Text in English, abstracts in English, Afrikaans and Zulu / This research endeavoured to construct a psychological framework for enhancing relational attitudes and behaviour in a South African employment relations context by investigating the relationship dynamics between individuals’ work-related perceptions (perceived organisational support and justice) and work experiences (psychological contract violation) and their relational attitudes (organisational and union commitment) and behaviour (organisational citizenship behaviour and counterproductive work behaviour) in the workplace, as moderated by their personal dispositions (individualism/collectivism) and mediated by organisational cynicism and trust. The associations between individuals’ personal (gender, age, population group and education level) and work-related (employment status, tenure, job level and union membership) characteristics and these dispositional and relational variables were also explored. A quantitative cross-sectional survey was conducted on a purposive sample of employed students registered at a higher education institution (n = 740). Canonical correlation analysis revealed that individuals’ work-related perceptions and work experiences as well as their sense of organisational cynicism and trust were strong predictors of their attitudinal commitment towards their organisations and their organisationally directed organisational citizenship behaviour. Structural equation modelling indicated a good fit between employees’ perceptions of the quality of their social exchange relationship with their employing organisations and their trust in and cynicism towards these organisations as antecedents of relational attitudes and behaviour. Mediation analysis indicated that individuals’ work-related perceptions and work experiences influence their attitudinal commitment to their employing organisations through their sense of organisational cynicism and trust. Moderation analysis revealed that the influence of individuals’ cynicism towards their employing organisations on their attitudinal commitment is conditional upon their level of horizontal collectivism. Multiple regression analysis showed that individuals’ gender, population group, level of education and job level explain their attitudinal and behavioural reactions to work-related perceptions and work experiences. Tests for significant mean differences revealed significant differences in terms of the biographical variables. At a theoretical level, the study extended the understanding of relational attitudes and behaviour and the antecedents thereof in the workplace. At an empirical level, the study delivered an empirically tested psychological framework for enhancing relational attitudes and behaviour. At a practical level, individual and organisational interventions in terms of the psychological framework were recommended. / Met hierdie studie is gepoog om ʼn sielkundige raamwerk daar te stel wat aangewend kan word om werknemerhoudings en -gedrag in ‘n Suid-Afrikaanse arbeidsverhoudinge konteks te verbeter. Met die oog hierop is ondersoek ingestel na die verhoudingsdinamiek tussen individue se werkverwante persepsies (waargenome organisasiesteun en -geregtigheid); werksbelewenisse (skending van die sielkundige kontrak); hulle houdings (organisasie- en vakbondverbondenheid); en gedrag (organisasieburgerskapgedrag en teenproduktiewe werksgedrag) by die werkplek wat deur hulle pesoonlike ingesteldheid (individualisme/ kollektivisme) beïnvloed word en deur organisasiesinisme en -vertroue bemiddel word. Die verband tussen individue se persoonlike eienskappe (hulle geslag, ouderdom, bevolkingsgroep en opleidingsvlak), werkverwante eienskappe (hulle arbeidstatus, dienstyd, posvlak en vakbondlidmaatskap) en hierdie gesindheids- en verhoudingsveranderlikes is eweneens verken. 'n Kwantitatiewe deursneeopname is gedoen met 'n doelgerigte steekproef onder werkende studente wat by 'n hoëronderwysinstelling ingeskryf is (n = 740). 'n Kanonieke korrelasieanalise het getoon dat individue se werkverwante persepsies en belewenisse sowel as hul organisasiesinisme en -vertroue 'n goeie aanduiding was van hulle houdingsverbondenheid tot hulle organisasies en van hulle burgerskapgedrag jeens hulle organisasies. Strukturele vergelykingsmodellering het groot ooreenkomste tussen werknemers se persepsies van hoe goed hulle sosiale uitruilverhouding met hul werkgewerorganisasies is asook hul vertroue in en sinisme teenoor hierdie organisasies as antesedente van hulle houdings teenoor en gedrag in hulle organisasies aan die lig gebring. Volgens 'n bemiddelingsanalise bepaal werknemers se werkverwante persepsies en werkbelewenisse hulle verbondenheid tot hulle werkgewerorganisasie op grond van hulle organisasiesinisme en -vertroue. 'n Modereringsanalise het getoon dat die invloed wat individue se sinisme teenoor hulle werkgewerorganisasies op hulle verbondenheid het, afhanklik is van hulle vlak van horisontale kollektivisme. Voorts blyk dit uit 'n meervoudige regressieanalise dat individue se geslag, bevolkingsgroep, opleiding en posvlak hulle houding- en gedragsreaksie op werkverwante persepsies en belewenisse verduidelik. Afgesien hiervan het opvallende verskille ten opsigte van die biografiese veranderlikes danksy toetse vir beduidende gemiddeldeverskille aan die lig gekom. Op teoretiese vlak het hierdie studie die kennis van werksverwante houdings en gedrag en die antesedente daarvan in die werkplek verbeter. Op empiriese vlak het hierdie studie 'n empiries getoetste sielkundige raamwerk vir die bevordering van positiewe werksverwante houdings en -gedrag tot gevolg gehad. Op praktiese vlak is individuele en organisasie-intervensies ten opsigte van die sielkundige raamwerk aanbeveel. / Lolu cwaningo luzama ukwakha uhlaka lwezengqondo lokukhulisa indlela enhle yokucabanga nokuziphatha kumqondosizinda wezindlela zokusebenza eNingizimu Afrika ngokucubungula izinguquko ebudlelwaneni phakathi kwemibono emayelana nemisebenzi yomuntu ngamunye (ukusekela nobulungiswa kwenhlangano okucatshangelwayo) nababhekana nakho emsebenzini (ukungahlonishwa kwesivumelwano sezengqondo) nendlela yabo yokucabanga (ukuzibophezela kwenhlangano nokubumbana) nendlela yokuziphatha (indlela yokuziphatha ngokobuzwe benhlangano nendlela yokuziphatha engavumelani nokwenziwa ngemfanelo komsebenzi) emsebenzini njengoba kujivazwa yindlela bona ngokwabo abaziphethe ngayo (ngokuzimela/ngokusebenzisana) futhi kugqugquzelwa ukungabaza nokungabinethemba enhlanganweni. Ubudlelwane phakathi kobunjalo bomuntu ngomuntu (ubulili, iminyaka yobudala, nokuthi ungowaliphi iqembu labantu kanye nezinga lemfundo) nokumayelana nomsebenzi (isimo sokusebenza, umsebenzi owenzayo, izinga lomsebenzi nobulungu benhlangano) izimpawu nalokhu okuguquguqukayo okuwubunjalo bomuntu nakho kwatholakala. Inhlolovo engamanani eyizigaba ezehlukene yenziwa kwisampula eyayikhethwe ngamabomu yabafundi ababhalisiwe esikhungweni semfundo ephakeme (n = 740). Ukuhlaziwa kokuhlobana okungenakuphikiswa kwaveza ukuthi izindlela zabantu ngabanye zokucabanga mayelana nomsebenzi nababhekana nakho emsebenzini kanjalo nombono wabo mayelana nokungabaza nokwethemba inhlangano kwakuyizona zinkomba ezazinamandla zokuzibophezela kwabo ngokwendlela yokucabanga ezinhlanganweni zabo kanye nendlela yabo yokuziphatha ngokwenhlangano okubhekiswe ebuzweni benhlangano. Indlela yokuqhathanisa ngokokwakheka yaveza ukuxhumana okuhle phakathi kombono wabasebenzi wezinga eliphezulu lobudlelwane babo bokuxoxisana nezinhlangano ezibaqashile kanye nokuthemba nokungabaza kwabo okwakuqondiswe kulezi zinhlangano njengesisekelo sendlela yokucabanga neyokuziphatha kwabo. Ukuhlaziywa kokuxoxisana kuveza ukuthi imibono yabantu emayelana nomsebenzi kanye nababhekana nakho emsebenzini kunomthelela ekuzibophezeleni kwabo ngokwendlela yokucabanga ezinhlanganweni ezibaqashile ngokomqondo wabo wokungabaza nokwethemba inhlangano. Ukuhlaziya okulawulekayo kwaveza ukuthi umthelela wokungabaza komumntu ngamunye mayelana nezinhlangano ezibaqashile ekuzibophezeleni kwabo ngokwendlela yokucabanga kuncike ezingeni labo lokusebenzisana ngokulinganayo. Ukuhlaziywa kokwehla ngamandla kwakhombisa ukuthi lokhu okulandelayo komuntu ngomuntu, ubulili, iqembu labantu akulona, izinga lemfundo nezinga lomsebenzi kuchaza indlela ababhekana ngayo ngokwendlela yokucabanga nokuziphatha okumayelana nomsebenzi nalokho ababhekana nakho emsebenzini. Ukuhlolwa kokusemqoka kuchaza umehluko owembula umehluko osemqoka ngokuguquguquka kwemininingwane ngomuntu. Ezingeni lethiyori, lolu cwaningo luveze ngokuthe xaxa ukuqonda indlela yokucabanga neyokuziphatha kwabantu, nezisekelo ezikhona endaweni yokusebenza. Ezingeni lokungase kubonakale kwenzeka, lesi sifundo silethe uhlaka lwezengqondo oluhlolwe njengolungase lwenzeke ukukhulisa indlela yokucabanga neyokuziphatha kwabantu. Ezingeni lokungase kwenzeke, kwancomeka ukuthi kube nokungenelela komuntu ngamunye nokwenhlangano ngokohlaka lwezengqondo. / Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

Text in English with abstracts in English, TshiVenda and Afrikaans / This research sought to propose a personnel selection model encompassing the influence of cognitive intelligence, ability emotional intelligence, trait emotional intelligence, and personality on job performance. Using a quantitative cross-sectional research design, the researcher investigated the interrelationships between the variables relevant to the study using a convenience sample of N = 299 that consisted of Zimbabwean supervisory and professionally qualified and experienced specialists of different ages and genders, and from different job tenures, and job types. To get a true picture of the relationships between the predictor and criterion variables, the interaction (moderating) effects between the sociodemographic variables (age, gender, job tenure, and job type) and the predictor variables (cognitive intelligence, ability emotional intelligence, trait emotional intelligence, and personality) in predicting the criterion of job performance were also examined. The researcher used correlational and inferential multivariate statistical analysis (structural equation modelling, regression analyses, and tests for significant mean differences) to test the research hypotheses. The results from the study indicated that cognitive intelligence was the best predictor of job performance, followed by ability emotional intelligence, and then by personality. Trait emotional intelligence could not account for any variance in job performance. The results showed significant interaction effects between personality and job tenure (judging-perceiving personality types) and job types (extraversion-introversion personality types) in predicting job performance. Significant sociodemographic mean differences in the levels of the predictor variables were also identified. The identified predictive powers of the variables, the interaction effects between the identified sociodemographic and the predictor variables in predicting job performance, and the significant sociodemographic mean differences in the levels of predictor variables need to be considered for personnel selection practices in order to understand the nature of variables that may enhance or inhibit job performance. From a theoretical perspective, the research advanced personnel selection theory by empirically and scientifically identifying the core elements of personnel selection, and proposing a personnel selection model for use by industrial psychologists and organisations. / Ṱhoḓisiso heyi i ṱoḓa u dzinginya tshiedza tsha maitele ane a shumiswa hu tshi tholwa vhashumi ane a katela ṱhuṱhuwedzo ya vhukoni ha muhumbulo nga u angaredza, vhukoni ha u dzhiela nṱha na u langula vhupfiwa, vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana, na vhuḓifari kha kushumele mushumoni. Hu tshi khou shumiswa maitele a ṱhoḓisiso a nḓila yo dzudzanaho ya u kuvhanganya na u saukanya data u bva kha zwiko zwo fhambanaho, u guda zwine zwa khou itea kha tshigwada nga tshenetsho tshifhinga, muṱoḓisisi o ṱoḓisisa vhushaka vhukati ha zwithu zwine zwa fhambana zwo teaho kha ngudo, hu tshi khou shumiswa sambula ya vhathu vhane zwa leluwa u vha swikelela N = 299, i katelaho vhaṱoli na vhathu vha re na ndalukano dza mushumo na vhomakone vha re na tshenzhelo vha vhukale ho fhambanaho, mbeu, tshifhinga tshe vha shuma na tshaka dza mushumo kha vhathu vha Zimbabwe. U wana tshifanyiso tsha vhukuma tsha vhushaka vhukati ha zwithu zwine zwa khou humbulelwa na zwithu zwo ḓisendekaho nga zwiṅwe, ṱhuṱhuwedzo ine ya itea khathihi vhukati ha zwithu zwivhili hune u ṱangana hazwo zwa vha na ndeme khulwane u fhirisa zwipiḓa vhukati ha zwiṱaluli zwa vhathu (vhukale, mbeu, tshifhinga tshe vhashuma, lushaka lwa mushumo) na zwithu zwine zwa khou humbulelwa (vhukoni ha muhumbulo nga u angaredza, vhukoni ha u dzhiela nṱha na u langula vhupfiwa ,vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana, na vhuḓifari) kha u humbulela nḓila dza kushumele mushumoni na dzone dzo ṱoḓuluswa. Muṱoḓisisi o shumisa khoriḽeshinala na siṱatisiṱiki tsha iniferinshiaḽa maḽithivareithi musi a tshi khou saukanya (tshiedza tsha siṱatisisṱika, maitele a siṱatisiṱika a u humbulela vhushaka vhukati ha zwithu, na u linga ndeme ya phambano ya siṱatisiṱika) u linga u vhonela phanḓa kha khonadzeo ya ṱhoḓisiso. Mvelelo u bva kha ngudo dzo sumbedzisa uri vhukoni ha muhumbulo nga u angaredza ho vha tshishumiswa tsha kushumele, ha tevhelwa nga vhukoni ha u dzhiela nṱha na u langula vhupfiwa, ha fhedzisela nga vhuḓifari. Vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana a vhu khwaṱhisedzi phambano kha kushumele mushumoni. Mvelelo dzo sumbedzisa tshanduko ine ya vha hone kha tshithu tshithihi i ḓitika nda ndeme ya tshiṅwe tshithu vhukati ha vhuḓifari na tshifhinga tshe vha shuma (mihumbulo ine ra vha nayo ri tshi sedza zwithu na nḓila ine ra tshilisa ngayo ḓuvha ḽiṅwe na ḽiiṅwe) na tshaka dza mushumo (na tshaka dza vhuḓifari dzo sedzaho nga nnḓa na nga ngomu) kha u humbulela kushumele. Ndeme ya phambano vhukati ha zwigwada zwivhili zwa matshilisano na vhathu kha zwithu zwine zwa khou humbulelwa na zwone zwo dovha zwa topolwa. Zwithu zwo topolwaho zwine zwa khou lavhelelwa, zwithu zwivhili zwo ḓiimisaho nga zwoṱhe zwi tshi ṱangana arali ṱhuṱhuwedzo ya tshithu tshithihi i tshi fhambana yo ḓitika nga vhuimo ha zwiṅwe zwithu vhukati ha zwithu zwa matshilisano na vhathu na zwithu zwine zwa khou humbulelwa, ṱhoḓea dzine dza tea u dzhielwa nṱha kha maitele ane a shumiswa hu tshi tholwa vhashumi u itela u pfesesa lushaka lwa zwithu zwine zwa nga engedza kana u thivhela kushumele. U bva kha mihumbulo ine ya khou ṱoḓisiswa, ṱhoḓisiso yo ṱuṱuwedza thyeori ya maitele ane a shumiswa hu tshi tholwa vhashumi nga u sedza na u topola zwithu zwa ndeme zwa maitele na milayo ya sainthifiki, na u dzinginya tshiedza tsha u thola vhashumi u itela u shumiswa nga vhaḓivhi vha muhumbulo vhane vha shuma na kutshilele na kushumele kha zwiimiswa. / Hierdie navorsing het gepoog om ʼn model vir personeelkeuring te ontwikkel op grond van die invloed van kognitiewe intelligensie, vermoë- emosionele intelligensie; eienskap- emosionele intelligensie en persoonlikheid op werkprestasie. Die navorser het ʼn kwantitatiewe dwarssnitnavorsingsontwerp gebruik, en die onderlinge verbande tussen die toepaslike veranderlikes ondersoek. Die geriefsteekproef van N = 299 het bestaan uit Zimbabwiese toesighoudende, opgeleide en ervare spesialiste van verskillende ouderdomme en uit beide geslagte wat verskillende dienstydperke agter die rug het, en uiteenlopende poste beklee. Om ʼn getroue beeld van die verbande tussen die voorspeller- en kriteriumveranderlikes te kry, is die interaksie- (modererende) effekte tussen die sosiaal-demografiese veranderlikes (ouderdom, geslag, dienstydperk en soort werk) en die voorspellerveranderlikes (kognitiewe intelligensie, vermoë- emosionele intelligensie; eienskap- emosionele intelligensie en persoonlikheid) in die voorspelling van die kriterium van werkprestasie ook ondersoek. Die navorser het ʼn korrelasie- en afgeleide, meerwisselende statistiese ontleding (strukturele vergelykingsmodellering, regressieontledings en toetse vir betekenisvolle gemiddeldeverskille) gedoen om die navorsingshipotese te toets. Die uitslag van die studie toon dat kognitiewe intelligensie die beste voorspeller van werkprestasie is, gevolg deur vermoë- emosionele intelligensie en persoonlikheid. Eienskap- emosionele intelligensie kon geen rekenskap van enige veranderlike in werkprestasie gee nie. Volgens die resultate is daar betekenisvolle interaksie-effekte tussen persoonlikheid en dienstydperk (keurder-waarnemer persoonlikheidstipes) en die soort werk (ekstroversie-introversiepersoonlikheidstipes) in die voorspelling van werkprestasie. Betekenisvolle sosiaal-demografiese gemiddeldeverskille in die vlakke van die voorspellerveranderlikes is ook aangedui. Die voorspellende kragte van die veranderlikes, die interaksie-effekte tussen die sosiaal-demografiese en die voorspellerveranderlikes in die voorspelling van werkprestasie sowel as die beduidende sosiaal-demografiese gemiddeldeverskille in die vlak van voorspellerveranderlikes moet vir personeelkeuringspraktyke in ag geneem word om die aard van veranderlikes wat werkprestasie kan verhoog of inhibeer, te verstaan. Uit ʼn teoretiese oogpunt het die navorsing die persoonkeuringsteorie gevolg deur die kernelemente van personeelkeuring op ʼn empiriese en wetenskaplike wyse aan te toon, en ʼn personeelkeuringsmodel vir bedryfsielkundiges en organisasies aan te bied. / Industrial and Organisational Psychology / D. Phil. (Consulting Psychology)