Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2006. / When examining the diversity of South Africa’s workforce, the question arises, how can organisations and their leaders facilitate a better integration of this diverse workforce into effective teams? This thesis approaches this question in three different ways. Firstly, the African value system Ubuntu is examined, with a special focus on its core social values, which are: survival, solidarity spirit, compassion and respect/dignity as outlined in Mbigi’s collective finger’s theory. Secondly, the characteristics of team effectiveness such as knowledge, skills and abilities (K.S.A’s), cohesion, shared vision and mutual trust are focused on in order to provide an understanding of the functioning of teams. Thirdly, the positive impacts of the social values of Ubuntu on specific characteristics of team effectiveness are explained and the concept of values-based leadership as one possible approach to implement these values is presented. This thesis is based on research, which is qualitative in nature and uses the grounded theory method. In this study, 14 participants were asked to respond to open-ended questions on their opinion about what constitutes a good team and how they experienced Ubuntu in their work teams as well as communities. The interviews were analysed using the methods prescribed by the grounded theory. The canons of the grounded theory method enabled the researcher to generate a theory and to develop a model which explains how the social values of Ubuntu can have a positive impact on the characteristics of team effectiveness.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2008. / The introduction of a multidimensional approach towards peace missions in complex emergencies emphasises the importance of coordination between the military and the humanitarian components at all levels of interaction. Cooperation and coordination between the military and humanitarian components are critical in achieving a common goal to alleviate suffering and save lives. The challenge is how to develop, enhance and sustain an effective working relationship to overcome the conflicting views on coordination from the military and humanitarian perspectives. Humanitarians fear the loss of independence and neutrality when associated with the military. The military tend to undermine humanitarians role and functions in becoming directly involved in humanitarian action. During selection, the military needs to identify members who firstly conform to the generic psychological peacekeeping profile and who secondly, portray the skills, knowledge and abilities to perform the coordination function between the military and the humanitarian component. The challenge remains to select competent military members in the absence of a psychological profile for the coordination function. Through this research, the psychological profile for a Civil Military Coordination Officer is defined. In the theoretical discussion, the importance of coordination is emphasised through analyses of the challenges, roles, functions and behaviours associated with Civil Military Coordination Officers in multidimensional peace missions. The theoretical foundation and primary data from field research are integrated in a competency model for Civil Military Coordination Officers. The results of this research are presented as a model of provisional selection criteria for Civil Military Coordination Officers.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2005. / Several years of research have been dedicated to investigating the question of why intelligent and experienced leaders are not always successful in spite of having high levels of cognitive intelligence (IQ) and the suitable personality traits. Emotional Intelligence (EI) gained considerable popularity from the notion that it may underlie various aspects of workplace performance that could not be accounted for by IQ or personality and that it could be developed in promising individuals. Adjunct to this, the field of Positive Organisational Scholarship underscored the importance of cultivating positive emotions in individual organizational members and others, not just as end-states in themselves, but also as a means to achieving individual and organizational transformation; and hence optimal functioning over time. The Swinburne University Emotional Intelligence Test (SUEIT) is one of numerous models and measures of EI that have consequently been developed. The development of this measure was aimed at providing an assessment of the most definitive dimensions of the construct by incorporating six of the predominant models and measures into the development of EI to provide an assessment of the most definitive dimensions of the construct. The current study was aimed at addressing the need for evidence in support of a self-report EI measures’ utility to predict e.g. effective organizational leadership over and above other established constructs. Specifically the study aimed to provide support for the utility of the SUEIT to predict variance in leadership competence indicated by Assessment Centre (AC) technology results, not accounted for by other psychometric tools, namely the Occupational Personality Questionnaire (OPQ32i), measuring personality. One of the biggest issues currently facing measures of EI is the discriminant validity from measures of personality. Research was necessary to add to the body of knowledge with regards to the relationship between EI and effective leadership, and to provide support for the incremental validity of an EI measure to predict effective leadership over and above other well-established models and measures. The theoretical arguments that underlie the rationale for this study are encapsulated in the conceptual claims made about EI and organizational leadership, the IQ-EI debate as it pertains to leadership and the relationship between EI and effective leadership (i.e. the discriminant, predictive and incremental validity of EI related to organizational leadership). The constructs of EI, personality and AC leadership competencies were operationalised through the SUEIT, OPQ32i and leadership AC technology, respectively. The sample consisted of 49 < N < 112 (variation in the sample size was due to varying amount of missing cases in the different analyses done) middle managers from a company in the life assurance industry in South Africa. OPQ32i and AC data was extracted from archival records and EI data was collected on a separate occasion by means of an online version of the SUEIT. A controlled inquiry of non-experimental kind was followed and correlational and multivariate data analysis procedures were employed, using the SPSS (version 12) statistical package. The data analysis was aimed at determining whether relationships exist between the participants’ scores on the different competencies as rated by means of the leadership AC technology and the dimensions measured by the psychometric instruments. It was also aimed towards finding evidence for the incremental validity of the SUEIT over the OPQ32i in predicting leadership competencies. The results demonstrated the existence of various relationships between EI (as measured by the SUEIT) and specific leadership competencies measured by the AC technology employed by the sponsoring organisation. Adjunct to this, partial evidence has been obtained in support of the predictive validity of EI as operationalised by the SUEIT. In several instances it was found that there are overlap in the measurement of the underlying latent constructs by the different personality and EI dimensions from which such results were inferred. In order to compare these findings (with regards to the overlap between EI and personality traits) with previous research, conceptual links were drawn with other EI and personality measures used (e.g. the Bar-On EQi and NEO-FFI). Expected conceptual and theoretical equivalence in the measurement of personality and EI were confirmed. However, evidence for the incremental validity of the SUEIT (and specifically different dimensions thereof) was still found for most of the leadership competencies. Based on the results it can be assumed that the SUEIT predicted scores on the examined leadership competencies when a measure of personality, namely the OPQ32i (already employed for this purpose) was controlled for. The results added to the understanding of what characteristics leaders in the sponsoring organization should possess to enable them and the organisation to be successful. The results provide preliminary evidence that the SUEIT could be useful to organizational decision makers, who need to select leaders that competently display leadership behaviours. It also provides preliminary evidence that EI and the SUEIT should be viewed as a useful construct and tool. The use of archival data introduced several limitations to the study and will be discussed with suggestions for future research.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2005. / The impact of employee theft in organisations is far reaching and includes financial as well as non-financial costs. Nowhere is the reduction of theft more important than in financial institutions. Research has shown that the second best predictor of counterproductive behaviour such as employee theft was integrity. Integrity is a concept that has a long and contentious history. Being a difficult construct to define, it has been subject to much debate. From a business standpoint, there is now considerable interest in linking integrity to organisations as well as individual persons. Research has further shown that various personality dimensions are predictive of counterproductive behaviours such as theft. As such personality measures have been used increasingly as integrity tests to detect such behaviour. The purpose of this study is to examine the ability of the Occupational Personality Questionnaire 32 version i (OPQ 32i) to predict employee theft in a financial institution. Research has shown that individuals with lower levels of integrity are more likely to indulge in counterproductive behaviour which may be manifested in employee theft. Specific dimensions of the OPQ under study are conscientiousness, emotional control, achievement orientation, rule following and conventionality. In line with current research it was expected that these five personality dimensions would differentiate those individuals who commit theft in a financial institution from those who do not. A review of current literature is undertaken, focusing on the concept of integrity, the history and background of integrity testing, the classification of integrity tests, as well as the use of personality dimensions in assessing integrity. The review further includes a discussion of criticisms and controversies that surround the application of Integrity tests, recommendations for the application of integrity testing, employee theft as a criterion, and the impact of employee theft on organisations. This is followed by a discussion of theft as being a result of individual personality traits versus being a result of situational factors. Recommendations are also made to organisations on how to limit employee theft. Finally, the OPQ32i (Occupational Personality Questionnaire 32 Version i), as the choice of measurement tool is discussed, as are the psychometric properties and previous research conducted on the tool. The current study was an empirical one with a quantitative, concurrent validity approach. A sample of 116 individuals from a financial institution was divided into two mutually exclusive groups based on detected theft. 22 Employees had been dismissed due to theft (Group 2) and 94 were still employed (Group 1). General statistics were completed followed by a two-tailed independent-samples t-test and a measurement of effect sizes with a view to conduct a Canonical Discriminant Analysis. The results of the study suggest that the conscientiousness, emotional control, achievement orientation, rule following and conventionality dimensions of the OPQ32i were not able to differentiate those individuals who committed theft in the financial institution under study from those who did not commit theft. Thus, in the financial institution under study, the research conducted does not provide conclusive evidence for the OPQ32i as a good predictor of employee theft. This conclusion needs to be interpreted with care given the limitations of the research. The results are discussed with specific reference to response style of applicants, integrity as a construct, the impact of situational factors on employee theft and difficulty of theft as a criterion. Finally limitations and recommendations for future study are discussed.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007. / The aim of this study was to explore the relationship between burnout, occupational stress and emotional intelligence (EI) in the nursing industry and to determine whether emotional intelligence is a moderator in the occupational stress and burnout relationship. The existence of these relationships was explored through a non-experimental controlled inquiry. The constructs were defined as follows: burnout, as a syndrome consisting of three components: Emotional Exhaustion, Depersonalisation and a Reduced sense of Personal Accomplishment (Maslach & Jackson, 1986); EI, as the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001); and Occupational Stress, as an interaction of variables, which involve the relationship between a person and the environment, which is appraised by the individual as taxing or exceeding coping resources and threatening well-being (Schlebusch, 1998). A sample of 220 individuals was randomly selected from a specialist employment agency (in the medical industry) and consisted of two groups, overtime and contract staff, which included those that are contracted to a private hospital group through the employment agency or alternatively, individuals who are permanently employed by the hospital group, but work additional overtime through the agency (contract workers and overtime workers). Three levels were included (1) Registered Nurses, (2) Enrolled Nurses and (3) Auxiliary Nurses. The Maslach Burnout Inventory – Human Services Survey, the Sources of Work Stress Inventory and Swinburne University Emotional Intelligence Test were administered. A hundred and twenty two (122) respondents completed and returned the questionnaires...

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2007. / Females in academia remain concentrated in lower level positions, with limited and often no decision-making power. However, this is not only a South African phenomenon but it is also evident in the position of female academics in the United Kingdom, the United States and New Zealand. Within the South African context, higher education institutions are in a process of transformation and change in order to integrate with social transformation and change. Therefore, the Department of Education mandated certain higher education institutions to transform and merge, with implications for their human resource management. Universities are regarded as complex organisations and this complicates the management and leadership of such institutions. Moreover, South Africa has passed legislation (e.g. the Higher Education Act) that impacts its human resource management and the manner in which higher education institutions are transformed and managed. Higher education institutions employ the principles of corporate management and therefore the distinction between management and leadership is highlighted. Communication is discussed as a tool thereof and the differences of males and females in this regard are emphasised. The status of female academics in South Africa is discussed and the perceptions of female academics with regard to the dimensions used in the empirical inquiry are highlighted. The empirical inquiry gauged how females occupying academic positions at a South African distance education university perceived the management process of institutional transformation. The perceptions of female academics with regard to five dimensions: management and leadership; communication; diversity and employment equity; and transformation and change were gauged and compared to the perceptions of male academics and that of female professional/administrative personnel. It was found that female and male academics were relatively positive with only one significant difference: their perceptions of communication at the institution. There were also significant differences in the perceptions of white and of black female academics. Furthermore, when female academics were compared to female professional/administrative personnel, there were significant differences: female academics held generally more positive perceptions than those of female professional/administrative personnel. In addition, there was evidence of an ageing workforce.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2006. / In most organisations worldwide, the magnitude of change is ever increasing. In the midst of these uncertainties, there is an increasing need for leaders who can provide structure, meaning and security within their teams. Dynamic and transformational leaders become a sought after jewel in organisations. Emotional intelligence has gained immense popularity in the last few years. Extravagant claims have been made regarding the impact of emotional intelligence on transformational leadership, as some researchers claim that emotional intelligence accounts for up to 90% of leadership success. The primary goal of this study was therefore to research the influence of emotional intelligence on leadership, and to develop a structural model to determine the relationships between the dimensions of emotional intelligence and transformational leadership. If the dimensions of the emotional intelligence construct that have a positive influence on leadership could be established, this would provide a valuable tool to organisations. Recruitment, selection, training and development procedures could be structured in a way that focuses on identifying and developing these dimensions of emotional intelligence in leaders. A literature study of the theories and models of transformational leadership and emotional intelligence was conducted. A short overview has also been given of “Primal Leadership” – discussing the emotional role of a leader as the first and foremost function of any leader. Hypotheses, based on the theoretical background, have subsequently been developed in order to establish the relationship between the dimensions of emotional intelligence and leadership.The sample in this study is compiled of 118 managers within a financial institution in the Western Cape. A questionnaire consisting of three sections was compiled to collect information in order to provide an answer to the research problem. Section A of the questionnaire was designed to give an overview of the demographic variables of the participants. Section B measured emotional intelligence by making use of the Rahim/Minors emotional intelligence questionnaire. Section C employed the Multifactor Leadership Questionnaire by Bass & Avolio to measure transformational leadership. A detailed statistical analysis was conducted. Correlations between the constructs of emotional intelligence and transformational leadership were determined by means of Pearson product-moment correlation coefficients. Positive and significant correlations have been found for all hypotheses. Structural equation modelling (SEM) and the partial least squares (PLS) method were applied to test the hypothesised structural model. Although the model did not provide a good fit, most of the predicted hypotheses have been confirmed by the model. To investigate the unique contribution that each variable of interest makes to the dependent variable to which it is linked, standard multiple regression analyses have been performed on the data. A positive and significant relationship has been found between emotional intelligence and transformational leadership. Support has also been found for most of the hypotheses that have been developed in order to explain the relationship between the dimensions of emotional intelligence and the dimensions of transformational leadership. The study also succeeded in determining the emotional intelligence dimensions that are the best predictors of leadership success, and these criteria can be utilised for the selection, training and development of leaders. Conclusions are drawn from the results obtained, the implementation value of the study is discussed, and recommendations for future research are made.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: It is well documented that intelligence (g, or general cognitive ability) is one of the best predictors of job and training performance (Ree, Earles & Teachout, 1994; Schmidt & Hunter, 1998). However, research evidence suggests that its predictive validity can be incremented by measures of personality and motivation. In this study, measures of general cognitive ability, training motivation and personality were administered to South African Army trainee soldiers (N = 108) to investigate the ability of the measures to predict training performance criteria. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and two composites of training performance. Multiple correlations of .529 (p < .01) and .378 (p < .05) were obtained for general soldiering training proficiency and core technical training proficiency respectively. Findings reveal different prediction patterns for the two criteria, as general cognitive ability contributed to significantly predicting the criterion of general soldiering training performance, but not core technical training proficiency. Similarly, training motivation and openness to experience were not found to predict general soldiering training proficiency, but predicted core technical training proficiency. Therefore, the results indicate that the addition of motivation to a model already containing measures of general cognitive ability does add incremental validity; R2 increased from .051 to .109 (p < .05). Adding personality to a model already containing general cognitive ability and motivation also explains additional variance; R2 increased from .109 to .143, although this change was marginal (p = .055). Furthermore, evidence of interaction between intelligence and training motivation was found when predicting training performance, as motivation influenced performance only for individuals with lower intelligence scores. The implications of the results are discussed and areas for further research are highlighted. / AFRIKAANSE OPSOMMING: Verskeie studies toon aan dat intelligensie (g, of algemene kognitiewe vermoë) een van die beste voorspellers is van prestasie ten opsigte van werk en opleiding (Ree, Earles & Teachout, 1994; Schmidt & Hunter, 1998). Navorsingsbewyse dui egter ook aan dat hierdie voorspellingsgeldigheid verhoog kan word deur die toevoeging van metings van persoonlikheid en motivering. In die huidige studie, is metings van algemene kognitiewe vermoë, opleidingsmotivering en persoonlikheid afgeneem op soldate onder opleiding in the Suid Afrikaanse Leër (N = 108). Die doel hiermee was om te bepaal tot watter mate hierdie metings saam opleidingsprestasie voorspel. Hiërargiese meervoudige regressie-ontleding was gebruik om die verband tussen die voorspellersamestellings en twee opleidingprestasiekriteria te bepaal. Meervoudige korrelasies van .529 (p <. 01) en .378 (p < .05) was onderskeidelik verkry vir Algemene Krygsopleidingsprestasie (GSTP) en Tegniese Korpsopleidingsprestasie (CTTP), onderskeidelik. Die resultate toon verder verskillende voorspellingspatrone vir hierdie twee kriteriummetings. Eerstens, het algemene kognitiewe vermoë beduidend bygedra tot die voorspelling van GSTP, maar nié tot CTTP nie. Verder het opleidingsmotivering en persoonlikheid (oopheid tot ervaring) nie GSTP voorspel nie, maar wél CTTP. Met ander woorde, die resultate dui aan dat die toevoeging van motivering tot ‘n model wat reeds metings van algemene kognitiewe vermoë bevat, wel inkrementele geldigheid tot gevolg het; R2 het toegeneem vanaf .051 tot .109 (p < .05). Die toevoeging van persoonlikheid tot ‘n model wat reeds algemene kognitiewe vermoë en motivering bevat, verklaar ook addisionele variansie; R2 het toegeneem vanaf .109 tot .143, alhoewel hierdie inkrementering slegs marginaal (p = .055) was. Laastens, is bewyse van ‘n interaksie-effek tussen intelligensie en opleidingsmotivering gevind in die voorspelling van opleidingsprestasie. Daar is bevind dat motivering prestasie slegs beïnvloed het vir individue met laer intelligensietellings. Die implikasies van die resultate word bespreek en areas vir verdere navorsing word aangedui.

Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008. / Since the end of apartheid in 1994 South Africa has made significant gains and progress in overcoming the legacy of its past. But despite this progress, low levels of skills among the majority of the formerly disadvantaged population and stubbornly high unemployment rates, especially among youths (age 15-24), still remain the country’s most pressing concerns and greatest impediments towards a better future for all. The learnership system, which was introduced by the Skills Development Act in 1998, was perceived as a creative vehicle to tackle these problems in two significant ways: first, by enhancing skills levels in a workplace-oriented environment and second by providing learners with employment during the phase of acquiring recognised occupational training. But since its actual implementation in 2000, the system has not always been able to meet up to its expectations. Low enrolment rates and a slow employer take up characterise the system in some industrial sectors. This is particularly true for the construction sector, which is perceived as an escalator industry for skills development by the government, as the industry requires fairly basic and intermediate skills. Moreover, the industry provides the necessary infrastructure for all other economic sectors and thus is critical for the country’s future economic growth and international competitiveness. The low employer take-up in the sector seems to be persistent, despite the fact that the industry is currently experiencing huge constraints in terms of skills, most importantly in carrying out the infrastructural projects connected to the government’s Accelerated Shared Growth Initiative (AsgiSA). This includes a R372 billion spending plan for various kinds of general infrastructure and in preparation for the Soccer World Cup in 2010. Due to the low involvement in training the industry faces a severe shortage of adequately skilled staff, particularly artisans across all major trades. The shortage of artisans, which is considered to hamper infrastructure development both in the public and private sector, is projected to go beyond 2010. The implementation of an efficient and effective learnership system for the industry is thus not only a priority need of the current situation but also for securing quality work and skills in the sector for the longer term. This is regarded as particularly important in view of the crucial role of the industry for the national economy. The primary objective of this study was to map and shed light on the current state of the learnership system in the construction industry (building and civil), to identify the major obstacles currently observed by its key stakeholders and building on this to provide possible solutions for putting an efficient and effective learnership system into place.

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.