The purpose of this study was to explore the impact of the working conditions on the productivity of the nursing staff in the Midwife&Obstetrical Unit of Pretoria West Hospital. It was important to establish the working conditions prevailing within the unit and further to determine which factors related to the working conditions that influence productivity of the nursing staff. The findings of the research are intended to provide guidance to the management in dealing with issues regarding working conditions so as to improve the productivity of the nursing staff in the unit. A combination of quantitative and qualitative approaches was used, specifically the dominant-less-dominant model. The research approach was predominantly quantitative with lesser qualitative components incorporated for respondents to give recommendations intended for management so that improvement in their working conditions could be implemented Applied research was relevant in this study as the knowledge gained, can be utilised to address productivity problems emanating from working conditions. The aspects of working conditions that impact on productivity were explored and discussed in the literature study. The literature study also included a discussion on the cost of work stress on individuals and organizations. The section concluded with a discussion on the role of Employee Assistance Programme (EAP) in an organization. A self-developed questionnaire was used as a research tool to collect data from the respondents. No sampling was done because of the small size of the population, hence all members of the population were included in the study. The findings of the study were based on thirty-four questionnaires that were returned by the respondents. The findings were analysed and presented using tables and graphs which were then interpreted in words. The study revealed that the majority of the nursing staff in the Midwife Obstetrical Unit of Pretoria West Hospital perceives their working conditions as being stressful. The working conditions are negatively impacting on their well-being and job performance. The study also revealed that EAP has been implemented at the hospital, but the services of the programme are not being utilised by the majority of the nurses in the unit. Based on the findings of the study conclusions and recommendations were made regarding strategies to improve working conditions and to increase productivity. The important limitation of the study was that through reflections of some of the respondents’ views regarding sensitive issues were not obtained. Participants were given a choice of three responses which included remaining neutral. Unfortunately some respondents chose this option rather than taking a firm stand. / Dissertation (MSW)--University of Pretoria, 2010. / Social Work and Criminology / unrestricted

Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering te bepaaL Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser aangepas is vir die steekproef en deur faktorontleding valideer is. Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil. Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate and work motivation. Organisational climate was measured by the Organisational Diagnostic Questionnaire (ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire (EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of factor analysis for the population. The interaction of the biographical and organisational variables on the main variables was studied by means of ANOVA as well as correlations. The correlation between total organisational climate and total work motivation (calculated according to the Lawler formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis. By following the stepwise regression analytical procedures, the two dimensions of organisational climate (task characteristics and manager/leadership) used to forecast work motivation (as calculated by the Lawler formula), explained 30% of the variance of work motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Text in Afrikaans / Hierdie navorsing het ten doel om die verband tussen organisasieklimaat en werksmotivering te bepaaL Organisasieklimaat is met die Organisasiediagnosevraelys (ODV) gemeet en werksmolivering is met die Verwagtingsmotiveringsvraelys (VMV) gemeet, 'n skaal wat gefundeer is in die teoretiese model van Edward E Lawler, III, en deur die navorser aangepas is vir die steekproef en deur faktorontleding valideer is. Die interalcsie deur biografiese en organisatoriese veranderlikes (ras, geslag, hierargiese posvlak, werkspan, ouderdom en diensjare) is dear ontleding van variansie en korrelasieontleding ondersoek. AI die korrelasies tussen die hoofdimensies van organisasieklimaat en werksmotivering, met die uitsondering van valensie, ondersteun die navorsingshipoteses met totale organisasieklimaat en totale werlcsmotivering (volgens die Lawler-formule) se korrelasie gelyk aan 0,549 teen die 0,01 peil. Deur stapsgewyse regressie-ontleding is twee dimensies van organisasieklimaat, naamlik taakeienskappe asook bestuur en leierskap, gebruik om totale werksmotivering volgens Lawler se formule te voorspel. Ongeveer 30% van die variansie van werksmotivering is hierdeur voorspel. / The objective of this research is to determine the relationship between organisational climate and work motivation. Organisational climate was measured by the Organisational Diagnostic Questionnaire (ODQ), and work motivation was measured by the Expectancy Motivation Questionnaire (EMQ), a scale based on the model of Edward E. Lawler, III, and validated by means of factor analysis for the population. The interaction of the biographical and organisational variables on the main variables was studied by means of ANOVA as well as correlations. The correlation between total organisational climate and total work motivation (calculated according to the Lawler formula) was 0,549 at the 0,01 level, thus supporting the research hypothesis. By following the stepwise regression analytical procedures, the two dimensions of organisational climate (task characteristics and manager/leadership) used to forecast work motivation (as calculated by the Lawler formula), explained 30% of the variance of work motivation. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Hierdie studie is gebaseer op die behoefte wat bestaan aan dienslewering wat regerings-departemente behoort te lewer en meer spesifiek ten opsigte van hierdie studie die diens wat die Suid-Afrikaanse Polisiediens (SAPD) lewer. Gevolglik is die primêre navorsingsdoelstelling egter om 'n evaluasie van strategiese bestuur te doen ten einde te bepaal watter bydrae en waarde dit kan hê vir die Suid-Afrikaanse Polisiediens ten einde dienslewering te optimaliseer. Hierdie studie vervul die volgende navorsingsdoelwitte:  Die waarde en belang van strategiese bestuur is bepaal,  Die waarde en belang van leierskap is bepaal,  Die waarde van organisasiekultuur is bepaal en die rol wat dit vervul ten einde dienslewering te optimaliseer. Die navorser het 'n nie-empiriese (teoretiese) navorsingsontwerp gevolg wat fokus op 'n sistematiese oorsig van nasionale media-artikels as bronne. Die navorser het vir die doeleindes van hierdie studie dokumentêre bronne, in die vorm van nasionale gedrukte media en persoonlike ondervinding gebruik as datainsamelingsmetode. Volgens Punch (2014:158) mag dokumentêre bronne vir data op verkeie maniere in die sosiale wetenskaplike navorsing gebruik word. Somige studies kan en mag moontlik totaal afhanklik wees van dokumentêre data, met hierdie data dan die fokus in eie reg. Hierdie studie het verder aanbevelings gemaak dat strategiese bestuur wel voordele inhou vir die Suid-Afrikaanse Polisiediens. Strategiese bestuur kan in enige organisasie toegepas word. Die waarde daarvan is dat organisasies wat strategies bestuur word, die eksterne invloede van die omgewing proaktief kan bestuur. Die sosio-politieke en ekonomiese omstandighede in Suid-Afrika maak beleidsaanpassings in openbare organisasies noodsaaklik as gevolg van die dinamiese verandering op hierdie terrein. Met die hulp van 'n strategiese plan kan bestuur die organisasie proaktief bestuur na gelang van wat die interne en eksterne omgewing vereis. Die lojale, effektiewe, opgeleide, doeltreffende leiers en polisiebestuurders behoort daardie beamptes te wees wat strategiese bestuur optimaal benut en daadwerklik toepas sodat doeltreffende dienslewering optimal aan die diverse gemeenskappe gelewer kan word. Dit blyk ook verder dat die strategiese bestuur en beplanningstegnieke waardevolle hulpmiddels is vir die professionele polisiebestuurder in terme van die verwesenliking van doelstellings en doelwitte van die Suid-Afrikaanse Polisiediens. Die strategiese plan (2014-2019) van die Suid-Afrikaanse Polisiediens bevat alle fokusareas wat nodig is vir sukses en die uitvoering daarvan op operasionele vlak bly die maatstaf. Daar word opsommend volstaan dat al vier geformuleerde hipoteses wetenskaplik geverifieer kon word in hierdie teoretiese literatuurstudie en dat al vier die geformuleerde hipoteses wat gestel is aan die begin van hierdie navorsing, wel aanvaar kan word vir die suksesvolle implementering van strategiese bestuur in die Suid-Afrikaanse Polisiediens ten einde dienslewering te optimaliseer. Hierdie navorsing lewer ‘n bydrae tot die kennis verwant aan ‘n meer strategiese rol van leiers om dienslewering te optimaliseer. / This study has been based on the need for service delivery by government departments and more specific for this study the service delivery of the South-African Police Service. Consequently, the primary research goal was to evaluate strategic management to establish what contribution and value it could have for the South-African Police Service to optimize service delivery. This study fulfilled the following objectives:  The value and importance of strategic management was ascertained,  The value and importance of leadership was ascertained,  The value and importance of organisational culture was ascertained and the role it fulfills to optimize service delivery. The researcher followed a non-empirical (theoretical) research design that focused on a systematic overview of national media articles as sources. The researcher for the purpose of this study used documented sources, in the form of national printed media and personal experience as data collection method. According to Punch (2014:158), documentary sources of data might be used in various ways in social science research. Some studies might depend entirely on documentary data, with such data the focus in their own right. This study further provided recommendations that strategic management have essential benefits for the South African Police Service. Strategic management can also be implemented in any organisation. The value for organisations using strategic management is actually to be able to manage the influences from the external environment proactively. It is neccessary for public organisations to adjust policy due to the changes in the socio-political and economical circumstances. Management will be able, with the strategic plan, to manage the organisation proactively with regard to the ongoing needs and changes from the external environment. The loyal, efficient, effective, trained leaders and police managers should be those officials to use strategic management optimally and implement the strategic plan so that effective service delivery can be rendered to all diverse communities. Further more strategic management and planning techniques serve as valuable support for professional police managers in terms of reaching the goals and objectives of the South African Police Service. The strategic plan (2014-2019) of the South African Police Service includes all the focus areas that are needed for success, but the executing on operational level will be the measure. Thus, in summary, the researcher accepts that the four formulated hypotheses could be verified scientifically in this theoretical literature research. All four hypotheses are accepted for the successful implementation of strategic management in the South African Police Service to be able to optimise service delivery. This study contributes to the knowledge relating to a more strategic role of leaders to optimise service delivery. / Penology / M.Tech. (Policing)

Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)

Text in English with summary and key words in English, isiZulu and Afrikaans / Information and Communications Technology (ICT) adoption in a multicultural context needs to be well understood, since smooth ICT operations within several key sections of any multicultural organisation are impacted on by cultural factors. This study seeks to investigate the importance and effects of several variables – cultural tastes, cultural values, social structures, and the communication context and language – on ICT adoption in the African Union (AU). It also enhances understanding of issues faced by AU when adopting ICT in their daily operations. The study has reviewed theoretical literature, specifically Diffusion of Innovation Theory (DIT), Unified Theory of Acceptance and Use of Technology (UTAUT), The Competing Values Framework/Model, and Value-Based Adoption Model (VAM). The study used the value-based adoption model because in a multicultural environment such as AU, if an innovation is valuable and cost effective then they users are likely to adopt it. Reliability scores of the constructs were calculated by averaging the scores. The variables that could cause impact on ICT adoption included cultural values, social structure, culture taste, language and communication context. The tool was tested for reliability, and those questions that were found and unreliable questions were taken out from the final study. To enhance the test of validity of factors, Exploratory Factor Analysis (EFA) was preferred as the initial step in the validation process. The research was conducted at the AU offices within and outside of Ethiopia. A total of 288 participants completed a semi-structured questionnaire. Exploratory factor analysis was used. The findings indicate that language and cultural taste had a noteworthy effect at the stated significance level (α<0.05). Cultural values, communication, social structure and the communication context were found to be insignificant at the stated significance level (α<0.05). The study recommends that the AU embraces inclusivity of different and diverse languages into its ICT systems, to facilitate adoption and use by employees. In conclusion, the study points out that cultural tastes and languages are the vital elements in the adoption of ICT in the AU. / Ukwamukelwa kohlelo lezobuChwepheshe Bolwazi Kanye nokuXhumana (Information and communications technology (ICT) kwizidingo zesimo esiqukethe amasiko amaningi kufanele kuzwisiseke kahle, njengoba imisebenzi ehamba kahle yohlelo lwe-ICT kwimikhakha esemqoka yanoma iyiphi inhlangano enamasiko amaningi ithintwa yimithelela yosikompilo. Lolu cwaningo luqonde ukuphenya ukubaluleka Kanye nemithelela yezinto ezahlukene, kuxutshwa phakathi izinhlobo zamasiko, ubuhle bamasiko, izakhowo zomphakathi, Kanye nesimo sokuxhumana Kanye nolimi, phezu kokwamukelwa kwe-ICT kwinhlangano yoBunye be-Afrika (African Union (AU), ngenhloso yokuqinisa ulwazi lwezinto ezihlupha inhlangano ye-AU, uma yamukela uhlelo lwe-ICT kwimisebenzi yalo yansuku zonke. Ucwaningo luye lwabuyekeza ukuba khona ithiyori yombhalo wobuciko, ikakhulu ithiyori ebizwa nge-Diffusion of Innovation Theory (DIT), uhlelol lwe-Unified Theory of Acceptance and Use of Technology (UTAUT), uhlelo lwe-Competing Values Framework/Model Kanye ne-Value-based Adoption Model (VAM). Lolu hlelo lokugcina lusetshenzisiwe, ngoba kwisizinda samasiko amaningi esinjenge-AU, uma ngabe uhlelo lwamaqhinga amasha lutholakala lusemqoka futhi lungembi eqolo, ngakho-ke abasebenzisi balo bangalwamukela. Ucwaningo lwenziwa kumahovisi enhlangano ye-AU ezindaweni ezimbili ngaphakathi nangaphandle kwezwe lase-Ethiopia. Inani lonke labadlalindima aba-288 bagcwalise umbhalo wemibuzo ombaxambili. Amaphuzu achaza ukwethembeka (reliability scores) ezakhiwo akhalukhuleyithwe ngokuwalinganisa (averaged). Ithuluzi lohlelo lwe-VAM luhlolwe ngenhloso yokuthola izinga lokwethembeka, kanti-ke yinoma iyiphi imibuzo engathembeki isusiwe kucwaningo. Ukuqinisa uhlelo lokuhlola izinga lokufaneleko kwemithelela (validity of factors), ukuhlaziywa kwemithelela ephenyayo (exploratory factor analysis (EFA) kunconywe njengesinyathelo sokuqala kuhlelo lwe-validation. Ulwazi olutholakele luveza ukuthi ulimi kanye losikompilo kube nomthelela obonakalayo kwisilinganiso se (<0.05), kanti izimfundisa ezinhle zamasiko, ukuxhumana, isakhiwo somphakathi kanye nesimo sezokuxhumana kutholakele ukuthi akubalulekile kwisilinganiso esichaziwe sezinga le (<0.05). Ucwaningo luncoma ukuthi i-AU yamukela uhlelo lokufaka amasiko onke ngokusebenzisa izilimi ezahlukahlukene kumasistimu ayo e-ICT, ukunceda ukwamukelwa kanye nokusetshenziswa ngabasebenzi. Sengiphetha, ucwaningo, ucwaningo luyachaza ukuthi izinhlobo ezahlukene zamasiko kanye nezilimi kuyizinhlaka ezisemqoka ekwamukelweni kohlelo lwe-ICT ngaphakathim kwe-AU. / Die ingebruikneming van inligtings- en kommunikasietegnologie (IKT) in ʼn multikulturele konteks moet goed begryp word, aangesien vloeiende IKT-werksaamhede in verskeie sleutelsektore van enige multikulturele organisasie deur kulturele faktore beïnvloed word. Hierdie studie het ten doel gehad om die belangrikheid van verskillende veranderlikes, insluitende kulturele smake, kulturele waardes, sosiale strukture, en die kommunikasiekonteks en -taal, en die invloed daarvan op IKT-ingebruikneming in die Afrika-unie (AU) te ondersoek, met die oog op verbeterde begrip van die kwessies waarmee die AU gekonfronteer word wanneer IKT in hul daaglikse werksaamhede gebruik word. In die studie is die beskikbare teoretiese literatuur hersien, spesifiek die Diffusie van Innovasie- Teorie (DIT), die Saambindende Teorie van Aanvaarding en Gebruik van Tegnologie (UTAUT), die Mededingende Waardes-raamwerk/-model en die Waardegebaseerde Ingebruikneming-model (VAM). Laasgenoemde is toegepas, want in ʼn multikulturele omgewing soos dié van die AU sal gebruikers waarskynlik ʼn innovasie gebruik indien dit waardevol en kostedoeltreffend is. Die navorsing is by AU-kantore in sowel as buite Etiopië uitgevoer. Altesaam 288 deelnemers het ʼn halfgestruktureerde vraelys voltooi. Die betroubaarheidspuntetelling van die konstrukte is bereken deur hul gemiddelde te bepaal. Die VAM-hulpmiddel is getoets vir betroubaarheid, en enige onbetroubare vrae is uit die finale studie verwyder. Om die toets van geldigheid van faktore te versterk, is verkennende faktorontleding (EFA) verkies as die aanvanklike stap in die proses van geldigheidsbepaling. Die bevindinge het getoon dat taal en kulturele smaak ʼn noemenswaardige uitwerking op die genoemde beduidendheidspeil (<0.05) gehad het, terwyl kulturele waardes, kommunikasie, sosiale struktuur en die kommunikasiekonteks onbeduidend blyk te wees op die genoemde beduidendheidspeil (<0.05). Die studie beveel aan dat die AU inklusiwiteit verwelkom deur diverse tale in sy IK-stelsels te gebruik, om aanvaarding en ingebruikneming daarvan deur werknemers te bewerkstellig. Ten slotte: die studie het bevind dat kulturele smake en tale deurslaggewende elemente in die aanvaarding van IKT in die AU is / Ukwamukelwa kohlelo lezobuChwepheshe Bolwazi Kanye nokuXhumana (Information and communications technology (ICT) kwizidingo zesimo esiqukethe amasiko amaningi kufanele kuzwisiseke kahle, njengoba imisebenzi ehamba kahle yohlelo lwe-ICT kwimikhakha esemqoka yanoma iyiphi inhlangano enamasiko amaningi ithintwa yimithelela yosikompilo. Lolu cwaningo luqonde ukuphenya ukubaluleka Kanye nemithelela yezinto ezahlukene, kuxutshwa phakathi izinhlobo zamasiko, ubuhle bamasiko, izakhowo zomphakathi, Kanye nesimo sokuxhumana Kanye nolimi, phezu kokwamukelwa kwe-ICT kwinhlangano yoBunye be-Afrika (African Union (AU), ngenhloso yokuqinisa ulwazi lwezinto ezihlupha inhlangano ye-AU, uma yamukela uhlelo lwe-ICT kwimisebenzi yalo yansuku zonke. Ucwaningo luye lwabuyekeza ukuba khona ithiyori yombhalo wobuciko, ikakhulu ithiyori ebizwa nge-Diffusion of Innovation Theory (DIT), uhlelol lwe-Unified Theory of Acceptance and Use of Technology (UTAUT), uhlelo lwe-Competing Values Framework/Model Kanye ne-Value-based Adoption Model (VAM). Lolu hlelo lokugcina lusetshenzisiwe, ngoba kwisizinda samasiko amaningi esinjenge-AU, uma ngabe uhlelo lwamaqhinga amasha lutholakala lusemqoka futhi lungembi eqolo, ngakho-ke abasebenzisi balo bangalwamukela. Ucwaningo lwenziwa kumahovisi enhlangano ye-AU ezindaweni ezimbili ngaphakathi nangaphandle kwezwe lase-Ethiopia. Inani lonke labadlalindima aba-288 bagcwalise umbhalo wemibuzo ombaxambili. Amaphuzu achaza ukwethembeka (reliability scores) ezakhiwo akhalukhuleyithwe ngokuwalinganisa (averaged). Ithuluzi lohlelo lwe-VAM luhlolwe ngenhloso yokuthola izinga lokwethembeka, kanti-ke yinoma iyiphi imibuzo engathembeki isusiwe kucwaningo. Ukuqinisa uhlelo lokuhlola izinga lokufaneleko kwemithelela (validity of factors), ukuhlaziywa kwemithelela ephenyayo (exploratory factor analysis (EFA) kunconywe njengesinyathelo sokuqala kuhlelo lwe-validation. Ulwazi olutholakele luveza ukuthi ulimi kanye losikompilo kube nomthelela obonakalayo kwisilinganiso se (<0.05), kanti izimfundisa ezinhle zamasiko, ukuxhumana, isakhiwo somphakathi kanye nesimo sezokuxhumana kutholakele ukuthi akubalulekile kwisilinganiso esichaziwe sezinga le (<0.05). Ucwaningo luncoma ukuthi i-AU yamukela uhlelo lokufaka amasiko onke ngokusebenzisa izilimi ezahlukahlukene kumasistimu ayo e-ICT, ukunceda ukwamukelwa kanye nokusetshenziswa ngabasebenzi. Sengiphetha, ucwaningo, ucwaningo luyachaza ukuthi izinhlobo ezahlukene zamasiko kanye nezilimi kuyizinhlaka ezisemqoka ekwamukelweni kohlelo lwe-ICT ngaphakathim kwe-AU. / Die ingebruikneming van inligtings- en kommunikasietegnologie (IKT) in ʼn multikulturele konteks moet goed begryp word, aangesien vloeiende IKT-werksaamhede in verskeie sleutelsektore van enige multikulturele organisasie deur kulturele faktore beïnvloed word. Hierdie studie het ten doel gehad om die belangrikheid van verskillende veranderlikes, insluitende kulturele smake, kulturele waardes, sosiale strukture, en die kommunikasiekonteks en -taal, en die invloed daarvan op IKT-ingebruikneming in die Afrika-unie (AU) te ondersoek, met die oog op verbeterde begrip van die kwessies waarmee die AU gekonfronteer word wanneer IKT in hul daaglikse werksaamhede gebruik word. In die studie is die beskikbare teoretiese literatuur hersien, spesifiek die Diffusie van Innovasie- Teorie (DIT), die Saambindende Teorie van Aanvaarding en Gebruik van Tegnologie (UTAUT), die Mededingende Waardes-raamwerk/-model en die Waardegebaseerde Ingebruikneming-model (VAM). Laasgenoemde is toegepas, want in ʼn multikulturele omgewing soos dié van die AU sal gebruikers waarskynlik ʼn innovasie gebruik indien dit waardevol en kostedoeltreffend is. Die navorsing is by AU-kantore in sowel as buite Etiopië uitgevoer. Altesaam 288 deelnemers het ʼn halfgestruktureerde vraelys voltooi. Die betroubaarheidspuntetelling van die konstrukte is bereken deur hul gemiddelde te bepaal. Die VAM-hulpmiddel is getoets vir betroubaarheid, en enige onbetroubare vrae is uit die finale studie verwyder. Om die toets van geldigheid van faktore te versterk, is verkennende faktorontleding (EFA) verkies as die aanvanklike stap in die proses van geldigheidsbepaling. Die bevindinge het getoon dat taal en kulturele smaak ʼn noemenswaardige uitwerking op die genoemde beduidendheidspeil (<0.05) gehad het, terwyl kulturele waardes, kommunikasie, sosiale struktuur en die kommunikasiekonteks onbeduidend blyk te wees op die genoemde beduidendheidspeil (<0.05). Die studie beveel aan dat die AU inklusiwiteit verwelkom deur diverse tale in sy IK-stelsels te gebruik, om aanvaarding en ingebruikneming daarvan deur werknemers te bewerkstellig. Ten slotte: die studie het bevind dat kulturele smake en tale deurslaggewende elemente in die aanvaarding van IKT in die AU is. / School of Computing / M. Sc. (Computing)