Thesis (MComm)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: In recent decades, organisations have continued to lose their skilled and experienced employees due to voluntary turnover. As a result, managers, researchers and practitioners have taken interest in understanding the factors that affect employees’ turnover decisions. However, although several existing studies have identified numerous factors related to turnover behaviours among employees, most of the empirical research studies utilise explanatory models that do not sufficiently address the mediating processes that lead to turnover intention. This study examined the collective effects of perceived leader behaviour, psychological empowerment, satisfaction and commitment on turnover intention. In doing so, the present study tested an explanatory structural model that suggests how these variables jointly influence turnover intention. Therefore, an ex post facto correlation study was conducted using a sample of military personnel (n = 318) in which study participants completed five questionnaires that measured the endogenous latent variables (i.e., psychological empowerment, job satisfaction and organisational commitment) and the single exogenous latent variable (i.e., leader behaviour) in the structural model. Item analysis and Confirmatory Factor Analysis (CFA) were used to assess the measurement properties of the respective measures. The results showed adequate evidence that the manifest indicators used in the study were indeed valid and reliable measures of the latent variables they were linked to. The proposed structural model was tested using structural equation modelling (SEM) and the goodness-of-fit statistics showed that both the hypothesised measurement model ( = 182.97; df = 67; p-value = 0.0000; RMSEA = 0.074) and the structural model ( = 182.91; df = 68; p-value = 0.00000; RMSEA = 0.073 ) were found to fit the data reasonably well. The results supported a model where turnover intention was explained to result from a combination of organisation-related and job-related attitudes. In turn, these attitudes were affected by leadership behaviours. The results showed that turnover intention resulted more strongly and directly from low levels of organisational commitment than from job satisfaction per se. The results also suggested that turnover intention was the result of high levels of psychological empowerment. Leader behaviour had a strong direct effect on both psychological empowerment and organisational commitment, but not a unique effect on job satisfaction, while psychological empowerment had a strong direct effect on both job satisfaction and turnover intention than on organisational commitment. The results also indicated that job satisfaction had an insignificant effect on organisational commitment. In addition, psychological empowerment mediated the effect of leader behaviour on turnover intention, while job satisfaction did not mediate the relationship between leader behaviour and turnover intention. Finally, the results suggested that psychological empowerment played mediated the effect of leader behaviour on job satisfaction and organisational commitment. The study adds to the existing literature in two ways. First, the findings indicated that turnover intention results strongly from the combination of leader behaviour, psychological empowerment and organisational commitment, with psychological empowerment and organisational commitment playing a dominant role, with their direct- as well as mediating effects on turnover intention. Second, the present study partially replicated earlier studies of turnover intention in a new setting, i.e., within a military sample and within a non-Western context. In this way, the study confirmed the generalisability of earlier findings that relate to the development of turnover intention. A unique finding of the present research was the positive relationship found between psychological empowerment and turnover intention, suggesting that turnover process models may be more organisation-specific than previously thought (e.g., Alexander, 1998). The study limitations and recommendations provide avenues to be explored for possible future studies and recommendations for human resource management practice are discussed.

Thesis (MComm))--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: Farming is often perceived to be associated with an idyllic lifestyle and many city-dwellers secretly dream of owning a farm where they can escape the city and its stressful lifestyle. The reality associated with farming however is very different from the perception. Research conducted overseas found that the unique challenges farmers face in their everyday business subjects them to high levels of stress. The American Institute for Occupational Health and Safety ranks farming in the top ten percent of the most stressful occupations while research in the United Kingdom shows that the occurrence of suicide amongst farmers are significantly higher than for the rest of the population. Stress can manifest in health, emotional and physical problems and can have a dramatic impact on quality of living. This in turn negatively influences personal and work performance. Taking into account that farming plays a vital role in the global economy and in combating food shortage; the prevalence of stress amongst farmers is worrying. In South Africa little research has been conducted into the psychological wellbeing of farmers and the possible impact stress might have. Viticulture and the wine industry are major contributors to the economy and tourism industries of the Western and Northern Cape provinces. It would thus be in the interest of the country and its labour force to investigate the impact of stress on farmers in these regions and to find ways to mitigate the experience of stress. A qualitative study amongst wine growers (N=24) resulted in the identification of possible stressors along with demographic, biographic and personality symptoms that may potentially influence the impact of stress. The Agricultural Stress Questionnaire was developed considering overseas literature and information gathered from the qualitative interviews. Sense of coherence and organisational trust between farmers and management of the cellar they deliver products to, were identified as possible factors influencing the impact of stress. Quantitative research was conducted by means of questionnaires sent to a convenience sample of wine growers. The Organisational Trust Inventory was used to measure the level of organisational trust, while the Orientation to Life Questionnaire was used to evaluate sense of coherence. The 28-item version of the General Health Questionnaire was used as a measure of psychological wellbeing. In total 132 respondents were recruited from the sample of more than 1 000 wine growers. Data gathered was subjected to statistical analysis and results showed that all measuring instruments had excellent psychometric properties. This was also true for the Agricultural Stress Questionnaire that was used for the first time. Multiple regression analysis showed that organisational trust does not act as a moderator in the relationship between agricultural stress and psychological wellbeing. Sense of coherence was however found to be a strong moderator of the interaction between agricultural stress and psychological wellbeing. Some demographic and biographic factors also proved to influence the impact of agricultural stress on psychological wellbeing. Stressors were ranked to show which caused the most stress amongst South African wine growers. Proposals for possible interventions were made along with recommendations for future research. / AFRIKAANSE OPSOMMING: Boerdery word dikwels geag 'n idilliese beroep te wees en menige stedelinge droom van 'n plaas waar hulle kan ontspan en vlug van die stad se stresvolle leefstyl. Die realiteit is egter ver verwyder van hierdie siening en buitelandse navorsing toon dat landbouprodusente aan hoë vlakke van stres blootgestel word vanweë uitdagings uniek aan hul beroep. Die Amerikaanse Instituut van Beroepsveiligheid en –Gesondheid plaas boerdery onder die boonste tien persent van stresvolle beroepe, en navorsing in die Verenigde Koningryk het gevind dat selfmoord onder landbouprodusente baie meer dikwels voorkom as in die res van die bevolking. Stres kan manifesteer in gesondheid-, gedrags-, en emosionele probleme en veroorsaak verlaagde lewenskwaliteit wat 'n dramatiese impak op persoonlike prestasie, maar ook werksprestasie, het. Gegewe die rol wat landbou in die globale ekonomie speel en die noodsaaklikheid van landbou vir voedselvoorsiening, is die hoë voorkoms van stres in die landbou-industrie, en die impak daarvan, 'n bron van kommer. In Suid-Afrika was die streservaring van landbouprodusente, en die uitwerking daarvan op hul sielkundige welsyn, egter nog nie die fokus van navorsing nie en dus is literatuur oor stres onder landbouprodusente in Suid-Afrika beperk. Wingerdbou en die wynbedryf dra betekenisvol by tot die ekonomie, werkskepping en toerisme in die Wes- en Noord Kaap van Suid-Afrika. Indien daar die moontlikheid bestaan dat wingerdprodusente onder die uitwerking van stres gebuk gaan, is dit dus in die belang van Suid-Afrika en die arbeidsmag om die probleem te identifiseer en die impak van stres te beperk. Na aanleiding van kwalitatiewe onderhoude met wingerdprodusente (N = 24) is „n lys van moontlike stressors geïdentifiseer, asook moontlike demografiese, biografiese en persoonlikheidsfaktore wat die impak van stres kan beïnvloed. Die Landboustressor-vraelys is ontwikkel op grond van inligting verkry uit oorsese navorsing, asook vanuit die kwalitatiewe onderhoude. Die vlak van organisasievertroue tussen wingerdprodusente en bestuur van die kelder waaraan hul lewer, asook koherensiesin, is ondersoek as faktore wat die streservaring, en die impak daarvan, kan modereer. Kwantitatiewe navorsing is uitgevoer deur 'n vraelys aan 'n gerieflikheidsteekproef wingerdprodusente te stuur. Die Organisasievertroue-vraelys is aangewend om die vlak van vertroue te evalueer, terwyl die 28-item Algemene Gesondheidsvraelys (GHQ-28) gebruik is om die sielkundige welsyn van wingerdprodusente te ondersoek. Antonovsky se Lewensoriëntasie-vraelys is gebruik om koherensiesin te meet. In totaal is 132 respondente gewerf vanuit 'n steekproef van meer as 1 000 wingerdprodusente. Die data is statisties verwerk en die resultate toon dat die psigometriese eienskappe van die meetinstrumente deurgaans bevredigend was, ook van die Landboustressor-vraelys wat die eerste keer aan statistiese ontleding onderwerp is. Meervoudige regressie het getoon dat organisasievertroue nie 'n moderator is in die interaksie tussen landboustres en geestesgesondheid nie. Koherensiesin is egter wel bevind om 'n sterk moderator in die interaksie te wees. Sekere biografiese en demografiese faktore het ook die effek van stres op geestesgesondheid beïnvloed. 'n Rangorde van stressors is saamgestel om te toon watter faktore die meeste stres onder Suid-Afrikaanse wingerdprodusente veroorsaak. Aanbevelings is gemaak ten opsigte van moontlike intervensies wat wingerdprodusente kan ondersteun in die hantering van landboustres, asook voorstelle vir toekomstige navorsing.

Thesis (MA)--Stellenbosch University, 1989. / AFRIKAANSE OPSOMMING: Die persoonlikheidseienskappe van die ingenieurs en wetenskaplikes by die Instituut vir Maritieme Tegnologie is ondersoek. Psigometrika en induktiewe metings is aangewend om verskille in hierdie groepe ten opsigte van persoonlikheid, leerstylvoorkeure en werkbelewing te peil. Geen bestuursnoemenswaardige verskille het tussen die groepe in die teikengroep voorgekom nie. Leerstylgroep-gegronde verskille is weI bepaal en behoort vir bestuursdoeleindes in ag geneem te word. / ENGLISH ABSTRACT: Personality characteristics of the engineers and scientists of the Institute for Maritime Technology were investigated. Psychometrics and inductive measurements were used to gauge differences between these groups in respect of personality, learning style preference and perceptions of the work experience. No differences of significance for management were found between these professional groups in the target group. Differences based on learning style preference were, however, determined and should be considered for management purposes.

Thesis (MEcon)--Stellenbosch University, 1990. / AFRIKAANSE OPSOMMING: Die doel van hierdie ondersoek is om 'n psigometriese toets= battery te ontwikkel wat gebruik kan word in die keuringsproses van advertensieverteenwoordigers. Uit literatuur het geblyk dat daar 'n teoretiese raamwerk bestaan naamlik 'n samevallende geldigheidsmodel waarvolgens die navorsings= projek uitgevoer kan word. Eienskappe word ook geldentifiseer wat kerunerkend van suksesvolle verteenwoordigers is. Genoegsame bewyse is gevind dat persoonlikheid, belangstelling en aanleg belangrike eienskappe van suksesvolle verteenwoordigers is. Die navorsings= probleem wat ontstaan is "of die sukses van advertensie= verteenwoordigers in die koerantsektor voorspel word deur middel van 'n keuringsbattery bestaande uit psigometriese toetse?\I Psigometriese toetse wat psigometriese eienskappe meet gebaseer op belangstelling, aanleg en persoonlikheidsmetings wat Nasionale Pers se suksesvolle en onsuksesvolle advertensieverteenwoordigers van mekaar onderskei, wat sodoende in die toekoms tydens die keuringsproses gebruik kan word om beter advertensieverteenwoordigers te keur. Om'n antwoord op die navorsingsprobleem te kry was dit nodig om die advertensieverteen= woordigers by die verskillende dagblaaie wat onderskeidelik as die suksesvolle en onsuksesvolle presteerders bestempel kan word aan die hand van die volgende kriteria te identifiseer: kornrnissieverdien, prestasiebeoordeling en 'n kornbinasie van die kriteria. Dit was ook nodig om die nie-kognitiewe eienskappe naamlik: persoonlikheid, belangstelling en aanleg te identifiseer wat die suksesvolle presteerders beskryf. Hierdie eienskappe word gemeet deur die volgende toetse: Stellenbosch University http://scholar.sun.ac.za die Sest.ienpersoonlikheids~faktorvraelys, Gestruktureerde Objektiewe Rorschachtoets, 19-Veld-Belangstellingsvraelys en die Senior Aanlegtoets. Hierdie meetinstrumente is geselekteer op grond van die waarskynlikheid dat hulle die eienskappe meet wat kenmerkend van suksesvolle presteerders is gebaseer op grond van inligting voortspruitend uit 'n posontleding en literatuurstudie. Die respondente was 77 advertensieverteenwoordigers wat binne die koerante-sektor van Nasionale Pers werksaarn is. Vervolgens is van kontrasgroepe gebruik gemaak om die eienskappe wat kenmerkend van die suksesvolle advertensieverteenwoordigers is mee te bepaal asook 'n sarnevallende geldigheidsmodel waardeur die korrelasies tussen advertensieverteenwoordigers se metings op die psigometriese toetse en aanslae op die prestasiebeoordelingsinstrument bereken is. Op grond van die kontrasgroepe se resultate is daar nie genoegsarne be\vyse gevind dat daar 'n beduidende onderskeid tussen suksesvolle en onsuksesvolle advertensieverteenwoordigers op grond van hul persoonlikheid-, belangstelling- en aanlegtellings gemaak kan word nie. Dit was egter moontlik om op grond van die resultate van 'n meervoudige regressie-ontleding 'n psigometriese toetsbattery saarn te stel vir die keuring van advertensieverteenwoordigers. Deur stapsgewyse regressie is 'n regressie-vergelyking wat 6 veranderlikes insluit verkry met 'n meervoudige korrelasie van 0,62 tussen die betrokke voorspellers en die prestasiebeoordelingmetings. Stellenbosch University http://scholar.sun.ac.za Deur die samestelling van 'n voorspellingsmodel is gevind dat die huidige keuringsmetode wat gebruik word met 19,34% verbeter kan word indien 'n psigometriese toetsbattery as een van die fases in die keuringsbattery ingesluit word. Sodoende slaag hierdie ondersoek in sy doel om 'n psigometriese toetsbattery daar te stel wat in die / ENGLISH ABSTRACT: The pu.t"poseof .this investigation is to develop a pscyhometric test battery which can be used in the selection process of advertising representatives. Literature showed that a theoretical framework exist namely a concurrent validation model upon which such a research project can be based. Typical characteristics of the successful representatives are also identified. Sufficient proof was found that personality, interest and ability are important characteristics of successful representatives. The research problem which excist is whether "the success of advertising representatives in the newspaper industry can be predicted by means of a test battery consisting of psychometric tests?" Psychometric tests which measures characteristics that differentiate between the successful and unsuccessful advertising representatives of Nasionale Pers based on their personality, interest and ability measures which in future can be used in the selection process to select successful advertising representatives. To answer the research problem it was necessary to identify the successful and unsuccessful achievers at the various newspapers based on the following criteria: commission earned, preformance evaluation and a combination of the named criteria. It was also necessary to identify the non-cognitive characteristics of the good achievers namely: personality, interest and ability. Four psychometric tests were used in the research project namely: the Sixteen Personality Factor Questionnaire, Structured Objective Rorschachtest, 19-Field Interest Questionnaire and the Senior Aptitude Test. Stellenbosch University http://scholar.sun.ac.za The measuring instruments were selected on the basis that they sufficiently measure the characteristics which are typical of successful representatives based on the job analysis and a study of the relevant literature. The respondents were 77 newspaper advertising representatives employed at Nasionale Pers. Contrast groups were used to determine the typical characteristics of a successful advertisement representative and a congruent validity model where by the correlations between the pscychometric tests and the scores of advertising representatives on the preformance appraisal instrument are determined. Based on the findings of the contrast groups no sufficient evidence could be found that a distinction can be drawn between the successful and unsuccessful advertising representatives based on their personality, interest and ability scores. By using a multiple regression analysis it was possible to construct a psychometric test battery that can be used in the selection of advertising representatives. By means of stepwise regression, a multipile equation including six variables were determined. A multipile correlation of 0,62 were found between the relevant predictors and the preformance appraisal scores. By making use of a prediction model it was found that the current selection procedure could be improved by 19,34% if the psychometric test battery is included as one of the phases in the selection battery. This study therefor succeeds in its purpose to develop a psychometric test battery which can be included in the selection process of advertising representatives.

Tesis (MComm)--Stellenbosch University, 1991. / ENGLISH ABSTRACT: This study examines the effect of involvement and background music in television commercials on consumers' attitudes toward the commercial, their attitude toward the brand and their intension to buy that spesific brand. Involvement refers to type of involvement (cognitive vs affective) and the level of involvement (high vs low). The planning of the experiment had been done according to research projects in the past. A commercial with different soundtracks was viewed by different subjects. Thereafter they completed a questionniare. The members of the different groups were subjected to different manipulations. The results indicated that background music in commercials have a significant influence on consumers' attitudes towards the commercial. (cognitive vs affective) had a on consumers' attitudes towards the a significant relationship between commercial , attitude toward the brand Type of involvement significant influence brand. There was attitude toward the and intension to buy. / AFRIKAANSE OPSOMMING: In hierdie navorsing is die gesamentlike invloed wat agtergrondmusiek en betrokkenheid in advertensies uitoefen op die kyker se houding teenoor die advertensie, houding teenoor die handelsmerk en koopintensie ondersoek. Betrokkenheid verwys na tipe betrokkenheid (kognitief vs affektief) en vlak van betrokkenheid (hoog vs laag). Daar is gebruik gemaak van In laboratorium eksperiment om hierdie invloede te bepaal. Die beplanning van die eksperiment is gedoen na aanleiding van verskillende navorsingsprojekte wat in die verlede gedoen is. In Advertensie met verskillende klankbane is aan groepe proefpersone vertoon waarna hulle In vraelys voltooi het. Elkeen van die groepe (12) was aan verskillende eksperimentele manipulasies onderworpe. Hierna is die vraelyste gekodeer en die data statisties verwerk. Dit is gevind dat agtergrondmusiek In beduidende invloed op verbruikers se houding teenoor In advertensie uitoefen. Tipe betrokkenheid het ook In beduidende invloed op verbruikers se houding teenoor die handelsmerk uitgeoefen. Verder is In beduidende positiewe verband tussen houding teenoor advertensie, houding teenoor handelsmerk en koopintensie gevind.

Thesis (MComm)--Stellenbosch University, 2012. / The contemporary military environment characterised by new technologies, advanced capabilities, novel knowledge and skills sets, and an increased participation of non-state actors is leading to a rapidly expanding, non-linear, multi-dimensional battle space. Military operations are becoming more distributed in time, space, and purpose. The military arena is becoming progressively more joint, multinational and interagency in nature. Military leaders have a mounting responsibility to teams and groups and their organisations to accomplish a variety of very diverse missions. Furthermore, military operations other than war have emerged as a fundamental approach to warfare, increasing dispersion of forces across wider areas of influence and rapidly changing situations. Scholars and strategists are of the opinion that militaries are in an era of “new wars”. The latter are contextual elements evident in current conflicts and are likely to be seen in future conflicts as well. Unquestionably, the landscape in which military leaders must operate has affected the competencies and training needed to be successful. The aim of this study was to explore the possible relationships between emotional intelligence (EI), psychological capital (PsyCap), sense of coherence (SOC) and leader success of junior officers in the South African National Defence Force (SANDF). The researcher argues that these intrapersonal and interpersonal skills (EI, PsyCap and SOC) are necessary for any contemporary leader to successfully fulfil his role in his military position and to fit the leadership profile set out by the organisation. The existence of relationships between the variables for this study was statistically investigated and the necessary conclusions were drawn. All the challenges discussed in this study for the SANDF link with each other and “cry” for education in EI, PsyCap and SOC. Future officers of the SANDF need to have the potential, skills, knowledge, education and competency to be specialists in the challenges of the next decade. Education in these variables can possibly assist leaders in their daunting tasks and ultimately contribute to leader success. A sample of 170 (n=170) junior officers, from the rank of Candidate officer (CO) to full Lieutenant (Lt), was drawn from the South African Military Academy (SAMA), Faculty of Military Science, Stellenbosch University. Participants completed existing valid and reliable instruments measuring their EI, PsyCap, SOC and leader success levels. Leader success was measured in terms of extra effort, effectiveness and satisfaction of the leader. Correlation analysis was done to determine the relationships between the independent variables and the dependent variable. Multiple regression analysis was done to determine which of the intrapersonal and interpersonal predictors contributed to leader success of junior officers in the SANDF. The results revealed significant positive relationships between the different components of EI, especially interpersonal EI skills, and the different components of PsyCap and leader success. Significant but low correlations were found for the intrapersonal EI skills, resilience (a component of PsyCap) and leader success. Significant but very low correlations and insignificant correlations were found between SOC and leader success. The multiple regression analysis was in line with the correlation results showing that total PsyCap (the strongest predictor) and total EI significantly made contributions to explaining and predicting leader success. The multiple regression analysis, in line with the correlation results, showed that SOC did not make a contribution to predicting leader success. The conclusion that was drawn from this study was that total EI and total PsyCap contribute to leader success.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at increasing work engagement, is scant. Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy people are more sensitive to opportunities at work, more outgoing and helpful to others, more confident when interacting with others and more optimistic when taking on challenges. According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is a personal resource that has not been studied in relation to work engagement. EI refers to the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional management and control) help increase individuals’ coping and / or resilience when more positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work engagement. The development of EI has progressively been gaining positive momentum and various studies have provided empirical support to suggest that EI can be developed (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005; Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT) theoretical framework, it is argued that by developing emotional recognition and regulation abilities, specifically that of emotional management, employees would be better able to manage their positive and negative emotions, thereby improving their positive psychological state at work, which should increase their level of engagement. It is furthermore argued that increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention programme was implemented and evaluated within an international courier company based in Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the research. The EI training programme was evaluated in terms of its effect on EI, work engagement, organisational commitment and satisfaction with work life. A second objective of the study was to investigate and replicate previous research on the interrelationships between the constructs in the study within a South African sample. The total sample consisted of 35 full time employees. Three assessments were conducted (one week before the start of the intervention, immediately after the completion of the training, and two and a half months thereafter) The findings of the study demonstrated limited empirical support for the notion that EI training could improve levels of EI. Although definite trends to suggest this were evident in the data, the results were not statistically significant. Empirical evidence further suggested partial and weak support for work engagement and satisfaction with work life levels increasing as a result of the intervention. Unfortunately no support for organisational commitment levels improving as a result of the training was found. In terms of exploring and replicating the interrelationships between the constructs in the study, favourable results were found. Significant positive relationships emerged between all the related constructs. The results, however, need to be interpreted in terms of the limitations that were identified for this study. The results suggest that more research is required in this domain. / AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese intervensies om werknemersbetrokkenheid te verhoog, is egter skaars. Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker & Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie (EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001). EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word. Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens- Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets (die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid Afrika. ‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI, werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers. Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie, is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat meer navorsing in hierdie domein benodig word.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Organisations cannot exist without humans. The behaviour of the working man is not a random event and specific factors influence employees to excel. Not only is the behaviour of individual employees influenced by these factors, but the behaviour of a collective work unit as well. This study focuses on the impact of specific leadership competencies on the performance of the collective work unit within an organisation. A leader exerts pressure on a unit to perform. What leadership competencies lead to successful work unit performance? To answer this question in a valid and credible manner, the study focuses on the development of a structural model to indicate the relationship between leadership competencies and work unit performance. The leadership-for-performance framework designed by Spangenberg and Theron (2004) aspires to explicate the structural relationship existing between leader competencies and the dimensions of organisational unit performance. The Performance Index (PI) and the Leadership Behavioural Inventory (LBI) comprise the leadership-for-performance range of measures. The PI was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain the manner in which the various latent leadership dimensions measured by the LBI affect the eight unit performance latent variables that are assessed by the PI. As part of ongoing research of the leadership-for-performance range of measures designed by Spangenberg and Theron (2004), this study takes the initial steps towards establishing a comprehensive leadership-work unit performance structural model. The literature review aids in developing a logical argument that culminates in a complex hypothesis about the way work unit performance is influenced by leadership dimensions. The research methodology is then discussed. The results indicate that the proposed structural model fits the data quite well. Although the majority of the structural relationships between the unit performance dimensions received support, almost no support was found for the postulated structural relationships between the second-order leadership competencies and the unit performance dimensions. Additionally, suggestions for future research are made by indicating how the model can be elaborated and improved. / AFRIKAANSE OPSOMMING: Organisasies kan nie sonder mense bestaan nie. Die gedrag van werknemers in 'n organisasie is nie 'n toevallige gebeurtenis nie. Spesifieke faktore beïnvloed werknemers om te presteer. Nie net die gedrag van individuele werknemers word beïnvloed deur hierdie faktore nie, maar ook die gedrag van 'n kollektiewe werkseenheid. Hierdie studie fokus op die invloed wat spesifieke leierbevoegdhede het op die prestasie van die kollektiewe werkseenheid binne 'n organisasie. 'n Leier oefen druk uit op sy werkseenheid om te presteer. Watter leiersbevoegdhede lei tot suksesvolle werkseenheidprestasie? Om hierdie vraag geldig en geloofwaardig te beantwoord, is die studie gerig op die ontwikkeling van „n strukturele model wat die verwantskap tussen leierskapgedrag en werkseenheidprestasie verduidelik. Die leierskap-vir-prestasie raamwerk ontwerp deur Spangenberg en Theron (2004), streef daarna om die strukturele verwantskap wat tussen leierbevoegdhede en die dimensies van organisatoriese eenheid prestasie bestaan, te verklaar. Die leierskap-vir-prestasie-reeks bestaan uit die The Performance Index (PI) en die Leadership Behavioural Inventory (LBI). Die PI is ontwikkel as 'n omvattende maatstaf van eenheid-prestasie waarvoor die leier van die eenheid verantwoordelik gehou kon word. Die basiese PI strukturele model is ontwikkel om die wyse waarop die verskillende latente leierskapdimensies, gemeet deur die LBI, invloed uitoefen op die agt eenheid-prestasie latente veranderlikes, wat deur die PI geassesseer word, te verduidelik. As deel van deurlopende navorsing van die leierskap-vir-prestasie reeks, soos ontwerp deur Spangenberg en Theron (2004), neem hierdie studie die eerste stap in die ontwikkeling van 'n omvattende leierskap-werkeenheidsprestasie strukturele model. Deur middel van 'n literatuurstudie word 'n logiese argument ontwikkel wat kulmineer in 'n komplekse hipotese oor die wyse waarop werkseenheidprestasie deur die leierskapdimensies beïnvloed word. Die navorsingsmetodologie word bespreek. Die resultate dui daarop dat die voorgestelde strukturele model die data redelik goed pas. Ofskoon die meerderheid van die strukturele verwantskappe tussen die dimensies van eenheidsprestasie steun ontvang word bykans geen steun gevind vir die gepostuleerde strukturele verwantskappe tussen die tweede-orde leierbevoegdhede en die dimensies van eenheidsprestasie nie. Aanbevelings vir verdere navorsing word bespreek, asook die beperkinge van hierdie studie.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to talented employees’ intention to quit, and what organisations can do to ensure the retention of such talent. Difficulties regarding the retention of talented employees have become a worldwide challenge. The retention of talented individuals has become a primary source of gaining a competitive advantage. The increased focus on talent management practices has become a wide spread phenomenon worldwide, including South Africa. History, cultural heritage, politics and the economic environment are but only a few factors that collectively now shape the nature and complexity of the South African labour market. A context, notorious and respected for its diversity and the struggles that have sprouted from it, poses formidable challenges for organisations competing in the global market. A multitude of factors, controllable and uncontrollable, contribute to increased levels of employee turnover in all sectors and organisations in South Africa. Organisations and top management can position themselves, by implementing action plans and organisational structures, to identify and coordinate such controllable factors. Strategies and processes can be implemented to address the increasing challenges regarding the retention of valuable talent. The implementation of structural talent management programmes have proven to address and overcome retention challenges. The crucial role of line management in implementing and fostering a culture of talent retention has also been proven. The foundation of a talent management competency model, for the purpose of addressing and solving this issue, has been laid down. Additional research has been done in order to reevaluate and elaborate on the existing knowledge of such a competency model. This study aims to once again re-evaluate the originally proposed model as well as any extensions that may have been developed by other researchers. The primary objective of the current study consequently was to expand on the existing model as proposed by Oehley (2007) and Smuts (2011). Factors external to the organisational environment were added to the model in order to gain a more comprehensive understanding of the complexity underlying the determinants of intention to quit. Only a subset of the hypothesised intention to quit structural model was then empirically tested. In the initial model only nine of the nineteen paths were empirically corroborated. The initial reduced model was subsequently revised by deleting various paths that were found to be statistically insignificant (p > .05) and by adding various paths suggested by the modification indices. The final model produced exact fit. Seven of the nineteen paths in the final model were not empirically corroborated. Suggestions for future research are made by introducing additional variables that could be included into a future model. / AFRIKAANSE OPSOMMING: Hierdie navorsing vind oorsprong uit die dringende behoefte om die faktore te bepaal wat talentvolle werknemers noop om te bedank en te probeer verstaan wat organisasies kan doen om die dienste van werknemers te behou. Die uitdaging om die dienste van hierdie katagorie van werknemers te behou, blyk 'n internasionale vraagstuk te wees. Die behoud van talentvolle individue in die werksplek het 'n primêre bron van kompeterende voordeel vir organisasies geword. Die toenemende fokus op talentbestuur het 'n wêreldwye fenomeen geword. Die geskiedenis, kulturele erfenis, politiek en die ekonomiese omgewing is maar net 'n paar van die faktore wat gesamentlik die kompleksiteit van die Suid-Afrikaanse arbeidsmark beïnvloed. 'n Werklikheid wat veelbesproke is, maar gerespekteer word vir sy diversiteit en die meegaande probleme wat daaruit voortspruit, bied buitengewone uitdagings vir organisasies wat moet meeding in die internasionale sakewêreld. Verskeie faktore waarvan sommige beheer kan word, maar ander nie, dra by tot die toenemende verhoging in die arbeidsomset in alle sektore en organisasies in Suid-Afrika. Organisasies en topbestuur kan hulself bemagtig deur verskeie pro-aktiewe benaderings en organisatoriese strukture in plek te stel om sodoende beheerbare situasies te kan identifiseer en koördineer. Strategieë en prosesse kan geïmplimenteer word om die toenemende hoeveelheid uitdagings met sukses aan te pak en dus die waardevolle talent van werknemers te behou. Die toepassing van strukturele talentbestuurprogramme het as sulks bewys dat dit met sukses gebruik kan word om die dienste van werknemers te behou. Die belangrike rol wat lynbestuur vervul in die toepassing en implementering van die proses om talentvolle werknemers te behou, is al deeglik bewys. Die basis van 'n talentbestuur en bevoegdheidsmodel om die probleem aan te spreek en op te los is op sigself al bewys. Addisionele navorsing is alreeds uitgevoer om die huidige model te her-evalueer en daarop uit te brei. Die huidige studie het dit ten doel om die oorspronklike model en teorieë wat vorige navorsers ontwikkel het, te her-evalueer. The primêre oogmerk van die onderhawige studie was gevolglik om op die bestaande modelle soos voorgestel deur Oehley (2007) en Smuts (2011) uit te brei. Faktore ekstern tot die organisasie is tot die model toegevoeg ten einde ‘n meer volledige begrip te ontwikkel van die kompleksiteit wat die determinante van die voorneme om te bedank onderlê. Slegs ‘n subversameling van die gehipotiseerde bedankingsvoorneme-strukturele model is vervolgens empiries getoets. In die aanvanklike model het slegs nege van die negentien bane empiriese steun ontvang. Die aanvanklike gereduseerde model is vervolgens hersien deur verskeie statisties onbeduidende (p > .05) bane te verwyder en deur ‘n aantal bane wat deur die modifikasie-indekse voorgestel is tot die model toe te voeg. Die finale model het presiese passing getoon. Sewe van die negentien bane in die finale model kon egter nie empiries bevestig word nie. Voorstelle vir verdere navorsing word gemaak deur addisionele veranderlikes voor te stel wat moontlik in ‘n toekomstige model ingesluit sou kon word.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Employee engagement has become imperative for the long term sustainability and performance of organisations. In the current study, work-life interaction was hypothesized to have a direct effect on employee work engagement. Work-life balance, as a facet of work-life interaction, was defined in this study as having enough time to fulfil activities in both work and family contexts; maintaining a sense of equilibrium or harmony in life, having equal or balanced involvement, effort and time spent on various roles; as well as a balance between demands and resources in a person’s life, achieving a state of satisfaction in both employment and personal roles (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Work-life balance has positive consequences for the employee in the form of higher levels of satisfaction and commitment, and improved personal health and wellbeing. For the organisation it is associated with improved recruitment and retention, improved employee productivity and performance, improved organisational performance and profitability, and increased work engagement. In the current study the overarching concept of work-life interaction was utilised to guide the empirical research. The study was motivated by the intention to clarify the antecedents of work-life interaction in a particular work environment in order to inform efforts aimed at promoting positive work-life interaction. Personalistic traits were anticipated to influence the relationship between organisational variables and work-life interaction. A literature review has led to a theoretical model to be utilised in investigating the determinants of work-life interaction and whether the nature of work-life interaction experienced enhances employee work engagement. The aim of the study was to determine whether a negative relationship exists between role conflict, work demands and work-life interaction and a positive relationship exists between work-family culture and work-life interaction. The research further aimed to establish whether specific personalistic variables such as conscientiousness, neuroticism, agreeableness, negative affectivity, positive affectivity and emotional intelligence influence the relationships between the organisational variables and work-life interaction. The observed inter-correlations show that the organisational variables are weakly to moderately correlated with most of the work-life dimensions. The results confirmed that there are negative correlations between role conflict, work demand and the positive forms of work-life interaction, and positive correlations between these two variables and the negative forms of work-life interaction. In contrast, work-home culture is positively related to the positive forms of work-life interaction, and negatively to the negative forms of work-life interaction. The moderated regression analyses found that only neuroticism and agreeableness had significant moderating effects on the relationship between work demand and work-life interaction, whilst a greater number of mediating effects were observed. An overview of the multiple regression analyses with the work-home interaction dimensions as dependent variables, found a significant difference between the amount of variance explained by the organisational variables and the additional variance explained by the personalistic variables in two analyses pertaining to positive work-home interaction and positive home-work interaction. The study has confirmed the role of organisational variables in the experience of work-life interaction and the positive role of the work-home culture of the organisation has been highlighted. The results provided limited support for the role of personalistic variables as moderators and more substantial support for its role as mediators of work-life interaction. The impact of positive affectivity was especially noticeable. The results further indicated that work engagement was significantly positively correlated with positive work-home interaction, negatively correlated with negative work-home interaction, and positively correlated with positive home-work interaction. These findings provide additional motivation to include selected personalistic variables in the selection process so that the likelihood of work engagement could be optimised through increased work-live balance. It further suggests focusing the attention of employees suffering from negative work-life interaction on their personal processing of the challenges experienced and their coping strategies The results indicated that the conceptualised theoretical model was seriously flawed and too simplistic and that it required serious reconsidering. / AFRIKAANSE OPSOMMING: Werknemerbetrokkenheid het noodsaaklik geword vir die langtermyn volhoubaarheid en prestasie van organisasies. In die huidige studie is die hipotese gestel dat werk-lewe-interaksie werknemers se werksbetrokkenheid op ‘n direkte wyse bevorder. Werk-lewe-balans is in hierdie studie soos volg gedefinieer: Dit is om genoeg tyd te hê om aktiwiteite binne beide werk- en gesinsverband af te handel, deur ’n volgehoue sin van ekwilibrium of harmonie in die lewe te handhaaf, met gelyke of gebalanseerde betrokkenheid, insette en tyd gewy aan verskillende rolle, sowel as ’n balans tussen die eise en hulpbronne in ’n persoon se lewe, en die gevolglike bereiking van ’n vlak van bevrediging binne beide werk- en persoonlike rolle. (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Werk-lewe-balans het ’n positiewe uitwerking op die werknemer, in die sin van hoër vlakke van werkstevredenheid en toewyding, en verbetering in persoonlike gesondheid en welstand. Vir die organisasie word dit geassosieer met verbeterde werwing en retensie van personeel, verbeterde werksproduktiwiteit en prestasie, verbeterde organisatoriese prestasie en winsgewendheid, en verhoogde werksbetrokkenheid. In die huidige studie is werk-lewe-interaksie as oorkoepelende konsep vir die doeleindes van die empiriese studie aanvaar. Die studie se oogmerk was om die aanleidende oorsake van die werk-lewe-interaksie in ’n bepaalde werksomgewing te identifiseer ten einde pogings te informeer wat gemik is op die bevordering van werk-lewe-balans. Die verwagting was dat persoonseienskappe die verhouding tussen organisatoriese veranderlikes en werk-lewe-interaksie sou beïnvloed. ’n Literatuuroorsig het gelei tot ’n teoretiese model wat gebruik is in ’n ondersoek na die determinante van werk-lewe-interaksie en die vraag of werk-lewe-balans werknemers se werksbetrokkenheid verhoog. Die doel van die studie was om vas te stel of daar ’n negatiewe verhouding is tussen rolkonflik, werkseise en werk-lewe-interaksie, en ’n positiewe verhouding tussen werk-lewe-kultuur en werk-lewe-interaksie. Die navorsingsprojek het verder beoog om te bepaal of spesifieke persoonsveranderlikes soos pligsgetrouheid, neurotisisme, aangenaamheid, negatiewe affektiwiteit, positiewe affektiwiteit en emosionele intelligensie die verhoudings tussen die onafhanklike veranderlikes en die afhanklike veranderlikes respektiewelik beinvloed. Die waargenome interkorrelasies het getoon dat die organisatoriese veranderlikes swak tot matig gekorreleer het met die meerderheid werk-lewe-interaksie veranderlikes en werknemerbetrokkenheid. Die resultate het bevestig dat daar negatiewe korrelasies was tussen rolkonflik, werkseise en die positiewe vorms van werk-lewe-interaksie, en positiewe korrelasies tussen hierdie twee veranderlikes en die negatiewe vorms van werk-lewe-interaksie. Daarteenoor is werk-lewe-kultuur positief verbind met positiewe vorms van werk-lewe-interaksie, sowel as werknemerbetrokkenheid, en negatief aan die negatiewe vorms van werk-lewe-interaksie. Die gemodereerde meervoudige regressie-ontledings het getoon dat slegs neurotisisme en inskiklikheid beduidend die verband tussen die organisatoriese veranderlikes en die werk-lewe-interaksie dimensies gemodereer het, terwyl daar ‘n groter getal bemiddelende effekte waargeneem is. In ’n oorsig van die meervoudige regressie-ontledings met die werk-lewe-interaksie dimensies as afhanklike veranderlikes, is ’n betekenisvolle verskil gevind in die variansie verklaar deur middel van die organisasie veranderlikes en die bykomende variansie wat deur die persoonsveranderlikes verklaar is. Die studie het die rol bevestig van organisatoriese veranderlikes in die ervaring van werk-lewe-interaksie; en die positiewe rol van die werk-lewe-kultuur van die organisasie is uitgelig. Die resultate het beperkte steun verleen aan die rol van persoonsveranderlikes as moderators van die verband tussen organisatoriese veranderlikes en werk-lewe-interaksie, maar meer substansiële steun aan persoonsveranderlikes as mediators van hierdie verband. Die impak van positiewe affektiwiteit was veral opmerklik. Die huidige bevindinge het getoon dat werknemer betrokkenheid beduidend positief korreleer het met positiewe werk-huis-interaksie, negatief gekorreleer het met negatiewe werk-huis-interaksie, en positief gekorreleer het met positiewe huis-werk-interaksie. Hierdie bevindinge verskaf bykomende motivering om geselekteerde persoonsveranderlikes in die seleksieproses in te sluit, sodat die waarskynlikheid van werknemerbetrokkenheid geoptimaliseer kan word deur verhoogde werk-lewe-balans. Dit dui verder ook daarop dat die aandag van werknemers wat negatiewe werk-lewe-steurings ervaar, gefokus moet word op hul persoonlike verwerking van die uitdagings wat hulle in die gesig staar en hul hanteringstrategieë. Die resultate het aangetoon dat die gekonseptualiseerde teoretiese model ernstig gebrekkig en simplisties was en dat ernstige herbesinning daaromtrent nodig is.