A research dissertation submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements of the degree of Master of Commerce (Business Sciences/ Management). Johannesburg South Africa March 2016 / Corporate Social Performance is both a prominent notion that the business world views as strategic and a well-known concept in academia that has been assessed in relation to different constructs. Several scholars have suggested the relationship between corporate social performance and its capability to attract numerous superior job applicants at the organisational level, yet, there is no corresponding evidence at the individual level of analysis. Thus, based on suggestions from the social identity theory and the signaling theory, this study hypothesized that job seekers’ perception of Carroll’s (1979) four dimensions of corporate social performance of an organisation are positively related to the organisation’s attractiveness as an employer and aimed to assess these relationships. Carroll’s (1979) four dimensions of corporate social performance consist of an organisation’s economic, legal, ethical and philanthropic responsibility. This study was quantitative in nature; therefore, the data for this study was collected through the use of previously developed questionnaires that had obtained high Cronbach’s alpha values thus confirming their reliability. Survey results were collected from a sample of 216 final year undergraduate and honours students who were selected via probability sampling technique. These results indicated that job seekers are more likely to pursue jobs from socially responsible organisations; with economic responsibility having the greatest impact on organisational attractiveness. Two Statistical packages, namely, the statistical package of the social sciences and Amos were used to test the conceptual model and to arrive at these findings. The implications of the empirical findings for researchers and South African organisations as well as the study’s contributions to practice and theory are discussed. Just like most studies, this study had several limitations such as the size of the sample and time, just to mention a few, which led to recommendations that future research could take into consideration. / MT2017

A thesis submitted to the Faculty of Business Administration, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements for the degree of Doctor of Philosophy. Johannesburg, 1992. / The primary purpose of this research was to determine if South African industrial companies have structured themselves appropriately to be able to deal with the increasing environmental uncertainty [Abbreviated Abstract. Open document to view full version] / GR2017

A research project submitted in partial fulfilment of the requirements for the degree of MA by coursework and Research Report in the field of Industrial Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg July 2017 / Workplace bullying is an unfortunate occurrence within organisations and has become a prevalent area of interest. However, research on workplace bullying and specifically its effect on work engagement within a South African context is rare. Additionally, research on the relationship between workplace bullying and personality traits is limited to the Big Five personality traits. This research thus broadened its range from the Big Five personality traits and focused on neuroticism, assertiveness, optimism, pessimism and hardiness. The research further assessed the moderating effect of personality on the relationship between workplace bullying and work engagement. The sample consisted of 200 white collar employees over the age of 18 that was obtained using a volunteer, snowball sampling method. The responses were obtained using survey methodology, which led to the cross-sectional nature of the study. Analyses of results were completed using a Pearson’s product moment correlation analysis and a moderated multiple regression analysis. The results from the Pearson’s product moment correlation mainly supported the hypotheses, however there were findings that countered the hypotheses, mainly assertiveness as this proved to be the most unexpected finding. The results from the moderated multiple regression showed that only neuroticism and pessimism moderated the relationship between workplace bullying and work engagement as opposed to assertiveness, optimism and hardiness that did not. The findings of this research thus contribute to the limited body of South African research investigating different personality types moderating the relationship between workplace bullying and work engagement. / XL2018

Degree allta.rded with distinction on l June 199;. A research report submitted to the Faculty of Business . Administrat!on, Unfvet'sity of the ~1fitweJtersrand,Johannesburg in partial ffJffffinent of the requirements for the degree of Master of Management. 1992 / Trust is considered by some managementE!:xperts to be a -":'1 'ii critical element· in organisational ;relat,iori!ships. This factor is especially important in South A~rica where organisational rela·tionships are often mistrust * There has ,.;~~~(ill~;lelirtytle empirical rese\t~=Chcord'ired ~~ this topic. /[lhe literature reviewed p1\\pposed'!th) flt the '0 'v. ? ~\\ managerial benaviours .and a;ttitudes that. b~.ild subdic~tinate II. ,!': \ __ _ _,', _\'" _ _ __ -. ·'~\.F ,.',.: t,rus.t are those that relate 't\') the. managers.' ownleyt~l"of •.•. I' ~\ integri ty. 'l'he~e was almost no l~t~~rature ~railable '\hat }\ • . l' Ii,. ~ examinedthe .behaviours and attitu:~e, tihat; destroy trl.l~~. .. II·· 1 Ii -. The aim of the st.udy , t}'lerefore, ~~s to develop guidelines for managex:sby explo:ring the element of trust in the :-~\~" ma,nager-subordinate relationship •. It endeavoured to ident.ify Which managerial behaviours and att.itudes build \'.. t:, ,_~.) and which ones destroy subordinate trttst. It also distingu.ished differences in ,the perception and experience of subordinate 'trust between four identified jc;-h grade levels and three Sites. The ::esearch was conducted within three diverse manUfacturing sites of one company. The dana,was collected by means of the NominalGroupTechnique, which elicited a .. \~ broad set:. of v\?-e,'lS f~om employees within ~, disciplined '\1\ \J :'_;,\~ '. \'~ ;; , ~\" -, n \' /. ,_," . ,\ \i r: \i The" +e'search ~in~.fl!gs differed significantly from the \ Hte),,,ture reV:L!"i.\ The ll\anageria~ "peha,fiours th"t b~Ud \ sUbor<:\inate tru~t ",,",'those t)¥l.tJJempower the ,subordinate to ~.\ develop a.nCt grow. as ,~fell .,as reduce their dependency upon;;,\ _~" lj ')' ' \~" , ,,'\, (j t toanagers. i' WhereasI \'the :manage:es'·OlM lack of personal \ ,~il1tegl;'ity destroys sU~!.)ordinatet:rust.. Thus, managemenil •r\'1\tYle .. 'has .more. 0impa,c.~•o~~ destroying S.Ubordina~e trust than I\W. has on bUilcling',;it\:e,n WaS i~"ntU~ed that, tp,st ·1 \P~.ildin9 and :trust d~S.'·.tr~.;_ ..ng behaViou~sf. are not. rJ..arised. \ ~\\. .' '5; " t\ ',".... '\. .> \ \ " f! \ .' '\ ' \ ~.\ '\1 ',' . \\ . •r. ..~.I'. \, '\., • ' , ;i A\"raralJ_<\l'. be~we"n trus~\ buHd!.ng \~d';oUv~tion was ,'i id\~~tified., in th~t both ~f~)rOaCheSqsat\;Lsfy suborclinates t " \1 ne~p:s.. Tru7t IN'as\~iscovel1e~ ,to )lave a r~\c;:iprocq;.l i'lspe,ct t'b 1/1 :Lt.'\ ~rti's" cit" b~ bllilt \!\,:.~OU,g-che:rtao~n.'~t.ru~~ bU. il.d.tng 'I' \,." \\ !\ " \\ ~': ", " !. ,:\ '\ P'i] J.p .••e. h~~:iours.l ho'(Vevet;"the~e ~.;•lrlaviou:cs Wi~~ ,~o:wbJ: ef:Ee¢.clve \" \\ . \ \: II ...• i " III Mt"'!l" tru$t i~,,\ al'\7,:aclYp,;"'ie~t in the r!l>lationsl)j,'_', . " JI c IThe scope (If th~~stttdy t'las J~~ploratO:CYtand 'as such II ,// opened up many areas for fur:ther research. ili. 11i\ structure~ , \) nas o c o " ;_,)

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The construction industry is a large, diverse and complex industry. In recent times, this industry has experienced a long-lasting period of inactivity. One sector that forms part of the construction industry is the civil engineering sector. This sector is the largest contributor to the income of the industry as a whole. Recent reports indicate that the construction companies within this industry are experiencing many challenges in both the internal and external environments. A preliminary discussion with a number of engineers indicated that these individuals felt as if they were required to do more than what was expected of them in terms of their job requirements. These expectations not only include being expected to voluntarily work overtime and to be tolerant of non-ideal site conditions, but also to informally develop the interpersonal skills necessary to minimise conflict and to motivate and support each other. The majority of the participating companies admitted to having a lack of such voluntary behaviour, namely organisational citizenship behaviour (OCB), amongst their engineers on site. It is for this reason that the core objective of the study was to develop and empirically study a structural model that explains the antecedents that contribute the most to the variance in OCB amongst civil engineers on various sites within South African engineering companies. During the preliminary discussion and subsequent literature review, the main antecedent found was personality. A quantitative research method with an ex post facto correlation design was utilised, where primary data was collected from a sample of 119 site employees of a number of South African construction companies. The self-administered questionnaire consisted of four sections, three of which were an amalgamation of the three valid and reliable measuring instruments that reflect the central focus of the structural model, i.e. personality, job satisfaction and organisational citizenship behaviour. The collected data was then analysed by means of Partial Least Squares Structural Equation Modelling. The results of the study indicate that certain personality characteristics do contribute to the occurrence of organisational citizenship behaviour amongst site employees. Within the areas of personality and job satisfaction theories, this research adds to the existing literature on OCB. In order to assist South African industrial psychologists within this industry, managerial implications and suggested interventions pertaining to the research findings are provided. / AFRIKAANSE OPSOMMING: Die konstruksiebedryf is 'n groot, diverse en komplekse bedryf. Gedurende die afgelope tydperk, het hierdie bedryf 'n voortdurende tydperk van onaktiwiteit ervaar. Een sektor wat deel vorm van die konstruksiebedryf is die siviele ingenieurswese sektor. Hierdie sektor is die grootste bydraer tot die inkomste van die bedryf as 'n geheel. Onlangse verslae dui daarop dat konstruksie maatskappye in die bedryf baie uitdagings in beide die interne en eksterne omgewings ervaar. 'n Voorlopige bespreking met 'n aantal ingenieurs het daarop gedui dat hierdie individue voel asof dit van hulle verwag word om vrywillig oortyd te werk asook verdraagsaam te wees van die nie-ideale werksterreine en omstandighede. Hulle voel dat die informele ontwikkeling van die interpersonlike vaardighede wat nodig is om konflik te verminder, asook mekaar te motiveer en ondersteun, ook vrywillig verwag word. Die meerderheid van die deelnemende maatskappye het bevestig dat daar ‘n gebrek is aan vrywillige gedrag, naamlik organiesatoriese burgerskap, onder die ingeniers op die werksterrein. Dit is vir hierdie spesifieke rede dat die kern doel van hierdie studie was om ‘n struktrele model te ontwikkel en empiries te bestudeier wat die geskiedenis uiteensit wat die tot die wisseling in OCB onder siviele ingenieurs op verskillende werksterreine in die Suid-Afrikaanse ingenieurs maatskappye. Tydens die voorlopige besprekings en die daaropvolgende literatuuroorsig was persoonlikheid die kern voorafgaande kenmerk. 'n Kwantitatiewe navorsingsmetode met 'n ex post facto korrelasie-ontwerp is gebruik, waar primêre data vanuit 'n steekproof van 119 werknemers van 'n aantal Suid-Afrikaanse konstruksie maatskappye versamel is. Die selftoegepaste vraelys het bestaan uit vier afdelings, waarvan drie 'n samesmelting was van die drie geldige en betroubare meetinstrumente wat die sentrale fokus van die strukturele model, naamlik persoonlikheid, werksbevrediging en organisatoriese burgerskaps-gedrag weerspieël. Die ingesamelde data is deur middel van Parsiële Kleinste Kwadrate Struktuurvergelykingmodellering ontleed. Die resultate van die studie het getoon dat sekere persoonlikheidseienskappe bydra tot die voorkoms van organisatoriese burgerskaps gedrag onder terreinwerknemers. Binne die gebiede van die persoonlikheid- en werkstevredenheid-teorieë, dra hierdie navorsing by tot die bestaande literatuur oor OCB. Ten einde Suid-Afrikaanse bedryfsielkundiges binne hierdie bedryf te help, is bestuurs-implikasies en voorgestelde ingrypings met betrekking tot die navorsing voorskaf.

An immense degree of linguistic diversity exists in the work force where it is possible for speakers of twenty-three home languages to come into contact on the work floor. The language of management in industry is predominantly English; while supervisors are primarily English- or Afrikaans-speaking. Misinterpretation of speaker intent plays a significant role in communication breakdown that occurs when management or foremen/supervisors communicate directly with workers who do not understand the two erstwhile official languages sufficiently or not at all. Reagan ( 1 986) hypothesized that the greatest number of problems are caused by what might be termed mutual ignorance, rather than by language difficulties. The aim of the thesis was therefore to establish what constitutes the mutual ignorance that leads to misinterpretation of speaker intent. The Hymesian model, the ethnography of speaking, was used as a model for an analysis of sociolinguistic features in factories in the Pretoria-WitwatersrandVereeniging area. For data collection a process of triangulation was used and qualitative and quantitative methods used. The Free Attitude Interview technique was used for unstructured interviews. Other methods include observation, and elicitation procedures such as the Discourse Completion Test, which were used in structured interviews. Language preference, forms of address and politeness markers were examined. Findings revealed that the major differences were found to be in the area of non-verbal behaviour. Speakers of Afrikaans and English are, on the whole, unaware of politeness markers used by speakers of African languages. Afrikaans and English speakers are unaware of offensive non-verbal behaviour used by them. It is revealing that speakers of the official languages believe this to be the very area that makes communication possible, but it is the area in which they may cause offence. It was also found that speakers of African languages have adopted many of the features of the power dominant group at work. The findings of the research are important for the development of strategies for overcoming misinterpretation of speaker intent and negative stereotyping. This research was undertaken as part of the Human Sciences Research Council's programme entitled Language in the labour situation. / Linguistics and Modern Languages / D.Litt. et Phil. (Linguistics)

An immense degree of linguistic diversity exists in the work force where it is possible for speakers of twenty-three home languages to come into contact on the work floor. The language of management in industry is predominantly English; while supervisors are primarily English- or Afrikaans-speaking. Misinterpretation of speaker intent plays a significant role in communication breakdown that occurs when management or foremen/supervisors communicate directly with workers who do not understand the two erstwhile official languages sufficiently or not at all. Reagan ( 1 986) hypothesized that the greatest number of problems are caused by what might be termed mutual ignorance, rather than by language difficulties. The aim of the thesis was therefore to establish what constitutes the mutual ignorance that leads to misinterpretation of speaker intent. The Hymesian model, the ethnography of speaking, was used as a model for an analysis of sociolinguistic features in factories in the Pretoria-WitwatersrandVereeniging area. For data collection a process of triangulation was used and qualitative and quantitative methods used. The Free Attitude Interview technique was used for unstructured interviews. Other methods include observation, and elicitation procedures such as the Discourse Completion Test, which were used in structured interviews. Language preference, forms of address and politeness markers were examined. Findings revealed that the major differences were found to be in the area of non-verbal behaviour. Speakers of Afrikaans and English are, on the whole, unaware of politeness markers used by speakers of African languages. Afrikaans and English speakers are unaware of offensive non-verbal behaviour used by them. It is revealing that speakers of the official languages believe this to be the very area that makes communication possible, but it is the area in which they may cause offence. It was also found that speakers of African languages have adopted many of the features of the power dominant group at work. The findings of the research are important for the development of strategies for overcoming misinterpretation of speaker intent and negative stereotyping. This research was undertaken as part of the Human Sciences Research Council's programme entitled Language in the labour situation. / Linguistics and Modern Languages / D.Litt. et Phil. (Linguistics)