiese transformasie van die Suid-Afrikaanse Nasionale Weermag (SANW) het In swaar impak op die keuring en opleiding van SALM vlieëniers gehad. Teen hierdie agtergrond het hierdie voorspellende kriteriumgerigte valideringsstudie gepoog om In battery saam te stel wat die verskeie aspekte van prestasie tydens vlieëniersopleiding optimaal kon voorspel. AI die SALM vlieëniers wat gekwalifiseer het van 1997 tot 2002 is in die steekproef ingesluit (N=107). Meervoudige regressieontledings is uitgevoer om In model te bou wat die sukses van kandidaatvlieëniers kon voorspel tydens die drie fases van opleiding, naamlik offisiersvorming, grondskool en praktiese vliegopleiding. Stapsgewyse regressie-ontleding is gedoen vir elke fase van opleiding, met opleidingspunt behaal as kriterium in elke fase. Meervoudige korrelasies van 0,34 (p<0,001), 0,21 (p>0,05) en 0,22 (p<0,05) is verkry vir vlieg-, grondskool-, en vormingsopleidingspunt onderskeidelik. Verskeie aanbevelings in verband met die samestelling van die battery word gemaak.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In South Africa, selection from a diverse population poses a formidable challenge. The challenge lies in subgroup difference in the performance criterion. Protected group members perform systematically lower on the criterion due to systematic, group-related differences in learning and job competency potential latent variables required to succeed in learning and on the job. These subgroup differences are attributable to the unequal development and distribution of intellectual capital across racial-ethnic subgroups due to systemic historical disadvantagement. This scenario has made it difficult for organisations in South Africa to meet equity targets when selecting applicants from a diverse group representative of the South African population, while at the same time maintaining production and efficiency targets. Therefore there is an urgent need for affirmative development. Ensuring that those admitted to affirmative development interventions successfully develop the job competency potential and job competencies required to succeed on the job requires that the appropriate people are selected into these interventions. Selection into affirmative development opportunities represents an attempt to improve the level of Learning performance during evaluation of learners admitted to affirmative development opportunities. A valid understanding of the identity of the determinants of learning performance in conjunction with a valid understanding of how they combine to determine the level of learning performance achieved should allow the valid prediction of Learning performance during evaluation. The primary objective of the present study was to integrate and elaborate the De Goede (2007) and the Burger (2012) learning potential models in a manner that circumvents the problems and shortcomings of these models by developing an extended explanatory learning performance structural model that explicates additional cognitive and non-cognitive learning competency potential latent variables that affect learning performance and that describes the manner in which these latent variables combine to affect learning performance. A total of 213 participants took part in the study. The sample was predominantly made up of students from previously disadvantaged groups on the extended degree programme of a university in the Western Cape Province of South Africa. The proposed De Goede – Burger – Mahembe Learning Potential Structural Model was tested via structural equation modeling after performing item and dimensional analyses. Item and dimensional analyses were performed to identify poor items and ensure uni-dimensionality. Uni-dimensionality is a requirement for item parcel creation. Item parcels were used due to sample size restrictions. The fit of the measurement and structural models can generally be regarded as reasonable and both models showed close fit. Significant relationships were found between: Information processing capacity and Learning Performance during evaluation; Self-leadership and Motivation to learn; Motivation to learn and Time-engaged-on-task; Self efficacy and Self-leadership; Knowledge about cognition and Regulation of cognition; Regulation of cognition and Time-cognitively-engaged; Learning goal orientation and Motivation to learn; Openness to experience and Learning goal orientation. Support was not found for the relationships between Conscientiousness and Time-cognitively-engaged, as well as between Time-cognitively-engaged and Learning performance. The hypothesised moderating effect of Prior learning on the relationship between Abstract reasoning capacity and Learning performance during evaluation was not supported. The statistical power of the test of close fit for the comprehensive LISREL model was examined. The discriminant validity of the item parcels were ascertained. The limitations of the research and suggestions for future studies have been highlighted. The results of the present study provide some important insights for educators and training and development specialists on how to identify potential students and talent for affirmative development in organisations in South Africa.