Magister Commercii (Industrial Psychology) - MCom(IPS) / Working students encounter challenges and responsibilities at university and work. In attempting to study the books and chapters assigned, meet assignment deadlines, take part in extracurricular activities and function at work, working students may be overwhelmed sensing inadequate time to complete all their responsibilities. These may lead to certain negative outcomes for the working student, such as languishing, poor grades, taking longer than the expected time to complete studies or, in the worse scenario, quitting their studies. The primary aim of this study was to examine and understand the influence of non-cognitive factors (including PsyCap, time management, and grit) on flourishing and the working students’ intention to quit employing correlational and hierarchical regression analysis. The secondary objective was to make recommendations to universities and organisations on how to aid working students to develop or increase non-cognitive factors to ensure their flourishing and a reduced intention-to-quit studies. A non-probability sampling technique indicating, convenience sampling and purposive sampling were employed to recruit respondents. Respondents had to be working students (part-time students). The sample included 194 respondents (n = 194) from a university in the Western Cape. The survey instrument included a biographical questionnaire, the academic PsyCap questionnaire, mental health continuum - short form (MHC-SF) questionnaire, Grit-Perseverance of effort subscale, the time management short-range planning subscale, and a self-developed intention-to-quit questionnaire. Numerous studies confirmed the validity and reliability of these instruments. The relationship amongst the non-cognitive variables (PsyCap, grit and time management), flourishing and intention-to-quit studies were assessed through Pearson correlation and hierarchical regression analysis. The non-cognitive variables had a positive relationship with flourishing and a negative relationship with intention-to-quit studies. PsyCap was established to explain the largest proportion of the variance in flourishing and intention-to-quit studies. This is consistent with the findings of studies with similar variables. Recommendations were made for lecturers, counsellors, and university officials to collaborate to incorporate programmes that will aid in developing these non-cognitive variables into the university’s curriculum.

<p>Engineering students are expected to develop professional skills in addition to their technical knowledge as outcomes of accredited engineering programs. Among the most critical professional skills is the ability to work effectively in a team. Working effectively in teams has learning benefits and also provides an environment for developing other professional skills such as communication, leadership skills, and time management. However, students will develop those skills only if their teams function effectively.</p> <p>This dissertation includes three studies that together inform team formation and management practices to improve team dynamics. The first study investigates mixed-gender team dynamics to determine whether those teams are realizing their potential. The second study explores the relationship of individual psychological safety and students’ team member effectiveness and the moderating effects of team-level psychological safety. The third study explores self-rating bias among first-year engineering students and its relationship to student characteristics and dimensions of team-member effectiveness. </p> <p>Although mixed-gender teams had equal team dynamics with all-male teams, more team facilitation and training are needed to improve the experience of mixed-gender teams. Asian, Black, and Hispanic/Latino students, as well as students with lower GPA, report lower psychological safety, which is associated with lower team-member effectiveness. Team-level psychological safety moderated this effect for Asian and Hispanic/Latino students. Students’ effort in teams was associated with lower self-rating bias, likely an indication of greater self-awareness. Together, these studies and their findings contribute to a broader understanding that there are interrelationships among team composition, team dynamics, and team-member effectiveness, and that these relationships differ based on student characteristics such as race/ethnicity, gender, and prior knowledge. This work adds to the body of research demonstrating the importance of teaching students about effective teamwork, conducting regular peer evaluations of team functioning, and interpreting those peer evaluations carefully to avoid perpetuating any biases. This work also demonstrates the usefulness of psychological safety as an important indicator of marginalization.</p>

<p>  </p> <p>Driving simulators have been introduced by some American states’ department of transportation (DOT) as a supplementary tool to train their snowplow drivers. This is a costly investment that requires careful planning. Yet, there is a current lack of recent studies that holistically evaluate factors affecting the decision-making process on adopting the driving simulator in winter snowplow driver training. The current research aims to fill this gap by employing the theoretical framework of Technology-Organization-Environment (T-O-E) to explore factors affecting state DOTs’ decision-making process of adopting snowplow driving simulator in driver training. Relevant factors were identified first using a scoping review of literature, and then validated by interviews with DOT stakeholders. Subsequent findings from the state DOT survey suggests that perceived long-term effect on public safety, cost related to simulator training, and ease of the relocation of simulator are the top contributors when it comes to the factors affecting decision-making on adoption of snowplow driving simulator in training. The resulted T-O-E framework contains 11 factors cross-verified from various sources, in which most factors such as simulator fidelity and relative advantage were categorized to technology context under the T-O-E framework, while the main environment factor relates to normative and mimetic pressure. The paper contributes to academic research by applying T-O-E to offer decision making support for using simulator technology for training of snowplow drivers; and to practitioners by providing state DOT decision makers a framework to analyze different factors on adopting snowplow driving simulators in training.</p>

<p> In recent years, there has been a performance management revolution, making it especially critical that researchers study the informal exchange of feedback outside of the formal review. In this dissertation, I conduct two studies that focus on informal, constructive feedback. In study 1, I validate a measure that captures constructiveness of feedback and another that captures the degree to which work relies on virtual interactions. In study 2, I draw on interpersonal attraction theory to develop a dyadic model that tests three sets of hypotheses using polynomial regression and response surface methodology. First, I test the direct effects of leader-employee (L-E) relational attribute agreement on constructive feedback. Second, I contextualize this dyadic interaction by testing two moderators – gender similarity and virtuality of work. Finally, I examine constructive feedback as a mediating mechanism between L-E relational attribute agreement and three sets of beneficial (job performance and work engagement), consequential (turnover intentions and stress) and interpersonal (prosocial behavior and relationship conflict) outcomes. Overall, my hypotheses received mixed support. In L-E dyads with agreement at high levels of relational attributes, employees experienced more constructive feedback compared to those in L-E dyads that agreed their relational attributes were at low levels. Surprisingly, it was not the case that the extent to which leaders and employees agreed on their relational attributes (whether at high or low levels) was better than disagreeing for constructive feedback. The strength of the relationship between L-E relational attribute agreement and constructive feedback was marginally influenced by gender similarity, but not by virtuality of work. Finally, constructiveness of feedback mediated the relationship between L-E relational attribute agreement and work engagement. Overall, the results show that positive L-E work relationships are important for constructive feedback and motivating employees, especially when the leader and employee both view the relationship positively.</p>

In following a lean transformation specifically for discrete manufacturing, how and why will the organisational structure be affected? How will the employees deal with this profound change? Lean theory and literature propose that organisations should be restructured according to the value stream of the organisation; what does this imply and how can it be accomplished? The purpose of this study was to determine, from a new perspective, guidelines and theory that could indicate how and why organisational structures and behaviours might change with lean transformation. Two discrete manufacturing organisations in South Africa were purposively sampled for this purpose. A conceptual framework was used at the outset that indicated constructs for the independent lean variables and the dependent organisational structure and behaviour variables. Using a mixed methodology case study and quantitative multiple linear regression approach, hypotheses and propositions for the research were developed. Multiple linear regression was used to test the hypotheses, and case study methodology was applied to analyse and test the qualitative data. Findings confirmed the hypotheses and propositions that a flat structure consisting of business units that support manufacturing cells achieves effective lean transformations in discrete manufacturing organisations. The research revealed the components of an effective lean structure as open constructive leadership, an effective lean champions unit and business units that support linked manufacturing cells. These are led by cell leaders who cultivate supportive behaviours through cross-functional teamwork and through self-directed work teams who run manufacturing cells or flow support functions. / Business Management / D.B.L.

Organisations are always confronted with the need to transform in order to adapt to environmental changes and have a competitive advantage. The concern is that when an organisation embarks on a transformation process, its individual employees are affected either positively or negatively. Employees can respond to transformation change by either being satisfied or dissatisfied in the organisation. The main aim of this research was to develop a diagnostic model for measuring employee satisfaction during organisational transformation. The first construct of organisational transformation was conceptualised using the open system paradigm, theoretical definitions and models of organisational change. In this study, organisational transformation is second order and drastic in the sense that it alters the way in which the organisation functions and relates to the external environment focusing on the vision, processes, systems, structure and culture. It is the fundamental and constant change at all levels of the organisation caused by external factors posing as risks for organisational survival. vi The second construct of employee satisfaction was conceptualised focusing on the humanistic paradigm, theoretical definitions and models. Employee satisfaction in this study is the individual’s positive emotional state of contentment stemming from the organisation’s ability to meet his or her needs and expectations based on his or her experience and evaluation of various organisational processes and practices. It influences employees’ performance and commitment to the organisation. A theoretical model was developed as a framework to enable organisations to diagnose or assess their employees’ satisfaction during organisational transformation. The model highlighted dimensions essential to diagnose employee satisfaction such as organisational strategy, policies and processes and outcomes, in order to determine employees’ contentment and fulfilment in the organisation. The main aim of the empirical research was to conduct a three year longitudinal study of employee satisfaction during organisational transformation; to operationalise the conceptually developed diagnostic model of employee satisfaction during transformation; and develop a structural equation model (SEM) in order to test the theoretical model. The Employee Satisfaction Survey (ESS) was used in 2003, 2007 and 2008 to measure employee satisfaction. The initial year of the study (2003) comprised 1 140 participants who voluntarily completed the measuring instrument. The second year of the study (2007) involved 920 participants, while the final year of the study (2008) included 759 participants. In terms of the reliability and validity of the ESS, it was determined that in the three years of the study, most of the dimensions had acceptable internal consistency reliability based on the results of the Cronbach alpha test. The SEM investigated the impact of organisational strategy, policies and procedures and outcomes as the three domains of employee satisfaction during organisational transformation. The confirmatory factor analysis of the latent variables was conducted, and the path coefficients of the latent variables of organisational strategy, policies and processes and outcomes indicated a satisfactory fit for all these variables. The goodness-of-fit measure of the model indicated both absolute and incremental goodness-of-fit. The SEM confirmed the causal relationships between the latent and manifest variables, indicating that the latent variables, organisational vii strategy, policies and procedures and outcomes are the main indicators of employee satisfaction. This research adds to the field of organisational behaviour by proposing a model of employee satisfaction during organisational transformation. The domains of this model should enable organisations to identify developmental areas based on employees’ dissatisfaction or areas of strengths based on employees’ satisfaction. The diagnostic model will also enable organisations and practitioners to initiative interventions aimed at addressing areas of dissatisfaction as developmental areas and to leverage on its strengths as areas of satisfaction in the organisation. / Industrial & Organisational Psychology / D. Litt. et Phil. (Industrial and Organisational Psychology

Since the early 1990s, institutional approaches to organizations have increasingly focused on explaining the role of agency in processes of institutional creation and transformation. The paradox of embedded agency, the question of how actors can become motivated and enabled to transform supposedly taken-for-granted practices, structures and norms has become the fundamental puzzle of contemporary institutional theory. Recent attempts to resolve this puzzle under the label of “institutional work” focus on practices aimed at creating, maintaining, and disrupting institutions, but portray them as planned, discrete episodes that unfold in isolation from everyday organizational or social life. Thereby, the label highlights institutionalists’ current neglect of work in its literal meaning as actors’ everyday occupational tasks and activities. The detachment of institutional work from practical work constitutes a significant blind spot in institutionalists’ understanding of agency and calls for research that examines the reciprocity of institutions and work. Drawing on illuminating constructs from theories of practice, this study extends existing field-level approaches to the paradox of embedded agency. It argues for a practice-based institutionalism that focuses on individual actors and the role of their collective micro-level praxis in constituting macro-level institutions. It re-connects institutional arguments to every-day activity rather than organizational or managerial action, unpacks the micro-practices and micro–politics by which actors negotiate institutional contradictions and demonstrates the reciprocity of institutions and work. The research addresses the detachment of institutional and practical work through a single-case study of a global law firm’s banking group. It explores what banking lawyers do when they ‘do deals’ and how their practical work may attain institutional relevance. Positioned at the intersec-tion of local laws, international financial markets, commercial and professional logics, banking lawyers operate across multiple institutional frameworks. Observations and accounts of their work provide particularly rich insights into the dynamics of institutional persistence and change, because they illustrate empirically how contradictory institutionalized concepts, practices and logics are experienced, negotiated, and constituted at work.

Achieving food security under climate change is one of the biggest challenges of the 21st century. The challenge becomes even greater when contextualised within our current limited understanding of how the food system functions as a complex, adaptive socio-ecological system, with food security as one of its outcomes. Adding climate change into this already complex and uncertain mix creates a ‘wicked problem’ that must be solved through the development of adaptive food governance. The thesis has 4 key aims: <ul><li>1. To move beyond an understanding of food security that is dependent solely on agricultural production, and therefore the reliance of future food security predictions on production data based on climate model inputs.</li><li>2. To ground the theoretical aspects of complex adaptive systems with empirical data from multi-level case studies.</li><li>3. To investigate the potential role of the private sector in food system futures.</li><li>4. To analyse food system dynamics across scales and levels.</li></ul> In order to realise these aims, a complex adaptive system (CAS) approach within the GECAFS food system framework is employed to multilevel case studies in South Africa and Brazil. Particular emphasis is placed on the role of the private sector and how these vital actors, comprising a powerful component of the global food system, can be mobilized towards building adaptive capacity for a more resilient food system. Critically, the private sector is often left out of academic discussions on adaptation, which tend to focus more on civil society and governmental capacity to adapt. This thesis provides novel insight into how the power of the private sector can be harnessed to build adaptive capacity. The findings of the thesis showed that applying CAS to issues of governance has three important implications: The first is that in a complex system, it is critical to maintain diversity. This can translate into appreciating a multiplicity of viewpoints in order to reflect a range of decision-making options. This finding makes the case for closer synergy between the public and private sectors around areas like product development and distribution that includes an emphasis on enhancing food security under climate change. In the developing country context, the inclusion of smallholders and local entrepreneurs is also vital for building adaptive capacity. In this sense, it is possible for business to help achieve development goals by developing the capacity of those most vulnerable to socio-economic and environmental shocks. Secondly, adapting to climate change and other environmental and economic pressures will require a shift in mind-set that embraces the uncertainty of the future: ‘managing for uncertainty rather than against it’. This entails a shift in governance mindset away from linear thinking to a decision-making paradigm that is more flexible to deal with unexpected shocks. The third implication for governance is the need to understand the complex interplay of multiple interlinking processes and drivers that function across many levels and sometimes have exponential positive feedbacks in the food system. Adaptive governance is an iterative process, but as more is learnt and information is retained in the system, the ideal is that the beneficial processes that lower inequality and increase food security will start to be reinforced over those that entrench the current inequality in the food system.

The role of best practice in delivering Company Strategy-Brand Promise delivering "Escape through Glamour," has become an issue for the management of Ster-Kinekor as the competitive set in the entertainment arena, increases and becomes aggressive. This has compounded by the digital explosion which has made home entertainment sexy and raised the benchmark of picture and sound quality. Prices are extremely competitive and this practice is supported by the criminal element, i.e. Piracy. The increase in live and televised sports entertainment, television entertainment in general and outdoor activities has contributed to the pressure in growing revenue. Ster-Kinekor has identified the new middle income segment as an opportunity for growth and has identified perceived value of the entertainment format as a key barrier. This is true for the Living Standard Measures (hereafter, LSM) 8, 9 and 10 segment of the market as well. The need to increase the perceived value of the brand and the entertainment it offers has been identified as a key issue by senior management. This study will highlight the concepts of branding and best practice within a review of Ster-Kinekor operational (best practice) interventions. This will be followed by a detailed analysis and interpretation of 800 intercept interviews which will inform the study concerning the market impact of the interventions. In addition, informal interviews were held with various members of management. Ster-Kinekor has introduced a number of initiatives, including a number of best practice interventions under a project entitled "Good to Great." This interventions are aimed at installing best practice within the business with the overall intention of improving customer experience and thereby driving the bottom line. The study therefore will analyse the impact of this these initiatives as intended by Ster-Kinekor management. In conclusion, the study will provide recommendations for consideration in order to enhance the perceived value. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2006.

To stay competitive organisations need to harness and develop their human potential. Traditionally, a deficiency-based approach (DBA) was followed i.e. the focus was set on the development of employees’ deficiencies and weaknesses. However, focusing on an employee’s weaknesses and deficiencies was not sufficient. Consequently, a positive approach was developed that focuses on an individual’s strengths and talents. Unfortunately, exclusively focusing on only strengths or on weaknesses is not sufficient for optimum human functioning. Therefore, it is suggested that South African organisations make use of a balanced approach (i.e. a balanced focus on both the development and use of strengths and weaknesses). This will assist employees to be more positive and engaged in terms of their work. However, there seems to be a lack of research regarding the use of a balanced approach in organisations. The general objective of this study was to investigate the relationship between job resources, a strength-based approach (SBA), a DBA, occupational self-efficacy (OSE), and work engagement. This study was further aimed at determining whether OSE mediated the relationship between these variables among South African employees. An availability sample (N = 699) was taken from various South African organisations. This study made use of a quantitative, cross-sectional design to collect data; a biographical questionnaire; a job resources questionnaire (VBBA); an organisational SBA and DBA questionnaire; a OSE questionnaire and a work engagement questionnaire (UWES). Structural equation modelling was chosen as the method to test the hypothesised model. Mediating effects were tested by using the bootstrapping method. The research results have indicated that there is a positive correlation between autonomy, SBA, DBA, OSE and work engagement. This research found that no correlations existed between relationship with supervisor, information sharing and participation in decision-making and work engagement. There seems to be a significant relationship between autonomy, relationship with colleagues and OSE. From the results OSE can only be seen as the mediator between autonomy and work engagement. From this one can assume that using SBA and DBA in a balanced approach can lead to higher work engagement. Recommendations were made for the organisation and future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.