Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2006. / Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0497. Adviser: Scott D. Johnson. Includes bibliographical references (leaves 72-75) Available on microfilm from Pro Quest Information and Learning.

Thesis (MA)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

Thesis (M. Comm) -- University of the Western Cape, 2008. / Includes bibliographic refernces (leaves 108-131).

‘A diamond or a Stone? Using Autoethnography to Make Sense of My Industrial Psychology Internship’ presents an unconventional qualitative research genre, autoethnography, which is not commonly found in qualitative circles, and is rarely used by South African researchers, or by researchers in the South African social science or industrial psychology spheres. Therefore, due to the unfamiliarity of autoethnography, this thesis is presented in a conventional style, and uses both a realist and confessional tale (Van Maanen, 1988; Sparkes, 2002), which arguably, are the preferred styles amongst local mainstream qualitative researchers. The content of this thesis is presented to the audience of industrial psychologists, industrial psychology interns, industrial psychology internship supervisors, organisations hosting industrial psychology interns, institutions overseeing industrial psychology internship programmes, academics, qualitative researchers, managers, employees, professionals and representatives at the Health Professions Council of South Africa (HPCSA). The intention of the research findings is to highlight the extreme necessity of ensuring that internship training programmes enhance professional development, rather than being detrimental to it. The autoethnographic account that is presented, portrays the author’s experience of her industrial psychology internship, the fulfilment of which, was required for registration as an industrial psychologist with the HPCSA. The thesis is divided up into four parts, namely: My Acquaintance, My Acceptance, My Acquisition, and My Analysis. In Part One, My Acquaintance, the reader is introduced to the research genre of autoethnography, as well as to contemporary creative methods, such as poetry and allegories, that have potential benefits for use in the workplace. In Part Two, My Acceptance, an autoethnographic account is presented, where scenes from the internship are ‘performed’. Through personal interpretation of these scenes, the readersare, in essence, creating an autoethnography of their perceptions of what the author experienced, and what they experience through the telling of the author’s account. In Part Three, My Acquisition, those aspects that were acquired from conducting the autoethnography are presented as contributions to academia and the industrial psychology sphere. These contribute to the current theoretical knowledge by making information available regarding the inherent experience of an intern, and the need for organisations to effectively host interns. These acquisitions are as follows: the Creative Hospitality and Integration Method (C-HIM), which suggests how an intern can be successfully assimilated to the organisation, and the Workplace Allegories which aim to empower the intern and enable her to grow in self-awareness. These Workplace Allegories are implemented through the Allegorical Implementation Method (AIM), by making use of the Workplace Allegories Bridge Approach (WABA).In terms of contributions to the field of autoethnography, My FOPR Process, My Autoethnographic Contextual Awareness Guideline (My ACAG, pronounced A-Cag), and My 4-A Grid are presented. My FOPR Process serves to guide autoethnographic researchers through the process of writing an autoethnography. My ACAG aims to assist the autoethnographic researchers, in keeping focused on events relevant to the research topic. My 4-A Grid highlights the necessity of focusing on the self (auto), the culture (ethnos) and the research process (graphy) when conducting an autoethnography (Reed-Danahay, 1997; Richards, 2003), and places emphasis on aligning these perspectives to the four tools the author deems necessary for an autoethnographic study: My Acquaintance, My Acceptance, My Acquisition and My Analysis. The entire structure of this thesis is constructed according to My 4-A Grid.In Part Four, My Analysis, three forms of autoethnographic analysis were conceived through the writing of this thesis, My Auto-Analysis (a self-analysis); My Ethno-Analysis (a brief analysis of the organisation hosting the internship); and My Graphy-Analysis (a critical analysis of the manner in which autoethnography was made use of in this thesis). / Pro. F.Crous Prof.W.J. Schurink

M.Com. (Industrial Psychology and People Management) / The present investigation is positioned at a crucial juncture in the field of positive psychology where considerable enthusiasm has seen a growing proliferation in research and practice that has outstripped the ability of the field to maintain a sense of meta-theoretical integrity and domain identity. In this study a meta-theoretical taxonomy of positive psychology is developed in order to meet the pressing need for sound meta-theoretical integration that is necessary to facilitate a multiplicity of possible futures for the field of positive psychology. This proposed meta-theoretical taxonomy delimits the dominant constructs in the field according to the taxonomical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes. The utility of the developed meta-theoretical taxonomy in organizing dominant constructs within the field informs the central research problem. This problem is addressed by identifying 33 dominant positive psychology constructs, grouping them according to the theoretical principles of the proposed taxonomy, and then empirically examining whether the theoretical organization has utility in explaining latent factor structures and loadings of data for these constructs in the research sample. The research sample employed consisted of 904 undergraduate students at the University of Johannesburg. There were 694 women, 208 men and two individuals with undeclared gender in the sample. These participants represented a diversity of self-declared ethnicities: Black (630), Coloured (59), Indian / Asian (47), and White (164). Within the sample there were 19 different home languages that can be summarized as: Afrikaans (47), English (258), Indigenous South African (588), and other (9). In order to compare the theoretical organization of the 33 dominant constructs with empirically determined data, a 483 item questionnaire was developed and refined using Rasch modelling. The development of the measure of the identified constructs was informed by contemporary theory and measurement pertaining to each of the specific constructs. Following the refined measurement of the constructs, factor analytic procedures were used to determine latent factor structures for the 33 constructs. The latent factor structure and factor loadings of the specific constructs were then compared with the theorized organization determined by the proposed model. The central finding of the present investigation is that the theorized taxonomy is able to account for a deep theoretical conceptualization as to the functioning of the facets of the identified dominant constructs. This greater insight into the functioning and structure of the constructs within the field of positive psychology has profound implications for the manner in which constructs can be understood and for the manner in which these constructs can be elicited and practiced. Collectively, the meta-theoretical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes represent an important meta-synthesis that serves to meet the pressing call for the firm theoretical integration necessary to secure an array of sustainable futures within the field of positive psychology.

Thesis (MA)--University of Stellenbosch, 2002. / ENGLISH ABSTRACT: Work is seen as an integral part of the existence of human beings. Workers' full potential is needed on every level in organisations. Job dissatisfaction is often 1inked to behavioural patterns such as employees not being punctual and being conspicuous by their absence, high labour turnover and aggression; whilst job satisfaction is reflected in the positive behavioura1 patterns and attitude towards the organisation. Organisations in the competitive market benefit greatly if its employees' job satisfaction is increased. Recent research has indicated that factors within an individual (dispositional factors) do influence job-related outcomes. In the current study attention is given to the possible relationship between a dispositional factor (locus of control) and job satisfaction. The objective of this research is to determine the relationship between locus of control and job satisfaction of emptoyees in a training centre. The literature study focused on conceptualising locus of control and job satisfaction and the relationship between locus of control and job satisfaction. A survey design was used to test the hypotheses of the research. Each individual in the subject group was tested on two variables simultaneously and the connection between the measurements that were obtained, was established. The survey group consisted of 76 employees from a training centre. Two questionnaires were used in this research, name1y the Locus of Control questionnaire and the Minnesota Satisfaction questionnaire. ·With regard to the level of job satisfaction of employees in the training centre, the employees indicated dissatisfaction with regard to opportunities for promotion, authority, company policy, the remuneration that they receive, social status as we" as acknowledgement. Job satisfaction is experienced with regard to moral values, social service, working conditions, performance and activity. The empirical study indicated correlations between sub-scales of job satisfaction and locus of control of empoyees. The main objective of this study was successfully achieved. Conclusions and recommendations for further research were made based on the results of the study. / AFRIKAANSE OPSOMMING: Die verband tussen 101<us van beheer en werkstevredenheid in -In opleidingsentrum. Werk word as 'n onontbeerlike aspek en 'n noodsaaklike deel van die mens se totale bestaan en voortbestaan beskou. Werknemers se volle potensiaal word op alle vlakke binne organisasies benodig. Gedragspatrone soos 'n gebrek aan stiptelikheid, hoë arbeidsomset, afwesigheid en aggressie hou verband met werksontevredenheid, terwyl werkstevredenheid 'n invloed uitoefen op die algemene gedragspatrone wat 'n positiewe organisasie-oriëntasie aandui. Organisasies in markgerigte mededinging kan daarby baat indien werknemers se tevredenheidsvlakke verhoog word. 'Resente navorsing het bevind dat faktore binne die individu (disposisionele faktore) werksverwante uitkomstes beïnvloed. In die huidige navorsing val die klem op die moontlike verband tussen 'n disposisione1efaktor (lokus van beheer) en werkstevredenheid. Die doelstelling van hierdie navorsing is om te bepaal of daar 'n verband tussen lokus van beheer en werkstevredenheid van werknemers in 'n opleidingsentrum bestaan. In die literatuurstudie is gefokus op die konseptualisering van werkstevredenheid en lokus van beheer asook die verband tussen lokus van beheer en werkstevredenheid. 'n Opname-ontwerp is gebruik om die hipoteses van die navorsing te toets. Elke individu in die ondersoekgroep is op twee veranderlikes op dieselfde tydstip gemeet, en die verband tussen hierdie verkreë metings is bepaa1. Die ondersoekgroep het uit 76 werknemers in 'n opleidingsentrum bestaan. Twee vraelyste is in hierdie studie gebruik, naamlik die lokus van Beheervraelys en die Minnesota Tevredenheidsvraelys. Die resultate toon aan dat werknemers in die opleidingsentrum werksontevredenheid ervaar ten opsigte van bevorderingsgeleenthede, outoriteit, maatskappybeleid, vergoeding, sosiale status asook erkenning. Werkstevredenheid word ervaar ten opsigte van morele waardes, sosiale diens, fisiese werksomstandighede, prestasie en 1aastens die ge1eentheid om te al1etye besig te bly. Die resultate van die empiriese ondersoek toon verder dat daar wel 'n verband bestaan tussen subskale van werkstevredenheid en 'n werknemer se lokus van beheer. Die betanqrikste doelstellings van hierdie studie is suksesvol bereik. Gevolgtrekkings en aanbevelings vir verdere navorsing word op grond van die resultate van die ondersoek gemaak.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2006. / The aim of this study is to derive a theoretically justifiable hypothesis on the second-order factor structure of the Leadership Behaviour Inventory (LBI). The available empirical evidence on the validity of the measurement and structural models underlying the Performance Index (PI) together with the positive results on the LBI, allows the opportunity to proceed with the task of explicating and evaluating a comprehensive leadership-organizational unit performance structural model. Before this can be undertaken, however, a good fitting second-order factor structure for the LBI needs to be developed. The second-order factor structure proposed by Avolio, Bass and Jung (1999) for the Multifactor Leadership Questionnaire (MLQ) is adapted, applied to the LBI and tested empirically. The results suggests a reasonable to mediocre fitting model that clearly outperforms the independence model, however, fails to satisfactory capture the complexity of the processes which underlie the LBI.

Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 96-114). Also available in electronic format on the Internet.

Thesis (MComm)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: In order to achieve strategic and economic goals in a post 1994 South African economy, organisations have to apply their human resources to the full, leadership must be developed and companies should aim to benefit from organisational citizenship behaviours (oess). oes refers to voluntary employee behaviour that is not prescribed by formal job description, it is beneficial to the effective functioning of the organisation and employees are not formally rewarded for these behaviours. The aim of this study is to research the relationship between transformational leadership and oess. The main hypothesis is that transformational leadership has a positive relationship with oess. This positive relationship is (a) indirect through employee trust in their direct supervisor, or (b) indirect through firstly perceived fairness within the organisation (on both structural and interactional levels) and secondly trust in the leader. Procedural justice and trust act as mediators in these relationships. An ex post-facto design was used and data (collected from the South African Banking Industry) was analysed using LISREL. The results indicate that transformational leadership has a positive, significant relationship with OeBs. The hypotheses were corroborated that transformational leadership has a positive relationship with procedural justice; justice has a positive relationship with trust in the leader and trust has a positive relationship with OeBs. However, transformational leadership does have a significantly, positive relationship with trust in the leader directly. The conclusion can be drawn that organisations can foster oess by developing transformational leadership, increasing perceived procedural justice and fostering a trust relationship between employees and their direct supervisors. This will greatly benefit organisations, as oess are vital for productivityand organisational performance. / AFRIKAANSE OPSOMMING: Ten einde strategiese en ekonomiese doelwitte te bereik in "n post-1994 Suid- Afrikaanse ekonomie, moet organisasies hul menslike hulpbronne ten volle benut, leierskap ontwikkel en voordeel trek uit die verskynsel van organisatoriese gemeenskapsgedrag (OGG). Laasgenoemde is vrywillige werknemergedrag wat nie deel van formele posbeskrywings is nie; dit is voordelig vir die effektiewe funksionering van die organisasie en werknemers word nie formeel vir hierdie gedrag vergoed nie. Die doel van hierdie studie is om die verband tussen transformasionele leierskap en OGG te ontleed. Die hoofhipotese is gestel dat transformasionele leierskap "n positiewe invloed op OGG het. Hierdie positiewe verband is (a) indirek deur die vertroue wat werknemers in hul direkte toesighouers het, of (b) indirek deur eerstens waargenome billikheid in die organisasie (op strukturele en interaktiewe vlakke) en tweedens vertroue in die leier. Prosedurele geregtigheid en vertroue tree as mediators in hierdie verwantskappe op. "n Ex post facto ontwerp is gebruik en die data (wat uit die Suid-Afrikaanse bank industrie versamel is) is deur middel van LISREL ontleed. Uit die resultate blyk dit dat transformasionele leierskap wel "n beduidend positiewe verband met OGG toon. Die hipoteses is bevestig dat transformasionele leierskap "n positiewe verwantskap het met proseduriële geregtigheid, geregtigheid "n positiewe verwantskap het met vertroue in die direkte toesighouer en vertroue "n positiewe verwantskap het met OGG. Transformasionele leierskap het egter nie "n direkte positiewe verwantskap met vertroue in die toesighouer nie. Die gevolgtrekking is dus dat organisasies die verskynsel van OGG kan bevorder deur te verseker dat transformasionele leiers ontwikkel word, geregtigheid in die organisasie waargeneem word en "n vertrouensverhouding tussen werknemers en hul direkte toesighouers ontwikkel word. Organisasies sal groot voordeel hieruit trek, aangesien oess krities vir produktiwiteit sowel as die algehele funksionering van die organisasie is.

Thesis (MA) -- Stellenbosch University, 1993. / ENGLISH ABSTRACT: see item for full text / AFRIKAANSE OPSOMMING: sien item vir volteks