By developing strong, self-sustaining individuals in organisations, employees will need to withstand the forces of stressors and be able to cope with continuous changes within their working environment. To move the equilibrium level from the current to the desired condition, the field of forces must be altered - by adding driving forces and by removing restraining forces. An individual's sense of coherence may either alleviate or aggravate reactions to a stressor and moderate the impact of occupational stressors on the individual's affective outcomes. The objectives of this study were to validate the 13-item version of the Orientation to Life Questionnaire (OLQ) (Antonovsky, 1987) and to determine the experience of employees with high levels of sense of coherence regarding helping and restraining factors within the workplace (compared to that of those with a low sense of coherence). A cross-sectional s w e y design was used. The total population (N = 2 678) of employees in a financial institution in Gauteng was used in this study. Random samples of groups with a strong (n = 300) and low (n = 300) sense of coherence were taken for purposes of the qualitative study. The OLQ (Antonovsky, 1987) and a biographical questionnaire were administered. The scale showed acceptable reliability and construct validity. The study set out to determine the applicability of the theoretical model of sense of coherence to employees in a financial institution. Reliability analysis revealed that the three subscales of sense of coherence were sufficiently internally consistent. The reliability of the measuring instrument were assessed with the use of Cronbach alpha coefficients. Descriptive statistics (e.g. mean and standard deviations) were used to analyse the data. By using the structural equation modelling approach, a one-dimensional factor structure for sense of coherence amongst employees in a financial institution emerged. The reliability analysis revealed that the alpha scores were acceptable. It can therefore be concluded that the 13-item version of the OLQ is a reliable and valid measuring instrument. The results showed that although employee groups with high and low levels of sense of coherence are experiencing similar helping and restraining factors within their working environment, helping factors are being experienced with a higher frequency by groups with high levels of sense of coherence and restraining factors with a higher frequency by groups with low levels of sense of coherence. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

By developing strong, self-sustaining individuals in organisations, employees will need to withstand the forces of stressors and be able to cope with continuous changes within their working environment. To move the equilibrium level from the current to the desired condition, the field of forces must be altered - by adding driving forces and by removing restraining forces. An individual's sense of coherence may either alleviate or aggravate reactions to a stressor and moderate the impact of occupational stressors on the individual's affective outcomes. The objectives of this study were to validate the 13-item version of the Orientation to Life Questionnaire (OLQ) (Antonovsky, 1987) and to determine the experience of employees with high levels of sense of coherence regarding helping and restraining factors within the workplace (compared to that of those with a low sense of coherence). A cross-sectional s w e y design was used. The total population (N = 2 678) of employees in a financial institution in Gauteng was used in this study. Random samples of groups with a strong (n = 300) and low (n = 300) sense of coherence were taken for purposes of the qualitative study. The OLQ (Antonovsky, 1987) and a biographical questionnaire were administered. The scale showed acceptable reliability and construct validity. The study set out to determine the applicability of the theoretical model of sense of coherence to employees in a financial institution. Reliability analysis revealed that the three subscales of sense of coherence were sufficiently internally consistent. The reliability of the measuring instrument were assessed with the use of Cronbach alpha coefficients. Descriptive statistics (e.g. mean and standard deviations) were used to analyse the data. By using the structural equation modelling approach, a one-dimensional factor structure for sense of coherence amongst employees in a financial institution emerged. The reliability analysis revealed that the alpha scores were acceptable. It can therefore be concluded that the 13-item version of the OLQ is a reliable and valid measuring instrument. The results showed that although employee groups with high and low levels of sense of coherence are experiencing similar helping and restraining factors within their working environment, helping factors are being experienced with a higher frequency by groups with high levels of sense of coherence and restraining factors with a higher frequency by groups with low levels of sense of coherence. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

The aim of this research is to investigate the extent to which Open Source Software (OSS) adoption behaviour can empirically be shown to be governed by a set of self-reported (driving and inhibiting) salient beliefs of key informants in a sample of organisations. Traditional IS adoption/usage theory, methodology and practice are drawn on. These are then augmented with theoretical constructs derived from IT governance and organisational diagnostics to propose an artefact that aids the understanding of organisational OSS adoption behaviour, stimulates debate and aids operational management interventions. For this research, a combination of quantitative methods (via Fisher's Exact Test) and complimentary qualitative method (via Content Analysis) were used using self-selection sampling techniques. In addition, a combination of data and methods were used to establish a set of mixed-methods results (or meta-inferences). From a dataset of 32 completed questionnaires in the pilot study, and 45 in the main study, a relatively parsimonious set of statistically significant driving and inhibiting factors were successfully established (ranging from 95% to 99.5% confidence levels) for a variety for organisational OSS adoption behaviours (i.e. by year, by software category and by stage of adoption). In addition, in terms of mixed-methods, combined quantitative and qualitative data yielded a number of factors limited to a relatively small number of organisational OSS adoption behaviour. The findings of this research are that a relatively small set of driving and inhibiting salient beliefs (e.g. Security, Perpetuity, Unsustainable Business Model, Second Best Perception, Colleagues in IT Dept., Ease of Implementation and Organisation is an Active User) have proven very accurate in predicting certain organisational OSS adoption behaviour (e.g. self-reported Intention to Adopt OSS in 2014) via Binomial Logistic Regression Analysis.

Introduction. The aim of this thesis is to examine how Swedish private archival institutions perceive the possibility of being included in the Archival Law. At present the Archival Law of 1990 only applies to official documents from the public sector. Recently however a proposal to change the legislation so that it in part also applies to private archives has been made in the newly published Archival Inquiry commissioned by the government. A more far-reaching proposal to include the private archives in the law has also been made by the Swedish National Archives. Method. We conducted a qualitative research study using semi-structured interviews with 10 informants from 8 different private archival institutions in Sweden. Analysis. By presenting what has been said regarding legislation for private archives in previous archival inquiries, government propositions and other official reports we frame the idea of legislation for private archives by putting it in its culturalpolitical context. An important concept that permeates this thesis is the concept of cultural heritage and how it relates to private archives. The transcriptions from the interviews were analysed by the use of force-field analysis which has its roots in Karl Lewin’s field theory. Results. By collecting the informants thoughts concerning a new legislation for private archives and analysing them as forces working for (driving forces) and against (restraining forces) change we show the complexities surrounding this issue. Conclusion. In many cases uncertainty of what the consequences of the new legislation will be for the private archival institutions prevents them from supporting the change. Our informants also feel that the Swedish National Archives has a top-down perspective which prevents them from listening to and learn from the private sectors experiences. Collaboration between the public and the private sector seems to be the way forward. This is a two years master’s thesis in Archival Science

Despite more than a decade-long process to transition aircraft maintenance practices from paper-to electronic-based systems, some organizations remain unable to complete this transition. Researchers have indicated that while organizations have invested resources in technology improvements, there remains a limited understanding of the factors that contribute to effectively managing technology-enabled change. The purpose of this case study was to identify and explore socio-technical (ST) factors that inhibit an effective transition from a paper-based system to an electronic-based system for aircraft maintenance. A conceptual model applying theories of change management, technology acceptance, systems thinking, and ST theory informed the research. Thirteen participants provided data via semistructured interviews, field observations, follow-up interviews, other documentation, and a questionnaire. Data were analyzed with open and axial coding techniques to identify themes, which were then crosschecked and triangulated with observation and follow-up interview data. Findings revealed communication issues, a fundamental misconception in training, and a false assumption that all personnel easily acquire computer literacy. Benefits gained from this study should assist maintenance, repair, and overall (MRO) organizations within the Department of Defense to improve current and future technology implementation as the research underscores real-life issues from a comparable organization. The implications for positive social change provide a greater understanding of technology-enabled change and contribute to the development of best practices for technology initiatives that address common ST issues in the MRO workplace.

Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies)

Professional nurses comprise the largest number of health care professionals in South Africa. High turnover rates contribute to shortages of nurses in South Africa, aggravated by the emigration of nurses, inadequate recruitment of student nurses, and the expected retirement of many baby boomer nurses by 2016. This study addressed factors influencing the retention of professional nurses in the Gauteng Province of South Africa. In phase 1, postal questionnaires were completed by 101 registered nurses while semi-structured interviews were conducted with 21 nurse managers in phase 2. Personal, organisational and managerial factors influenced the retention potential of the professional nurses. In terms of Maslow' Hierarchy of Needs Theory, most factors influencing nurses' retention operated on the lowest (physiological) level and concerned remuneration. Safety needs were compromised by the lack of equipment and supplies, the shortage of nurses and unsafe working places. Esteem needs included respect from doctors, managers and colleagues as well as recognition for outstanding performance. In terms of Vogt et al's Theory of Nurse Retention Theory, the constrictions caused by inadequate remuneration and safety aspects should be addressed. Lewin's Force-Field Analysis Theory recommends that the factors that influence nurses' retention negatively should be unfrozen, changed and refrozen, including communication. Based on these results guidelines were compiled for enhancing the retention rates of professional nurses (Annexure G). / Health Studies / D.Litt. et Phil. (Health Studies)