<p>Disertacija se bavi efektima liderstva, LMX i transformacionog liderstva na razliĉite organizacione i poslovne performanse preduzeća u Bosni i Hercegovini. Od poslovnih performansi su kao kljuĉne posmatrane finansijske i performanse uspje&scaron;nosti razvoja novog proizvoda, a kao organizacione performanse posmatrani su: zadovoljstvo poslom, organizaciona posvećenost, organizaciona komunikacija i meĊusobno povjerenje na poslu. Pored toga, u disertaciji su obrazloţeni i neki drugi organizacioni ishodi koji su u uzroĉno-posljediĉnoj vezi sa liderstvom: organizaciono pona&scaron;anje, organizaciona kultura, motivacija i stres. Istraţivaĉki dio disertacije je zasnovan na podacima koji su dobijeni iz dva istovremeno sprovedena istraţivanja. Prvo istraţivanje je obuhvatilo anketiranje N=334 menadţera srednjeg nivoa iz 103 preduzeća u Bosni i Hercegovini. Od metoda statistiĉke obrade podataka kori&scaron;teni su: deskriptivna statistika, korelaciona analiza, regresiona analiza i hijerarhijska regresiona analiza za ispitivanje moderatornog dejstva. Osnovni zakljuĉci ovog istraţivanja su: (1) Lideri u B&amp;H preduzećima imaju visoka oĉekivanja u pogledu performansi, a malo podr&scaron;ke i osjećanja za zaposlene. Kazne su ĉe&scaron;će nego nagrade, LMX je oko prosjeka, distanca moći iznad prosjeka, a organizaciona posvećenost ima nisku prosjeĉnu ocjenu. (2) Zaposleni u B&amp;H preduzećima ne vole visoku distancu moći, preferiraju dobre meĊuljudske odnose, kako sa nadreĊenim tako i sa kolegama. Pored toga, zaposleni visoko cijene nagraĊivanje i strategijske sposobnosti lidera. Insistiranje lidera na visokim performansama, kao i primjena sistema kaţnjavanja, ne daju pozitivne efekte. (3) Zadovoljstvo poslom, zadovoljstvo organizacionom komunikacijom i meĊusobno povjerenje na poslu su oko prosjeka. Zaposleni su vi&scaron;e zadovoljni aspektima posla koji su vezani za socijalne odnose u preduzeću nego postojećim i potencijalnim naknadama. Generalno posmatrano,<br />zadovoljni su organizacionom komunikacijom, naroĉito sa onom koju realizuju sa menadţerima srednjeg nivoa, a meĊusobno povjerenje je ne&scaron;to intenzivnije kada su u pitanju namjere i akcije kolega nego namjere i akcije menadţmenta preduzeća. (4) Vlasniĉka struktura i nacionalno porijeklo preduzeća nisu znaĉajni moderatori posmatranih odnosa. Moderatorni efekat pokazao se samo u malom broju sluĉajeva. (5) Lideri treba da smanje distancu moći, smanje visoka oĉekivanja u smislu performansi, smanje kazne, a da pobolj&scaron;aju svoj odnos sa zaposlenima, da njeguju dobre odnose meĊu zaposlenima, da povećaju nagrade, i da se usavr&scaron;avaju u svojim strate&scaron;kim znanjima, razmi&scaron;ljanjima i akcijama.<br />TakoĊer, da bi disertacija dala sveobuhvatne informacije o efektima liderstva na organizacione i poslovne performanse preduzeća u Bosni i Hercegovini, pored prethodno navedenog istraţivanja menadţera srednjeg nivoa, uraĊeno je i dodatno, uporedno istraţivanje na uzorku od 127 top menadţera u isto toliko preduzeća, po principu jedno preduzeće jedan top menadţer. Uvaţavajući ĉinjenicu da moderno poslovanje nameće liderima potrebu kreiranja i stalnog uvoĊenja promjena u postojeći naĉin poslovanja, &scaron;to u svojoj su&scaron;tini predstavlja transformaciono liderstvo, ovo istraţivanje je imalo za cilj da utvrdi obim i intenzitet efekata transformacionog liderstva vrhunskih menadţera na poslovne performanse B&amp;H preduzeća. Kao poslovne performase posmatrane su finansijske performanse i performanse razvoja novog proizvoda. Rezultati ovog istraţivanja pokazuju da transformaciono liderstvo ima pozitivan uticaj na postizanje visokog nivoa finansijskih performansi i performansi razvoja novog proizvoda. TakoĊer, istraţivanje je pokazalo da lideri i top menadţeri najvi&scaron;eg nivoa u preduzećima u Bosni i Hercegovini imaju veći fokus na zadatke nego na ljude. U tom smislu, preporuka za njih jeste da vi&scaron;e paţnje posvećuju kreiranju i uvoĊenju promjenama u postojeći model poslovanja, na budućnost i dugoroĉne planove, ali i na svoje zaposlene kao glavne nosioce svih poslovnih procesa.</p> / <p>The dissertation deals with the effects of leadership, LMX and transformational leadership on the various organisational and business performance of enterprises in Bosnia and Herzegovina. Of business performance, key financial and success of new product development performance are considered to be key, while as organisational performance we consider: job satisfaction, organisational commitment, organisational communication and mutual trust at work. In addition, the dissertation also explains other organisational outcomes that are in a cause-and-effect relationship with leadership: organisational behaviour, organisational culture, motivation and stress. The research part of the dissertation is based on data obtained from two simultaneously conducted research. The first survey included a survey of N = 334 mid-level managers from 103 enterprises in Bosnia and Herzegovina. The statistical methods used are: descriptive statistics, correlation analysis, regression analysis and hierarchical regression analysis for moderate effect testing. The basic conclusions of this research are: (1) Leaders in Bosnia and Herzegovina have high expectations in terms of performance, with little support and feelings for employees. The penalties are more frequent than the rewards, the LMX is around the average, the distance of power above the average, and the organisation&#39;s commitment has a low average grade. (2) Employees in Bosnia and Herzegovina do not like a great distance of power, preferring good interpersonal relationships, both with their superiors and their counterparts. In addition, employees highly value and reward strategic abilities of leaders. Insistence of leaders on high-performance, as well as the application of the punishment system, do not yield positive effects. (3) Job satisfaction, satisfaction with organisational communication and mutual trust in work are around the average. Employees are more satisfied with aspects of work related to social relations in the company<br />than the existing and potential benefits. Generally speaking, they are happy with organisational communication, especially with middle-level managers, and mutual trust is more intense when it comes to the intentions and actions of colleagues than the intentions and actions of enterprise management. (4) Ownership structure and national origin of enterprises are not significant moderators of observed relationships. The moderate effect has only been demonstrated in a small number of cases. (5) Leaders should reduce the distance of power, reduce high performance expectations, reduce punishment, improve their relationship with employees, nurture good relations among employees, increase rewards, and improve their strategic knowledge, thinking and action.<br />Also, in order for the dissertation to provide comprehensive information on the effects of leadership on organisational and business performance of enterprises in Bosnia and Herzegovina, in addition to the aforementioned research of mid-level managers, an additional parallel study was carried out on a sample of 127 top managers in the same companies, on the principle of one company one top manager. Bearing in mind the fact that modern business imposes on leaders the need to create and permanently introduce changes to existing business practises, which in essence represents transformational leadership, this research was intended to determine the scope and intensity of the transformation leadership effects of top managers on business performance of enterprises in Bosnia and Herzegovina. We consider financial performance and performance of new product development as business performance. The results of this research show that transformational leadership has a positive influence on achieving a high level of financial performance and the performance of developing a new product. Also, research has shown that leaders and top managers of the highest level in enterprises in Bosnia and Herzegovina have a greater focus on tasks than on people. In this regard, the recommendation to them is to pay more attention to the design and implementation of changes in the existing business model, the future and long-term plans, but also to its employees as the main carriers of all business processes.</p>

Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

The information technology industry is considered to be one of the most demanding industries, with significant social, physical and psychological consequences for the wellbeing of the information technology professional. Work wellness and general psychological well-being plays an important role in the well-being of the information technology professional. The measurement of work-related wellness requires valid, reliable and culturally fair measuring instruments. However research on work wellness and occupational well-being in South Africa is lacking, especially in the information technology context. A lack of norms for work-related wellness in South Africa makes the identification of work-related wellness in the information technology industry difficult. Consequently, investigating the reliability, validity, equivalence and bias of work-related well-being measuring instruments would result in the standardisation of work wellness (consisting of burnout and engagement) and occupational well-being, suitable for use in the multicultural information technology industry setting. Moreover, the operationalisation of work wellness, as well as an inclusive model regarding the work-related wellness of information technology professionals that includes work wellness and occupational wellbeing are lacking in the South African literature. The objectives of this research were to standardise the measurement of work wellness for information technology professionals in South Africa, to develop and test a model of occupational well-being for information technology professionals in South Africa, to develop and test a comprehensive model of work-related wellness for information technology professionals in South Africa (consisting of work wellness and occupational well-being), and to test for moderating effects of affectivity in the experience of mark related well-being of information technology professionals in South Africa. The research consists of three separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design with a snowball sample (n = 214) of information technology professionals in South Africa was used. Adapted versions of the Maslach Burnout Inventory - General Survey (MBI-GS) and Gtrecht Work Engagement Scale (UWES), as well as the Satisfaction with Life Scale (SWLS), Affectometer 2 (AFM-2), Life Orientation Test - Revised (LOT-R), Organisational Commitment Questionnaire (OC-Q), Information Technology Job Characteristics Inventory (ITJCI), as well as the Health scale of the Organisational Screening Evaluation Tool (ASSET) and a biographical questionnaire were used. Descriptive statistics, analysis of variance, correlations, exploratory factor analysis and structural equation modeling were used. Exploratory factor analysis confirmed a two-factor model for the MBI-GS consisting of a combined Burnout factor and Professional Efficacy, while a one-factor model was found for the UWES, namely Engagement, with acceptable internal consistencies. Exploratory second-order factor analysis confirmed a two-factor, culturally fair model of work wellness for information technology professionals in South Africa, consisting of burnout and work engagement. Item bias analysis revealed no evidence of bias for the MBI-GS, while uniform bias was found for two items (Items 7 and 12) of the UWES. Construct equivalence in terms of work wellness was obtained for the different language groups in the sample. The results confirmed a four-factor model of occupational well-being for information technology professionals in South Africa, namely negative and positive work wellness, organisational commitment and general psychological well-being. The model of occupational well-being was found to be equivalent across language groups, except for general psychological well-being, which seemed to differ for the non-mother-tongue English language speakers. In terms of work-related wellness, a model consisting of work wellness and occupational well-being was constructed and uccessfully tested. Structural equation analysis confirmed main effects for negative affectivity in terms of burnout and engagement, while main effects were confirmed for burnout, ill-health and engagement in terms of positive affectivity. Interaction effects for affectivity were not confirmed in the model of work-related wellness of information technology professionals in South Africa. Recommendations for the organisation and future research were made / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

The information technology industry is considered to be one of the most demanding industries, with significant social, physical and psychological consequences for the wellbeing of the information technology professional. Work wellness and general psychological well-being plays an important role in the well-being of the information technology professional. The measurement of work-related wellness requires valid, reliable and culturally fair measuring instruments. However research on work wellness and occupational well-being in South Africa is lacking, especially in the information technology context. A lack of norms for work-related wellness in South Africa makes the identification of work-related wellness in the information technology industry difficult. Consequently, investigating the reliability, validity, equivalence and bias of work-related well-being measuring instruments would result in the standardisation of work wellness (consisting of burnout and engagement) and occupational well-being, suitable for use in the multicultural information technology industry setting. Moreover, the operationalisation of work wellness, as well as an inclusive model regarding the work-related wellness of information technology professionals that includes work wellness and occupational wellbeing are lacking in the South African literature. The objectives of this research were to standardise the measurement of work wellness for information technology professionals in South Africa, to develop and test a model of occupational well-being for information technology professionals in South Africa, to develop and test a comprehensive model of work-related wellness for information technology professionals in South Africa (consisting of work wellness and occupational well-being), and to test for moderating effects of affectivity in the experience of mark related well-being of information technology professionals in South Africa. The research consists of three separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design with a snowball sample (n = 214) of information technology professionals in South Africa was used. Adapted versions of the Maslach Burnout Inventory - General Survey (MBI-GS) and Gtrecht Work Engagement Scale (UWES), as well as the Satisfaction with Life Scale (SWLS), Affectometer 2 (AFM-2), Life Orientation Test - Revised (LOT-R), Organisational Commitment Questionnaire (OC-Q), Information Technology Job Characteristics Inventory (ITJCI), as well as the Health scale of the Organisational Screening Evaluation Tool (ASSET) and a biographical questionnaire were used. Descriptive statistics, analysis of variance, correlations, exploratory factor analysis and structural equation modeling were used. Exploratory factor analysis confirmed a two-factor model for the MBI-GS consisting of a combined Burnout factor and Professional Efficacy, while a one-factor model was found for the UWES, namely Engagement, with acceptable internal consistencies. Exploratory second-order factor analysis confirmed a two-factor, culturally fair model of work wellness for information technology professionals in South Africa, consisting of burnout and work engagement. Item bias analysis revealed no evidence of bias for the MBI-GS, while uniform bias was found for two items (Items 7 and 12) of the UWES. Construct equivalence in terms of work wellness was obtained for the different language groups in the sample. The results confirmed a four-factor model of occupational well-being for information technology professionals in South Africa, namely negative and positive work wellness, organisational commitment and general psychological well-being. The model of occupational well-being was found to be equivalent across language groups, except for general psychological well-being, which seemed to differ for the non-mother-tongue English language speakers. In terms of work-related wellness, a model consisting of work wellness and occupational well-being was constructed and uccessfully tested. Structural equation analysis confirmed main effects for negative affectivity in terms of burnout and engagement, while main effects were confirmed for burnout, ill-health and engagement in terms of positive affectivity. Interaction effects for affectivity were not confirmed in the model of work-related wellness of information technology professionals in South Africa. Recommendations for the organisation and future research were made / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The purpose of the study was to develop an ethical context and behaviour model by investigating the relationship between individuals’ ethical context and behaviour variables and their job retention and performance related-factors, which has been under-researched in the Democratic Republic of Congo’s working environment. A quantitative cross-sectional survey approach was followed in this study. The population consisted predominantly of a non–probability sample of (N=839) permanently employed employees in an organisation in this country. The results revealed significant relationships between the construct variables. Structural equation modelling indicated a good fit of the data with the canonical correlations-derived measurement model. The main findings are reported and interpreted in terms of an empirically-based ethical context and behaviour model. These findings may provide new knowledge for the design of retention and performance practices which add to the body of knowledge in relation to ethical context and behaviour, job retention and performance / Industrial and Organisational Psychology / D. Admin. (Industrial & Organisational Psychology)

This research focused on constructing a psychological profile for change interventions by investigating both the interrelationships and overall relationships between work stress (as the independent variable), psychological attachment (job embeddedness and organisational commitment) (as the mediating variables) and attitudes towards change (as the dependent variable). A non-experimental cross-sectional quantitative survey design approach using standardised valid and reliable measuring instruments (Sources of Job Stress Scale, Organisational Commitment Questionnaire, Job Embededdness Questionnaire, Attitudes towards Change Questionnaire) was used on a non-probability purposive sample of employees from one of the largest, fast-moving consumer goods companies in South Africa (N = 350), ranging from administrative to executive level. Bivariate correlations showed a statistically positive inter-relationship between sources of work stress, psychological attachment (job embeddedness and organisational commitment) and attitudes towards change. A canonical correlation analysis indicated a significant overall relationship between the sources of work stress, psychological attachment (job embeddedness and organisational commitment) and attitudes towards change dispositions. Mediation modelling revealed the mediating role of psychological attachment (organisational commitment and job embeddedness) in the sources of work stress and attitudes towards change relationship. Moderated hierarchical regression analyses showed that age and gender significantly moderated the relationship between individuals’ sources of work stress and their attitudes towards change dispositions. Tests for mean differences revealed that significant differences exist between age and sources of work stress, affective and continuance commitment, fit and sacrifice embeddedness. Differences exist between race groups’ affective and continuance commitment. Job security is a concern across all employment levels in the organisation. Individuals at an executive, upper administrative and administrative level revealed significant differences in terms of their continuance commitment. Cognitive and behavioural attitudes towards change did not differ significantly across all employment levels. At a theoretical level, this study developed an understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised psychological profile to manage change. At an empirical level, it developed an empirically tested psychological profile for change interventions in terms of the various behavioural dimensions. At a practical level, organisational change practices in terms of the behavioural dimensions of the psychological profile were recommended. / Psychology / D. Phil. (Psychology)

Higher education institutions (HEIs) are now adopting the management styles that are being practised in profit-making organisations in the private sector. The top management in HEIs embark on monitoring performance of all categories of their employees, including academic staff. This has become necessary in order to encourage and enhance quality in teaching and also to achieve increased research productivity. This means that the same principles involved in managing the private sector, such as introducing performance management systems, are now applied in the public sector. Empirical evidence from previous studies suggests that the introduction and implementation of performance management systems in academic institutions often result in tension between academic employees and management, thereby heightening the age-long debate on the necessity for academic freedom in institutions of higher learning globally. The present study evaluated the perception of academic staff members regarding the implementation of a performance management system in an open distance learning institution in South Africa. The study adopted a survey research design, using a quantitative research approach. The total sample of the study comprised of 492 academic staff members of the institution. A structured self-administered web-based questionnaire that was tested for high reliability and validity content was used to collect primary data from the respondents. The data were analysed using both descriptive and inferential (one-way sample t-test) statistics. The research findings indicate that academic staff members at the institution are satisfied with the performance management system implemented by management. The study further found that academics do not consider the resultant performance bonus from the implementation of the performance management system sufficiently motivating and that it should therefore be reviewed by management. Overall, the outcome of the present study was to a large extent inconsistent with the empirical evidence presented by previous studies. / Business Management / M. Com. (Business Management)