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An evaluation of a performance management system within a division of a large organisation in the public sectorHerholdt, Memorie 03 1900 (has links)
Thesis (MA)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: Today’s competitive and dynamic business world, solicits ever higher levels of performance and
productivity. At the core of this drive to higher performance is the enhancement and managing
of employees’ performance through a Performance Management system. Performance
Management however, is a very complex, multi-dimensional and integrated system with a
number of interacting critical prerequisites. Even in ideal circumstances, these fundamental
elements would, in all likelihood, not all be satisfied during the initial phases of implementing a
Performance Management system.
The concern existed, on the basis of the abovementioned probabilities, that the Performance
Management system of the Children and Families Division (CAF) of the Department of Health
and Human Services (DHHS) of Tasmania, Australia, was not enjoying optimal operational
effectiveness. The aim of this study was to identify those factors in the system that are
underdeveloped, possibly unsuccessfully implemented or in need of attention as they impact
negatively on the effective running of the CAF’s Performance Management system.
A suitable tool for this diagnostic purpose already exists in the form of the Performance
Management Audit Questionnaire (PMAQ), developed by Spangenberg and Theron (1997).
Through administering and analysing the PMAQ results, the CAF could obtain a clear indication
of the system’s current effectiveness and would be able to identify where the problem areas are
in order to refine the system for greater operational effectiveness.
The results successfully identified the underdeveloped or absent areas of the organisation’s
current Performance Management system. The results further found a clear difference between
managerial and non-managerial perceptions of the effectiveness of the Performance
Management system. The implications of these findings are discussed in terms of proposed
remedial actions that could be implemented to address the problem areas. / AFRIKAANSE OPSOMMING: ‘n Konstante strewe na steeds hoër vlakke van prestasie en produktiwiteit is aan die orde van die
dag in die huidige hoogs kompeterende en dinamiese besigheidswêreld. Die verbetering en
bestuur van werknemers se prestasie deur middel van ‘n Prestasiebestuurstelsel, blyk ‘n sleutel
te bied tot hierdie strewe na hoër prestasie. Prestasiebestuur is egter ‘n hoogs komplekse, multidimensionele
en geintegreerde stelsel met ‘n aantal interverwante kritieke vereistes. Selfs onder
ideale omstandighede, sou dit onwaarskynlik wees dat al hierdie fundamentele elemente
aangespreek sou kon word gedurende die anvanklike fases van die implementering van ‘n
Prestasiebestuurstelsel.
In die lig van die bogenoemde waarskynlikhede, het daar spesifiek twyfel geheers oor die mate
waartoe die Prestasiebestuurselsel van die ‘Children and Families’ (CAF) afdeling van die
‘Department of Health and Human Services (DHHS) in Tasmanië, Australie, optimale
operasionele effektiwiteit weerspieël. Die doel van hierdie studie was om die faktore binne die
stelsel te identifiseer wat onderskeidelik onderontwikkeld, onsuksesvol geimplementeer, of
aandag benodig het ten einde hulle negatiewe impak op die effektiewe bedryf van die CAF se
Prestasiebestuurstelsel aan te spreek.
‘n Geskikte hulpmiddel vir so ‘n diagnostiese doelwit het reeds bestaan in die vorm van die
Performance Management Audit Questionnaire (PMAQ) wat deur Spangenberg en Theron
(1997) ontwikkel is. Deur middel van die administrasie van die PMAQ en die analise van die
resultate, sou die CAF ‘n duidelike aanduiding kon verkry van die stelsel se effektiwiteit en sou
hulle die probleemareas kon identifiseer ten einde die stelsel tot groter operasionele effektiwiteit
te verfyn.
Die resultate het die leemtes en onder-ontwikkelde areas binne die organisasie se huidige
Presasiebestuurselsel suksesvol geidentifiseer. Die resultate het verder gedui op ‘n duidelike
verskil tussen die persepsies van bestuurders en nie-bestuurders oor die effektiwiteit van die
Prestasiebestuurstelsel. Die implikasies van hierdie bevindings word ten slotte bespreek in
terme van die voorgestelde remediëringsaksies wat geimplementeer sou kon word om die
probleemareas aan te spreek.
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Die lewenstyltipering van 'n impulsiewe studente-aankoperRoux, L. 12 1900 (has links)
Thesis (MComm)--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: Lifestyles offer a comprehensive view of behaviour and the motives that underlie
many of the purchases made by consumers. Impulsive buying behaviour is a
complex phenomenon, and it has not yet been actively researched within a South
African context. The aim of this study was to investigate the lifestyle of an impulsive
student buyer, and to compile a lifestyle profile of such a buyer.
A total of 499 respondents from the particular tertiary institution participated in the
study. The sample population reflected young consumers in the age group 17 to 33
years. The students were mostly undergraduates studying in a full-time capacity.
This study was exploratory and descriptive in nature. An electronic web-based survey
was used as the method of data gathering. The survey was programmed and posted
for a period of three weeks on the student portal of the tertiary institution where the
survey was conducted. The validation of participation in the electronic survey was
done in accordance with the requirements of the sample selection criteria.
The questionnaire was tested during a pilot study. Factor analysis and Cronbach’s
coefficient alpha was used to assess the validity of the questionnaire and to
determine its internal consistency. Mean scores and standard deviations were
computed to divide the data into three groups. To determine the current lifestyle
dimensions of the students, the Activities, Interests and Opinion statements (AIOstatements)
were factor analyzed. The factor matrix was rotated by means of an
oblique rotation of axes, making use of the Direct Oblimin rotation technique. This
resulted in a solution of five activity and interest factors, and two opinion factors.
Mean scores and standard deviations were computed for all the valid life style
characteristics. The frequency of impulsive shopping was measured through
frequency distribution. Pearson’s product moment correlation coefficient analysis was
performed between the differentiating variables, namely lifestyle and impulsive
shopping behaviour to establish the relationship between these variables. Multivariate analysis of variance (MANOVA) and univariate (one way) analysis of
variance (ANOVA) were used to determine differences between the groups.
The five activity and interest factors that were identified, included clothes
shopping/clothing specific lifestyle, social interaction, media usage, fashion oriented
clothes shopping/fasion oriented clothing lifestyle, and cultural activities and
interests. The two opinion factors identified, were positive vision for the future and
importance of training/education. However, the opinion factors did not differ in terms
of statistic significance between the groups, and was therefore not used in the
consequent typology of the groups.
Three groups of student consumers were identified based on the respondents’
perceptions of their activities and interests, and impulsive shopping behaviour. The
students were categorized into the following three groups:
Group 1: Non-impulsive shoppers – Non-impulsive Conservatives/
Traditionalists
Group 2: Low impulsive shoppers – Moderates
Group 3: High impulsive shoppers – Impulsive Trendsetters
The three groups differed in terms of their activities and interests, and impulsive
shopping behaviour. The following activities and interests characteristics were
considered important: clothes shopping/clothing specific lifestyle, social interaction
and media usage. The activities and interests factors that are responsible for
differences between the groups could provide retailers with valuable means to
identify market segments, and to satisfy their specific needs.
Young South African consumers should not be considered as a homogeneous group
of consumers. The South African market is a highly competitive environment
providing a wide variety of shops and products to consumers which can be targeted
at a specific segment to exert an impact on shopping and specifically impulsive
shopping. Therefore the retailer and marketer ought not to underestimate this type of
shopping behaviour. Implications for retailers and marketers are stated and recommendations for future
research are suggested in order to encourage further investigation in a scientific
manner in the field of impulsive shopping behaviour, and lifestyle. / AFRIKAANSE OPSOMMING: Lewenstyl bied ‘n uitgebreide en omvattende beeld van verbruikers se gedrag en die
motiewe onderliggend aan die aankope van verbruikers. Impulsiewe aankoopgedrag
is ‘n komplekse fenomeen en ‘n studierigting waarin beperkte navorsing in Suid-
Afrika gedoen is. Hierdie studie poog om ondersoek in te stel na die lewenstyl van ‘n
impulsiewe studente-aankoper en om dan gevolglik ‘n lewenstyltipering van hierdie
student te doen.
‘n Totaal van 499 respondente het aan hierdie studie deelgeneem. Die steekproef is
uit jong verbruikers in die ouderdomsgroep 17 tot 33 jaar geneem. Die studente was
meerendeels voorgraads voltyds ingeskrewe studente.
Hierdie studie was verkennend en beskrywend van aard. Data is deur middel van ‘n
elektroniese webgebaseerde-opname versamel. Die vraelys is tydens ‘n loodsstudie
getoets. Die vraelys is geprogrammeer en vir ‘n tydperk van drie weke op die portaal
van die studente aan die betrokke tersiêre instansie geplaas. Die vraelys het uit vier
afdelings bestaan. Die kontrole van die deelnemers aan die elektroniese opname is
in ooreenstemming met die steekproefseleksiekriteria opgestel.
Faktorontleding en Cronbach se koëffisiënt alfa is gebruik om die geldigheid en
interne konsekwentheid van die vraelys te ondersoek. Deur gebruik te maak van
gemiddelde tellings en standaardafwykings is die data in drie groepe verdeel. Om die
bestaande lewenstyldimensies van die studente te bepaal, is die Aktiwiteite,
Belangstellings en Opinie-stellings (AIO-stellings) aan faktorontleding onderwerp. Die
faktormatriks is volgens die skuinsas-rotasietegniek met behulp van die Direct
Oblimin-metode geroteer. Vyf aktiwiteite-en-belangstellingsfaktore en twee
opiniefaktore is uit die data verkry. Gemiddelde tellings en standaardafwykings is vir
al die geldige lewenstyleienskappe bereken. Die frekwensie van impulsiewe
aankoopgedrag is deur middel van frekwensieverspreiding gemeet. Pearson se
produk-moment korrelasiekoëffisiënt-ontleding is op die data toegepas om die
korrelasies tussen die onderskeie veranderlikes, naamlik lewenstyl en impulsiewe
aankoopgedrag, te bepaal. Meervoudige ontleding van variansie (MANOVA) en enkelvoudige ontleding van variansie (ANOVA) is gebruik om verskille tussen die
groepe te bepaal.
Die belangrikste aktiwiteite-en-belangstellingsfaktore wat geïdentifiseer is, sluit
klereaankope/klere-spesifieke lewenstyl, sosiale interaksie, mediaverbruik, modieuse
klereaankope/modieuse klere-lewenstyl en kuns en kulturele aktiwiteite en belangstellings
in. Die belangrikste opiniefaktore sluit positiewe toekomsvisie en belangrikheid
van opleiding in. Die opiniefaktore het egter nie statisties beduidend tussen die
groepe onderskei nie en is gevolglik nie in die tipering van die groepe gebruik nie.
Drie groepe studenteverbruikers is geïdentifiseer, gebaseer op die respondente se
persepsie van hul lewenstyl en impulsiewe aankoopgedrag. Die drie groepe is soos
volg gekategoriseer:
Groep 1: Nie-impulsiewe kopers – Nie-impulsiewe Konserwatiewes/
Tradisioneles
Groep 2: Lae impulsiewe kopers – Gematigdes
Groep 3: Hoë impulsiewe kopers – Impulsiewe Tendensaanwysers
Die drie groepe het volgens hul impulsiewe aankoopgedrag en aktiwiteite en
belangstellings verskil. Die volgende aktiwiteite en belangstellingseienskappe is oor
die algemeen die hoogste aangeslaan: klereaankope/klere-spesifieke lewenstyl,
sosiale interaksie en mediaverbruik. Die aktiwiteite en belangstellings wat beduidend
tussen die groepe onderskei, kan moontlik aan kleinhandelaars waardevolle inligting
bied om marksegmente te identifiseer en om aan die behoeftes van die onderskeie
verbruikersgroepe te voldoen.
Jong Suid-Afrikaanse verbruikers behoort nie as ‘n homogene groep verbruikers
beskou te word nie. Die Suid-Afrikaanse mark is hoogs kompeterend met ‘n wye
reeks winkels en produkte wat op ‘n spesifieke segment gerig kan word om
sodoende ‘n impak op aankope en spesifiek impulsiewe aankope uit te oefen. Die
kleinhandelaar en bemarker behoort derhalwe nie hierdie tipe aankoopgedrag gering
te skat nie. Implikasies vir die kleinhandelsektor en bemarker is gestel en aanbevelings vir
verdere navorsing word gemaak ten einde toekomstige navorsing op ‘n wetenskaplik
gefundeerde wyse op die gebied van impulsiewe aankoopgedrag en lewenstyl aan te
moedig.
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The impact of positive organisational factors on the career success of black employees in the South African work environment: An exploratory studyRoux, Shayne 12 1900 (has links)
Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study is rooted in career psychology with implications for career management. In
addition, the study draws from various fields including the positive organisational
behaviour paradigm. The underlying assumption of this study is that certain
organisational and individual factors influence the experience of subjective career
success amongst black employees in the South African work environment. In order to
evaluate this assumption an attempt was made to gain an understanding of the
antecedents of subjective career success. An overview of the literature led the
researcher to the conclusion that transformational leadership, job resources,
supportive organisational climate, psychological empowerment, and psychological
capital (PsyCap), could be regarded as antecedents of subjective career success.
Based on the literature, a theoretical model was developed that portrays a sequential
process within which the identified variables play roles that vary in salience,
depending on the stage in the sequential process. A mixed-methods research design was employed to guide the investigation. More
specifically, the study consisted of a qualitative strand, followed by two quantitative
strands. In the qualitative strand (Phase 1), a semi-structured interview was used to
obtain information about the factors influencing career success from 30 black
employees in white-collar jobs from three different South African organisations. The
purpose of the qualitative strand was two-fold, firstly to seek confirmation that the
instruments utilised covered the most salient issues. Secondly, to obtain guidance on
how to supplement constructs that were not adequately covered, before continuing
with the subsequent quantitative strands. The outcome of Phase 1 provided evidence
of sufficient coverage of the variables as based on the literature review. However, it
was decided to add three questions to the job resources measuring instrument, as
well as two items to the supportive organisational climate instrument.
During both the quantitative strands, survey research was used. To facilitate the
collection of data during the survey research, an electronic web-based questionnaire was compiled. Standardised questionnaires were utilised to measure each of the ten
constructs.
The purpose of Phase 2 was to pilot test the composite questionnaire. A total of 220
usable questionnaires were analysed during Phase 2 with regard to the psychometric
properties associated with each of the constructs. Evidence of the psychometric
properties was obtained by means of internal consistency, confirmatory and
exploratory factor analysis. All the instruments used in Phase 2 had acceptable
reliabilities and goodness-of-fit, with the exception of the psychological capital
instrument (PCQ). More specifically, less than satisfactory reliability coefficients were
observed for resilience (α= .60) and optimism (α= .48). On the basis of this, no
changes were made to the content of the instruments for use in Phase 3. However
assumptions about the factorial structure of the job resources scale had to be
revisited. The outcome of Phase 2 was a set of reliable and valid measuring
instruments that could be used with confidence.
The purpose of Phase 3 was to evaluate thirteen propositions guiding the current
study. A total of 418 usable questionnaires were analysed during Phase 3. During
Phase 3, further confirmation was found that all the instruments used had acceptable
reliabilities, as well as goodness-of-fit. In addition, correlation analysis, step-wise
multiple regression and structural equation modelling (variance and covariance-based)
were employed. All the independent variables were significantly related to the dependent variable,
subjective career success, except for objective career success (past). Job resources,
psychological capital and supportive organisational climate, however, were the only
significant predictors of career success. In order to evaluate the appropriateness of
the proposed sequential model, both variance and covariance-based structural
equation modelling were used.
Model exploration was facilitated by the use of variance-based structural equation
modelling. Both non-significant paths, as well as significant, but weak paths, were removed during the exploration process. The covariance-based approach allowed the
utilisation of modification indices to arrive at an optimal model. A model consisting of
only the significant paths were subjected to covariance-based structural equation
modelling.
The modification indices suggested adding three direct paths between subjective
career success and transformational leadership, job resources, as well as supportive
organisational climate. However, in the optimal model, the direct path between
transformational leadership and subjective career success was excluded due to not
being statistically significant. In the optimal model all the proposed paths were
significant. Acceptable goodness-of-fit was obtained for this optimal model. The
results of Phase 3 provided evidence supporting the majority of the thirteen
propositions that guided the current study.
With the unique combination of variables, this study can be seen as making a
contribution to the existing theory and literature by explicating the interrelationships
between transformational leadership, job resources, supportive organisational
climate, psychological empowerment, psychological capital (PsyCap), and subjective
career success. The researcher made recommendations for future research, as well
as for scientific and practical interventions regarding the development of subjective
career success. / AFRIKAANSE OPSOMMING: Hierdie studie is gegrond in loopbaansielkunde met implikasies vir loopbaanbestuur.
Hierbenewens het die studie op verskeie velde gesteun, insluitend, en veral, die
positiewe organisatoriese gedragsparadigma. Die onderliggende aanname in die studie
was dat die ervaring van subjektiewe loopbaansukses onder swart werknemers in die
Suid-Afrikaanse werkomgewing deur sekere organisatoriese en individuele faktore
beïnvloed word. Ten einde hierdie aanname te evalueer, is gepoog om ’n begrip te
vorm van die aanleidende oorsake van subjektiewe loopbaansukses. ’n
Literatuuroorsig het die navorser tot die slotsom gebring dat transformasionele
leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige
bemagtiging en sielkundige kapitaal (PsyCap) as oorsaaklike faktore van subjektiewe
loopbaansukses beskou kan word. ’n Teoretiese model wat op die literatuur gebaseer
was, is ontwikkel om ’n opeenvolgende proses waarin die geïdentifiseerde
veranderlikes wissellende rolle ten opsigte van prominensie speel, weer te gee. ’n Gemengde-metodes-ontwerp is in die navorsing gebruik om die ondersoek te rig.
Meer besonderlik het die studie ’n kwalitatiewe fase behels, wat deur twee
kwantitatiewe fases gevolg is. In die kwalitatiewe fase (Fase 1) is semigestruktureerde
onderhoude met 30 swart gesalarieerde werknemers in drie
verskillende Suid-Afrikaanse organisasies gevoer om inligting oor die faktore wat
loopbaansukses beïnvloed, in te win. Die doel van die kwalitatiewe fase was
tweeledig: eerstens om bevestiging te verkry dat die instrumente wat gebruik is, die
mees belangike kwessies gedek het. Tweedens was die doel om uit te vind hoe om die
konstrukte wat nie behoorlik gedek is nie, aan te vul voordat daar met die
daaropvolgende kwantitatiewe fases voortgegaan word. Die uitkoms van Fase 1 het
getuienis gelewer dat daar, soos op die literatuuroorsig gebaseer, voldoende dekking
van die veranderlikes was. Daar is egter besluit om drie vrae by die meetinstrument
vir die meet van werkhulpbronne by te voeg, sowel as om twee items by die
meetinstrument vir die meet van ondersteunende organisatoriese klimaat by te voeg. Opname-navorsing is gedurende beide kwantitatiewe fases gebruik. ’n Elektroniese
web-gebaseerde vraelys is opgestel om die opname-navorsing te vergemaklik.
Gestandaardiseerde vraelyste is gebruik om elk van die tien konstrukte te meet.
Die doel van Fase 2 was om ’n voortoetsing met die saamgestelde vraelys uit te voer.
Twee honderd en twintig bruikbare vraelyste is gedurende Fase 2 ontleed met
betrekking tot die psigometiese eienskappe wat met elk van die konstrukte
geassosieer was. Getuienis omtrent die psigometriese eienskappe van die
meetinstrumente is deur middel van interne konsekwentheid, en bevestigende en
ondersoekende faktorontleding verkry. Al die instrumente wat in Fase 2 gebruik is,
het aanvaarbare betroubaarheid en goeie passing getoon, met die uitsondering van
die sielkundige kapitaal (PsyCap) instrument, meer spesifiek, minder aanvaarbare
vlakke van betroubaarheid is gevind in die geval van veerkragtigheid (α= .60) en
optimisme (α= .48). Daar is egter geen veranderinge vir gebruik in Fase 3 aan die
inhoud van die instrumente aangebring nie. Aannames ten opsigte van die faktoriale
struktuur van die werkhulpbronneskaal moes egter hersien word. Die uitkoms van Fase
2 was ’n betroubare en geldige stel meetinstrumente wat met vertroue gebruik kon
word. Die doel van Fase 3 was om die dertien hipoteses wat die huidige studie gerig het, te
evalueer. Hiervoor is 418 bruikbare vraelyste tydens Fase 3 ontleed. Verdere
bevestiging dat al die instrumente aanvaarbare betroubaarheid, asook goeie passing
getoon het, is tydens Fase 3 verkry. Daarbenewens is korrelasie-ontleding,
stapsgewyse meervoudige regressie en strukturele vergelykingsmodellering (variansieen
kovariansie-gebaseerd) gebruik.
Behalwe vir objektiewe loopbaansukses (vorige), was al die onafhanklike veranderlikes
beduidend verwant aan die afhanklike veranderlike, naamlik subjektiewe
loopbaansukses. Werkhulpbronne, sielkundige kapitaal en ondersteunende
organisatoriese klimaat was egter die enigste beduidende voorspellers van
loopbaansukses. Beide variansie- en kovariansie-gebaseerde strukturele vergelykingsmodellering is gebruik om die toepaslikheid van die voorgestelde
konseptuele model te evalueer.
Verkenning van die model is met gebruik van variansie-gebaseerde strukturele
vergelykingsmodellering bewerkstellig. Beide nie-beduidende bane, sowel as
beduidende, maar swak bane, is tydens die verkenningsproses verwyder. Met die
benutting van modifikasie-indekse het die kovariansie-gebaseerde benadering dit
moontlik gemaak om ’n optimale model daar te stel. Die model, wat slegs uit die
beduidende bane bestaan het, is aan kovariansie-gebaseerde strukturele
vergelykingsmodellering onderwerp.
Die modifikasie-indekse het die toevoeging van drie direkte bane tussen subjektiewe
loopbaansukses en transformasionele leierskap, werkhulpbronne, en ondersteunende
organisatoriese klimaat voorgestel. In die optimale model is die direkte baan tussen
transformasionele leierskap en subjektiewe loopbaansukses egter uitgeskakel omdat
dit nie statisties beduidend was nie. Al die voorgestelde bane was in die optimale
model beduidend en goeie passing is vir hierdie optimale model verkry. Die resultate
van Fase 3 het bewys gelewer vir die aanvaarding van die meerderheid van die dertien
hipoteses wat die huidige studie gerig het. Vanweë die ontwikkeling van die onderlinge verband tussen transformasionele
leierskap, werkhulpbronne, ondersteunende organisatoriese klimaat, sielkundige
bemagtiging, sielkundige kapitaal (PsyCap), en subjektiewe loopbaansukses, kan
hierdie studie, met hierdie unieke samestelling van veranderlikes, as bydraend tot die
bestaande teorie en literatuur beskou word. Die navorser doen aanbevelings vir
toekomstige navorsing, sowel as vir wetenskaplike en praktiese intervensies ten
opsigte van die ontwikkeling van subjektiewe loopbaansukses.
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Perceptions of affirmative action and the potential unintended consequences thereof in the work environment : a study of the designated and non-designated groups in South Africa12 1900 (has links)
Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Affirmative action is arguably one of the more controversial topics in the South African society
today. Implemented in response to many years of apartheid which marginalised the Black
population of South Africa specifically, this form of redress is aimed at reversing the wrongs of
the past and at levelling the playing field in terms of access to scarce resources. Unfortunately,
massive social structural changes such as these are hardly ever implemented without encountering
resistance and unintended consequences. This is why the aim of this study was to explore the
relationship between knowledge of affirmative action and attitudes towards affirmative action, as
well as the relationship between attitudes towards affirmative action and the different forms of
(dysfunctional) consequences this could have in the South African work environment for both the
Designated-(Blacks, Indians, Coloured and White female employees) and Non-designated groups
(White male employees) respectively. A non-experimental (ex-post facto) research design were
utilised for these purposes. The constructs were defined as follows: knowledge of affirmative
action as the respondents’ actual knowledge of South Africa’s Employment Equity Act, (1998)
and attitudes towards affirmative action as the respondents’ stance (in terms of negativity or
sensitivity) towards 5 affirmative action-related debates. These include attitude towards merit, -
quotas, -reverse discrimination, - drop in standards, and – tokenism (Charlton & Van Niekerk,
1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). For the Non-designated
group (White males), Adams’ equity theory (1965) was used to explain how perceived inequity in
the work environment could lead to certain forms of dysfunctional work behaviour, namely exit,
voice, loyalty, stealing and silence (Hirschman, 1970; Pinder, 1998). For the Designated groups,
relational demography theory (Riordian, 2000; Williams & O’Reilly, 1998) was used to argue
how possible “out-group” status of affirmative action candidates could lead to lower levels of job
satisfaction, group cohesion and organisational commitment, as well as to higher levels of
conflict and role ambiguity. An availability sample of one-hundred-and-eighty respondents was
drawn from the databases of several leading recruitment agencies in the Western Cape. Several
scales were utilised, of which all were added into one composite questionnaire. / AFRIKAANSE OPSOMMING: Daar kan argumenteer word dat regstellende aksie waarskynlik vandag een van die mees
kontroversie le temas is in die Suid-Afrikaanse samelewing. Regstellende aksie is
g implimenteer in reaksie op baie jare van apartheid waarin veral die Swart Suid-Afrikaanse
populasie ontsien is van baie geleenthede, en stel dus ten doel ‘n ommeswaai in die verkeerde
praktyke van die verlede sowel as die gelykmaking van die speelveld in terme van toegang tot
skaars hulpbronne te bring. Ongelukkig is dit so dat massiewe sosiale strukturele veranderinge
soos hierdie byna nooit g implimenteer word sonder weerstand en nie-vooraf verwagte gevolge
nie. Die doel van hierdie studie was daarom om die verhouding tussen kennis van regstellende
aksie en houdings teenoor regstellende aksie, sowel as die verhoudings tussen houdings teenoor
regstellende aksie en verskillende disfunksionele gevolge in die Suid-Afrikaanse werksplek as
gevolg hiervan, vir beide die Aangewese (Swart, Indi r, Gekleurde en Wit vroulike werknemers)
en Nie-aangewese (Blanke manlike werknemers) groepe onderskeidelik, te ondersoek. A nie-
eksperimentele (ex-post facto) navorsingsontwerp was gebruik om hierdie doel te bereik. Die
belangrike konstrukte was gedefinie r as volg: kennis van regstellende aksie as die respondente
se werklike kennis van Suid-Afrika se Wet op Gelyke Indiensneming (1998) en houdings teenoor
regstellende aksie as die respondente se standpunt (in terme van negatiwiteit of sensitiwiteit)
teenoor vyf regstellende aksie-verwante debatte. Hierdie debatte sluit in houding teenoor meriete,
- kwotas, - omgekeerde diskriminasie, - verlaging van standaarde en -“tokenism” (Charlton &
Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). Vir die Nie-
aangewese groep (Wit mans), is Adams se billikheidsteorie (1965) gebruik om te verduidelik hoe
die persepsie van onbillikheid in die werksplek kan lei tot sekere vorms van disfunksionele
werksgedrag, naamlik “exit, voice, loyalty, stealing” en “silence” (Hirschman, 1970; Pinder,
1998). Vir die Aangewese groepe was “relational demography” teorie (Riordian, 2000; Williams
& O’Reilly, 1998) gebruik om te beskryf hoe moontlike “uit-groep” status van regstellende aksie
kandidate kan lei tot laer vlakke van werksatisfaksie, groep kohesie en organisatoriese
betrokkenheid, en tot ho r vlakke van konflik en rol dubbelsinnigheid.
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An analysis of the business response to HIV/AIDS in the catering industry in Zimbabwe : a case study for organisations affiliated to the National Employment Council for the catering industryZhira, Pardon 04 1900 (has links)
Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The catering industry by its constituent membership of hotels, restaurants, lodges, bars, night clubs, takeaways and every tourist activity is susceptible and vulnerable to HIV/AIDS. This study analysed the business response to HIV/AIDS by establishments in the catering industry in Zimbabwe. The case study focused on establishments in Harare using a questionnaire with both open-ended and closed questions for data collection.
The results of the study acknowledged the impact of HIV/AIDS on human resources capital and the business. The study also highlighted the need to conduct an assessment of the status of HIV/AIDS in the industry and its impact on both people and business. The epidemic was also acknowledged as a threat to the industry (both workforce and the business)hence the need for business response. However, the study revealed that the current business response was very minimal, erratic and uncoordinated. The study also highlighted the discriminatory practices in the catering industry especially in the treatment of persons infected with HIV. The study revealed the urgent need to put in place effective response to mitigate the impact of HIV/AIDS in the catering industry.
Recommendations have been made to address HIV/AIDS in the workplace. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om te bepaal tot watter mate die voedselverskaffingsindustrie in Zimbabwe as besigheid gereageer het teenoor MIV/Vigs en wat hulle besigheidsrespons was.
Resultate van die studie dui aan dat hierdie besigheidsektor wel erkenning gee aan die negatiewe impak wat MIV/Vigs op menslike hulpbronne . MIV/Vigs word as ‘n bedreiging erken en die negatiewe impak daarvan op besighede word deeglik besef.
Die studie dui egter ook aan dat die huidige respons van die voedselverskaffingsektor minimaal, ongereeld en ongekoordineerd is. Die studie wys ook daarop dat daar nog steeds baie hoogs-diskriminerende praktyke binne die industrie bestaan, veral ten opsigte van pasiënte wat tans op behandeling is vir MIV-verwante siektetoestande.
Die studie wys op die noodsaaklikheid van ‘n doeltreffende besigheidsrepons binne die voedselverskaffingsindustrie en voorstelle word gemaak vir die beter bestuur van MIV/Vigs binne hierdie bedryfsektor.
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HIV management in a mining company in South AfricaMofomme, Steven 04 1900 (has links)
Thesis (MPhill)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The mining industry having been identified as a particularly vulnerable sector to the potentially devastating effects of HIV and AIDS, it became clear that proper management thereof is essential if we are to mitigate these. Two-hundred-and-seventy-nine of the 720 patient files from the mine‟s wellness clinic were reviewed for clinical appropriateness. These files were scrutinised to evaluate adherence to treatment guidelines. The review was conducted using the wellness clinic‟s treatment guidelines, adapted from the South African HIV Clinicians Society (SAHIVCS) 2008 guidelines asking the four questions: “when to start therapy”, “what therapy to start”, “co-existence of other illnesses”, “when to change therapy”.
The guidelines were largely adhered to as far as starting the right type of therapy at the right time. “When to start therapy” was adhered to in 97.1 percent of the cases, “when to start” in 99.6 percent. However evaluation of “co-existence of other illnesses” came in at a rather low figure of 45.5 percent. Although the need for change of therapy was very low (2.5 percent), 57.5 percent of those who needed a change in therapy were prolonged on failing regimens for periods of more than three months. / AFRIKAANSE OPSOMMING: Die mynindustrie in Suid-Afrika is as 'n uiters kwesbare sektor geïdentifiseer en behoorlike bestuur van hierdie sektor is van kritieke belang in die suksesvolle bestuur van MIV/Vigs in Suid-Afrika.
Die mediese inligting van 279 pasiënte is vir die doel van die studie ontleed en die mate waartoe pasiënte getrou hou by behandelingsriglyne is in die studie ge-evalueer. Die ontleding was gebasseer op die 2008 welwees kliniese riglyne van die South African HIV Clinicians Society (SAHIVCS).
Die studie bevind dat pasiënte in 'n groot mate by die kliniese riglyne gehou het en dat die datum waarop met behandeling begin is in bykans 97% van die gevalle ooreenkomstig die riglyne was.
Die grootste bron van kommer was die groot relatief groot aantal gevalle waar die invloed van ander siektetoestande nie behoorlik in ag geneem is nie en die MIV/Vigs medikasie nie dienooreenkomstig aangepas is nie.
Voorstelle word in die studie gemaak vir aksies wat geneem behoort te word om 'n groter mate van voldoening aan die riglyne te bewerkstellig.
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An investigation into the attitudes, opinions, and feelings of psychometric test administrators toward the Apil B as a culture fair assessment with special reference to the Employment Equity Act.Doosi, Michelle. January 2000 (has links)
This research is an investigation into the Apil B as a culture fair assessment tool for the purpose of
recruitment and selection. The Employment Equity Act stipulates that "psychological testing and
other similar assessments are prohibited unless the test or assessment being used :-a) has been shown
to be valid and reliable b) can be fairly applied to all employees and c) is not biased against any
employee" (Employment Equity Act, 1998). The primary objective of this research is to evaluate the
Apil B with regard to validity. reliability, cultural fairness, and bias via a consideration of the
attitudes, opinions, and feelings of psychometric test administrators in the Kwa-Zulu Natal region.
The secondary objective is to ascertain whether the Employment Equity legislation has influenced the
attitudes of test administrators toward psychometric testing, and the implications for psychometric
testing in South Africa following the Act.
The sample in this research consists of 20 qualified test administrators of the Apil B. The
administrators are affiliated with the following companies : Beacon, Durban Electricity, Profiled
Appointments, Mondi, McCann and Associates, Saunders and Associates, Tetrapak, lthaJa, and
Mangosuthu Technikon.
Qualitative and quantitative methods are used. A self-administered questionnaire is used to
investigate the attitudes, opinions, and feelings of the respondents toward the Apil B as a culture fair
assessment, specifically in relation to validity, reliability, cultural fairness, and bias. Although most
of the questions are qualitative, quantitative questions are also included. Therefore, this research
requires numerical data as well . The quantitative questions include yes and no responses, as well as
rating scales. The quantitative data supplements the qualitative data and therefore facilitates a more
concrete data base.
The results indicate that all respondents feel that the Apil B is valid, reliable, culture fair and fairly
applied . Respondents feel more positively toward the new updated psychometric tests. They
expressed greater confidence in terms of knowing which tests are inappropriate and which tests are
relevant to specific jobs. It is also evident that the Employment Equity Act has strongly influenced the attitudes of respondents,
in a very positive light, toward the use of psychometric testing. The respondents do however mention
some concerns with regard to language based tests, and the ethical use of tests.
According to the research conducted, the Apil B is regarded as a valid, reliable, and culture fair
assessment tool in the opinion of the respondents utilised in this study. It is therefore recommended
that the Apil B is used in organisations as a test that does not discriminate against any culture or
subculture. / Thesis (M.A.)-University of Natal, Durban, 2000.
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Female employees' perceptions of work-life balance at a banking institution in the Durban region.Singh, Ashlesha. January 2013 (has links)
This study was interested in female bank employees’ perceptions of work life balance at a banking institution in the Durban region. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilise to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within the sales and credit division at a large banking institution in the Durban region. Theory-led thematic analysis was used to analyse the interview transcripts.
The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets within the sales and credit divisions. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organisations to appropriately prioritise WLB as a quality strategy in an attempt to retain talented women in their sales and credit divisions. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2013.
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Immigrant workers' experiences and perceptions of tensions, identity and social resources within the Port of Durban, South Africa.Padayachee, Sarisha. January 2012 (has links)
It is argued that the tensions facing foreign workers in the South African labour market
should be seen against the background of the recent history of migration in which it has been
primarily workers with low educational and vocational qualifications that have arrived from
neighbouring countries and who have been employed within the informal sector doing fairly
dangerous and poorly paid work.
Aim: In light of this, the purpose of this study was to explore immigrant worker’s
experiences and perceptions of tension, identity and social resources within the Port of
Durban, with an overall focus on the construction of a positive work identity.
Methodology: The broad paradigm of this research study is located in the qualitative
research field. The researcher specifically used an interpretative phenomenological approach
(IPA) following the guidelines of Smith, Jarman and Osborne (1999). The IPA was used
because the researcher was interested in identifying, describing and understanding the
subjective experiences and cognitive interpretations of immigrant workers in respect of their
subjective experiences and perceptions of tension; identity and social resources; and because
the researcher intended to make sense of the participants’ worlds through a process of
interpretative activity. Semi-structured interviews using a non-probability sampling technique
were employed to purposively select 10 participants from within the container terminal
division of the Port. The IPA as suggested by Smith et al. (1999) was then used to identify the
connections and themes in respect of shared meanings and references and /or in respect of
hierarchical relationships in each transcript. Themes that were found to be common were
grouped together i.e. clustered by the researcher. The researcher then derived a master list of
superordinate themes and sub-themes from the clusters of themes.
Findings: The thematic analysis unearthed eight themes : (1) interpretation of what it means
to be an immigrant; (2) causes of tension at work; (3) causes of tension outside of work; (4)
mechanisms for managing tensions; (5) individuality versus belonging; (6) factors leading to
a positive work life; (7) identifying social resources; and (8) overcoming tensions using
social resources. The participants’ lived experiences of tension indicated that a number of
barriers had impacted and were continuing to impact on their everyday work experience.
Overall, tensions, such as disrespect, violence and inequality, made it difficult for immigrants
to identify positively with their work and fellow South Africans. Notwithstanding the fact,
participants additionally managed to identify key aspects and positive experiences, such as
training and learning opportunities that served as potential social resources that workers could
rely on in order to help them overcome some of the above mentioned tensions and attain a
more positive immigrant work-related identity. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.
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Work engagement among bus drivers in Zimbabwe : the role of employee well-being, job demands and resources.Muzvidziwa, Rutendo Faith. January 2012 (has links)
This study was carried out in order to gain an understanding of work engagement among bus drivers in Zimbabwe. The study seeks to assess work engagement, job satisfaction, happiness and burnout in terms of relationships, significant differences and lived experiences among bus drivers in Harare (Zimbabwe). Further investigation is done to determine whether job demands and job resources are strong predictors for the relationship between work engagement, happiness, job satisfaction and burnout. Thus findings in this study are significant in that they provide insight into the well-being of bus drivers and its impact on employee work engagement. The study entails a mixed method to research. For the qualitative part of this study semi structured interviews were be used in data collection. Questionnaires are used for the quantitative part of the study. The research instruments were based on the stated objectives as a guide of what to include and leave in the research instrument. For the Questionnaires, the shortened version of the Utrecht Work Engagement Scale (UWES), the Minnesota Satisfaction Questionnaire (MSQ), the Work-related Flow inventory (WOLF), the Oldenburg Burnout Inventory (OLBI) and the Job Demands Resources Scale and is adopted.
Results showed practically and statistically significant positive relationships between variables of work engagement, work happiness, job satisfaction and job resources. However, burnout had practically and statistically significant negative relationships, of medium effect, with variables of work engagement, work happiness and job satisfaction. A possible explanation for this is that when employees withdraw mentally as a result of burnout, their work engagement levels will decrease. Job demands and job resources are strong predictors
of work engagement, work happiness, job satisfaction and burnout. A possible explanation for the results is the organisational citizenship and commitment among the employees. Results indicated that all the demographic variables (such as different age groups, education level attained, tenure, bus ranks and marital status) had a significant difference with regards to total work engagement, job satisfaction, overall happiness, overall job resources and overall burnout. The bus drivers were engaged, happy and satisfied with their jobs in spite of the stressors. A possible explanation of the results could be the buffering effect job resources had on job demands. The tickets from the police’, peak hours’ and bad weather were sum of the stressors leading to burnout. However, positive attitudes and stress coping strategies led the bus drivers to be happy in spite of the stressors. Themes such as good working environment, socialising at work and supportive co- workers emerged on job resources. A limitation of the present study is its cross-sectional character. However, despite these limitations, the present findings have important implications for both future research and practice. For instance future research should be longitudinal. Furthermore future research efforts should focus on the different aspects of job demands and resources inclusive of rewards, work overload, growth opportunities, social support, organisational support, job security and job advancement. This information is useful because it will allow managers and organisations to adjust jobs, training, and the work environment based on the factors that contribute the most to workplace happiness, job satisfaction and work engagement. Results in this study suggest that recovery from burnout help individuals to cope with job demands and to create new resources. These findings suggest that organisations should provide employees with facilities to recover and promote the development of leisure activities to help them overcome the daily strains of work. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.
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