Psychological ownership is the state in which a person feels that the target of ownership – whether material or immaterial – is theirs (Pierce et al. 2001, p.299). In the workplace, having staff take psychological ownership of their work is desirable as they are more likely to work towards a successful outcome if they feel accountable as the owners of their work. At the North-West University (NWU) library most staff work on the library system which is adaptable to workflows and offers staff a range of customisation options; a distinction was therefore made in this study between taking ownership of the system on which staff work, and taking ownership of the work they do (the processes). The aim of this study was therefore to test whether staff perceive themselves to be the owners of not only their processes, but also of the system on which they do their work. The study population was 28 library staff members working on the library system at the Potchefstroom campus of the NWU. A questionnaire consisting of the standardised Psychological Ownership Questionnaire (Avey et al. 2007) along with questions which focus on system and process ownership which was developed for this study was administered to participants and responses were captured using Google Forms. Data analysis was done by the Statistical Consultation Services of the NWU. The following constructs were discussed based on the data analysis: preventative and promotive ownership, system and process ownership, the Information Systems (IS) section of the NWU library and their perceived role in system ownership, and the technical behaviour of staff. It was found that library staff take more promotive than preventative ownership measures in their respective departments, and that they perceive themselves to be both system and process owners. System ownership is not perceived to be the sole responsibility of the IS section, but is rather perceived to be shared between that section and the library staff. Generally, library staff report exhibiting positive technical behaviour, and rate their technical abilities above average which was found to have a positive relationship with their perceived system ownership. / Mini Dissertation (MIT)--University of Pretoria, 2014. / Information Science / MIT / Unrestricted

This study analyses the role of project management during strategy execution within the telecommunications environment in South Africa. The study is qualitative in nature and utilises semi-structured face-to-face interviews with participants. Content analysis is utilised from a data analysis perspective. For the cross-case analysis an adapted version of the Interactive Qualitative Analysis technique was utilised to complete this. This qualitative study found that there is a disconnect when utilising the project management discipline during strategy execution. This is due to a lack of corporate process ownership regarding the concepts under study. A further finding is that projects are selected based on financial viability even though a formal criteria is constituted for the selection of projects. Within this study, strategy execution results are achieved by applying dynamic processes when utilising the project management discipline. A project management based strategy execution framework will aid effective strategy execution in this regard. This research is a cross sectional study at a particular point in time and not a longitudinal study over an extended period. The study does not have extensive cause and effect, behaviour and additional informational characteristics for informed theory building over an extended period as with a longitudinal study. The study has been conducted across four cases within a specific industry. An extensive sample across different industries would have allowed for better generalisability. / Hierdie studie ontleed die rol van projekbestuur gedurende strategie-uitvoering in die telekommunikasie-omgewing in Suid-Afrika. Die studie is kwalitatief van aard en gebruik semi-gestruktureerde, persoonlike onderhoude met deelnemers. Inhoudsontleding word aangewend vanuit 'n dataontledingsperspektief. 'n Aangepaste weergawe van die interaktiewe kwalitatiewe ontledingstegniek is gebruik om die kruisgeval-ontleding te doen. Hierdie kwalitatiewe studie het bevind dat daar 'n onsamehangendheid is wanneer die projekbestuurdissipline gedurende strategie-uitvoering aangewend word. Hierdie is weens 'n gebrek aan korporatiewe proses-eienaarskap rakende die konsepte wat ondersoek word. 'n Verdere bevinding is dat projekte gekies word op grond van finansiële lewensvatbaarheid, hoewel formele kriteria saamgestel word om projekte te kies. In hierdie studie word strategie-uitvoeringsresultate bereik deur dinamiese prosesse toe te pas wanneer die projekbestuurdissipline aangewend word. 'n Uitvoeringsraamwerk vir 'n projekbestuurgebaseerde strategie sal effektiewe strategie-uitvoering help in hierdie opsig. Hierdie navorsing is 'n deursnee-studie op 'n bepaalde tydsduur en nie 'n longitudinale studie oor 'n uitgebreide tydperk nie. Die studie het nie 'n breedvoerige oorsaak en uitwerking, gedrags- en addisionele inligtingseienskappe vir ingeligte teoriebou oor 'n uitgebreide tydperk soos met 'n longitudinale studie nie. Die studie is oor vier gevalle in 'n spesifieke bedryf uitgevoer. 'n Breedvoerige steekproefneming oor verskillende bedrywe sou vir 'n beter veralgemening gesorg het. / Hierdie studie ontleed die rol van projekbestuur gedurende strategie-uitvoering in die telekommunikasie-omgewing in Suid-Afrika. Die studie is kwalitatief van aard en gebruik semi-gestruktureerde, persoonlike onderhoude met deelnemers. Inhoudsontleding word aangewend vanuit 'n dataontledingsperspektief. 'n Aangepaste weergawe van die interaktiewe kwalitatiewe ontledingstegniek is gebruik om die kruisgeval-ontleding te doen. Hierdie kwalitatiewe studie het bevind dat daar 'n onsamehangendheid is wanneer die projekbestuurdissipline gedurende strategie-uitvoering aangewend word. Hierdie is weens 'n gebrek aan korporatiewe proses-eienaarskap rakende die konsepte wat ondersoek word. 'n Verdere bevinding is dat projekte gekies word op grond van finansiële lewensvatbaarheid, hoewel formele kriteria saamgestel word om projekte te kies. In hierdie studie word strategie-uitvoeringsresultate bereik deur dinamiese prosesse toe te pas wanneer die projekbestuurdissipline aangewend word. 'n Uitvoeringsraamwerk vir 'n projekbestuurgebaseerde strategie sal effektiewe strategie-uitvoering help in hierdie opsig. Hierdie navorsing is 'n deursnee-studie op 'n bepaalde tydsduur en nie 'n longitudinale studie oor 'n uitgebreide tydperk nie. Die studie het nie 'n breedvoerige oorsaak en uitwerking, gedrags- en addisionele inligtingseienskappe vir ingeligte teoriebou oor 'n uitgebreide tydperk soos met 'n longitudinale studie nie. Die studie is oor vier gevalle in 'n spesifieke bedryf uitgevoer. 'n Breedvoerige steekproefneming oor verskillende bedrywe sou vir 'n beter veralgemening gesorg het. / Isifinyezo esiqukethe umongo wocwaningo Lolu cwaningo luhlaziya indima ye-project management ngesikhathi sokusetshenziswa kwesu kumkhakha wobuxhakaxhaka bokuxhumana ngezingcingo i-telecommunication eNingizimu Afrika. Ucwaningo ngolwenhlobo ye-qualitative kanti lusebenzisa ama-interview ahlelekile kodwa angenazihibe eziqinile, ukuqondana nalabo ababamba iqhaza ubuso nobuso. Kusetshenziswa inqubo yokuhlaziywa kwe-data lapho kuhlaziywa ingqikithi. Lapho kuhlaziywa nokuqhathanisa ama-case, kuye kwasetshenziswa ithekniki ebizwa ngokuthi yi-Interactive Qualitative Analysis ukuphetha lo msebenzi. Lolu cwaningo lwe-qualitative, luye lwathola ukuthi kukhona ukungaxhumani noma ukungahambelani phakathi kwe-project management kanye nesu ngesikhathi kusetshenziswa isu. Lokhu kungenxa yokusweleka kobunikazi kwinqubo ye-corporate maqondana nemibono okucwaningwa ngayo. Kanti futhi kubuye kwatholakala ukuthi amaprojekthi akhethwa ngkulandela ukuthi ngabe azongenisa imali yini ngisho noma kubekwe imibandela ethize ekukhethweni kwamaprojekthi. Kulolu cwaningo, imiphumela yesu lokusebenza ifezeka ngokusebenzisa izinqubo ezisebenza ngokuphezulo lapho kusetshenziswa inqubo ye-project management. Uhlaka olugxile ekusetshenzisweni kwe-project management luzosiza ekufakeni kahle kwesu lapho lusetshenziswa maqondana nalokhu. Lolu cwaningo luxhumanisa ukuqhathanisa eminye imikhakha yocwaningo ngesikhathi esithile kanti akulona ucwaningo olulandelelwa isikhathi eside. Lolu cwaningi alunawo umkhakha wembangela nomphumela, imibandela yokuziphatha kanye neminye imibandela yolwazi olungezelelwe ukwakha ithiyori esekelwe phezu kolwazi esikhathini socwaningo olulandelelwa isikhathi eside. Lolu cwaningo lwenziwe kuma-case amane kwimboni ethile eyodwa. Ukuthatha amasampuli ajulile ezimboni ezehlukene bekuzobe kusize ukuthi imiphumela ikwazi ukubonelela nokwengamela ngokunabile. / Business Management / D.B.L.

Bakgrund: HR-funktionens roll inom organisationen har utvecklats under hela 1900-talet för att mot slutet av seklet grena ut sig i trenden HR-transformation. Trenden har inneburit att HR blivit alltmer strategiskt och därav har många HR-processer delegerats till cheferna i linjen. Denna trend har inte alltid varit uppskattad eller önskad av de chefer som nu förväntas leda HR-processerna. Idag ses en problematik kring att chefer är missnöjda av det nya stödet utifrån den mer strategiska HR-funktionen vilket försvårar chefers arbete. Forskning gällande ämnet har påtalat vad som kan tänkas ligga till grund för den rådande problematiken. Dock verkar problematiken kvarstå på den svenska arbetsmarknaden. Syfte: Att beskriva chefens förutsättningar att leda HR-processer vid en svensk organisation. Metod: Studien är en intensiv fallstudie där kvalitativa data har samlats in genom sju semistrukturerade intervjuer. För att beskriva den data som framkommit kring informanternas upplevelser av sina förutsättningar att leda HR-processer, har data analyserats genom en tematisk analys med en induktiv roll av teori. Slutsats: Studien beskriver de fyra centrala förutsättningarna: Medarbetaransvar, Kunskap, Olika behov av stöd och Samarbete. Förutsättningarna är beroende av att cheferna leder samtliga HR-processer vid organisationen samt att cheferna upplever det som positivt att stå som processägare. Studiens beskrivna kunskapsbidrag tillhandahåller en förståelse för vad som kan råda bot på chefernas missnöje kring det nya stödet av en mer strategisk HR-funktion. Den nya kunskapen kan tillämpas av organisationer inom likande kontext som har eller planerar att genomföra en HR-transformation för att skapa rätt förutsättningar för sina chefer att implementera och leda HR-processer. / Background: The role of the HR function within the organization has developed throughout the 20th century. However, towards the end of the century it has become known as the trend HR transformation. The trend has meant that HR has become increasingly strategic and hence many HR processes have been delegated to the managers in the line. This trend has not always been appreciated or desired by the managers who are now expected to lead the HR processes. Today, a problem is seen around managers being dissatisfied with the new support based on the more strategic HR function, which makes their work more difficult. Research on the subject has highlighted what may be the basis for the prevailing problem. However, the problems seem to persist in the Swedish labor market. Purpose: To describe the manager's prerequisites for leading HR processes at a Swedish organization. Method: The study is an intensive case study where qualitative data were collected through seven semi-structured interviews. To describe the data that has emerged about the informants' experiences of their ability to lead HR processes, the data has been analyzed through a thematic analysis with an inductive role of theory. Conclusion: The study describes the four key prerequisites: Employee responsibility, Knowledge, Diverse needs for support and Cooperation. The prerequisites depend on that the managers are leading all HR processes at the organization, and that the managers are perceiving it positive to be the process owner. The study's described knowledge contribution provides an understanding of what can remedy managers' dissatisfaction with the new support from a more strategic HR function. The new knowledge can be applied by organizations in similar contexts that have or plan to implement an HR transformation to create the right conditions for their managers to implement and lead HR processes.

The aim of this thesis is to map how the most common process-oriented methodologies and standards govern the issue of process ownership, define the role of a process owner and a comparison of these with a current practice in the corporate environment. The first part describes the theoretical concepts related to process management, including a description of selected methodologies. The following part is a questionnaire and its description followed by the expected responses based on previous theories. The last, third, part of the thesis contains an analysis based on the data obtained from the questionnaire respondents compared with the stated hypotheses and its evaluation.