Contemporary South African higher education institutions have undergone many drastic changes in recent years with regard to the demographic composition of students and organisational structures. Huge demands in terms of transformation have been placed on these institutions while they have simultaneously been transforming from former Technikons to Universities of Technology. This causes staff to be faced with major changes which affect all aspects of the institution. The objective of this research was to investigate whether role overload, job satisfaction and locus of control could be used to predict turnover intention of employees in a higher education institution. Further objectives included empirically determining whether locus of control had a mediating effect between role overload, job satisfaction and turnover intention. A cross-sectional survey design was used and an availability sample was taken from a South African higher education institution («=210). Five measuring instruments were administered as part of a larger questionnaire. Descriptive statistics were used to analyse the data and a series of regressions was used to test for the hypothesised mediating effect. The reliability coefficients obtained for the scales indicated that the Cronbach Alpha coefficients for qualitative role overload, job satisfaction and turnover intention were acceptable; however, those for quantitative role overload and locus of control were below the recommended cut-off mark. The results showed that there was a strong relationship between the dimensions of overload, indicating that the feeling of having too much to do in the time available is accompanied by the feeling that individuals do not have the skills to complete their required tasks. Furthermore, it was found that if employees feel that they have too much to do and that they do not possess the skills to complete tasks, they will be dissatisfied with their jobs. Both quantitative and qualitative role overload contributed to the participant's thoughts of leaving the institution and it was concluded that a satisfied employee is less likely to think of leaving the organisation. Locus of control had minimal relationships with quantitative and qualitative role overload, as well as with turnover intention. Locus of control was, however, found to be related to job satisfaction. Locus of control was found to be a poor predictor of turnover intention and did not mediate the relationship between role overload and job satisfaction on the one hand, and turnover intention on the other. It was concluded that job satisfaction was the strongest predictor of turnover intention. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The participants (N=l 84) included process controllers, senior process controllers, group leaders/foremen, section leaders and area leaders of various business units of the petro-chemical company. A quantitative study was conducted using a cross-sectional survey design. Self-administered questionnaires were used which included the Job Insecurity Questionnaire (JIQ), The Turnover Scale, Social Support and the Job Satisfaction Scale. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOY A and structural equation modelling. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOVA and structural equation modelling. Results indicated there was no correlation between job insecurity and tenure, nor between qualifications and job insecurity. It was concluded that lower job satisfaction resulted in higher job insecurity and that higher job satisfaction resulted in lower levels of intentions to leave. There was a positive correlation between social support and job satisfaction. With these results and the model developed it would be possible for the company to adjust their retention strategy to achieve optimal results. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The participants (N=l 84) included process controllers, senior process controllers, group leaders/foremen, section leaders and area leaders of various business units of the petro-chemical company. A quantitative study was conducted using a cross-sectional survey design. Self-administered questionnaires were used which included the Job Insecurity Questionnaire (JIQ), The Turnover Scale, Social Support and the Job Satisfaction Scale. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOY A and structural equation modelling. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOVA and structural equation modelling. Results indicated there was no correlation between job insecurity and tenure, nor between qualifications and job insecurity. It was concluded that lower job satisfaction resulted in higher job insecurity and that higher job satisfaction resulted in lower levels of intentions to leave. There was a positive correlation between social support and job satisfaction. With these results and the model developed it would be possible for the company to adjust their retention strategy to achieve optimal results. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

Organisations of today demand efficiency, rationality and personal sacrifice to achieve company goals and profit margins. The integral part that leader relations play in organisations is becoming more evident in the current economic climate. It is therefore vital that organisations focus on good relations in order to achieve engagement, resulting in lower levels of turnover intention. Organisations can be viewed as positive when leaders focus on the importance of people to enhance performance and employee wellness. The general objective of this study was to determine the relationship between leader member-exchange, role clarity, psychological empowerment, engagement and turnover intention. A specific financial institution within the Gauteng province was selected and regional managers, branch managers and consultants participated in the research. A cross-sectional survey design was used to collect data. The Leader-Member Exchange questionnaire, Role Conflict and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Engagement Questionnaire and Intention to- leave Scale were administered. Statistical analysis was carried out by means of SPSS and AMOS. Factor analysis indicated a one factor structure for LMX7, MRCAQ, WEQ, TIS and a four factors structure for MEQ. The scales all showed acceptable reliabilities. The results showed that LMX, role clarity, psychological empowerment, work engagement, and turnover intention were related. Role clarity mediated the relationship between LMX and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2011

Contemporary South African higher education institutions have undergone many drastic changes in recent years with regard to the demographic composition of students and organisational structures. Huge demands in terms of transformation have been placed on these institutions while they have simultaneously been transforming from former Technikons to Universities of Technology. This causes staff to be faced with major changes which affect all aspects of the institution. The objective of this research was to investigate whether role overload, job satisfaction and locus of control could be used to predict turnover intention of employees in a higher education institution. Further objectives included empirically determining whether locus of control had a mediating effect between role overload, job satisfaction and turnover intention. A cross-sectional survey design was used and an availability sample was taken from a South African higher education institution («=210). Five measuring instruments were administered as part of a larger questionnaire. Descriptive statistics were used to analyse the data and a series of regressions was used to test for the hypothesised mediating effect. The reliability coefficients obtained for the scales indicated that the Cronbach Alpha coefficients for qualitative role overload, job satisfaction and turnover intention were acceptable; however, those for quantitative role overload and locus of control were below the recommended cut-off mark. The results showed that there was a strong relationship between the dimensions of overload, indicating that the feeling of having too much to do in the time available is accompanied by the feeling that individuals do not have the skills to complete their required tasks. Furthermore, it was found that if employees feel that they have too much to do and that they do not possess the skills to complete tasks, they will be dissatisfied with their jobs. Both quantitative and qualitative role overload contributed to the participant's thoughts of leaving the institution and it was concluded that a satisfied employee is less likely to think of leaving the organisation. Locus of control had minimal relationships with quantitative and qualitative role overload, as well as with turnover intention. Locus of control was, however, found to be related to job satisfaction. Locus of control was found to be a poor predictor of turnover intention and did not mediate the relationship between role overload and job satisfaction on the one hand, and turnover intention on the other. It was concluded that job satisfaction was the strongest predictor of turnover intention. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Diss. Univ. München, 2008.

Den stereotypa bilden av revisorn är ett aktuellt ämne för revisorsbranschen. Uttalandet baseras på att revisionsbyråerna har svårigheter med att rekrytera de bäst lämpade kandidaterna till sina byråer. Denna studie önskade att kartlägga nuvarande ekonomistudenters bild av revisorn för att se i vilken utsträckning intentionen till revisorsbranschen påverkades av bilden. Syftet med studien var att identifiera ekonomistudenternas bild av revisorn och undersöka hur den påverkar deras intention att vilja bli revisorer. Eftersom det har visat sig att dagens revisionsbyråer lägger ett stort fokus på att lyfta fram egenskaper som studenterna vill identifiera sig med syftade även studien till att undersöka hur ekonomistudenternas identifikation till revisorsyrket, påverkar sambandet mellan deras bild av revisorn med deras intention till att bli revisor. Detta resulterade i studiens frågeställning: Hur påverkar ekonomistudenters bild av revisorn deras intention att vilja bli revisorer och vilken modererande effekt har studenters identifikation till revisorsyrket på detta samband? För att besvara studiens frågeställning samt uppfylla syftet genomfördes en kvantitativ studie genom en webbaserad enkätundersökning. Webbenkäten skickades ut till ekonomistudenter på högskolor och universitet i Sverige, vilket genererade 130 fullständiga svar. Statistisk analys genomfördes för att kunna tolka den erhållna datan. Resultatet indikerar på att ekonomistudenternas bild av revisorer som uppvisar egenskaper som extrovert, öppensinnad samt säljegenskaper leder till en ökad intention för ekonomistudenter att söka sig till revisorsyrket. Dessutom anses identifiering med revisorsyrket ha en negativ effekt på sambandet mellan ekonomistudenternas bild av revisorns och deras intention till att vilja bli revisor. / The stereotypical image of the auditor is a relevant topic to the auditor industry. The statement is based upon the struggles accounting firms has had with not being able to recruit the most suitable candidates. The aim of this study is to examine if business students image of the auditor have an effect on their intention to apply for the auditor profession. In addition, the study aim to investigate what effect the students identification to the auditor profession have on the relation between business students image of the auditor and their intention to apply of the auditor profession, since its has been shown that accounting firms are trying to create an image of the auditor which students can identify with. This resulted in the following research question: How does business students image of the auditor affect their intention to apply for the auditor profession? In order to achieve the purpose of this study and also be able to answer the research question a quantitative study was performed by using a web based questionnaire. The Questionnaire was sent out to university attending business students across Sweden, which generated in 130 answered questionnaires.  The results indicates that the students image of the auditor with characteristics extrovert, open to new experiences and sale characteristics increases their intention to become auditor.    Additionally, students identification with the auditor profession is considered to have an negative effect on the relation between business students image of the auditor and their intention to apply of the audit profession.

L’entrepreneuriat en équipe constitue une réalité, diversement mesurée, de la conduite des entreprises. La recherche s’est intéressée à cette dimension du phénomène entrepreneurial. Dans ce travail, nous nous appuyons sur l’attente de l’individu entrepreneur afin de qualifier l’effectivité de l’équipe au sens de la satisfaction de ses membres, dans une perspective de pérennisation de l’acte entrepreneurial. Le secteur de l’agriculture offre un terrain qui intéresse la recherche. Le renouvellement des chefs d’entreprises, l’évolution du métier, l’agrandissement des structures productives, plaident pour un développement de formes sociétaires impliquant plusieurs exploitants propriétaires. La psychologie comportementale et la socio-psychologie nous aident à percevoir les attentes de l’entrepreneur dans le cadre d’un entrepreneuriat à plusieurs. L’installation dans un cadre d’équipe entrepreneuriale est largement mise en avant lors d’une étude par les modèles d’intention, auprès d’étudiants. Nous interrogeons, par la suite, des agriculteurs sur leur vécu, au regard de leurs aspirations initiales. Les analyses des organisations professionnelles portent ces sujets et viennent conforter notre problématique. Nous proposons un éclairage nouveau sur l’équipe entrepreneuriale et des pistes de réflexion pour l’accompagnement dans ce contexte. / Team entrepreneurship is a reality for many businesses. Research works aim to study this side of management phenomenon. For this contribution we examine the individual expectation for self-employment and describe the effectiveness of the team, in the sense of satisfaction of the members, as an element for the survival of the business. The farm sector gives the opportunity for our discipline to examine this form of entrepreneurship. Farms succession, the size of the enterprises, justifies the development of multi owner organisations. Behavioural psychology and social psychology, help us to analyse the entrepreneur believes. Entrepreneurial initiative in a team context is widely mentioned by students, in a study based on entrepreneurial intention models. Then we ask farmers about the reality of their situation in regards of initial expectations. We challenge the professional organisations analysis to confirm our research.We offer to have a new approach of team entrepreneurship, helping entrepreneurs and consultants toward durability of the project. (JEL: L26, D23, D91, Q12)

L’auteur littéraire et son oeuvre ne peuvent être définis de façon totalement indépendante l’un de l’autre, car ils se définissent par leur lien réciproque et suivant des caractéristiques propres. Le lien se traduit par l’attribution du texte à l’auteur – terme générique – de façon directe ou par un mécanisme de représentation. L’attributaire identifie – ou authentifie – le texte, lui confère une double signification – en vertu de son intention propre et en vertu de son autorité personnelle – et il en assume la responsabilité. De son côté le texte, notamment de par sa qualité, participe à l’autorité de l’auteur et à son identification comme tel.L’écoulement du temps, enfin, amenuise le lien entre texte auteur sans le faire disparaître entièrement car une part irréductible de l’intention de signification du texte reste déterminée par son auteur, le texte seul étant dénué de portée juridique. L’auteur et l’oeuvre comportent également des caractéristiques propres. L’acte juridique peut être décrit comme une oeuvre singulière, comme un texte singulier. Les caractéristiques propres de l’auteur – sens large – et du texte sont comparables à celles de l’auteur et du texte littéraires. Le texte s’insère dans un ensemble d’intentions normatives préexistantes qu’il doit à la fois respecter et modifier. Respecter, car il doit en observer les canons pour pouvoir s’y insérer. Modifier car en s’insérant dans cet ensemble, la valeur de l’intention normative propre qui lui est reconnue, le modifie. L’auteur exerce un pouvoir, qui comporte deux fondements : celui de ses qualités personnelles et celui d’un titulaire supérieur d’une autorité, dont l’auteur assure la représentation. / The literary author and his work can not be defined in a totally independent way, one from the other. They are defined, on the one hand, by a reciprocal link, and, on the other hand, according to their own characteristics. The link is shown by the attribution of the text to the author - a generic term - directly or through a mechanism of representation. This attributive author identifies - or authentifies - the text, gives it a twofold meaning - because of his own intention and of his personal authority - and he assumes the responsibility. In a symmetrical manner, the text, especially by its quality, participates in the authority of the author and in his identification as such. As time passes, the link between text and author lessens without causing it to disappear entirely, since an irreducible part of the intent of meaning of the text remains determined by the author, as the text considered on its own having no legal significance.The author and the work also have their own characteristics. The judicial act can be described as a singular work, as a singular text. The author’s own characteristics - in a broad sense - and those of the text are comparable to those of a litterary text’s author. The text is inserted into an existing group of pre-existing normative intents which he must both respect and modify. He must respect the canons in order to insert it. And he must modify it to insert his text into the whole, the value of its own normative intent, which is recognized, modifies the existing law. The author exercises a power, which has two bases : that of his personal qualities and that of the person who has the title of a superior authority, whom the author represents.