Thesis (Ph. D.)--University of Missouri-Columbia, 1996. / Typescript. Vita. Includes bibliographical references (leaves 179-189). Also available on the Internet.

The purpose of this study was to investigate the impact of the communication competence of supervisors upon an employee's job satisfaction. Results obtained supported the 5 hypotheses proposed. Findings indicated the importance of supervisory communication responsiveness in areas of listening, sensitivity, and expression of interest in subordinate's ideas and concerns in ensuring satisfaction with supervision received. Support was also generated for the value of an "open" communication climate where continual feedback and idea exchange interact to produce organizational identification. Significant relationships were found to exist between communication climate and dimensions of the JDI: satisfaction with supervisor, work satisfaction, pay satisfaction, satisfaction with promotion opportunities, satisfaction with coworkers. Finally, communication skills training for supervisors was recommended to animate organizational growth and development.

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Thesis (M. A. (Social Work)) -- University of Limpopo, 2016 / Refer to the document

Increasing age heterogeneity within organizations is pressing researchers to better understand the effects of a multigenerational workforce, teams, and dyads. In response to this, the present research aimed to investigate the effect of employee and supervisor age (in)congruence in relation to job and life satisfaction, as well as retirement intentions, all mediated by leader-member exchange (LMX), using a time-lagged design. Two different theoretical foundations were investigated. Based on the relational demography literature, better outcomes were expected to be associated with age similarity. Theories about implicit expectations relating age and social role guided hypotheses suggesting that beyond just similarity or difference, the direction of age differences would matter. Based on traditional social assumptions that age is associated with experience and wisdom, it was expected that work outcomes would be better when the supervisor was older than the employee, and worse when the supervisor was younger than the employee. Results did not support any of the proposed hypotheses, with the exception of the established relationship between LMX and job satisfaction. However, response surface graphs and polynomial regression results directed post hoc analyses which did reveal a main effect of supervisor age on LMX and an indirect effect of supervisor age on Time 2 job satisfaction through Time 1 LMX. Employees in this sample reported higher quality LMX when supervisors were younger, regardless of employee age, and in turn employees with younger supervisors reported higher job satisfaction. These results and the trends depicted by response surface graphs are discussed in relation to implications for research and practice.

One hundred and twenty six undergraduates were cast into a supervisory role in which they worked with a subordinate (confederate) for two twenty minute work sessions. Subjects were placed into one of nine conditions. Subordinate reaction (positive, negative, or none) and subsequent performance (increased, decreased, or same) were manipulated by the confederate. Both reaction conditions were predicted to influence a leniency bias in the supervisor's rating behavior, and either increase (negative reaction), or decrease (positive reaction) amount of supervision. Also, supervisors exposed to the positive reaction were hypothesized to provide more self attributions, while supervisors in the negative reaction group should tend toward greater self-serving attributions. In addition, supervisor response to interpersonal attraction, conflict avoidance, and uncertainty scales were obtained. Both ratings and amount of supervision measures failed to yield significant results. Partial support was found for the attribution hypothesis, and differences on the interpersonal attraction scales were obtained for the experimental reaction conditions. Implications of the results and suggestions for possible research are discussed. / Master of Science

The present field experiment investigated the effect of Greenberg's procedural justice model on a performance appraisal system. Greenberg's justice elements were implemented in an appraisal system which previously did not contain these factors. Including these elements increased employee satisfaction with the appraisal system. The model proposed to account for this increase in satisfaction did not appropriately fit the data. Further methods for assessing possible causal paths were investigated. Several methodological considerations are proposed for future research. / Master of Science

As the literature on work–family conflict grows and absenteeism increasingly comes into the spotlight, one cannot help but ask the question: “What is an acceptable absenteeism rate and how can an organisation control and manage absenteeism?” With current absenteeism rates as high as 12% and with an estimated R12 million lost per annum because of absenteeism, the idea of an on-site employer-sponsored childcare facility seems viable. The purpose of this study is to examine the relationship between absenteeism and on-site employer- sponsored childcare. The following dimensions of absenteeism will be examined over a period of a year: absence frequency, absence intensity, attitudinal absence and medical absence. The results of two companies, one with a facility and one without, will then be compared in order to establish the relationship between absenteeism and an on-site facility. To date, evidence remains mixed and the ongoing challenge of establishing real return on equity remains a major barrier to the support of on-site employer-sponsored childcare. / Industrial & Organisational Psychology / M. A. (Industrial and Organisational Psychology)

The general purpose of this study was to determine the impact that the match of mentor and mentee had on the success of the mentoring relationship. The leadership style of the mentor and the reporting style of the mentee were determined and effectiveness of the match was determined. This was done in order to determine the impact of the match between mentor and mantee on the quality of the mentoring relationship. The study was conducted within a local government milieu with a sample of 34 mentors and 40 mentees, thus a total of 40 mentoring pairs. These participants were all part of a formal mentorship programme within the organisation. The findings indicated that when leadership and reporting styles of mentoring pairs are complementary it will not have a significant effect on the success of the mentoring relationship. It furthermore suggests that careful consideration should be given in selecting participants before initiating mentorship programmes. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007. / Constructs in this study are explored from a positive organisational scholarship paradigm, which is largely concerned with the investigation of positive outcomes, processes and attributes of organisations and their employees. The aim of the study is to investigate the respective relationships that exist between the positive organisational psychological constructs, namely servant leadership, emotional intelligence and trust in the immediate supervisor, and the influence of these variables on the meaning in life experienced by individuals. Based on literature, a model depicting a sequential process of interrelationships amongst the constructs is proposed in the study. Both survey and statistical modelling methodologies were employed to guide the investigation. Standardised questionnaires were used for the four different constructs, using the responses of 154 employees on a composite questionnaire. To determine the applicability of the factor structures of these instruments on the current sample, exploratory factor analysis was conducted. The suggested factor structures were confirmed through confirmatory factor analysis with acceptable levels of fit. The revalidated instruments provided better levels of fit than the original instruments. The configurations of the measurement instruments were found to be different in a South African cultural organisational setting for the Servant Leadership Questionnaire, the Emotional Intelligence Index and the Life Regard Index. However, the configuration of measurement on trust in the immediate supervisor, when applied to the respondents in this study, appeared to be similar to those found in different cultural settings. The results of a Pearson correlation analysis, stepwise multiple regression and structural equation modelling (SEM) analysis indicated significant relationships between servant leadership, emotional intelligence and trust. The relationship of these constructs with meaning did not show significant relationships. The contribution of this study to the existing theory and literature is the exploration of the portability of the measurement instruments to a South African context. A further contribution is the findings with regard to the interrelationships between servant leadership, emotional intelligence and trust in the immediate supervisor. Some recommendations for further research and some suggestions regarding servant leadership development interventions are also made.