Competition in the smart phone market is fierce and despite the high market growth, smart phone manufacturers find it difficult to maintain their market share. Generation Y consumers generally have a good command of technology and engage in technology-related behaviour such as texting, tweeting and web-surfing. Therefore, when it comes to the adoption of smart phones applications, Generation Y is leading the way. For this reason, it is important to consider Generation Y consumers‟ attitudes and perceptions towards smart phone manufacturers and their brands. It has thus become critical for smart phone manufacturers to achieve customer satisfaction, generate loyalty, and build meaningful long-term relationships with Generation Y consumers. The primary objective of this study was to investigate customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers towards smart phone brands. The questionnaire was distributed by means of non-probability, convenience and quota sampling among 18 and 26 year old respondents living in Gauteng who owned or used a smart phone. In total, 395 respondents participated in the study. Based upon the literature review, a theoretical model was proposed that hypothesised the relationship between customer satisfaction, brand loyalty and relationship intention amongst Generation Y consumers with respect to their current smart phones. From the data analysis, it was evident that respondents exhibit a strong level of customer satisfaction, a mediocre level of brand loyalty, and a strong relationship intention towards their current smart phone brand. The results confirm that the measurement scales used to measure customer satisfaction, brand loyalty and the five dimensions of relationship intention all exhibit construct validity and internal consistency reliability. The study also uncovered significant differences between groups of Generation Y consumers in terms of gender, home language, education, employment status and time period of smart phone brand usage. The results of the structural equation modelling (SEM) technique used to test the theoretical model found that customer satisfaction exhibits a significant and large positive influence on brand loyalty, and a significant and medium positive influence on relationship intention. Furthermore, brand loyalty exhibits a significant medium positive influence on relationship intention. Finally, the dimensions of relationship intention exhibit significant medium to large effects on relationship intention. It is recommended that smart phone manufacturers should provide customers with a customer service application to measure customers‟ satisfaction in terms of their needs met. Smart phone manufacturers should also introduce new ways to communicate with Generation Y consumers to generate brand loyalty. Innovating ideas should be considered for smart phone manufacturers to retain Generation Y consumers. Brand loyalty can be improved by adding more applications according to Generation Y consumers‟ needs. The more a smart phone manufacturer focuses on customer satisfaction and brand loyalty, the more consumers will want to build long-term relationships with their smart phone brands. Recommendations for future research include the possibility to investigate each construct separately to ensure a more detailed investigation. Different cultures and age groups, as well as geographical areas can be studied to broaden results on how different consumers of different generations exhibit customer satisfaction, brand loyalty and relationship intention towards their smart phones. Specific smart phone manufacturers could be investigated to obtain specific information on customer satisfaction, brand loyalty and relationship intention so as to formulate appropriate strategies on improving the constructs measured. / MCom (Marketing Management), North-West University, Potchefstroom Campus, 2014

This mini-dissertation is aimed at analysing the requirements the court takes into consideration when deciding to pierce a trust veil in either insolvency or divorce matters. A clear exposition of the legal nature of a trust is provided to determine how a trust affords the extensive protection to trust assets, the very characteristic that makes it as popular as it is today. It is due to this protection of trust assets that a trust has become the object of abuse by founders and trustees, and the court has felt it necessary to introduce a remedy. In Badenhorst v Badenhorst the court stated that the company law doctrine of piercing the veil should be extended to trust law. Some authors criticised this judgement, and arguments pro(for) the extension is included in the conclusion. The research explored the circumstances that warrants the piercing of a trust veil and it was found that the court is likely to pierce a trust veil if the trust form was abused. The study then shifts its focus to the type of abuse the court seeks to remedy. A trust can amount to be the alter ego of a person or a court can deem a trust to be a sham. The research investigates the distinction between the two in depth, and the resultant finding is that only alter ego trusts will be pierced by a court, since a sham trust means that no valid trust has in fact been formed and therefore there is no veil to pierce. Often the courts are confused by the two and the likelyhood of a trust being labelled a sham by South African courts are slim. To find that a trust was abused, the courts will look at the essential requirements of forming a trust to determine the validity. The most important factors that the court considers when deciding to pierce the veil, is the type of control over the trust assets and the intention with which the trust is created or kept. An extensive analysis of the Companies Act and the doctrine of piercing the veil was done to probe their compatability with trust law and to see if the remedy is in fact effective and correctly applied. Case law to support the court‘s view and application of the mentioned doctrine is discussed and evaluated. The study closes with an evaluation of the procedure of piercing the veil and the consequences following such piercing, as well as the arguments for allowing piercing of a trust veil to force trust users to obey the basic trust idea of separation of enjoyment from control. / LLM (Estate Law), North-West University, Potchefstroom Campus, 2015

Employees across the world experience change in the workplace due to a fast-fluctuating environment in which organisations operate. According to Maumo and Kinnunen (1999) a transformation has taken place in the industrialised world of work over the last few decades. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and implies that rationalising of jobs are inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs, seek alternative employment (intention to quit) and relocate, all of which are likely to fuel job insecurity (Hartley, Jacobson, Klandermans & Van Vuuren, 1991; Iyo & Brotheridge, 2004). The unemployment rate in South Africa is one of the highest in the world with 36% of its citizens being unemployed in 1999 (Kingdon & Knight, 2001). What's more is that, according to the Quarterly Labour Force Survey, 4.1 million people in South Africa were classified as unemployed in 2009. Frequent reorganisation and statements regarding flexibi lity are signals that one's job security is not secure. Even vague signals of downsizing or change may encourage employees to have intention to quit (Iyo & Brotheridge, 2004). When organisations start to downsize, some people may expect to become unemployed. Sverke, Hellgren and Naswall (2002) state that organisational change is an antecedent to job security. Mauna and Kunnunen (1999) agrees that objective circumstances of an insecure job situation can be defined as the experience of job insecurity, while according to De Witte (1999) the growing emphasis on more flexible employment contracts also intensify feelings of job insecurity. Job insecurity has been found to predict stronger intention to quit within the organisation (Ashford, Lee & Bobko, 1989). This means that a flexible, multiskilled, knowledgeable, interchangeable and adaptable workforce are exposed to new management techniques as well as altered labour relations/human resource policies and activities, which in turn influence employers' obligations, employees' obligations, the state of the psychological contract, job insecurity and employees' intention to quit (Ekkerd, 2005). The primary objective of this research is to investigate the relationship between the psychological contract, individual characteristics, job insecurity and the intention to quit of security employees (N=217) in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations and the state of the psychological contract), an "individual characteristics" questionnaire, a job insecurity questionnaire and an intention to quit questionnaire. The research method for each of the two articles consists of a brief literature review and an empirical study. Factor analyses, as well as Cronbach alpha coefficients were computed to assess the reliability. Validity of the different product moment correlation coefficients, and regression analysis was used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations scale, employee obligations scale and the state of the psychological contract scale), the individual characteristics questionnaire, job insecurity scale and the employee's intention to quit scale. A practically significant correlation was found with a small effect between the state of the psychological contract, employer obligations and employee obligations. Results demonstrate a significant relationship between the psychological contract, type of contract, gender and tenure. No significant relationship was found between the psychological contract and age and qualification of the employees. Multiple regression analysis indicates that employee obligations predicted negative intention to quit. Job insecurity predicted positive intention to quit. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / MCom. Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to improve the quality of their employees’ working lives. A suggested point to start with is within the supervisor’s behaviour and their relationships with employees, due to its effect on employee engagement and intentions to leave. Consequently, when employees experience a deprived relationship with their supervisors, it will contribute to lower employee engagement levels and higher intentions to leave. To possibly decrease the negative impact of supervisor behaviour, it is important that supervisors pay attention and create an environment in which satisfaction of the psychological needs of their subordinates can be maintained. The objectives of this study were to investigate the relations between supervisor behaviour (that supports psychological need satisfaction), psychological need satisfaction, employee engagement and intentions to leave. A convenience sample (N = 139) of employees working under the guidance of a leader/supervisor was taken from manufacturing companies across South Africa. Participation in the study was voluntary. A measuring battery measuring supervisor behaviour (i.e. perceptions of supervisor support, trust and competence-focused behaviour), work-related basic need satisfaction (i.e. the satisfaction of psychological needs such as autonomy, competence and relatedness) work engagement (i.e. cognitive, emotional and physical engagement) and intention to leave was used. Descriptive statistics, exploratory factor analyses, alpha coefficients, Pearson product-moment correlations, and multiple regression analyses were used to analyse the data. The results indicated that the measuring instruments used in this study were valid and reliable for further analyses. The results showed that supervisor support comprised one factor and not three factors as expected. Furthermore, the results showed that supervisor support for autonomy, competence and relatedness had a large effect on autonomy satisfaction and a medium effect on relatedness satisfaction. Supervisor relations did not impact competence satisfaction. The effect of supervisor support on autonomy satisfaction was larger than on relatedness satisfaction. Results from this study showed that supervisor support, autonomy satisfaction and competence satisfaction affected work engagement. Employees will tend to be engaged when supervisors demonstrate supportive behaviour and when they are able to regulate themselves because they feel a sense of competence and autonomy. The results also showed that supervisor support for psychological need satisfaction, autonomy satisfaction and relatedness satisfaction predicted employees’ intentions to leave organisations. Lastly, the results showed that supervisor support for psychological need satisfaction impacted employee engagement indirectly and positively via autonomy satisfaction, and indirectly and negatively impacted intention to leave via autonomy dissatisfaction. Recommendations were made for manufacturing organisations as well as for future research. Manufacturing organisations and employees should comprehend the impact of supervisor behaviour and psychological need satisfaction on outcomes such as employee engagement and intentions to leave, as both parties are similarly affected by its consequences. Interventions should be implemented to address the satisfaction of employees’ basic psychological needs. Additionally, manufacturing organisations should understand the importance of supervisor behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research were made. / MA (Positive Psychology)--North-West University, Vaal Triangle Campus, 2015.

Employability of graduates has gained considerable interest among researchers recently. This interest came about because of reported concerns by employers regarding the lack of employability skills among graduates thereby rendering them unemployable. South Africa is experiencing persistently high unemployment rates among the youth, particularly those with degrees. Similarly, self-employment of graduates has gained considerable interest among researchers around the world. Despite high unemployment rates among the youth of South Africa, self-employment levels are disappointedly at low levels. Therefore, knowledge of university students‟ perceptions with regard to employability and intention for self-employment is important. The phenomenon of employability has gradually developed over the decades. This resulted in researchers finding it difficult to come up with a common definition of the concept. Nonetheless, researchers share similar views with regard to the importance of employability, particularly among graduates. Due to the changing nature of the world of work, there is an unprecedented need for graduates to possess employability skills that will enhance their employability throughout their working life. For a long time, there has been a debate in South Africa regarding the preparedness of graduates for the world of work. Employers complain about the quality of graduates while universities feel that employers are not appreciative of their contribution in producing appropriate graduates. Therefore, there is a need to investigate employability of students continuously, as the future workforce will come from this cohort. For many decades, self-employment has been viewed as an important component of economies of many countries. In light of this, there has been an increasing interest in self-employment around the world. In the case of South Africa, research has consistently indicated that compared to countries at similar levels of development, the country lags behind on this front. In response to this, numerous attempts have been undertaken to strengthen actions that encourage and support self-employment as an attractive substitute to wage employment for students. There is a shared view among researchers that the decision to enter into self-employment is preceded by intention. Therefore, there is a continuous need to investigate self-employment intentions in South Africa, particularly among students. This study was conducted to investigate the relationship between perceived employability and intention for self-employment among university students. A quantitative research approach was followed to collect data. A questionnaire was administered among second year, third year and postgraduate students at four universities in two provinces of South Africa. Factor analysis was used to establish whether data were appropriate for analysis. T-tests and ANOVA were used to compare students‟ employability skills, perceived employability and intention for self-employment. While there were no significant differences in terms of employability skills and perceived employability, significant differences were found on self-employment intentions on various variables. Correlation analysis was used to investigate the relationship among the factors of perceived employability and the relationship between perceived employability and intention for self-employment. The results indicated that there is a statistically significant relationship between perceived employability and intention for self-employment among university students. Reflecting on the results of this study it is evident that university students perceived themselves as employable. In line with the results, it is important that the employability skills of students should be developed, as this will enhance their employability. The curriculum should be designed in such a way that it incorporates employability skills. Employers and government should play a meaningful role in this regard. While the majority of students indicated that they intend to be self-employed someday, there were a substantial number of students who do not view self-employment as a career option. Therefore, self-employment should be made a compulsory module across different fields of study. Different stakeholders should be involved in encouraging university students to engage in self-employment activities. / PhD (Entrepreneurship)--North-West University, Vaal Triangle Campus, 2015.

Selon la documentation, le vieillissement de la population québécoise est un phénomène démographique très présent qui complexifie le renouvellement de la main-d'oeuvre, notamment dans le domaine de la santé. De plus, puisque le remplacement d'un employé est coûteux, retenir le personnel est actuellement un enjeu préoccupant pour les organisations. Pour répondre à cet enjeu, la documentation suggère de regarder ce qui se passe sur le plan de la relation entre un subordonné et son supérieur immédiat. L'alliance de travail concept provenant de la psychologie permet d'étudier cette relation supérieur-subordonné, au-delà des aspects fonctionnels, c'est-à-dire la nature même de cette relation unissant le supérieur immédiat à ses employés. Par ailleurs, puisque l'intention de quitter est le meilleur prédicteur des départs effectifs du personnel, cette mesure s'avère pertinente pour mesurer l'impact de la qualité de cette relation. Ainsi, l'objectif de cette recherche est de mesurer l'effet de la qualité de l'alliance de travail entre un supérieur immédiat et un subordonné sur ses intentions de quitter l'organisation ou son poste pour un autre au sein de celle-ci. De plus, puisqu'actuellement, quatre générations différentes constituent le marché de l'emploi, il peut être envisageable de considérer les caractéristiques distinctives de chacune d'elle comme pouvant influencer ce lien. Dans cette étude, 385 employés du secteur de la santé ont complété deux questionnaires. L'un est une version du WAI, adaptée au contexte organisationnel de la relation supérieur-subordonné et portant sur la qualité de l'alliance de travail et l'autre mesure les intentions de quitter. Des analyses en composante principale, de régression multiple et linéaire ainsi que multivariées et univariés ont été réalisées. Les résultats révèlent que la qualité des trois facteurs de l'alliance de travail est liée négativement à l'intention de quitter l'organisation, alors que la qualité d'un facteur de l'alliance sur trois est liée négativement à l'intention de quitter son poste pour un autre à l'interne. L'effet de modération de la génération n'a pas été confirmé de façon concluante. Ainsi, une alliance de travail de qualité entre supérieur immédiat et subordonné est une clé pour agir sur la rétention du personnel. De façon pratique, les organisations ont donc avantage à investir du temps et des ressources organisationnelles pour agir sur la rétention en visant l'amélioration de la qualité de l'alliance de travail supérieur immédiat-subordonné de l'ensemble des employés. Cette étude propose un nouveau construit et un nouveau questionnaire pour comprendre la nature de la relation supérieur immédiat-subordonné, soit l'alliance de travail et ses trois dimensions.

La gestion de la diversité générationnelle (Y, X, Baby-Boomer) en milieu de travail est une source de préoccupation pour les gestionnaires, particulièrement en ce contexte de pénurie de la main-d'oeuvre. Ils souhaitent trouver le moyen de les retenir, mais ils sont conscients que leurs besoins et attentes peuvent varier selon la génération d'appartenance. En lien avec la rétention du personnel, plusieurs études démontrent l'importance du rôle de la reconnaissance et du soutien organisationnel. Il semble que ces variables soient liées à l'intention de rester en emploi, mais aussi avec plusieurs autres variables pertinentes liées à la mobilisation et au bien-être au travail. Il est cependant pertinent de croire que la reconnaissance et le soutien organisationnel peuvent être perçus différemment par des employés de générations différentes. En effet, les contextes sociétaux variés dans lesquels ils ont évolué ont contribué à façonner des valeurs et besoins différents. De plus, certaines études suggèrent qu'il puisse en effet exister certaines différences au niveau des attentes et des perceptions au travail des employés de générations différentes. Cette thèse vise cinq objectifs complémentaires : 1. Développer et valider un outil de mesure de la reconnaissance et du soutien au travail; 2. Vérifier s'il existe des divergences dans la conception de ce qu'est la reconnaissance et le soutien au travail et dans la perception de ce qui mérite d'être reconnu ou soutenu, en fonction de l'appartenance générationnelle; 3. Vérifier s'il y a des divergences dans la perception des pratiques de reconnaissance et de soutien utilisées dans le milieu de travail d'employés de générations différentes; 4. Déterminer si l'outil réalisé permet de prédire un ensemble de résultantes organisationnelles (habilitation au travail, engagement affectif au travail, épuisement professionnel, intention de quitter) généralement influencées par la qualité des pratiques de reconnaissance et de soutien au travail; 5. Évaluer dans quelle mesure l'effet prédictif des différentes pratiques de reconnaissance et de soutien au travail varie selon l'appartenance générationnelle Afin de répondre à ces objectifs, un total de 619 participants a participé au développement de l'outil, ainsi qu'à deux études par questionnaire. Les résultats ont permis de démontrer, sur deux échantillons indépendants, les qualités psychométriques (fidélité, validité) de trois instruments de mesure développés pour évaluer les pratiques de reconnaissances et de soutien au travail en fonction de leur source, et de leur cible. Par ailleurs, ces résultats ont aussi permis de confirmer que les différentes facettes de la reconnaissance et du soutien considérées prédisaient de manière significative les résultantes considérées. Toutefois, très peu de différences générationnelles ont été observées, et celles-ci sont davantage compatibles avec un effet de l'âge et du stade de carrière que de la génération, montrant une plus grande efficacité de certaines pratiques chez les employés plus jeunes.

Parmi les nombreuses professions aux prises avec des problèmes de pénurie, le secteur des soins infirmiers serait l’un des plus touchés. À cette pénurie s’ajoutent une détérioration importante de l’environnement de travail et de la satisfaction au travail et, par conséquent, de la perception du climat de travail chez les infirmières. Les perceptions qu’entretient un individu à l’égard des aspects de l’environnement de travail qui lui sont psychologiquement significatifs qualifient le climat psychologique de travail. Une des conséquences potentielles d’une perception négative du climat psychologique de travail serait l’intention de quitter soit l’organisation ou encore la profession. Cependant, les mécanismes par lesquels une personne passe d’une perception négative du climat psychologique de travail aux intentions de quitter demeurent à expliquer. À cet effet, une relation de médiation de la satisfaction au travail dans le lien unissant le climat psychologique de travail et les intentions de quitter est suggérée. Une compréhension élargie de la nature de ces relations est essentielle dans la création et le maintien d’un climat de travail satisfaisant qui d’une part, recrute et retient les infirmières et, d’autre part, décourage d’éventuelles démissions précoces. C’est donc dans cette perspective que s’inscrit la présente thèse. Le premier article, de nature conceptuelle, s’adresse aux différents intervenants en soins infirmiers (ex : dirigeants, administrateurs, gestionnaires, personnel infirmier, etc.) ainsi qu’aux chercheurs spécialisés dans le domaine de la gestion des soins infirmiers. Il expose dans un premier temps les dimensions du climat psychologique de travail qui influencent la satisfaction au travail des infirmières. Il enchaine ensuite en expliquant comment celles-ci contribuent aux intentions de quitter soit l’organisation ou encore la profession. Enfin, il termine en présentant des stratégies reconnues d’évaluation et d’intervention en matière d’amélioration du climat de travail et de la satisfaction au travail chez les infirmières. Plus précisément, la façon dont leur mise en action favorise l’efficacité et l’efficience des démarches d’amélioration entreprises par les établissements de santé en vue de créer un environnement de travail sain et satisfaisant, et en conséquence, de dissuader le personnel infirmier de quitter l’organisation ou encore la profession de manière prématurée, est expliquée. Le second article, de nature empirique, s’adresse essentiellement à la communauté scientifique intéressée par le domaine des soins infirmiers, plus spécifiquement le recrutement et la rétention des infirmières en contexte de pénurie. Le premier objectif est d’identifier, parmi les dimensions du climat psychologique de travail, les meilleurs prédicteurs de l’intention de quitter l’organisation et les meilleurs prédicteurs de l’intention de quitter la profession infirmière. À cette fin, des analyses de régressions multiples ont été réalisées auprès d’un échantillon de 201 participants. Parmi les quatre dimensions du climat psychologique de travail retenues dans le cadre de cette étude, soit l’adéquation de la charge de travail, la qualité du leadership, la qualité de l’équipe de travail et la coopération organisationnelle, les résultats n’ont révélé qu’une seule relation significative et négative, et ce, entre l’adéquation de la charge de travail et l’intention de quitter l’organisation. Le deuxième objectif est d’examiner l’effet médiateur de la satisfaction au travail sur la relation entre chacune des dimensions du climat psychologique de travail et l’intention de quitter soit l’organisation ou encore la profession infirmière. Les résultats obtenus aux analyses de médiation révèlent que la satisfaction au travail joue un rôle médiateur dans le lien unissant chacune des dimensions du climat psychologique de travail retenues dans l’étude, soit l’adéquation de la charge de travail, la qualité du leadership, la qualité de l’équipe de travail et la coopération organisationnelle et l’intention de quitter l’organisation ainsi que l’intention de quitter la profession. En somme, cette thèse apporte une contribution intéressante sur le plan de l’avancée des connaissances théoriques et des pratiques d’évaluation et d’intervention visant la diminution des intentions de quitter par le biais de démarches d’amélioration du climat psychologique de travail et de la satisfaction au travail chez les infirmières. En matière de contributions empiriques, la présente thèse apporte une validation additionnelle du rôle médiateur de la satisfaction au travail dans le lien unissant les dimensions du climat psychologique de travail et l’intention de quitter l’organisation ainsi que la profession infirmière. Au plan de la contribution à la pratique professionnelle, elle permet d’orienter les nombreux intervenants du domaine des soins infirmiers vers des interventions fondées sur des preuves scientifiques solides et rigoureuses.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.

Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit.