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Eleven male and 10 female freelance production workers were interviewed about their experiences of life within the New Zealand film industry. Respondents’ accounts contrast sharply with glamorous images of the industry portrayed in the media. Respondents enjoyed the creative challenges, camaraderie, excitement, and intensity of their working lives and identified strongly with their work. However, they also experienced continual financial insecurity, unpredictable and demoralising periods of unemployment, and recurrent problems maintaining a reasonable work-life balance. Many of the older respondents cited these factors as their main reason for attempting to find work outside the industry. Female production workers appeared to pay a particularly high price for their involvement in the industry and often sacrificed other areas of their lives for their careers. Women frequently compensated for this imbalance by becoming even more career focussed, thus compounding the problems in non-work areas of their lives. Respondents’ accounts are interpreted in relation to current structural conditions, working practices, and power imbalances within the New Zealand film industry. It is argued that freelance production workers’ complex psychological relationship with their work is simultaneously a product of their work environment and helps to perpetuate industry conditions which disadvantage the workforce.

This study examines the differences between the skills and competencies of New Zealand flight school graduates and the types of skills and competencies believed to define a proficient air transport pilot. In New Zealand the training of professional pilots is directed towards meeting the requirements laid down by the New Zealand Civil Aviation Authority for the licensing of professional pilots. However, some evidence suggests that competence for licensing purposes does not necessarily meet the requirements of the airlines and the types of skills that they require as a prerequisite to airline training. Although not clearly defined, this shortfall has been recognised for several decades and traditional thinking is that extra flying experience gained as a general aviation pilot will develop the skills necessary for entry into airline pilot training. The importance that pilots of differing experience levels attach to technical and non-technical skills and their perception of the training effectiveness of those skills and how deficiencies in those skills contributed to aircraft accidents was explored by a four stage study including: i) a review and analysis of flight test results obtained from graduate pilots on a university air transport pilot programme; ii) the analysis of responses to questionnaires supplied to three pilot groups within the New Zealand aviation industry; iii) the analysis of air transport aircraft accidents and their primary and contributing causes; and iv) interviews with qualified airline pilots working for New Zealand airlines. The results indicated that throughout the spectrum of experience and qualifications, from student pilot to airline pilot, the technical skill of aircraft handling was highly valued and the training in this skill was considered by all pilots to be satisfactory. In contrast, while non-technical skill deficiencies were found to be primary or contributing factors in many aircraft accidents, less importance was attached to non-technical skills by all pilot groups. The training effectiveness of these skills was rated as only moderately effective or of minimal effectiveness. The findings are discussed and recommendations are made for the improvement of basic flight training. In addition, a model is proposed for the fast tracking of flight school graduates into the airline training schools. Several areas for future research are also proposed.

This thesis studies the impact of market orientation on the business performance of the Sri Lankan apparel manufacturing organizations in the post MFA environment. An attempt is made to enhance the existing market orientation theory by addressing a research gap and highlighting the importance of the relationship perspective in business to business marketing. A four dimensional market orientation construct is developed to overcome the limitations identified in the extant market orientation theories. The study also identifies resource availability as an antecedent of market orientation along with six other antecedents which are commonly discussed in literature. It further investigates whether the market orientation-business performance relationship is moderated by the prevailing business environment. The proposed modifications to the theory are empirically tested within the context of the apparel industry.

Due to employment equity legislation that opened up opportunities for women, women are under pressure to perform at work - something that may affect their occupational stress and impact on both the individual and the organisation. The respondents comprise six women managers in a market research organisastion. The respondents' perception of stress was supported by qualitative research methods and compared to the researcher's Organisational Stress Model. From the data it is evident that stressors at work such as workload, relationships, role overload and individual traits primarily affect the respondents' experience of stress. These stressors have an effect on respondents' perceptions of stress and impacts on their productivity and personal life. The respondents denoted a necessity for skills development in order to enhance themselves at work and on a personal level. The study has furthermore found that stress at work can, however, be somewhat alleviated by implementing stress programmes in organisations. / Psychology / M.A. (Navorsingsielkunde)

An increasing number of reports indicate that managers are opposed to performance appraisal. It is important to understand why managers have favourable or unfavourable attitudes towards performance appraisal and it is necessary to investigate the causing factors of these attitudes. The aim of this research was therefore to gain a deeper understanding of the factors that influence managers’ attitudes towards performance appraisal. This study was conducted within the interpretive research paradigm and situated in a medium-sized organisation within the financial services industry. The sample was purposefully selected and the data were collected through in-depth interviews and naïve sketches. The data were analysed applying Tesch’s descriptive analysis method. The main findings indicated that managers who needed to conduct performance appraisals perceived and experienced performance appraisal as an uncomfortable and emotional process that might cause them to become defensive. Moreover, it was revealed that the managers experienced uncertainties about aspects of performance appraisal, such as the purpose of performance appraisal, what must be measured and frequency of performance appraisal. As a result of such uncertainties, managers might not always have the ability or readiness to conduct performance appraisals, especially when the performance appraisal contains negative performance feedback. Furthermore, the organisational context might put managers in an undesirable situation to distort performance ratings of employees in order to achieve organisational goals or the manager’s personal goals, which in turn influence the attitude of the manager. The findings of the study can assist organisations in influencing managers’ attitudes more positively and in enhancing the overall performance appraisal process. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

<p>The purpose of this research was to investigate how work orientation (job, career, and calling) affects the professional life of leaders; and how leaders perceive their work regarding these three dimensions. In addition, this study aimed to relate work orientation to performance. Also, phenomenology approach allowed a deep investigation of the experience of leaders with regard to their work.</p><p> For this purpose, two surveys were used; one was on work orientation and the other on performance. After completion of the surveys, six participants were invited to participate in an in-depth interview. The participants were aligned with the calling orientation and had a high performance at work. They described their work as integrated into their lives, involving their families in decisions, helping people, and desiring to make a difference in this world. Also, the findings showed that people who live a calling feel that work and life have intertwined meanings. The motivation, well-being, connection with an organization, engagement with work, and having a purpose were factors that had significance for those who perceive work as a calling. The main results were that the participants faced new challenges, built new meanings and understandings about work during their careers. Each experience helped them to improve the next, while also improving their performance. The relationship between these factors revealed a cycle of meanings. The cycle represents the evolution of the creation of new meanings which defines how people perceive their work and how that influences performance. Furthermore, this study showed that it is possible to change the perception of work through goals, achievement, working context, the adversities faced, stages of life, and the work environment. All of these lead to new meanings and becoming aligned to different dimensions of work orientation. </p><p><br></p><p><br></p>

The cost of higher education is rapidly increasing on both a global scale (Creed, French &amp; Hood, 2015), and in the local South African context (Calitz &amp; Fourie, 2016). This rise in costs has seen a commensurate increase in the number of university students who work, largely as a means to fund the increasing cost of their higher education (Butler, 2007; Cinamon, 2016; Owen, Kavanagh &amp; Dollard, 2018). These working students are frequently referred to as non-traditional students in the academic literature. The psychological experiences of non-traditional students who work is a pertinent and expanding area of interest for multiple stakeholders (Owen et al., 2018). These experiences can be classified through the constructs of Work-School Conflict (WSC) and Work-School Enrichment (WSE), which refer, respectively, to the negative and positive aspects of the work-school interface (Butler, 2007). The antecedents of WSC and WSE experiences amongst nontraditional working students have to date not received any empirical attention in the South African research literature. This study aims to address this gap by contributing to the national body of knowledge in this area. The measures used were secondary self-report survey data completed by post-graduate university students who are simultaneously engaged in paid work (N=330). Multiple regression analyses indicated that time demands, job demands and social support from work explained a significant proportion of WSC; whilst job-school congruence and social support within the work context were statistically significant predictors of WSE. Moderation analyses revealed that social support at work influenced the relationship between job demands and WSC, whilst employee role saliency significantly interacted with job-school congruence to influence WSE. The results of this study are aligned to international work-school research findings, which support the additive model of job characteristics as antecedents to WSC and WSE. These results also provide deeper insight into the less explored moderation effects of work resources and demands interacting to influence WSC and WSE. Theoretical, management and educational implications of these findings are considered in relation to the existing literature.

The 21st century has posed challenges and provided opportunities for organisations, and although a large body of research exists on both leadership and organisational climate, these two concepts have become a matter of urgency in South African organisations. The dynamics in the organisation have a direct effect on the people the organisation serves and business performance. The aim of this research was to explore the relationship between leadership and organisational climate in a South African fast-moving consumable goods (FMCG) organisation. There are few research studies that focus on leadership and organisational climate in the South African context and this study builds on limited existing knowledge. Using a descriptive, cross-sectional field survey approach, a sample of 896 participants employed at one organisation was surveyed. Explanatory factor analysis and the structural equation modelling (SEM) multivariate analysis technique revealed a new set of organisational dimensions and confirmed the relationship between leadership and organisational climate and organisational climate and its various dimensions. The findings emphasise the importance of certain generic and specific leadership practices in creating the desired organisational climate in the South African context. This study contributes to knowledge on the relationship between leadership and organisational climate in the South African context. / Psychology / M. Com. (Industrial and Organisational Psychology)

<p>Hispanics are the fastest growing minority group within the United States, and the present work studies the existence of intragroup biases within this community due to violations of prototypicality and the existence of colorism. The present work also explores identity denial as a possible mediator of the relationship between target prototypicality and negative social consequences. Specially, when presented with lighter-skin or darker-skin targets, Hispanic/Latinx individuals are more likely to see them as less likable, and less warm when compared to a prototypical target. There was no evidence to support that identity denial mediated this relationship. Additionally, this research extends previous literature on the content of stereotypes faced by individuals of differing skin colors and finds conflicting results using an intragroup sample. Unexpected results suggest prototypicality may trump phenotypic variations within this unique population.</p>