The topic of information transparency is becoming increasingly important in the online B2C (business-to-consumer) clothing industry. While both information transparency and perceived brand credibility are already known to be important for the firm, research shows that it is challenging to understand how information transparency influences brand credibility. It is because of the rapid growth of the online clothing and fashion industry that the significance of this research is rooted. Therefore, this paper set out to explore the influence of information transparency on perceived brand credibility in the online B2C clothing industry by performing a qualitative analysis. Furthermore, this research takes inspiration from existing literature that was conducted on information transparency. This research applies the same dimensions of information transparency from the existing literature by Zhou, et al., (2018) – namely product, vendor, and transaction transparency –  to act as a framework for this research and understand how they act to influence the perceptions of brand credibility. Three brand credibility dimensions put forth by Keller (2013) – perceived expertise, trustworthiness, and likeability – were used to understand what brand credibility entails. It was found that product transparency and vendor transparency influence perceptions of brand credibility through the dimensions of trustworthiness and likeability, while transaction transparency influences perceptions of brand credibility through all dimensions of brand credibility as specified by Keller, (2013).

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Text in Afrikaans / This study ascertains the extent of the experience of stress and the nature of stress management by educators. The literature showed that stress is defined from various theoretical perspectives; various approaches to stress management exist; and educators manage stress in various ways. This study defines stress from a cognitive-transactional perspective. A qualitative research method was used, descriptive data were generated by focus groups and inductively analysed. The results show that educators experienced stress ( much as seen in the literature) due to organisational, management and personal factors. According to this research, educators experience stress on the physical, emotional, social and intellectual levels. Educators' efforts to deal with stress reflect direct techniques such as seeking personal support and using confrontational techniques, as well as indirect techniques which encompass intellectual and physical techniques. Finally the development of a stress management program for educators is recommended. / Educational Studies / M. Ed. (Guidance and Counselling)

This research deals with organisation culture in the Chemical Industry, with specific reference to the culture in Gas Production. In the literature survey, the concept 'organisation culture' is studied theoretically from the perspective of Burke and Litwin. Theoretically, differences may occur between the current and desired organisation culture, between divisions and between levels of authority. The conclusion is drawn that culture change involves the whole organisation. In the empirical investigation, the Organisation Culture Index is applied to 36 employees at management level and 138 at employee level. The empirical findings show that there are significant differences. The empirical findings therefore support the theoretical findings that a single culture does not always exist in an organisation. This research also confirms that the culture in this organisation may not be appropriate for the present era. / Hierdie navorsing ondersoek organisasiekultuur in die Chemiese Bedryf, met spesifieke verwysing na die kultuur in Gasproduksie. In die literatuuroorsig word die konsep "organisasiekultuur" teoreties vanuit Burke en Litwin se perspektief beskou. Teoreties kan verskille in organisasiekultuur tussen die huidige en die verlangde organisasiekultuur, tussen afdelings en tussen gesagsvlakke voorkom. Die afleiding word gemaak dat kultuurverandering die totale organisasie betrek. In die empiriese ondersoek word die Organisasiekultuurindeks op 36 werknemers van die bestuursgroep en 138 van die werknemersgroep toegepas. Uit die empiriese bevindinge blyk dit dat daar betekenisvolle verskille in organisasiekultuur voorkom. Die empiriese bevindinge steun die teoretiese bevindinge dat daar nie altyd sprake is van 'n enkele kultuur in 'n organisasie nie. Daar word ook vasgestel dat hierdie organisasie se organisasiekultuur nie toespaslik is vir die huidige era nie. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system. / Psychology / D. Litt. et Phil. (Psychology)

This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The aim of this research was to determine how Gestalt Therapy could be utilised to re-write life script. Transactional Analysis terminology was translated into Gestalt Therapy, especially the terms life script, life position and re-writing in the literature study. Gestalt Therapy concepts of importance for the research were also discussed in the literature study. An empirical study was conducted, involving one respondent, for whom Gestalt Therapy sessions were provided with the aim of determining how life script could be re-written through such intervention. Gestalt Therapy concepts and life script concepts were identified during the therapy process. A re-written life script was formulated by the researcher corresponding with the level of functioning of the respondent during therapy and in relation to the respondent's life position. The researcher deducts from the entire study, but especially from the empirical study that life script can be re-written by means of utilising Gestalt Therapy. / Social Work / M. Diac. (Play Therapy)

Text in Afrikaans / Summaries in English and Afrikaans / Key terms in English and Afrikaans / Die doel van die studie was om organisasietraagheid as stremmende fenomeen te konseptualiseer en die manifestasie daarvan te ondersoek binne 'n tipiese werkorganisasie. Aandag is gegee aan organisasietransformasie binne die raamwerk van 'n diagnostiese model vir organisasie- en individuele ontwikkeling. Die empiriese studie bevestig die manifestasie van organisasietraagheid ten opsigte van die teikenorganisasie. Resultate bevestig dat respondente ten gunste is van veranderingsinisiatiewe, maar ondergeskiktes toon 'n emstige behoefte aan leierskap. Dit blyk ook dat die organisasie nie die vermoe het om vinnig op omgewingsveranderings te reageer nie. Gesonde bestuurspraktyke word nie gevolg nie en kreatiwiteit word nie aangemoedig nie. By ondergeskiktes bestaan ook twyfel oor veranderingsagente se vermoe om verandering te fasiliteer. / The purpose of the study was to conceptualise organisation inertia as a retarding phenomenon and to investigate its manifestation within a typical work organisation. Attention was given to organisational and individual development within the framework of a diagnostic model. The empirical study focussed on the manifestation of organisational inertia within the target organisation. Results confirmed that respondents are in favour of change initiatives but that the stimulation thereof do not exist. Subordinates are not encouraged to show creativity. The organisation demonstrates an incapability to respond to environmental changes and reflects a non-existence of healthy management practices. Little trust exists in the capability of change agents to facilitate change. / Economics and Management Sciences / M.A. (Industrial Psychology)

The purpose of the study was to investigate what the personnel considers about transactional and transformational leadership regarding the leader's use of contingent reward, management by exception, charisma/inspirational leadership, intellectual stimulation and individualized consideration leadership. For this qualitative study, a semi- structured interview guide was used to investigate six employee perceptions of the leadership styles on a company in central Sweden. The result was analyzed by deductive thematic methodology to identify keywords linked to respective theme and subcategory based on the Bass Factor Model (1985) (Avolio, Bass & Jung, 1999) division of leadership. The result presents the personnel’s perspective and adds to the knowledge of the employees view on meaning and implication of leadership. The result gives a picture of both transactional and transformational leadership as oriented to satisfying the needs of the employees in a workplace. The findings can give the organization greater understanding of how leadership can be applied to the workplace according to employee interests. / Syftet med studien var att undersöka vad personalen anser om transaktionellt och transformativt ledarskap avseende ledarens användande av villkorad belöning, leda genom avvikelser, karismatiskt/inspirerande, intellektualiserande och individualiserande ledarskap. För denna kvalitativa studie användes en semistrukturerad intervjuguide för att undersöka sex medarbetares uppfattningar av ledarskapsstilarna på ett företag i mellersta Sverige. Materialet analyserades genom deduktiv tematisk metod för att identifiera nyckelord kopplade till respektive tema och underkategori baserade på Bass faktormodell (1985) (Avolio, Bass & Jung, 1999). Resultatet presenterar personalens perspektiv på ledarskap och bidrar med kunskap om hur medarbetarna ser på betydelsen och tillämpningen av ledarskap. Det framkom en bild av både transaktionellt och transformativt ledararskap som inriktat på att tillfredsställa medarbetares behov i arbetslivet. Resultatet kan ge organisationen ökad förståelse för hur ledarskap kan tillämpas på arbetsplatsen enligt medarbetarnas intressen.

Ce travail doctoral a eu pour but de comprendre le rôle dynamique des moments de différentes intensités et valences perçues aux trois périodes d'une expérience de service (début, milieu, fin) sur la satisfaction globale dans le temps. Une revue de la littérature a été effectuée, s'articulant autour de quatre axes de recherche : l'expérience de service, la satisfaction du client, l'évaluation rétrospective d'une séquence temporelle et la mémoire, combinée alternativement à l'étude qualitative. Notre étude empirique comporte deux phases. Tout d'abord, une étude préalable a été réalisée par la méthode expérimentale en laboratoire comprenant 3 sous pré-tests. L'étude a eu pour but d'identifier 12 événements de services qui constituent ensuite une expérience (un festival) composée de trois périodes dont chacune comprend 4 différents événements (4 moments). L'étude principale a traité de ce festival en contexte réel (trois expérimentations, au Vietnam) en manipulant trois dimensions (saillance, valence et position temporelle de l'événement) avec une mesure longitudinale de la satisfaction globale (immédiatement après l'expérience, trois semaines après et six mois plus tard). Les tests des hypothèses sont réalisés à partir d'ANOVA-mesure répétée, d'équations structurelles, et d'analyse de dominance / This doctoral work attempts to understand the dynamic role of different moments within a service experience having different intensities, valences and existing across different service periods (start, middle, and end) on global satisfaction levels within a longitudinal perspective. The literature review which focuses on four streams: service experience, client satisfaction, retrospective evaluation of a temporal sequence, and memorization, was conducted alongside a qualitative study. It was followed by our empirical study which has two phases. The first phase is the preliminary studies in the laboratory wherein 3 pre-tests were conducted in order to identify 12 different moments of a service experience suitable for enactment in the final study as a real life festival. Moreover, the structure of the festival was also selected from the results of these pre-tests. In the second phase, a real life festival (3 different experiments, in Vietnam) was organized and the three dimensions (intensity, valence and temporal position) of the moments were manipulated. Additionally, a longitudinal measurement of global satisfaction (immediately after the festival, 3 weeks after the festival, 6 months after the festival) was taken. The data was subsequently treated with repeated measures ANOVA, structural equation modeling and dominance analysis. Results show differential effect of the moments on global satisfaction over time depending on the different levels of intensity, valence and temporal position