<p>The current research aims to identify the variables that influence turnover intentions. In particular, this research explored the concept of turnover intentions by investigating the mediating effects of job satisfaction and psychological capital amongst a sample of 70 employees involved in the tourism industry. The study highlights that employees within the tourism industry within the Western Cape were the most satisfied with work content, and the least satisfied with leadership / supervision. The results emanating from the current study indicate that there is a strong, inverse relationship between job satisfaction and turnover intention amongst tourism employees in the Western Cape. Furthermore, the study revealed that a statistically significant, inverse relationship exists between psychological capital and turnover intention. Multiple regression analysis revealed these variables significantly explained the variance in turnover intention.</p>

This study is concerned with furthering an understanding of the behaviour of organisational boundary personnel, or more exactly, with how boundaries act as psychological environments. The study has two complementary aims: to describe the psychological environment encountered by boundary personnel and to offer a theoretical model of the organisation as a psychological environment, the latter being a prerequisite of the former. It is held that a social psychological perspective is needed which can deal adequately with organisations as antecedent conditions of behaviour, and that situational analysis offers a useful social psychological framework for this purpose. The empirical investigation is an initial descriptive study of the psychological environment encountered by boundary personnel. It is argued that initial descriptive studies are necessary when dealing with largely unstudied phenomena, and that this stage in the scientific process has often been undervalued by social psychologists. A diary analysis followed by interviews were used to elicit a range of situations encountered by boundary personnel having direct and frequent contact with customers and clients. Four organisations were studied, each having a different primary task. A self-completion questionnaire was administered to elicit judgemental data, using the situations as stimuli. Multidimensional scaling was applied to analyse the data, treated as four sub-sets. This yielded the dimensions underlying each data set and the representation of situations according to these dimensions in each case. The results suggest that three common dimensions (formality, anxiety and socio-emotionality) underlie the cognitive representations of boundary personnel, and that the psychological environment encountered is complex. A taxonomy of situations is constructed and several important hypotheses relating to the psychological environment of boundary personnel formulated. Implications for future research are discussed.

The primary aim of this research is to understand how the multiple levels within networks influence the organising dynamics in an intentionally formed network through the measurement of tie strength. This is a significant contribution because previous research is based on network studies in which only one level is considered, most of the research is conceptually undeveloped in the area. The research also addresses the measurement of the strength of relationships rather than just their existence or non-existence. Furthermore, this study examines intentionally created networks – an area where there is currently very little research. Thus the study is significant because the new data contributes to the marketing research environment and can be presented to examine findings in other research contexts, including the social policy and not-for-profit sectors. To address the aim and context of the study it was necessary to understand a national programme which had global objectives. The research involved a multi-method approach that utilised a single case-study strategy with multiple embedded cases consisting of three interdependent, intentionally formed networks, each with a central broker, in the elite and high-performance sport sector in New Zealand. The overall contributions of the research were: (1) The identification of a new network type, termed here as a structured network. (2) The finding that networks that are intentionally created and managed can be durable and effective, and this is dependent on the role of the central broker. This finding has obvious implications for practitioners involved in such networks and for governments that are interested in creating them. (3) The finding that cross-level pressures influence network effectiveness. (4) The finding that relationships developed at the pre-network formation stage contribute to network effectiveness. (5) And finally, the identification of a new stage of intentional network formation. This stage was taken by the New Zealand government issuing a tender in order to gauge the level of interest and the resources available to provide a network of services before establishing it.

The primary aim of this research is to understand how the multiple levels within networks influence the organising dynamics in an intentionally formed network through the measurement of tie strength. This is a significant contribution because previous research is based on network studies in which only one level is considered, most of the research is conceptually undeveloped in the area. The research also addresses the measurement of the strength of relationships rather than just their existence or non-existence. Furthermore, this study examines intentionally created networks – an area where there is currently very little research. Thus the study is significant because the new data contributes to the marketing research environment and can be presented to examine findings in other research contexts, including the social policy and not-for-profit sectors. To address the aim and context of the study it was necessary to understand a national programme which had global objectives. The research involved a multi-method approach that utilised a single case-study strategy with multiple embedded cases consisting of three interdependent, intentionally formed networks, each with a central broker, in the elite and high-performance sport sector in New Zealand. The overall contributions of the research were: (1) The identification of a new network type, termed here as a structured network. (2) The finding that networks that are intentionally created and managed can be durable and effective, and this is dependent on the role of the central broker. This finding has obvious implications for practitioners involved in such networks and for governments that are interested in creating them. (3) The finding that cross-level pressures influence network effectiveness. (4) The finding that relationships developed at the pre-network formation stage contribute to network effectiveness. (5) And finally, the identification of a new stage of intentional network formation. This stage was taken by the New Zealand government issuing a tender in order to gauge the level of interest and the resources available to provide a network of services before establishing it.

The primary aim of this research is to understand how the multiple levels within networks influence the organising dynamics in an intentionally formed network through the measurement of tie strength. This is a significant contribution because previous research is based on network studies in which only one level is considered, most of the research is conceptually undeveloped in the area. The research also addresses the measurement of the strength of relationships rather than just their existence or non-existence. Furthermore, this study examines intentionally created networks – an area where there is currently very little research. Thus the study is significant because the new data contributes to the marketing research environment and can be presented to examine findings in other research contexts, including the social policy and not-for-profit sectors. To address the aim and context of the study it was necessary to understand a national programme which had global objectives. The research involved a multi-method approach that utilised a single case-study strategy with multiple embedded cases consisting of three interdependent, intentionally formed networks, each with a central broker, in the elite and high-performance sport sector in New Zealand. The overall contributions of the research were: (1) The identification of a new network type, termed here as a structured network. (2) The finding that networks that are intentionally created and managed can be durable and effective, and this is dependent on the role of the central broker. This finding has obvious implications for practitioners involved in such networks and for governments that are interested in creating them. (3) The finding that cross-level pressures influence network effectiveness. (4) The finding that relationships developed at the pre-network formation stage contribute to network effectiveness. (5) And finally, the identification of a new stage of intentional network formation. This stage was taken by the New Zealand government issuing a tender in order to gauge the level of interest and the resources available to provide a network of services before establishing it.

Philosophiae Doctor - PhD / The present study provided insight into authentic leadership, psychological capital and exemplary followership behaviour as antecedents of work engagement of employees. A quantitative, cross-sectional survey design was utilised, using a composite electronic questionnaire. Data was gathered by using a purposive sample of managers in a national South African healthcare industry organisation (N = 647). The portability of the measurement instruments to a South African context were validated through confirmatory and exploratory factor analysis. The psychological capital and authentic leadership measures retained its original factor structure and items, whilst the work engagement and followership measures were adapted to improve the internal reliability and construct validity of the instrument for the healthcare industry sample. The higher-order factor structure of psychological capital was also confirmed

Magister Commercii - MCom / The current research aims to identify the variables that influence turnover intentions. In particular, this research explored the concept of turnover intentions by investigating the mediating effects of job satisfaction and psychological capital amongst a sample of 70 employees involved in the tourism industry. The study highlights that employees within the tourism industry within the Western Cape were the most satisfied with work content, and the least satisfied with leadership / supervision. The results emanating from the current study indicate that there is a strong, inverse relationship between job satisfaction and turnover intention amongst tourism employees in the Western Cape. Furthermore, the study revealed that a statistically significant, inverse relationship exists between psychological capital and turnover intention. Multiple regression analysis revealed these variables significantly explained the variance in turnover intention. / South Africa

AFRIKAANS : Hierdie studie is onderneem om te bepaal wat die persepsies van boere in die Letaba Distrik is oor die invloed van die instelling van die minimum loon vir landbou op hulle boerderybesighede. Die navorser wou bepaal of die boere hulle werknemers se werkskontrakte aangepas het of die loonpakket geherstruktureer het om vir die invloed op hulle boerderybesigheid te kompenseer. Die navorser wou ook bepaal of die indiensneming van plaaswerkers beïnvloed is. Laastens wou die navorser bepaal wat die invloed van die instelling van die minimum loon op die organisasiegedrag van plaaswerkers was. Om antwoorde op bogenoemde vraagstukke te verkry, het die navorser ‘n vraelys spesifiek vir die doeleindes van hierdie studie ontwerp. Die vraelys is deur al die sitrus boere in die Letaba distrik voltooi. Na bestudering van die inligting wat uit die data van die vraelyste verkry is, het die navorser tot die gevolgtrekking gekom dat boere permanente werknemers met tydelike werknemers vervang het en die loonpakket aangepas het deur die kontantloon te verhoog, maar ook die aftrekkings vir dienste en goedere wat voorheen kosteloos verskaf is. Indiensneming van plaaswerkers is baie negatief beïnvloed, met ongeveer 1270 permanente poste wat afgeskaf is na die instelling van die minimum loon. Wat die invloed op organisasiegedrag betref, het die minimum loon geen invloed na ‘n klein negatiewe invloed op afwesigheid en personeelomset getoon. Ten opsigte van produktiwiteit was werkgewers van mening dat, waar produktiwiteit verhoog het, dit as gevolg van beter bestuurspraktyke was. Werkgewers glo eerder dat die instelling van die minimum loon hulle werknemers se produktiwiteit laat daal het. Die implikasies van die resultate van hierdie studie is verreikend wanneer in ag geneem word dat bykans 1270 permanente poste op slegs 38 plase afgeskaf is. Dit impliseer dat die aantal poste wat in die landbou as geheel afgeskaf is, baie groot kan wees. Die persepsies van die boere oor die instelling van die minimum loon was dat dit ‘n bedreiging vir die volhoubaarheid van hulle boerderybesighede inhou en dat dit hulle verplig om stappe te neem om daarvoor te kompenseer, stappe wat nie noodwendig tot voordeel van werknemers strek nie. ENGLISH : This study was undertaken to ascertain what the perceptions of farmers in the Letaba district aren about the impact of the introduction of the minimum wage for agriculture on their farming businesses. The researcher wanted to ascertain whether the farmers adapted their workers’ contracts or restructured their wage package to compensate for the impact on the farming businesses. The researcher also wanted to ascertain whether the employment of farm workers were influenced. Lastly, the researcher wanted to ascertain what the influence of the introduction of the minimum wage was on the organisational behaviour of farm workers. To get answers on the above mentioned issues, the researcher designed a questionnaire specifically for this study. The questionnaire was completed by all the citrus farmers in the Letaba district. After studying the information derived from the data of the questionnaires, the researcher came to the conclusion that farmers substituted permanent workers with temporary workers and adapted the wage package by raising the cash wage but also the deductions of goods and services that were previously provided free of charge. Employment of farm workers were influenced very negatively with about 1270 permanent jobs that were scrapped after the introduction of the minimum wage. Regarding the impact on organisational behaviour, the minimum wage showed a small negative to no influence on absenteeism and worker turnover. Regarding productivity, employers were of the opinion the, where productivity was raised, it was due to improved management practises. Employers believe that the introduction of the minimum wage caused their workers’ productivity to decrease. The implications of the results of this study are far reaching when it is taken into account that roundabout 1270 permanent jobs were lost on only 38 farms. This implies that the amount of jobs lost in agriculture as a whole, could be great. The perceptions of farmers about the introduction of the minimum wage are that it is a threat to the sustainability of their farming businesses and that it obliges them to take steps to compensate for the impact, steps that aren’t always advantageous for the workers. Copyright 2008, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Minnaar, ME 2008, Persepsies oor die uitwerking van minimum lone op die sitrusbedryf (Afrikaans), MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02132012-100400 / > C12/4/72/gm / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

The world has been challenged by the COVID-19 pandemic since 2020. The pandemic affected all businesses, and the banking sector was no exception. Within this context, efficient change management (CM) is crucial to keep up with the changing business environment. Previous research has extensively covered the planned and emergent approaches to CM. However, the authors found that the perspective of complex organisations and their effect on change was missing. The purpose of the study was to develop a deeper understanding of how the internal processes were challenged during the COVID-19 pandemic, following a Scandinavian bank in their change to open a sister department in Vilnius. To study this, the authors conducted 12 semi-structured interviews with employees of Bank XYZ, from Vilnius and Stockholm. Kotter’s 8-step model and the complexity theory were combined and used as the conceptual framework.  The conclusion shows that the pandemic challenged three different aspects, communication, motivation, and new ways of working. These aspects challenged the traditional view of CM, which is viewed as static. The nonlinearity of CM processes is more present in disruptive changes such as the COVID-19 pandemic.

This study is concerned with furthering an understanding of the behaviour of organisational boundary personnel, or more exactly, with how boundaries act as psychological environments. The study has two complementary aims: to describe the psychological environment encountered by boundary personnel and to offer a theoretical model of the organisation as a psychological environment, the latter being a prerequisite of the former. It is held that a social psychological perspective is needed which can deal adequately with organisations as antecedent conditions of behaviour, and that situational analysis offers a useful social psychological framework for this purpose. The empirical investigation is an initial descriptive study of the psychological environment encountered by boundary personnel. It is argued that initial descriptive studies are necessary when dealing with largely unstudied phenomena, and that this stage in the scientific process has often been undervalued by social psychologists. A diary analysis followed by interviews were used to elicit a range of situations encountered by boundary personnel having direct and frequent contact with customers and clients. Four organisations were studied, each having a different primary task. A self-completion questionnaire was administered to elicit judgemental data, using the situations as stimuli. Multidimensional scaling was applied to analyse the data, treated as four sub-sets. This yielded the dimensions underlying each data set and the representation of situations according to these dimensions in each case. The results suggest that three common dimensions (formality, anxiety and socio-emotionality) underlie the cognitive representations of boundary personnel, and that the psychological environment encountered is complex. A taxonomy of situations is constructed and several important hypotheses relating to the psychological environment of boundary personnel formulated. Implications for future research are discussed.