This research deals with personality and biographical factors in absenteeism. The literature review looks at personality traits and absenteeism. The following question must then be asked: Can the construct ”personality” be analysed and described within the context of the work environment, and can the relationship between personality, biographical factors and absenteeism be studied empirically. The empirical study focuses on measuring the relationship between personality and absenteeism. The construct ”personality” is presented within the dimensional or trait perspective. The empirical investigation is presented within the functionalistic paradigm (quantitative approach). The chosen measuring instrument, namely, the Sixteen Personality Factor Questionnaire (16 PF SA 92) was administered by means of a random sample to 72 Aviation Security Officers. The reliability of the Sixteen Personality Factor Questionnaire was determined using the Cronbach Alpha coefficient method. To determine if personality is a predictor of absenteeism, stepwise regression analysis was done. The results indicate that the degree (category) of absenteeism is associated only with marital status and number of dependants. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

Despite the wide spread use of psychological instruments in the forensic context, there is a dearth of research on the purposes for using it. A qualitative case study approach was adopted in this study to explore the purposes for which industrial psychologists use psychological instruments in loss of income claims. The research study comprised of two phases. Firstly, a literature review was used to provide some background on psychological assessment in the forensic context. The literature review described the historical development of forensic psychology, what psychological instruments are and how they are used in the forensic context. The forensic context, in which industrial psychologists operate, was also described. Furthermore, the initial conceptual framework to outline the context of the next phase of the research was illustrated. The second phase was an exploratory study that made use of a multiple-case study approach. The main research aim was to explore the purposes for using psychological instruments in loss of income claims by industrial psychologists. Another aim was to explore the psychological instruments used. The final aim was to explore the kind of information that is needed in the forensic context, which is not currently available by means of existing psychological assessment. Case study data was collected by conducting semi-structured interviews with four industrial psychologists. Each interview represented a case to be analysed. The multiple-case study data gathered were then analysed using coding, within-case analysis and across-case analysis. The findings indicate that psychological instruments are used for the following purposes: (1) to add value to the quantification of a loss of income claim; and (2) to provide information that is required on the specific situation and circumstances surrounding the claim. Furthermore, the research findings also revealed that the purpose of using a psychological instrument to add value is influenced by internal factors of the psychological instrument as well as situational characteristics of the legal matter at hand. Through the exploration of the purposes for using psychological instruments, specific instruments used could be identified. Another finding included the existence of a perception that the psychological instruments currently available in South Africa are inadequate to provide the information required in the forensic context. The findings also revealed the kind of information that is needed.Recommendations were made for future research and industry-related practices. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

The restructuring of the South African higher education system ranges widely across mergers and incorporations, the creation of new institutional forms, regional-level programme collaboration and rationalisation. The Council on Higher Education (CHE) calls for greater productivity and more cost-effective deployment of resources. Such changes need to be managed effectively in order for staff and managers to adapt and find new ways to operate effectively within the changing environment and to maintain job satisfaction. The aim of this study was to critically evaluate job satisfaction levels during the transitional period of merger in the case of Walter Sisulu University (WSU), as organisational excellence can be achieved when employees experience job satisfaction. The research method employed to gather data was that of quantitative design. The sample consisted of academics and non-academics of WSU employees from the former Border Technikon, Eastern Cape Technikon and University of Transkei. The instrument used to collect data was a modified version of the 1977 Minnesota Satisfaction Questionnaire (MSQ). Of the 130 respondents 69 were academics and 61 non-academics. Key findings of the study indicated that there are more factors that contribute to job dissatisfaction compared to those factors that contribute to job satisfaction dimension. The results also indicated that the majority of respondents were dissatisfied with most of the job satisfaction factors. The paper recommends that, during a transitional period, human capital issues should be accorded the proper attention and should be addressed early in order to maintain high staff morale (job satisfaction). This will create a smooth transition during which employees will feel valued and experience job satisfaction. / Business Management / M. Tech. (Business Administration)

Thesis (M.A.)--University of South Africa, 2002.

Individual distress in the work-place has been cited as the cause of enormous loss of productivity and income, and has therefore attracted much attention from researchers and therapists alike. However, an extensive literature study reveals that in the field of work-related distress and its management, there appears to be discontinuity, a diversity of opinion and even confusion with regard to definitions, causes and possible remedies for the problem. It is suggested that this situation has been brought about and is being perpetuated by the Newtonian/Cartesian epistemological foundation on which most thinking in the field is based. It is further suggested that an epistemology informed by ecosystemic, constructivist principles could facilitate a way of thinking which would be more useful in this context. A case study was done in accordance with the above-mentioned ideas, which served as an investigation of their usefulness in a situation of reported work-related stress. On the basis of the information which emerged from the study, it is concluded that an ecosystemic approach can indeed provide a useful basis for understanding such situations. Furthermore, it is suggested that there are certain commonalities between such situations which are primarily founded in contexts in which the individual finds himself faced with contradictory demands which are not acknowledged as such. Finally, the point is made that if, in accordance with a constructivist viewpoint, "stress" is understood to be a social construction rather than an absolute condition, then the traditional way of thinking provides us with descriptions of man, society and the relationship between them, which are negative and may also be reflexively destructive. However, since constructivism allows for a different construction to be brought forth, we may utilise ecosystemic thinking to provide a more optimistic view. / Psychology / D. Litt. et Phil. (Psychology)

The context of this research is the coping and wellness of call centre agents in a characteristically high-stress work environment. The purpose of the study was to construct a psychological coping profile by investigating the relationship between individuals‘ wellness-related dispositional attributes and their resiliency-related behavioural capacities which has been under researched in a call centre work environment. A quantitative cross-sectional survey approach was followed. The population comprised predominantly of a non –probability sample of (N=409) predominantly early career permanently employed black females employed in call centres in Africa. Correlation and multivariate statistics highlighted cognitive (cynicism and hardy-control), affective (managing own emotions) and conative (hardy-commitment) behavioural elements that should be considered in the psychological coping profile of call centre agents. Age and gender were also shown to be significant moderators of the relationship between the wellness-related attributes and the resiliency-related capacities. The main findings are reported and interpreted in terms of an empirically derived psychological coping profile. The findings may provide valuable pointers for the design of wellness intervention practices which add to the body of knowledge concerned with employee wellness in call centres / Industrial & Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

The aim of this study was to explore human resources (HR) practitioners’ experiences of engagement interventions within a financial institution. A qualitative research approach was followed which was informed by the hermeneutic phenomenological paradigm. Semi-structured interviews were used. The findings indicated that HR practitioners play a critical role in enhancing engagement in organisations through the implementation of effective engagement interventions. The HR practitioners often thought of themselves as the ‘heart’, ‘the core’, ‘facilitator’, ‘business partner’ or ‘middle man’ when implementing engagement interventions. The majority of the HR practitioners did understand engagement, their role in the implementation of engagement interventions and the tools used to assess engagement. However, the findings did indicate that some of the HR practitioners within this study had limited knowledge of engagement, engagement interventions and the tools used to implement engagement. The findings also indicated that the implementation of an engagement intervention should be a collaborative process between employer and employee, with the support of top management to ensure the success of the engagement intervention. Engagement interventions were considered to be predominantly positive and successful by most of the participants. However, it was noted by participants that if there is no follow-through on the implementation of the engagement interventions it can become negative. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The first objective of this research was to investigate the predictive validity of the learning potential as measured by Ability, Processing of Information and Learning Potential Short Version (APIL SV) in predicting work performance. The second objective was to investigate the predictive validity of personality as measured by the Occupational Personality Questionnaire Ipsative (OPQ32i) in predicting work performance. The sample consisted of 104 employees of a public sector department. Learning potential and personality were the predictor/independent variables; work performance as measured by supervisory rating was the only criterion/dependent variable of the study. The results revealed that both the APIL SV and the OPQ 32i dimensions did not correlate significantly with work performance as measured by supervisor rating. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MBA)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Psychological distress, whether caused by personality traits, biochemical imbalances, or difficult circumstances or events, can have a profound effect on a one's physical wellbeing and quality of life as an individual, manager and executive. Personality traits include type A personality, type B personality, being emotional as well as management style. Difficult circumstances or events include changes at work, the birth of a child, the death of a family member as well as a promotion received at work. Experiencing constant stress at work, in addition to having unresolved emotions such as sadness, anger, fear and anxiety can have an effect on one's physical health. This can be observed in management as sluggishness, tiredness, and depression, increasing susceptibility to infections, heart attacks, burnout, and rheumatoid arthritis. Personality, personal experiences and circumstances shape the way one responds emotionally to problems in life. A particular problem may cause one person to become ill, whereas another person might cope comfortably with it. However, because responses to problems are not set in stone, managers can learn to manage their emotional problems more effectively. Above all, managers can teach their subordinates techniques that can help them steer clear of self-neglect. People find themselves living and working in an era dominated by real-time business decision-making, and many managers are struggling to cope. Of course, there are also people who are happy, healthy, peaceful and wealthy and who seem to have it all. They have good positions and seem to have a balanced life regarding their family and work. They have achieved equilibrium. There is a perception that such people are just lucky. Perhaps they are, but more likely they simply possess appropriate coping mechanisms that others too can acquire. The objective of this dissertation is to assist not only managers, but also the individual to overcome the rat race that the new millennium has bestowed upon us. It further aims to show that everyone is capable of achieving the necessary tools to combat self-neglect and destruction of the inner self. It is suggested that by learning to change ones thinking and behavioural approach to an event it is possible to change the outcome of the event. By learning a few thinking (cognitive) and physical (meditation) techniques it is possible to overcome the mere interpretation of an event, which will allow the individual to improve their ability to cope with stress and maintain not only their own physical well being, but also the well being of the organisation. Furthermore, organisations may assist their employees by encouraging or creating a good working culture in order to improve both the coqqitive and physical environment as experienced by the individual. This "looking after the other" relationship can and will only have a positive effect. The poet, Khalil Gibran (2002), reflects: "But I say to you that when you work you fulfil a part of earth's furthest dream, assigned to you when that dream was born. And in keeping yourself with labour you are in truth loving life And to love life through labour is to be intimate with life's innermost secret." Thus to enjoy life through work, one should learn to enjoy what life hands out by changing ones perception of the event as well as the attitude towards life and work. / AFRIKAANSE OPSOMMING: Sielkundige distres wat ontstaan as gevolg van óf persoonlikheidstrekke, biochemiese wanbalanse, moeilike omstandighede of gebeurtenisse ongeag die oorsaak daarvan, kan 'n wesentlike uitwerking op 'n persoon se liggaamlike welstand en lewensgehalte as 'n individu, bestuurder en bedryfsleier hê. Persoonlikheidstrekke sluit tipe A-persoonlikheid, tipe B-persoonlikheid, emosionaliteit en bestuurstyl in. Moeilike omstandighede of gebeurtenisse sluit veranderinge in die werkplek, die geboorte van 'n kind, die sterfte van 'n familielid sowel as 'n bevordering by die werk in. Voortdurende spanning by die werk tesame met onverwerkte emosies soos hartseer, woede, vrees en angs kan 'n uitwerking op 'n mens se liggaamlike gesondheid hê. In bestuur kan dit waargeneem word as traagheid, moegheid en depressie, wat 'n mens se vatbaarheid vir infeksies, hartaanvalle, uitbranding en rumatiek verhoog. 'n Mens se persoonlikheid, ervarings en omstandighede bepaal hoe jy op die lewe se emosionele probleme reageer. Een mens mag siek word weens 'n probleem wat iemand anders heel maklik sal hanteer. Bestuurders kan egter leer hoe om hul emosionele probleme meer doeltreffend te hanteer. Bowenal kan bestuurders hul onderskiktes tegnieke leer om te verhoed dat hulle hulself verwaarloos. Die individu leef en werk in 'n era wat oorheers word deur die neem van vinnige en goeie sakebesluite en bestuurders sukkel om by te bly. Natuurlik is daar ook mense wat gelukkig, gesond, vreedsaam en welgesteld is, en lyk of hulle alles het. Hulle beklee goeie poste en ly skynbaar 'n gebalanseerde lewe tussen hul gesin en hul werk. Hulle het 'n balans bereik. Die persepsie bestaan dat sulke mense eenvoudig geluk aan hul kant het. Miskien het hulle, maar dalk het hulle net die regte meganismes om probleme doeltreffend te hanteer wat ander ook kan aanleer. Hierdie skripsie se doelwit is nie slegs om bestuurders nie, maar ook die individuele werknemer wat vasgevang is in die "rat race" wat teweeg gebring is deur die nuwe eeu, te help om die effekte daarvan teen te werk. Dit streef verder om te bewys dat elke persoon instaat is om die nodige hulpmiddele te bekom om eie-nalatigheid en uiteindelik die selfvernietiging van die innerlike mens te oorkom. Dit word verder voorgestel dat deur die aanlering om mens se denkwyses en gedragspatroon benadering tot die aangeleentheid te verander, is dit moontlik om sodoende die uitslag van die aangeleentheid te verander. Deur die aanleer van 'n paar denkwyses (kognitiewe) en fisiese (meditasie) tegnieke is dit moontlik om selfs die interpretasie van die aangeleentheid te oorkom, wat sal toelaat dat die individu sy vermoë om spanning te hanteer en die instandhouding van hulle fiesieke toestand te verbeter. Maatskappye kan ook sy werknemers bystaan deur die aanmoediging van, of die daarstelling van 'n goeie werkskultuur om sodoende beide die kognitiewe en die fisiese omgewing soos deur die individu beleef, te verbeter. Hierdie "omsien na die ander" verhouding kan, en sal net 'n positiewe uitwerking hê. Die digter, Khalil Gibran (2002), reflekteer: "But I say to you that when you work you fulfil a part of earth's furthest dream, assigned to you when that dream was born. And in keeping yourself with labour you are in truth loving life And to love life through labour is to be intimate with life's innermost secret." Dus, om die lewe deur middel van werk te geniet, moet mens leer om dit wat die lewe uitdeel, te geniet. En dit kan slegs bewerkstelling word indien 'n mens se persepsie van die aangeleentheid sowel as mens se houding teenoor die lewe en werk verander.

The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framework for managing burnout, work engagement and related outcomes beyond the use in solely national contexts. In order to do so, two review studies (systematic and meta-analytic) and two empirical studies (qualitative and quantitative) are conducted of the JD-R model in the international work context. Findings suggest: that existing JD-R literature does not consider the international work context, highlighting a distinct literature gap requiring attention, in order to achieve a holistic understanding of the model and its applicability; strong meta-analytic support for the JD-R model and the impact of variation in the international work context represented by dimensions of national culture; the JD-R model has potential for responding to the management of burnout and work engagement for international business travelers but may benefit from theoretical amendments that focus the models utility and direct scholarly research and practitioner approaches; that the model may not be as valuable as assumed for the international business traveler context, yet it is worth considering the findings in light of relevant literature and possible limitations. Overall, the findings suggest a distinct need for more research examining the JD-R model in the international work context. A number of potential theoretical amendments are suggested in a conceptual internationalized JD-R model that can be used as a foundation for future empirical work to establish the boundaries of the model and its utility. From a practitioner perspective, until more research is conducted, JD-R principles should be applied with caution. As a whole, this thesis encompasses theoretical, empirical and practical contributions relevant for scholarly and practitioner communities which can be built upon over time with regards to the proposed conceptual model.