Text in English with abstracts and keywords in English, Afrikaans and isiZulu. Translated titles in Afrikaans and isiZulu supplied. / The research focused on individual–organisational career path congruence and the development of an integrated measure (I-PIA-M) constituting individual variables (i.e. career anchor preferences, career interests and abilities) which are recognised as influencing individuals’ perceptions of fit with the organisation. The research adopted a mixed-methods approach: (1) principles and constructs of person–environment (P-E) fit were applied, both to develop the I-PIA-M and empirically test the measure for reliability and validity; and (2) a qualitative study (career intervention) was conducted in which the empirically tested measure was applied in a career counselling context, to assess and guide career path congruence in an authentic work setting. The quantitative study involved a randomly selected sample (N = 270) of predominantly working adults in the economic and management sciences fields. The qualitative study involved five respondents in a career construction interview, along with the administration of the empirically tested I-PIA-M measure. Exploratory factor analysis and confirmatory factor analysis confirmed the multi-dimensionality of the I-PIA-M, and the reliability and construct validity of the scale. The results showed that race and gender significantly explain individuals’ self-perceived career anchor preferences and career interests, but not their self-perceived abilities. Age did not significantly explain individuals’ self-perceived career anchor preferences, career interests or abilities. The qualitative study corroborated the multi-directionality of individuals’ career paths and the notion of guiding person–organisation career path congruence by means of the I-PIA-M. The research contributed to career psychology and career counselling practice through the empirical testing and application of the I-PIA-M in the contemporary work context. Various limitations and recommendations for further research were also highlighted in this thesis. / Die navorsing het gefokus op individuele-organisatoriese-loopbaankongruensie en die ontwikkeling van 'n geïntegreerde maatstaf (I-PIA-M) bestaande uit individuele veranderlikes (bv loopbaanankervoorkeure, loopbaanbelangstellings en vermoëns) wat erken word as faktore wat individue se persepsies van passing met die organisasie beïnvloed. Die navorsing het 'n gemengdemetode-benadering gevolg: (1) beginsels en konstrukte van persoon-omgewing is toegepas om sowel die I-PIA-M te ontwikkel en die maatstaf empiries vir betroubaarheid en geldigheid te toets; en (2) 'n kwalitatiewe studie (loopbaanintervensie) is onderneem waarin die empiries getoetsde maatstaf in 'n loopbaanberadingskonteks gebruik is om die loopbaanpadkongruensie in 'n outentieke werksituasie te evalueer en te lei. Die kwantitatiewe studie het 'n ewekansig geselekteerde steekproef (N = 270) van oorwegend werkende volwassenes op die terrein van ekonomiese en bestuurswetenskappe betrek. Die kwalitatiewe studie het vyf respondent in 'n loopbaankonstruksie-onderhoud betrek, saam met die aanwending van die empiries getoetste I-PIA-M maatstaf. Verkennende faktoranalise en bevestigende faktoranalise het die multidimensionele aard van die I-PIA-M bevestig, en die betroubaarheid en konstrukgeldigheid van die skaal. Die resultate het getoon dat ras en geslag beduidend individue se self-vermeende loopbaanankervoorkeure en loopbaanbelangstellings verklaar, maar nie hul self-vermeende vermoëns nie. Ouderdom het nie beduidend individue se self-vermeende loopbaanankervoorkeure, loopbaanbelangstellings of vermoëns verklaar nie. Die kwalitatiewe studie het die multidireksionele aard van individue se loopbaanpaaie en die idee dat persoon–organisasie-loopbaanpadkongruensie deur middel van die I-PIA-M gerig word, gestaaf. Die navorsing het tot loopbaansielkunde en loopbaanberadingspraktyk bygedra deur die empiriese toetsing en toepassing van die I-PIA-M in die kontemporêre werkkonteks. Verskeie beperkings en aanbevelings vir verdere navorsing is ook in hierdie tesis uitgelig. / Ucwaningo lugxile kuhlelo olufanayo lobizo lomsebenzi olulandelwa umuntu ngamunye–yinhlangano kanye nokuthuthukiswa kwendlela ehlangene yokwakha izimpawu zomuntu ezahlukahlukene (I-PIA-M) (zona yilezi ukwenyulwa kobizo lomsebenzi oluyinsika, ubizo oluthandayo lomsebenzi kanye namakhono okwenza umsebenzi) ezithathwa njengalezo ezinomthelela phezu kwemiqondo yomuntu ohambelana ncimishi nenhlangano. Ucwaningo lwamukela ingxubevange yezindlela zokwenza ucwaningo: (1) imigomo kanye nezakhiwo zesizinda somuntu (P-E) zisetshenziswe, kabili, ukwakha i I-PIA-M kanye nokuhlolwa ngendlela ephathekayo izinga lokwethembeka kanye nokulunga; kanye; kanye (2) nocwaningo olusebenzisa amagama lwenziwa, lapho isinyathelo sokuhlola esiphathekayo sasetshenziswa kuhlelo ngaphansi kwesizinda sokululekwa ngokobizo lomsebenzi, ukuhlola ikhono kanye nokukhombisa umfundi indlela yobizo lomsebenzi ehambisana naye angayilandela ngaphansi kwesimo sangempela somsebenzi. . Lesi sifundo socwaningo besixuba isampuli yokukhethwa ngokungahleliwe kwabantu abadala (N = 270) abasebenzayo emikhakheni yezesayensi yezomnotho kanye nezokuphata. Uhlelo locwaningo olusebenzisa amagama luye lwaxuba abaphenduli abahlanu kunhlololwazi lokuzakhela ubizo lomsebenzi, kanye nokuqhutshwa kwesinyathelo sokuhlolwa okuphathekayo kohlelo lwe-I-PIA-M. -. Uhlelo lokuhluza oluvumbululayo kanye nohlelo lokuhluza oluqinisekisayo aye aqinisekisa ukwehlukahluka kwe-I-PIA-M ngokwezigaba, nokwethembeka kanye nohlelo lwesakhiwo esifanele sobukhulu. Imiphumela iye yakhombisa ukuthi ubuhlanga kanye nobulili zichaza kahle kakhulu ubizo lomsebenzi olukhethwa, ubizo lomsebenzi othandwayo noma amakhono omsebenzi athandwayo, kodwa hayi ngokuzikhethela komuntu ngokwamakhono anawo. Unyaka awuzange ucacise kahle ukwenyula ubizo lomsebenzi, ukuthanda ubizo lomsebenzi kanye namakhono omsebenzi ngokuzazi komuntu ngokwakhe. Unyaka, ubuhlanga kanye namaqembu obulili akhombise umehluko omkhulu mayelana nobizo lwemisebenzi abalwenyulayo, ubizo lwemisebenzi abayithandayo kanye namakhono omsebenzi abawaqondayo ngokuzazi kwabo. Ucwaningo olususelwa kumagama lusekela uhlelo lwezindlela eziningi lwezindlela zobizo lomsebenzi ezilandelwa ngabantunkanye nombono wokuholela umuntu-inhlangano endleleni efanayo yobizo lomsebenzi ngokusebenzisa uhlelo lwe-I-PIA-M. Ucwaningo luye lwaba negalelo kusayikholoji kanye nasemisebenzini wokweluleka ngokobizo lomsebenzi ngokusebenzisa uhlelo oluphathekayo lokuhlola kanye nokusetshenziswa kohlelo lwe-I-PIA-M kwisimo sanamuhla sasemsebenzini. Kuye kwavezwa imingcele eyahlukahlukene kanye nezinqumo ezimayelana nokwenza olunye ucwaningo oluqhubekayo kuye kwavezwa kule thesisi. / Industrial and Organisational Psychology / Ph. D. (Psychology)

Indiana University-Purdue University Indianapolis (IUPUI) / The present study sought to examine the impact of technology in permeating the boundaries between individuals’ work and family domains, testing and extending the current theoretical model of boundary management. The first goal, to explore predictors of the boundary management styles (BMS) people use with respect to communication technology (CT), was accomplished by demonstrating that three factors predicted BMS for CT use: preferences for integration, identity centrality, and work/family norms. The second goal, to examine outcomes that could result from varying CT use boundary management styles, was also supported in that BMS for CT use was a predictor of work-family conflict and enrichment. However, one key component of the model was not supported in that perceived control over BMS did not moderate the relationship between BMS and outcomes. Theoretical and practical implications of these findings are discussed, as well as suggestions for future research on boundary theory and CT use. By exploring tangible boundary management behaviors, the present study offers interesting implications that could ultimately assist organizations in developing policies regarding CT use both at home and at work.

This study explored the lived experiences of foreign academics’ wellbeing and adjustment and the impact thereof on their job performance in a South African higher education (HE) institution. The qualitative interpretive study reviewed the literature on wellbeing, adjustment and job performance. It explored the impact of wellbeing and adjustment factors on performance, both personally and professionally. The job demands-resources (JD-R) model was applied in the study to demonstrate that when job resources are high, employee wellbeing, adjustment and job performance is enhanced. Purposive sampling was used to draw a sample of five foreign academics who were employed at the HE institution for more than one year and originated from different countries. Online video calling was used to gather data from the participants using semi-structured interviews. Content analysis was used to create themes and sub-themes from which the study findings were derived and conclusions, as well as recommendations, were made. The study revealed that the wellbeing and adjustment of foreign academics have a significant impact on their job performance. Recommendations were made to the HR managers, I/O psychologists, foreign academics as well as line managers on how to improve the wellbeing and adjustment of foreign academics at the HE institution. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

La documentation scientifique s’intéresse généralement aux formes de leadership destructif et constructif et à leurs conséquences de façon isolée. Ainsi, peu d’attention a été portée au positionnement des comportements destructifs par rapport aux comportements constructifs. Or, l’étude de leur amalgame s’avère importante dans le contexte où un gestionnaire étant perçu à la fois comme une source de stress et de soutien pourrait être plus délétère pour ses employés qu’un gestionnaire étant plus clairement perçu comme une source de stress. Ce phénomène nommé exacerbation intra-source soutient qu’un un profil de leadership caractérisé par l’utilisation conjointe de comportements destructifs et constructifs serait plus délétère pour le bien-être et la performance des employés, qu’un profil plus clairement destructif. Ce phénomène serait théoriquement expliqué par la perception d’incertitude des comportements du gestionnaire. Cette thèse propose à travers deux articles d’examiner les amalgames de comportements de leadership destructif et constructif présentés par les gestionnaires et leurs liens avec l’épanouissement au travail et l’habilitation comportementale des employés, des indicateurs de bien-être et de performance. Elle propose aussi de vérifier si ces amalgames sont liés à la perception d’incertitude des comportements du gestionnaire. Le premier article vérifie les combinaisons de leadership tyrannique et transformationnel perçues par 2104 employés d’une organisation policière. Les résultats montrent que les gestionnaires de cette organisation amalgament ces comportements et qu’un profil caractérisé par des niveaux légèrement sous la moyenne à la fois de de leadership tyrannique et de leadership transformationnel serait plus néfaste pour l’épanouissement et iv l’habilitation comportementale des employés, qu’un profil de leadership plus clairement destructif ou un profil plus constructif. Le second article élargit le champ de recherche en s’intéressant à un ensemble plus large de comportements représentatifs du spectre du leadership destructif-constructif. Les combinaisons de leadership et leur lien avec l’épanouissement, l’habilitation comportementale et l’incertitude des comportements du gestionnaire sont investigués par l’entremise des perceptions de 305 employés d’une organisation du secteur des ressources naturelles. Les résultats obtenus dans cette organisation soutiennent également que les gestionnaires amalgament des comportements destructifs et constructifs. Certains gestionnaires présentent un profil généralement constructif, mais caractérisé par plus de comportements destructifs, comparativement à d’autres ayant un profil plus clairement constructif. Un dernier profil de gestionnaires plus destructifs est observé et serait lié aux niveaux les plus faibles d’épanouissement et d’habilitation comportementale, ainsi que le plus élevé d’incertitude, ne soutenant pas la présence d’exacerbation intra-source. L’exacerbation intra-source est toutefois observée en présence de dyades spécifiques de comportements de leadership. Cette thèse contribue à améliorer notre compréhension des combinaisons comportementales de leadership typiquement présentées par les gestionnaires. Elle contribue aussi à l’identification des conditions précises dans lesquelles l’exacerbation intra-source est élicitée dans le contexte du leadership. Ce phénomène serait uniquement observé sur l’épanouissement et l’habilitation comportementale en présence de dyades spécifiques de comportements destructifs et constructifs reposant sur le même mécanisme d’influence. Dans cette optique, seule une de ces dyades serait liée à la perception d’incertitude, ouvrant ainsi à la possibilité à l’existence de plus d’un mécanisme explicatif de l’exacerbation intra-source. / The scientific literature generally focuses on forms of destructive and constructive leadership and their consequences in isolation. Little attention has been paid to the positioning of destructive behaviors in relation to constructive behaviors. However, the examination of their combinations is an important matter considering that a leader who is perceived as a source of stress and support could be more deleterious for his employees than a leader who is more clearly perceived as a source of stress. This phenomenon, called within-domain exacerbation, suggests that a leadership profile characterized by both destructive and constructive behaviors would be more deleterious for employees’ well-being and performance than one more clearly characterized by destructive behaviors. This phenomenon is theoretically explained by perception of the leader’s behaviors uncertainty. This thesis proposes through two articles to examine how leaders combine destructive and constructive behaviors and how these combinations are related with thriving at work and behavioral empowerment, respectively indicators of well-being and performance. It also proposes to verify if these combinations are related to perceptions of the leader’s behaviors uncertainty. The first article examines combinations of petty tyranny and transformational leadership perceived by 2104 employees of a police organization. Results show that leaders of this organization do combine these behaviors and that a profile characterized by slightly below average levels of petty tyranny and transformational leadership appears to be more deleterious for employees thriving and behavioral empowerment, compared to a more clearly destructive profile and a more constructive profile. The second article considers a broader set of behaviors representative of the destructive-constructive leadership spectrum. Combinations of leadership behaviors and their vii relations with thriving, behavioral empowerment, and the leader’s behaviors uncertainty were investigated through the perception of 305 employees of an organization working in the natural resource industry. Results also show leaders of this organization do combine destructive and constructive behaviors. Some leaders present a generally constructive profile, but characterized by higher levels of destructive behaviors, compared to others who present a more clearly constructive profile. A destructive leadership profile was also observed and is related to the lowest levels of thriving and behaviors empowerment, and the highest level of uncertainty, not supporting the presence of within-domain exacerbation. However, within-domain exacerbation is observed in the presence of specific dyadic combination of leadership behaviors. This thesis contributes to improve our understanding of the leadership profiles typically presented by leaders. It also contributes to the identification of the precise conditions under which within-domain exacerbation is elicited when leadership behaviors are considered. This phenomenon is only observed on thriving at work and behavioral empowerment when leaders present a specific dyadic combination of destructive and constructive behaviors which rely on the same influence mechanism. Moreover, only one of these specific combinations is related to perception of uncertainty, suggesting more than one mechanism could underpin within-domain exacerbation.

The purpose of this study was to explore how Generation Y engineers in South Africa experience their work and based on this to determine how companies should be orientated toward their retention and engagement. I followed a qualitative research approach informed by the hermeneutic phenomenological paradigm, making use of a case study approach and in-depth unstructured interviews with six Generation Y engineers. My findings showed that even though retention cannot be ensured, hygiene retention factors are needed for initial retention and task and work-setup engagement for prolonged retention. Personal passion and commitment relating to career engagement are valued above organisational engagement and commitment. Companies should focus on the identified hygiene retention factors and on engaging these participants through providing for certain elements in their task and work setup. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This qualitative study investigated the influences of psychosocial meta-capacities on learning capacity development in a foreign government agency that is undergoing extensive organisational change. The data was obtained through semi-structured interviews with seven participants, who are employees of a foreign visa-processing unit based in South Africa. The participants shared their experiences during the organisational change process, and how different aspects impacted on their learning capacity development. The study highlighted self-efficacy and emotional intelligence as key meta-capacities that can be enhanced to aid learning capacity development. Furthermore, the study recommended that organisations intending to introduce significant changes should be aware of the psychosocial meta-capacities that can be exploited to enhance employee learning capacity development, thereby ultimately ensuring organisational success. This study seems to suggest that the positive influences on learning capacity development are: self-efficacy in the form of self- beliefs about one’s performance ability; the ability to take initiative; and learning orientation - for example, a sense of exploration; emotional intelligence in the form of self-awareness in relation to what needs to happen, and the positive impact of social support systems, for example, supervisors, role models and fellow colleagues. Negative influences on learning capacity development seem to include the following: the inability to manage performance anxiety; high levels of self-doubt, the lack of technical expertise, and learning paralysis in the form of procrastination and the lack of self-motivation. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The purpose of this study was to explore how Generation Y engineers in South Africa experience their work and based on this to determine how companies should be orientated toward their retention and engagement. I followed a qualitative research approach informed by the hermeneutic phenomenological paradigm, making use of a case study approach and in-depth unstructured interviews with six Generation Y engineers. My findings showed that even though retention cannot be ensured, hygiene retention factors are needed for initial retention and task and work-setup engagement for prolonged retention. Personal passion and commitment relating to career engagement are valued above organisational engagement and commitment. Companies should focus on the identified hygiene retention factors and on engaging these participants through providing for certain elements in their task and work setup. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Bibliography: leaves 241-295 / Text in English with summaries in English, Afrikaans and Setswana / This study, to enhance understanding of volunteer well-being and to develop a conceptual model of volunteer well-being through an in-depth exploration of volunteers’ work–life experiences, was guided by an interest in volunteering as well as curiosity about well-being as a concept. My perception of the importance of volunteering for our society was based on first-hand knowledge of a volunteering context operating in the Gauteng health sector, as well as the volunteering literature, which confirmed its importance and encouraged me to conduct research on this resource. The literature on well-being highlights its importance for employees in particular and organisations in general and thus justifies the study. The literature also supported my preference for conducting this research on volunteer well-being from a qualitative perspective. Further motivation for the research was provided by my awareness of the challenging nature of the volunteering context as well as the adverse personal circumstances of the volunteers. Accordingly, recognising the importance of well-being in volunteers, I was prompted to dedicate attention to this dynamic work context. To achieve its aim, in this research I applied a qualitative research approach and a hermeneutic (interpretive) phenomenological research methodology. In-depth interviews were used to explore the work–life experiences of eight volunteers and a phenomenological hermeneutical analytic process was used to analyse the data. The data were further contextualised and the findings supported by the relevant well-being literature. Based on the findings, a conceptual model of volunteer well-being was constructed. This model enhances our understanding of volunteer well-being, ultimately contributing to knowledge and practice in the field of volunteering. / Die hoofdoel van hierdie studie was om die begrip van vrywilligerswelstand te bevorder en om ’n konseptuele model van vrywilligerswelstand te ontwikkel deur ’n omvattende ondersoek van vrywilligers se werklewe-ervarings. Die studie was gelei deur ’n belangstelling in vrywilligerswerk en ‘n nuuskierigheid oor welstand as ’n konsep. My waarneming van die belangrikheid van vrywilligerswerk vir ons samelewing is gebaseer op eerstehandse kennis van ’n vrywilligerskonteks in die Gautengse gesondheidsektor en die literatuur oor vrywilligersdienslewering, wat die belangrikheid daarvan bevestig het en my aangemoedig het om navorsing oor hierdie hulpbron te doen. Die literatuur oor welstand beklemtoon veral die belangrikheid daarvan vir werknemers en organisasies oor die algemeen, en regverdig dus die studie. Die literatuur het ook my voorkeur om hierdie navorsing oor vrywilligers se welstand vanuit ’n kwalitatiewe perspektief te benader, ondersteun. My bewustheid van die uitdagende aard van die vrywilligerskonteks asook die ongunstige persoonlike omstandighede van die vrywilligers het my verder gemotiveer om die navorsing te doen. Dienooreenkomstig, as erkenning van die belangrikheid daarvan om vrywilligers se welstand te fasiliteer, is ek geïnspireer om aandag te skenk aan hierdie dinamiese werkskonteks. Om hierdie doel te bereik het ek ’n kwalitatiewe navorsingsbenadering en ’n hermeneutiese (verklarende) fenomenologiese navorsingsmetodologie in hierdie navorsingsprojek gebruik. Indiepte onderhoude is gebruik om die werklewe-ervarings van agt vrywilligers te ondersoek, en ’n fenomenologiese, hermeneutiese, analitiese proses is gebruik om die data te ontleed. Die data is verder gekontekstualiseer en die bevindings is deur die tersaaklike literatuur ondersteun. ’n Konseptuele model van vrywilligerwelstand is op grond van hierdie bevindinge opgestel. Hierdie model bevorder ons begrip van vrywilligerswelstand, en lewer sodoende ’n bydrae tot die kennis en ervaring op die terrein van vrywilligerswerk. / Thutopatlisiso eno ya go tlhama sekao sa kgopolo sa boithaopi go tswa mo mogopolong wa seemo se se amogelesegang sa botshelo ka go sekaseka go ya kwa botennye, maitemogelo a tiro a baithaopi, e kaetswe ke kgatlhego mo boithaoping, keletso ya go itse ka ga mogopolo wa seemo se se amogelesegang sa botshelo le dikwalo tse di ka ga boithaopi. Kitso e e tseneletseng ya bokao jwa boithaopi jo bo dirang mo lephateng la boitekanelo la Gauteng, gammogo le dikwalo tsa boithaopi, di tlhomamisitse botlhokwa jwa boithaopi mo setšhabeng sa gaetsho mme tsa nthotloetsa go dira patlisiso ka ntlha eno. Go tlaleletsa, thutopatlisiso eno e tlhomamisitswe ke dikwalo tse di ka ga seemo se se amogelesegang le botlhokwa jwa seemo se se amogelesegang sa botshelo se se totileng badiri ka bo bona le ditheo ka kakaretso. Dikwalo gape di tshegeditse tlhopho ya me ya go dira patlisiso ka ga seemo se se amogelesegang sa botshelo jwa baithaopi ka mogopolo wa go batla go batlisisa mabaka a a bakang seemo se se rileng. Thotloetso e nngwe ya patlisiso e tlisitswe ke temogo ya me ya dikgwetlho tsa boithaopi gammogo le maemo a a sa amogelesegeng a baithaopi. Fela jalo, ka go lemoga botlhokwa jwa go gokaganya seemo se se amogelesegang sa botshelo mo baithaoping, ke ne ke patelesega go tota mofuta ono wa tiro. Go fitlhelela maikaelelo ano, patlisiso eno e dirisitse mokgwa wa patlisiso o o lebelelang mabaka a a rotloetsang ntlha e e rileng (qualititative research) le mokgwa wa patlisiso o o ranolang (hermeneutic phenomological research methodology). Go dirisitswe dipotsolotso tse di tseneletseng go sekaseka maitemogelo a tiro a baithaopi mme ga dirisiwa thulaganyo ya tshekatsheko ya phenomenological hermeneutial go sekaseka tshedimosetso. Tshedimosetso e ne ya bewa ka bokao mme diphitlhelelo tsa tshegediwa ka dikwalo tse di maleba. Go ikaegilwe mo diphitlhelelong tseno, go ne ga thalwa sekao sa kgopolo sa seemo se se amogelesegang sa botshelo jwa baithaopi. Go tshitshinngwa gore go dirisiwe sekao seno go dirisa ka botlalo le go netefatsa go nnela leruri ga tiro ya baithaopi, gore kwa bokhutlong go tshwaelwe mo kitsong le mo tirong mo lephateng la boithaopi. / Psychology / D. Phil. (Psychology)

Text in English with abstracts in English, Afrikaans, Tswana and Tsonga / In a complex world, change is inevitable and wellness in the workplace remains a popular research phenomenon in facilitating employee and organisational productivity. Churches as organisations are not exempt from change dynamics in the world of work. Employees of the church, namely pastors and their well-being are similarly imperative, as they are also responsible for facilitating the well-being of others. Coaching has emerged as a valuable and useful psychological helping process aimed at enhancing employees’ well- being and facilitating their engagement, commitment and productive work behaviour. Mentoring and training are predominant interventions aimed at addressing aspects potentially relevant to pastor well-being in both the Dutch Reformed Church (DRC) and the United Reformed Church of South Africa (URCSA), albeit each with very distinct objectives in terms of calling, and professional and skills development. In light of the current underutilised mentoring programme of the DRC and the sole emphasis on skills training in the URCSA, this study emerged from the need to understand how an in-depth understanding of pastors’ experiences of well-being can contribute to construct a coaching model for professional pastoral caregivers. In order to develop a coaching model to care for and optimise the well-being of the pastors, my multidisciplinary background (stemming from Industrial and Organisational Psychology [IOP], Human Resource Management [HRM] and Theology) increased my curiosity about pastors’ experiences of well-being in a Christian faith-based South African church context. In qualitative research inquiries, investigators creatively use multiple qualitative methods from a pragmatic stance. Hence, in this thesis I used at first two qualitative research methods, namely interactive qualitative analysis (IQA) and narrative synthesis that contributed to a transparent and systematic way to collect analyse, and document the research report. As a third qualitative research method, I used an auto ethnographic reflection writing style to make trustworthy inferences about the research findings and to think about the implications thereof on the rest of the research community. A coaching model was constructed and is proposed as a possible model to care for and optimise the well-being of the pastor (individual employee) and by implication also of a church (non-profit Christian faith-based organisation). This thesis also contributes methodologically to emerging IQA research in a South African work context. Lastly, the thesis contributes to multidisciplinary studies as it integrated theoretical and empirical perspectives from three disciplines, namely IOP, HRM and Theology. / In 'n ingewikkelde wêreld is verandering onvermydelik en welstand in die werksplek bly 'n gewilde navorsingsverskynsel om werknemer- en organisatoriese produktiwiteit te fasiliteer. Kerke as organisasies is nie vrygestel van veranderingsdinamika in die wêreld van werk nie. Kerke se werknemers, naamlik pastore en hul welstand is op soortgelyke wyse noodsaaklik omdat hulle verantwoordelik is om ander se welstand te fasiliteer. Afrigting het as 'n waardevolle en nuttige psigologiese hulpproses ontluik wat daarop gemik is om werknemers se welstand te bevorder en om hul betrokkenheid, toewyding en produktiewe werksgedrag te fasiliteer. Mentorskap en afrigting is oorwegende intervensies wat daarop gemik is om aspekte aan te spreek wat moontlik relevant kan wees tot pastore se welstand in beide die Nederduits Gereformeerde Kerk (NGK) en die Verenigde Gereformeerde Kerk van Suid-Afrika (VGKSA), alhoewel elkeen baie duidelik onderskeibare doelstellings met betrekking tot roeping, en professionele en vaardigheidsontwikkeling het. In die lig van huidige onderbenutting van mentorskapprogramme van die NGK en die uitsluitlike klem op vaardigheidsopleiding in die VGKSA, het hierdie studie ontstaan uit die behoefte om te verstaan hoe 'n diepgaande begrip van pastore se ervaring van welstand tot 'n konstruktiewe afrigtingsmodel vir professionele pastorale versorgers kan bydra. Om 'n afrigtingsmodel te ontwikkel om pastore te versorg en hul welstand te optimeer, het my multidissiplinêre agtergrond (industriële en organisatoriese sielkunde, menslikehulpbronbestuur en teologie) my nuuskierigheid oor pastore se welstand in 'n Christelik-gebaseerde Suid-Afrikaanse kerkkonteks geprikkel. In kwalitatiewe navorsingsvrae, gebruik navorsers meervoudige kwalitatiewe metodes uit 'n pragmatiese standpunt kreatief. In hierdie tesis het ek dus aanvanklik twee kwalitatiewe navorsingsmetodes gebruik, naamlik interaktiewe kwalitatiewe ontleding (IKO) en narratiewe sintese wat bydra om data deursigtig en sistematies te versamel, te ontleed en die navorsingsverslag te dokumenteer. As 'n derde kwalitatiewe navorsingsmetode het ek 'n reflektiewe outo-etnografiese skryfstyl gebruik om betroubare afleidings oor die navorsingsbevindings te maak en om oor die implikasies daarvan op die navorsingsgemeenskap te dink. 'n Afrigtingsmodel is saamgestel en is voorgestel as 'n moontlike model om na pastore (individuele werknemers) om te sien en hul welstand te optimeer en dus ook die van 'n kerk (niewinsgewende organisasie wat op die Christelike geloof gebaseer is). Hierdie tesis dra ook metodologies tot ontluikende IKO-navorsing in 'n Suid-Afrikaanse werkskonteks by. Die tesis dra laastens tot multidissiplinêre studies by omdat dit teoretiese en empiriese perspektiewe van die drie vakgebiede, naamlik industriële en organisatoriese sielkunde, menslikehulpbronbestuur en teologie, integreer. / Mo lefatsheng le le marara, diphetogo di nna di le gona mme itekanelo ya mo tirong e sala go nna ntlha e e tlwaelegileng ya dipatlisiso go gokaganya tlhagiso ya badiri le ya setheo. Dikereke jaaka ditheo ga di a gololesega mo dintlheng tsa diphetogo mo tirong. Badiri ba kereke, e leng baruti, le itekanelo ya bona, ba botlhokwa fela jalo ka ntlha ya fa le bona ba rwele maikarabelo a go ela tlhoko itekanelo ya ba bangwe. Katiso e tlhageletse jaaka tsamaiso ya thuso e e boleng le e e mosola ya saekholoji e maikaelelo a yona e leng go tokafatsa itekanelo ya badiri le go gokaganya seabe sa bona, maitlamo le maitsholo a a mosola mo tirong. Tataiso le katiso ke ditsibogo tse di dirisiwang gantsi tse maikaelelo a tsona e leng go samagana le dintlha tse di maleba mo itekanelong ya baruti mo Kerekeng ya Dutch Reformed (DRC) le ya United Reformed Church of South Africa (URCSA), le fa tsotlhe di na le maitlhomo a a farologaneng go ya ka pitso, tlhabololo ya boporofešenale le bokgoni. Ka ntlha ya lenaneo le ga jaana le sa dirisiweng mo go lekaneng la tataiso la DRC le kgatelelo ya katiso ya bokgoni fela kwa URCSA, thutopatlisiso eno e bakilwe ke tlhokego ya go tlhaloganya ka moo go tlhaloganya go ya kwa botennye ga maitemogelo a baruti a itekanelo go ka tshwaelang ka gona go aga sekao sa katiso sa baruti ba batlhokomedi ba porofešenale. Go aga sekao sa katiso sa go tlhokomela le go oketsa itekanelo ya baruti, lemorago la me la maphatamantsi (go tswa mo Saekholojing ya Madirelo le Ditheo [IOP], Botsamaisi jwa Badiri [HRM] le Thuto ya Bodumedi (Thioloji)) le okeditse phisegelo ya me ya go itse ka maitemogelo a baruti a itekanelo go ya ka bokao jwa kereke ya Aforikaborwa e e theilweng mo tumelong ya Sekeresete. Mo dipotsisong tsa dipatlisiso tse di lebelelang mabaka, babatlisisi ba dirisa mekgwa e mentsi ya patlisiso e e lebelelang mabaka go tswa mo kemong ya dintlha. Ka jalo mo thesising eno ke dirisitse mekgwa ya ntlha e mebedi ya dipatlisiso tse di lebelelang mabaka, e leng tshekatsheko e e lebelelang mabaka ka tshusumetso (IQA) le motswako wa kanelo o o tshwaetseng mo tseleng e e seng bofitlha le e e rulaganeng go kokoanya, sekaseka le go kwala pegelo ya patlisiso. Jaaka mofuta wa boraro wa dipatlisiso tse di lebelelang mabaka, ke dirisitse setaele sa go kwala sa itshekatsheko ya othoetenokerafi go fitlhelela ditshwetso tse di ikanyegang ka ga diphitlhelelo tsa dipatlisiso le go akanya ka bokao jwa tsona mo setšhabeng sotlhe sa dipatlisiso. Go agilwe sekao sa katiso mme se tshitshinngwa jaaka sekao se se ka dirisiwang go tlhokomela le go tokafatsa itekanelo ya moruti (modiri a le mongwe) mme ka go rialo gape le ya kereke (setheo se se sa direng letseno se e theilweng mo tumelong ya Sekeresete). Thesisi eno gape e tshwaela mo ntlheng ya mekgwa mo dipatlisisong tse di tlhagelelang tsa IQA go lebeletswe Aforikaborwa. Kwa bokhutlong, thesisi eno e tshwaela mo dithutopatlisisong tsa maphatamantsi ka ntlha ya fa e kopantse megopolo ya tiori le ya maitemogelo go tswa mo maphateng a le mararo e leng, IOP, HRM le Thioloji. / Eka misava ya nsohensohe, ku cinca i nchumu lowu nga sivelekekiku na swona ku hlayiseka entirhweni swa ha ri nchumu lowu nga duma swinene eka ku endliwa ka rhiseche eka ku pfuneta mutirhi na nhlangano leswo swi tirha hi xiyenge xa vuyelo bya le henhla. Tikereke tani hi minhlangano a yi le handle eka timhaka ta ku cinca emintirhweni. Vatirhi va kereke, ku nga vafundzhisi na vuhlayiseki bya vona na swona i swa nkoka tani hi leswi va nga na vutihlamuleri eka ku tiyisa leswo van'wana va hlayisekile no va na rihanyu lerinene. Ku dzabela swi vonaka tani hi nchumu wa nkoka no pfuneta eka ku pfuneta hi swa ngqondo leswi swi nga na xikongomelo xa ku yisa emahlweni vuhlayiseki bya vatirhi no endla leswo va va eka xiyimo xa ku tirhisana, ku tiyimisela no va na mahanyelo ya ku gingirika emintirhweni na ku tirha hi vuyelo. Ku mentharixa na vuleteri i minchumu leyi endliwaka hi xikongomelo xa ku langutana na rihanyu lerinene ra vafundzhisi va tikereke ta Dutch Reformed Church (DRC) na United Reformed Church of South Africa (URCSA), hambi leswi yin'wana ya tona yi nga na swikongomelo swo hambana hi ku landza xivito, na ku hluvukisiwa ka vuprofexinali na vuswikoti. Hi ku vona leswo nongonoko wa ku mentharixa a wu tirhisiwi swinene eka DRC kasi eka va URCSA ku tshikileriwa ngopfu vuleteri bya vuswikoti, dyondzo leyi yi sukela eka xilaveko xa ku twisisa swinene hi vuenti swipiriyoni swa vafundzhisi swa vuhlayiseki bya vona ku pfuneta ku endla modlele wa vudzaberi eka vahlayisi va vafundzhisi hi swa vuprofexinali. Leswo ku endliwa modlele wa vudzaberi bya ku hlayisa no yisa ehenhla xiyimo lexinene xa vafundzhisi, tidyondzo ta mina (leti sukelaka eka Industrial Organisational Psychology (IOP), Human Resource Management [HRM] na tidyondzo ta ntivo-vukwembu ku nga Theology) swi yise ehenhla ku navela ku tiva ka mina hi swipiriyoni swa vafundzhisi hi vuhlayiseki bya vona eka vugandzeri bya vona lebyi byi nga le ka Vukresre eka tikereke ta vona eAfrika Dzonga. Eka swivutiso swa qualitative research na ntirhiso wa ndzavisiso hi vuswikoti leswi swi tirhisiwaka ku endla qualitative methods eka xiyimo lexi khomekaka. Hikokwalaha eka thesis leyi ndzi tirhise eka mafambiselo mambirhi ya qualitative research methods, ku nga interactive qualitative analysis (IQA) na narrative synthesis leyi yi nga pfuneta ku kuma maendlelo lama ya nga rivaleni ku hlengeleta nxopanxopo na ku endla dokumente ya xiviko xa rhiseche. Maendlelo ya vunharhu ya qualitative research method, lama ndzi nga ma tirhisa i ya authethnographic reflection writing style ku endla tiinferense ta ku tshembeka hi vuyelo bya rhiseche na ku ehleketa hi ti-implications ta swona eka hinkwavo lava va endlaka rhiseche. Modlele wa vudzaberi wu endliwile na swona hi wona lowu wu gangisiwaka tani hi modlele lowu kotekaku wa vuhlayisi na ku yisa ehenhla nhlayiseko wa mufundzhisi (ku nga mutirhi wun'we) kasi hi vuyelo na swona eka kereke (ku nga nhlangano wa vupfumeri bya Vukreste lowu nga tirheleku vuyelo bya mali). Thesis leyi yi tlhela yi pfuneta hi metodoloji ku humesa IQA research eka xiyimo xa Afrika Dzonga. Xo hetelela, thesis leyi yi tlhela yi pfuneta tidyondzo ta multidisciplinary tani hi laha ti nga hlanganisiwa eka thiyori na le ka empirical perspectives ku suka eka tidisiplini tinharhu leti ku nga, IOP, HRM na Theology. / Industrial and Organisational Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))

Text in English, abstracts in English, Afrikaans and Zulu / This research endeavoured to construct a psychological framework for enhancing relational attitudes and behaviour in a South African employment relations context by investigating the relationship dynamics between individuals’ work-related perceptions (perceived organisational support and justice) and work experiences (psychological contract violation) and their relational attitudes (organisational and union commitment) and behaviour (organisational citizenship behaviour and counterproductive work behaviour) in the workplace, as moderated by their personal dispositions (individualism/collectivism) and mediated by organisational cynicism and trust. The associations between individuals’ personal (gender, age, population group and education level) and work-related (employment status, tenure, job level and union membership) characteristics and these dispositional and relational variables were also explored. A quantitative cross-sectional survey was conducted on a purposive sample of employed students registered at a higher education institution (n = 740). Canonical correlation analysis revealed that individuals’ work-related perceptions and work experiences as well as their sense of organisational cynicism and trust were strong predictors of their attitudinal commitment towards their organisations and their organisationally directed organisational citizenship behaviour. Structural equation modelling indicated a good fit between employees’ perceptions of the quality of their social exchange relationship with their employing organisations and their trust in and cynicism towards these organisations as antecedents of relational attitudes and behaviour. Mediation analysis indicated that individuals’ work-related perceptions and work experiences influence their attitudinal commitment to their employing organisations through their sense of organisational cynicism and trust. Moderation analysis revealed that the influence of individuals’ cynicism towards their employing organisations on their attitudinal commitment is conditional upon their level of horizontal collectivism. Multiple regression analysis showed that individuals’ gender, population group, level of education and job level explain their attitudinal and behavioural reactions to work-related perceptions and work experiences. Tests for significant mean differences revealed significant differences in terms of the biographical variables. At a theoretical level, the study extended the understanding of relational attitudes and behaviour and the antecedents thereof in the workplace. At an empirical level, the study delivered an empirically tested psychological framework for enhancing relational attitudes and behaviour. At a practical level, individual and organisational interventions in terms of the psychological framework were recommended. / Met hierdie studie is gepoog om ʼn sielkundige raamwerk daar te stel wat aangewend kan word om werknemerhoudings en -gedrag in ‘n Suid-Afrikaanse arbeidsverhoudinge konteks te verbeter. Met die oog hierop is ondersoek ingestel na die verhoudingsdinamiek tussen individue se werkverwante persepsies (waargenome organisasiesteun en -geregtigheid); werksbelewenisse (skending van die sielkundige kontrak); hulle houdings (organisasie- en vakbondverbondenheid); en gedrag (organisasieburgerskapgedrag en teenproduktiewe werksgedrag) by die werkplek wat deur hulle pesoonlike ingesteldheid (individualisme/ kollektivisme) beïnvloed word en deur organisasiesinisme en -vertroue bemiddel word. Die verband tussen individue se persoonlike eienskappe (hulle geslag, ouderdom, bevolkingsgroep en opleidingsvlak), werkverwante eienskappe (hulle arbeidstatus, dienstyd, posvlak en vakbondlidmaatskap) en hierdie gesindheids- en verhoudingsveranderlikes is eweneens verken. 'n Kwantitatiewe deursneeopname is gedoen met 'n doelgerigte steekproef onder werkende studente wat by 'n hoëronderwysinstelling ingeskryf is (n = 740). 'n Kanonieke korrelasieanalise het getoon dat individue se werkverwante persepsies en belewenisse sowel as hul organisasiesinisme en -vertroue 'n goeie aanduiding was van hulle houdingsverbondenheid tot hulle organisasies en van hulle burgerskapgedrag jeens hulle organisasies. Strukturele vergelykingsmodellering het groot ooreenkomste tussen werknemers se persepsies van hoe goed hulle sosiale uitruilverhouding met hul werkgewerorganisasies is asook hul vertroue in en sinisme teenoor hierdie organisasies as antesedente van hulle houdings teenoor en gedrag in hulle organisasies aan die lig gebring. Volgens 'n bemiddelingsanalise bepaal werknemers se werkverwante persepsies en werkbelewenisse hulle verbondenheid tot hulle werkgewerorganisasie op grond van hulle organisasiesinisme en -vertroue. 'n Modereringsanalise het getoon dat die invloed wat individue se sinisme teenoor hulle werkgewerorganisasies op hulle verbondenheid het, afhanklik is van hulle vlak van horisontale kollektivisme. Voorts blyk dit uit 'n meervoudige regressieanalise dat individue se geslag, bevolkingsgroep, opleiding en posvlak hulle houding- en gedragsreaksie op werkverwante persepsies en belewenisse verduidelik. Afgesien hiervan het opvallende verskille ten opsigte van die biografiese veranderlikes danksy toetse vir beduidende gemiddeldeverskille aan die lig gekom. Op teoretiese vlak het hierdie studie die kennis van werksverwante houdings en gedrag en die antesedente daarvan in die werkplek verbeter. Op empiriese vlak het hierdie studie 'n empiries getoetste sielkundige raamwerk vir die bevordering van positiewe werksverwante houdings en -gedrag tot gevolg gehad. Op praktiese vlak is individuele en organisasie-intervensies ten opsigte van die sielkundige raamwerk aanbeveel. / Lolu cwaningo luzama ukwakha uhlaka lwezengqondo lokukhulisa indlela enhle yokucabanga nokuziphatha kumqondosizinda wezindlela zokusebenza eNingizimu Afrika ngokucubungula izinguquko ebudlelwaneni phakathi kwemibono emayelana nemisebenzi yomuntu ngamunye (ukusekela nobulungiswa kwenhlangano okucatshangelwayo) nababhekana nakho emsebenzini (ukungahlonishwa kwesivumelwano sezengqondo) nendlela yabo yokucabanga (ukuzibophezela kwenhlangano nokubumbana) nendlela yokuziphatha (indlela yokuziphatha ngokobuzwe benhlangano nendlela yokuziphatha engavumelani nokwenziwa ngemfanelo komsebenzi) emsebenzini njengoba kujivazwa yindlela bona ngokwabo abaziphethe ngayo (ngokuzimela/ngokusebenzisana) futhi kugqugquzelwa ukungabaza nokungabinethemba enhlanganweni. Ubudlelwane phakathi kobunjalo bomuntu ngomuntu (ubulili, iminyaka yobudala, nokuthi ungowaliphi iqembu labantu kanye nezinga lemfundo) nokumayelana nomsebenzi (isimo sokusebenza, umsebenzi owenzayo, izinga lomsebenzi nobulungu benhlangano) izimpawu nalokhu okuguquguqukayo okuwubunjalo bomuntu nakho kwatholakala. Inhlolovo engamanani eyizigaba ezehlukene yenziwa kwisampula eyayikhethwe ngamabomu yabafundi ababhalisiwe esikhungweni semfundo ephakeme (n = 740). Ukuhlaziwa kokuhlobana okungenakuphikiswa kwaveza ukuthi izindlela zabantu ngabanye zokucabanga mayelana nomsebenzi nababhekana nakho emsebenzini kanjalo nombono wabo mayelana nokungabaza nokwethemba inhlangano kwakuyizona zinkomba ezazinamandla zokuzibophezela kwabo ngokwendlela yokucabanga ezinhlanganweni zabo kanye nendlela yabo yokuziphatha ngokwenhlangano okubhekiswe ebuzweni benhlangano. Indlela yokuqhathanisa ngokokwakheka yaveza ukuxhumana okuhle phakathi kombono wabasebenzi wezinga eliphezulu lobudlelwane babo bokuxoxisana nezinhlangano ezibaqashile kanye nokuthemba nokungabaza kwabo okwakuqondiswe kulezi zinhlangano njengesisekelo sendlela yokucabanga neyokuziphatha kwabo. Ukuhlaziywa kokuxoxisana kuveza ukuthi imibono yabantu emayelana nomsebenzi kanye nababhekana nakho emsebenzini kunomthelela ekuzibophezeleni kwabo ngokwendlela yokucabanga ezinhlanganweni ezibaqashile ngokomqondo wabo wokungabaza nokwethemba inhlangano. Ukuhlaziya okulawulekayo kwaveza ukuthi umthelela wokungabaza komumntu ngamunye mayelana nezinhlangano ezibaqashile ekuzibophezeleni kwabo ngokwendlela yokucabanga kuncike ezingeni labo lokusebenzisana ngokulinganayo. Ukuhlaziywa kokwehla ngamandla kwakhombisa ukuthi lokhu okulandelayo komuntu ngomuntu, ubulili, iqembu labantu akulona, izinga lemfundo nezinga lomsebenzi kuchaza indlela ababhekana ngayo ngokwendlela yokucabanga nokuziphatha okumayelana nomsebenzi nalokho ababhekana nakho emsebenzini. Ukuhlolwa kokusemqoka kuchaza umehluko owembula umehluko osemqoka ngokuguquguquka kwemininingwane ngomuntu. Ezingeni lethiyori, lolu cwaningo luveze ngokuthe xaxa ukuqonda indlela yokucabanga neyokuziphatha kwabantu, nezisekelo ezikhona endaweni yokusebenza. Ezingeni lokungase kubonakale kwenzeka, lesi sifundo silethe uhlaka lwezengqondo oluhlolwe njengolungase lwenzeke ukukhulisa indlela yokucabanga neyokuziphatha kwabantu. Ezingeni lokungase kwenzeke, kwancomeka ukuthi kube nokungenelela komuntu ngamunye nokwenhlangano ngokohlaka lwezengqondo. / Psychology / Ph. D. (Psychology (Industrial and Organisational Psychology))