Extra-role helping, defined as assisting co-workers with their work tasks, and extra-role voice, defined as arguing for constructive change, are believed to be functional for work groups. However, the mechanisms by which helping and voice might contribute to group effectiveness have not been described in detail, and relatively little empirical research has addressed the effects that helping and voice actually have within groups, or their relationships with outcomes relevant to group effectiveness. I argue that helping and voice will have their most direct and immediate effects on fellow group members, and that these effects may influence the subsequent performance of the group as a whole. I present a cross-level model of task facilitation, which describes the impact that group level helping may have on the task performance of individual group members. I present a cross-level model of climate building, which describes the impact that group level helping and voice may have on the climate perceptions of individual group members. I test hypotheses drawn from these models in three studies. Study one was conducted with 1086 Australian air traffic controllers in 45 groups. The results provided support for the task facilitation mechanism, and showed that group level helping was positively associated with the task performance and effectiveness of individual air traffic controllers. Study two was conducted in an Australian public sector organisation employing over 4000 individuals in 177 groups. The results of this study provided support for the climate building mechanism. Group level helping was positively associated with individual perceptions of affective climate. The effects of group level voice depended on the level of goal clarity within the group. I argued that group members would perceive a greater need for voice when group goal clarity was low, and that under these circumstances, group members would attribute voice behaviour to a genuine desire to benefit the group. Under conditions of high goal clarity, however, group members would not perceive a need for voice, and so the voice behaviours would be attributed to self-serving motives to gain power, influence or resources. Results supported these arguments, with group voice having a negative effect on climate perceptions when goal clarity was high, and a positive effect on climate perceptions when goal clarity was low. In study three I examined the impact of attributions for voice behaviour directly. I conducted an experiment with 69 second year management students. Students were placed in a simulated organisational context by way of a written vignette. The level of co-worker voice and the motives for voice were manipulated within this vignette to form a two by two factorial design in which the level of voice (no voice vs. some voice) was crossed with co-worker motives (self-serving vs. altruistic). Manipulation checks showed that participants attributed the co-worker's behaviour to self serving motives in the self-serving condition, and to altruistic motives in the altruistic condition. The results showed that voice behaviour had a negative impact on climate perceptions when self-serving attributions were made. When altruistic attributions were made, the presence or absence of voice did not influence climate perceptions. The results of the three studies suggest that extra-role helping and voice form important parts of the technical, social and psychological environment in which group members work. Furthermore, this environment can have important effects on the task performance and climate perceptions of group members. To the extent that group effectiveness depends on high levels of individual task performance and positive climate perceptions, these outcomes will influence subsequent group effectiveness. I close by discussing the contribution of the task facilitation and climate building models, and the practical implications of the results obtained within this thesis.

Doctor of Philosophy (PhD) / The aim of this thesis is to understand what drives the evolution of industrial networks and how such understanding can be used to stimulate sustainable development. A complex adaptive systems perspective has been adopted to analyse the complex interaction between organisational behaviour and industrial network evolution. This analysis has formed the basis for the development of a modelling approach that allows for quantitative exploration of how different organisational perceptions about current and future uncertainty affect their behaviour and therefore the network evolution. This analysis results in a set of potential evolutionary pathways for an industrial network and their associated performance in terms of sustainable development. Subsequently, this modelling approach has been used to explore the consequences of interventions in the network evolution and to identify robust interventions for stimulating sustainable development of industrial networks. The analysis, modelling approach and development of interventions has been developed in the context of a bioenergy network in the region of KwaZulu-Natal in South Africa. Industrial networks are an important aspect of today’s life and provide many goods and services to households and individuals all over the world. They consist of a large number of autonomous organisations, where some organisations contribute by transforming or transacting natural resources, such as oil, agricultural products or water, while other organisations contribute to networks by providing information or setting regulation or subsidies (local or national governments) or by influencing decision making processes of other organisations in networks (advocacy groups). Throughout the process from natural resource to product or service, industrial networks have important economic, environmental and social impacts on the socio-economic and biophysical systems in which they operate. The sum of complex interactions between organisations affects the rate in which natural resources are used, environmental impacts associated with transformation and transaction of resources and social impacts on local communities, regions or countries as a whole. The aim of this thesis is to understand how industrial networks evolve and how they can be stimulated towards sustainable development. The first question that has been addressed in this thesis is how to understand the complex interaction between organisational behaviour and industrial network evolution. Organisational behaviour is affected by many functional and implicit characteristics within the environment in which the organisation operates, while simultaneously the environment is a function of non-linear relationships between individual organisational actions and their consequences for both the function and structure of the network. This thesis has identified four different characteristics of industrial networks that affect organisational behaviour: 1) Functional characteristics 2) Implicit behavioural characteristics 3) Implicit relational characteristics 4) Implicit network characteristics. Functional characteristics are those characteristics that are formally recognised by all organisations within an industrial network and which affect their position within the network. Examples of functional characteristics are the price and quantity of resources available, the location and distance of organisations within a network, infrastructure availability or regulation. Implicit characteristics, on the other hand, are those characteristics that impact the decision making process of organisations, but which are not formally part of the network. From an organisational perspective, implicit characteristics are the rules, heuristics, norms and values that an organisation uses to determine its objectives, position and potential actions. Implicit relational characteristics, most importantly trust and loyalty, affect an organisations choice between potential partners and implicit network characteristics are those social norms and values that emerge through social embeddedness. Collectively, these functional and implicit characteristics and their interactions determine the outcome of organisational decisions and therefore the direction of the industrial network evolution. The complex interaction between these large numbers of characteristics requires quantitative models to explore how different network characteristics and different interactions result in different network evolutions. This thesis has developed an agent-based simulation model to explore industrial network evolutions. To represent the multi-scale complexity of industrial networks, the model consists of four scales. Each scale represents different processes that connect the functional and implicit characteristics of an industrial network to each other. The two basic scales represent the strategic actions of the organisations on the one hand and the industrial network function and structure on the other. The third scale represents the processes that take place within the mental models of organisations describing how they make sense of their environment and inform their strategic decision making process. The fourth scale represents the social embeddedness of organisations and how social processes create and destroy social institutions. The model has been developed such that it allows for exploring how changes in different network characteristics or processes affect the evolution of the network as a whole. The second question that has been addressed in this thesis is how to evaluate sustainable development of different evolutionary pathways of industrial networks. First of all, a systems approach has been adopted to explore the consequences of an industrial network to the larger socio-economic and biophysical system in which the network operates. Subsequently, a set of structural indicators has been proposed to evaluate the dynamic performance of industrial networks. These four structural indicators reflect the efficiency, effectiveness, resilience and adaptiveness of industrial networks. Efficiency and effectiveness relate to the operational features by which industrial networks provides a particular contribution to society. Resilience and adaptiveness relate to the system’s capacity to maintain or adapt its contribution to society while under stress of temporary shocks or permanent shifts, respectively. Finally, different multi-criteria decision analysis (MCDA) tools have been applied to provide a holistic evaluation of sustainable development of industrial networks. The third important question that is addressed in this thesis is how to systematically explore the potential evolutionary pathways of an industrial network, which has led to the development of agent-based scenario analysis. Agent-based scenario analysis systematically explores how industrial network evolutions might evolve depending on the perceptions of organisations towards the inherent uncertainty associated with strategic decision making in networks. The agent-based scenario analysis consists of two steps. Firstly, analysts develop a set of coherent context scenarios, which represents their view on the context in which an industrial network will operate within the future. For a bioenergy network, for example, this step results in a set of scenarios that each represent a coherent future of the socio-economic system in which the network might evolve. The second step is the development of a set of ‘agent scenarios’. Each agent-based scenario is based on a different ‘mental model’ employed by organisations within the network about how to deal with the inherent ambiguity of the future. The organisational perspective towards uncertainty is of major importance for the evolution of industrial networks, because it determines the innovative behaviour of organisations, the structure of the network and the direction in which the network evolves. One the one hand, organisations can ignore future ambiguity and base their actions on the environment that they can observe in their present state. On the other extreme, organisations can adopt a view that the future is inherently uncertain and in which they view social norms and values more important than functional characteristics to make sense of their environment. The mental models are differentiated according to two dimensions: 1) different mental representation of the world and 2) different cognitive processes that can be employed to inform strategic actions. Along these dimensions, different processes can be employed to make sense of the environment and to inform decision making. The thesis has shown that by systematically exploring the different perceptions possible, an adequate understanding of the different evolutionary pathways can be gained to inform the evaluation and development of interventions to stimulate sustainable development. The final part of this thesis has applied the analysis and methodology developed throughout this thesis to a bioenergy network in the province of Kwazulu-Natal in South Africa. The bioenergy network consists of a set of existing sugar mills with large quantities of bagasse, a biomass waste product, available. Bagasse is currently burned inefficiently to produce steam for the sugar mills, but can potentially be used for the production of green electricity, biodiesel, bioethanol or gelfuel. All of these products have important consequences for the region in terms of associated reductions in CO2 emissions, electrification of and/or energy provision for rural households and local economic development of the region. This thesis has modelled strategic decisions of the sugar mills, the existing electricity generator, potential independent energy producers, local and national governments and how their actions and interactions can lead to different evolutionary pathways of the bioenergy network. The agent-based scenario analysis has been used to explore how different perceptions of organisations can lead to different network evolutions. Finally, the model has been used to explore the consequences of two categories of interventions on stimulating sustainable development. The conclusions are that both categories of interventions, financial interventions by national government and the introduction of multi-criteria decision analysis (MCDA) tools to aid strategic decision making, can have both positive and negative effects on the network evolutions, depending on what ‘mental models’ are employed by organisations. Furthermore, there is no single intervention that outperforms the others in terms of stimulating both functional and structural features of sustainable development. The final conclusion is that instead of focusing on individual or collective targets, emphasis should be placed on the development of interventions that focus on evolutionary aspects of industrial networks rather than functional performance criteria. This thesis has also highlighted interesting research questions for future investigation. The methodology developed in this thesis is applied to a single case study, but there are still many questions concerning how different industrial networks might benefit from different organisational perceptions towards uncertainty. Furthermore, the role between the mental models and sustainable development requires further investigation, especially in the light of globalisation and the interconnectiveness of industrial networks in different countries and continents. Finally, this methodology has provided a platform for investigating how new technologies might be developed that anticipate needs of future generations. This thesis has provided a first and important step in developing a methodology that addresses the complex issues associated with sustainable development, benefiting both academics and practitioners that aim to stimulate sustainable development.

Thesis (MPhil (Information Science))--Stellenbosch University, 2008. / Organisations find themselves in a world of ever-increasing rate of change. Increasingly organisations operate in what is known as the edge of chaos—that zone which paradoxically might lead to paralysis and disaster or to creativity and innovation. In this area of uncertainty, organisations rely on their ability to create new organisational knowledge. What is unclear is exactly how new knowledge comes into being under these conditions and what would count as new organisational knowledge. The thesis tries to shed light on the process by which new organisational knowledge comes into being by considering the context of complexity as an environment that demands innovation while at the same time being the catalyst for knowledge creation. The debate on the nature of organizational knowledge is revisited and contrasted from individual knowledge. A review of the mainstream theories of organisational knowledge creation led up to Boisot’s Social Learning Cycle as the benchmark theory that is used in the rest of the argument. Thereafter the work of Weick on Organisational Sensemaking is discussed. It is argued that the condition of complexity leads to an increase in occasions that activate and heighten organizational sensemaking processes. Parallels are noted between the process of sensemaking and parts of the Social Learning Cycle. It is shown that under conditions of comlexity, organisational knowledge creation processes and sensemaking processes are not only similar, but that organisational sensemaking can be seen as the mechanism whereby new organisational knowledge is created when organisations operate at the edge of chaos. This has a number of implications. The theory of organisational sensemaking is applied to an area of organisational life where it has not been seen as applicable, organisational knowledge creation processes are shown to be much more fundamental phenomena than the literature suggests, and combining Boisot and Weick leads to greater theoretical elegance.

Comprehensive research has been done on organisational behaviour, entrepreneurial spirit, entrepreneur, entrepreneurship and corporate entrepreneurship. Literature is however less clear on which organisational behaviour components influence corporate entrepreneurship. This creates a problem for managers and business leaders when they want to influence the entrepreneurial spirit within an organisation. This study summaries the literature on organisational behaviour variables and corporate entrepreneurship, as well as the limited findings linking the two concepts. The empirical study focuses four areas: testing validity and reliability of the measurements used in the study; the correlation between organisational behaviour components and corporate entrepreneurship; the ability of organisational behaviour components to predict corporate entrepreneurship; and finally testing if the grouping of organisational behaviour variables is justified. This cross sectional study was done in 12 non-listed and 5 listed companies in South Africa. Randomly selected employees completed 862 questionnaires. They represented all the local ethnic groups, both genders, and were from all organisational levels. The results of the empirical study indicated that the measurements used in the study were all acceptable being reliable and valid. The correlation between the selected organisational behaviour components and corporate entrepreneurship were all strong and significant, with goal setting the strongest, followed by performance management, then transformational leadership, and communication. The correlation with shared decision making, organisational culture, and power were less strong but still significant. The organisational behaviour components together declare a 46.5% variance in corporate entrepreneurship with organisational culture and goal setting contributing significantly and uniquely. Grouping the organisational behaviour variables in individual level, group level and organisational level, as suggested by many authors, did not provide a satisfactory solution. Suggestions to managers on where to focus when they want to foster corporate entrepreneurship were made. The limitations as well as suggestions for future research were discussed in the final instance. / Graduate School of Business Leadership / D.B.L.

One of the major challenges facing South African IT organisations today is the dramatic shortage of IT professionals. Both literature and business sentiment have indicated that employee turnover within the IT sector is on a continually rising trend. The ramifications of these high turnover rates translate into exorbitant direct and indirect costs to organisations. The purpose of this research was to identify the factors pertaining to the underlying structure of the turnover intention of these employees. A deeper understanding of these drivers may possibly enable management to reduce the turnover intention of employees within their organisations. A quantitative, multi-disciplinary research approach, focussing on the antecedents of turnover intention and the three systemic levels of organisational behaviour (micro, meso and macro) was used to operationalise the main research construct of this study. Data was collected by means of an anonymous self-administered web-based survey. A sample of 188 completed questionnaires was collected using a snowball sampling technique from the population of employees in the IT industry in South Africa. A statistical data reduction method, exploratory factor analysis, was conducted on the dataset to determine the underlying nature of the construct, IT employees’ perceived intention to resign from employment. After an appropriate number of factor analytic rounds, a robust 4-factor model of the data set was established. The results indicated that the factor, Personal Enrichment from Management Support, possibly plays the most significant role in understanding, monitoring, and managing IT employees’ perceived intention to resign from employment. The study provided support that monetary factors had the most significant influence in an employee’s decision to join an organisation; however, nonmonetary benefits, such as job satisfaction and skills development, were found to be more effective in retaining employees. The practical implications uncovered from this study will enable management to gain further insight into understanding the underlying factors and drivers of turnover intention and thereby minimise its impact on the organisation. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The aim of this study was to develop a substantive theory for leading a change process towards achieving synergy between the business units of a globally diver-sified organisation. A modernist qualitative research methodology was followed. Casing was employed as research design. Grounded theory as proposed by Strauss and Corbin (1998) was applied as research strategy. Twenty seven employees were selected as research participants by means of purposive sampling. All the participants were selected on the basis of their in-volvement in synergy activities in the Company. In-depth interviews and re-quested essays were used as data collection methods to explore the twenty seven participants’ experiences with synergy. Two focus group interviews were addition-ally used as data collection methods. The nine participants in the first focus group interview were members of a regional synergy committee. The other focus group consisted of three executives of the Company. Participant observation was em-ployed as another data collection method during the focus group meetings as well as at one video conference on the establishment of a forum for recruitment and selection in the Company in which seven employees participated. The data was analysed by utilising the grounded theory methodology. After the conclusion of the data analysis phase, the first order constructs and re-lated concepts to synergy were further explored in the literature. A substantive theory for leading a change process towards achieving synergy was developed by aligning the conditional/ consequential matrix of Strauss & Corbin (1998) and the S-O-R theory of Partington (2000). Despite shortcomings the aim of the study was achieved. The study contributed to the development of theory, methodology and also contributed on a practical level. Recommendations for further research conclude the dissertation. / Prof. Willem Schurink Prof. Gert Roodt

Morale is a commonly used term both in business and society but the concept of morale is relatively poorly defined and understood. In a recent paper Liefooghe et al. (2004) expressed surprise that "when reviewing the literature, no strong theory to explain morale as such is in evidence, nor are there many empirical studies that offer solid ground to advise organisations"(p 1). This thesis aims to provide these theories and this empirical evidence in order to produce a better understanding of morale. This research identifies a number of deficiencies in the current understanding of morale. These range from elision with other concepts to disagreement about whether it is an individual or group phenomenon. In this study, four principal domains are examined: (i) what morale is; (ii) how it differs from other concepts; (iii) the antecedents of morale and (iv) its consequences. A mixed methods approach was adopted combining idiographic and nomothetic research. The idiographic phase of the research adopted a Straussian (1998) grounded theory approach, involving data collection from seven different organisations. The data was accrued from a combination of site visits, informal contacts, external research, and 203 semi-structured interviews which were supplemented with psychometric instruments. The data were then coded and analysed. Morale could be readily differentiated from other concepts and emerged as a phenomenon with three dimensions: affective, future/goal and interpersonal. It was also viewed as a single phenomenon which was generalisable across situations and rooted in the individual although perceived members of the group exerted considerable influence. The antecedents of morale impacted on the three dimensions outlined above. Its consequences were the zeal with which tasks are undertaken, creativity and engagement. The nomothetic element of the research developed a number of measurement scales, grounded in the qualitative phase. These allowed morale to be differentiated from other phenomena and offered insights into individual and group perceptions of morale and the influence of personality variables. Further quantitative research confirmed the three dimensional structure of the concept. The results of these two phases were then integrated to provide a picture of the phenomenon of morale, differentiate it from other concepts and elucidate its antecedents and consequences. An appraisal of the limitations of the research is also made. Finally the implications of this research for both academic researchers and practitioners are discussed along with suggestions for future research.

Demographic changes have facilitated longer, healthier lives, and legislative changes have encouraged extended working lives through the increasing of state pension age, equalisation of state pensions, and the removal of the default retirement age. Recent age discrimination legislation has begun to combat age discrimination within the employment context of the UK. Legal precedent has also been established during the course of this research through case law, as a result of high profile age discrimination cases reaching the Supreme Court. Through several interview studies, this thesis explores the experiences, views and attitudes of employees, employers, job seekers and retired individuals. Utilising focus groups, this thesis also presents data from a range of charity representatives, human resources professionals, line managers, employment advisors, health and safety practitioners, and trade union representatives in order to explore the influence of changes in later life working policy and practice. The research of this thesis also includes a consultation exercise to engage the potential users of the research and develops a policy and practice framework providing recommendations which could lead to better outcomes and improved opportunities for older workers. Finally, a series of video case studies presents the research findings in an accessible visual format. This varied use of communication methods was specifically selected in order to increase the impact of the research and potential user audience. Research findings highlighted that managing age diversity was perceived as essential for employee motivation and organisational competitiveness. In particular, interviewees from generationally diverse workforces also reported a more positive attitude to age. Evidence from this thesis presents direct examples of age discrimination limiting the employment opportunities of older workers. Potential victims of age discrimination often struggle to gather evidence to support their perception that they may have been mistreated due to their age. Especially for job seekers, the perception of age discrimination presents a significant barrier to confidence, motivation, and opportunities during the employment search. These concerns are also exacerbated by the most widely reported barrier to securing employment for older jobseekers which was insufficient feedback. While a small minority of employers discussed discriminatory practices, the majority were positive towards age diversity and embraced the benefits of older workers. Responsibility for retirement transitions and performance management as older employees reach the end of their careers were issues employers reported struggling with in light of the removal of the default retirement age. The findings of this thesis highlight the importance of challenging age stereotypes and embracing the opportunities that a multi-generational workforce offers in order to increase equality of opportunity and promote age positive organisational culture. All parts of society have a shared responsibility to change attitudes towards older workers, and offer workers of all ages the equality they deserve.

The purpose of the study was to explore the role of organisational behaviour in establishing a corporate university in a large corporate in the construction industry. Studies have been conducted regarding the process steps in establishing a corporate university but a gap exists in the cohesive presentation of the various relationships and the behaviours that drive the successful implementation and sustained operation of a learning academy. An understanding of organisational behaviour at three levels (individual, group and organisational) is a critical success factor that provides the superstructure to the firm foundation provided by the right process steps. An in-depth, single case study research design was used by the researcher taking a qualitative approach from a complete member researcher perspective with an analytic autoethnographic orientation. Data collection comprised archival document review and semi-structured, in-depth interviews with senior executives and leadership on other levels in the organisation. Analysis was conducted with the assistance of a qualitative data analysis computer software package as well as through iterative coding and memo writing to surface patterns and themes. The study resulted in a framework reflecting a complex web of relationships and roles that included: context as a catalyst; leadership as a critical role player; academy structure as a key driver of learning; individuals as recipients and beneficiaries; key stakeholders and internal role players in the implementation of learning; and finally, organisational culture as the normative domain. The study concludes with propositions that encapsulate these relationships. The framework presenting a complex web of relationships and roles has expanded the existing theory of organisational learning by integrating and incorporating organisational behaviour theory to understand the role that behaviour on individual, group and organisational levels plays when establishing a corporate university. In addition, the framework provides insight into the role of an academy in promoting a culture of learning. Organisations can benefit from an insight into the behaviours which underpin the establishment of a corporate academy because such insight will more readily lead to successful implementation and the avoidance of costly mistakes. A corporate academy plays a key role in assisting organisations to build essential skills and capabilities particularly in times of increasing demand for competent and capable employees to execute strategy. The single ‘revelatory’ case study approach was conducted due to the unique opportunity presented when the researcher was tasked with establishing a corporate university in a large corporate in the construction industry. / Thesis (PhD)--University of Pretoria, 2013. / gm2014 / Human Resource Management / unrestricted

<p>  </p> <p>Prior research assumes that employees have positive attitudes toward corporate social responsibility (CSR) and are affected positively by their organization’s CSR practices. However, given the sometimes controversial and paradoxical nature of CSR, assuming purely positive attitudes may be overly simplistic. To challenge this assumption, I examine CSR attitudes to illuminate various views employees may hold toward CSR. To do so, I first develop measures of CSR Attitudes that includes four subscales to assess the extent to which employees hold positive, negative, ambivalent, or indifferent attitudes toward CSR. Next, drawing on social information processing theory, I examine subjective (ethical climate perceptions and CSR attributions) and objective (CSR messages) social information antecedents to employee CSR attitudes. Further, I examine behavioral (physical withdrawal, in-role and extra-role CSR performance, and helping behaviors) and cognitive (psychological withdrawal, volunteering intent, and perspective taking) responses to CSR attitudes. I also consider two relevant individual differences that affect these pathways. To test my hypotheses, I conducted an experimental vignette study to test the relationship between subjective and objective social information antecedents and the full range of CSR attitudes. Additionally, I conducted a field study to test the full model presented in this dissertation. Results demonstrate mixed support for hypotheses. However, strong support was found for the positive effect of values-driven CSR attributions on employee positive CSR attitudes. Further, positive CSR attitudes were found to relate to the prosocial behaviors of extra-role CSR behaviors and volunteering intent. Lastly, CSR ambivalence related to both positive and negative employee outcomes, demonstrating that CSR ambivalence may be more complicated than extant ambivalence research would suggest.</p>